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• reviewed and investigated by a supervisor and then reviewed by the unit manager, a command officer, and the Chief of Police for impartiality, thoroughness, and accuracy. Each allegation of a policy violation will have one of four findings: • Unfounded: the allegation did not occur • Exonerated: the allegation occurred but was within the policy • Not Sustained: the investigation could not determine if a policy violation did or did not occur. • Sustained: the alleged policy violation occurred. Pleasanton is unique in that punitive discipline is recommended by the Police Chief and imposed by the City Manager after a second disciplinary hearing with the City Manager. A review of the past four years of personnel investigations revealed a high level of detail and careful examination of all policies when allegations of misconduct exist. For example, from 2017 to 2021, there were 15 internally generated personnel investigations comprising 79 allegations of policy violations. Of those 79 potential violations, 52 were sustained, 20 were not sustained, 5 were exonerated and 2 were unfounded. Similarly, during this same time period, 27 community complaints and 108 potential policy violations were investigated. These resulted in 17 sustained, 57 unfounded, 29 exonerated, and 5 not sustained findings. The number of internal and community policy violation investigated reflect the police department's willingness to fully investigate a complaint and review all aspects of the complaint instead of only focusing on the initial allegations. The policing profession's legitimacy is granted by the people. Society has engaged in a social contract where a select few individuals are responsible for the safety and order of the community. For the policing profession to remain legitimate it needs to hold itself to the highest standard. The police department has done this throughout the years by ensuring its accountability practices are based upon industry standards and recommendations. The process outlined above ensures that actions or behaviors that are incongruent with organizational values and community expectations are addressed - preserving the integrity of the department as well as its legitimacy. Community Advisory Board. The selection of Community Advisory Board members is in the final stages. Staff received and reviewed 84 applications and conducted phone interviews to pre-screen the applicants. 22 of the 84 were invited for a Chief's interview. Interviews are well underway, and staff anticipates the first meeting of the CAB to occur in September with an opportunity for CAB members to get to know one another and talk about the mission of the Board. Once seated, the Board will meet regularly to review and provide input on topics of community significance. Some of the topics may include homelessness, school resource officers, mental health and use of force. The Board's direction will also be fluid to allow for discussion of topics that rise in significance more spontaneously. Page 10 of 11