Department Operations Manual

31060.7.2 Departmental Restriction of Appointments The DROA process is intended to assist in the placement of surplus employees resulting from administratively approved program changes or budget-induced position reductions and to avoid a layoff. This process applies to all appointments except: • Emergency appointments. • Mandatory reinstatements. • Promotions in place that do not result in a true vacancy (e.g., Staff Services Analyst to Associate Governmental Program Analyst). Departmental Placement Coordinator Responsibilities The departmental placement coordinator shall: • Publish and distribute the list of classes for which approval is required prior to appointment. • Update the list as necessary. • Upon notification from the IPO that a surplus exists, submit a memorandum to the LRB requesting union notification of the surplus. • When the union has been notified, send an informational surplus employee memorandum to all employees in the affected classification(s). • Review requests to fill vacancies on an exceptional basis or when no interest in the vacant position has been expressed by the DROA candidates. • Take or recommend appropriate appointment actions. • Actively monitor the voluntary placement of surplus employees to appropriately classified vacant positions. • If necessary, work with the hiring authority, the Labor Relations Office and the appropriate control agencies to coordinate involuntary transfers and/or an employee layoff. The informational surplus employee memorandum shall include a current list of vacancies in the affected employee's classification. The employee will be given the opportunity to voluntarily seek a vacant position. If voluntary placement options are unsuccessful, the employee shall be reassigned to a different location or a comparable classification in the same location. Institutional Personnel Officer Responsibilities The IPO shall submit timely monthly lists of current and anticipated vacant positions for the classes on DROA directly to the departmental Personnel Officer. Prior to filling a position listed on the restricted hiring list, the IPO shall take the following steps: • Contact the IPO of the organization where the surplus exists to obtain the names and addresses of the employees on DROA. • Send out a CDC Form 1486, Departmental Restriction of Appointment (DROA) Clearance and Waiver, to all affected employees. Telephone contacts may be made but shall be followed up with a CDC Form 1486. • Secure approval to fill the vacancy from the Personnel Operations Analyst if no interest is expressed by the employees on DROA. This approval only applies to the DROA restrictions and is not intended to replace or supersede other hiring requirements. Such requests for approval may be by telephone but shall be confirmed in writing. • Complete a CDC Form 1162, State of California Departmental Restriction of Appointments Confirmation Letter, for each classification. • Submit a copy to the Personnel Operations Analyst within ten calendar days after verbal approval is received and to the IPO at the surplus institution for audit purposes. • Retain a copy for the originator ’ s files. Special Exceptions Requests for exceptions (including LT and intermittent appointments) to this process shall: • Be signed by the appropriate hiring authority or any member of the Director ’ s Executive Staff. • Be forwarded to the Personnel Operations Analyst for review and approval. • Provide the following information: o The nature of the critical need and why identified DROA eligibles cannot meet the needs of the position. o A copy of the position duty statement. o The consequence if any exception is not granted. The projected time frame for any employee to remain on the DROA list is approximately 120 days. Within this 120 days, the following activities take place: • The classification is placed on DROA and frozen to preclude appointments to the class without obtaining appropriate DROA clearances. • The Personnel Operations analyst notifies the employees in the affected class of the action while simultaneously notifying the LRB so they can notify the union. • The Personnel Operations analyst actively monitors the placement of surplus employees to appropriately classified vacant positions. If the employee is not placed, they are given an official involuntary transfer notification 60 days prior to the proposed action. 31060.8

32010.19.3 Requalification chart) (13) Less-Lethal Launcher Requalification (see DOM section 32010.19.11. Not mandatory for Fire Chief or Fire Captains) (14) Heat Related Pathologies (15) Lethal Electrified Fence (if applicable) (16) Suicide Prevention (17) Tuberculosis (TB) Testing and Quiz (18) Use of Force (UOF) (19) Other subjects as deemed appropriate by the Warden, hiring authority or designee, or any other legal mandates (e) Division of Adult Parole Operations (DAPO) All DAPO peace officer classifications, at a minimum, shall receive annual training as follows: (1) CPRA (2) CPR/FA (3) Chemical Agents (4) Communicable Disease Prevention (5) EEO and Sexual Harassment Prevention (6) Emergency Operations (7) Expandable Baton Annual Training (8) Fire and Life Safety (9) Firearms Requalification (10) IPA (11) ISA (12) IIPP (13) TB Testing/ Quiz (14) UOF (15) Other subjects as deemed appropriate by the Director, hiring authority or designee, or any other legal mandates (A) All Parole Agents assigned to DAPO shall comply with weapons requalification as stated in current DAPO firearms policy. In addition, those who are armed shall fire a diminished light course annually for familiarization and training (not qualification). (B) All Parole Agents assigned to DAPO shall receive training in Parole Agent Safety and Tactics (PAST), in accordance with Bargaining Unit 6, Memorandum of Understanding. (f) Division of Juvenile Justice (DJJ) All DJJ peace officer classifications, at a minimum, shall receive annual training as follows: (1) Alarm Response (2) CPRA (3) CPR/FA (4) Chemical Agents (5) Communicable Disease Prevention (6) Court Compliance Training (7) EEO and Sexual Harassment Prevention (8) Emergency Operations (9) Escape Prevention (10) Expandable Baton Annual Training (11) Heat Related Pathologies (12) Fire and Life Safety (13) Firearms Requalification (specified post’s only) (A) DJJ designated armed peace officer staff shall receive training in the use of weapons quarterly. (14) IPA (15) ISA (16) IIPP (17) PREA (18) Stress Reduction Management (19) Suicide Prevention (20) TB Testing and Quiz (21) UOF (22) Other subjects as deemed appropriate by the Superintendent, hiring authority or designee, or any other legal mandates. (g) Office of Correctional Safety (OCS) All OCS peace officer classifications shall, at a minimum, receive annual training as follows: (1) CPRA (2) CPR/FA (3) Chemical Agents (4) Communicable Disease Prevention (5) EEO and Sexual Harassment Prevention (6) Emergency Operations (7) Fire and Life Safety (8) Firearms Requalification (9) IPA (10) ISA (11) IIPP (12) TB Testing and Quiz (13) UOF (14) Other subjects as deemed appropriate by the Chief, OCS or designee, or any other legal mandates (h) Office of Internal Affairs (OIA) All OIA peace officer classifications, at a minimum, shall receive annual training as follows: (1) CPRA (2) CPR/FA (3) Chemical Agents (4) Communicable Disease Prevention (5) EEO and Sexual Harassment Prevention (6) Emergency Operations (7) Expandable Baton Annual Training (8) Fire and Life Safety (9) Firearms Requalification (10) IPA (11) ISA (12) IIPP (13) PREA (14) TB Testing and Quiz (15) UOF (16) Other subjects as deemed appropriate by the Chief, OIA or designee, or any other legal mandates (i) Statewide Transportation Officers and Extradition Agents All Transportation Officers and Extradition Agents (excluding Institution Transportation Units only), at a minimum, shall receive annual training as follows: (1) Alarm Response (2) CPRA (3) Chemical Agents (4) CLETS Training (5) Communicable Disease Prevention (6) Court Compliance Training (7) Driving in Inclement Weather (8) EEO and Sexual Harassment Prevention (9) Emergency Operations (10) Escape Prevention (11) Expandable Baton Annual Training (12) Fire and Life Safety (13) Firearms Requalification (14) Heat Related Pathologies (15) IPA (16) ISA (17) IIPP (18) Para-Transit Vehicle Operations (Transportation Hub Officers only) (19) PREA (20) Suicide Prevention (21) TB Testing and Quiz (22) UOF (23) Other subjects as deemed appropriate by the Chief, Transportation Unit or designee, or any other legal mandates (j) Management Peace Officer and Administrative Officer-of-the-Day (AOD) Management Peace Officer and AOD classifications, at a minimum, shall receive annual training as follows: (1) CPRA (2) Chemical Agents (3) Communicable Disease Prevention (4) Court Compliance Training (5) EEO and Sexual Harassment Prevention (6) Emergency Operations (7) Escape Prevention (8) Fire and Life Safety (9) IPA (10) ISA (11) IIPP (12) PREA (13) Suicide Prevention (14) TB Testing and Quiz (15) UOF (16) Weapons Familiarization (17) Other subjects as deemed appropriate by the Warden, hiring authority or designee, or any other legal mandates 32010.16

