November 2003

Maria A. Alexander
Memphis Shelby Crime Commission
119 South Main Street, Suite 450, Pembroke Square
Memphis, Tennessee 38103
(901) 527-2600

Introduction

The purpose of this study is to review the current operation and efficiencies within the Reserve Division of the SCSO, provide an assessment of the operations within the division and make recommendations toward improvement. This report was prepared by the Memphis Shelby Crime Commission at the request of Mark Luttrell, Sheriff of Shelby County and Crime Commission Board Member.

The research contained in this report is primarily derived from a search of national literature, a scan of Best Practices, interviews with Shelby County Sheriff’s Office personnel, Reserve Division leadership, Internet sources published by various other law enforcement agencies and articles written by both practitioners and academicians.

Introduction
Section I: History of the Shelby County Reserve Officer Program
Section II: Definitions
Section III: Overview of the Shelby County Sheriff’s Office Reserve Division
    Longevity
    Application and Selection Process
    Certification and Training Requirements
    Reserve Officer Demographics
    Background and Life Experience
    Compensation and Benefits
    Current Utilization of Reserve Officers
    Independent Patrol Status
    Accountability
    Discipline or Termination from Reserve Program
Section IV: Internal Audit Results
Section V: Summary of Current Shelby County Sheriff’s Office Reserve Division Culture and Operational Climate
Section VI: CALEA Guidelines
Section VII: Model Reserve Agencies in the United States
Section VIII: Comparative Analysis of Policies and Procedures of Model Sheriffs’ Agencies to the Shelby County Sheriff’s Office
Section IX: Conclusion
Section X: Recommendations
Data Sources
Agencies
Reports
Notes

Appendix 1: Current Organization Chart for the SCSO Reserve Division
Appendix 2: CALEA Agencies with over 300 commissioned officers
Appendix 3: Sample Reserve Officer Policy; Hillsborough County, Florida
Appendix 4: Sample Reserve Officer Policy; Tulsa County, Oklahoma

Section I: History of the Shelby County Sheriff’s Office Reserve Officer Program

The Shelby County Sheriff’s Office (SCSO) Reserve Division was created in 1965 by newly elected sheriff, William Morris. Five men, handpicked by Sheriff Morris, became the first reserve officers for the SCSO. The intent of the program was to utilize additional resources within the county to assist the regular officers, as necessary. These reserve officers completed 40 hours of training in basic law enforcement. Reserve officers were neither paid nor were they provided uniforms, equipment, or weapons at the time the unit was formed. The newly assigned officers bore the entire expense of the assignment, including the ammunition used for the one and only qualifying session at the firearms range. There were no written guidelines, minimum hours of monthly service or policy and procedural manual.

During the first nine years of the reserve program, all reserve officers were required to be assigned to a regular deputy while performing their duties for the Shelby County Sheriff’s Office. It was first in 1974 that select reserve officers were authorized to operate a police vehicle and conduct patrol separately from the full-time, paid officers of the SCSO. At this time, the uniforms of the reserve officers were identical to the regular deputies except for the denotation on the badge, which stated "Reserve Deputy Sheriff." The word "Reserve" was removed from the badge two years later in order to eliminate confusion or a lack of respect to the authority of reserve officers.

The 1980’s brought independence to the Shelby County Sheriff’s Office Reserve Officer Division under both Sheriff Barksdale and Sheriff Owens. The Reserve Officer Program was encouraged to flourish, and it was in the 1980’s that the SCSO Reserve Division grew to its largest numbers since its inception. During the 1980’s, reserve officers of the SCSO participated in a number of significant events that demonstrated their value and worth to the residents of Shelby County.

Historically, the selection of reserve officers has not always been based upon merit in sheriffs’ organizations across the country. Reserve officers may have been selected based upon political affiliation or involvement in political campaigns. The Shelby County Sheriff’s Office is no different. In the 1980’s, under Sheriff Barksdale’s administration, the title of "special deputy" was instituted based on the authority accorded to the Sheriff by state statute.

According to the Tennessee Code Annotated, a "Special Deputy" is any person who is assigned specific law enforcement functions as to the prevention and detection of crime and general laws of this state on a volunteer basis, whether working alone or with other law enforcement officers.

Prior to the passage of the concealed weapons law, the only method by which a citizen could legally carry a weapon was if authorized by the county sheriff through commissioning of the citizen as a special deputy. Thus, in the absence of a concealed weapons statute within Tennessee, it is estimated that several thousand citizens received special deputy commissions under Sheriff Barksdale. Under Sheriff Owens’ administration, these special deputies were referred to as "advisory committee members." In 1990, when Sheriff A.C. Gilless was elected, the special deputy and advisory committee/staff status continued. At the same time, the number of reserve deputies participating in the formal Reserve Program reached an all time high of 224 in 1998, excluding those commissioned as special deputies.

Under newly-elected Sheriff Mark Luttrell, Jr., the agency is much more circumspect about the commissioning of special deputies. The numbers are much lower, the system does not revolve around political patronage and specific criteria are applied when considering the commissioning of a special deputy. These criteria and requirements include whether the candidate’s vocation or profession is law enforcement-related, whether such a commission is arguably necessary to perform the job’s functions, the candidate’s ability to personally acquire a liability/performance bond and an annual firearms qualification. This newly-added constraint in the special deputy program, in conjunction with the state’s passage of a concealed weapons law, has essentially eliminated the political nature of the special deputy program.

Sheriff Gilless led the Shelby County Sheriff’s Office throughout the 1990’s and until 2002. One reserve class was conducted each year through the 1990’s, graduating on the average, 39 reserve officers. In the fall of 2000, a reserve class began and 23 officers graduated in the spring of 2001. There were no additional reserve basic training classes that began in 2001 or 2002. The number of graduates over the years is depicted below. The lack of regularly scheduled reserve basic training classes since 2000 has significantly impacted the growth and viability of the program.

In 2002, Sheriff Mark Luttrell was elected as the Shelby County Sheriff. In July of 2003, a reserve class began and is expected to graduate 20 reserve officers in December of 2003.

The number of active reserve officers in the Shelby County Sheriff’s Office has fluctuated over the last decade. It was during the 1990’s that concerns and media attention began to plague the Shelby County Sheriff’s Office regarding jail operation and administration. Lawsuits and court mandates required that the resources of the SCSO be focused on jail operations and training. Through attrition and other factors, the number of reserve deputies has declined significantly over the past three years (please see graph below).

The role of the reserve officer for the Shelby County Sheriff’s Office has been extensive. Assistance has been provided to Shelby County residents during natural disasters such as floods and tornadoes and in evacuation efforts. SCSO Reserve Officers have been involved during riots and civil uprising, as well as focused crime deterrent efforts for years.

