Certificate for
Public Schools

Certificate for
Law Enforcement

Certificate of Corrections

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The Institute offers three Certificate of Integrity Programs;

• Certificate of Integrity for Public Schools,
• Certificate of Integrity for Law Enforcement Agencies,
• Certificate of Integrity for Corrections Facilities.

Requirements and Fees

Overview
The National Institute of Ethics is America’s largest provider of law enforcement ethics training and training tools. The Institute is a United States Congressional Award Winning, nonprofit, 501(c)(3) organization. It was established in 1991.

The Institute’s Certificate of Integrity was developed as a means to encourage and assist agencies to take preventative anti-corruption measures and publicly recognize those who do. The certificate confirms that the leadership of an organization has taken substantial steps to prevent employee misconduct.

Certificate Requirements
Only two major requirements must be met in order to receive the Certificate:

The certificate lasts for three years, after which time it is renewed in the same manner it last attained. The term “formal leader” refers to assistant principal, principal, associate superintends up to superintendent. The certification fee is dependent upon the size of your organization or district.

Personnel Recruitment

•  Recruitment brochures that emphasize integrity are used.
•  Recruitment is not limited to your geographic area.
•  Teachers have been asked to assist in recruiting quality applicants whenever possible.
•  A written recruitment plan has been developed.
•  Recruitment booths at local events are held at least twice per year.
•  Incentives are offered to employees who recruit applicants who are hired.
•  A strong recruitment section exists on your website.
•  A leader is assigned direct responsibility for recruitment.
•  A leader is assigned direct responsibility for recruitment; giving quarterly status reports.

Hiring

• ALL applicants for any employment position, including volunteers will have their fingerprints checked for a criminal history. 
• The last three employments must be verified. (Use part-time position, if applicant has not had three fulltime jobs).
• Three “character references” are contacted and statements obtained.
• When character references are contacted, each one is asked to give another character reference. These three individuals are also contacted and interviewed.
• A standardized form is used to require applicant to provide information that will facilitate background investigation.
• The standardized form includes a statement that giving incomplete information can result in termination and intentionally giving false information most likely WILL result in termination.
• The social security numbers of applicants must be verified.
• Teacher license and diploma information and will be verified.
•  Applicants should be required to give a written explanation regarding any gaps in employment or reasons for movement between schools or districts.
•  Any employment offers should include a probationary period.
•  If collective bargaining agreements prohibit screening of current employees, efforts will be taken to change these restrictions.

Employee Praise and Recognition

• Agency website has a section for citizens to file a compliment for an employee.
• Ensure that citizen compliments are tracked and summarized in reports.
• Employees are often commended for good work in front of other workers.
• It is common for employees to receive “positive” e-mails from leaders.
• Employees receive copies of citizens’ letters of praise.
• Leaders have received training on why and how to recognize employees.
• Agency has functions for employees, at which employees are recognized and praised.
• Organization has good career-development programs for all employees.

Integrity-Related Written Policies
Note: The words “policy or policies” refers to written policy or policies.

•  Have policies that protect “whistleblowers.”
•  Have policies that specifically regulate use of the internet.
•  Have policies that require employees to report violations of policies by co-workers.
•  Have policies that prohibit accessing internet porn websites.
•  Have policies that prohibit discrimination and sexism.
•  Have policies that control off-duty behavior.
•  Have policies that specifically relate to truthfulness of personnel.
•  Have policies prohibiting educator sexual misconduct and inappropriate educator-student relationships, including consensual relationships between staff and students.
•  Prohibited conduct should be described in the policy so there is no ambiguity about the types of unacceptable actions.
• Have policies that include descriptions of educationally appropriate touching.
• Have limitations on closed-door and after-hours activities with only one student.
• Have policies that address investigatory rights without formal complaint.
• Required reports of any criminal investigation or conviction during period of employment.
• Have policies that require at least one male and one female, be chaperones for off-site trips.
• Have policies that mandate there be deadlines for reporting allegations against workers, with the option for waiving the time limit.
• Publish a policy that prohibits sex discrimination and grievance procedures, and affords prompt and equitable resolution of sex discrimination complaints.
• Policy should require that sexual misconduct allegations be reported to both child protection agencies and law enforcement.

