• Finalize Department’s Consent Decree Compliance Business Plan based on the Independent Monitor’s compliance methodology; and,
• Finalize design of automated Consent Decree Record Retention System.

• Finalize, publish and execute the Department’s Compliance Business Plan that includes, but is not limited to:
• Identifying the compliance support systems based on the Independent Monitor’s compliance methodology and integrating it into a reporting system;
• Designing and incorporating the Department’s Consent Decree monitoring system based on analysis of Independent Monitor’s final compliance methodology;
• Facilitating the completion of and incorporating the Department’s Consent Decree Training Delivery Plan and schedule based on Independent Monitor’s final compliance and methodology;
• Designing and incorporating a system for tracking and addressing Consent Decree compliance issues;
• Creating and incorporating an inspection strategy relative to FASTRAC and Department Commander/Chief’s Duty Officer oversight of Department Consent Decree compliance;
• Creating and incorporating Department protocols for document requests from the Independent Monitor;
• Publishing an Access Administrative Order regarding the Independent Monitor’s Access to Department Facilities, Personnel and Information;
• Coordinating with appropriate Department and City entities all Consent Decree related budget issues;
• Conducting weekly meetings with the Office of the Independent Monitor’s clerical staff and the Office of the Chief Legislative Analyst to ensure a timely and appropriate document submission process; and,
• Attending bureau and Area supervisors’ meetings.
• Complete design, obtain budgeting for and bring on line, a Consent Decree Record Retention System.

Goal 2

• Emphasis by the Commanding Officer and Assistant Commanding Officer on management principles, Code of Ethics, Department’s mission and Core Values during meetings and through daily interaction;
• Continue to conduct weekly staff meetings with all personnel to emphasize the ongoing importance of this goal; and,
• Maintain a work environment that values the achievement of this goal.

• No CDTF personnel complaints for 2002 in the following categories:
• Failure to Appear;
• Failure to Qualify;
• Preventable traffic collisions;
• Neglect of Duty;
• Discourtesy; and,
• Off-duty behavior.

Goal 3

• Utilize participative management techniques;
• Provide staff with professional development opportunities and/or training;
• Assign the maximum responsibility to each CDTF employee commensurate with individual knowledge, skills and abilities; and,
• Maximize CDTF employees’ involvement in critical decision making to develop analytical and leadership abilities.

• Increased professional development opportunities and training for staff;
• Ability of CDTF employees to achieve tasks involving increased responsibilities with a minimum of direct supervision; and,
• Ability of CDTF employees to operate more autonomously in pursuing Department goals.