Chapter 3 – Personnel, Training, and Employee Relations

The department shall establish and maintain a program of employee training in which all employees shall participate to accomplish the mission, goals, and objectives of the department. Employee training shall be accomplished according to stated policy and within budgetary restraints. Training shall be on state time when possible. Compensation for overtime worked for training purposes shall comply with the Fair Labor Standards Act (FLSAFair Labor Standards Act).

This section provides a convenient source of departmentally approved training methods, standards, applications, and establishes policy for the planning, implementation, and evaluation of planned training activities.

When provisions of this Article are in conflict with the provisions of a Memorandum of Understanding (MOUMemorandum Of Understanding), the MOUMemorandum Of Understanding shall supersede.

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 (GCGovernment Code), sections 19995-19995.4.

Training Defined:
The process whereby California Department of Corrections and Rehabilitation (CDCRCalifornia Department of Corrections and Rehabilitation) 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 or eLearning.

The Commission on Standards and Training (CPOST) was established under the California Penal Code (PCPenal 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.

Job-Required Training
Job-required training is designed to ensure 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.

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.

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.

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.

In-Service Training (ISTIn-Service Training)
Any formalized instructor led training sponsored and conducted by any state agency or contracted vendor for the training and development of state employees.

Site Specific Training
Training designed specifically to meet the needs of a particular group, facility, or office, and presented directly to local employees.

On-the-Job Training (OJTOn-the-Job Training)
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 during the employee’s regular work hours.

eLearning
Any training that can be delivered or accessed via computer utilizing the department’s training portal. eLearning 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.

Out of 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.

Correctional Peace Officer Apprenticeship Program (AP)
The apprenticeship program is for all entry-level correctional peace officers that require the completion of a term of apprenticeship pursuant to the Commission on Correctional Peace Officer Standards and Training (CPOST) Apprenticeship Operational Procedures guidelines including Correctional Officers, Correctional Counselor Is, Fire Captains, and Parole Agent Is. All rank-and-file peace officer job classifications listed above are apprentices unless they have already attained journey-level status in the same classification accepted by CPOST.

The goal of departmental training is to ensure a well-trained, quality workforce.

The objectives are to:

• Use best practices to provide training for departmental personnel that shall enable them to function at their optimum performance level.

• Work with primary stakeholders to meet all legal and legislative training mandates in a timely and comprehensive manner.

• Provide and maintain quality control through coordination and standardization of basic training programs.

• Monitor and evaluate all training programs to ensure:

  • Quality of presentation.

  • Applicability to the work place. 

  • Allotted class time is sufficient for presentation. 

  • Improvement of performance and increased productivity. 

  • Impact on safety awareness. 

  • Overall impact on organization. 

• Respond to the changing needs of the department by coordinating and conferring with primary stakeholders on new training programs, and modifying existing programs to meet these needs. 

• Improve training practices and procedures through internal management control systems. 

Deputy Director, Peace Officer Selection & Employee Development (POSEDPeace Officer Selection and Development)
The leadership of the Office of Training and Professional Development (OTPD) falls under the direction of the Deputy Director of POSEDPeace Officer Selection and Development, or designee.

• The Deputy Director, POSEDPeace Officer Selection and Development, or designee, shall be responsible for:

  • The overall management of departmental training programs and ensuring the department’s training goals and objectives are met. Any departmentally required or mandated training not included in this chapter shall be coordinated through the Deputy Director, POSEDPeace Officer Selection and Development, or designee, prior to any decision or agreement to provide the training.

  • Determining POSEDPeace Officer Selection and Development and Advanced Learning Institute (ALI) training needs, auditing courses currently being presented at POSEDPeace Officer Selection and Development Academies (adult, parole) training programs for CDCRCalifornia Department of Corrections and Rehabilitation staff which includes ISTIn-Service Training, Out of Service Training, Certification Trainings and Sergeants and Lieutenants Academies, and functions as an administrative liaison between the CPOST, POSEDPeace Officer Selection and Development, administrators, and institutional and headquarters training managers. These functions may be delegated to the appropriate administrators.  

• The Deputy Director, POSEDPeace Officer Selection and Development, or designee, and staff shall:

  • Evaluate and assist in the development and implementation of training programs and development of standardized course content.

  • Ensure CDCRCalifornia Department of Corrections and Rehabilitation meets the training standards required by the CPOST.

  • Liaison for ISTIn-Service Training Managers, Assistant Managers, regional Training Coordinators (RTCs) and headquarters’ Training Coordinators (TCs).

  • Assist the Directors, Deputy Directors, Wardens, Chief Deputy Wardens (CDW) and Assistant Deputy Directors (ADDs) in accomplishing their training goals and objectives.

  • Schedule assessments of each facility, parole region, and headquarters’ training units to ensure compliance with policy, procedures, and training plans.

  • Ensure timely implementation and overall quality of training programs for headquarters’ personnel.

  • Prepare and distribute listings of legally or legislatively mandated training.

  • Provide direct supervision to the Administrators of POSEDPeace Officer Selection and Development.

  • Provide supervision to staff assigned to OTPD and ALI who carry out specific training analysis; plan, design, and implement training, to ensure scheduled training programs are delivered as planned.

  • All divisions and units shall submit a training plan, relative to their specific mission, for review by the Deputy Director, POSEDPeace Officer Selection and Development, or designee on an annual basis.

Division of Adult Institutions (DAIDivision of Adult Institutions (formerly Institutions Division))
The Director, DAIDivision of Adult Institutions (formerly Institutions Division), in concert with POSEDPeace Officer Selection and Development, shall establish the objectives, policies, and general content for DAIDivision of Adult Institutions (formerly Institutions Division) training. The overall training objectives shall focus on the employee’s knowledge, skills, and abilities that will maximize the carrying out of the department’s mission in a safe, efficient, and effective manner. 

Division of Adult Parole Operations (DAPODivision of Adult Parole Operations (formerly P&CSD))
The Director, DAPODivision of Adult Parole Operations (formerly P&CSD), in concert with ADDs and POSEDPeace Officer Selection and Development, shall establish the objectives, policies, and general content for DAPODivision of Adult Parole Operations (formerly P&CSD) training. The overall training objectives shall focus on the employee’s knowledge, skills, and abilities that will maximize the carrying out of the parole mission in a safe, efficient, and effective manner.

CPOST
The CPOST was established under the PCPenal 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 supervisory state correctional peace officers.

Additional Directors
Directors are responsible for the implementation of all training programs and activities of good quality within their jurisdictions. They may regularly review the accomplishments and needs of the training programs.

Wardens or Division Training Unit (DTU) Parole Administrator
Each Warden, Superintendent, or DTU Parole Administrator should establish a Training Advisory Committee (TACTrade Advisory Committee).  

• The TACTrade Advisory Committee should meet on a quarterly basis, at a minimum, with the Warden or DTU Parole Administrator, or their designees, and shall advise the Warden or DTU Parole Administrator, or designees, on matters related to facility or division training.

• The Warden or DTU Parole Administrator, or designee, should determine the membership of the TACTrade Advisory Committee.

• The committee chairperson shall ensure minutes of each meeting are prepared.

ISTIn-Service Training Managers and Assistant Managers
ISTIn-Service Training Managers and their assistants shall:

• Report directly to the Warden or a designee at the level of CDW or above.

• Implement the Annual Training Schedules.

• Develop and implement formalized classroom instruction or on-the-job-training to meet local operational needs, legal requirements, and individual employee job performance needs.

• Provide the resources and services necessary to ensure planned training is implemented in a professional, effective, cost-efficient manner.

• Record all training for all employees and instructors in the departmentally approved electronic tracking system.