Leadership

• Administrators quickly address any obvious ethical problems that develop.
• All administrators role-model high levels of integrity.
• Top administrators discipline other leaders the same as non-supervisors.
• Open recognition and praise for acts of integrity is awarded.
• The perception that the administration “plays favoritism” is absent or minor.
• The overall leadership-style of the agency is people-oriented.
• Line supervisors fairly/consistently hold officers accountable for small policy violations.
• Transfers, promotion and specific assignments are made on the basis of merit.
• Performance evaluations highlight integrity.

Accountability for Sexual Misconduct

• Never allow someone to resign who should be fired for misconduct.
• A case coordinator is assigned to supervise all matters related to incidents of educator sexual misconduct.
• The case coordinator is outside of district control but with regulatory authority within the district.
• There are two employees to whom all school personnel must report any rumor, allegation, or suspicion related to employee misconduct. It is the responsibility of these employees to coordinate their efforts to identify any patterns of behavior.
• School receiving Federal financial assistance must designate at least one employee to coordinate Title IX obligations.
• Document all allegations and outcomes of misconduct investigations in employee personnel file.
• Never discard molestation investigation findings.
• All allegations of sexual misconduct are immediately reported to both child protection and law enforcement agencies.
• Consult police immediately and build relationships for shared investigation.
• Regional investigators who can quickly respond to allegations are trained.
• Investigations are completed within 48 hours.
• Investigation reports are disclosed to school authorities, parents and students.
• Notification responsibilities for when an allegation occurs are communicated and trained.
• Investigations are not terminated because the concerned employee resigns.
• Upon completion, the investigation report should be permanently stored and copies forwarded to criminal justice authorities, and with state licensing entities.

Training

• More than 50% of leaders have received formal ethics training.
• School has conducted at least 1 hour of agency-wide ethics training for ALL personnel
• Training is customized for the specific assignment of those being instructed.
• Training is customized by leader and non-leader.
• Instruction includes what to do when various types of abuse occurs.
• Training includes the employees’ responsibility to report misconduct or abuse.
• Instruction is given to students regarding both teacher and student behavior that is prohibited and what they should do if it occurs.
• Instruction to students should include facts and warning signs:
• Educator sexual predators are often well liked and considered excellent teachers.
• Special education students are often targets of sexual predators.
• Adults having access to students before or after school have a higher frequency of committing sexual misconduct.
• Physical signs of sexual abuse include difficulty walking or sitting, torn clothing, stained or bloodied underwear and pain or itching in the genital area.
• Behavior indicators in students might include age inappropriate sexual behavior, late arrivals to class, changes in personality, and increased time at school with one adult.
• Rumors are an important source of information on educator sexual misconduct.
• Behaviors of adults who molest include close personal relationships with students, time alone with students, time before or after school with students, time in private spaces with students, flirtatious behavior with students, and off-color remarks in class.
• Employee ethics training should focus on misconduct other than sexual, to include but not be limited to employee theft.

Source: Some of the certificate requirements originated from the Institute of Education Sciences (IES), the U.S. Department of Education.

Requirements and Fees

Overview
The National Institute of Ethics is America’s largest provider of law enforcement ethics training and training tools. The Institute is a United States Congressional Award Winning, nonprofit, 501(c)(3) organization. It was established in 1991.

The Institute’s Certificate of Excellence in Integrity was developed as a means to encourage and assist agencies to take preventative anti-corruption measures and publicly recognize those who do. The certificate confirms that the leadership of a law enforcement or corrections organization has taken substantial steps to prevent employee misconduct.

Certificate Requirements
Two major requirements must be met in order to receive the Certificate:

The certification lasts for three years, after which time it is renewed in the same manner it last attained. For clarification, the term “formal leaders” refers to personnel having the rank of field training officer up to the chief administrator. The certification fee is dependent upon the size of your organization.

Recruitment

• Recruitment brochures that emphasize integrity are used.
• Recruitment is not limited to your geographic area.
• Officers have been asked to assist in recruiting quality applicants whenever possible.
• A written recruitment plan has been developed.
• Recruitment booths at local events are held at least twice per year.
• Incentives are offered to employees who recruit applicants who are hired.
• Have a strong recruitment section on your website.
• A leader is assigned direct responsibility for recruitment.
• A leader is assigned direct responsibility for recruitment; giving quarterly status reports.
• Starting salary is as high as the majority of the agencies in your county.

