Anti-Bias Training & Expectations#

TRAINING

As a CALEA accredited law enforcement agency, all Fort Collins Police Services employees (sworn and professional staff) are required to complete anti-bias training each year.

FCPS started its dedicated annual anti-bias training in 2017 with Culturally Competent Leadership (bias awareness) training delivered by Diversity Solutions Group, a locally-owned, minority-run consulting firm.

Since then, FCPS has developed a program called Core Character that focuses on promoting a culture of ethics and integrity. This program’s instructor group includes agency employees at varying ranks and positions within the organization.

The Core Character instructor group attended train-the-trainer training conducted by Fair and Impartial Policing about implicit bias training in 2019. Due to COVID restrictions, the 2020 and 2021 training was delivered to employees remotely. Since 2022, a more robust internal training has been delivered in-person.

The training format includes lecture-based learning, discussions, scenarios, and small group exercises. The purpose of the training includes the following:

• Understand that even well-intentioned people have biases
• Understand how implicit biases impact on what we perceive/see and can (unless prevented) impact on what we do
• Understand that fair & impartial policing leads to effective policing; and,
• Use tools that help individuals (1) recognize their conscious and implicit biases, and (2) implement “controlled” (unbiased) behavioral responses.

Beginning in 2022, FCPS became actively engaged with the International Association of Chiefs of Police’s Police Professional Standards, Ethics, & Image Committee through the IACP's presidential appointment of our Deputy Chief of Police to committee membership. The agency was a primary contributor to the committee’s Path to Trust Project regarding enhanced engagement with our community as well as IACP resolutions on Hiring Practices and on Culture.

EXPECTATIONS

The trust and confidence of our community is paramount to ensuring the safety of everyone in Fort Collins. We hold integrity as one of our core values and expect all employees to exemplify character on and off the job. All matters of personal and professional misconduct are taken seriously. 

Racial or bias-based policing is strictly forbidden. Fort Collins Police Services is committed to providing law enforcement services to the community with due regard for the racial, cultural, or other differences of those served. It is the policy of this agency to provide law enforcement services and to enforce the law equally, fairly, and without discrimination toward any individual or group.

View Related Policies
Policy 402: Racial or Bias-Based Policing
Policy 1020: Administrative Investigations

Budget#

In recent years, officers have been increasingly tasked with navigating complex social issues, including homelessness, mental and behavioral health, substance abuse, and more. At Fort Collins Police Services (FCPS), we have robust partnerships and training in these areas to equip officers with the skills and resources to manage situations involving these factors. 

Current funding for FCPS supports proactive community policing and a more comprehensive focus on service delivery that goes beyond the basics of investigating crimes and enforcing the law. This investment means we have officers with training and empathy to respond to the needs of our rapidly growing community as safely and thoughtfully as possible for everyone involved.

The City of Fort Collins budget process funds specific community outcomes: Neighborhood and Community Vitality, Culture and Recreation, Economic Health, Environmental Health, Safe Community, Transportation and Mobility, and High Performing Government. Each of these outcomes includes several strategic objectives. Instead of across-the-board increases or decreases to department budgets, this model funds programs and services that align with community priorities to support those strategic objectives. FCPS provides a number of valuable contributions under several outcome areas, most notably Neighborhood and Community Vitality, and Safe Community.

For more information about the City’s Budgeting For Outcomes process, as well as financial data about the Police Services funding, please visit https://www.fcgov.com/citymanager/budget. 

View City Budget

Conduct + Complaints#

Fort Collins Police employees work to provide compassionate, professional services to everyone we encounter. All employees are expected to treat colleagues and community members alike with respect, operate with integrity both personally and professionally, provide world-class service, and engage with our community.

We hold high expectations for everyone who works at FCPS. We welcome feedback, both positive and negative, from community members regarding the conduct of our employees. To make a comment or complaint, or to learn more about the administrative investigation process, please visit our Employee Conduct page. 

