Frequently Asked Questions

Community-Oriented Policing

What is Community Policing, and how does it impact they way ACCPD officers do their job?

ACCPD believes in the Community Policing philosophy and instills Community Policing values in its employees, policies, and training. Community Policing "promotes strategies that support the systematic use of partnerships and problem-solving techniques to proactively address the immediate conditions that give rise to public safety issues such as crime, social disorder, and fear of crime" - U.S. Department of Justice Community Oriented Policing Services. As one part of these efforts, the Department has a Community Liaison Program that pairs individual officers with more than 100 groups, organizations, or associations from among the community (e.g., churches, Homeowners Associations, Business Associations, non-profits, etc). By forming lasting partnerships with our community stakeholders, our officers better understand problems from the community’s perspective, and together, we develop improved long-term solutions for addressing the root causes of these problems. Our goal is to police the community in a manner that co-produces public safety with our community and enhances our legitimacy as guardians of the Athens community.

What is procedurally just policing, and how does it impact the way ACCPD officers do their jobs?

ACCPD’s policy and expectation is for our officers to discharge their duties in a procedurally just manner. The tenets of procedural justice in policing begin with treating all people with dignity and respect. We believe that every human being deserves respect regardless of the circumstances that bring them in contact with the police. An extension of dignity and respect for the person is the recognition that every person has a voice, a perspective. Officers who embrace procedural justice allow citizens the opportunity to voice their thoughts, concerns, and opinions (when circumstances allow) and genuinely listen before making a decision or taking enforcement action. However, once a decision is made or an action taken, the procedurally just officer is transparent and takes the time to explain his/her actions. Procedural justice recognizes the trust enhancing benefits of Transparency in Policing and good communication. When our officers embrace procedural justice in their police actions, they recognize that how they treat each and every person matters, and very often matters more so than the outcome of the encounter. This is the essence of procedural justice in policing.

What is the sanctity of life fundamental principle, and how does it impact the way officers do their jobs?

ACCPD believes that the sanctity of life and protection of life is at the core of everything we do. The fundamental principle is prioritizing the preservation of human life (all lives) above any other value. We instill this value in our officers through our policies on Use of Force, as well as the training we provide our officers (e.g., Integrating Communication Assessment and Tactics [ICAT]). When our officers embrace the sanctity of life principle, the recognize each person they encounter as a life worth saving regardless of the circumstances. Officers embracing this principle actively work to gain compliance and achieve other lawful objectives by exhausting other reasonable means (e.g., communications, tactics) before resorting to force.

Do ACCPD officers operate with a warrior mindset or a guardian mindset? What does that mean?

ACCPD’s motto is to protect and serve as guardians of the Athens community. We instill the guardian mindset into each of our officers through our culture at ACCPD. Officers who embrace the guardian mindset see themselves as protectors of the community who work with and for the community to co-produce public safety. The actions of the guardian are not driven by fear but out of a desire (even at the risk of personal danger) to stand together with the public and rid the community of crime, social disorder, and fear of crime. The warrior, on the other hand, sees the community as something to fear and to be on guard against, not to embrace. Our officers embrace their community and strive to carry out their duties with the mindsets and hearts of guardians.

Complaints and Discipline

How can I file a complaint or report misconduct by an ACCPD officer or other employee?

ACCPD encourages anyone with information about police misconduct to report it as soon as possible. We accept all complaints in any form, even anonymous complaints. Please take the time to review our current Complaints and Discipline Policy for more information. To make a complaint, please contact our Office of Professional Standards, complete our Online Complaint Form, or mail the complaint to the Athens-Clarke County Police Department, Office of Professional Standards, 3035 Lexington Road, Athens, Georgia, 30605. You may also request to speak to any on-duty supervisor by calling 706-613-3345 or through the Athens-Clarke County Human Resources Office.

How does ACCPD handle complaints of misconduct?