49180.5 Roles and Responsibilities (a) Department Chief Information Officer (CIO) or Designee (1) The CIO or Designee owns this policy and is responsible for ensuring that all users of department information assets are aware of this policy and acknowledge their individual responsibilities. (2) The CIO or Designee is responsible for ensuring that this policy is reviewed annually and updated accordingly. (3) The CIO or Designee is required to audit and assess compliance with this policy at least once every two (2) years. (b) Department Information Security Officer (ISO) (1) The ISO shall assist Owners of Information Assets and Information Asset Custodians in the identification of data security controls and processes. (2) The ISO shall participate in incidents involving data security. (3) The ISO shall ensure that data security controls, methods and processes meet department and applicable regulatory requirements for security and privacy. (c) Department Owners of Information Assets and Program Management (1) Owners of Information Assets shall ensure that this policy is implemented and reviewed annually, and updated as necessary. (2) Owners of Information Assets shall ensure that roles and responsibilities for the identification, classification, and life cycle management of all data and information assets under their purview are defined, documented and implemented. (3) Owners of Information Assets shall ensure confidentiality and integrity controls commensurate with asset classification are implemented for data and information assets under their purview. (4) Owners of Information Assets shall ensure that conditions and rules for access, availability, and use of data and information assets under their purview are commensurate with asset classification. (d) Department Information Asset Custodians (1) Information Asset Custodians shall assist Owners of Information Assets in identifying data security controls commensurate with the classification of the data. (2) Information Asset Custodians shall document, implement, monitor, and maintain data security protection controls as defined by Owners of Information Assets. (3) Information Asset Custodians shall develop and implement tools, technologies, processes, and procedures to support, monitor and maintain data security controls. (4) Information Asset Custodians shall notify respective Owners of Information Assets and the department Information Security Officer (ISO) and the Privacy Officer of all security incidents pertaining to the security of department data, particularly if the incident is related to personally identifiable information (PII). (5) Information Asset Custodians shall maintain data security records as defined by Owners of Information Assets commensurate with the classification of the data. (e) Department Users (1) Users of department information assets shall be aware of and adhere to all department information security and privacy policies. 49180.6

53130.9 Assignments Inmates shall be assigned to appropriate work/academic/vocational programs by classification committee action. Ethnic balances shall be considered when making assignments. Pending assignment to a permanent work/training program, or when a regular program is temporarily suspended, inmates may be assigned, with or without their consent, to any work/training program decided upon by a classification committee or staff member responsible for the assignment of inmates. Each prison shall establish Bridging Education Programs as work training incentive assignments to provide education programming. Inmates who are undergoing reception center processing, and are day-for-day credit eligible per PC § 2933, will be assigned to the BEP upon their arrival at the reception centers. Inmates who are day-for-day credit eligible and housed in general population institutions will be eligible to be assigned to the BEP. Participation in the BEP will be evaluated on course curriculum, instructor evaluation, and completed assignments. Assignment to an approved BEP shall qualify as a full-time assignment in work group A-1. Inmates with the following case factors shall not be placed in Bridging Education Programs: • Inmates who do not meet the criteria to earn day-for-day credits per PC § 2933, or are sentenced to an indeterminate term, who are undergoing reception center processing. • Inmates who do not meet the criteria to earn day-for-day credits per PC § 2933, or are sentenced to an indeterminate term, who are housed at a general population institution. • Inmates who are housed in segregated housing (e.g., ASU, SHU, PSU, etc.). • Inmates housed in facilities where the BEP is not available (e.g., CCF, DMH, etc.). The reception center Inmate Assignment Officer shall have the authority to initiate a classification action to assign inmates to reception center Bridging Education Programs and affect a work/training group change. General population inmates may be assigned to Bridging Education Programs following a classification committee review as detailed in CCR § 3376. A classification committee action shall not be required to remove inmates from Bridging Education Programs if no other changes in work/training group, custody designation or work waiting list is required. 53130.9.1

86080.3 Basis for Classifying Information as Confidential Records will be classified as confidential according to the information they contain and not according to title, label, or origin. The following criteria will apply to classifying information as confidential: Confidential by Statute Access to state and federal criminal history records is restricted to the parolee, the parolee’s attorney, and persons and agencies listed in PC 11105. Medical, Psychological, and Psychiatric Reports A report prepared by departmental medical or psychiatric staff will be classified as confidential only if it meets specified criteria. Possible disturbance to the parolee or impairment of the treatment relationship is not a valid reason for classifying information as confidential unless disclosure might result in suicide attempts by the parolee. A report classified as confidential will contain a statement of the reason for the classification. Victim/Witness Notification All requests by a victim, witness, next-of-kin, or immediate family member as defined in Section 3000 of Title 15 for notification/special condition of parole, and any responses to such requests shall be classified as confidential and filed in the confide ntial sections of the inmate’s/parolee's field file and electronic file. (Refer to DOM 72060.1, Notices.) Threatens the Safety of a Person Information which, if disclosed, would endanger the health and/or safety of any person and/or might lead to retaliation against any person(s) will be classified as confidential. Another Person’s State and/or Federal Criminal History Information regarding another person’s criminal history, which is not a matter of public record (e.g., a crime partner's cumulative case summary), will be classified as confidential. Promise of Confidentiality Information should be classified as confidential only if it is judged to be highly sensitive and there was a promise of confidentiality. Threatens the Security of a Facility Information that, if disclosed, might threaten the security of any jail, prison, or similar facility will be classified as confidential. Information Classified as Confidential by Other Agencies If departmental staff retains a confidential classification imposed by the agency that originated the information, the parolee may be referred to that agency for disclosure. California Department of Public Health Information classified as confidential by the California Department of Public Health may only be declassified if the departmental staff physician determines that its content does not warrant classification as confidential. If it is decided that the confidential classification will remain, the physician will note the reason on the report. Division of Juvenile Justice (DJJ) Information classified as confidential by the DJJ (formerly the California Youth Authority) will be reviewed and classified by departmental staff according to its content. The reviewer should contact the originator of the document or the DJJ’s Central Off ice before declassifying it. Reports from Other Law Enforcement Agencies Reports from other law enforcement agencies, which are classified as confidential by the originating agency, will retain that classification. The parolee, attorney, or designated person may be referred to the originating agency for those records. Departmental Staff Correspondence with Legal Counsel If a parolee’s record contains correspondence between departmental staff and legal counsel, the correspondence will be classified as confidential if it discloses CDCR's position in potential or pending litigation. This criterion applies to writings that r eflect an attorney’s impressions, conclusions, opinions, legal research or theories; and correspondence that discusses the issue or facts of a case, requests an action that is not routine, suggests the outcome of a case, or recommends legal strategy. 86080.4