All formal complaints are entered into our internal affairs software. The system sends a notice to internal affairs and supervisors for required review and documented follow-up. An early intervention system identifies areas for supervisors to address with employees so minor issues don't become major problems. The internal affairs software tracks:

1. Use of Force & Show of Force
2. Vehicle pursuits
3. Vehicle collisions involving City-owned vehicles
4. Performance complaints
5. Level I investigations
6. Level II investigations

View Related Policies
Law Enforcement Code of Ethics

Policy 301: Response to Resistance Reporting
Policy 340: Expectations of Conduct
Policy 402: Racial or Bias-Based Policing
Policy 1020: Administrative Investigations
Policy 1021: Early Intervention System

De-Escalation#

OVERVIEW

The use of force by law enforcement personnel is a matter of critical concern, both to the public and to the law enforcement community. Officers are involved daily in numerous and varied interactions and, when warranted, may use reasonable force in carrying out their duties. Officers must have an understanding of, and true appreciation for, their authority and limitations. This is especially true with respect to overcoming resistance while engaged in the performance of law enforcement duties. The Agency recognizes and respects the value of all human life and dignity without prejudice to anyone. 

DE-ESCALATION

FCPS has a long-held philosophy of de-escalation. To ensure that it’s a central part of our culture and operations, we integrate de-escalation into all of our training (meaning it’s not just a one-time class). One-third of Fort Collins Officers are also certified in Crisis Intervention Team training (exceeding the national standard of 20%). Additionally, FCPS has a Mental Health Response Team and an active partnership with UCHealth co-responders who assist in connecting people in crisis with local resources to avoid repeat visits to jail or the emergency room. In any situation, the safety of all involved parties is our top priority.

TACTICS + TRANSITIONS

Our goal is to use the least amount of force necessary in response to resistance to ensure the safety of all involved in a situation. Our defensive tactics protocols guide officers to make decisions and respond to resistance based on the level of threat presented. Our defensive tactics and firearms training include transitioning between tools and tactics so officers are able to de-escalate situations and meet safety expectations for all involved based on the threat presented.

REPORTING

Supervisors respond to incidents when there was a use of force and conduct a review (include a review of body-worn camera footage). All use of force and show of force incidents are entered into an internal affairs case management system. The system sends a notice to Internal Affairs and supervisors for any required further review and documented follow-up. An early intervention system identifies areas for supervisors to address with employees so minor issues don't become major problems. The internal affairs software tracks:

1. Use of Force & Show of Force
2. Vehicle pursuits
3. Vehicle collisions involving City-owned vehicles
4. Performance complaints
5. Level I investigations
6. Level II investigations

OVERSIGHT

Citizen Review Board - At the request of the City Manager or the Chief of Police, the Citizen Review Board makes recommendations concerning interpretation of police policies and procedures. The Board reviews internal investigations concerning Police and Community Service Officer conduct in the following situations:

1. Upon written complaint, where an Officer is alleged to have: used force or discharged a firearm in violation of policy or law; committed a crime; or caused a person to sustain severe injury, death, or a civil rights violation.
2. Regardless of whether or not there is a complaint, where an Officer has used deadly force.
3. Upon written request, where a person wants to have Police Services' decision reviewed with regard to any other written allegation of misconduct of an Officer.
4. Any other investigation as requested by the City Manager or Chief of Police.

8TH JUDICIAL DISTRICT CRITICAL INCIDENT RESPONSE TEAM

In the Eighth Judicial District (which includes Larimer County), the multi-agency Critical Incident Response Team (CIRT) is called in any time there is an officer-involved shooting that results in injury or death. At the conclusion of a CIRT investigation, the findings are reported to the District Attorney. The District Attorney completes a thorough review of the entire investigation and uses the applicable law to determine whether the use of force was justified. 

View Related Policies
Policy 300: Response to Resistance
Policy 301: Response to Resistance Reporting
Policy 819: Critical Incidents and Line of Duty Deaths
Policy 1020: Administrative Investigations
Policy 1021: Early Intervention System

Diversity#

We value diverse perspectives and recognize the benefits they bring to our community and workplace. 