• Maintain required training records and files.

• Submit required reports within established deadlines.

• Ensure instructors receive required training.

• Monitor the quality of instruction.

• Ensure training resources are used only for authorized purposes.

• Serve as vice chairperson of the local TACTrade Advisory Committee.

• Enroll newly appointed peace officers, as needed, into the Correctional Peace Officer AP.

• Maintain apprenticeship agreements for all enrolled apprentices in the employee’s training file.

• Provide training as needed to new apprentices, supervisors, and managers in the operation and administration of the Correctional Peace Officer AP.

• Coordinate with the Field Training Sergeants (FTS) on the scheduling of New Employee Orientation (NEO) for Correctional Peace Officer apprentices. All NEO training for Correctional Peace Officer apprentices shall be facilitated by the FTS where appointed/assigned.

• Review progress of the Local Apprenticeship Program (LAP).

• Ensure all employees scheduled to attend off-site training meet all the prerequisite criteria for the specific courses scheduled.

• Ensure information is distributed within the institution regarding scheduled training courses.

• Assist with the Correctional Sergeant Mentorship Program(CSMP).

FTS

• FTS are Sergeant positions allocated by POSEDPeace Officer Selection and Development to the Division of Adult Institutions to facilitate the Correctional Officer Job Shadowing Program (JSP) and Correctional Peace Officer AP. 

• The FTS positions shall be embedded within the institutional ISTIn-Service Training office.

• Designated institutions have been allocated Sergeant(s) to facilitate and oversee the JSP and Correctional Peace Officer AP.

• FTS’ shall:

  • Guide, coach and assist newly assigned Correctional Officers from their appointment date through the duration of their apprenticeship program.

  • Schedule job shadowing.

  • Communicate with local staff regarding JSP expectations.

  • Facilitate daily after-action reviews and knowledge reviews, and other reports as required by POSEDPeace Officer Selection and Development.

  • Maintain apprenticeship agreements for all enrolled apprentices in the employee’s training file.

  • Provide training as needed to new apprentices, supervisors, and managers in the operation and administration of the Correctional Peace Officer AP as prescribed by CPOST.

  • Assist with the CSMP.

• These positions may assist with other training duties, but these assignments shall not supersede duties associated with the JSP and Correctional Peace Officer AP.

DAPODivision of Adult Parole Operations (formerly P&CSD) TCs
Each DAPODivision of Adult Parole Operations (formerly P&CSD) TC shall: 

• Ensure that all training mandated by law, departmental, or division policy is provided to appropriate staff in the division.

• Ensure all training for correctional peace officers meets CPOST standards.

• Process Employee Training Requests (CDCRCalifornia Department of Corrections and Rehabilitation Form 854).

• Register employees for courses.

• Track division, branch, unit, or office allotments and expenditures. 

• Act as a source of training information for supervisors and employees. 

• Maintain the training program database and track all completed training for their unit as described in DOMDepartment Operations Manual section 32010.8.4.

• Ensure all training for employees and instructors is recorded in the departmentally approved electronic tracking system. 

• Maintain employee training records  

• Coordinate both the in-service and out of service training activities of headquarters’ employees.

• Other training-related positions may be assigned as appropriate by the Director, DAPODivision of Adult Parole Operations (formerly P&CSD).

• Maintain apprenticeship agreements for all enrolled apprentices in the employee’s training file.

• Provide training as needed to new apprentices, supervisors, and managers in the operation and administration of the Correctional Peace Officer AP as prescribed by CPOST requirements.

• Review progress of the LAP.

Headquarters’ TCs

• The term “headquarters” includes all other division satellite offices, regional headquarters and field offices throughout the state.

• Each headquarters’ TC shall: 

  • Coordinate and enroll staff into the courses required per the annual training schedule.

  • Process Employee Training Requests (CDCRCalifornia Department of Corrections and Rehabilitation Form 854).

  • Register employees for courses.

  • Track division, branch, unit, or office allotments and expenditures.

  • Act as a source of training information for headquarters-based supervisors and employees.

  • Maintain the departmentally approved electronic tracking system and track all completed training for their unit as described in DOMDepartment Operations Manual section 32010.8.4.

  • Assist with ensuring employee compliance with all mandated training.

  • Ensure all training for employees and instructors is recorded in the departmentally approved electronic tracking system.

  • Maintain employee training records (according to CDCRCalifornia Department of Corrections and Rehabilitation’s Records Retention Schedule).

  • Coordinate both the in-service and out of service training activities of headquarters’ employees.

Department Managers and Supervisors
All Managers and Supervisors shall:

• Assess training needs and requirements of their subordinates and provide them with training that is structured for improvement in areas where job performance deficiencies exist and provide the acquisition of new knowledge or skills.

• Ensure employees complete all job-required training and have opportunities for professional development through job-related training.

• Prepare probationary and annual performance evaluations that include a report of the employee’s completed training hours, achievements, efforts, and needs. These reports are to be requested through the division’s ISTIn-Service Training Manager or TC.

Employees
Individual employees shall: 

• Attend all training identified and required by their hiring authority or designee, immediate supervisor, or ISTIn-Service Training Manager, which shall include annual training mandates.

• Training requirements for Retired Annuitants, Contractors, Volunteers and Student Assistants shall be at the discretion of the local hiring authority, or designee.

The CPOST shall develop, approve and monitor training standards of rank-and-file through second-line supervisory correctional peace officers.

Serve as the Correctional Peace Officer AP program administrator. Through Commission directive they prescribe the required guidelines through standards and establish measurable goals for the Correctional Peace Officer AP.

Establish and maintain standards related to the instruction and training, including on-the-job training requirements for all correctional peace officers from rank and file through second-line supervisors.

Maintain responsibility to review and confirm site-specific NEO schedules for new Correctional Officers meets standards.

Evaluate the Correctional Peace Officer AP and JSP to ensure compliance with program tenets, in accordance with Department of Industrial Relations (DIRDepartment of Industrial Relations) requirements, PCPenal Code mandates, and BU 6 MOUMemorandum Of Understanding terms and conditions.

Conduct periodic Program Support Evaluations at institutions to monitor institutional compliance to JSP and the Correctional Peace Officer AP.

Meet with the FTS or institution designee to ensure JSP and the Correctional Peace Officer AP are being consistently executed at each institution.

CPOST may evaluate the delivery of training at all locations where training is provided to ensure adherence to training standards.

Enroll newly appointed peace officers, as needed, into the Correctional Peace Officer.

The Executive Board of the CPOST shall be composed of six voting members pursuant to PCPenal Code section 13600(c)(1) – (c)(2):

The departmental training resources shall be allocated in the following priority order:

• Job-required training.

• Job-related training.

• Upward-mobility training.

• Career-related training.

At the discretion of the hiring authority, all ISTIn-Service Training Manager positions should be filled on a permanent basis by a staff member at a second-line supervisory classification such as a Correctional Lieutenant, Training Officer II, or designee.

Training manager positions within the Division of Adult Parole Operations should be appointed from the rank of Parole Agent II or higher.

Assistant ISTIn-Service Training Managers, where authorized, shall be appointed from the rank of Correctional Sergeant.

ISTIn-Service Training instructors shall complete a specialized training course for part-time trainers [e.g., Training-for-Trainers (T4T)] approved by the Deputy Director, POSEDPeace Officer Selection and Development, or designee. For this certification to remain valid, the instructor must teach a minimum of (4) hours per calendar year (January-December). Completion of the California Commission on Peace Officers Training and Standards (POST) Academy Instructor Certification Course (AICC) or a valid teaching credential satisfies this component.