During 2002, the Shelby County Sheriff’s Office Reserve Division reportedly donated 68,202 hours in volunteer assistance to the Shelby County Sheriff’s Office and over 17,000 of those hours were dedicated to special events within Shelby County. Reserve Officers made a total of 1115 arrests and almost 2,000 citations were issued. Over 163,850 miles of patrol or response to calls for service were recorded by reserve officers in 2002. It is conservatively estimated that the amount of time and services performed and donated by Shelby County Reserve Officers during the year of 2002 would be almost 1 million dollars. The Reserve Division of the SCSO has progressed extensively over the past 38 years and this division remains an essential component of the SCSO.

Section II: Definitions

Auxiliary, Part-Time, Temporary and Reserve Police Officer - is defined as any person employed by any municipality or any political subdivision of the State of Tennessee whose primary responsibility is to support the full-time law enforcement officers in the prevention and detection of crime, apprehension of offenders, assisting in the prosecution of offenders for appropriate remuneration in measure with specifically assigned duties and/or job description.

Auxiliary Officers are generally not commissioned officers in the state of Tennessee and do not have the authority to make a full custodial arrest, unless empowered by the sheriff during a special event or disaster. In many communities, auxiliary officers are assigned to law enforcement related community service functions and may be used as a resource in emergencies and large-scale special events. This term was initiated in the Civil Defense era when civilian volunteers were used for emergency management and had law enforcement authority as directed by the government of the state.

Part-time deputies in Tennessee cannot work more than 20 hours per week, or more than 100 hours per month. Officers who work in excess of this maximum will be classified as a full-time police officer. Reserve officer terminology varies from state to state. According to CALEA standards, (Commission on Accreditation for Law Enforcement Agencies, Inc.), reserve officers generally assist full-time sworn personnel in the day-to-day delivery of law enforcement services and for emergencies, consistent with the applicable state law. To accomplish these tasks, reserve officers may require law enforcement powers equivalent to those of full-time officers.

Section III: Overview of the Shelby County Sheriff’s Office Reserve Division

The organizational structure of the Shelby County Sheriff’s Office Reserve Division has changed many times since the inception of the group in 1965. For many years the SCSO Reserve Division was aligned under a "Reserve Chief" who also served as a reserve deputy. The structure was initially established so that the Reserve Chief and the reserve coordinator would work together, providing facilitation to the Reserve Division. In 2002, the Reserve Chief position was expanded and three Reserve Assistant Chiefs were added. The Reserve Chief remains as the Commander of the Reserve Division and his/her function is to provide leadership, vision for growth and improvement within the Division.

Each active Assistant Chief has responsibility over a section of the reserve organization. The first section supports patrol functions and includes Patrol, Traffic, Motors, Metro DUI and Recruiting.

The second section supports investigative functions including, Detective Division, Fugitive, Metro Gang, Narcotics and Review Board. The third section supports community services, which includes Reserve Training, Civil, Crime Prevention and Staff. The Reserve Chief’s function provides leadership, vision for growth and improvement of the Reserve Division.

A separate rank structure is in place for the Shelby County Sheriff’s Office Reserve Division although it emulates the rank structure within the regular SCSO deputies. There are currently 144 active reserve deputies. More than one half (55%) of the personnel involved in the Reserve Division hold a position of supervisor. The ratio of supervision is currently at 1.2 supervisors to each reserve deputy to be supervised.

Patrol officers hold the 64 remaining positions. The positions of rank within the Reserve Division are described predominantly as honorary positions that have been created to reward individuals who have served with the Shelby County Sheriff’s Office Reserve Division for many years. The rank awarded in the Reserve Division carries no authority to provide direction to the full-time, paid deputies within the SCSO. The highest rank, with the exception of the Chief of Reserves within the Reserve Division, is subordinate to the lowest rank of the regular SCSO deputies.

Longevity

Almost 44% of the current complement of reserve officers has served less than five years with the Shelby County Sheriff’s Office. Over 55% of the reserve officers currently serving the Shelby County Sheriff’s Office have dedicated time and resources to this agency for over 5 years. It is notable that 16% of the current reserve force has served the SCSO for over 15 years (please see below). According to this data, the approximate mean time for service with the SCSO reserve division is five years.

Application and Selection Process

At present, the selection process in place for the Reserve Division is the same required of regular Shelby County Sheriff’s Office deputies. The applicants must be 21 years of age and have completed high school or have attained a GED. Candidates must submit an application for a background check to be completed by the Internal Affairs Bureau. Additionally, a physical agility test is administered along with medical test, psychological examination and drug test. Finally, an oral interview is conducted and applicants are selected. Once selected, applicants are sent to the reserve academy and, upon completion of their training, are assigned to the Reserve Division. Although the selection process takes fewer than 6 weeks, the applicant must wait for a reserve class to begin that may not be scheduled for several months. Prospective reserve officers are informed that they will be required to purchase all uniforms and equipment necessary to participate in the program. The SCSO provides the duty weapon, holster and ammunition. The initial investment by someone seeking to become a reserve officer for the Shelby County Sheriff’s Office is approximately $700.00.

Certification and Training Requirements

Tennessee state statutes require that any person who is a reserve officer in the State of Tennessee receive a minimum of 40 hours of training; however, reserve officers of the SCSO currently receive over 500 hours of training over the course of a seven-month period. Training classes for reserve deputies are held three evenings a week, 4 hours each night, and 8 hours on each Saturday for approximately seven months through a state certified academy.

State statute allows an agency to establish qualifications and standards for hiring and training police officers that exceed those set by the Peace Officer Standards and Training commission (POST). All SCSO Reserve Officers receive the same number of training hours as the full-time sworn officers. The SCSO operates its own reserve training academy and has trained 432 reserve officers since 1990. During the period from 1990 to 2000, officers averaged 459 hours per academy (please see figure below for actual hours of instruction by year). Additionally, reserve officers are required to attend an additional 40 hours of in service training annually, including firearms certification, to maintain their certification.

Personnel who have met state certification from other agencies are allowed to transfer to the SCSO Reserve Division after going through the initial selection process. Shelby County Sheriff’s Office reserve officers are certified to serve in an assortment of special assignments, including providing instruction at the academy, on the firearms range and as traffic collision investigators. Reserve officers are also trained in crime scene investigation to include fingerprinting, evidence collection, crime scene photography, and interviewing.

Reserve Officer Demographics

The following charts depict the race, gender, age and education of the deputies within the Reserve Division of the Shelby County Sheriff’s Office.

Almost 80% of SCSO reserve officers are white and the overwhelming majority is between 31-50 years of age.

Three fourths of the SCSO reserve participants have attended some college and over 30% have college degrees.

Finally, the majority of reserve officers, 92%, are male, as well as the majority, 75%, are married. The demographics of the current reserve force suggest significant diversification is recommended in terms of race and gender.