ACCPD takes all complaints of police misconduct seriously. Depending on the nature of the allegations, the investigation may be assigned to a unit-level supervisor or commander, or it may be assigned to the Office of Professional Standards. If the allegations are criminal in nature, then the case will be referred to the appropriate authority for a criminal investigation as well. The investigator may contact you for additional information about your complaint. Once the investigation is complete, the information and evidence will be analyzed to determine whether or not any policy violations occurred. You will receive notice concerning the final disposition of the case. Any appropriate corrective actions will be implemented. This process generally takes about 30-45 days for a standard complaint investigation.

How are ACCPD officers disciplined for sustained misconduct?

We encourage our officers to be innovative and take reasonable risks in their policing activities. However, we recognize that humans will make mistakes, and we distinguish between honest mistakes of the head and mistakes of the heart. That is why ACCPD and the ACC Unified Government believe in a system of progressive disciplinary action. When appropriate, we rely on coaching, counseling, and training before jumping directly to disciplinary action. However, when discipline is necessary and appropriate, it is administered proportionally and with gradually increasing severity for each instance of sustained misconduct. Though some more serious cases of sustained misconduct warrant higher levels of disciplinary action immediately, up to and including termination, the goal is to positively change officers’ behavior or performance before it can escalate. Additionally, not all allegations of misconduct are ultimately sustained. Officers are not disciplined when thorough investigation proves that allegations of misconduct are unfounded, not sustained, or the officer’s actions were within policy.

Equal Employment Opportunity/Harassment and Discrimination

What is ACCPD's policy on harassment and discrimination, and how does it compare with federal law?

ACCPD is committed to providing a work environment that promotes equal employment opportunity and equitable treatment for all Department employees. That is why our Department is compliant with applicable federal law and takes positive action to prevent discrimination and harassment by implementing an expansive Workplace Harassment and Discrimination Policy that strictly prohibits any form of harassment and/or discrimination, encouraging employees to come forward with complaints about prohibited workplace harassment and/or discrimination, taking immediate action to investigate and resolve complaints of alleged harassment and/or discrimination, and prohibiting retaliation against any individual for making a complaint of harassment/discrimination or cooperating with an investigation.

How does ACCPD protect its employees from harassment and/or discrimination?

ACCPD’s Workplace Harassment and Discrimination Policy strictly prohibits and clearly defines any conduct deemed to be harassment or discrimination. Employees receive training and education on harassment and discrimination, as well as information for properly reporting any allegations of harassment or discrimination. Every employee is responsible for preventing harassment/discrimination or reporting any acts or suspected acts of harassment/discrimination. All allegations are taken seriously and thoroughly investigated. Our Department reports any allegation of harassment/discrimination to ACC Human Resources for investigation. Additionally, we strictly prohibit any retaliation against an employee for filing a complaint of harassment/discrimination or cooperating with a harassment/discrimination investigation. Any employee found to have engaged in prohibited harassment/discrimination is subject to disciplinary action, up to an including termination.

What conduct is prohibited?

ACCPD’s Workplace Harassment and Discrimination Policy strictly prohibits any form of harassment or discrimination based, in whole or in part, on an employee’s sex, race, color, religion, creed, gender identity, sexual orientation, national origin, ancestry, age, disability, marital status, military or veteran status, citizenship, genetic information, political ideology, or any other status or classification protected by applicable federal or state laws, or that of the employee’s relatives, friends, or associates.

Discriminatory acts include disparate or unequal a) application of terms/conditions of employment; b) provision of employment opportunities, benefits, or privileges; c) work conditions; or d) evaluative standards.

Harassment includes any verbal, physical, or visual conduct that a) has the purpose or effect of creating a hostile, intimidating, or offensive work environment; b) has the purpose of effect of unreasonably interfering with an individual’s work performance; or c) otherwise adversely affects an individual’s employment and/or promotional opportunities.

General

What is the Athens-Clarke County Pre-Arrest Diversion (PAD) Program? Is it a "get out of jail free" card?

The Athens-Clarke County Pre-Arrest Diversion (PAD) Program is a collaborative effort of the Athens-Clarke County Police Department, the Athens-Clarke County Solicitor General’s Office, the Athens-Clarke County Probation Services, and the Athens-Clarke County community. PAD is an initiative intended to divert first-time offenders of low-level, non-violent offenses away from arrest while holding them accountable for their behaviors. However, it is not a "get out of jail free" card.