15090.2.2 Personnel Operations Personnel Operations is divided into two service functions: Personnel Operations Section (Field) and Personnel Operations Section (Central Office and Parole). The Personnel Operations Sections provide managers and supervisors with technical personnel management advice concerning selection, classification, and compensation as well as merit issues. As an extension of the DPA and SPB, section staff ensures that appointments and assigned duties meet all legal and classification requirements. Additionally, these sections are responsible for maintenance and revision of CDCR ’s classification plan. In this capacity, staff develops proposals for control agency approval regarding new/revised classification and special salary actions such as recruitment and retention differentials. The section staff are responsible for reviewing proposed adverse personnel actions to determine compliance with SPB standards and providing consultation to management on adverse personnel action procedures and processes. The staff also provide guidance, direction, and training to institution personnel offices and headquarters’ liaison staff on delegated matters. 15090.2.3

31040.4.8 Temporary Modified Work Assignment Revised July 1, 2020 (a) A TMWA temporarily allows an employee with documented temporary medical limitation(s) or restriction(s), which affect the ability to perform one or more of the essential functions, and requires the waiver of one or more essential functions of the emplo yee’s current classification and position, to remain working or return to work after an injury or illness. A TMWA is intended for utilization when employees cannot be accommodated with an RA or an LTLDA, and provides employees the opportunity of a temporary assignment with duties that meet the employee’s documented medical limitation(s) or restriction(s). (1) The HA may authorize a TMWA without regards to the employee’s classification or position. A TMWA is only offered as a transitional, short- term program to employees who are expected to be returned to regular-duty status within the time frames specified in this section. (2) A TMWA shall not exceed 90 calendar days. Extensions will be considered case-by-case, based on a written request from the employee and supporting documentation from the employee’s health care provider. However, in no circumstance shall an extension be granted if it would make the total duration of a TMWA, LTLDA, or any combination of the two, exceed 360 calendar days for the same injury or illness. (3) A TMWA is not a right or entitlement, but is based on availability and operational needs. (4) TMWAs shall be based on the employee’s medical limitation(s) or restriction(s), and the needs of the Department. (5) Employees placed in a TMWA shall maintain all mandatory professional licensure, certification, training, and qualifications appropriate to their regular- duty classification provided the professional licensure, certification, training, or qualifications are not in conflict with any documented medical limitation(s) or restriction(s). (6) Employees resuming regular-duty shall be retrained when applicable. (7) TMWAs would generally be to assignments with limited inmate/parolee contact and less strenuous than the employee’s regular assignment. (8) A vacant position or post is not needed when assigning a TMWA. (9) Probationary employees who are placed in a TMWA shall be considered temporarily absent from their appointment classification and shall be subject to the probationary period extension provisions of CCR Title 2, Article 14, Section 321. (10) It is the employee’s responsibility to provide immediate notice if restriction(s) or limitation(s) change. A TMWA may not be authorized if the employee’s health care provider fails to specify a termination date of the limitation(s) or restriction(s). (11) The HA may request a Department-ordered Fitness for Duty Evaluation (per GC 19253.5) if the potential exists that the employee’s medical limitation(s) or restriction(s) may be deemed permanent. (12) Duties and/or essential functions associated with a TMWA shall be made available to the health care provider. (13) For institutions, the HA shall establish and maintain a DOM Supplement. (14) The RTWC and HA or designee shall work together to: (1) identify a potential TMWA, (2) monitor and track the duration of approved TMWAs, and (3) document approved TMWAs in writing to include acknowledgement between the employee, the employee’s TMWA Su pervisor, and the HA or designee, utilizing the CDCR Form 3050, (4) monitor and process extension requests timely. (15) Upon identifying a TMWA and prior to placement, the employee shall be required to sign the CDCR Form 8019, per DOM Section 33010.25. (16) If an employee is assigned to a TMWA and an LTLDA subsequently becomes available which meets their medical limitation(s) or restriction(s), the employee will be moved to the available LTLDA. (17) Peace Officer employees shall only perform non-peace officer functions while assigned to a TMWA. During a TMWA post or shift, employees shall not wear a uniform, shall not display a badge, and shall not use or have under their control safety equipment, including but not limited to, restraint gear, chemical agents, batons, firearms, or operate an enforcement vehicle. (18) Employees assigned to a TMWA will essentially be an extra employee working in an assigned area with temporary additional workload needs performing meaningful work. The number of TMWA available will vary dependent on the level of meaningful work available at individual work locations. (19) Employees shall not engage in outside employment that is inconsistent with their medical limitation(s) or restriction(s). (20) Overtime is not permitted while in a TMWA. (21) Swaps are not permitted while in a TMWA. (22) Eligibility for pay differentials may change while in a TMWA. (23) Eligibility for a range change may change or be delayed while in a TMWA. (24) Order of the TMWA priority will be determined by the date and time medical substantiation describing the employee’s limitation(s) or restriction(s) is received by the Return to Work Office (email, fax, in person). Tiebreakers shall be made by state service seniority. (25) Fraud, Misuse, or Abuse: Any employee who willfully makes false statements, misrepresents circumstances, or fails to disclose material facts, shall be subject to progressive discipline up to and including termination, in addition to civil, criminal, or pension consequences. (26) Refusal by an eligible employee to accept a TMWA may result in the employee being placed on leave status, paid by using available leave credits, and/or unpaid, if the employee has limitation(s) or restriction(s) that prevent them from performing the essential functions of their position with or without an RA. Refusal may also result in the loss of workers’ compensation wage loss benefits, such as Industrial Disability Leave, Enhanced Industrial Disability Leave, or Temporary Disability. (27) All TMWA denials (initial or extension requests) shall be submitted to the Division of Adult Institutions Associate Director or comparable Division designee within three business days for a second level review which will include RTWSS. (28) For CCHCS, TMWA denials (initial or extension requests) that are appealed by the employee shall be submitted to the CCHCS, Disability Management and Support Services, Section Chief, within three business days for a second level review which may include CCHCS Office of Legal Affairs and/or the hiring authority. 31040.4.9