Reserve officers of the Shelby County Sheriff’s Office represent an assortment of different professions and careers. Over 64% of the SCSO reserve officers are employed in private industry and over 13% are employed through government. Included in the SCSO reserve ranks have been physicians, dentists, former local and state police officers, professional pilots, business owners, construction contractors, lawyers, insurance investigators, arson investigators, retired military personnel, accountants, computer technicians and other various trades and professional occupations.

Compensation and Benefits

Currently, reserve deputies are not compensated for their volunteer efforts. They are paid the customary $1.00 per year that affords them the classification of "employee." As an employee, this classification allows reserve officers to participate in the county’s health insurance program at their own cost. Family health insurance is available for approximately $200 per month, which is paid by the reserve officers. Additionally, reserve officers receive a uniform allowance of $225.00 annually.

Current Utilization of Reserve Officers

The reserve division currently has 144 commissioned officers that serve in the following divisions of the SCSO:

Approximately 70% of all reserve officers serve in divisions other than patrol. Each Reserve Officer is given a divisional assignment within the SCSO. Initially, reserve officers were required to work two special assignments per month along with two regular duty assignments within a division. Within the past five years, it was determined that reserve officers were needed more in the support of regular duty assignments. Therefore, this requirement was modified so that one third of the required 24-hour monthly mandate (8 hours) must be in support of a special assignment separate from their regular duty assignment.

The following chart shows the average number of hours per month from reserve officers in each division in 2002.

Independent Patrol Status

"One man patrol," hereafter referred to as Independent Patrol Status (IPS), allows an officer within the Reserve Division to participate in activities and patrol without the direct supervision of a regular officer. Although there is no minimum time period that must be served before an officer can be considered for IPS, officers must be in good standing as a reserve officer to be eligible.

The IPS approval process begins with the reserve officer requesting consideration from his/her regular supervisor. The full-time field commander then assigns a regular deputy as the training officer to the reserve officer. After an undetermined/indefinite number of hours of training, the regular deputy would provide a letter of endorsement to the field commander recommending the reserve officer for further testing. A written examination is administered to the reserve officer that consists of 65 multiple-choice questions of which the reserve officer must receive a passing score of at least 70%.

The written examination is designed to assess the reserve officers’ knowledge on various aspects of the law, report writing procedures and operational situations. Study materials are provided through the Comp Stat Manual, SCSO Policy and Procedural Manual and the Patrol Procedural Manual.

Upon successfully passing the written examination, the reserve officer participates in an oral review board. This board is comprised of the Lieutenant Field Commander and two Assistant Sergeant Field Commanders that are assigned to the shift that the reserve officer is assigned.

Situational questions are asked to determine if the officers would be able to handle themselves accordingly if allowed to operate in an Independent Patrol Status. Participants in the board provide input; however, the final approval comes from the Lieutenant Field Commander. The IPS may be withdrawn for any reason at the Commander’s level or above. Currently 56 officers (approximately 40%) are certified to operate in an Independent Patrol Status. It is the goal of the SCSO, and appropriately so, to have a higher percentage of reserve officers able to perform in an Independent Patrol Status.

Accountability

When a reserve officer reports for duty, he/she reports to a regular deputy to receive their field assignment. Upon completion of the duty assignment, the reserve officer completes a Daily Activity Sheet and forwards the paperwork to the clerical support staff of the reserve officers division. This data from the activity sheet is entered into a database, which provides information on the status of all reserve officers. The activity sheet is then destroyed after an undetermined period of time, directly impacting any efforts aimed at performance evaluation.

When a complaint is received regarding a reserve officer, the SCSO Internal Affairs Bureau (IAB) conducts an investigation. When applicable, a disciplinary recommendation is made to the Reserve Chief which is forwarded to the Sheriff for final approval. The Sheriff may dismiss any reserve officer from the reserve program at any time given that all reserve officers serve at the will of the sheriff. There does not appear to be any intermediate sanctions in place at this time nor is there a progressive discipline system in use as far as can be determined.

Since the inception of the SCSO reserve program, there have been incidents of misbehavior or inappropriate conduct by reserve officers that resulted in the dismissal or release of an officer. Issues such as failure to meet minimum monthly requirements are considered administrative matters and are not investigated by the IAB and may or may not be properly addressed.

During March and April of 2003, the Bureau of Internal Audit conducted an assessment of the Reserve and Emergency Service Division of the SCSO based upon the established Shelby County Sheriff’s Office Internal Audit Schedule. The scope and objectives of the audit was three fold: to assess the applicability and relevance of the Reserve Division; to determine the economy, efficiency, effectiveness and security of the operations; and to determine whether staff performance is in compliance with departmental, state and federal requirements. The audit concluded that the SCSO Reserve program appeared to be in compliance with applicable policies, procedures, rules, regulation, statutes and professional standards. The auditor reported:

"Nothing came to the attention of the auditors with regard to items not tested which would cause them to believe that untested items are not in compliance with applicable policies, procedures and regulation."

Although, there were some observations and recommendations made in the audit report regarding the Shelby County Sheriff’s Office Reserve Division.

1) Insure that a current Policy and Procedural Manual exists.
2) Insure that data that is entered can be retrieved from the software program.
3) Recommendation that the responsible supervisor sign the Daily Activity Sheet during the tour of duty performed by the reserve officer, not afterwards.
4) Insure that the records of daily activity sheets were maintained for a pre-determined time before destruction.
5) The observation was made that the perception of a ‘parallel’ rank structure within the Reserve Division may create confusion outside the SCSO.

Section V: Summary of Current SCSO Reserve Division Culture and Operational Climate

The Shelby County Sheriff’s Office Reserve Division reflects a group of dedicated and professional personnel that want to serve Shelby County. However, many within the reserve program are struggling for identification within a new sheriff’s administration. For a number of years, the reserve division has operated in a specific fashion whereby the reserve officers have become accustomed to more autonomy in performing their mission as compared to other sheriff’s offices within the country. This method of operation has not been ineffective and, in fact, the men and women of the SCSO Reserve Division have consistently performed well in the tasks they have undertaken.

Historically, it appears that the reserve officer program within the SCSO has been the pet project of many former sheriffs. Reserve officers provide positive marketing for the sheriff and the agency as well as serving in a host of public relations efforts that reflect favorably on the SCSO.

However, from the perspective of some regular officers, reserve officers have been allowed to virtually conduct themselves independent of departmental requirements and accountability for several administrations. There is some resentment from the regular officers that reserve officers are not held to the same standards of accountability, such as successful annual firearms certification and providing assistance to traditionally under staffed areas such as patrol and traffic. Jealousy exists within the regular ranks around the perception that reserve officers seemingly have been allowed to do what they choose, in whatever division they choose, with little or no formal accountability for their performance.