As a department and community, we recognize the long-term value of identifying and addressing the root causes of certain minor criminal conduct (e.g., misdemeanor shoplifting and criminal trespass). Mental health crises, substance abuse disorders, homelessness, and other conditions are often underlying issues that influence the behaviors of individuals within our community. If we can successfully mitigate these types of root causes, then we believe we can reduce the rate of criminal recidivism and, thus, criminality.

In general, only individuals who commit certain minor offenses and do not have pending charges or prior criminal convictions are eligible. Officers who encounter an eligible and willing individual may refer him/her to the PAD program by citing them (as opposed to making an arrest) for the criminal offense and submitting proper documentation to the Solicitor General for review. PAD participants are expected to complete tailored requirements set through the Solicitor General’s Office that are designed to correct their individual behaviors. Participant success or failure is monitored through the Probation Services. Unsuccessful participants are subject to being removed from the program and prosecuted for the initial criminal offense. However, those who are successful in the program will not be prosecuted. This process is intended to simultaneously address individuals’ underlying issues/needs that influence criminal behaviors and meet the needs of society and the criminal justice system by mitigating recidivism, reducing crime rates, and decreasing costs.

What is the process for hiring police officers?

APPLY NOW to become a police officer with ACCPD! We are an Equal Opportunity Employer looking for highly qualified, diverse candidates to serve as guardians of the Athens community. Our philosophy is that we are best equipped to serve the community when our Department reflects the community it serves. That is why our recruiting team is working hard to seek out a diverse grouping of men and women from within our own community. Please contact our Recruitment Supervisor if you have any questions about the application process. We look forward to hearing from you soon.

Every prospective employee undergoes an extensive background investigation process which can take several months to complete. The process looks at past employment history, education, military service, criminal history, and other aspects of an individual’s past. This process includes psychological, physical, and polygraph examinations. The purpose of the process is to know as much about the person being hired as possible. Our Department only hires the most qualified candidates, and all files are thoroughly reviewed through the chain of command and the Chief of Police prior to an offer of employment being extended.

What level of training do new officers receive, and what ongoing training is required for all officers?

Every new officer must attend a Georgia Peace Officer Standards and Training (P.O.S.T.) Council Certified academy and complete 408 hours of certified training to receive his/her Basic Law Enforcement Certification. In addition to the State’s basic training requirement, ACCPD puts every officer through advanced in-house training during its New Officer Basic Course (NOBC). This advanced training is about 200 hours that focuses on crisis intervention, implicit bias, de-escalation, domestic violence response, and community-oriented policing. It includes a 40-hour Crisis Intervention Training (CIT) module, Fair and Impartial Policing, and Integrating Communication Assessment and Tactics (ICAT). New officers are also required to complete 15 weeks of field training with an experienced and trained Training Officer. For its field training, ACCPD uses the Police Training Officer (PTO) model that was recommended by the President’s Task Force on 21st Century Policing because it focuses on developing advanced problem-solving skills and critical thinking skills. In total, every officer receives over 1200 hours of training before being released to perform law enforcement duties on his/her own.

ACCPD officers are also required to complete a minimum of 20 hours of P.O.S.T. Certified training each calendar year. Although many of our officer complete 50 or more hours yearly in a variety of advanced topics on law enforcement. As part of their yearly requirement, officers must complete training specifically in de-escalation, community-oriented policing, use of force, and firearms.

What ACCPD's position on First Amendment demonstrations?

The Department fully supports everyone’s right to demonstrate under the First Amendment and has a proven history of working with the community to facilitate these types of events. However, it is important that demonstrations are peaceful and lawful. The Department will not allow for any violent or destructive behavior to take away from this Constitutional right. Traffic safety is also important to not only those demonstrating but also motorists. Anyone who is planning a demonstration should be aware of the County Ordinances outlining the proper procedures for these activities, to include the permitting process. Special Event Permits may be obtained from the Office of the Manager, the Office of the Clerk of Commission, or from the Police Department. Please know that the permitting process and our involvement is not meant to deter or stop the demonstration but rather to ensure everyone involved is safe.

How does ACCPD engage with our community?