Our Personnel and Training Unit's primary recruiting objective is to "recruit a pool of highly qualified applicants in adequate numbers to achieve the goal of a workforce composition in the sworn law enforcement ranks that is reflective of the Fort Collins community’s demographics."

Recruitment efforts include participating in recruitment events at high schools and college, as well as visiting regional police academies. In an effort to attract a more diverse pool of applicants, our Personnel and Training officers seek out and attend events and schools known to have a diversified population of students/cadets. Personnel and Training Unit also works to identify and break down any barriers that may prevent minority candidates from applying, and officers regularly evaluate testing to ensure that it does not disfavor any demographic.

EEOP Analysis#

Fort Collins Police Services and the City of Fort Collins Equal Opportunity and Compliance Manager reviewed the Utilization Analysis Chart that identifies areas of underutilization in FCPS workforce to those of eligible workers in the relevant labor markets. US Census data for Larimer County's relevant labor market statistics were used for this evaluation, as provided through the US Department of Justice EEOP online tool.

View the 2020 Report

Ethics#

FCPS has an internal ethics program called Core Character that focuses on promoting a culture of ethics and integrity. This program’s instructor group includes 8 agency employees at varying ranks and positions within the organization.

In 2017, FCPS partnered with the Daniels Fund Initiative. The Deputy Chief of Police serves on the Daniels Fund Law Enforcement Ethics Initiative Committee, which produced a series of videos utilizing our employees, and those of other participating agencies, to focus specifically on law enforcement ethics. This initiative delivers principle-based ethics education, and reinforces the value of ethical work and personal conduct. These videos have been used as the annual core curriculum for agency training and discussion.

In 2018, two Core Character instructors attended a train-the-trainer course conducted by Institute for Law Enforcement Administration. These instructors then trained the remaining Core Character team in 2019. This material is designed to teach employees at all levels of the organization to identify and analyze ethical dilemmas as well as make ethical decisions. These training tools were added to our remote ethics training in 2020 but in-person classes were delayed to 2022 due to COVID.

Also beginning in 2022, the Deputy Chief of Police was appointed by the President of the International Association of Chiefs of Police to its Police Professional Standards, Ethics, & Image Committee and continues in that service to date. The agency was a primary contributor to the committee’s Path to Trust Project for enhanced engagement with our community.

Hiring Process + Standards#

FCPS has high standards for hiring and uses a rigorous process to ensure that qualified candidates with high integrity join our agency. The officer hiring process takes approximately 6 months to complete.

OFFICER HIRING REQUIREMENTS

• Must be 21 years of age.
• Must possess a valid drivers license.
• Must have a high school diploma or GED and a minimum of 60 semester hours or 90 quarter hours from a college or university that is listed in the U.S. Department of Education Database of Accredited Post-Secondary Institutions and Programs with a minimum 2.0 GPA on a 4 point scale prior to hire date. (4 years of law enforcement experience or military service can be substituted for 30 semester hours)
• Must be a citizen of the United States by birth, naturalization or lawfully in the United States and legally authorized for employment.
• Must be able to read, speak and understand English.

HIRING DISQUALIFIERS

The following is not an all-inclusive list of instances that may disqualify individuals from the officer hiring process. Other standards may prompt disqualification as well.

• Felony conviction
• Conviction, deferred prosecution or deferred judgment of a misdemeanor within three years of application date
• Any driving arrest or conviction within three years of the candidate's application that involve alcohol, controlled substances, drugs, or other illegal substances
• Any pending or prior convictions of, deferred prosecution or deferred judgments for, reckless driving or careless driving resulting in injury within three years prior to application deadline date
• Release or discharge from the Armed Forces of the United States under dishonorable conditions
• Certain misdemeanor criminal convictions, as defined by P.O.S.T., which would affect peace officer certification in Colorado

SELECTION PROCESS

• Written Testing
• Oral Interview
• Job Suitability Evaluation
• Integrity Interview
• Truth Verification Exam
• Physical Agility Test
• Background Investigation
• Final Interview
• Psychological Assessment
• Medical Assessment
• Drug Screen

School Resource Officers#

Fort Collins Police Services works collaboratively with Poudre School District to provide a safe learning environment for all students and staff. 

