The Montana State University Police Department (UPD) strives to have our campus rank among the safest in the country, and that safety is achieved only when law enforcement and community partner to reduce crime and the fear of crime. UPD has adopted a collaborative approach with our stakeholders and community members related to common areas of concern and we understand that sustainable partnerships are built upon a foundation of trust and transparency. UPD endeavors to bolster the transparency of our operations by providing timely and accurate information.  

UPD embraces diverse perspectives and has a duty to enforce the constitutional rights of all citizens, whether under the United States or Montana constitutions. Officers responding to a call for service are expected to impartially and factually document and investigate all reported crimes. UPD does not discriminate based on political affiliation, race, religion, age, sexual orientation, or other bias. The department does not engage in political activities, endorse candidates, or release political statements. We are proud representatives of the Montana University System and reflect the values of our community by providing equal protection and service to all.

We trust the information provided below thoroughly communicates our efforts to provide quality law enforcement services to community members by placing the highest value on professional service, best practices, constitutional protections, and the sanctity of human life. 

Table1

Use of Force Reduction Measures

Recently, police response policies and reform have received widespread attention. The Montana State University Police Department has proactively adopted policies geared toward reductions in use of force. Please see the chart below, which reflects how UPD addresses use of force.

Table2

TRAINING

As a Montana law enforcement agency, all Montana State University Police employees (sworn and civilian) are required to complete anti-bias training.

UPD last completed anti-bias training in late 2020, and this training will continue annually. Implicit bias awareness training may be provided by the MSU Office of Diversity and Inclusion or an external, contracted service provider.

Anti-bias and implicit-bias training may include lectures, discussions, scenarios, and group exercises. The intent of the training is to:

  • Understand that all people have biases.
  • Understand the impact of implicit bias on perception and response.
  • Understand the effectiveness of fair and impartial policing.
  • Recognize conscious and implicit biases.
  • Develop and enforce unbiased behavioral responses.

EXPECTATIONS

UPD values the confidence that community members place in our agency to provide professional law enforcement services. As previously stated, a climate of trust is required to ensure this legitimacy is maintained. Our core values consist of professionalism, openness, leadership, integrity, community, and excellence. UPD employees are always expected to reflect these core values.

All complaints involving personal and professional misconduct are investigated and immediately addressed. Every member of this department shall perform his/her duties in a fair and objective manner and is responsible for promptly reporting any suspected or known instances of bias-based policing to a supervisor. Members should, when reasonable to do so, intervene to prevent any bias-based actions by another member.

Racial or bias-based policing is strictly forbidden by Montana state law (44-2-117, MCA) and UPD policy (401.3: Bias-Based Policing). Anti-bias and cultural awareness training must be certified by the Montana Public Officer Standard and Training Council (44-2-117, MCA). The Montana State University Police Department is committed to providing law enforcement services to the community with due regard for the racial, cultural, or other differences of those served. It is the policy of this department to provide law enforcement services and to enforce the law equally, fairly, objectively and without discrimination toward any individual or group.

Body-worn cameras provide an additional layer of accountability for law enforcement officers/parking service officers and community members. All UPD uniformed officers and parking service officers are equipped with body-worn cameras. Officers are required to utilize body-worn cameras to properly document all field contacts involving actual or potential criminal conduct within audio and video range to include:

  • Traffic stops (including, but not limited to, traffic violations, stranded motorist assistance and all crime interdiction stops)
  • Priority responses
  • Vehicle pursuits
  • Suspicious vehicles
  • Arrests
  • Vehicle searches
  • Physical or verbal confrontations or use of force
  • Pedestrian checks
  • Driving while under the influence (DUI) investigations, including field sobriety tests
  • Consensual encounters
  • Crimes in progress
  • Responding to an in-progress call
  • All self-initiated enforcement activity in which an officer would normally notify the Communication Center
  • Any call for service involving a crime where the recorder may aid in the apprehension and/or prosecution of a suspect, to include:
  • Domestic violence
  • Disturbance of the peace
  • Offenses involving violence or weapons
  • Any other contact that becomes adversarial after the initial contact, in a situation that would not otherwise require recording
  • Any other circumstance where the officer believes that a recording of an incident would be appropriate

