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ANAHEIM Response to Police Review Board POLICE October zoigReport 1 3 b. The Department should devise and implement a protocol for reviewing multiple shooting incidents involving the same officer, with an eye toward determining whether duty assignments should be adjusted to minimize risk of future deadly force events. The hiring process for a police officer candidate, whether anew recruit or a lateral officer from another agency, is understandably and rightfully comprehensive. One of the most critical components of the process is the background investigation. Consisting of an in-depth examination of the candidates' past including but not limited to education, decision -making, acquaintances, driving history, military history, family history and work history, this provides a critical tool in assessing a candidate's readiness and compatibility for the position of police officer with the Anaheim Police Department. For lateral applicants, this "background" includes examinations of prior discipline, complaints, performance, use of force and any applications ofdeadlyforce. As with all candidates, these reports are critically considered and when necessary additional investigative work is requested before anyone passes this phase of the process. Most importantly, uses of deadly force are tightly scrutinized in order to ensure the department does not make an ill- advised hire and inherit an officer not suitable to its exacting standards and to standards the community expects and demands. Fortunately, APE) is a destination department and therefore enjoys the enviable position of screening the best and brightest candidates. That being said, the PRB's recommendation on this critical topic is very much appreciated, and the department has reinforced with its Personnel unit the need for all relevant documentation related to prior deadly force be thoroughly examined before any candidate is moved on to final review by the Deputy Chief and ultimately the Chief of Police. APD has also heard from the PRB directly regarding their position on pre -hire screening; specifically as it relates to lateral officer candidates with prior uses of deadly force. The second component of this recommendation involves incumbent officers involved in multiple applications of deadly force. Every officer -involved shooting is subject to not only comprehensive and critical investigation in terms of lawfulness and adherence to policy, but concurrent with these investigations the department considers the history of the involved officer. Prior to any officer returning to the field following an officer involved shooting, he or she must first be cleared for duty by an approved psychologist. Beyond that, the department's executive team confers prior to the return to duty to ensure the assignment is appropriate considering the circumstances of the incident and the officer's history. When warranted and as evidenced by APD practice, an officer maybe reassigned temporarily or longer term. While adequate safeguards are in place, APD agrees with PRB's 65D-71