Racial or other biased-based policing is unethical, unlawful and unacceptable. It fosters community distrust of law enforcement and it will not be tolerated or condoned by any Police Department staff member. The Overland Park Police Department is committed to non-biased policing.

Officers and other Police Department staff are required to report any incidents of biased-based policing to their supervisors. Supervisors are responsible for maintaining awareness for actions, patterns or practices of possible discriminatory treatment, to include reviewing complaints and reports and analyzing traffic and pedestrian stop data.

Training

New officers receive initial biased-based policing training while attending the Police Academy, pre-academy training or post-academy departmental training.

All officers receive, at a minimum, annual training on issues related to racial or other biased-based policing. Training includes but is not limited to training relevant to racial or other biased-based policing.

The Police Department uses the nationally-recognized Fair and Impartial Policing training

Filing a Complaint

File a complaint or inquire about the complaint process in the following ways:

In Person
Visit the Myron E. Scafe Building, 8500 Antioch, or the Sanders Justice Center, 12400 Foster. Once inside the lobby, pick up the red phone and request to speak to a police supervisor.

Email
Send a message directly to the Professional Standards Unit at [email protected].

OPCares
Send a message directly to staff using the City’s online customer service center, OPCares.

Over the Phone
Contact the shift commander’s desk phone:

Contact dispatch at 913-895-6300 and request to speak to a police supervisor. Or, contact a specific police station:
W. Jack Sanders Justice Center (South station) – 913-327-6893, select option #3
Myron E. Scafe Building (North station) – 913-895-6293, select option #3

You may also contact the Professional Standards Unit directly at 913-327-6736.

Racial and bias-based policing complaints may also be made directly to the Office of the Attorney General. Visit the Attorney General’s website for more information.

Expect an acknowledgment of a compliment or complaint within three business days. Complainants are welcome to contact the Office of Professional Standards at any point to inquire about the status of an investigation.

Reporting + Resolution

The Office of Professional Standards thoroughly investigates all racial or other profiling or bias-based policing complaints and forwards completed investigations to the Chief of Police (or designee) for review and disciplinary follow-up.

The Independent Citizen Advisory Board for Racial Profiling and Non-Biased Policing advises and assists in policy development, education, community outreach and communications related to racial profiling and other non-biased policing efforts of the Overland Park Police Department and meets quarterly. Any complaint alleging biased-based policing by a member of the Overland Park Police Department is reviewed by the Board.  All meetings are open to the public. During meetings, the board may recess into executive session to hear details of each investigation. The board will return to open session to announce its findings.

The Office of Professional Standards compiles and maintains a report on such cases and their resolutions, which is submitted to the Kansas Attorney General’s Office annually. These reports are available on the attorney general’s website.

Related Policies

• SOC 0100 – Code of Ethics
• SOP 1170 Non-Biased Policing

The City of Overland Park is a destination for not only residents, but visitors, workers, students, and others. More than five million people visit our city every year, and more than 100,000 people commute into Overland Park every day from throughout and outside the metropolitan Kansas City area.

While the population demographics in the tables below are based on Census groups, Overland Park Police Department services are available to all who are in our city, no matter how long they stay.

The figures below are for 2023. Community and metropolitan demographic data is from the US Census Bureau American Community Survey, 2022.

2023 Arrests by Race

Race	Overland Park Population Total	Overland Park Population Percentage	OPPD Arrest Total	OPPD Arrest Percentage
White	151,170	76.4%	2,993	66.84%
Black or African American	9,773	4.9%	1,313	29.32%
American Indian and Alaska Native	271	0.1%	23	0.51%
Asian	18,980	9.6%	65	1.45%
Native Hawaiian and Other Pacific Islander	36	0%	–
Some Other Race	3,605	1.8%	–
Two or more Races	13,912	7.0%	–
Unknown	–	–	84	1.88%
Total	197,747	100.00%	4,478	100.0%

2023 Arrests by Sex

Sex	Overland Park Community Total	Community Percentage	OPPD Arrest Total	OPPD Arrest Percentage
Unknown	–	-%	3	0%
Male	98,139	49.6%	2,950	65.88%
Female	99,608	50.4%	1525	34.06%
Total	197,747	100.0%	4478	100.0%