31060.5.4 Ex-Offender Appointments Revised July 1, 2015 The Department prohibits discrimination on the basis of ex-offender status. However, all factors which relate to legal requirements and restraints, facility security, commitment history, and experience shall be considered. Hiring commitments shall not be made without written approval of the Secretary or Designee. Licensing Applicable certification or licensing for a position shall not be waived for ex- offenders. Completion of CDCR Form 1951 A CDCR Form 1951, Supplemental Application for all CDCR Employees is required of all applicants seeking employment with the Department. This form is utilized at the time the employment interview is conducted and should be completed by both internal and external candidates with the exception of peace officers applying to the same classification. Completion of the form should prevent the hiring of any ex-offenders without prior approval of the Secretary. This form will also be utilized to ensure compliance with 28 CFR, Part 115, National Standards to Prevent, Detect, and Respond to Prison Rape under the Prison Rape Elimination Act (PREA), Standard 115.17 – Hiring and promotion decisions. Peace officer promotions or transfers to different classifications must complete the applicable sections of Form CDCR 1951 at the time of interview. Restricted Employment Areas Ex-offenders shall not be hired or assigned work in areas which provide access to: • Any records pertaining to staff. • Sensitive personal or medical information on inmates. These areas include, but are not limited to, the following: • Medical. • Personnel. • Records. • Accounting. • Data processing. Legal Prohibition For Peace Officer Classifications Persons convicted of a felony in this or another state may not be employed as a peace officer of this State. CCR 3291(b) lists the classes designated as peace officers in this Department. Procedural Responsibilities For all hires other than initial peace officer hires, the hiring authority shall: • Submit an “ Approval to Appoint ” request to the Secretary via the Chief, Office of Correctional Safety (OCS) at least 60 days prior to the requested appointment date. This shall include a copy of the ex- offender ’ s CI&I SSCH and the completed CDCR Form 1951 for nonpeace officer classifications. If the individual is on parole, the request shall identify the name and address of the Parole Agent. If discharged, that date shall be indicated. The Chief, OCS, shall: • Review the original submittal for possible gang affiliations. • Note the results of this review on the request. • Forward the request to either the Director, Division of Adult Institutions, or Director, Division of Adult Parole Operations, for appropriate data if they are not the hiring authority. If the request is approved by the affected Director, it shall be returned to the Chief, OCS, for final review. The Chief, OCS, shall: • Ensure completion of required materials. • Forward approved packages to the Agency Secretary. • Return denied packages to the hiring authority. • Return packages with Agency Secretary’s approval/disapproval to the hiring authority. • Ensure that a copy of all denials/approvals are sent to the Office of Internal Affairs, Office of Civil Rights. 31060.6

31060.6.3.3 Out-of-Class Assignments Out-of-class assignments (also called acting assignments) shall be used only as the last option when filling a position. Limited-term (LT) appointments are the appropriate means to fill critical positions on a short-term basis. Advance planning and scheduling can reduce an operation's dependency on out-of-class assignments. By using established certification lists, qualified employees can be appointed immediately to vacant critical positions. Misuse of out-of-class assignments results in grievances (circumventing list procedures), higher costs (lost person hours, working on out-of-class claims), the potential loss of delegated testing authority and the centralization of approval for all out-of-class assignments. However, bonafide emergency out- of-class assignments may be used. Guidelines Managers and supervisors shall ensure that all employees are assigned duties and responsibilities that are within the scope of their classification. Employees shall not work out-of-class on a regular, ongoing basis. Current bargaining unit language, as well as DPA Rule 599.810, states that “an employee may be required to perform work other than that described in the specification for their classification for up to 120-consecutive calendar days during a fiscal year.” This language is intended to provide appointing authorities the flexibility necessary to meet short-term, temporary staffing needs. All viable alternates shall have been exhausted before any out-of-class assignment is approved. An employee may be assigned out-of-class work for more than 120 days if the additional out-of-class work is required to meet a need that cannot be met through other administrative or civil service alternatives. Prior approval from DPA is required. Such assignments shall be subject to termination by the Director of DPA upon determination that other reasonable alternatives do exist. The “120 - consecutive calendar days during a fiscal year” applies to both the assignment and the individual. The same assignment cannot extend beyond July 1 or a new fiscal year resulting in an individual serving in the assignment for more than 120 calendar days. Such situations would require DPA approval to extend beyond 120 calendar days. Recent interpretation from DPA states that good personnel management practice precludes an indefinite out-of-class assignment by rotating employees in and out of the assignment. The 120 days should be a sufficient period of time to resolve and out-of-class situation. Rotations are inappropriate and circumvent the intent of the out-of-class provisions. The out-of-class provisions apply to both rank and file and non-represented employees. Managerial employees are not covered under DPA Rule 599.810 and there is no authorization to assign the out-of-class duties. Criteria Out-of-class assignments may be made only to established positions and only if it can be demonstrated that: • The assignment is needed to meet a specific operating need. • The need cannot be feasibly met through civil service procedures or other administrative alternatives. • The employee is assigned duties which are clearly outside the scope of their current class and which include the full range of duties of the assigned class. The out of class duties must be performed for more than 50 percent of the employee’s time. • The supervisor requests the employee, in writing and in advance of the assignment, to perform the duties of a higher class. No out-of-class assignments shall be considered for approval retroactively. The grievance process is the appropriate method for employees to obtain payment if their out-of-class assignment was not approved accordance with established guidelines. No out-of-class assignments to “ MCR NONE ” classes shall be approved retroactively. Operating Needs An operating need may exist when leaving a position vacant results in: • Inadequate management or supervision of a unit or function that cannot be offset from other sources. • Risk to public health and safety. • The interruption of public service. • An economic loss or program delay. Alternatives If a need is established, the following alternatives should be considered before an employee is given an out-of-class assignment: • Delaying or canceling other less critical work. • Temporarily redirecting the unit ’ s staff, workload, or resources in order to “work around” the vacancy. • Filling the position with a locally available person on a temporary basis through another civil service procedure such as emergency, LT, temporary authorization (TAU), or intermittent appointment. • Modifying the duties temporarily until the position can be filled. Appropriate Assignments Examples of out-of-class assignments that are viewed by the Department as appropriate consist of the following: • An immediate assignment involving risk of life, property, or critical operation of the Department. • Back-up for an employee absent on extended sick leave. • A vacant position that needs temporary filling until an employment list is available. • The assignment is temporary in nature, with no definite time period but less that 120 calendar days, and all viable recruitment efforts to fill the position have been exhausted. Inappropriate Assignments Examples of inappropriate/out-of-class assignments are as follows: • An assignment where no budgeted positions exist. • A certification list is available so that a LT appointment could be made, the desired employee is on the list but is not reachable, or the list was canvassed but the candidate group is undesirable. • An assignment was made to bypass the Departmental Restrictions of Appointment (DROA), State Restrictions of Appointment (SROA), and/or re-employment list process. • The assignment can be covered by a T&D assignment, a reinstatement, an emergency appointment, or a TAU appointment. • An intermittent pool of candidates is available. • Changes have been made to a class specification and/or allocation standards and the employee claims to have been working in a higher classification prior to the effective date of the change. • The employee requests some of the higher level duties for career development, personal convenience, or gain. • In the following situations, unless pre-approved by DPA: o To positions or levels requiring classification pre-approval by DPA (MCR NONE). o To positions or levels not authorized in the appointing power ’ s budget. Before considering pre-approval in these situations, DPA will require specific written notice from the DOF that funding is available. o Where the employee ’ s class specification provides for the proposed work assignment. When any of these options are considered, the Personnel Operations Analyst shall be contacted for guidance and interpretation. Process The supervisor shall prepare the following documents: • A request for approval to make an out-of-class assignment. • A CDC Form 1821, Out-of-Class Checklist . • A duty statement. • An organizational chart. • A CDC Form 1820, Out-of-Class Justification For Assignments Exceeding 120 Days . The Out-of-Class Checklist shall provide the information necessary for the review and evaluation of the request and for completion of the Out-of-Class Justification. The checklist will also serve as an audit trail for peer audits, payment of claims, and examination eligibility. The document shall be forwarded to the appropriate approval levels in accordance with Section IX of the Out-of-Class Checklist. Approvals All out-of-class assignments requests require the approval of the IPO or Personnel Operations Analyst to ensure that all viable alternatives have been exhausted before the request is forwarded for final approval. Prior final approval is required for out-of-class assignments as follows: Duration of Assignment Documents Required Approval Required Up to 60 Calendar Days Request for Approval Out-of-Class Checklist IPO or Personnel Operations Analyst 61 to 120 Calendar Days * The above The above and Personnel Operations Analyst Over 120 Calendar Days ** The Above and Out- of-Class Justification Form (2 Copies) The Above and the Departmental Personnel Officer, the Chief Deputy Directors, and DPA * When the hiring authority becomes aware that the assignment may extend beyond 60 days, the Personnel Operations Section shall be notified. The written request shall be received by Personnel Operations Section no later than day 50 of the assignment. ** Requests shall be received by Personnel Operations Section no later than day 100 of the assignment. The Departmental Personnel Officer shall forward approved requests to the DPA for review. The departmental personnel officer may deny a claim if it does not meet existing criteria. When a request is inconsistent with departmental policy, the Personnel Operations Section shall return the unapproved request directly to the hiring authority. Log/Record For audit purposes each approval authority shall keep a log/record of all out- of-class assignment requests and/or out-of-class compensations claims. Compensation See DOM 31150.9 for out-of-class compensation guidelines. 31060.6.3.3.1