ACCPD currently engages with our community in a variety of ways and we are always looking to do more. From the day an officer is hired, the training process incorporates a community-oriented policing mindset into every facet of training. Instead of relying purely on reactive policing and arrest tactics, new officers learn to actively engage the community in non-enforcement activities and incorporate the Scan Analyze Respond and Assess (SARA) model of policing to identify and resolve root causes to crime and quality of life problems.

We operate a specialized Community-Oriented Policing Unit dedicated to collaboration with the citizens of Athens-Clarke County to create a secure and safe community, while enhancing the relationship between the community and law enforcement. This unit is responsible for planning a variety of special events to encourage positive interactions between the police and our citizens and visitors such as: the Eggstravaganza Easter Egg Hunt, ACCPD Youth Summer Camp, the Gang Resistance Education and Training Program, National Night Out, Trunk or Treat, Shop with a Cop, Santa Cop, and more.

In 2019, ACCPD implemented its Community Liaison Program to establish and maintain positive and meaningful communication with our community. As part of the program, individual officers are assigned as liaisons with more than 100 groups and organizations within Athens-Clarke County. These groups and organizations represent a diverse set of backgrounds and interests and include: business associations, faith groups, homeowners associations, civic organizations, non-profits, and more.

Additionally, ACCPD is currently working with the ACC Community Police Advisory Board Development Task Force and the County Manager’s Office to develop a Community Police Advisory Board.

How can community members learn more about the police department?

In a variety of ways! Please visit our social media pages on Facebook, Twitter, Youtube, and Vimeo, or visit our website at https://www.accgov.com/200/Police. If you’re interested in applying to become a police officer, we’re hiring! Learn more at Government Jobs. The Department is on NextDoor where information is shared directly with residents of Athens-Clarke County. We also welcome community members to join us for in-person chats or virtually for discussions as they become available. In addition, the Department offers tours of our facilities, ride-alongs, and the opportunity for members of the public to attend our Citizen Police Academy. This 10-week program gives the public an overview of the Department through classroom and hands-on instruction from various aspects of police work. Graduates of the course will have a better understanding of the operations of the Department and a greater awareness and appreciation of the challenges and decisions faced by Athens-Clarke County police officers each day.

What general resources are available regarding ACCPD's approach to policing, use of force, and accountability?

The following resources are available to the public and posted on our website:

Oversight and Accountability

How does ACCPD stay accountable to the community?

ACCPD is accountable to the community in a variety of ways, to include the following:

As part of the ACC Unified Government’s operating structure, the Chief of Police reports directly to the County Manager, who reports to the ACC Commission and ACC Mayor.
ACCPD is currently working with the ACC Community Police Advisory Board Development Task Force and the County Manager’s Office to develop a Community Police Advisory Board.
ACCPD complies with Georgia’s Open Records Act. Our records are open to public inspection (with certain exemptions) and made available upon request. We also post our policies, annual compliance reports, public notices of complaints, use-of-force data, and other information on our Transparency in Policing page.
ACCPD regularly engages with citizens in a variety of non-enforcement patrol activities and special events.
A nationally accredited agency since 1987, ACCPD voluntarily meets the Gold Standard of accreditation through the Commission on Accreditation for Law Enforcement Agencies (CALEA), and our 9-1-1 Communications Center is nationally accredited through CALEA. We also voluntarily meet all the standards required to receive state accreditation from the Georgia Association of Chiefs of Police.
It is ACCPD policy (General Order 3.07) to request an independent criminal investigation from the Georgia Bureau of Investigation for all officer-involved shootings and in-custody deaths involving one of our officers. Additionally, our Office of Professional Standards conducts separate, parallel administrative investigations for all similar incidents.
ACCPD’s Office of Professional Standards reports directly to the Chief of Police to promote public trust and effective management through a rigorous internal review process that welcomes the public to submit complaints of misconduct, encourages employees to report instances of misconduct, and permits employees to file grievances against departmental actions.

Are ACCPD officers required to identify themselves?