2023 Arrests by Age

Age	Overland Park Population Total	Overland Park Population Percentage	OPPD Arrest Total	OPPD Arrest Percentage
Less than 20	45,550	23.00%	1103	24.63%
21-30	31,295	15.83%	1195	26.69%
31-40	28,938	14.63%	1115	24.90%
41-50	25, 195	12.74%	616	13.76%
51-60	23,854	12.10%	284	6.34%
61 and older	42,915	21.70%	155	3.46%
Total	197113	100.00%	4450	100.00%

Related Policies

• SOC 0100 – Code of Ethics
• SOP 1170 Non-Biased Policing

All 280 commissioned members are issued a body-worn camera and are required to wear the camera while in uniform. This includes officers working in patrol, community policing, school resource, traffic and emergency services.

Body camera and dash camera footage may be disclosed in accordance with Kansas state statute.

Department Use

Cameras can capture audio and video anytime the camera is powered on. The cameras are also capable of activating automatically when an officer’s patrol car’s lights and sirens are activated, decreasing the number of steps required for documentation in an emergency.

Video recordings are kept for various lengths of time depending on the classification of the recording. Equipment checks and day-to-day patrol operations are kept for 30 days. Video of incidents involving a response to resistance, complaints, arrests and other incidents are kept permanently.

The City Council authorized an expenditure of $2,250,000 in 2023 to purchase replacement body worn cameras and in-car cameras along with an accompanying data storage and maintenance plan that will last five years. The City plans to replace this equipment in 2028 and budgeted $3,000,000 for this as a CIP project.

Related Policies

• SOP 2160 – Audio and Video Recordings

The Overland Park Police Department’s budget is part of the City of Overland Park’s overall annual budget.

Police Department Budget

The department’s 2024 general fund budget is $52,506,089. This funding supports 24/7 patrol operations training, investigations, school resource officers, traffic safety, tactical operations, the professional standards office, administration and much more.

Overland Park Police Department’s funding also supports proactive services and programs such as community policing, school resource officers, crime-free multi-housing programs, victim support services and more.

The Overland Park Police Department and the City of Overland Park understand there are calls regarding diverting funds from police departments and reallocating them to non-policing forms of public safety.

Our department has recently increased training and partnerships in areas to assist with navigating complex social issues, including behavioral health, substance abuse, homelessness, veteran crisis intervention, youth outreach and more. The Department has allocated $100,000 specifically to crisis intervention, de-escalation, and trauma-informed care training in 2024.

Related Policies + Links

• SOP 1510 – Department Structure
• SOP 3270 – Special Service Account
• SOP 2200 – Performance Recognition
• SOP 1020 – Alternative Duty
• SOP 3240 – Property Seizures, Forfeitures and Drug Taxing
• City Budget – Direct link to Police Department Budget

The Overland Park Police Department first earned accreditation from the Commission on Accreditation for Law Enforcement Agencies in 2018 and has maintained compliance and accreditation each year after that. The department was recognized with re-accreditation in 2022.

What is CALEA?

CALEA serves as the “gold standard” for public safety accreditation. CALEA was created in 1979 as a credentialing authority through the joint efforts of law enforcement’s major executive associations:

• International Association of Chiefs of Police (IACP)
• National Organization of Black Law Enforcement Executives (NOBLE)
• National Sheriffs’ Association (NSA)
• Police Executive Research Forum (PERF)

The following information is from the CALEA website:

CALEA serves as the premier credentialing association for public safety agencies and provides accreditation services for law enforcement organizations, public safety communication centers,
public safety training academies, and campus security agencies. The standards are promulgated by a board of 21 commissioners, representing a full spectrum of public safety leadership. The assessment process includes extensive self-assessment, annual remote web-based assessments, and quadrennial site-based assessments. Additionally, candidate agencies are presented to the Commission for final consideration and credentialing.

Accreditation Process

CALEA Accreditation is a voluntary process and participating public safety agencies, by involvement, have demonstrated a commitment to professionalism. The program is intended to enhance organization service capacities and effectiveness, serve as a tool for policy decisions and management, promote transparency and community trust, and establish a platform for continuous review.