31060.6.4 Limited-Term Appointments The Department has authority to make and extend LT appointments. Initial appointments shall be limited to up to one year. The extension shall be limited to up to one additional year and may be considered when a permanent appointment is likely to cause a layoff, demotion, or mandatory transfer requiring a change of residence upon the conclusion of the temporary staffing need. Requirements Eligible lists shall not be circumvented by a LT appointment to a permanent position. Positions which are of limited duration shall not be filled on a permanent basis since this removes the appointee from consideration for true permanent positions and bestows unwarranted permanent status. Permanent rather than LT appointments may be more appropriate when: • The temporary vacancy is in a classification subject to high turnover. • New positions are established on a temporary basis pending approval of the State budget, since the positions shall be converted to permanent when the budget is adopted. Local Approval In the following situations, the hiring authority may authorize one or more LT appointments, provided the total time of an employee ’ s appointment(s) does not exceed one year. • Seasonally recurrent positions. Appointments to non-testing or TAU only classes may be made for a period of up to nine months in one transaction. • Positions established for a specific study or survey. Research projects may require the creation of specific classes for the duration of the project. • Temporary vacancies. A person being on a leave of absence for one year or less. • The appointment of a permanent employee to a different position on a LT basis. Headquarters Approval The following appointments require advance approval from the Personnel Operations Section: • Temporary filling of vacancies during or pending a reorganization or possible layoff situation. • Vacancies filled in anticipation of reorganization or layoff expected to span a period of more than one year may be filled by permanent appointment. This approval process shall ensure consistency with the Department ’ s restriction of appointment process. Two-Year Appointments One-year, limited-term appointments may be extended for up to a total period of two years upon prior approval by the Chief, Personnel Management. All such requests shall be forwarded to the Personnel Operations Section at least 30 days prior to the effective date, and include the following information: • Name, social security number, and civil service classification of employee. • Period of time involved. • Justification for the need to authorize a LT appointment to exceed one year. The anticipated number of limited-term appointments, the number and location of permanent positions in the classification, turnover rate for the classification, budgetary trends, and issues which impact the Department ’ s ability to absorb permanent employees either locally or department wide shall be considered when the justification is prepared. Justification File For audit purposes, the Personnel Operations Section shall file and retain for three years the hiring authority's requests and justifications for appointments to exceed one year. 31060.6.5

31060.6.5.1 Documentation and Procedural Requirements A formal T&D assignment plan shall be prepared and submitted on a CDC Form 1825, Training and Development Plan and CDC Form 1825 A, Training and Development Request and shall include: • The civil service class of the training position. • The permanent classification of the employee. • The basic objectives of the training. • The duties to be performed. • The training to be accomplished. • Return rights of the employee. • Statement that the assignment may be terminated at any time by either the employee or the Department. • Certification that: o This assignment shall not result in a layoff or demotion upon its termination. o SROA procedures were observed. • The signatures of the employee and the hiring authority of both the receiving and releasing organizations. The individual ’ s STD Form 678 and resume shall be attached. To allow adequate processing time, the plan shall be submitted to the Personnel Operations Section at least 30 days before the reporting date. Starting Date The Personnel Operations Section may adjust the starting date on any T&D assignment. It shall be clearly understood that any T&D changes required by the Personnel Operations Section may impact such issues as relocation expenses and eligibility to participate in the proposed T&D program. Approval The T&D assignment plan shall be approved by the Personnel Operations Analyst prior to the actual reporting date of the employee. Upon approval, the Personnel Operations Section shall retain the original T&D assignment plan and forward copies to the receiving and releasing hiring authorities and the employee. Written notification shall be submitted to the Personnel Operations Section if: • There are subsequent changes/revisions to the original plan. • The assignment is terminated prior to its expiration date. Position Reclassification The reclassification of the position is required before the training is implemented. The hiring authority shall submit a STD Form 607, to OBM so that the position is reclassified to the permanent class of the employee upon approval of the T&D assignment. The STD Form 607 shall clearly indicate that the reclassification is for T&D purposes and include the employee ’ s name and approved T&D plan. If the T&D assignment is denied, the STD Form 607 shall be denied at the same time and returned to the originator. Vacated Position To ensure employee placement, the position vacated by the employee accepting the training assignment shall be filled on a temporary basis unless it can be clearly demonstrated that an appropriate position in the employee ’ s “ home ” organization and location shall be available at the completion of the T&D assignment. 31060.6.5.2

31060.16.3 Live Scan Components September 2, 2021 (a) Peace Officer (PO) and Retired Peace Officer (RPO)/Carrying Concealed Weapon (CCW) classifications have four components (Department of Justice (DOJ), Federal Bureau of Investigations (FBI), Firearms (FA), and Child Abuse Central Index (CACI). (b) Non-Sworn Personnel, Contractor, and Volunteer classifications have two components (DOJ, FBI). (c) All Division of Juvenile Justice (DJJ) staff must be live scanned under CACI. (d) DJJ W/CACI Series – Non-Peace Officer, Volunteer, and Contractor classifications have three components. (DOJ, FBI, CACI). (e) DJJ W/CACI Peace Officer classification has four components. (DOJ, FBI, Firearms, and CACI). (f) The hiring authority shall be responsible for completing the CDCR Form 2164 and placing it in the applicant’s Official Personnel File (OPF). All live scan responses unless there is a RAP sheet. (g) If a DAI employee is transferring from one institution to another, send an inquiry to [email protected] to check for an active record on file. (h) If a DJJ employee is transferring to a DAI facility, a CDCR Form 1797, No Longer Interested Notification, shall be submitted to the Live Scan Unit. The employee must be live scanned under DAI components DOJ, FBI and FA. 31060.16.4