Recently much attention has been focused on police budgets and the idea of reallocating police funding for other community services. Simultaneously, police agencies are expected to train for and respond to myriad complex social concerns, including mental/behavioral health, domestic violence, sexual abuse, substance abuse, and a growing homeless population. UPD officers have reinforced our ability to collaborate with local resources and professionally manage situations of this variety. UPD maintains open dialogue with community stakeholders to identify student-centered, community-oriented, and educational approaches to community challenges.

The UPD budget strategically prioritizes our Community Oriented Policing (C.O.P.) and related services, which are outlined in the final report of the President’s Task Force on 21st Century Policing. The current budget also supports emergency management efforts on campus, business continuity planning, and parking services (including lot maintenance and snow removal). Annual operational expenditures such as uniform equipment, accreditation and professional dues, policy and document management software, dispatch services, radio equipment, vehicles, and body worn cameras and related storage are also detailed within the budget.

Along with providing services aligned with best practices, the department also collaborates with stakeholders across campus to provide safety education, training, and social programs that support our mission.

As is common within most law enforcement agencies, personnel costs are among the most substantial investments. Budgeted funds are also utilized to train and equip our professional staff to meet the needs of our growing community.

The UPD is seeking dual accreditation through the National Association of Campus Safety Administrators (NACSA) and the International Association of Campus Law Enforcement Administrators (IACLEA).

NACSA accreditation consists of four areas: training, personnel, operations, and compliance.

  • The training component ensures that best practices for a campus police department regarding training of internal staff and institutional staff are being followed.
  • The personnel section focuses on hiring and recruiting practices. This section will cover Field Training Officer (FTO) programs, new employee orientation, and employee discipline policies. The UPD will be required to maintain evidence of compliance with the best practices regarding national training standards.
  • The operations section focuses on the general operations of the agency. It will cover investigations, patrol, and police equipment.
  • The compliance section will cover specific national compliance standards that the institution must meet. The UPD will be required to prove compliance with these national standards.
  • Learn more about NACSA Accreditation at https://mynacsa.com/accreditation

IACLEA accreditation is widely considered the “gold standard” for campus police agencies. Reaching this level of accreditation signals an ongoing commitment to excellence in all aspects of operations. This accreditation process was designed specifically by and for campus police professionals for the purpose of improving and demonstrating performance, accountability, responsibility, competency, and professionalism.

This comprehensive accreditation process will consist of an initial analysis of existing policies and practices; revision and alignment with national standards; on-site assessments; and review of existing policies and operational practices. Compliance will be reviewed by assessors prior to accreditation.

Following initial accreditation from both accrediting bodies, the UPD will be subject to re-accreditation every three years. The UPD strives to be the first police agency in the state of Montana to achieve accreditation. Learn more about IACLEA Accreditation at https://www.iaclea.org/accreditation.

Montana State University Police employees always work to provide the highest level of customer service and professionalism. Members shall conduct themselves, whether on- or off-duty, in accordance with the U.S. and Montana constitutions and all applicable laws, ordinances, and rules enacted or established. Officers are expected to fairly and impartially protect the rights of all citizens and treat others with due respect and compassion.

UPD holds the highest standards for our staff members as representatives of Montana State University, law enforcement, and the community we serve. The department takes seriously all complaints regarding the service provided by UPD and the conduct of its members. The department will accept and address all complaints of misconduct in accordance with policy and applicable federal, state, and local law and municipal and county rules and the requirements of any collective bargaining agreements. It is also the policy of this department to ensure that the community can report misconduct without concern for reprisal or retaliation.

All feedback, whether positive and negative, regarding the conduct of our employees is welcome. To submit a comment or complaint, or to learn more about the administrative investigation process, please email [email protected].