From the perspective of some of the reserve officers, there is a belief that the full-time deputies do not understand the value or importance of participation in special events or other activities in which reserve officers are involved. Reserve officers see themselves as performing tasks and duties that are not normally embraced by regular officers. They do not believe that the regular officer understands the importance of the duties they perform.

Lastly, the communication, command and control within the reserve program are strained at best and have been for several months. This has been exacerbated by the removal of the Reserve Chief from direct supervisory control and with that, responsibility turned over to a regular line level deputy. The day to day direction of the reserve officers is from a full-time regular sergeant who is receiving direction from a Lieutenant, Inspector and a Chief. This becomes a convoluted communication and management style that does not benefit the reserve force or the SCSO as a whole, and allows circumvention of the chain of command.

Although the organization has been very effective for a number of years, the current climate and culture cannot continue if the SCSO pursues CALEA accreditation and seeks to move to improve the professionalism of the agency. The most effective place to begin is with an exploration of the CALEA guidelines and what model sheriff’s agencies are doing within the United States.

Section VI: CALEA Guidelines

The Shelby County Sheriff’s Office is pursuing National Accreditation through the Commission on Accreditation for Law Enforcement Agencies, Inc. (CALEA). CALEA was established in 1979 as an independent accrediting authority by four major law enforcement membership associations: International Association of Chiefs of Police (IACP); National Sheriff’s Association (NSA); Police Executive Research Form (PERF); and National Organization of Black Law Enforcement Executives (NOBLE).

The purpose of CALEA is to offer a body of law enforcement standards developed by law enforcement practitioners, covering a wide range of law enforcement topics.

By adhering to these standards, law enforcement agencies across the country improve the delivery of their services to the community, while reducing liability exposure and insurance costs. Additionally, obtaining international excellence and increased community support motivates agencies to achieve accreditation. The SCSO currently meets over 50% of the CALEA standards listed in this section.

The CALEA standards contained in Chapter 16.3 of the Accreditation Manual primarily relate to standards involving the use of reserve personnel.

These guidelines should be followed when establishing policies and procedures for the reserve component of the Shelby County Sheriff’s Office.

• The policy should contain a clear definition of "reserve" officer and should describe the duties and responsibilities of the reserve officers. The authority and discretion given to reserve officers must be defined to include any limitations or restrictions to their authority. Additionally, the amount of supervision they are to receive should be delineated.

• According to CALEA’s guidelines, reserve officers should be required to perform the same duties as full-time officers. Education level, physical condition, and any other pre-application criteria applicable to full-time officers should apply equally to reserves.

• Since some reserve officers bring with them specialized skills and abilities not normally found in entry-level, full-time officers, the process of selection may be different: however, the criteria for selection should be the same.

• The agency should require all sworn reserve officers to complete a training program comparable to 33.4.1. This training should be completed before assignment is made within the agency.

CALEA 33.4.1 - The agency requires all sworn officers to complete a recruit-training program prior to assignment in any capacity in which the officer is allowed to carry a weapon or is in a position to make an arrest, except as part of a formal field training program.

• Equipment available to the reserve component should be the same as that by full time, regular officers when reserves are performing like functions.

• Except for patches, insignia and badges, the uniforms used by reserve officers should not be distinguishable from those of full-time officers.

• Reserve officers should receive the same in-service training equivalent to that of full-time officers. This includes use of force training and firearms certification.

• Reserve officers should be bonded or provided with public liability protection equal to that provided to full-time officers.

Section VII: Model Reserve Programs in Sheriffs’ Agencies in the United States

In total, there are approximately 18,000 law enforcement agencies in the United States. Over 13,000 are municipal agencies and 3,087 are county sheriffs’ departments. The sheriff agencies employ approximately 160,000 sworn personnel. The majority of these agencies employ fewer than 25 full-time sworn deputies (please see the figure below for distribution of sheriffs’ agencies by size).

Of the total number of sheriffs departments in the United States, only 81 of these agencies are accredited through CALEA.

Further, only 38 of these accredited sheriff agencies have a full-time force complement equivalent to, or above the number that the SCSO employs. It is primarily through these 38 like-sized sheriff agencies, that the model policies, procedures and practices regarding reserve programs, have been developed.

The highest percentage of CALEA certified sheriff agencies are located in Florida, representing 47% of the agencies that have over 300 full-time sworn deputies. Information was requested through the International Association of Reserve Police Officers via the Internet and over one-dozen responses were received from six different states.

Information was also obtained from non-accredited municipal police departments and sheriffs’ offices of all sizes. The states of New York, Texas, California, Ohio, Maryland, New Jersey, Oregon, Louisiana and Massachusetts are represented in the information collection process in this study.

Section VIII: Comparative Analysis of Policies and Procedures of Model Sheriffs’ Agencies to the Shelby County Sheriff’s Office

Law Enforcement reserve programs vary from state to state and often within adjacent cities in some states. The list below identifies the premise from which many sheriffs’ agencies set the standards for operation for their reserve components. The following paragraphs are a representation of operational questions and resolutions that the majority of CALEA certified agencies support.

• Purpose - In what way does the agency seek to use personnel involved in the reserve officer program?

Reserve officers can be used in virtually every area of a law enforcement agency, providing the appropriate training is provided. The authority given to reserve officers is outlined in the individual states’ statutes. In all states surveyed, the local sheriff is given the authority to empower selected individuals with arrest and enforcement authority equal to full-time sworn deputies. The majority of agencies specify in policy that reserve officers have law enforcement authority only during the time they are performing specific duties at the direction of the sheriff.

Some agencies utilize reserve officers to augment their regular police force in all divisions, in order to reduce overtime and expenses. This is an example of supplementing the force by using volunteers instead of paying full-time deputies.

Other agencies use reserve officers in support duties to enhance the agency. Often times, reserve officers may perform duties that the regular officers may have disdain for, such as traffic control, special events, security, or surveillance. This is an example of supplementing the force with the use of reserve officers. Still other agencies use reserve officers only for support during special events, emergency management situations or natural disasters.

The Shelby County Sheriff’s Office appears to be attempting to strike a balance between supplanting and supplementing the regular, full-time force by allowing reserve officers to become engaged in activities that they enjoy, such as detective division, training, canine, etc., after providing a basic number of hours toward the primary mission of the agency (patrol and traffic).

• Levels of Certification – How are reserve officers identified?

Reserve or auxiliary officers may be armed or unarmed, dependent upon state definitions. They may serve in an independent patrol status or they may be solely relegated to a support role for regular deputies.

Since many agencies have differing levels of responsibility and accountability for their reserve officers, reserve officers are certified in different levels. The National Reserve Law Enforcement Officers Association provides the following example.