Hiring

• Background investigators have completed a background investigation seminar.
• Background investigators held accountable for the quality of their background
• investigations.
• Written and oral psychological examination conducted by an individual with a
• doctorate degree.
• Stressful, realistic integrity related dilemma questions are part of an applicant's interview.
• The Field Training Program is considered part of the hiring process by administrators.
• Polygraph examination is conducted by qualified examiner.
• Pre-employment drug examination is conducted.
• Physical fitness test is conducted.
• Minimum age for hiring is 21 years of age.

FTO Program

• The department has a formal FTO program with a length of at least 10 weeks.
• A jail or prison FTO program is at least eight weeks in length.
• Program has goals that are assessed and/or revised each year.
• FTOs have given a presentation to administrators to explain program benefits and needs.
• Trainees cycle through either 3 or 4 FTOs.
• All FTOs receive 40 hours of formal FTO training.
• Compensation includes min. 5% salary raise/bonus; comp time if money not possible.
• FTOs have a meeting at least each quarter.
• FTO selection procedures consists of more than submitting a memo for consideration
• FTOs are terminated as FTO for a pattern of violations of policies.
• It is mandatory for FTOs to teach the topic of ethics and corruption.
• FTOs are given preference to attend patrol-related seminars.
• Citizen and Internal Complaints
• At least four different ways to file complaints is maintained: agency website
• Every allegation of misconduct, regardless of the level of seriousness, must be
• immediately recorded and documented within a centralized complaint system.
• All types of complaints must be accepted.
• Patrol officers carry complaint forms for civilians and must take a complaint.
• Complaints are tracked and assessed, then used for organizational improvements.
• All administrators have attended internal executive ethics training.
• Training for supervisors should be customized and presented from the top, down.
• Training is “research based” and interactive rather than philosophical or theory.

Use of Force
Note: The words “policy or policies” refer to written policy or policies.

• Policies on non-lethal force are developed and implemented.
• Will conduct an internal investigation against any employee who fails to inform a citizen how to file a complaint.
• Will begin internal investigations of employees who attempt to discourage someone from filing a complaint.
• Agency will discipline an employee who refuses to accept a complaint from a citizen.
• Minor complaints should be investigated by field supervisors in a simplified report format.
• The administrator of the IA chain of command should be notified immediately whenever a serious complaint has been filed against any employee.
• Written policy requires complaints be investigated and completed within 90 days.
• Complaint procedures are publicized with pamphlets, posters, billboards or brochures.
• Complaint procedures are publicized via website or broadcast media.

Employee Praise and Recognition

• Agency website has a section for citizens to file a compliment for an employee.
• Ensure that citizen compliments are tracked and summarized in reports.
• Employees are often commended for good work in front of other workers.
• It is common for employees to receive “positive” e-mails from leaders.
• Employees receive copies of citizens’ letters of praise.
• Leaders have received training on why and how to recognize employees.
• Agency has functions for employees, at which employees are recognized and praised.
• Organization has good career-development programs for all employees.
• Units, squads or divisions of the quarter or year award is bestowed.

Integrity-Related Written Policies
Note: The words “policy or policies” refers to written policy or policies.

• Have policies that protect “whistleblowers.”
• Have policies that specifically regulate use of the internet.
• Have policies that require employees to report violations of policies by co-workers.
• Have policies that forbid the voiding of a traffic ticket issued by another officer.
• Have policies that prohibit accessing internet porn websites.
• Have policies that prohibit discrimination and sexism.
• Have policies that control off-duty behavior.
• Have policies that control additional employment.
• Have policies that specify circumstances for accepting gratuities.
• Conducts formal training on policies for new employees (in addition of FTO instruction).
• Have policies that demand respectful leadership.
• Have policies that specifically relate to truthfulness of personnel.