All complaints are reviewed by police administration and thoroughly investigated to ensure standards of conduct are being met.

  • Personnel complaints include any allegation of misconduct or improper job performance that, if true, would constitute a violation of department policy or federal, state, or local law, policy, or rule. Personnel complaints may be generated internally or by the public.
  • Inquiries about conduct or performance that, if true, would not violate department policy or federal, state, or local law, policy, or rule may be handled informally by a supervisor and shall not be considered a personnel complaint. Such inquiries generally include clarification regarding policy, procedures, or the response to specific incidents by the department.

Causes for discipline may include:

  • violations of law or policy
  • unethical behavior
  • discrimination
  • improper relationships
  • unauthorized disclosure or use of information
  • neglect of duty
  • falsification
  • unsafe work practices.

Early intervention, remedial training, educational opportunities, and comprehension of policy and procedure are frequently addressed by supervisors to mitigate these factors.

An internal investigation consists of reviewing all available evidence such as complainant statements, witness statements, body-worn camera footage, surveillance video, GPS location information, or other items to ensure an accurate resolution is reached.

The chief of police or the authorized designee shall notify the Montana POST Council whenever any officer resigns or is terminated because of any disciplinary action. The notification shall be made within 10 days of the resignation or termination (§ 7-32-303, MCA).


Cultural Competency

Montana State University Police Department employees are required to complete training courses on diversity and equity, anti-bias, and other cultural awareness issues designed to equip officers with the skills to better engage with our minority student community.

The UPD partners with student government, organizations, and university stakeholders across campus to participate in individual and group discussions, open forums, Coffee with a Cop events, and informational presentations to address topics of community concern.

While such efforts are ongoing, it is recognized that there is much work to be done. All opportunities to forge lasting relationships with community members, minority, or marginalized groups are welcome.

Everyone plays an important role in community policing. Research has shown that community-oriented policing reduces crime and increases positive citizen interactions, officer safety, and community support. C.O.P. is a proactive and collaborative problem-solving model which combines preventive and investigative methods. The C.O.P. philosophy emphasizes a guardian mindset. Officers and community members work collectively to “protect the castle” and resolve community safety and social concerns.

UPD has adopted a community-oriented policing model as outlined in the President’s Task Force on 21st Century Policing final report. We participate in programs and initiatives to incorporate community-oriented policing concepts within the MSU community, including but not limited to:

  • Adopt-A-Cop
  • community service projects
  • Coffee with a Cop
  • LGBTQ Safe Zone
  • National Night Out
  • self-defense and safety
  • Take Back the Night
  • MSU Catapalooza

We work with MSU Residence Life and entities within the Strand Union to better engage and serve our students. Our primary objective is to increase positive interactions, reduce the fear of crime, and maintain a safe campus on which to live and learn.

The Montana State University Police Department strategically recruits and hires personnel dedicated to MSU and serving others. UPD seeks to improve campus safety while improving the quality of life of all, and we welcome suggestions on how we can better serve. Please contact us at [email protected].

OVERVIEW

Use of force by law enforcement personnel is a matter of critical concern, both to the public and to the law enforcement community.

Officers are involved in numerous and varied interactions and, when warranted, may use the minimal reasonable force necessary in carrying out their duties. Officers must understand and appreciate their authority and limitations. This is especially true with respect to overcoming resistance while engaged in the performance of law enforcement duties. UPD recognizes and respects the sanctity of human life and dignity without prejudice, as outlined in the final report of the President’s Task Force on 21st Century Policing.


DE-ESCALATION

UPD practices de-escalation tactics and tries to prevent negative interactions and outcomes. With every interaction, the well-being of those involved is of the utmost importance.

De-escalation procedures are a foundational aspect of UPD’s use of force policy and, as such, are interwoven into officer training scenarios. We strive for all of MSU officers to be certified in crisis intervention team (CIT) training, through CIT Montana. Officers are encouraged to employ de-escalation strategies and techniques to decrease the intensity of a situation, improve decision-making, improve communication, reduce the need for force, and increase voluntary compliance (e.g., summoning additional resources, formulating a plan, attempting verbal persuasion).


