35. CDP will deliver police services with the goal of ensuring that they are equitable, respectful, and free of unlawful bias, in a manner that promotes broad community engagement and confidence in CDP. CDP expects all officers to treat all members of the Cleveland community with courtesy, professionalism, and respect, and not to use harassing, intimidating, or derogatory language
36. CDP will integrate bias-free policing principles into its management, policies and procedures, job descriptions, recruitment, training, personnel evaluations, resource deployment, tactics, and accountability systems
37. CDP will administer all activities without discrimination on the basis of race, ethnicity, national origin, religion, gender, disability, age, sexual orientation, or gender identity
38. Within 18 months of the Effective Date, CDP will develop a bias-free policing policy that incorporates, as appropriate, the recommendations developed by the Commission pursuant to paragraph 17, and that provides clear guidance to officers that biased policing, including deciding to detain a motorist or pedestrian based solely on racial stereotypes, is prohibited
39. Within 18 months of the Effective Date, with input from the Commission, CDP will develop training that incorporates the principles of procedural justice and that is designed to ensure that police services are delivered free from bias. The Monitor will review the training to assess whether it is adequate in quality, quantity, scope, and type
40. The training will be provided to all officers and will include:
A. constitutional and other legal requirements related to equal protection and unlawful discrimination, including the requirements of this Agreement;
B. strategies, such as problem-oriented policing, procedural justice, and recognizing implicit bias, to avoid conduct that may lead to biased policing or the perception of biased policing;
C. historical and cultural systems that perpetuate racial and ethnic profiling;
D. identification of racial or ethnic profiling practices, and police practices that have a disparate impact on certain demographic categories;
E. self-evaluation strategies to identify racial or ethnic profiling;
F. District-level cultural competency training regarding the histories and culture of local immigrant and ethnic communities;
G. police and community perspectives related to bias-free policing;
H. the protection of civil rights as a central part of the police mission and as essential to effective policing;
I. instruction in the data collection protocols required by this Agreement; and
J. methods, strategics, and techniques to reduce misunderstanding, conflict, and complaints due to perceived bias or discrimination
41. Supervisor training will include:
A. how to identify biased police practices when reviewing investigatory stop, arrest, and use of force data;
B. how to respond to a complaint of biased police practices, including conducting a preliminary investigation of the complaint in order to preserve key evidence and potential witnesses;
C. how to evaluate complaints of improper pedestrian stops for potential biased police practices; and
D. engaging the community and developing positive relationships with diverse community groups
42. Officers also will receive annual in-service training on bias-free policing that is adequate in quality, quantity, type, and scope
43. To help ensure that police services are delivered in a manner free from bias, CDP will analyze data pursuant to paragraph 265
44. Within 18 months of the Effective Date, the appointing authority will consider principles of bias-free policing and equal protection in its hiring; unit assignment, as applicable; promotion; and performance assessment processes, including giving consideration to an individual’s record of bias-related violations, as well as using interviews or other methods to assess the individual’s ability to effectively practice bias-free policing