Subject-Matter-Experts (SME) with an approved trainer may be used to assist in the presentation of training under the direction of the ISTIn-Service Training manager, coordinator, or training program administrator. To be considered a SME, an individual shall meet one of the following criteria:

• Minimum three years full-time experience in subject matter. 

• Possess a degree or certificate in a specific subject matter.

• Previous experience as a trainer in the subject matter.

• Recognition by the department as an expert in the subject matter.

Personnel who attend a specialized course of instruction provided by a vendor external to CDCRCalifornia Department of Corrections and Rehabilitation with the intent to provide instruction to departmental staff shall submit a copy of their certificate of completion that identifies the area of expertise and duration of certification. Obtaining an external certification does not automatically waive a departmental certification.

CDCRCalifornia Department of Corrections and Rehabilitation course delivery shall comply with instructor guidelines which are identified in the Instructor Guides for each course.

Instructor Certification Process

• Instructors who teach courses that require additional certification beyond the general T4T shall have current instructor certificates in the specified subjects in their training file (e.g., CPR, Rangemaster, Expandable Baton). Respective course materials will identify if the certification expires and requirements for maintaining certification, which may include the number of instructional hours annually, recertification and updated training.

Certification Authority

• Hiring authorities shall ensure a fair and impartial process is maintained pertaining to the selection of staff to be certified or recertified to instruct approved departmental courses.

• Considerations for staff obtaining certification or recertification of departmental courses may include but not be limited to the following:

  • Require staff to submit a CDCRCalifornia Department of Corrections and Rehabilitation Form 854 and memorandum expressing their interest, qualifications, skills, and experience in the subject matter and their instructing history/capabilities.

  • Enroll staff per the established waitlist for new certification.

  • Evaluate staff for aptitude of subject matter.

  • Ensure staff performance standards are in good standing. Performance standard reviews may include, but are not limited to, (e.g. Employee Relations Officer check, supervisory file review, Official Personnel File review, attendance).

  • Ensure a waitlist is generated for staff who display an aptitude of the subject matter and are within adequate performance standards.

  • Ensure employee(s) adhere to uniform and grooming standards, if applicable.

Instructor retention

• Certified instructor retention standards require the employee to maintain exemplary conduct and to meet all training requirements for the certification received.

• Suspension

  • A hiring authority or certifying unit may temporarily suspend an instructor certification for up to one year in a subject matter, upon having good cause.

  • Good cause exists when the employee fails to meet the retention standard of subsection (c) (1), and to mitigate both vicarious liability for the department and civil liability for the instructor.

    • Good cause exists when, but is not limited to the following:

      • Sustained allegations of misconduct relevant to the instructor certification.

  • Any suspension of an instructor certification requires notifying the certifying unit.

• Revocation

  • A hiring authority or designee may request the Division’s certifying unit revoke an employee’s instructor certification for good cause.

    • Good cause exists when, but is not limited to the following:

      • Allegations of serious misconduct would be sustained allegations of serious misconduct; negligence/gross negligence; and are relevant to the instructor certification.

      • Instructor demonstrates gross negligence in the responsibilities for which they received certification.

  • Failure to maintain performance standards, aptitude of the subject matter, and/or positive course evaluations.

  • Failure to meet staff performance standards. Performance standard reviews may include, but are not limited to, (e.g. Employee Relations Officer check, supervisory file review, Official Personnel File review, attendance).

  • An employee whose instructor certification has been revoked shall be notified and not be permitted to instruct on the subject matter. ISTIn-Service Training Managers shall ensure the employee’s certification is removed from their employee training file and departmentally approved electronic tracking system.

• Instructor Decertification:

  • The decertification process is not intended to be punitive but to ensure CDCRCalifornia Department of Corrections and Rehabilitation employees are provided relevant and meaningful training by certified instructors to support professional growth.

  • Decertification means an employee’s instructor certification on a subject matter is permanently suspended, until the employee has met the minimum training requirements to reinstate their certification (as applicable).

    • Decertification will automatically occur when:

      • The employee fails to teach the specified minimum number of hours annually.

      • The employee fails to successfully complete or receive updated training or recertification training.

  • Decertification notices shall be provided via memorandum or email to the respective employee and shall state the reason for decertification.

  • Decertification notices shall be forwarded to the Deputy Director, POSEDPeace Officer Selection and Development, or their designee, for reconciliation in departmentally approved electronic tracking system.

Appeal and Notification

• An employee may appeal a suspension, revocation, decertification decision by the hiring authority or certifying unit via memorandum. An employee must file an appeal within 15 days with the Director or designee or the certifying unit issuing the decision. The appeal shall provide the reason(s) the decision to suspend or revoke the instructor certification should be reversed.

  • The employee shall be notified in writing of the decision within 30 calendar days. If the managerial decision upholds the denial, the letter shall state the reason(s) why the denial is being upheld. The managerial level is the final decision.

Considerations for staff to obtain instructor recertification of departmental courses may include but not be limited to the following:

• Require staff to attend respective training for trainers course and ensure mandated hours are instructed.

• Enroll staff per the established waitlist for new certification.

• Evaluate staff for aptitude of subject matter.

• Ensure staff performance standards are in good standing. Performance standard reviews may include, but are not limited to, (e.g. Employee Relations Officer check, supervisory file review, Official Personnel File review, attendance).

A course outline or lesson plan is required for all classes. When departmentally approved lesson plans exist, they shall be used.

Training managers are allowed to consolidate training subjects and programs within the established departmental requirements to meet facility, or parole region needs or budget limitations, except where otherwise specified by a judicial mandate and/or CPOST requirements for correctional peace officer training.

Instructors shall receive training credit toward their annual participation requirements when teaching, except when instructor recertification is required (e.g., Expandable Baton, Range).

The following forms shall be used to record training requests and participation:

• CDCRCalifornia Department of Corrections and Rehabilitation Form 844, Training Participation Sign-In Sheet.

• No more than one course of instruction shall be recorded on a CDCRCalifornia Department of Corrections and Rehabilitation Form 844. Any CDCRCalifornia Department of Corrections and Rehabilitation Form 844 with more than one subject should not be accepted by the division/unit training office.

• The CDCRCalifornia Department of Corrections and Rehabilitation Form 844 shall not be required if training attendance is directly recorded utilizing the departmentally approved electronic tracking system.

CDCRCalifornia Department of Corrections and Rehabilitation Form 854, Employee Training Request.

• Use is required only if the requested training falls outside the approved annual training plan or annual training requirements. This form shall be completed and forwarded to the TC for each division.

For each training activity conducted, the following records shall be maintained: 

• CDCRCalifornia Department of Corrections and Rehabilitation Form 844 or electronic training attendance as recorded directly in the departmentally approved electronic tracking system shall be used for all In-Service Training (ISTIn-Service Training). 

• CDCRCalifornia Department of Corrections and Rehabilitation Form 844 or electronic training attendance as recorded directly in the departmentally approved electronic tracking system, or the unit-approved training documentation for on-the-job training. 

• A record of score achieved through a written test or performance demonstration of the learned skill. 

• DASDivision of Administrative Services (see ASB) Form 103-A, Apprentice Daily Record shall be used for all enrolled Apprentices or recorded directly in the departmentally approved electronic tracking system.   

The ISTIn-Service Training Manager or TC shall ensure all training is recorded in the departmentally approved electronic tracking system. 

The Deputy Director, POSEDPeace Officer Selection and Development, or designee, shall order or conduct periodic assessments of all training operations within the scope of their responsibility. 

Wardens, ADDs, ISTIn-Service Training Managers, and headquarters’ TCs shall be provided notice prior to the assessment.