31080.6 Institutional Overtime Avoidance Pool Each institution shall develop an Overtime Avoidance Pool (OTAP) consisting of permanent full-time employees. The number of permanent full-time employees in the OTAP will vary by institution and must be re-evaluated and adjusted regularly (at least quarterly) based on the needs of the institution. The number of OTAP permanent full-time employees needed in a specific classification at an institution is determined by: • Establishing the average number of permanent full-time employees, by watch and classification, who have been absent during the previous 12- month period due to the following: • Long-term sick. • Industrial Disability Leave. • Non-Industrial Disability Leave. • Other extended leave. • Adding this average to the fewest number of daily sick calls, by watch and classification, in the prior six-month period. • Subtracting the number of sick leave relief positions already established and filled in those classifications with budgeted sick leave relief. • Adding the fewest number of overtime positions paid on a daily basis for ongoing assignments, which are in addition to the Post assignment schedule in the previous three months. (Examples might include: transportation, hospital guarding.) 31080.6.1

32010.4 California State Training Program (a) The State Training Policy was developed in 1978 by the State Personnel Board and departmental training officers. Laws relating to training can be found in the Government Code, sections 19995-19995.4. (b) Training Defined: The process whereby California Department of Corrections and Rehabilitation (CDCR) employees, either individually or in groups, participate in a formalized, structured course of instruction to acquire knowledge, skills, and abilities for their current or future job performance. These organized activities shall contain measurable learning objectives that can be evaluated in a classroom setting or verified by completing On-the-Job Training. (c) The Commission on Correctional Peace Officer Standards and Training (CPOST) was established under the California Penal Code, sections 13600 through 13603. CPOST shall review all training as defined in those sections. This includes newly implemented or current training that has been substantially revised which is utilized to change or modify the knowledge, skills, and abilities for rank-and-file state correctional peace officers, as well as first and second line state correctional peace officers. CPOST will not review training as described in policy and informational memoranda that does not change essential functions or behavior norms in carrying forth a specific duty or job. (d) Job-Required Training Job-required training is designed to assure adequate performance in a current assignment. This includes orientation training made necessary by new assignments or technology, refresher training, and training mandated by law or other state authority. (e) Job-Related Training Job-related training is designed to increase job proficiency or improve performance above the acceptable level of competency established for a specific job assignment and prepares the employee to assume increased responsibilities in their current assignment. (f) Upward Mobility Training Designed to provide career movement opportunity for employees within classifications or job categories designated by the department as upward mobility classifications. Includes training to facilitate movement of employees from designated classifications into other classifications with increased career opportunities. (g) Career-Related Training Designed to assist in the development of career potential and is intended to help provide an opportunity for self-development and achievement of the department or state's mission and may be unrelated to a current job assignment. (h) In-Service Training (IST) Any formalized classroom training sponsored and conducted by any state agency for the training and development of state employees. (i) Centralized Training The scope of the course content that covers department policies, procedures, and state and federal legal issues. (j) Local or Field Training Training designed specifically to meet the needs of a particular group, facility, or office, and presented directly to local employees. (k) On-the-Job Training (OJT) Formal training conducted by a supervisor (or a designated employee with the required expertise under the direction of a supervisor) at the job site, or in a classroom setting while the employee is working. (l) Computer-Based Training (CBT) Any training that can be delivered or accessed via computer utilizing the department’s training portal. CBT shall not be utilized as the primary method of instruction for any kinesthetic-based instruction (i.e., physical training) including, but not limited to, methods of arrest or control, or procedures related to any use of force options. (m) Out-Service Training (OST) Any formal training which is sponsored by a non-state agency, and is open to the private sector, as well as state civil service employees. Sponsoring agencies maintain control over the course content for OST. 32010.5

33010.18.2 Seniority Status Revised August 16, 2016 The Officers’ (including intermittent employees) seniority shall be in accordance with MOU, Bargaining Unit 6. Seniority for employees (including intermittent employees) in all other bargaining units shall be in accordance with their respective MOUs. Correctional Sergeant and Correctional Lieutenant seniority shall be based on: • Total service in class as a permanent employee without a break in service; or • Any qualifying pay periods earned in limited-term assignments, in class, if the employee changes tenure from limited-term to permanent without a break in service. When a limited-term assignment is terminated or when an employee is rejected on probation, i.e., Captain back to Correctional Lieutenant and/or Correctional Lieutenant back to Correctional Sergeant, the seniority accrued in the higher classification shall be calculated into the former supervisory classification to which the employee is returning. An employee who accepts a transfer to a non-custody classification but does not leave the Department shall receive credit for the previous seniority earned upon returning to his or her former classification. Ties in seniority shall be broken first by considering an employee most senior based on combining total class seniority with the total continuous state service. If a tie still exists, it shall be broken by examining the last four digits of each employee’s social security number. The employee with the highest four digits will be considered the most senior. For example, last four digits 6321 are higher than last four digits 1978. A break in State service (as defined by CCR, Title 2, Division 1, Section 6.4) of 12 months or more shall result in the loss of all seniority credits. 33010.19

33010.22.1 Authority GC: • GC 19841 provides the right to moving and relocation expenses when all criteria are met. • GC 19050.5 states that involuntary transfer of an employee may be made to a different classification under the jurisdiction of the appointing power, however, advance approval of the CalHR is required. • GC 19994.1 states that 60 days written advance notice of involuntary transfer is required, unless the employee waives this right, when a change in the employee’s residence is reasonably required. • GC 19994.2 states that the CalHR may determine the method by which employees are selected for involuntary transfer when two or more employees are involved. CalHR: • CalHR Rule 434 describes involuntary transfer between classification: When the transfer between classifications is not voluntary on the part of the employee, the classification to which the employee is transferred shall have prior executive officer (CalHR) approval. • Rule 599.714 defines “reasonably required to relocate” as stated in GC 19994.1. The employee is reasonably required to change residence, and therefore, receives 60 days advance written notice of involuntary transfer, when the following criteria are met: o At least 35 miles between the old headquarters and the new headquarters. o At least 35 miles between the old residence and the new headquarters. Regardless of whether the employee chooses to change residence, a 60-day written advance notice must be given when the above criteria are met. Additionally, an employee is entitled to moving and relocation expenses when all of the following criteria are met: • At least 35 miles between the old headquarters and the new headquarters. • At least 35 miles between the old residence and the new residence. • At least 35 miles between the old residence and the new headquarters. • The new residence shall not be farther from the new headquarters than the old residence is from the new headquarters. For further information on moving and relocation expenses, contact the Travel Coordinator at the CDCR Corcoran Regional Accounting Office, Travel Unit. MOU: If this policy is in conflict with a MOU reached pursuant to GC 3517.5, the MOU shall be controlling without further legislative action, except if the MOU requires the expenditure of funds, it shall not become effective unless approved by the Legislature in the annual Budget Act. 33010.22.2