The School Resource Officer (SRO) program in Fort Collins includes 1 Sergeant, 2 Corporals, and 11 SROs who are assigned to schools. They provide service for 38 schools in Fort Collins serving approximately 25,000 students. Poudre School District is the 9th largest school district in Colorado.

SROs fulfill three roles as a part of their job: Teaching, Informal Counseling, and Law Enforcement.

They teach, counsel, and enforce around issues related to internet safety, drug/alcohol awareness, Safe2Tell, restorative justice, welfare checks, child abuse, response to school violence training, assessing student threat/risk behavior, providing victim assistance/referrals, and conducting facility assessments/safety recommendations. Having an officer on-site also allows for rapid response in the event of an active shooter or other violent event.

SROs help coordinate wrap around services such as SAVA/DHS, CAYAK/Summitstone, Center for Family Outreach, Juvenile Recovery Court, Mediation, Deferments, and Juvenile Justice System. The juvenile justice system aims to provide justice-involved youth with resources and services that support a healthy future.

SROs receive all standard police training required at FCPS, as well as specialized training for this assignment:

• The Adolescent Brain, Mental Health and Intervention
• Restorative Justice Training
• At Risk Youth and Trauma
• Threat Assessment Training
• School Law and the Juvenile Justice System
• Juvenile Sex Assault Training
• Juvenile Sex Trafficking
• Cyber Crimes and Sexting
• Truancy and Juvenile Delinquency Concerns
• Briefings at Columbine (mass shooting debriefs)
• Single Officer Tactics Training (quarterly for SRO’s)
• FERPA, IEP and 504 training
• Basic SRO school (POST requirement)

Enforcement + Outcomes#

Colorado Statute C.R.S. 22-32-146(5) mandates that local law enforcement agencies annually report specific information to the Division of Criminal Justice concerning every incident that resulted in a student’s arrest, summons or ticket during the previous academic year for an offense that occurred at a public elementary school, middle or junior high school, or high school; in a school vehicle; or at a school activity or sanctioned event. FCPS School Resource Officers issued 219 citations during the 2018-2019 school year. To access additional information, which can be sorted by school, please visit the Colorado Division of Criminal Justice's data portal.

The juvenile justice system includes a number of restorative services. Diversion is an effective program that utilizes education, community, and family services to divert juveniles from the criminal justice system. In the 2018-2019 school year, 53% of FCPS School Resource Officer cases went to Diversion.

Cases being considered for Diversion are kept pending, meaning charges are not actually filed. Diversion staff screens cases to create a plan of action to help the individual repair any harm done, learn from their offense, and gain additional skills to prevent future justice system involvement. Examples of support includes connections to:

• The Center for Family Outreach
• Restorative Justice
• Pro-Social activities
• Mentoring programs
• Counseling services
• Educational classes
• Support in school
• Substance use monitoring and sobriety support

Our School Resource Officers work closely with school administrators to support a healthy, successful future for justice-involved students.

Training Standards#

OVERVIEW

We invest heavily in training. Having a strong, consistent, well-maintained knowledge of best practices and processes allows officers to safely serve the community. 

All Colorado officers are required to meet Colorado P.O.S.T. (Peace Officers Standards and Training) requirements each year to maintain their law enforcement certification. FCPS exceeds the minimum P.O.S.T. standards.

In 2019, our agency employees completed a total of 31,500 hours of training. All officers received training that included legal updates, implicit bias, defensive tactics, firearms, driving, DUI investigations, active shooter response, hazmat response, critical incident response, mental health (community and personal), and equipment recertifications. De-escalation is a prominent part of defensive tactics, firearms, and other topics that may involve response to an active situation.