Annually, the Deputy Director of POSEDPeace Officer Selection and Development shall evaluate and determine the training requirements for all CDCRCalifornia Department of Corrections and Rehabilitation custody and non-custody staff. The institutional Annual Training Schedule and Headquarters Annual Training Schedule will be distributed to the Wardens, Division Training Unit Parole Administrators, ISTIn-Service Training Managers, headquarters TCs, and Division of Adult Parole Operations Regional TCs.

Training of employees shall be completed during regular work hours, when possible, or on the employees’ off-duty hours when necessary. Compensation for training shall comply with existing policies, law, and MOUMemorandum Of Understanding in accordance with applicable collective bargaining agreements. Within budgetary constraints, the required training shall be provided by the department and accomplished by the employee.

It is a condition of employment that all employees complete the training required for their job classification, or position. Employees who fail to meet these training requirements may have their merit salary award denied or be subject to progressive discipline.

Training compliance should be based on a twelve (12) month calendar year (January-December), in accordance with the institution, headquarters unit, and Division of Adult Parole Operations Division or region training schedule.

If annual training requirements are not attained before the end of December of the current calendar year, the employee shall be considered out of compliance with annual training mandates and may be subject to progressive discipline. The annual training schedule serves as a comprehensive guideline for fulfilling mandatory and relevant training obligations within the department. 

POSEDPeace Officer Selection and Development shall conduct an annual training assessment to identify priorities and ensure alignment with regulatory requirements and operational needs. This assessment involves data collection, trend analysis, stakeholder input, and consideration of court mandates and directives from regulatory authorities.

This section shall be applied in accordance with the Annual Weapons Requalification Requirements under DOMDepartment Operations Manual section 32010.20.3.

All non-custody employees new to the department, regardless of job classification, shall receive new staff on-boarding. The goal of onboarding is to provide supervisors, and their new staff, dedicated time for engagement and proper integration to a new work assignment, to include a discussion of job duties, expectations and goals and introduction to their work areas, co-workers and management teams.

• New non-custody employees shall be enrolled in the instructor-led portion of annual training on the next earliest date following their start date, but no later than 30 days from their start date.

• Union representatives will be granted access to new employees in accordance with their respective MOUMemorandum Of Understanding. Coordination of new employee access meetings shall be managed by the Labor Relations Analyst.

Newly assigned Correctional Officers shall receive NEO in accordance with BU 6 MOUMemorandum Of Understanding and PCPenal Code 13602(b). NEO schedules shall be subject to approval by Deputy Director, POSEDPeace Officer Selection and Development or designee and adhere to CPOST standards.

New correctional officer apprentices shall complete their respective academy and the Correctional Officer JSP upon reporting to their respective institutions in accordance with the Bargaining Unit 6 MOUMemorandum Of Understanding and PCPenal Code Section 13602.

Each new correctional officer shall complete the following before being assigned to a post:

• 40 hours of NEO.

• 120 hours of on-the-job observational training via job shadowing.

The Correctional Sergeant and Correctional Lieutenant Academies each consist of 40 hours of training provided by the ALI or designee. All Sergeants and Lieutenants are required to complete their appropriate academy as required per PCPenal Code section 13602.

Entry-level, probationary employees of the department shall complete the training requirements of their job classification before the end of their probationary period, or earlier, as specified.

An employee who provides acceptable certification of having previously completed a requirement shall receive credit and not be required to repeat the training.

Employees who fail to complete any portion of required training may be rejected on probation.

Probationary employees are required to receive onboarding and training in addition to the requirements for certain job classifications. The following classifications shall adhere to the additional requirements listed below:

• Correctional Counselors

  • Newly hired Correctional Counselor staff without current peace officer certification shall pass all requirements of PCPenal Code section 832 as provided at the academy, within 90 days of appointment and prior to performing peace officer duties.

  • The Correctional Peace Officer AP (3600 work process hours and 24 qualifying months).

• Parole Agents

  • Basic Parole Agent Academy (BPAA).

  • The Correctional Peace Officer AP requirements (3600 work process hours and 24 qualifying months).

• Fire Captains

  • Fire Captains shall be trained in accordance with DOMDepartment Operations Manual section 52090.6. Training shall include:

    • The requirements of PCPenal Code section 832 and chemical agents training as provided at the academy within 90 days of appointment and prior to performing peace officer duties.

    • The Correctional Peace Officer AP requirements (3600 work process hours and 24 qualifying months).

• Correctional Officers

  • The Basic Correctional Officer Academy (BCOA) prior to performing peace officer duties.

  • The Correctional Peace Officer AP requirements.

Institutional and Facility Non-Custody Employees
All non-custody employees within the institution, at a minimum, shall receive annual training as determined necessary by the Deputy Director, POSEDPeace Officer Selection and Development by the Annual Training Schedules distributed by POSEDPeace Officer Selection and Development. Hiring Authorities are responsible for approving local training plans and monitoring employee compliance with all training requirements. Additional site-specific training is determined by the local hiring authority. Such training shall encompass court mandated obligations and pertinent directives.

All Headquarters Non-Custody Employees
All headquarters’ non-custody employees, at a minimum, shall receive annual training as determined necessary by the Deputy Director, POSEDPeace Officer Selection and Development by the Annual Training Schedules distributed by POSEDPeace Officer Selection and Development. Hiring Authorities are responsible for approving local training plans and monitoring employee compliance with completing all training requirements. Additional site-specific training is determined by the local hiring authority.

For the purpose of this section, peace officers include the following classifications: Correctional Officer, Correctional Sergeant, Correctional Lieutenant, Correctional Counselor I, Correctional Counselor II Specialist, Fire Chief, and Fire Captain.

Peace officer employees shall receive required annual training pursuant to the current annual training schedule, approved by the Deputy Director, POSEDPeace Officer Selection and Development, or designee. Annual training shall be the primary delivery system for peace officers to maintain compliance with PCPenal Code section 832 and other mandated training or applicable contract language.

Peace officer classifications at a minimum, shall receive annual training as determined necessary by the Deputy Director, POSEDPeace Officer Selection and Development through the Annual Training Schedules. Additional training or site-specific training is determined by the local hiring authority.

Division of Adult Parole Operations (DAPODivision of Adult Parole Operations (formerly P&CSD))

• All DAPODivision of Adult Parole Operations (formerly P&CSD) peace officer classifications, at a minimum, shall receive annual training as determined by the Annual Training Schedules or hiring authority. Additional training or site-specific training is determined by the local hiring authority. Such training shall encompass court mandated obligations and pertinent directives as follows:

  • California Public Records Act (CPRA)

  • Cardiopulmonary Resuscitation/First Aide (CPR/FA)

  • Chemical Agents

  • Communicable Disease Prevention

  • Equal Employment Opportunity (EEOEqual Employment Opportunity Office (see Office of Internal Affairs)) and Sexual Harassment Prevention

  • Emergency Operations

  • Expandable Baton Annual Training

  • Fire and Life Safety

  • Firearms Requalification

  • Information Practices Act (IPAInformation Practices Act)

  • Information Security Awareness (ISAInformation Systems Analyst)

  • Injury Illness Prevention Program (IIPP)

  • Tuberculosis (TBTuberculosis)Testing/ Quiz

  • Use of Force (UOF)

  • Other subjects as deemed appropriate by the Director, hiring authority or designee, or any other legal mandates

• All Parole Agents assigned to DAPODivision of Adult Parole Operations (formerly P&CSD) shall comply with weapons requalification as stated in current DAPODivision of Adult Parole Operations (formerly P&CSD) firearms policy. In addition, those who are armed shall fire a diminished light course annually for familiarization and training (not qualification).