33020.13.1 Procedure for Issuing Badges (a) The administrator of the Richard A. McGee Correctional Training Center (CTC) shall establish and maintain an accurate and automated record of all departmental badges issued to peace officer employees, excluding the DAPO. The CTC shall issue a badge number to each qualified employee in the peace officer classification in ascending sequential order. (1) Once a peace officer employee is assigned a badge number, they shall retain their assigned number throughout their entire departmental career. Badge numbers and badges (State-issued and optional) are assigned and issued solely by the CTC. (2) Under no circumstance shall badge numbers be assigned, issued, or transferred at the CDCR facility level. (b) Regulation Dome Badge The CDCR shall purchase and provide to each uniformed peace officer employee, through the CTC, a numbered regulation domed badge upon the employee’s successful completion of the CDCR’s pre -service academy training. (c) Regulation Fire Shield The CDCR shall purchase and provide to each uniformed fire department peace officer employee, through the CTC, a numbered regulation fire shield upon the employee’s successful completion of the CDCR’s pre -service academy training. (d) Flat Pocket Badge The CDCR shall purchase and provide each non-uniformed peace officer employee, through the CTC, a numbered flat pocket badge upon the employee's successful completion of the CDCR’s pre -service academy training. (e) Optional Badge (1) All permanent employees, who meet the requirements of PC Sections 830.10 and 832, may purchase an optional dome and flat pocket badge(s) that meet departmental specifications if they so desire, but shall bear the cost of the optional badge(s). The optional badge shall bear the same number as the assigned State-issued badge. The total number of badges that can be possessed by any departmental peace officer shall not exceed two dome badges and one flat badge. (2) All orders for optional badges purchased at the employee’s expense shall be placed through the departmental badge coordinator located at the CTC, via the institutional badge coordinator. (f) DAPO The DAPO shall provide special badges to all Parole Agents and Parole Administrators. All badges shall be purchased through the current contracted vendor. The Director, DAPO shall establish and maintain an accurate and automated record system for accountability of the DAPO badge number assignments. (g) Autonomous Branches or Units (1) Peace officers (with the exception of Parole Agents) assigned to any of the autonomous units or branches within the CDCR shall retain their assigned departmental badge number, and submit to the CTC for the appropriate classification ribbon. (2) Peace officers not in possession of a departmental badge number shall be assigned a number by the CTC with the appropriate classification ribbon, provided all training requirements have been met. (3) Autonomous units and branches include, but are not limited to, Background Investigations Unit, Classification Services Unit, Inmate Appeals Branch, Office of Correctional Safety Unit, Office of Internal Affairs, Regulation and Policy Management Branch, and Selection and Standards Branch. (4) Refer to the previous entry “DAPO” for Parole Agent badge request. (h) Loaner Badges (1) All loaner badges are issued by the CTC to CDCR facilities for the sole purpose of assigning to employees on a temporary basis while they are awaiting their assigned badge from the current vendor (i.e., addition or removal of ribbons or badge replacement). (2) The CDCR facility is responsible for the temporary assignment, tracking, retrieval, and accountability of all loaner badges assigned to their facility. (3) Loaner badges shall contain an “L” in the badge number. Any badge not containing an “L” in the number is not considered a loaner badge and should be returned to the CTC immediately for disposition. 33020.13.2

33020.13.2 Control of Badges (a) Due to the inherent threat to departmental security and the possible unlawful uses of peace officer badges, strict controls shall be maintained regarding departmental accountability and employee responsibility in the issue, use, and maintenance of departmental badges. (1) It is unlawful for any person, including employees of the CDCR not employed in a peace officer classification, unless temporarily assigned to perform peace officer duties and having met the POST requirements, to wear, exhibit, use, or otherwise possess a departmental badge or a facsimile thereof without specific authority to do so. Employees shall not sell or otherwise transfer their badge to any other person. (b) Responsibility Departmental employees possessing State-issued or personal optional badges shall be held specifically responsible for the proper use and control of these badges. Loss or damage of departmentally issued or optional badges resulting from employee negligence, or willful failure to report loss of State-issued or optional badge, shall be cause for adverse action. (c) Automated Badge Record System The CDCR has developed an Automated Badge Record System (ABRS) that is located at the CTC. The CTC will be responsible for conducting all business pertaining to the assignment of badge numbers for all peace officer employees (with the exception of peace officers in the Parole Agent series). In the event of a discrepancy in badge number assignments, the number identified as the employee’s, as documented in the ABRS, shall supersede any number carried by an employee or institution. (d) Uniform Inspections In conjunction with the DOM Section 33020.4, Inspections, all institutions shall conduct an annual audit of their assigned peace officers’ badges. The audit shall provide employee’s name, last four digits of their social security number, badge number, and total number of badges possessed. Badge numbers shall be obtained through visual verification. All audits shall be forwarded to the Departmental Badge Coordinator at the CTC upon completion. Current rosters can be obtained from the CTC prior to conducting the audit. (e) Lost or Stolen (1) In the event that a State-issued or optional badge is lost, stolen, or damaged, the employee responsible for the badge shall submit a detailed written report of the circumstances within 24 hours of the discovery. (2) The report shall be submitted to the senior administrator of the CDCR facility where the employee is assigned. (3) DAPO staff shall submit the report to the appropriate Regional Administrator. (4) Headquarter staff shall submit the report to the Chief, Office of Investigative Services. (5) The senior facility administrator, upon knowledge that a badge has been lost or stolen, shall: (A) Cause a notice to be placed at the entrance gates of all institutions and copies of the notice to be mailed to local law enforcement agencies, facility’s badge coordinator, and the CTC. The notice shall contain the badge number, type of badge (dome or flat pocket), and the specific circumstances surrounding the loss or theft of the badge. (B) After investigation and considering the facts submitted, determine whether the loss or damage was due to negligence of the responsible employee and party responsible for replacement. (C) Take appropriate action as indicated by the circumstances revealed during the inquiry. (D) The facility’s badge coordinator shall order a replacement badge from the CTC. (6) Replacement badges (State or employee’s expense) shall not be ordered prior to 30-days from discovery to insure that every attempt is made to recover any lost or stolen badge. (7) These procedures for replacement in no way restrict the CDCR facility from issuing a loaner badge to the responsible employee until the replacement badge is delivered to the facility. (8) Lost or stolen optional badges shall not be replaced by the CDCR. The employee, however, retains the right to submit a claim through the established Victim Compensation and Government Claims Board procedures if circumstances warrant. (A) Authorization to replace a lost or stolen optional badge may be withheld by the Warden if such loss was as a result of negligence in exercising proper control over the badge. (B) Replacement may be permitted, at the expense of the employee, after a 30- day waiting period. (f) Damaged (1) The damaged badge shall be replaced with a badge bearing the same number as the original State-issued badge. (2) After investigation and considering the facts submitted, the senior facility administrator shall make a determination whether the damaged badge will be replaced by the CDCR or the employee. (3) The facility badge coordinator shall forward the damaged badge and report to the CTC for destruction and order the replacement through the CTC. (g) Promotions or Transfers (1) All peace officer employees receiving promotions or transfers to another CDCR facility shall retain their State-issued and optional badge(s). (2) The receiving CDCR facility shall have the ribbon of the employee’s promotional rank or classification, if appropriate, affixed at the bottom of one existing badge. (3) The institution or other CDCR facility shall issue the employee a loaner badge until the original badge is received from the vendor with the appropriate ribbon of rank or classification affixed. (4) The original badge shall then be returned to the employee and if the employee was assigned a loaner badge, it shall then be returned by the employee. (h) Termination of State Service (1) All correctional peace officer employees terminating State service, transferring to a non-peace officer classification within the CDCR, or transferring to another State agency shall surrender all badge(s)(State-issued and optional) to the CDCR facility badge coordinator processing the personnel action. (2) Information regarding the total number of badges the separating employee has in possession can be obtained from the Departmental Badge Coordinator located at the CTC. (3) All badges, including employee’s name, type of separation, and effective date shall be returned to the CTC for disposition. (4) Reimbursement for optional badges can be obtained by completing a STD. 262- A, Travel Expense Claim, through the separating institution’s accounting office. (i) Retirement from State Service (1) Correctional peace officer employees retiring from State service shall surrender their State- issued badge to the facility’s badge coordinator, and may request a retired flat badge with holder upon arrival of their retirement. (2) The retired badge procedure is not automatic and should be initiated by the CDCR facility’s badge coordinator. (3) Retiring employees possessing any optional badge(s) may surrender them to the facility’s badge coordinator for reimbursement at the current, fair market value. Current, fair market value is defined as the prices charged by the contracted vendor at the time of retirement. (4) Reimbursement of any optional badge(s) is not automatic; it is the responsibility of the retiree to submit a Travel Expense Claim to their accounting office for reimbursement. (5) All badges, including name, type of retirement, and effective date shall be forwarded to the CTC by the facility’s badge coordinator for disposition. (6) Irresponsible or unethical conduct, or conduct which brings discredit upon yourself or the CDCR, shall result in forfeiture of all rights and privileges associated with the issuance of the badge and will require immediate surrender of the badge. (7) Under no circumstances are badges assigned to retired peace officers to be retained by the CDCR facility and utilized as loaner badges. (j) Deceased Employee (1) In the event of a Correctional Peace Officer employee’s death, all State - issued and optional badge(s) shall be relinquished to the processing CDCR facility. (2) Upon written request by the Warden or designee, the State-issued badge may be retained by the processing CDCR facility for the sole purpose of affixing it to a plaque or other symbol of remembrance. (3) With the written approval of the Director, the badge number of a deceased Correctional Peace Officer can be assigned or reassigned to a family member. (4) All badges, including name, type of separation, and effective date shall be forwarded to the CTC for disposition. (5) Under no circumstances are badges assigned to deceased Correctional Peace Officers to be retained by the CDCR facility and utilized as loaner badges. 33020.13.3