Reserve Deputy I– is defined as a reserve officer with full law enforcement certification, serving part-time and with no compensation. The officer is in good standing, has completed their probationary period and is certified to perform in an independent patrol status. He/she is tasked with assisting the regular deputies in the delivery of law enforcement services and has the same authority and discretion as a full-time, sworn deputy. He/she has full arrest powers, authority to carry a firearm and requires no direct supervision from regular deputies. This status is usually provided to reserve officers who have served the agency for a pre-determined amount of time or have had previous law enforcement or criminal justice experience.

Reserve Deputy II – is defined as a reserve officer with full law enforcement certification, serving part-time and with no compensation. The officer is in good standing and has completed their probationary period. This officer is not certified to perform in independent patrol status. While on assignment, this officer must be in the company and under the direct supervision of a full-time deputy or a Reserve Deputy I. This level is used to supplement regular deputies in their duties, but can function independently with other reserve officers at special events or in non-patrol tasks.

Reserve Recruit – is defined as a reserve officer with full law enforcement certification serving part-time and with no compensation. The officer is in the process of completing his/her basic academy training and is still on probation. This level of certification requires the reserve officer to be in the direct supervision of a regular deputy while he/she completes his/her required initial and field training. They have no arrest powers and in some states, do not carry a weapon. Independent enforcement actions are not a part of this level of certification.

Auxiliary Officers – "Auxiliary officer" is a designation in many agencies for personnel involved in the reserve program who are not commissioned officers. They are unarmed and normally perform duties that can be conducted by a non-commissioned officer. These can also be individuals who while unable to meet the physical requirements of a reserve officer can still serve in a valuable role for the Shelby County Sheriff’s Office. Officers, who are unable to meet the annual firearms certification requirements, cannot be authorized to carry a weapon. Reserve officers who physically cannot perform the duties of a commissioned reserve officer may be reclassified to an auxiliary officer and be assigned administrative or other duties. These officers are used in a support capacity and either placed on an inactive reserve status or permanently assigned to an auxiliary position.

The Shelby County Sheriff’s Office does not have in place a system which distinguishes the different levels of training/certification among its reserve deputies.

• Training – What basic and on-going training is required for the reserve officers and how is it implemented?

States vary from virtually no hourly requirements to become a reserve officer to training hours and a training environment that is equivalent to that of a full-time peace officer. The CALEA standards mandate that reserve officers receive the same training as regular officers. Once a reserve officer is certified, some states require forty hours or more of additional training, annually to maintain reserve officer certification. In the State of Tennessee, over 400 hours are required for full-time peace officer certification, although only 40 hours of training is mandated to obtain reserve officer certification.

The Shelby County Sheriff’s Office exceeds other comparable agencies in terms of training provided to reserve deputies. Training opportunities are identified as one of the major benefits for reserve officers in virtually every agency contacted.

The Shelby County Sheriff’s Office has required their reserve officers to perform the same number of hours of initial training as the full-time deputies for many years. The training is conducted three nights a week, for four hours each night. Additionally, eight hours of training is provided on every Saturday for several months.

It is a commendable standard that the SCSO has set for training requirements; however, the historic schedule for reserve basic training classes may not be the most conducive to recruitment and retention of the best candidates. The agenda may not accommodate some family schedules and could be viewed as a barrier to enticing the mature and family oriented professionals that the Shelby County Shelby Office seeks to continue to recruit.

• Rank Structure – In what way are reserve units organized?

All successful and CALEA certified sheriff agencies insure that the rank of the reserve officers are not in conflict with the full-time paid deputies. This is accomplished in a number of ways.

In the majority of CALEA accredited sheriff’s agencies, the reserve division is led by a full-time deputy who serves as a communication liaison and conduit for the Reserve Division.

Some agencies allowed reserve officers to wear rank insignia; however, it was normally distinctively different than that of the full-time deputies, so as not to cause confusion.

Universally, all agencies had written guidelines that the authority and responsibility of reserve ranks should be the same as regular deputy ranks, except that reserve officers do not have command authority over regular deputies, regardless of rank.

Interestingly, the Tulsa County Sheriff’s Office does not allow any rank within the reserve officer component and has not since its inception. The Sheriff has made a financial commitment to the reserve program by placing five full-time deputies who handle all coordination, communication and leadership within the reserve officer division.

Other counties have handled the rank issue differently. In Hillsborough County, Florida, leadership is established within the reserve ranks in different terms, clearly setting the Reserve Division apart from the traditional rank structure of full-time officers. For example, the leader of the reserve unit is identified as the Reserve Unit Director or Manager. Team leaders or Squad leaders are used to provide the appropriate span of control and to communicate information to reserve officers through the chain of command.

As previously noted, the Shelby County Sheriff’s Office Reserve Division has a rank structure that parallels and replicates the regular deputy rank structure.

• Monthly hour requirement – What is the normal hourly requirement per month for reserve officers?

The average number of hours required of reserve officers by their sponsoring agency varies from 16 hours to 30 hours monthly.

In Tulsa, Oklahoma, reserve officers are not required to participate in a minimum number of volunteer hours monthly. Instead, after receiving initial training, reserve officers are encouraged to work within the divisions through which they believe they can help the agency the most.

In West Palm Beach, Florida, reserve officers are authorized to work as many hours as they choose after a minimum of 16 hours each month are dedicated to patrol. The majority of agencies require that a minimum amount of time be dedicated to the primary mission of patrol and special events and then allow reserve officers to pursue other participation as his/her interests dictate.

• Financial Investment – What uniforms and equipment is provided by the agency and what must be purchased by reserves?

The majority of successful reserve programs reflect a financial investment into the reserve program made by their counties and the sheriffs’ departments. In the majority of the CALEA agencies, the reserve officers are provided their uniforms and equipment by the sponsoring agency. In some agencies, reserve officers are asked to make the initial investment to purchase uniforms. Annual uniform allowances are provided in many agencies and in a few cases, uniform cleaning is provided to reserve officers under the contract held by the agency. In the majority of agencies, the duty weapon, ammunition and holster are provided.

The level or degree of accountability that a department requires seems to be directly related to the amount of money and resources invested by the agency. The greater the financial investment by the agency, the higher the degree of control exercised over the reserve program. Conversely, agencies which require their reserve officers to purchase all their uniforms and equipment seemed to have a lower standard of accountability and are not CALEA certified.

Most reserve programs inherit equipment and uniforms from the regular officers. Although there was no universal best practice regarding financial support, agencies where the sheriff formally detailed a line item budget expense for the reserve program (sometimes as low as $1,000 annually), showed more success as compared to agencies which simply funded their reserve program with non-dedicated general operating monies. Other agencies relied on active fund-raising for the reserve program and donations received were directly deposited and ear-marked for reserve officers’ uniforms, equipment and programs.