• All Parole Agents assigned to DAPODivision of Adult Parole Operations (formerly P&CSD) shall receive training in Parole Agent Safety and Tactics (PAST), in accordance with Bargaining Unit 6, MOUMemorandum Of Understanding.

Office of Correctional Safety (OCSOffice of Correctional Safety)
All OCSOffice of Correctional Safety peace officer classifications at a minimum, shall receive annual training as determined by the Annual Training Schedules, or hiring authority. Additional training or site-specific training is determined by the local hiring authority.

Office of Internal Affairs (OIAOffice of Internal Affairs)
All OIAOffice of Internal Affairs peace officer classifications, at a minimum, shall receive annual training as determined by the Annual Training Schedules or hiring authority. Additional training or site-specific training is determined by the local hiring authority. 

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 determined by the Annual Training Schedule or hiring authority. Additional training or site-specific training is determined by the local hiring authority.

Management Peace Officer and Administrative Officer-of-the-Day (AODAdministrative Officer of the Day)
Management Peace Officer and AODAdministrative Officer of the Day classifications, at a minimum, shall receive annual training as determined necessary by the Deputy Director, POSEDPeace Officer Selection and Development, or hiring authority. Such training shall encompass court mandated obligations and pertinent directives.

CSMP

• Newly appointed Correctional Sergeants assigned to an adult institution shall complete 120 hours of combined training and job shadowing before assuming a post.

  • Eighty hours of in-classroom training shall be provided by the ALI or its designee.

  • 40 hours of either job shadowing or in-classroom training shall be provided locally.

  • Mentors are required to be certified as a mentor by the ALI.

  • Mentors can either be experienced correctional sergeants or correctional lieutenants.

Non-institutional Correctional Sergeants

• Correctional Sergeants assigned to program areas other than adult institutions (i.e. Headquarters, OIAOffice of Internal Affairs, BCOA, etc.) are not required to participate in the CSMP.

• These positions are required to complete 80 hours of training upon initial appointment but no later than the end of their probationary period to satisfy GCGovernment Code section 19995.4 (b).

• Sergeants who are newly assigned to an institutional position from a non-institutional position shall be provided 40 hours of job shadowing and enrolled in the CSMP.

• CSMP training requirements may be postponed due to critical operational needs. Postponement approval shall be provided by no lower than the respective Associate Director within the Division of Adult Institutions and communicated to the POSEDPeace Officer Selection and Development Deputy Director or designee.

All first-line supervisors shall complete 80 hours of initial supervisory training within 6 months of appointment, but no later than the term of the probationary period, pursuant to the GCGovernment Code sections 19995.4(b) and (c).

All second-line managers shall complete 40 hours of initial managerial training within 12 months of appointment, pursuant to GCGovernment Code section 19995.4(d).

Those staff appointed to a Career Executive Appointment (CEACareer Executive Assignment) position shall complete 20 hours of initial training pursuant to GCGovernment Code section 19995.4(e).

All supervisors, managers, and CEAs shall complete 20 hours of leadership training and development biennially, pursuant to GCGovernment Code section 19995.4(c), (d), and (e).

All supervisors, managers, and CEAs shall complete at least 2 hours of classroom or other effective interactive training and education regarding sexual harassment prevention within 6 months of assuming the position and every 2 years thereafter, pursuant to GCGovernment Code section 12950.1.

OTPD Instructional Design Unit (IDU)

• The OTPD’s IDU oversees the development, revision, and maintenance of curriculum for the POSEDPeace Officer Selection and Development adult, parole, and the ALI (e.g. Sergeants and Lieutenants academies).

• IDU staff shall update curriculum to reflect current policies, procedures, laws, and regulations.

• The OTPD processes and maintains curricula modifications and archives lesson plans.

• The OTPD ensures all curricula developed by CDCRCalifornia Department of Corrections and Rehabilitation impacting rank-and-file and second line supervisory peace officers, shall be submitted to CPOST for review and approval prior to implementation.

Consultation Services

• OTPD provides consultation services throughout the department to assist with training needs.

• OTPD shall provide guidance, feedback, and quality assurance to units and divisions within the department that are developing training for targeted audiences.

Lesson Plan Development

• The IDU develops new lessons, revises existing materials, assists stakeholders with consultative design in certain training areas, and develops e-Learning modules.

• A Training Assessment Worksheet is submitted to begin the new lesson development or revision process.

• A request for minor modifications can be made by submitting a request to modify training materials.

Subject-Matter-Expert (SME)

• A SME is an individual who exhibits the highest level of expertise in performing a specialized job, task, or skill within the organization.

• Expertise may be gained by experience, education, or through teaching the subject matter. Recognition is achieved by publication of articles, presentations at conferences, or by recommendations of others working in this field with knowledge of the individual’s mastery of the subject. For criteria that defines a SME, see DOMDepartment Operations Manual section 32010.8.2.

For the purposes of this section, all language (i.e., lesson plans, policy, CPOST) specific to the use and training in firearms and weapons on or off-duty, shall be established in collaboration with the OCSOffice of Correctional Safety. 

The execution of mandates set forth in policy related to the use of departmental ranges, Rangemasters, or Tactical Firearms Instructor (TFI) for off-duty weapons requalification shall be the responsibility of the local hiring authority, or designee.

• This shall include managing any appeals, adverse personnel actions, and general recordkeeping, in accordance with the current MOUMemorandum Of Understanding.

The importance of training in the safe and proper use of weapons authorized in Restricted DOMDepartment Operations Manual section 55050 cannot be over emphasized. The ISTIn-Service Training Manager or TC shall ensure all custody staff are properly certified in firearms and less lethal weapons, prior to assignment.

It is essential that each individual who may issue, use, or supervise the use of departmental weaponry be fully trained in procedures, policy, and safety matters relating to the weapons.

All persons designated as peace officers under PCPenal Code sections 830.2 or 830.5, and those so designated by the Secretary, prior to assuming peace officer duties, shall at the minimum successfully complete the department’s qualification requirements.

At the discretion of the hiring authority, all personnel subject to PCPenal Code section 832 training, and other designated officials requiring such training, shall successfully complete the weapons qualifications course mandated at the specific academy attended.

• Standards shall meet PCPenal Code, department policy, and job-related requirements.

Penal Code (PCPenal Code) Section 832 Training
Every appointed peace officer shall:

• Complete training required by PCPenal Code section 832 prior to exercising peace officer powers.

• Trainees shall complete the required Firearms qualification course with a minimum score of 80 percent on the handgun, pass the Arrest and Control Techniques course, and pass the Peace Officer Standards and Training (POST) PCPenal Code section 832 written exam with a minimum score of 75 percent.

  • One retest is authorized.

  • Failure on the retest shall result in the employee being returned to the sending facility without PCPenal Code section 832 certification.

  • The employee may attempt to again qualify by returning to PCPenal Code section 832 training and repeat the course that was failed.

• Failure to successfully complete the course shall result in the termination of that appointment within the peace officer classification. 

• PCPenal Code subsection 832(e) requires individuals who previously completed a PCPenal Code section 832 course to re-qualify prior to exercising peace officer powers, if they have a 36 months or more break in service as a peace officer within the state of California.

Rangemasters
The Office of Training and Professional Development (OTPD) manages the CDCRCalifornia Department of Corrections and Rehabilitation range training program and provides Rangemaster and Rangemaster Proctor training in accordance with departmental standards. 

• Candidates for the Rangemaster Chemical Agents instructor course shall meet eligibility requirements outlined by OTPD prior to enrollment.

• Candidates shall be peace officers with current first aid and CPR, Training-for-Trainers, and Use of Force certifications prior to enrollment.

• The entire approved course shall be successfully completed prior to issuance of a certificate of completion.