One-third of FCPS officers are certified in Crisis Intervention Team (CIT) training, exceeding the national standard of 20%). CIT is a community partnership of law enforcement, mental health and substance use disorder professionals, individuals who live with mental illness and/or substance use disorders, their families and other advocates. This innovative first-responder model of police-based crisis intervention training is Designed to help persons with mental disorders and/or substance use disorders access medical treatment rather than place them in the criminal justice system due to illness related behaviors. It also promotes officer safety and the safety of the individual in crisis.

NEW HIRES

New officers with no lateral law experience are required to successfully complete a 22-week basic police academy and successfully pass the Colorado P.O.S.T. certification test. Fort Collins Police Services launched an in-house P.O.S.T. academy in 2021. This allows our agency to build the necessary skills to become a certified peace officer while also educating new recruits about our culture, expectations, tactics, and philosophy of de-escalation. In addition, new officers have regular confidential meetings with the department Staff Psychologist for support and education on mental health topics.  

Once they've completed the police academy, new officers must successfully pass a 4-phased field training officer (FTO) program. During FTO, they are paired with experienced officers with specialized training that allows them to teach and evaluate new hires.

Officers who successfully pass this rigorous program join the Patrol Division as solo officers. In total, the introductory training program lasts approximately 18 months.

Wellness Program#

Our employees invest in their physical and mental health to provide the best service possible. A number of resources are available to build a resilient workforce and provide the necessary mental health support for emergency services professionals who are routinely exposed to traumatic and high-stress situations.

STAFF PSYCHOLOGIST
Fort Collins Police Services has employed a full time Police Psychologist for 30 years. The role of the Psychologist is to: provide free confidential counseling for any staff member and his or her family, be available for 24/7 consultation and critical incident response, participate in the training of all new officers, dispatchers, records, evidence staff and other department personnel regarding mental health issues, provide bi-annual training for patrol officers, provide consultation to any level of leadership as requested, and chair a monthly Interagency group to help facilitate effective collaboration between the police department, community mental health, social service and medical agencies. In addition, new officers have regular confidential meetings with the department Staff Psychologist for support and education on mental health topics.  

PEER SUPPORT TEAM
FCPS has an active Peer Support Team made up of 19 sworn and non-sworn department staff supervised by the department Psychologist. The Team is granted confidentiality by department policy as well as state statute in order to provide support services to staff and their families 24/7. They also respond along with the Staff Psychologist to all critical incidents. After an original 32-hour basic course, training and supervision continue on a monthly basis. A recent survey conducted by an independent source showed that 90% of those who have used the service felt it was helpful and almost 90% would refer others for such support.

PERSONAL WELLNESS APP
In 2020, FCPS launched the Cordico Wellness app for employees and their families. This mobile resource provides a variety of tools that help officers, dispatchers, and professional staff develop and maintain personal resilience. It includes modules focused on a wide variety of physical, emotional, and financial health topics. The app also includes self-assessments, links to access support, guided meditations, and other tools to promote individual and family wellness. 

STRESS DEBRIEFINGS
Law enforcement personnel respond to some of the worst situations imaginable and must put personal feelings aside in order to perform necessary action to safely resolve situations and perform thorough investigations following serious crimes. Following particularly traumatic situations like child deaths, homicides, violent assaults, and critical incidents, the staff psychologist conducts an after-action stress debriefing for any employee involved or affected by the incident. These meetings allow employees to discuss the impact the incident had on them personally, learn about post-traumatic stress symptoms, and make connections for ongoing support. 

RETURN TO DUTY PROTOCOL
FCPS has a comprehensive return to duty protocol that officers follow before resuming work after a critical incident. Officers are often called upon to deal with situations that may result in psychological trauma. The effectiveness of the recovery environment after a critical incident plays a significant role in both the prevention of a trauma response and a rapid recovery and successful return to work. The goal of the support offered is to return the involved staff member to duty mentally prepared to work safely and effectively.

View Related Policies
Policy 817: Peer Support Team
Policy 819: Critical Incidents and Line of Duty Deaths