Leadership

•  Administrators quickly address any obvious ethical problems that develop.
•  All administrators role-model high levels of integrity.
• Administrators have or will agree to have an ethics needs assessment conducted.
• FTOs believe they are supported by the administration.
• Leaders terminate recruits for continual, very low daily evaluations.
• Top administrators discipline other leaders the same as non-supervisors.
• Open recognition and praise for acts of integrity is awarded.
• The perception that the administration “plays favoritism” is absent or minor.
• Promotional exams include ethics-related study materials and test questions.
• The overall leadership-style of the agency is people-oriented.
• Line supervisors fairly/consistently hold officers accountable for small policy violation
• Leaders who “lead by fear” are held accountable for their actions and stopped.
• Transfers, promotion and specific assignments are made on the basis of merit.
• A 2-3 sentence Code of Integrity has been developed for your own organization.
• Performance interviews and evaluations highlight integrity.

Drug Units

• Clear, up-to-date unit SOP exists.
• Clear, current unit goals have been developed.
• Unit has a formal, written member selection process that is was approved by admin.
• Unit has a “span of control” less than seven personnel, per line supervisor.
• Unit is evaluated annually by an administrator outside of unit, who has unit experience.
• Members are evaluated at least annually.
• Members receive at least 40 hours of drug unit training annually.
• Members have received at least 2 hours of ethics in the last two years.
• An unannounced undercover fund audit is conducted by finance/budget dept annually.
• Undercover fund documents are randomly verified monthly.
• Command supervisors are rotated at least every five years.
• Line supervisors are rotated at least every four years.
• Members are rotated at least every four years.
• Random drug screening for ALL unit personnel at least twice per year.
• Drug evidence is randomly tested and weighed.
• A regular supervisory review of active investigations occurs.
• There is supervision at all operations involving suspect contact.
• Unannounced polygraph exams are given to ALL unit members at least every two years
• Supervisors review evidence and sign all evidence forms.
• Confidential informant contacts conducted with another officer for quality and control.
• Accountability/Discipline/Internal Affairs
• Progressive discipline, based upon written rules and regulations.
• JA function is administered by an administrator.
• Individuals who conduct IA investigations are formal leaders.
• Administrator is notified of every complaint against personnel, assigns the investigation.
• Supervisors conducting IA investigations receive a minimum of 40 hours formal IA training.
• Before giving discipline, the department provides employees and the union with a detailed statement of charges (if union exists).
• Procedures ensure that Garrity v. New Jersey protections are in place for employees anytime an employee may face criminal charges and is being asked to give a statement.
• Before giving discipline, the agency gives employees an opportunity to answer the charges.
• Before giving discipline, the agency gives employees a copy of the internal affairs report at least five days prior to meeting with employees.
• All steps taken during an IA investigation must be documented in final written report
• Ensure that leaders who commit misconduct receive discipline like anyone else.
• Agency must retain disciplinary records and IA investigations for a minimum period of time their state statues mandate.
• Never allow someone to resign who should be fired.
• Obtaining sworn statements from employees under investigation is mandatory.
• A policy requires employees report another employee’s serious policy violation.
• All use of force incidents are tracked and summarized in reports.
• All citizen complaints are tracked and summarized in reports.
• All resisting arrest with violence incidents are tracked and summarized in reports.
• Overtime use is tracked, per officer and written reports are developed.
• All interviews associated with the investigations of felonies are tape-recorded.

• Clear, up-to-date, thorough written policy for evidence room procedures is maintained.
• Audit the evidence room at least every two years.
• Conduct unannounced drug tests of personnel in the evidence room chain-of-command.
• Mandate that multiple approvals are necessary to purge evidence in any felony case.
• Require DNA evidence be permanently saved.
• Mandate evidence custodians receive quality training on proper evidence protocol.

• More than 50% of leaders have received formal ethics training.
• Agency has conducted at least 1 hour of agency-wide ethics training for ALL personnel
• Agency-wide ethics training conducted for sworn all personnel (at least 4 hours).
• Have had officer(s) formally trained as an ethics instructor.
• FTOs and other trainers include the ethical perspective of every topic they teach.
• Ethics training is referred to as “Career Survival” training.
• Training is customized for the specific assignment of those being instructed.
• Training is customized by leader and non-leader.
• Civilian personnel have received ethics training.