Yes. Unless it would jeopardize an investigation or hinder a police function, ACCPD Directive 1.04.03 (M) requires officers, non-sworn employees, and volunteers who are engaged in Department-related activities to identify themselves when asked by a citizen. Depending on their specific assignment, the employee may provide their name, badge number, or Department-issued photo identification. A business card is also an appropriate means to provide identifying information. Officers who are operating in an undercover capacity or whose specific assignment, duty, investigation, or personal safety would be compromised are not required to identify themselves.

Do ACCPD officers wear body cameras?

Yes. It is ACCPD policy (Directive 3.05) to equip its officers with body-worn cameras and that officers will use body-worn cameras to record their interactions with the public. Body-worn camera videos are retained in compliance with applicable Georgia Record Retention Schedules for local governments. Upon request, ACCPD makes copies of its body-worn camera videos available to the public in compliance with the Georgia Open Records Act.

Additionally, supervisors are required to conduct monthly inspections of randomly selected body-worn camera videos for officers within their chains of command to assess officers’ performance and ensure compliance with department policies, standards, and training.

Are ACCPD records available to the public?

Yes. ACCPD records are open for public inspection. Our Department values transparency and strives to produce all available records in compliance with the Georgia Open Records Act. However, not all records are subject to being released, and the time necessary for us to produce records may vary depending on the nature of the request and current workloads. Some records related to ongoing investigations, personal information of individuals, or other sensitive/confidential material are exempt or prohibited from release to the public. Please note that Georgia Law (O.C.G.A. 50-18-71) permits public agencies up to 90 business days to fulfill open records requests.

You may submit an Open Records Request through our Records Management Unit by delivering a written request in person or by mail at the Athens-Clarke County Police Department, Open Records Officer, 3035 Lexington Road, Athens, GA 30605 or by mail to P.O. Box 1868, Athens, GA 30603. You may also email a completed Open Records Form to our Open Records Officer.

If you have any additional questions concerning open records, please contact our Open Records Officer by email or by phone at 762-400-7129.

How does ACCPD monitor officers' conduct?

ACCPD provides oversight and accountability by monitoring officers’ conduct and performance in a variety of ways, to include the following:

Supervisors and commanders routinely monitor officers’ performance and conduct by observing officers on calls, listening to officers’ radio communications, reviewing officers’ reports, speaking with citizens, and reviewing officers’ body-worn camera videos. Supervisors are expected to appropriately address any concerns, deficiencies, or policy violations observed.
ACCPD policy on Non-Biased Policing strictly prohibits the practice of using race, ethnicity, religion, gender, sexual orientation, economic status, age, cultural group, etc. as the sole reason for stopping, detaining, searching, arresting, or taking any other action against a person. All unit-level commanders are required to submit quarterly reports to the Office of Professional Standards and the Accreditation Unit documenting their efforts and their supervisors’ efforts to monitor officers’ conduct related to any bias-based policing, to include reporting any concerns, trends, or complaints of potential bias-based policing.
ACCPD policy (Directive 6.01 and Directive 6.08) requires that officers report every incident involving a use of force or a vehicle pursuit. These incidents are investigated by the appropriate supervisors and reviewed by the chain of command before being submitted to the Office of Professional Standards and the Chief of Police.
ACCPD takes a proactive, non-disciplinary approach to identify and positively influence employee conduct or performance through our Early Intervention Program, as well as the county’s Employee Assistance Program.
The ACCPD Career Development and Training Unit ensures that officers receive annual training on bias-based policing issues, use-of-force, de-escalation, and community-oriented policing.

Does ACCPD offer any assistance to officers to handle stress?

Yes, the ACCPD takes the wellness of our officers and staff very seriously. In addition to the County’s Employee Assistance Program, ACCPD uses an Early Intervention Program designed to take a proactive, non-disciplinary approach to positively influence employees’ conduct and performance. By applying professionally accepted intervention strategies at an early stage, it is intended that the value of each employee be properly recognized and that his or her professional career be preserved and service as a county employee be retained. One aspect of the Early Intervention Program is the Early Warning Alert System that automatically generates alerts to notify supervisors and commanders that an employee’s performance may need to be reviewed. Supervisors are also encouraged to monitor their employee’s for any concerning behaviors or conduct and recommend or refer employees to seek out assistance. ACCPD also has employees trained as peer counselors through the Georgia Department of Public Safety’s Office of Public Safety Support and requires any employee who has been through a critical incident to participate in a Critical Incident Stress Debrief through this program.

