f.
Good organizational skills.
g.
Respected professionally by those with whom he/she works for, being competent, thorough, objective, fair, and honest.
h.
Good working knowledge of Use of Force issues.
15.
Interviewing Police Employees
a.
Investigating officers should understand that answers given as part of an Administrative investigation interview may be excludable against a police employee as not complying with the constraints of the Garrity decision if criminal responsibility may be associated with the police employees conduct
1.
The police employee must be advised in an interview what his/her statement is being used for, Administrative or Criminal purposes.
2.
The Interviewing officer should not be from the employer agency but the employer agency may observe but must remain silent during the interview.
3.
The interview must be expressly non-custodial, and the officer should be advised that he or she is free to leave, or Miranda warnings must be given.
4.
If and when the interview becomes a custodial interrogation, the Miranda cases are applicable.
5.
To insure proof of voluntariness in a non-custodial interview, the Team interviewers may wish to advise certain interviewees of the following:
a.
The interviewee is not in custody and is free to leave at any time.