The Sheriff's Office believes that transparency and accountability are key elements in building the trust necessary to serve our community. We are proud of the initiatives that our office has undertaken over the years and those we are currently developing or improving.
To share these initiatives with our community members we developed a transparency website. The site includes agency data, information regarding policy and procedure, as well as the programs and services that exist internally.
Strategic Plan
To ensure the Dakota County Sheriff's Office provides quality service, we developed a four-year plan for improvement. The 2019 plan identifies new goals, such as:
- Using technology to streamline services
- Setting up real-time information sharing
- Developing a more proactive workforce.
The 2019-2023 Strategic Plan acts as a roadway to success.
Sheriff's Office Strategic Plan
Diversity, Inclusion and Equity
Diversity statement
The Dakota County Sheriff's Office is committed to recruiting and retaining a diverse workforce. We believe this is critical to the progressive and proactive way of thinking that we have adopted. As a whole, we are committed to breaking down barriers and creating opportunities that bring us closer to achieving cultural responsiveness, amongst both our peers and the community we serve.
Internal equity and inclusion efforts
The Sheriff's Office created the Champions Group to lead equity and inclusion efforts within the office. The group represents all areas of the office and discusses strategies to make us more culturally responsive and inclusive. The group changed new hire training and led department wide dialogue sessions to gauge our current workplace culture and inform future actions.
Sheriff's Office staff and Dakota County community demographics
Diversity Statistics
Ethics
Citizen Advisory Council
The Sheriff's Office Citizen Advisory Council acts as a resource on policies and issues that will provide a positive impact on the safety and quality of life for Dakota County residents. It is a diverse group of residents from communities across the county.
Members provide helpful community feedback, which we use to respond to community questions and concerns.
Citizen Advisory Council Bylaws
Citizen Advisory Council Member Bios
Peer Intervention Training
The Dakota County Sheriff's Offices uses Ethical Policing is Courageous (EPIC) as a peer intervention program. Originally developed by the New Orleans Police Department, it gives officers tools to intervene with their peers to avoid potential misconduct. EPIC emphasizes holding peers accountable and preventing harmful action before it occurs.
By the end of 2021, each member of the Sheriff's Office will receive an initial EPIC training. Training will continue for new staff, in field training programs, and during our response to resistance training.
EPIC reinforces the values of the Dakota County Sheriff's Office and supports our mission of building and maintaining public trust.
View related policies in the
Sheriff's Office Policy Manual.
Policy 341: Standards of Conduct
Policy 402: Bias-Based Policing
Policy 1020: Personnel Complaints
Complaints and conduct
The Sheriff's Office takes all conduct complaints seriously. The community can report any misconduct without concern for reprisal or retaliation.
Although written complaints are preferred, a complaint may also be filed verbally either in person or by phone. Complaints can be accepted by any supervisor. To ensure accuracy, a person making a complaint is strongly encouraged to provide a signed written account of their complaint or a recorded statement.
Complainants will receive periodic updates on the status of the investigation. Updates will be consistent with Minnesota Government Data Practices Act.
If misconduct not alleged in the original complaint is found, the investigator shall take appropriate actions, which may include discipline or termination. Upon the completion of investigation, each complaint and allegation will be classified:
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Sustained – Evidence establishes the act occurred and constituted misconduct. Evidence will be weighed by a preponderance of the factual evidence.
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Not Sustained – Insufficient evidence to sustain the complaint or fully exonerate the employee.
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Exonerated – Alleged act occurred, but the act was justified, lawful and proper.
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Unfounded – Alleged acts did not occur or did not involve office personnel. Complaints determined to be frivolous will fall within this classification.
The Sheriff's Office uses technology to aid in monitoring employees. Special software is used to detect patterns of behavior and monitor employee performance. It identifies small problems, before they become larger problems.
All formal complaints are entered and tracked with this system, which automatically notifies supervisors and ensures a thoroughly documented process.
Complaints Received
View related policies in theSheriff's Office Policy Manual.
Policy 341: Standards of Conduct
Policy 402: Bias-Based Policing
Policy 1020: Personnel Complaints
Eliminating sexual misconduct at Dakota County Jail
The Dakota County Jail is committed to providing a safe and healthy environment for staff and inmates. The Sheriff's Office seeks to eliminate sexual assaults and sexual misconduct in correctional institutions and community corrections settings as outlined in the federal Prison Rape Elimination Act (PREA).
The Dakota County Jail has zero tolerance for sexual assault, abuse or sexual activity of any kind between inmates, inmates and county staff, or inmates and vendors working for the county.
- Inmates who have consensual sexual contact with another inmate will be disciplined.
