Update from Your Chief Steward December 2019 - Issue #20

CID Chief Shop Steward Marinos Marinos

TABLE OF CONTENTS
As we enter the holiday season, the CID membership has been dealing with
one of the most unreasonable and disheartening times when it comes to the Update from your Chief Steward Page 1
FY 2019 Performance Evaluations. For whatever reason, management in CID
has been ridiculously harsh on the membership which has caused a serious Explaining Performance Evals Page 2
blow to the CID Union Shop’s morale.
Calendar Page 4
In this issue of the Hot Car you will read about the new performance
evaluation system as well as the new performance evaluation appeal
process, which has become much more intense and, frankly, unfair to our
members.

If you wish to appeal your performance evaluation I will need the following
documents:

1. Your FY 2018 and FY 2019 performance evaluation appeal

2. Your initial and interim conference documents for FY 2019 (If you
received them)
3. Any outstanding police work (high profile cases, complex cases,
arrests, etc.)
4. Positive emails from supervisors and managers
5. Positive emails/letters from community members
6. Any other documents/information that can be used to prove your
rating was inaccurate. Please sign up to receive this regular
7. Any letters from supervisors / managers who can speak highly of CID Union Newsletter by emailing
your work ethics. mmarinos@dcpoliceunion.com with the
It is imperative that you contact a CID Shop Steward as soon as possible to subject “newsletter”.
begin your appeal process, as the new appeal process… CONT’D