TACTICS + TRANSITIONS

UPD seeks to use the least amount of force necessary to ensure the safety of all involved in a situation. While there is no way to specify the exact amount or type of reasonable force to be applied in any situation, every member of this department is expected to use these guidelines to make such decisions in a professional, impartial, and reasonable manner.

Officers are trained to make decisions about use of force based on the level of threat presented, and our defensive tactics and firearms training include transitional responses along a continuum of force, based on the threat presented. Officers will receive periodic training on the use of force policy and demonstrate their knowledge and understanding regarding vulnerable populations, including but not limited to children, elderly, pregnant
persons, and individuals with physical, mental or intellectual disabilities, and de-escalation tactics, including alternatives to force.


USE OF FORCE REPORTING
Any use of force by a member of this department shall be documented promptly, completely, and accurately in an appropriate report, depending on the nature of the incident. The officer should articulate the factors perceived and why he/she believed the use of force was reasonable under the circumstances and make supervisor notification. To collect data for purposes of training, resource allocation, analysis, and related purposes, the department may require the completion of additional report forms, as specified in department policy, procedure, or law. (See the Report Preparation Policy for additional circumstances that may require documentation.)

UPD requires all uses of force and shows of force to be maintained and documented in yearly reporting. The deputy chief or patrol lieutenant should prepare a report on use of force incidents to be submitted to the chief of police. The report should not contain the names of officers, suspects, or case numbers but should include:

  • The identification of any trends in the use of force by members.
  • Training needs recommendations.
  • Equipment needs recommendations.
  • Policy revision recommendations.

This process allows the chief of police to review and document concerns with any needed or requested follow-up. Use of force items tracked include:

  • Use of force/show of force
  • Vehicle pursuits
  • Vehicle collisions involving university police-owned vehicles
  • Pepper spray, baton, or Taser deployments
  • Deadly force
  • Performance complaints
  • Civil rights complaints

OVERSIGHT – USE OF FORCE REVIEW BOARD

The Use of Force Review Board will be convened when the use of force by a member results in very serious injury or death to another person. The board will also investigate and review the circumstances surrounding every discharge of a firearm, whether the member was on- or off-duty, excluding training or recreational use. The chief of police may request the Use of Force Review Board to investigate the circumstances surrounding any use of force incident.

The Use of Force Review Board with should be staffed with five individuals from the following, as appropriate:

  • Representatives of each unit
  • Command staff representative from the involved member’s chain of command
  • Training manager
  • University executives and administrators
  • Non-administrative supervisor
  • A peer officer/department member
  • A law enforcement officer from an outside law enforcement agency, as appropriate
  • Department instructor for the type of weapon, device or technique used

The senior ranking command staff representative who is not in the same unit as the involved member will serve as chairperson.


AUTHORITY

The Use of Force Review Board is empowered to conduct an administrative review and inquiry into the circumstances of an incident. The board members may request further investigation, request reports be submitted for the board’s review, call persons to present information and request the involved member to appear. The involved member will be notified of the meeting of the board and may choose to have a representative through all phases of the review process. The board does not have the authority to recommend discipline.

The chief of police will determine whether the board should delay its review until after completion of any criminal investigation, review by any prosecutorial body, filing of criminal charges, the decision not to file criminal charges or any other action. The board should be provided all relevant available material from these proceedings for its consideration. Absent an express waiver from the involved member, no more than two designated board members may ask questions of the involved member. Other board members may provide questions to the designated board members.

The review shall be based upon those facts which were reasonably believed or known by the officer at the time of the incident, applying any legal requirements, department policies, procedures, and approved training to those facts. Facts later discovered but unknown to the involved member at the time shall neither justify nor call into question a member’s decision regarding the use of force.