51030.6 Format and Content Revised February 26, 1993 The facility watch commander or program lieutenant in charge of the specific area where the incident occurred shall be responsible for the preparation of the incident report. Departmental incident reports shall be prepared in accordance with the following outline and format: • Subject. • Synopsis. • Persons involved. • Summary. • Action taken. The outlined sections shall contain the following information when applicable: • Subject. This section shall provide a brief one-or-two sentence description of the incident. • Synopsis. This section shall contain a brief, concise description of the incident and involvement of the principal person(s). It shall also contain a description of the injuries, a prognosis for each injured person, the location of the incident, and the extent of property damage if any. • Persons Involved. The following information shall be included on principal inmates involved: • Name(s) and prison number(s). • Custody classification and classification score. • Date received by the Department. • Date received by the facility. • Commitment offense and county of commitment. • Parole/discharge date/Board of Prison Term status. • List name(s) and job classification(s) of principal staff involved. • Summary. This section shall contain a detailed report of the entire incident including, when applicable, the following information: • Type of incident, date, and approximate time of occurrence. • Location of incident. • All facts, details, and conclusions. • Any criminal acts committed and by whom. • Any property damage incurred and value estimate of loss. • Number and description of weapon(s) used by perpetrator(s) or recovered following the incident. • Types of weapons used by staff, i.e., firearms, chemical agents, tasers, or other lethal/nonlethal weapons. Number of shots fired and/or amount of chemical agents expended shall be included in this section. (See DOM 32010, 54060, and 55050 for additional information on the taser.) • Compliance with procedures requiring review of medical/ psychiatric records before taser is used and their findings. • Detailed and specific description of any physical force used by staff during the incident. • Types and amounts of controlled substances seized. Controlled substances shall be reported in grams or dosages. • Describe circumstances surrounding any staff, inmate, or visitor death and details of care provided. Any last messages wished transmitted by the deceased shall be quoted. • Describe any injuries to staff/inmates/visitors, medical aid provided, and prognosis. An (F) or (M) shall be placed after the names of injured staff members to designate whether male or female. • Action Taken: • Describe any disciplinary or classification committee actions taken and outcome if known. • State if case was/was not referred for criminal prosecution. If referred, describe status or outcome if known. • State whether or not information officer and/or news media was notified. • State if case was referred to the BPT and actions taken if known. • State if Chief of Labor Relations was notified in cases of employee injury or death. • Describe actions to notify next of kin in cases of serious injury or death. • Describe measures taken to prevent recurrence. 51030.6.1

52020.6.5 Inmate Housing Assignment Changes The SOMS automated Bed Request Batch assignment process shall be used for: Operations Manual DEPARTMENT OF CORRECTIONS AND REHABILITATION Chapter 5 Page 389 • Submittal of bed assignment requests by the Housing Unit Correctional Officer or higher classification. • Housing Unit Correctional Lieutenant/Sergeant or higher classification review and recommendation or denial of the bed assignment requests. • Central Control Sergeant review and approval or denial of the recommended bed assignment requests. • Monitoring of the approved or denied bed requests and the entering of the completed bed moves by the Housing Unit Correctional Officer or higher classification. A permanent record of Bed Request Batches is maintained in SOMS for archival purposes. When SOMS is unavailable or the institution ’ s/facility ’ s electrical power fails all Inmate housing assignment changes shall be accomplished by staff completing a GA Form 154, Inmate Transfer Form, upon approval of Central Control. Without exception, Central Control shall not accept a GA Form 154 or SOMS Bed Request Batch that has not been signed\approved by the Facility Lieutenant/Sergeant or a higher classification. The facility Correctional Lieutenant/Sergeant shall check for accuracy of the information prior to signing the manual GA Form 154 or approving the automated SOMS Bed Request Batch. In the event that a manual GA Form 154 has to be completed, Central Control shall retain the original GA Form 154. The remaining three copies are distributed as follows and retained until entries appear on DMR: • The duplicate copy shall be retained by the officer assigned to the housing unit from which the inmate(s) was housed. • The triplicate copy and inmate ’ s picture(s), if applicable, shall be retained by the housing officer assigned to the housing unit to where the inmate(s) will be housed. • The quadruplicate copy shall be retained by the appropriate facility/program office. 52020.6.6