Use of Force

What does the Supreme Court of the United States say about Use of Force?

During two landmark cases (Graham v. Connor and Tennessee v. Garner), the Supreme Court of the United States (SCOTUS) set the standard for use of force by police. SCOTUS ruled that police use of force constitutes a "seizure" of a person and is, therefore, subject to analysis under the "objective reasonableness standard" of the Fourth Amendment of the United States Constitution. This means that an officer's decision to use force must be weighed against the "totality of the facts of the circumstances" known to the officer at the time force was used (not with the advantage of 20/20 hindsight bias), and it must be judged from the perspective of a reasonable officer confronted with similar facts and circumstances.

For more information on these cases and other important SCOTUS decisions impacting policing, please see the following article: Five Supreme Court cases the police and the public should know.

Are ACCPD officers permitted to use neck restraints or choke holds?

ACCPD Directive 6.01.05 (K) prohibits the use of neck restraints and choke holds unless deadly force is justified. The Department does not teach or train officers to apply pressure to someone’s neck. This level of force would be considered deadly force and would not be permitted in situations unless the use of deadly force can be articulated and justified. This level of force is not used in situations to gain compliance or control over an individual.

Are ACCPD officers trained in de-escalation?

Yes, ACCPD officers are required to de-escalate interactions and situations when possible. One of the most important tools officers have at their disposal is their ability to communicate. Providing clear commands and explaining the actions that are being taken can aid in defusing a situation. Ensuring officers can properly communicate and articulate actions is reinforced through ongoing training. ACCPD officers are trained in de-escalation, Crisis Intervention (CIT), and Integrating Communications Assessment and Tactics (ICAT). ACCPD also incorporates a 40-hour CIT class into its New Officer Basic Course to meet recommendations of The President’s Task Force on 21st Century Policing. New officers must complete the 40-hour CIT class prior to being released from training.

Are ACCPD officers required to give a verbal warning before shooting?

Directive 6.01.05 (C) requires warning but only when time and circumstance allows. Shooting a firearm is considered a deadly force situation and must be properly articulated and justified. Per policy, where feasible, a verbal warning will be given prior to the use of deadly force. The Department does recognize that there are some situations where a warning is not feasible and is therefore not required. The circumstances surrounding that decision must be articulated.

Does the ACCPD have a Use-of-Force Continuum?

The Department implements and trains our officers on using force through a model developed in conjunction with the Police Executive Research Forum entitled, "ICAT: Integrating Communications Assessment and Tactics. The Department incorporates this use of force model and not a use of force "continuum", as a continuum implies a progression of force similar to a line. Our current model is circular with no beginning or end. Rather, it calls on the officer to continuously assess the situation at hand and gather information to determine the type of individual the officer is encountering (cooperative, resistant, or assaultive), as well as, the appropriate level of force, if any, to use to defuse the situation. Officers have many tools they can use and knowing when and how to use them is a critical component to the training. The ICAT model also shows how time and distance can be advantageous to de-escalating an incident by gathering information to aid in assessing the proper action.

Are ACCPD officers required to intervene and stop excessive force used by other officers? Are they required to report these incidents immediately to a supervisor?

Yes, ACCPD officers have sworn an oath to protect human life and uphold the Constitution. This applies to not only our own individual actions, but also the actions of our peers. Pursuant to Directive 6.01.03 (F), it is the duty of every officer to intervene if they observe excessive force and report the incident to their supervisor. Additionally, ACCPD Directive 1.04.03 (C) requires every employee who knows of other employees violating laws, ordinances, department rules, or disobeying orders to immediately report it to a supervisor who will take appropriate action.

Are ACCPD officers permitted to shoot at moving vehicles?

Directive 6.01.04 (C) prohibits ACCPD officers from shooting at or from a moving vehicle except as a last resort to avoid immediate and clearly foreseeable danger of death or serious injury to the officer or citizens. The substantial risks generated by using gunfire against moving vehicles, in combination with the likelihood that such gunfire may fail to achieve its goal, demand that officer’s resort to firing only in the most extreme and exceptional circumstances. The use of deadly force in these encounters must be articulated and justified.