Any questioning of the involved member conducted by the board will be in accordance with Montana State University Police Department disciplinary procedures, the Personnel Complaints Policy, the current collective bargaining agreement and any applicable state or federal law.

The board shall make one of the following recommendations:

  • The member’s actions were within department policy and procedure.
  • The member’s actions were in violation of department policy and procedure.

A recommended finding requires a majority vote of the board. The board may also recommend additional investigations or reviews, such as disciplinary investigations, training reviews to consider whether training should be developed or revised, and policy reviews, as may be appropriate. The board chairperson will submit the written recommendation to the chief of police.

The chief of police shall review the recommendation, make a final determination as to whether the member’s actions were within policy and procedure, and determine whether any additional actions, investigations or reviews are appropriate. If the chief of police concludes that discipline should be considered, a disciplinary process will be initiated.

At the conclusion of any additional reviews, copies of all relevant reports and information will be filed with the chief of police.


GALLATIN COUNTY CRISIS INTERVENTION TEAM

The Gallatin County Crisis Intervention Team is an innovative, police-based first responder program based on what has become nationally known as the “Memphis Model” of pre-arrest jail diversion for those in a mental illness crisis. This program provides law enforcement-based crisis intervention training for helping those individuals with mental illness. Involvement in CIT is based in the patrol division of the department. In addition, CIT works in partnership with those in mental health care to provide a system of services that is friendly to the individuals with mental illness, family members, and the police officers. Currently, Montana State has 15 sworn CIT officers.

The Montana State University Police Department’s mission statement highlights our commitment to ethical conduct. It is through our personal and professional ethics that legitimacy and trust is formed within the community. UPD employees are carefully screened during the hiring process for all sworn and non-sworn employees to ensure we are recruiting properly. All police employees undergo thorough background checks and approval prior to employment.

The UPD recognizes that diversity within the department is beneficial to the growth of each member. A diverse workforce offers differing perspectives, skills, and experience from which we can all benefit. We seek to recruit a highly qualified and diverse applicant pool of law enforcement candidates that reflects our campus community. We continue to seek applicants who share our vision, mission, and commitment to professional community-oriented policing. UPD officers are expected to build strong stakeholder and community relationships while maintaining a safe campus environment.

UPD has high standards and will hire only individuals who demonstrate a commitment to service and who possess the traits and characteristics that reflect personal integrity and high ethical standards. The department shall actively strive to identify a diverse group of candidates that have in some manner distinguished themselves as being outstanding prospects. Minimally, the department should employ a comprehensive screening, background investigation, and selection process that assesses cognitive and physical abilities.


OFFICER HIRING REQUIREMENTS
The Montana Public Safety Officer Standards and Training (POST) Council sets the minimum standards for the recruitment of police officers, while local departments may set additional standards — over and above the POST standards. For instance, some police departments may require that candidates have college credit in law enforcement or criminal justice. According to the Montana minimum standards for police officers (7-32-303, MCA), the following requirements are mandatory:

  • United States citizenship.
  • At least 18 years of age.
  • Must be fingerprinted and subject to a background check to disclose any criminal records.
  • May not have been convicted of a crime for which he or she could have been imprisoned in a federal or state penitentiary.
  • Must be of good moral character, as determined by a thorough background investigation which includes a driving history report, a personal history investigation, and a criminal history check.
  • Must be a high school graduate or have passed the general education development test and have been issued an equivalency certificate by the superintendent of public instruction, an appropriate issuing agency, another state, or the federal government.
  • Must meet any additional qualifications established by the POST Council.

In addition, Montana law requires that individuals seeking employment as peace officers have a medical exam conducted by a licensed physician appointed by the employing agency.

During the application process, the candidates have to pass a number of examinations physical, medical, and academic examinations. These include:

  • Assessment of overall physical health by a licensed medical officer.
  • A test for physical abilities as instructed and administered under the Montana Law Enforcement Testing Consortium (MTLETC).
  • A written examination administered by the Montana Law Enforcement Testing Consortium (MTLETC). The test includes reading comprehension, arithmetic, grammar, and writing.