The Shelby County Sheriff’s Office reserve officers are provided an annual uniform allowance of $225 to replace uniforms or purchase needed uniforms and equipment. This was not a common practice in the majority of agencies contacted.

• Fund Raising and Donations – What guidelines are in place regarding fundraising by reserve officers?

Most agencies authorized reserve divisions to conduct fundraising for specified and approved projects. However, in accredited agencies, the accountability for funds and/or property received is accounted for in detail. For example, in Clay County, Florida, the sheriff’s auxiliary is authorized to conduct fund raising with the sheriff’s approval.

The agency may accept gifts and donations for the purpose of promoting the authorized activities of this organization. Nevertheless, the acceptance of any gifts or the purchase of any item from donated funds, of a non-consumable nature, the value of which is $500 or more, or the expected life of the item is greater than one year or more must be marked for identification, recorded and accounted for, just as all sheriffs’ tangible property.

• Uniform Differentiation of Reserve Officers from Regular Officers - Should reserve officers and regular officers wear the same uniforms or look distinctively different?

There are several models in place regarding uniforms and appearance for reserve programs. According to CALEA standards, reserve officers should wear the same uniform as regular officers. Some non CALEA agencies believe that the reserve officers should be uniformed distinctively different from regular officers. There seems to be less of an issue regarding identical uniforms in the CALEA agencies, since the reserve officers receive the same number of hours of training as regular officers.

In the majority of cases reviewed where agencies were CALEA accredited, the term "reserve" was placed somewhere on the reserve officers’ uniforms. In Clay County, Florida, reserve officers had the identification of "reserve" listed under their name on the uniform nametag. In Palm Beach, Florida, the initials RDS (Reserve Deputy Sheriff) preceded the first initial and last name of the reserve officer. Within the Memphis Police Department the only difference in the uniform is the number on the officer’s badge. Members within the law enforcement community know immediately whether an officer is a reserve or a full-time peace officer due to the badge number being distinctly different.

Currently, there is no differentiation between the uniforms of the SCSO regular officers and the reserve officers.

• Leadership - How is leadership defined within reserve organizations and how is direction and control through the reserve officers ranks conducted?

There was no best practice embraced by all CALEA agencies regarding leadership, direction and control; however, some similarities were noted. The vision and mission of the reserve division was made clear by the sheriff in office, albeit, this mission could change focus with different administrations.

In Tulsa, Oklahoma, the sheriff has made a financial commitment to the reserve officer program by assigning five full-time officers to lead the 165 reserve officers in their reserve functions. Since no rank is used within the reserve division at the Tulsa County Sheriff’s Office, this arrangement has worked well for their reserve program.

The majority of other agencies have some type of reserve command structure in place. In Palm Beach, Florida, the reserve commander directs all reserve functions; however, he has a full time deputy assigned by the sheriff to serve as the point of contact for the reserve commander. The reserve coordinator must have a vision for the reserve program and be able to answer questions and provide direction to the reserve commander without having to go through several layers of chain of command.

The Shelby County Sheriff’s Office has been led by a Chief of Reserves for many years. Currently, the SCSO and the reserve Division have a fragmented chain of command/communication. Although the Chief of Reserves has what appears to be a leadership position, he is given neither the authority nor the responsibility to lead his personnel without communication through several layers of the chain of command. The Reserve Chief must report to one senior command staff manager on the regular staff. That person should serve as the point of contact and liaison between the regular and reserve components and be empowered to be responsive to, direct as necessary and consistently support the Reserve Division and the Reserve Chief.

• Interpersonal Communications – What type of a relationship has produced the most effective results within successful agencies that have reserve programs?

In virtually all agencies that have successful reserve officer programs, the respect and appreciation for the job that reserve officers do are acknowledged throughout the organization. Reserve officer programs that receive the full support of not only the sheriff but the command staff are reflected in the opinions of the full-time, regular deputies. Command staff personnel who do not understand, value or respect the time, effort and resources provided by the reserve officer volunteers are reflected in the regular deputies’ opinions of the value of the program.

The overwhelming majority of reserve officers volunteer their time, talents and resources for the sheriff’s office because they are committed to the job they are doing. Reserve officers, like any individual, want to know that the job they are doing is appreciated by the agency they serve. The importance of support throughout the agency by full-time personnel, especially those in command and leadership positions, must be positive.

The Shelby County Sheriff’s Office Reserve Program has historically been a significant asset to the SCSO. The future benefit and contribution of the SCSO Reserve Unit lies with the current administration and leadership over the reserve program.

The Reserve Division has been self sufficient for many years, through many sheriffs’ administrations. Autonomy has been given to the reserve program by some sheriffs and some reserve officers have taken advantage of the independence afforded them.

Some reserve officers have not been held accountable for their time or have been utilized in a manner that was not the most efficient and effective use for the SCSO.

Conversely, the SCSO Reserve Division has taken the initiative to participate in many assignments that are the equivalent to, and in many cases surpass, the involvement of full-time deputies. Reserve deputies have handled special events in an efficient and effective manner without the direct supervision of full-time deputies. This has eliminated the need for immediate supervision and oversight from the full-time staff. The performance of their duties has been professional and the positive manner in which they share their involvement with the sheriff’s office to members of the community is, in itself, a benefit for any administration.

The new leadership within the Shelby County Sheriff’s Office brings an opportunity to look pragmatically at a unit that has a rich history and reshape it with benchmark standards. With new leadership and direction, change has occurred within the SCSO and the reserve component is no different. It must be noted, however, that any attempt to clone the SCSO reserve program after any municipal agency, particularly that of the Memphis Police Department, would be an error. Sheriffs’ agencies typically operate differently and the two, in many ways, cannot be compared.

The members of the SCSO Reserve Division are volunteers in every sense of the word. Other than the $225 clothing allowance they receive annually, they receive nothing else to offset their volunteer efforts to the SCSO. This effort in and of itself should be rewarded in some manner by allowing officers to participate in activities that they desire, while still meeting the needs of the agency.

The issue of respect and appreciation cannot be overstated when viewing reserve components. These are men and women who give of their personal time, talents and resources to serve their community. Mutual respect and appreciation for the job that is being conducted should be voiced at every opportunity.

An ambitious set of recommendations have been proposed. Taken together, these recommendations construct a template within which the Shelby County Sheriff’s Office Reserve Division can play a critical role in a renewed commitment to providing service to the residents of Shelby County. Implemented incrementally, the recommendations will not only transform the division but also add to the movement of the SCSO as an organization in a positive and professional direction.

Section X: Recommendations

• Update the 1988 version of the Policy and Procedural Manual that guides the actions of all reserve officers in accordance with CALEA standards. Additionally, this manual must be disseminated to each reserve officer and training conducted on any revisions or additions to insure understanding and compliance.

