Our Commitment to Excellence

As the Chief of Police of a professional police department, it is my duty to ensure that all members of our department are committed to preserving the integrity of our police department in all aspects of our duties. The foundation of our department is built on the personal integrity and discipline of each member and displayed by their actions. To ensure that all members of the Green Cove Springs Police Department hold fast to this belief, I have instituted a complaint process, which will fully examine those insistences where an employee’s action is called into question. The complaint process is an integral part of maintaining integrity and discipline and is a direct reflection of our continuing commitment to excellence. Should you need to make a complaint, you can be assured your concerns will be treated with respect.

                                 Sincerely,

                                 Robert A. Musco

                                 Chief of Police

Policy

The Green Cove Springs Police Department, in accordance with its rules, policies and procedures, will investigate all complaints made against the department or its employees. Complaints should be legitimate in nature, and if proven false, employees have the right to sue for punitive/slanderous damages stemming from false allegations.

Citizen Complaints

• Addresses any concern or complaint voiced towards a member or an activity of the department.
• Informal complaints can be anonymous.

The Complaint Process

• All complaints will be directed to the supervisor on duty.
• The supervisor will meet in person (if possible) with the complainant(s) and ascertain the nature of the complaint.
• If the complaint cannot be resolved, the supervisor will obtain a statement of complaint (if complainant is willing).
• The supervisor will generate an Initial Notice of Inquiry and provide the complainant with a copy of the complaint form.

The Purposes for Internal Investigations

• Protect the public
• Protect the department
• Protect the employee
• Identify and correct procedural problems
• Identify and remove personnel who are unfit to serve our citizens

Investigative Conclusion

The Chief of Police will review the completed investigation and determine which category describes the findings:

Investigative Findings

Sustained - Allegations supported by sufficient evidence to justify a reasonable conclusion that the action(s) occurred and were violations.

Not Sustained - Insufficient evidence available to prove or dispute allegations. The allegation(s) appeared to have merit, however, there was insufficient evidence to either prove or disprove the allegation(s).

Exonerated - Alleged action(s) occurred but were justified, lawful, and proper. Employee acted in compliance with departmental rules and regulations and/or policy and procedures.

Unfounded - Allegation(s) are false, did not occur, or not supported by facts. The allegation(s) was without merit and did not occur.

The complainant will be notified of the investigative results, upon approval by the Chief of Police.

Serving with S.P.I.R.I.T.

Safety, Professionalism, Integrity, Respect, Innovation, Training