Candidates successful in meeting the requirements are enrolled in the Montana Law Enforcement Training Academy to complete the Montana POST training program.


MONTANA STATE UNIVERSITY POLICE SELECTION PROCESS
The Department will provide veteran preference points as required (§ 39-29-101, MCA, et seq.; ARM 2.21.3615).

  • Application review and hiring committee approval
  • Oral Interview
  • Final Interview
  • Conditional Offer
  • Background Investigation (POBITS)
  • Psychological Assessment
  • Medical Assessment
  • Drug Screen
  • Final Selection Offer

CRISIS INTERVENTION TRAINING

Montana State University currently has 15 police officers certified through the Montana Crisis Intervention Team (CIT) training program. CIT is a community partnership of law enforcement, mental health and substance use disorder professionals, individuals who live with mental illness and/or substance use disorders, their families, and other advocates. This innovative first-responder model of police-based crisis intervention training is designed to help persons with mental disorders and/or substance use disorders access medical treatment rather than place them in the criminal justice system due to illness related behaviors. It also promotes officer safety and the safety of the individual in crisis.


MONTANA STATE UNIVERSITY HEALTH PARTNERS
Following an integrated, collaborative model, University Health Partners (UHP) unites the components of the health and well-being for MSU students including prevention, health promotion, public health, medical services, dental services, counseling, and psychological services.

UHP Medical Services promotes and restores the health of eligible students and their spouses at a reasonable cost. Medical Services serves currently enrolled students at MSU and Gallatin College even if they do not have MSU student insurance. The university health fee, charged each semester, covers the costs of visits with doctors and nurses by appointment or through the walk-in clinic. There are no co-pays to see a doctor or nurse at UHP. The health fee allows students to use these other services at UHP Medical Services with additional costs:

  • Pharmacy
  • Laboratory
  • X-ray
  • Immunizations

UHP Dental Services provides preventive and emergency care to urgent dental needs.

Counseling and Psychological Services (CPS) promotes the academic success and personal well-being of MSU students by providing the most appropriate, inclusive, and effective mental health care services available. CPS provides a variety of clinical services within a short-term counseling model that is focused on helping students effectively manage immediate concerns and achieve specific desired changes or goals.

All students are welcome to be seen at CPS for an initial intake assessment where they can discuss their concerns and receive information and recommendations for available treatment. At the intake appointment, and sometimes during treatment, it may be determined that the needs of a student are outside the CPS scope of practice or that a student does not meet the service eligibility requirements. (Contact CPS for details on eligibility criteria.) When services other than those provided by CPS are recommended by CPS staff, or elected by a student, an attempt will be made to provide appropriate referral resources and guidance to aid students in the process of accessing those services.

CPS will remain available to all MSU students for crisis intervention, emergency services, and/or assistance accessing off-campus mental health resources, regardless of whether a student has been referred to off-campus services. CPS can also provide consultation services to students, faculty, staff, and parents to aid in situations involving a mental health concern.

CPS offers the following mental health services to eligible MSU students:

  • Group counseling and workshops
  • Short-term individual counseling
  • Short-term couples/relationship counseling
  • Crisis intervention
  • Online self-help resources (Available to all MSU students)
  • Educational presentations on topics related to mental health

www.montana.edu/health

OVERVIEW

The Montana State University Police Department invests in training to equip our officers with the skills to successfully serve our community. Our officers receive best practices and nationally recognized training programs which strengthen our ability to maintain a safe campus.

All Montana officers are required to meet Montana POST (Peace Officers Standards and Training) requirements to attain initial certification. In addition, officer must meet continuing education requirements to maintain their law enforcement certification.

UPD officers receive training that includes Montana legal updates, implicit bias, defensive tactics, firearms qualification, DUI investigations, active shooter response, radiological response, critical incident response, mental health (community and personal), equipment recertifications, and de-escalation, which is a foundational component of defensive tactics, firearms, and other topics that may involving uses of force.