• Establish different levels of certification for all reserve officers based upon training achievements and individual knowledge, skills and abilities. Establish job descriptions for each level and detail the criteria needed before obtaining the next level of certification.

• Establish an Auxiliary Officer category for officers either unable to meet the physical or training requirements of the Reserve Division or interested in performing non-commissioned duties.

Recommendation #2 – Improve Accountability for Reserve Officers.

• Establish a Reserve Executive Board for all Reserve and Auxiliary officers. This board would include the full-time reserve coordinator, the reserve commander, one squad or team leader, one reserve officer and a representative of the personnel/human resources department. The sheriff should approve all executive board members. This board shall consider issues, proposals and make recommendations to enhance the service level of the reserve program.

• Establish a specific procedure for reserve officers regarding reporting for duty. Include to whom they report, recording process for hours worked and on duty regular supervisor’s signature along with the date, time, location and assignment.

• The Daily Activity Sheet must be completed and signed by a supervisor verifying the time dedicated before forwarding to the clerical personnel. Activity sheets should be maintained for a one-year period, and then destroyed as deemed necessary. The destruction of the activity sheets should not occur before entry into the data collection system and backup has taken place.

• Establish an annual performance evaluation system for all reserve deputies and auxiliary personnel.

• Temporarily freeze the supervisory ranks as they are now and allow the new reserve officers’ numbers to correct the supervisor ratio imbalance.

• Work toward supervisory span of control from 3 to 7 personnel reporting to one supervisor.

• Require those in supervisory positions with the appropriate rank to manage and supervise their personnel accordingly.

• Implement a management/leadership training program designed for supervisors.

• Implement a performance evaluation program for supervisors.

• Flatten the current reporting relationship between the Reserve Chief and the Sheriff and give the Reserve Chief the responsibility and authority to provide the leadership to the Reserve Division that is required.

Recommendation #4 – Reconstitute the Reserve Officer Academy Training.

• Reconstitute the training academy into a phased system. Implement a concentrated initial training curriculum for approximately 20 weeks for 15 hours a week, for a total of approximately 300 hours of training. The additional hours would be completed by on the job training conducted by full-time field training officers while ensuring compliance with CALEA standards.

• Conduct two reserve academy classes each year. Reducing the official academy training time and forming a partnership with the Memphis Police Department Training Academy could produce two reserve academies per year. Implement recommendations in Memphis Shelby Crime Commission, Best Practice #11, Law Enforcement Consolidation.

Recommendation #5 – Invest Financially in the Reserve Program.

• Establish a line item on the budget that provides funds to the reserve officer program.

• Consider a phase-in plan that rewards officers who serve on the reserve complement by paying a portion of the insurance benefits that are offered.

• After five years of service in good standing, 25% of the benefits are paid.

• Include the Reserve Officer Division into the Homeland Defense and Emergency Management preparation of Shelby County. Insure that appropriate training is conducted and officers are used in tabletop and full scale exercises.

• Establish a unit within the division which could pursue grants and training funds available through the Department of Homeland Security.

US Department of Justice, Bureau of Statistics, Local Police Department, 2000.

Notes

49. The number of reserve officers participating in IPS has been significantly higher in the past.

50. The specific number of instances has not been charted prior to 2003.

68. As of September 2003. www.calea.org

69. Over 300 full-time sworn officers. CALEA website, www.calea.org

72. National Reserve Law Officers Association www.nrlo.net

91. The City of Memphis Police Department pays the insurance premiums for all reserve officers.

Appendix 1: Current Organization Chart for the SCSO Reserve Division

Appendix 2: CALEA Agencies with over 300 commissioned officers

Appendix 3: Sample Reserve Officer Policy; Hillsborough County, Florida

I. PURPOSE: The purpose of this Standard Operating Procedure is to define guidelines for the management and operation of the Sheriff's Reserve Unit.

II. SCOPE: This shall apply to all Sheriff's Office personnel.

III. DISCUSSION: The inherent nature of police work creates additional demands for required manpower in situations such as riots, natural disasters, emergencies, or in supplementing police operations. The Sheriff's Office maintains a Reserve Unit to augment the Enforcement Operations Department in the performance of law enforcement services.

IV. DEFINITIONS:

A. Regular Deputy - A person appointed by the Sheriff as a full-time law enforcement deputy, who has met the training requirements prescribed for full-time law enforcement officers by the Florida Criminal Justice Standards and Training Commission, and to whom law enforcement powers of the Sheriff are delegated pursuant to Florida law.

B. Reserve Deputy - A person appointed by the Sheriff as a part-time law enforcement deputy, who has met the training requirements prescribed for part-time law enforcement officers by the Florida Criminal Justice Standards and Training Commission, and to whom law enforcement powers of the Sheriff are delegated pursuant to Florida law, with such limitations of authority as established by the Sheriff. Reserve deputies shall be bonded with the coverage provided to regular deputies.

C. Reserve II Deputy - A person appointed by the Sheriff, who has met the training requirements prescribed by the Florida Criminal Justice Standards and Training Commission for individuals who aid and assist and who function while under the direct supervision, control and company, or directly accountable to a full-time or part-time law enforcement officer.

V. ORGANIZATION OF SHERIFF'S RESERVE:

A. Reserve deputies shall be assigned to the Enforcement Operations Department, however, they may be utilized by other operational components when authorized by the Sheriff.

B. A supervisor in the Enforcement Support Bureau shall be designated as a Liaison Officer to coordinate all activities of the Sheriff's Reserve including, but not limited to, duty assignment, off-duty assignments, training and evaluation.

C. The Sheriff's Reserve Unit shall be administered by reserve deputies designated as the Reserve Unit Director, Executive Officer, and Team Leaders. Reserve deputies shall NOT wear military rank insignia, however, supervisor positions may be indicated on the "Reserve" name tag under the word "Reserve."

1. The Reserve Unit Director and the Reserve Unit Executive Officer shall be appointed by the Sheriff. Appointed terms are to run concurrently with the term of Office of the Sheriff and serve at his pleasure.

2. Reserve Team Leaders shall be recommended by the Reserve Executive Board for appointment by the Sheriff, and shall serve at the pleasure of the Sheriff.

D. The Reserve Executive Board shall be comprised of an Enforcement Operations Department Captain, the Liaison Officer, the Reserve Director, Executive Officer, and one Team Leader. The Team Leader shall be selected by other members of the Board and recommended to the Sheriff for appointment.

E. The Reserve Executive Board shall review complaints made against members of the Sheriff's Reserve, conduct hearings, and recommend promotions, demotions, dismissals, and other personnel actions to the Sheriff through the official chain of command. Copies of all documents relating to terminations and resignations shall be forwarded to the Sheriff's Personnel Section through the Liaison Officer.

