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PROPERTY AND EVIDENCE FORMS BY THE BOOK  

are completely modifiable in Microsoft Word. The forms are also saved in a PDF format that provides the user the ability to fill in the boxes and use immediately.

Question of the Month???  

Ask Joe  

 Dear Joe, 

Recently, I attended a class where you were discussing the merits  of conducting some type of abbreviated background investigation for  anyone being transferred from another department for assignment into the  evidence function.  I took the thought back to my Chief,  who wants me  to look into the matter. Can you provide me with a little more  information.  

 Thank you,  My Chief Wants To Know   

   Dear My Chief Wants To Know, 

When law enforcement has an opening in the property room, it is not unusual to open the job to someone within the organization before we going to an outside selection process. There is absolutely nothing wrong with this process, other that we sometimes rely on a five, ten, or even fifteen year old back ground investigation. The findings on these old backgrounds are stale and could have changed significantly.   

In most departments, the transfer of assignments are conducted and we never have any problems or issues.  However, could the 20 year employee have recently filed for bankruptcy?  Could they have become addicted to pain pills as the result of a recent traffic accident?  Could this candidate have developed a gambling problem?  Is there a disproportionate interest in firearms?  Could they have been arrested while on vacation in another states while on vacation?  If the answer is yes to any of the possible scenarios, then someone should be asking some questions in an official capacity.  This process is not uncommon in many department across the country when assigning officer to a narcotics detail.  Is there any difference between the officer that seizes the drugs it and the employee that stores the drugs?

I have included below a qualification statement for police officer position at a university and that I recently ran across that may give some food for thought.        

Note: This position is subject to a satisfactory background investigation, which may include, but is not limited to, a criminal history review, drug test, credit check, driving record review, work history verification, and reference checks.  This position is subject to random drug testing, as well as re-fingerprinting and reinvestigation every five years.          

This concept is always going to be based upon any labor contracts that may be in place and or statutory requirements that may be in place.  
  

 IAPE Professional Standards 1.2 Staffing 

It is important that the agency's selection criteria produce qualified employees. Assigning a person with a past or present drug problem to handle narcotics or with financial difficulties to handle money will greatly increase the possibility of theft or mishandling, and may also jeopardize the integrity of the evidence system.

The same reasoning requires background checks for any employee transferring from another assignment within the agency, or another department within the umbrella organization, even if they have undergone a pre-employment background check. 

Police department and sheriffs departments have always done things a specific way,  "cause that's the way we have always done it". This article is just to look at the issue another way.