Rapid Adjudication

What is Rapid Adjudication?

Rapid Adjudication (RA) is a collectively bargained alternative resolution and program available to sworn Seattle Police Department (SPD) employees represented by Seattle Police Officers Guild and Seattle Police Management Association. It encourages SPD employees to take responsibility for conduct that is inconsistent with SPD policy. The employee accepts pre-determined discipline in lieu of undergoing a full OPA investigation. RA provides faster case resolution for the complainant, named employee, and OPA while upholding principles of accountability.

Goals of Rapid Adjudication

• Foster a culture of accountability and responsibility
• Provide a fast complaint resolution for all involved parties
• Decrease the number of appeals and other delays
• Enable OPA to focus investigative resources on more serious cases
  
  

Case Selection & Oversight

RA can be proposed by OPA to the SPD employee or initiated by the SPD employee. OPA leadership evaluates case suitability by ensuring the facts are fully known and that alleged misconduct meets the defined eligibility criteria. At that point, OPA seeks input from the Office of Inspector General for Public Safety (OIG) before forwarding the potentially suitable RA case to the Chief of Police for a final decision. The outside review of both offices ensures a thoroughly vetted process.

The following types of allegations are ineligible for processing via RA:

• Criminal Violations
  • SPD Manual 5.001, 2, Employees Must Adhere to Laws, City Policy, and Department Policy

• Dishonesty
  • SPD Manual 5.001, 11, Employees Shall be Truthful and Complete in All Communication

• Force
  • SPD Manual 8.200, Using Force

• Bias
  • SPD Manual 5.140, Bias-Free Policing

• Insubordination
  • SPD Manual 5.001, 15, Employees Obey any Lawful Order Issued by a Superior Officer

• Failure to report serious policy violations to OPA
  • SPD Manual 5.002, 6, Employees Will Report Alleged Violations

• Intentional or reckless violation of policy
  • SPD Manual 5.001, 2, Employees Must Adhere to Laws, City Policy, and Department Policy

• Retaliation
  • SPD Manual 5.001, 14, Retaliation is Prohibited

• Failure to cooperate in an internal investigation
  • SPD Manual 5.002, 11, Employees Will Cooperate with Department Internal Investigations

• Any case with a concurrent Equal Employment Opportunity, Force Review Board, or Force Investigation Team investigation.
  
  

Process

RA may be initiated by the named employee or by OPA and may occur during or upon completion of the preliminary investigation into the complaint. In that time, OPA:

• Conducts a preliminary investigation (gathers evidence, analyzes documentation and video, interviews the complainant if applicable, and reviews the employee's complaint history)
• Determines the case is eligible for RA
• Sends proposed RA classification to the OIG for review
• Sends written communication to the named employee and their union to inquire whether they would be interested in RA (not a required step)
• Develops proposed discipline in coordination with legal counsel
• Sends proposed RA classification and discipline to the Chief of Police for review and approval

Once the proposed discipline is determined, OPA shares it with the employee, who must then accept or decline it. If accepted, the case is closed and discipline is imposed. If rejected, the case is processed through traditional methods. 

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