F. The Director of the Sheriff's Reserve shall provide the E.O.D. Commander, and the Personnel Manager with a quarterly report roster of assigned Reserve deputies.

VI. RESERVE AUTHORITY:

A. Limitation of authority - The Sheriff has delegated full law enforcement powers to Reserve deputies WITH THE FOLLOWING RESTRICTIONS OF AUTHORITY:

1. Law enforcement powers shall be used only during specific tours of duty, or in response to on-view crimes of violence.

2. Reserve deputies ARE SPECIFICALLY PROHIBITED from enforcing traffic laws while in their personal vehicles or when not in uniform on a specific tour of duty.

B. Firearms - Reserve deputies shall be subject to the rules, regulations, policies and procedures of the Sheriff's Office governing firearms and shall carry only those firearms with which they have demonstrated proficiency in official qualification courses.

C. Blue lights, red lights or sirens shall not be installed or carried in the private vehicles of Reserve deputies without specific and written authorization from the Sheriff.

D. Radio-transmitters tuned to the Sheriff's radio channels may be installed or carried in the personal vehicles of reserve deputies upon compliance with all of the following conditions:

1. Approval by the Sheriff of a properly executed Sheriff's Radio Agreement Form.

2. Reserve deputies shall adhere to all provisions of the Sheriff's Radio Agreement.

3. Privately owned radio-transmitter equipment shall not be used on the Sheriff's radio frequencies unless specifically authorized for a special duty assignment or in case of emergency.

E. The Director of the Sheriff's Reserve shall provide the Enforcement Operations Department with a quarterly roster of assigned Reserve deputies.

VII. RULES AND REGULATIONS:

A. Reserve deputies shall be subject to the rules, regulations, policies and procedures of the Sheriff's Office.

B. Reserve deputies shall work a minimum of twenty (20) hours per month in their assigned positions.

C. Sheriff's personnel who are also commissioned as Reserve deputies shall not volunteer their services to the same department, division, district, or operational area to which they are permanently assigned.

VIII. DUTIES OF RESERVE DEPUTIES: The primary duty of Reserve deputies shall be to augment and supplement the Sheriff's uniform patrol force and to execute such special assignments as may be established by the Liaison Officer. Reserve deputies shall:

A. Assist regular deputies in the performance of law enforcement duties.

B. Perform law enforcement related functions which may be assigned during a tour of duty.

C. Perform law enforcement duties of a uniform patrol deputy to include answering calls for service, writing reports, and enforcing laws in a manner that will enhance the image of the Sheriff's Office in the community.

D. Maintain uniform and equipment in accordance with Sheriff's Office procedures.

IX. DUTY STATUS:

A. The Reserve deputy does not attain permanent status with the Sheriff's Office and is subject to dismissal for violation of Rules and Regulations or procedures of the Sheriff's Office. Dismissal may be ordered by the Sheriff without action of the Reserve Executive Board.

B. Leaves of Absence: A Reserve deputy may be granted a leave of absence upon request and approval by the Executive Board. Leaves of absence may not exceed six months.

X. ELIGIBILITY:

A. Applicants must be gainfully employed, financially independent, or financially solvent and must comply with eligibility requirements of regular deputies. Applicants must meet the requirements established by the Florida Criminal Justice Standards and Training Commission for Reserve deputies.

B. Persons in occupations or professions likely to have potential conflicts of interest shall not be eligible for appointment as Reserve deputies. The following categories are examples of ineligibility:

1. Persons currently employed by private companies as guards, investigators, security officers, or similar occupations. However, if the person is not employed by a private company, he/she is eligible for appointment.

2. Members of other police agencies.

3. Bail bondsmen or criminal attorneys.

4. Employees of state, county or municipal agencies which prohibit the acceptance of appointments as Reserve deputies.

5. Employees and investigators of the State Attorney's Office.

XI. SELECTION PROCESS:

A. Reserve deputies shall be appointed by the Sheriff.

B. The selection process shall be identical to that employed for the selection of regular deputies with the exception of civil service requirements.

XII. TRAINING:

A. The Administrative Division of the Sheriff's Office will administer the Reserve deputy training program in compliance with Florida Criminal Justice Standards and Training Commission requirements.

* B. Sheriff's Reserve Training Program - Reserve deputies shall receive the same training provided to regular deputies. Reserve deputies shall receive annual training and be tested regarding all use of force policies and firearms proficiency.

1. Length of course will meet or exceed state minimum standards for recruit training.

2. Recruit training schedules shall be prepared by the Administrative Division.

3. Scope of instruction shall include classroom instruction, preparation of notes and notebook, practical application, firearms familiarization and proficiency qualification, field patrol assignments, and written and oral examinations.

4. Attendance at scheduled classes shall be required.

C. The Administrative Division of the Sheriff's Office shall forward required documents to the State of Florida for issuance of Certificates of Compliance upon successful completion of the recruit training program. The Administrative Division shall maintain student records.

D. In-service training shall be scheduled by the Administrative Division. Reserve deputies shall be required to attend in-service training as a part of scheduled duty.

E. Patrol field training shall be scheduled by the Enforcement Operations Liaison Officer, utilizing field training procedures and field training manuals prescribed for field training of regular deputies.

F. Reserve deputies shall complete the Field Training Program for regular deputies before they are permitted to perform routine patrol duties without immediate supervision. Reserve deputies shall not use Sheriff's vehicles for independent patrol until the Field Training Program has been successfully completed.

XIII. AUTHORIZED UNIFORM:

A. The authorized uniform for Reserve deputies shall be identical to that worn by regular deputies with the exception of the name tags.

B. Name tags worn by Reserve deputies shall include the word "Reserve" under the name.

XIV. INSURANCE COVERAGE: When on duty, Reserve deputies are entitled to death and injury benefits afforded by the Sheriff's Office. Reserve deputies are also provided public liability protection equal to that provided to regular deputies.

XV. EVALUATION:

A. Reserve deputies will be evaluated annually by the Enforcement Operations Department Liaison Officer and/or patrol supervisors which may be designated by the Enforcement Operations Liaison Officer. Evaluations shall be based on the Sheriff's Monthly Activity Report, and upon comments solicited from supervisors and deputies familiar with the performance of individual Reserve deputies.

 

B. Reserve deputies function as law enforcement and can be held accountable for acts of misconduct while on or off duty.

XVI. AUTHORITY OF THE SHERIFF: The Sheriff is the appointing authority and retains authority to rescind the appointment of any deputy, and to limit the extent of law enforcement authority which he delegates. The Sheriff is the final authority over all matters of policy and procedures and he retains the right to amend, suspend, change, or delete any of the provisions of the procedure.