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Newport News Police Department
VII. PROCEDURES – MAJOR CONDUCT AND PERFORMANCE ISSUES INVESTIGATED BY IAD [26.1.5]
A. Upon completion of all investigations conducted by the IAD, the investigative file is submitted to the IAD
Commander for review. [26.3.5]
B. Upon approval, the IAD Commander, or designee, will submit the case to the Chief of Police for review
and provide a briefing on the investigation results, if requested.
C. The IAD commander or designee will notify the investigated employee(s) that they may review the
investigative case file. The investigated employee(s) will sign the Case/Transcript Review/Notification
Form (NNPD Form #316), which will become a part of the permanent case file.
D. After the investigated employee(s) has been provided the opportunity to review the investigative case
file, the Chief of Police will hold a due process meeting with the investigated employee(s). (PAM-1000
Standards of Conduct)
E. Based on the totality of the facts of the case as presented, the Chief of Police will make the final decision
regarding case findings and discipline.
VIII. PROCEDURES – MINOR CONDUCT & PERFORMANCE ISSUES NOT INVESTIGATED BY IAD
The supervisor investigating complaints shall:
A. Review any statements, communications or documents provided by the complainant.
B. Contact the complainant and witnesses and conduct interviews.
C. Determine appropriate administrative charges/allegations as determined by available information.
D. Record (e.g., digitally or otherwise) and document the statements from each employee and have them
included in the investigative file.
NOTE: The investigator may determine that a detailed letter of involvement is sufficient.
E. Once the investigation has been concluded, the investigator will submit the case through the employee's
chain of command for review and recommendations to the appropriate precinct/division commander:
F. Upon completion, forward the completed investigation to the IAD for review. IAD then forwards it to the
Chief of Police or designee.
G. Before the Assistant Chief of Police or designee reviews and makes a final finding in an investigation (as
set forth below), the employee is notified and allowed to meet with the Chief of Police or designee. The
employee will have five calendar days to prepare for this meeting, although the employee’s attendance
at the meeting is not mandatory.
H. Matters Reviewed by the Assistant Chief of Police
The Assistant Chief of Police reviews the minor conduct and performance issues that the
precinct/division commanders investigate. Assistant Chiefs will also review IAD investigations as
directed by the Chief of Police.
IX. Action Taken for Substantiated Complaints
A. Disciplinary action shall be taken in accordance with PAM-1000 Standards of Conduct. If the action taken
involves the termination of employment, the employee is notified in writing as to the reason(s) they are
being dismissed, the effective date of dismissal from the department, and referral to the City Human
Resources for information about the status of fringe and retirement benefits after dismissal. [26.1.4(c); 26.1.7]
NOTE: The dismissed employee is ultimately responsible and accountable for returning all issued
equipment and clothing before their separation date, as set out in ADM-525 Out-processing
and Extended Leave Reactivation Procedure.
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