- Inmates who have non-consensual sexual contact with another inmate, county staff, contract staff, volunteers, or vendors working for the county will be disciplined and referred for criminal prosecution.
- County staff, contract staff, volunteers and vendors who are found to have engaged in sexual contact or sexual misconduct with inmates will be disciplined and referred for criminal prosecution.
Inmates can report misconduct in many ways:
- In person
- In writing
- Electronically through the electronic kiosks in each housing unit
- Calling a victim advocacy or crisis organization using the toll-free numbers provided.
Dakota County staff will investigate or refer for investigation allegations of sexual abuse from county staff, contract staff, volunteers, vendors or other inmates even if the reported abuse did not occur at our facility.
PREA Investigations
View related policies in the
Sheriff's Office Policy Manual.
Policy 902: Prison Rape Elimination
Policy 1020: Personnel Complaints
Accountability
Employee Performance Tracking
The Dakota County Sheriff's Office uses Guardian Tracking to encourage a culture of transparency, accountability and wellness. This employee performance software allows us to track and maintain useful information including:
- Exposure to trauma
- Training history
- Response to resistance incidents
- Pursuits and motor vehicle crashes
The software is also for providing feedback on staff performance. Using data from Guardian Tracking allows us to improve how we provide services to the community and support our staff by:
- Providing supervisor notification of staff exposures to trauma
- Allowing peer-to-peer recognition
- Documenting and informing of training opportunities
- Guiding our retention practices
Response to Resistance Review Board
The Response to Resistance Review Board consists of the Administrative Services Captain and all active use of force instructors. The board reviews incidents involving the use of force by a member of this office, as defined in Use of Force policy 300.1.1.
The board doesn't recommend discipline but conducts a review to ensure training and equipment needs are met and procedures and policies are lawful and follow best practices.
A separate administration review is done to determine criminal activity or policy violations.
The board assesses the following and makes recommendations to the chairperson:
- Is there a need for additional training and coaching?
- Is there a need for additional equipment?
- Is there a need to modify standard operating procedures and policies?
The chairperson submits the findings and recommendations to the Sheriff's Command Staff.
View related policies in the
Sheriff's Office Policy Manual.
Policy 300: Use of Force
Policy 302: Use of Force Review
Policy 308: Control Devices
Policy 309: Conducted Energy Device
Policy 310: Electronic Restraints
Policy 313: Firearms
Policy 319: Canines
Policy 341: Standards of Conduct
Policy 402 Bias-Based Policing
Policy 403: Handcuffing and Restraints
Crash Review Board
The Crash Review Board examines all crashes involving Sheriff's Office employees operating county-owned vehicles. The panel includes staff from the Sheriff's Office and Dakota County's Risk Management and Fleet Management departments.
The involved employee's supervisor submits all crash incident reports to the Crash Review Board within 48 hours. Intentional contact with another vehicle, including Precision Immobilization Technique, blocking-in or ramming are not submitted to the Crash Review Board. These are reviewed by the Pursuit Review Board.
The board determines if the crash was avoidable and assesses the need for additional training and equipment.
View related policies in the
Sheriff's Office Policy Manual.
Policy 341: Standards of Conduct
Policy 706: Vehicle Use
Pursuit Review Board
The Pursuit Review board consists of the patrol captain and other licensed deputies. This board reviews pursuits that involve a member of the Sheriff's Office.
The board does not have the authority to recommend discipline. The board reviews to ensure training and equipment needs are met and procedures and policies are lawful and follow best practices.
The board assesses the following and makes recommendations to the chairperson:
- Is there a need for additional training and coaching?
- Is there a need for additional equipment?
- Is there a need to modify standard operating procedures and policies?
A separate administration review is done to determine criminal activity or policy violations.
The chairperson submits the documented findings and recommendation to the Sheriff's Command Staff.
View related policies in the
Sheriff's Office Policy Manual.
Policy 315: Vehicle Pursuits
Policy 341: Standards of Conduct
Policy 300: Use of Force
Body Worn Camera Policy
This policy provides guidelines for the use, management, access, storage, retrieval and retention of audio and video recorded by Body Worn Camera (BWC) systems. All staff must comply with these guidelines, but the safety of everyone is the primary concern. Sometimes circumstances are tense, uncertain and rapidly evolving.
The policy doesn't apply to:
- Vehicle dash cameras
- Cameras worn by correctional staff
- Interviews and interrogations
- Undercover operations
The sheriff or sheriff's designee may provide specific instructions or standard operating procedures for BWC use in official duties other than patrol.
View related policies in the
Sheriff's Office Policy Manual and
Sheriff's Office Custody Manual.