• All Rangemasters shall be trained in the safe operations of rifles, semi-automatic pistols, less lethal launchers, and chemical agents.

  • Once completed satisfactorily, Rangemasters are then authorized to act as Rangemasters at their institutional range, under the supervision of the hiring authority, or designee.

  • Rangemasters shall maintain full authority for range activities and may exclude or expel any participant from the range for good cause.

• Rangemasters are subject to a requalification assessment every five years by a Rangemaster Proctor to remain in this capacity.

  • To attend Rangemaster Proctor training, staff must be a currently qualified Rangemaster.  Once Rangemaster Proctor training is completed satisfactorily, Rangemaster Proctors are then authorized to act as Rangemaster Proctors at their institutional range, under the supervision of the hiring authority, or designee.  

  • Rangemaster Proctors must maintain Rangemaster status to remain in the Proctor capacity.

• For the purposes of department firearm qualifications, Rangemasters are only authorized to conduct the course(s) of fire, based on the training curriculum they received certification for.

Tactical Firearms Instructor (TFI):
The OCSOffice of Correctional Safety, Emergency Operations Unit (EOU) manages tactical and range training programs and provides TFI training and certification 

• TFIs shall maintain full authority for range activities and may exclude or expel any participant from the range for good cause.

• CRTCrisis Response Team TFIs must be active members in order to facilitate tactical or range training and quarterly qualifications.

• TFIs are authorized to conduct off-duty qualifications.

  • For the purposes of department firearm qualifications, TFIs are only authorized to conduct the course(s) of fire, based on the training curriculum they received certification for.

Entry Operations Instructors (EOI):
The OCSOffice of Correctional Safety, EOU manages the entry training programs and provides EOI training and certification.

• Once completed satisfactorily, EOIs are authorized to provide entry operations training to staff, under the supervision of their hiring authority, or designee.

• EOIs shall maintain full authority for tactical entry activities and may exclude or expel any participant from training for good cause.

All employees subject to Penal Code section 832 training shall quarterly or annually demonstrate satisfactory knowledge of firearms policy and usage.  Requalification shall be accomplished through a performance evaluation and minimum departmental scoring proficiency per designated unit. 

• Requalification requirements are based upon level of responsibility, duties performed, and weaponry appropriate to the function. 

Annual Firearms Requalification
Annual firearms requalification shall operate on a 12-month period in accordance with the institution or unit training schedule.

• Employees subject to annual firearms qualifications shall maintain their qualifications within this period.

• If qualifications are not attained before the end of the 365 day period in addition to a four-week grace period, the employee shall be considered out of compliance with annual qualification mandates.

Quarterly Firearms Requalification
Quarterly firearms requalification shall operate on a three-month period in accordance with the institution or unit training schedule.

• Employees subject to quarterly firearms qualifications shall maintain their qualifications within this period.

• If qualifications are not attained before the end of the succeeding month following this three-month period, the employee shall be considered out of compliance with quarterly qualification mandates.

• Specialized Unit is defined as Statewide Transportation Unit, Institutional Transportation Unit, Armory, Rangemasters, Tactical Firearms Instructors, K-9Canine Units, Investigative Services Unit, Institutional Gang Investigative Units, Crisis Response Team (CRTCrisis Response Team), Office of Training and Professional Development, and Office of Peace Officer Selection Rangemasters.  

  • Specialized units are required to qualify with the semi-automatic handgun at a higher proficiency.  Specialized units as defined shall qualify at minimum of 80 percent on the departmental 45 round course.  A score of 80 percent is 36 out of 45. 

  • If an employee assigned to a specialized unit fails to demonstrate minimum proficiency on the departmental 45 round handgun course of fire at 80 percent, the Range Remediation Policy, as defined in DOMDepartment Operations Manual section 32010.20.4 shall be enacted to determine eligibility to maintain their position in the specialized unit. 

• Failure to successfully complete the mandatory weapons requalification, in addition to remediation, shall result in loss of peace officer status.
  
  Institution Quarterly/Annual Requalification Requirements

  	Mini-14	Handgun
  Correctional Counselor I	X
  Correctional Counselor II	X
  Fire Captain		X
  Fire Chief		X
  Correctional Officer	X	X
  Correctional Sergeant	X	X
  Correctional Lieutenant	X	X

All designated In-Service Training (ISTIn-Service Training) Managers and Training Coordinators (TCs) shall review the minimum firearm qualification and requalification requirements of all personnel covered by this section on a quarterly basis.

• The ISTIn-Service Training Manager or TC shall notify the employee’s direct supervisor in writing of impending requalification dates at least 30 days in advance.  Utilization of the monthly training calendar to satisfy advance written notice of requirements is acceptable.  

• First-line supervisors shall work with the ISTIn-Service Training Manager or TC to ensure that their subordinates meet these minimum qualification/requalification requirements.

Each peace officer shall maintain current weapons’ certification as outlined in this section. 

Range Remediation Policy
Peace Officers, other than Parole Agents, who fail the first attempt, but have otherwise demonstrated an adequate level of operational knowledge with the firearm or launcher, may be given another opportunity.  This determination shall be made by the Rangemaster. 

Notification of Failure to Meet Range Requalification

• Adult Institutions

  • Those who fail to requalify after this additional opportunity and those whom the Rangemaster determines do not appear to have sufficient proficiency after the initial attempt, shall be required to complete remediation training prior to being scheduled for further requalification attempts.

  • Arrangements may be made to conduct the training during the employee’s regular duty hours.  In those situations where the training must be conducted on the employee’s off-duty hours, this time shall be considered time worked and compensable under the Fair Labor and Standards Act (FLSAFair Labor Standards Act) requirements. 

  • The employee shall not be permitted to work in an armed post or any other assignment that requires the employee to be armed until minimum requalification requirements are completed.

  • These employees shall receive a memorandum of failure to meet range requalification.  A copy shall be sent to ISTIn-Service Training and the Captain only.  The notification shall advise the employee that: 

    • The employee appears deficient in the necessary skills to requalify and shall be assigned to two hours of firearm or launcher familiarization and training.  This remediation shall be weapon specific and based on the techniques specific to that weapon. 

    • If, after two hours of remediation training, the employee again fails to requalify, they shall be scheduled for up to two additional remediation sessions.  All remediation and requalification must be completed within the allocated 60 days. 

    • Failure to meet the firearm or launcher requirements within a 60-day period shall result in termination of the employee’s appointment as a peace officer, unless exempted by a temporary waiver.  Employees assigned to specialized units that require a higher minimum proficiency qualification shall be removed from the unit.

• Special Agent 
  Special Agents and Office of Correctional Safety (OCSOffice of Correctional Safety) peace officers who fail to requalify after the additional opportunity and those whom the Rangemaster or TFI determines do not appear to have sufficient proficiency after the initial attempt, shall complete remediation training prior to being scheduled for further requalification attempts.

  • These employees shall receive a memorandum of failure to meet range requalification.  A copy will be sent to the Office of Internal Affairs Chief, Field Operations, or OCSOffice of Correctional Safety Chief.  The notification shall advise the employee that: 

    • The employee appears deficient in the necessary skills to requalify and shall be assigned to two hours of firearm familiarization and training.  This remediation shall be weapon specific and based on the Rangemaster or TFI lesson plan. 

    • Special Agents and OCSOffice of Correctional Safety peace officers who do not qualify within 30 calendar days of the quarter in which they failed their division’s designated qualification period shall be placed on leave without pay for no longer than two months.

    • Failure to qualify within this period shall result in the Special Agent or OCSOffice of Correctional Safety peace officer being separated from the Special Agent or OCSOffice of Correctional Safety peace officer classification, unless exempted by a temporary waiver. 