Fifteen UPD officers are certified in Crisis Intervention Team (CIT) training, exceeding the national standard of 20%.


NEW HIRES

New officers with no lateral law experience must successfully complete a 12-week basic police academy and successfully pass the Montana P.O.S.T. examination.

Upon graduation from Montana Law Enforcement Academy (MLEA), recruits must successfully pass a four-phase field training officer (FTO) program. During FTO, they are paired with experienced officers with specialized training in orienting, training and evaluating recruits.

Officers who successfully complete the required field training officer program are assigned to the Patrol Division. The initial recruitment, academy, and FTO training period lasts nine to 12 months. All officers are subject to a one-year probationary period.

The Montana State University Police Department invests in the physical and mental wellness of our staff. We believe that healthy officers are better equipped to provide quality services to our community. Many resources are available to maintain a healthy workforce and provide balanced mental health support for first responders who are regularly exposed to intense levels of stress and traumatic incidents.


POLICE PSYCHOLOGIST

Monitoring members’ fitness for duty is essential for the safety and welfare of the members of the Department and the community. The Montana State University Police Department strives to provide a safe and productive work environment and ensure that all members of this department can safely and effectively perform the essential functions of their jobs. Montana State University Police Department utilizes an independent Psychologist who for departmental recruitment evaluations to determine if the applicant has any potentially concerning mental health issues that could cause harm to the community we serve.

Under limited circumstances, the Department may require a professional evaluation of a member’s physical and/or mental capabilities to determine his/her ability to perform essential functions. Fitness-for-duty evaluations may be ordered whenever circumstances reasonably indicate that a member is unfit for duty or following a traumatic incident. A licensed psychotherapist shall be provided by the Department to each involved UPD officer. A licensed psychotherapist may also be provided to any other affected UPD members, upon request.


CHAPLAIN

UPD also utilizes the chaplain program in collaboration with the Gallatin County Sheriff’s Office for peer support. The chaplains serve the sheriff’s office by providing a source of strength and compassion to those who protect and serve Gallatin County in law enforcement, their families, other members of the department, the broader first responder community, and the citizens of Gallatin County.

Chaplains work and ride with the patrol deputies, jail staff, dispatchers, and other law enforcement agencies in our county and in other counties as needed in times of crisis. Chaplains are on call 24/7 to counsel officers and family, visit sick or hospitalized agency personnel, provide victim assistance, assist in suicide incidents, respond to
homelessness, make death notification, and to serve as liaisons for other clergy in the community.


STRESS AND TACTICAL DEBRIEFINGS

Following a traumatic incident, UPD conducts both a critical incident stress debriefing and a tactical debriefing. A critical incident stress debriefing should occur as soon as practicable. The sole purpose of the debriefing is to help mitigate the stress-related effects of a trauma. The debriefing is not part of any investigative process. Attendance at the debriefing shall only include those members of the department directly involved in the incident, which can include support personnel (e.g., communication safety officers, nonsworn personnel). Family or other support personnel may attend with the concurrence of those involved in the incident. The debriefing shall be closed to the public and should be closed to all other members of the dep, including supervisory and management personnel. Tactical debriefings take place to identify any training or areas of policy that need improvement.


RETURN TO DUTY PROTOCOL
UPD officers involved in traumatic incidents may be required to complete a fitness-for-duty examination under the care of a licensed psychologist prior to returning to active duty. Officers often respond to calls involving intense levels of stress which may result in trauma. The return to duty protocol assists officers in mitigating a trauma response so they can return to work safely. UPD offers professional/peer support so officers are mentally prepared for reinstatement.


PHYSICAL FITNESS
Police Officers are required to undergo a medical examination and successfully pass a physical abilities test administered by the Montana Law Enforcement Testing Consortium (MTLETC) prior to employment. Officers are encouraged to engage in physical fitness activities in preparation for the demands of their position. Physical fitness also aids in maintaining balanced mental health.