Determination of whether or not its employees violated departmental regulations.
b.
Agency Involvement:
Determination of the adequacy of its policies, procedures, programs, training, equipment, personnel programs, and supervision.
c.
Government and Community Relations:
Informing itself of the Incident’s details so it may adequately inform its parent governmental body, and so it may be responsive to comments about the incident from the public and the media.
d.
Claims and Litigation:
Preparing for administrative claims and/or civil litigation that may be initiated by or against the agency.
2.
The Employer Agency may use an Administrative Investigation and/or a more specific “civil litigation investigation” format to investigate these concerns as it considers appropriate. While both the Criminal Investigation and the Administrative Investigation are important and should be aggressively pursued, investigative conflicts between the two formats shall be resolved by allowing the Criminal Investigation to have investigative priority. It is intended that this prioritization will preclude competition between the two formats for access to witnesses, physical evidence, and the involved parties, and that it will prevent the Criminal Investigation from being compromised by an untimely exercise of the Employer Agency’s administrative rights.
3.
The initiation of Administrative Investigations and the extent of those investigations is, of course, solely the responsibility of the Employer Agency.
4.
Interview statements, physical evidence, toxicology test results, and investigative leads which are obtained by Administrative Investigators by