  • If, after two hours of remediation training, the employee again fails to requalify, they shall be scheduled for up to two additional remediation sessions.  All remediation and requalification must be completed within the allocated 30 days. 

  • Arrangements may be made to conduct the training during the employee’s regular duty hours.  In those situations where the training must be conducted on the employee’s off-duty hours, this time shall be considered time worked and compensable under the FLSAFair Labor Standards Act requirements. 

  • The employee shall not be permitted to work in an assignment that requires the employee to be armed until minimum requalification requirements are completed.  

• Parole Agent
  Parole Agents who are armed as a condition of employment and who do not qualify within 30 calendar days of the quarter in which they failed shall be placed on leave without pay for no longer than two months.

  • Failure to qualify within this period shall result in the Parole Agent being separated from state service per the Bargaining Unit Memorandum of Understanding. 

• Temporary Waiver

  • Special circumstances may warrant a temporary waiver of weapons requalification requirements.  Upon approval of the hiring authority and subject to concurrence by the appropriate Director, a temporary waiver may be considered for any one of the following reasons: 

    • Authorized leave of absence

    • Detached duty

    • Illness

    • Physical injury

    • Pregnancy

    • Psychological trauma affecting the employee’s ability to comply with requalification requirements.

  • The waiver shall be reviewed at intervals of no more than one year.  Upon expiration of the waiver, the employee shall complete requalification requirements within 60 days as described in DOMDepartment Operations Manual section 32010.20.3.

The courses of fire as described in DOMDepartment Operations Manual sections 32010.20.5.1 through 32010.20.5.3, and 32010.20.11 shall be utilized as the standard to demonstrate basic weapon competency, except for those staff working in specialized units as defined in DOMDepartment Operations Manual section 32010.20.3.  Silhouette targets shall be used for rifles and handguns. 

Scoring Policy 
If participants have fewer hits on their target than the course allows but still achieve a qualifying score, they will not be required to re-shoot. 
If participants have more hits on their target than the course allows and also have a qualifying score, they will be required to re-shoot without penalty.  The original shoot will not count as one of the allowed qualifying attempts. 
The target scoring policy and procedures for each department course listed in DOMDepartment Operations Manual sections 32010.20.5.1 through 32010.20.5.3 are located in the ISTIn-Service Training Firearms Qualifications Lesson Plan. 

Note: This course of fire requires the B-21 range target at 100-yard ranges and a B-21x (reduced size B-21) range target for ranges with only 50-yard capability.  A passing score is 88 of 125 possible (70 percent) within the scoring area of the target. 

All departmental peace officers who are issued a departmental weapon or carry a departmental approved weapon as part of their regular or special assignment such as armed posts, transportation, Crisis Response Team (CRTCrisis Response Team), Special Housing Unit, Special Agents, etc., or any other previously designated officials considered to require such training shall complete a proficiency course on a quarterly basis prior to assuming the post.  This course shall be with the weapon or weapons issued, or maintained in the armed post, assignment or position.

Each division or specialized unit shall determine the quarterly proficiency requirements above the standard courses of fire and techniques that meet their specific need.

• The quarterly standards and courses of fire shall be reviewed annually by the appropriate hiring authority for consistency with departmental policy. 

Personnel required by the department to retain departmental firearms while off duty shall be provided training in the proper handling and safe storage of these firearms in accordance with Restricted DOMDepartment Operations Manual section 55050. 

The department shall allow access to its ranges for the qualification of off-duty firearms to those peace officers designated by Penal Code (PCPenal Code) section 830.5(c).  The conditions stipulated in these rules shall apply when utilizing a department firing range. 

• These qualification requirements are voluntary and shall occur only during a person’s off-duty hours. It is the responsibility of the individual, not the program, to maintain their eligibility and to comply with CCRCalifornia Code of Regulations, Title 15 section 3412 Department Authorization of Off-Duty Concealed Firearms.

Range Availability
A minimum of two days per month, each facility shall schedule range sessions for employees listed in DOMDepartment Operations Manual section 32010.20.8 to qualify with their off-duty concealed firearm(s). Cancellation of scheduled sessions may occur because of inclement weather conditions or lack of participants. In the event a session is cancelled, the facility does not have to schedule a make-up session and all fees paid by the participants for that cancelled session shall be returned to them.

Cost to Participant
Participants are required to pay a fee to use departmental ranges, except when the off duty firearm is also the approved duty firearm. Exact cost shall be determined by the current Bargaining Unit Agreement.

Access to the Range 
Each facility shall prepare a “Guide to Off-Duty Firearm Qualification” which shall be made available to persons desiring utilization of the range.  This guide shall include, but is not limited to, the following: 

• Contact person or position and telephone number for information concerning the program. 

• Types and color of clothing prohibited if the range is on prison property. 

• To whom fees shall be paid and when. 

• Procedures for transporting firearm and ammunition to the range if the range is on prison property. 

• The specific procedures as to how an eligible person shall participate in and, if necessary, schedule an off-duty firearm qualification session. 

• Participants shall have in their possession at the time of entry to a facility/range of CDCRCalifornia Department of Corrections and Rehabilitation a valid employee identification card from their department which indicates the employee’s peace officer status, or a written designation by the employee’s hiring authority, or designee, which authorizes that employee to carry a concealed off-duty firearm. 

Authorized Off-Duty Concealed Firearms and Ammunition

• Only concealable handguns that meet the requirements in CCRCalifornia Code of Regulations, Title 15 section 3412, shall be used.

• Only ammunition that meets the requirements of CCRCalifornia Code of Regulations, Title 15 section 3412, shall be used. PCPenal Code 830.5 peace officers are subject to additional limitations imposed by Bargaining Unit Agreement.

  • All ammunition for qualification attempts must be provided by the participant. Only factory-loaded or factory-reloaded hollow points, full metal jacket or wadcutter ammunition shall be utilized on departmental ranges.

• Prior to use, all firearms and ammunition shall be inspected by the Rangemaster or TFI. Any weapon or ammunition deemed unacceptable or unsafe shall be removed from the range and not used. Each participant shall provide their own off-duty strong side hip holster for qualifications.

Qualification Requirements

• Minimally, the approved off-duty 36 round handgun course, as specified in DOMDepartment Operations Manual section 32010.20.5.3, shall be used. Alternatively, and only upon request by the participant, the departmental 45 round course as specified in DOMDepartment Operations Manual section 32010.20.5.2, may be utilized for off-duty firearm qualifications. 

• There shall be no classroom session. 

• On an annual basis, participants shall sign a CDCRCalifornia Department of Corrections and Rehabilitation Form 1798, Annual Acknowledgement Receipt of PCs Related to Possession and Use of Off-Duty Firearms, acknowledging that they have read and understood all applicable PCPenal Code sections relating to possession or use of off-duty firearms by off-duty staff.

• In addition, participants shall acknowledge in writing that the handgun they are using has not been modified and that it meets manufacturer’s specifications (exception: handgrips and sights).

• In addition, participants shall acknowledge in writing that the handgun they are using is in compliance with CCRCalifornia Code of Regulations, Title 15 section 3412.

Recordkeeping

• The facility shall maintain a copy of the participant’s official score sheet for six months. If the participant fails to qualify, the reason shall be documented on the score sheet. It is the participant’s responsibility to maintain current qualification.

• The participant upon attaining a passing score shall be provided a CDCRCalifornia Department of Corrections and Rehabilitation Form 1803, Off-Duty Firearm Quarterly Qualification Certification (Rev. 03/21) that documents the quarterly qualification. Participants that qualify with authorized off-duty firearms at non-departmental ranges are required to provide a completed copy of their CDCRCalifornia Department of Corrections and Rehabilitation Form 1803 to their respective TC as soon as practical.