DC Police Union CID Stewards

Marinos Marinos, CID Chief Shop Steward 202-276-8509 mmarinos@dcpoliceunion.com
Russell Mullins, CID Shop Steward 202-487-3760 mullinsrejrdcpu@gmail.com
Gregory Archer, CID Shop Steward 202-664-2842 gharcher4685@gmailcom
Justin Bolding, CID Shop Steward 202-604-3366 jnbolding@gmail.com
DC Police Union, Newsletter, February 2017
Adam Shaatal, CID Shop Steward 301-915-4283 shaataldcpu@gmail.com
Page 1 of 4
Sean Moore, CID Shop Steward 301-641-7081 sean.mooreFOP@gmail.com
Jeff Jones, 7D Shop Steward (Assigned to YID) 240-299-4425 laj12602@hotmail.com
UPDATE CONT’D FROM PG 1
…will be more intense and the due date for the
complete appeal is January 10, 2020. Because there
is a short turn around time for these appeals to be
completed, the CID Union Shop is setting a deadline
to request an appeal through the Union. The deadline
is January 1, 2020.
Also, it should be noted that on December 30, 2019,
the DC Police Union will be holding its quarterly
General Membership meeting at 1400 hours at the
Metropolitan Police Academy. At this meeting,
nominations will be held for all Chief Steward
positions and the five ‘At-Large’ leadership positions.
As most of you know, I won’t be eligible to run for re-
election for the CID Chief Shop Steward position.
While I will miss being in the CID Shop, I am very
confident that CID Shop Steward Adam Shaatal will
be able to fill the position of CID Chief Shop Steward
and continue to provide professional and effective
representation to the CID membership.
The election for all Executive Council positions will be
January 15, 2019, and I cannot recommend enough
that all members participate in the election and have
their voices heard. The elections for positions of Shop
Steward will take place sometime in February or
March, and will be announced by the Secretary in the
coming months.
I want to urge all members who desire to appeal their
evaluation rating to contact a CID Shop Steward as
soon as possible to begin the process.
####
DC Police Union / CID Shop Newsletter December 2019 / Issue Number 20
Page 2 of 4
CID Detectives share a newsletter. Photo circa 1990s
“Everybody Gets a Three!”
Why MPD has decided that all its
employees are barely average
Gregg Pemberton, Treasurer
& Marinos Marinos, CID Chief Shop Steward
On September 28, 2018 the Metropolitan Police
Department published Executive Order (EO) 18-017
(FY 2019 Performance Evaluations). Members don’t
have to read far into the order to see it for what it’s
worth. In the second paragraph of the order, the
Department clearly states that “the majority of our
members should only be ranked as ‘Meets
Expectations’ who only ‘occasionally exceed’, the
requirements of their position and goals of the
agency.”
This order issued last year requires approval from a
commander for officials who wish to give members a
“4” rating. It also requires approval from an assistant
chief for officials who wish to give members a “5”.
While many of our Sergeants have gone through this
arduous process, most of these approval requests
have been rejected. This is incredibly frustrating
considering personnel at these higher ranks have
little or nothing to do with a member’s day-to-day
supervision.
We could get into the rumor and speculation about
why MPD has adopted this new draconian policy, but
what’s more important to us is to figure out how to
address it.
First, we’re not sure why the Chairman has yet to file
a class grievance against this policy. The Executive
Order was published in September of last year, and it
is a clear violation of Article 27 of the Collective
Bargaining Agreement. Article 27, PERFORMANCE
EVALUATIONS, states, “The existing General Order
201.20, Performance Rating Plan, shall remain in
effect unless the Department provides the Union with
notice of any proposed change(s).” At this time it
does not appear that MPD has changed 201.20 or
even bargained with the Union on this policy. It
seems that MPD just issued a new ‘Executive Order’,
which clearly violates Article 27.
What makes matters even worse this year is that MPD
has added a new twist to this policy. On October 22,
2019, MPD issued EO-19-007. This Executive Order
adds a laundry list of new difficulties for members
who wish to appeal their ratings.
The first, and possibly most starling change, to our
rights in this new Executive Order is that
management no longer has to follow their own
regulations when rating our members. The order
states that any violation of our due process rights
cannot be basis for an appeal. The previous order did,
in fact, allow procedural violations to be used as de
facto evidence to support an appeal. As police
officers, MPD would never allow us (nor should they)
to violate a citizen’s due process rights, yet they seem
to believe that it is appropriate to violate ours with
no consequence.
Also in the new EO, a member who received a “3” or
above has lost thier right for an in-person hearing. All
appeals for members who received a three or a four
are now only entitled to a “paper appeal”, meaning
that the members and their Union Representatives no
longer get to argue their case in person to a panel.
Keep in mind those three-person panels used to have
an appointee from the Union for fairness. Losing the
ability to participate in an in-person hearing is
devastating loss, and will make the appeal process
less personal, more robotic, and less likely to be
DC Police Union / CID Shop Newsletter December 2019 / Issue Number 20
Page 3 of 4
successful. There is no longer a human element to
the process.
That’s not the only negative change to the
composition of the review panel, though. In GO
201.20, the Panel Chair had to be either a civil service
captain or an equivalent civilian. In the new GO, the
Panel Chair can be a civil service captain or above,
including civilian managers. This change is
detrimental as members above the rank of captain
are appointed and serve at the pleasure of the Chief
of Police. These officials could face pressure from
higher ranks to judge these appeals with a bias.
Now, even if a member is successful with their appeal
to the board, the decision has to be reviewed by the
“Reconsideration and Resolution Committee” (RRC).
This panel is comprised of the Chief Operating Officer
of MPD and two bureau heads. And, get this, the
review will be done without the affected member or a
Union Steward present.
The RRC has the ability to uphold the panel’s decision
or to deny it. This is another step added by MPD to
ensure our members do not prevail and are
discouraged from appealing their performance
evaluations in the future.
It is befuddling as to why the Chairman would have
ever agreed to this or why any action has not been
taken as of yet. Again, this order has been out for six
weeks and the Chairman has yet to file a grievance
on what appears to be a clear violation of the
collective bargaining agreement.
One thing that makes this situation so incredibly
frustrating for us all is that the Chief of Police often
makes flattering statements about the membership,
such as, “I am proud to be part of such an
outstanding and dedicated team of professionals
who have helped make MPD what it is today”-MPD’s
156th Anniversary email August 6, 2017.
The Chief has also acknowledged that the reduction
in crime in nearly every major category happened
because of your hard work “…these types of results
do not happen by accident.”-Have a safe and Happy
New Year email January 1, 2018.
In the 2016 MPDC Annual Report, Chief Newsham
stated in his Message from the Chief, ”Being a police
officer in the nation’s capital is a true honor; our
police officers hail from all over the country and are
the best at what they do… I would like to thank all of
the sworn members and civilian employees of MPD
for the hard work, dedication, and professionalism
they bring to MPD every day. MPD is the best police
department in the country, and you are to thank for
that.”
In an interview with WJLA’s NewsTalk, in December of
2016, Chief Newsham stated, “This police department
is the best police department in the country for
handling [demonstrations].”
Statements like these from the Chief are not hard to
find, but with the publishing of these new orders that
deal with actually documenting our individual
performance, management has spoken, and it feels
that the “vast majority” of us just meet expectations.
Chief Steward Marinos and Treasurer Pemberton
have tried to do everything we can to help individual
members get the ratings they actually deserve, but
we feel it’s time for the Union’s Chairman to step up
and take action in trying to reverse this policy for the
membership as a whole…but we’re not holding our
breath.
Going forward, in light of this new policy, we’re
asking all members to keep track of their
performance. Doing this it will help the Union defend
you in a Performance Evaluation Appeal process.
Here are our recommendations:
1. If you are involved in a significant case, where
you exceed expectations, make a note in a
private notebook. You do not have to be the
lead investigator in the case, but if you
DC Police Union / CID Shop Newsletter December 2019 / Issue Number 20
Page 4 of 4
significantly contribute to its progression it
should be noted.
2. Ensure keep track of any accommodations or
awards you receive. It doesn’t matter if it’s a
phone call from a satisfied citizen to being
awarded the Medal of Valor. Even an email to
your lieutenant from a citizen can be included.
Any and all forms of recognition will help the
Union prove you exceed expectations.
3. Keep track of any type of documentation
issued to you by a supervisor or manager
concerning your performance.
If you receive a Performance Evaluation that you feel
does not accurately represent your performance
please contact us as soon as possible at either 202-
276-8509 or mmarinos@dcpoliceunion.com &
gpemberton@dcpoliceunion.com, we are always
happy to help you resolve any of your job related
issues.
Investigators Training Class 73-3 Graduation Photo
CALENDAR AND UPCOMING EVENTS
December 30, 2:00pm DC Police Union General
Membership Meeting (MPA Annex)
Nominations for General Election will
take place at this meeting
January 15, 7am-7pm DC Police Union General Elections –
All Districts, MPA, HQ, SOD, NSID