Each year the department renews its accreditation, we host CALEA assessors who verify compliance with accreditation standards. CALEA collects written comments regarding our services to the community.

CALEA Accreditation is the Gold Standard for Public Safety Agencies and represents a commitment to excellence.

Related Policies

• SOP 1290 – Training Procedures and Practices
• SOP 1510 – Department Structure

The Overland Park Police Department invites the community to be involved in policing and get to know our officers and staff.

There are a variety of ways for residents, visitors and others to engage with the department.

Community Police Academy

The Overland Park Community Police Academy program educates residents about the basics of the police profession. With this knowledge, residents can return to their neighborhoods and improve the relationship between the community and the police department.

OPPD On The Road

In 2021 and 2022, we hosted several in-person events across Overland Park for members of the community to learn more about specific units within the department.

Accreditation Meetings

Each year the department is renewing its accreditation, we host CALEA assessors who verify compliance with accreditation standards. During this visit, the assessors collect and review written comments regarding our services to the community.

Ride-Alongs

We invite anyone who is interested in learning more about the Overland Park Police Department and its operations to ride along with an officer.

Coffee with a Cop

The Community Policing division regularly invites neighborhoods and areas of the community to Coffee with a Cop events. These localized events build community relationships by providing neighbors an opportunity to ask questions specific to their ward and giving officers a chance to share important, neighborhood-focused safety information in a face-to-face format.

National Night Out

National Night Out is an annual community-building campaign that promotes positive community policing partnerships and neighborhood camaraderie. Overland Park police officers and other City staff meet with neighbors in multiple locations for conversation, meals, demonstrations, live music and more.

Explorer Program

The Explorer Program teaches life skills while promoting awareness of law enforcement operations and involvement in the community, to local high schoolers.

School Resource Officers

An extension of our community policing program, school resource officers build important relationships with Overland Park middle and high school students, ensuring a safe learning environment for everyone.

Police Station Tours

Tours include overviews of department operations and services and arrest and court procedures. Visitors may tour most areas of the station unless active investigations are taking place.

Request a Tour

Police Department Social Media

Followers can get regular updates about the work our officers are doing to make Overland Park a safer place to live, work, and play on the Overland Park Police Department social media accounts.

Crime Prevention Presentations

Anyone can request an Overland Park police officer for a presentation regarding safety and security in and around the home. These presentations are available to HOAs, neighborhood groups, businesses, social organizations and others.

Request a Presentation

Security Surveys

The department’s crime prevention unit can provide security surveys of individual homes and businesses, making recommendations to increase safety.

 

Annual Reports

Read the Department’s annual report and watch a message from the chief to learn more about the Overland Park officers who work to keep the City safe.

Annual Report

Boards, Commissions + Committees

Meetings for these resident-led groups that review and make recommendations for Police Department operations are open to the public.

• Civil Service Commission – reviews, approves and assists the police department in the promotions process.
• Independent Citizen Advisory Board for Racial Profiling and Non-Biased Policing – advises and assists in policy development, education and community outreach and communications related to racial profiling and other non-biased policing efforts.
• Mental Health Advisory Committee – The Mental Health Advisory Committee exists to advise the Public Safety Committee and City Council on issues of mental health in the community.
• Neighborhood Executive Committee – While not focused specifically on policing, the committee monitors the progress of the neighborhood conservation program, which involves much cooperation with the Police Department in order to fulfill its mission of building community and reducing crime.

Governing Body Meetings

While the Police Chief and all City staff report to the City Manager, the City Council sets legislative and policy priorities through its committee-based meeting system.

Public Safety Committee – The City Council Public Safety Committee oversees the policies and programs of the Police Department. Meetings are open to the public and are streamed live online, and generally include information briefings about ongoing operations, and action items regarding implementation steps of Police Department business.

City Council Meetings – All business from the City Council Public Safety Committee ultimately continues on to City Council meetings. Many items include public hearings, and the City Council meeting includes an open public comment period at the beginning of each meeting, where anyone who would like to speak to the Governing Body as a whole can do so.