Off-Duty Concealable Firearm Disqualifying Factors

• The employee’s hiring authority or designee may deny, suspend, or revoke for good cause a person’s right to carry an off-duty concealable firearm.

• It is the responsibility of the individual to maintain their eligibility to carry an off-duty firearm.

• Carrying a firearm off-duty without maintaining the quarterly qualification and eligibility requirements outlined in CCRCalifornia Code of Regulations, Title 15 section 3412 shall constitute good cause to suspend or revoke that person’s right to carry firearms off-duty.

Appeal of Suspension or Revocation of Authorization to Carry Off-Duty Firearms
Employees may appeal a suspension, revocation, or denial to carry an off-duty concealed firearm in accordance with CCRCalifornia Code of Regulations, Title 15 section 3412 (e)(4). Employees are prohibited from carrying an off-duty concealed firearm during the appeal period.

Adverse Personnel Action
Pursuant to PCPenal Code sections 830.5 and 25400, carrying a concealed loaded firearm without maintaining the quarterly qualification is prosecutable and the employee may be subject to adverse personnel action at the discretion of the hiring authority or designee.

Departmental peace officers shall have the option of qualifying at other than departmental ranges as outlined in the Bargaining Unit 6 MOUMemorandum Of Understanding. The following policies shall be adhered to when utilizing this option:

• Off-duty firearms and ammunition are subject to the same requirements outlined in CCRCalifornia Code of Regulations, Title 15 section 3412.

• Minimally, the handgun course of fire, as specified in DOMDepartment Operations Manual section 32010.20.5.3 shall be used. In the event that the range facility being used for the qualification session cannot accommodate the said course of fire, every attempt should be made to utilize an equivalent course of fire to ensure that the participant demonstrates an adequate level of proficiency. Nothing shall prevent the peace officer from qualifying with a course of fire that indicates greater proficiency or is required for duty by the unit in which the peace officer is assigned.

• Individuals administering the qualification attempt shall possess a Rangemaster or Firearms Instructor accreditation or equivalent from a reputable shooting organization recognized in the United States in accordance with CCRCalifornia Code of Regulations, Title 15 section 3412.

• The participant, upon attaining a passing score shall provide to the person supervising the qualification attempt, a CDCRCalifornia Department of Corrections and Rehabilitation Form 1803, Off-Duty Firearm Quarterly Qualification Certification. The CDCRCalifornia Department of Corrections and Rehabilitation Form 1803 shall be signed by the certifying individual, which shall include the accreditation of the individual.

• It is the participant’s responsibility to submit a copy of the CDCRCalifornia Department of Corrections and Rehabilitation Form 1798, Annual Acknowledgement Receipt of PCPenal Code Related to the Possession and Use of Off-Duty Firearms, and a copy of the CDCRCalifornia Department of Corrections and Rehabilitation Form 1803. The completed CDCRCalifornia Department of Corrections and Rehabilitation Form 1798 and CDCRCalifornia Department of Corrections and Rehabilitation Form 1803 shall be maintained in the employee’s ISTIn-Service Training file, at the location where the participant is employed.

All persons designated as peace officers under Penal Code section 830.5 and those so designated by the Secretary who are required to requalify with weapons, at least annually, shall carry upon their person at all times, while on duty a CDC Form 861, Weapons Qualification Card.

This card shall be issued by the individual facility or parole region and shall provide verification of successful completion of required firearms requalification training.

Each employee shall notify the supervisor at the time of assignment to an armed position if the requalification or quarterly proficiency requirement has not been met within the preceding 90 days. 

Training in the use of less lethal weaponry is required for personnel authorized to use or supervise the use of these weapons per Restricted DOMDepartment Operations Manual section 55050.

Launcher Certification Requirements
Personnel authorized to use departmental launchers shall successfully complete the standard course of training prior to the use of any launcher.  Training shall include policy, procedure, use, safety, and effects of use.

• Annual Launcher Qualification Requirements: At minimum, Correctional Officers, Correctional Sergeants, and Correctional Counselor Is shall qualify annually with the launcher.

• Quarterly Requalification requirements with the launcher shall be in accordance with DOMDepartment Operations Manual section 32010.20.6.

Annual Launcher Requalification
Annual launcher requalification shall operate on a 12-month period in accordance with the Institution/Unit training schedule.  

• Employees subject to annual launcher qualifications shall maintain their qualifications within this period.

• If qualifications are not attained before the end of the 365-day period in addition to a four-week grace period, the employee shall be considered out of compliance with annual qualification mandates.

Quarterly Launcher Requalification
Quarterly launcher requalification shall operate on a three-month period in accordance with the Institution/Unit training schedule.

• Employees subject to quarterly launcher qualifications shall maintain their qualifications within this period.

• If qualifications are not attained before the end of the succeeding month following this three-month period, the employee shall be considered out of compliance with quarterly qualification mandates.

40mm Launcher Qualification Course

• Note: This course of fire requires a rubber human size silhouette.  A passing score is two (2) out of three (3) rounds impacting the Zone 1 target area.  Three rounds of duty 40mm direct impact sponge round will be used for qualification.  Training rounds deemed by the Rangemaster to provide similar accuracy as a duty 40mm direct impact sponge round may be utilized for qualifications. During range remediation, duty rounds shall be used.  

• If the participant fails to qualify on the first attempt, but has otherwise demonstrated an adequate level of operational knowledge with the launcher, they may be given another opportunity.  This determination shall be made by the Rangemaster.  The participant will have three additional qualification attempts.  If the participant fails to qualify after the three additional attempts, the Range Remediation Policy shall be enacted (See DOMDepartment Operations Manual section 32010.20.4).

• Although there are other impact rounds that are fired for familiarization, the 40mm direct impact sponge round is the only round utilized for qualification. (See Restricted DOMDepartment Operations Manual section 55050, Exhibit A for approved 40mm direct impact sponge rounds and training rounds.)

Munitions

• Personnel designated to use munitions as stated in Restricted DOMDepartment Operations Manual, section 55050 shall be trained in the use, employment, safety, and effects of this resource prior to usage.

Baton Certification Requirements
Personnel authorized to use departmental batons shall successfully complete the standard course of training prior to issuance or use of any baton.  Training shall include policy, procedure, use, safety, and effects of use. 

Recertification Requirements

• Annually, each person qualified to use departmental batons shall successfully complete annual training in the use and certification of a baton, as well as annual proficiency training. If an individual fails the recertification course they shall remediate the recertification course.

  • Recertification shall be completed in accordance with DOMDepartment Operations Manual section 32010.10.2 Training Compliance.

  • If qualifications are not attained within a 365-day period in addition to a four-week grace period, the employee shall be considered out of compliance with annual qualification mandates.

  • Individuals whose baton certification has lapsed shall take the recertification course, which is determined by the Deputy Director of Peace Officer Selection and Employee Development (POSEDPeace Officer Selection and Development), to demonstrate competency.  If competency is not demonstrated after completion of the recertification course, then the individual shall complete the remediation course.

  • If an individual fails the remediation course, they shall be required to complete the approved BCOA certification course.

Instructor Requirements
Candidates for the baton instructor course shall meet eligibility requirements outlined by the academy prior to enrollment.

• Candidates shall be peace officers with current first aid, CPR, Training-for-Trainers, and use of force certifications, prior to enrollment.  The entire approved course shall be successfully completed at the academy prior to issuance of a certificate of completion. 

• Baton instructors shall teach a minimum of (8) hours of training per year to remain current in their certification.  Anyone failing the recertification course shall be required to repeat the initial instructor certification course before being utilized as an instructor.