Are ACCPD officers required to report each time they use force or threaten to use force?

Yes, Directive 6.01.08 requires officers to submit a report to their supervisors for every time they use force against a citizen. This includes anytime an officer shows force through presentation of a taser or firearm. Officers must thoroughly document and properly articulate in their report the reason for using force and the level of force used. All uses of force by department members are thoroughly investigated and further documented by a supervisor regardless of the circumstances or type of force. As part of the investigation, the supervisor will seek to speak to all parties involved and any witnesses to the encounter and review any available evidence. Each investigative report is reviewed through the appropriate chain of command to determine if the officer’s actions were or were not within department policy. Any policy violations concerning excessive force require the supervisor to initiate a formal complaint against the officer that is submitted to the Office of Professional Standards. Upon completion of the investigation and review process, the Office of Professional Standards conducts a review of the supervisor’s investigation to ensure that it was thorough and properly conducted, as well as a secondary review of the use of force itself to confirm the policy findings. For more information about Departmental use of force, please view our Annual Compliance Reports Page.

Does ACCPD require that officers exhaust all other reasonable means before resorting to deadly force?

Yes, ACCPD Directive 6.01.04 requires officers evaluate the use of other reasonably effective alternatives before resorting to the use deadly force. However, it is also recognized that each and every case is unique and requires careful attention to the particular facts and circumstances known to the officer at the time deadly force is used, as opposed to the benefits of 20/20 hindsight bias. ACCPD policy only permits the use of deadly force when the officer reasonably believes that the action is in defense of human life or there is imminent threat of serious physical injury to the officer or another person.

Does ACCPD release a report on officer uses of force?

Yes. Pursuant to Directive 6.01.11, ACCPD produces annual reports and compiles annual data concerning use-of-force. The reports and data are available on our Transparency in Policing page. Even though each use-of-force incident is individually investigated and reviewed through a standard process, the annual review process is a secondary means of oversight and accountability. It allows us an opportunity to assess departmental use-of-force activities from a broader perspective and publish this information to the public.

Often times individual cases involving force are within policy and justified. However, we recognize that by taking a broader look at our activities we may identify trends, patterns, or areas of concern related to force. Through this process we learn from our collective experiences and real data to continually improve our policies and practices. In doing so, our hope is that we can implement changes, when appropriate, to decrease how often officers need to use force and reduce the levels of force used when force is necessary.

Is there any other tracking of uses of force?

Yes. ACCPD uses an Early Intervention Program (Directive 2.20) as a proactive, non-disciplinary way to identify and positively influence officers’ conduct and performance before it becomes problematic. This includes use-of-force activities. If an officer is involved in a certain number of use-of-force incidents within a specified timeframe, an automatic Early Alert is generated and sent to the Office of Professional Standards. The Office of Professional Standards forwards the alert to the appropriate supervisory personnel for review. As part of the review process, the supervisor looks at the individual force incidents giving rise to the alert as well as any other relevant performance or behavioral issues concerning the officer. The supervisor may refer the case to the Chief of Police, and the Chief of Police will determine whether or not to recommend the officer for the Early Intervention Program. If recommended to the Early Intervention Program, the officer receives an individualized remedial action plan in order to correct potentially problematic behavior and positively address other issues that may be negatively impacting the officer’s performance.

Who determines if deadly force is justified?

Anytime an officer uses deadly force there are generally two separate, parallel investigations that occur. First, there is a criminal investigation. Pursuant to our policy (Directive 6.01 and Directive 6.07), ACCPD requests an independent, objective investigation from the Georgia Bureau of Investigation for all incidents involving the use of deadly force. The GBI investigates these incidents and submits its investigative case file to the Office of the District Attorney for criminal review. It is the purview of the District Attorney to determine if the use of deadly force was legally justified and whether or not to pursue criminal charges.

Additionally, our Office of Professional Standards conducts an administrative investigation for all incidents involving the use of deadly force. The administrative investigation determines whether or not the actions of the officer(s) during the use of force were within the policy limits of the department.