Policy 449: Body Worn Camera Recorders
Policy 444: Mobile Video Recorders
Policy 530: Body Worn Mobile Video Recorder System (Custody Policy Manual)
Unmanned Aerial Vehicle Policy
The policy establishes guidelines for the use of Unmanned Aerial Vehicles or “drones". It covers the storage, retrieval and dissemination of images and data captured by unmanned aerial vehicles as required by law.
View related policies in the
Sheriff's Office Policy Manual.
Policy 613: Unmanned Aerial System (UAS) Operations
Legislative Report - 2020 Use of Unmanned Aerial Vehicles
Legislative Report - 2021 Use of Unmanned Aerial Vehicles
Legislative Report - 2022 Use of Unmanned Aerial Vehicles
Legislative Report - 2023 Use of Unmanned Aerial Vehicles
Staff Wellness
Peer Support
Our office created a Peer Support Team with the help of our mental health coordinator and a deputy who is trained in forensic mental health.
The primary focus is connecting peer to peer in a safe, non-judgmental, and confidential way to support each other in times of personal need or due to the unique experiences of this career.
The PST does not provide any sort of therapy or clinical recommendation. They receive formal training for their role and recognize when to guide staff to professional help through the county Employee Assistance Program.
Fitness Team
Our office understands the relationship between physical health and mental health. Our fitness team works closely with the Peer Support Team to ensure that our employees receive support in all areas of wellness.
The fitness team supports employees in making healthy life choices that include sleep, nutrition and fitness. This may include developing individualized training plans to help staff achieve their goals.
Another primary function of the fitness team is to conduct mandatory annual fitness assessments for all deputies, regardless of rank. Other administrative staff may participate if they choose. Fitness team members go through an initial formal certification process as well as ongoing and additional training to ensure they are well-versed in current fitness assessments and methods.
Employee Assistance Program
Dakota County Employee Relations uses the Sand Creek Group to provide all employees access to licensed counselors to support many area including:
- Mental health symptoms
- Substance use issues
- Financial concerns
- Marriage and family issues
The Sheriff's Office Peer Support Team worked with Sand Creek Group to ensure law enforcement specific counselors are available to assist with the specific challenges of working in this field.
Mental Health and De-escalation
Crisis Intervention
All sworn deputies complete Crisis Intervention Team (CIT) training. This 40-hour certified training equips deputies with the skills to handle crisis situations. The weeklong, intensive training gives an in-depth look at mental illness and its implications for law enforcement. The training covers:
- Schizophrenia and psychotic disorders
- Mood disorders
- Cognitive disorders
- Personality and substance disorders
- Suicide assessment
- Adolescent and elder issues
- PTSD
- Excited delirium
- Suicide by cop
- Mental health courts
The training involves advocates and consumers of mental health services who speak on their experiences, panel discussions as well as professional actors to run role-playing exercises with attendees.
Communication techniques
Our office trains staff in the Mandt System, a holistic communication curriculum to address challenging behavior.
Used mostly in social services, we've adapted this system to address the specific needs of law enforcement.
Over a two-day period, our staff learn the basic strategies of effective communication, recognize when an individual starts to escalate toward crisis, and strategies for de-escalation that move away from coercion and control whenever possible.
Currently, all licensed and correctional new hires are required to complete this training. We have begun to roll out the training to current staff.
Correctional mental health
A licensed professional clinical counselor acts as mental health coordinator within our jail facility to ensure we also support the mental health needs of inmates. This includes coordinating with our contracted medical provider, mental health clinicians and Dakota County Social Services to address a variety of inmate needs from anxiety or proper sleep hygiene to complicated and critical mental health symptoms.
Our mental health coordinator also presents training to all new correctional deputies to prepare them for their role in a jail facility. This includes an overview on mental health signs and symptoms as well as ensuring they understand the importance of their role in communicating with facility mental health and medical staff.
Safety, Service and Justice Executive Committee
This committee has thoughtful conversation about a variety of justice relate topics, including the intersection of mental health and the justice system. These discussions allow a greater understanding of current efforts and opportunities for improvement within our justice system. Several initiatives, such as warrant resolution efforts, jail diversion strategies and more have come from engaging stakeholders in the process.
It includes leaders from the Sheriff's Office, local police departments, county social services, community corrections, the County Attorney's Office, the Public Defender's Office, First Judicial District judges, Veterans Services and our county manager.
The committee allows all key groups at one table to discuss these new ideas.
View related policies in the
Sheriff's Office Policy Manual.
Policy 370: Communications with Persons with Disabilities
Policy 418: Civil Commitments
Policy 471: Crisis Intervention Incidents
Policy 800: Vitals Mobile App
Policy 904: Temporary Custody of Adults
Policy 1061: Line-of-Duty Deaths
Response to Resistance