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The Chief of Police reserves the right to modify assignments to better allocate employee resources of the MPD as allowed per the employees’ collective bargaining agreements. Seniority will be considered when conflicts arise, but will not be the controlling factor. Assignments shall not be made punitively, but to help the department and/or the employee.

2-402 FITNESS POLICY - SWORN PERSONNEL (01/18/02)

(B-D)

MPD recognizes that physical fitness is a core component of well being, and further recognizes the importance of maintaining an appropriate degree of physical fitness in order to promote officer safety and the effective completion of job related duties. The purpose of the fitness-testing program is to improve the level of fitness for MPD employees. This is accomplished by establishing fitness goals for all sworn personnel and a system of assistance and incentives to encourage everyone to attain these goals. Fitness testing shall be in accordance with the terms stated in the current POFM labor agreement (See Section 22.1) Mandatory physical fitness testing shall be conducted for all sworn personnel once per calendar year during the month of the employee's birthday. Each officer shall receive an information packet including, but not limited to: testing instructions, test date, test time, test elements and consent forms. Officers shall follow all instructions as directed by the Training Unit. (04/14/05)

Fitness testing shall include the entire testing protocol, consisting of all five elements described in Section 22.1 Subd. (d) of the current Police Officers Federation of Minneapolis (POFM) labor agreement. If the employee takes the test, but does not meet each of the goals, he/she may retest up to three times per year. An employee who does not meet the goal for each component shall not be subject to discipline by reason of the failure to meet such goals.

Failure to take the test, except when excused pursuant to the provisions of the current POFM labor agreement, shall be considered insubordination. The first such offense shall be considered a Category B violation under the MPD's disciplinary guidelines, however the maximum disciplinary sanction for a first violation shall be a letter of reprimand. The principles of progressive discipline shall apply to subsequent violations. In addition to any discipline imposed, a new test date shall be assigned to the employee.

Effective January 1, 2001, an employee's performance on the fitness test relative to the goals will be considered a factor in the evaluation of the employee's overall job performance.

MPD Human Resources personnel shall schedule appointments for fitness for duty evaluations with the MPD healthcare provider for officers requiring medical review before taking the physical fitness test and for those who do not complete all testing elements. (See section on Limited Duty)

2-403 POLICE ASSISTANCE PROGRAM (01/18/02)

The Police Assistance Program (PAP) offers 24 hours per day, seven days per week emergency counseling and in-office personal and group counseling for MPD employees and their family members or significant others. MPD employees trained to serve as peer counselors are available to other employees for crisis counseling. Employees may be referred to PAP by a supervisor, a peer counselor, or through self-referral. Employees needing program services should contact the assistance program staff at the phone number listed in the department directory.

2-404 POLICE ACTIVITIES LEAGUE (P.A.L.) (04/14/05)

(A-B)

The Minneapolis Police Activities League (P.A.L.) is a program sponsored by the MPD in which sworn and civilian employees of the MPD participate in sports and recreational activities directly benefiting the city's youth.

Participation in P.A.L activities is open to all personnel on a voluntary basis. Employees shall comply with all policies and procedures of the MPD while participating in P.A.L. activities. All P.A.L. volunteers shall read, sign, and agree to abide by the P.A.L. volunteer guidelines. P.A.L. volunteers are expected to act in a professional manner. (07/01/05)

Participation during regular work hours:

At their discretion, supervisors may release employees during normal work hours or allow employees flexible work hours to participate in P.A.L. Any combination of P.A.L. hours and work hours is considered a full workday as long as it meets the employee's shift requirement.

Employees who participate in a P.A.L. event consisting of 8 hours or more may submit a Special Duty request form, which must be completed and approved prior to the event. (07/01/05)

P.A.L. Participation while off duty:

Employees may volunteer for P.A.L. activities outside of their normal work hours. (07/01/05)

2-405 INTERNSHIP PROGRAM (07/16/02)

MPD Human Resources will facilitate a Student Internship program for currently enrolled students. The purpose of the internship program is to allow students an opportunity to gain knowledge and experience in law enforcement and public safety services and further explore careers in the field. Paid or non-paid internships with the MPD will not exceed one year. (4/14/05)

All inquiries regarding the internship program should be forwarded to MPD Human Resources. MPD Human Resources will gather the pertinent information from applicants and contact MPD commanders. Interested commanders will contact candidates directly for further information and/or for interview purposes.

Funds for paid internships will come from the budget of the unit where the intern is assigned. Interns will be paid in accordance with the City of Minneapolis intern salary schedule. Unpaid interns will receive no compensation from the City of Minneapolis.

All applicants are required to successfully pass a complete intern-level background investigation, completed by the MPD Background Investigations Unit prior to the starting of internship. Upon the successful completion of the intern-level background investigation, IDs will be issued to the interns. All interns are required to turn in their IDs to their respective commander on the last day of internship.

The commander of the hiring unit will notify MPD Human Resources about the selected intern. Once all of the hiring requirements are met, the commander will be responsible for the scheduling, supervision, and evaluation of the intern. An intern may be released anytime at the discretion of the hiring commander. All interns will have a narrative evaluation completed by the designated supervisor prior to the end of their internship. A copy of the evaluation will be forwarded to MPD Human Resources.

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