See Agendas

Overland Park Police staff work to provide professional services and compassionate support to everyone we encounter. Staff are expected to manifest the City’s core values of integrity, service commitment, respect, stewardship, relationship building and pursuit of excellence in the work we do.

There are high expectations for all who work within the Overland Park Police Department, and we welcome your feedback. Please visit the Compliments + Complaints page to learn more about these processes.

Filing a Complaint

Filing a Complaint

The Overland Park Police Department formally investigates allegations and inquiries into police conduct to:

• Protect members of the community from misconduct by an employee.
• Protect the department and employees who conduct themselves appropriately.
• Identify policies and procedures that may need review or change.
• Find ways to improve the quality of our service to the community.

File a complaint or compliment, or inquire about the complaint/compliment process in the following ways:

In Person

Visit the Myron E. Scafe Building, 8500 Antioch, or the Sanders Justice Center, 12400 Foster. Once inside the lobby, pick up the red phone and request to speak to a police supervisor.

Email

Send a message directly to the Professional Standards Unit at [email protected].

OPCares

Send a message directly to staff using the City’s online customer service center, OPCares.

Over the Phone

Contact the shift commander’s desk phone:

Contact dispatch at 913-895-6300 and request to speak to a police supervisor. Or, contact a specific police station:

• W. Jack Sanders Justice Center (South station) – 913-327-6893, select option #3
• Myron E. Scafe Building (North station) – 913-895-6293, select option #3

You may also contact the Professional Standards Unit directly at 913-327-6736.

Expect an acknowledgment of a compliment or complaint within three business days. Complainants are welcome to contact the Office of Professional Standards at any point to inquire about the status of an investigation.

Racial and bias-based policing complaints may also be made directly to the Office of the Attorney General. Visit the Attorney General’s website for more information.

Investigation Process

The police department’s internal affairs unit will accept and thoroughly investigate all complaints of alleged misconduct, bias, or racial profiling.

1. A supervisor or detective will take an initial statement from the complainant and forward it to the internal affairs unit to follow up.
2. The involved employee and any other police department witnesses will be required to respond to the allegation.
3. The office of professional standards commander and the involved employee’s division commander will review the investigative results.
4. The Independent Citizen Advisory Board for Racial Profiling and Non-Biased Policing will review complaints of biased policing or racial profiling, and provide the police chief with its recommendation.
5. The chief or a designee will reach a final decision regarding the complaint disposition.
6. The final disposition will be communicated in writing to the complainant and the involved employee.

Ensuring a fair and impartial decision on any complaint often requires many steps, so we appreciate your patience and support during the complaint investigation and review process.

Related Policies

• SOP 2200 – Performance Recognition
• SOP 0270 – Supervisory Expectations and Responsibilities

The Overland Park Police Department partners with many local police departments to share crime data on the Community Crime Map.

Because Overland Park is a significant part of the Kansas City metropolitan area and Johnson County, it is beneficial to review crime data comprehensively across the region.

The Community Crime Map also connects law enforcement with the community to reduce crime and improve public safety.

Crime mapping helps members of the public get a better idea of the crime activity in their area so they can make more informed decisions about how to stay safe.

The Community Crime Map goes beyond crime mapping by automatically alerting the public about recent crime activity and by improving communication between the public and law enforcement through anonymous tips.

Community Crime Map empowers the public to make better decisions about crime by putting the same technology used by law enforcement to analyze and interpret crime activity into the hands of the public.

Community Crime Map

The Overland Park Police Department strives to learn about and be a part of the variety of groups within the community we serve and how we can better offer our services in a culturally appropriate way.

Community Partners

We continue to examine our own understanding of the community and learn from one another and our community partners. The department has strong relationships with a variety of community organizations focused on cultural advocacy, including:

• Johnson County NAACP
• Olathe NAACP
• Advocacy and Awareness Group of Johnson County,
• Jewish Community Relations Bureau|AJC,
• Shivaii Maharai Antarrashtriva Parivaar, 
• Autism Society The Heartland,
• Pakistan American Society of Greater Kansas City,
• Dialogue Institute of Kansas City, and others.

Many training programs available to members of the department involve lessons in cultural humility, including the department’s regular required anti-bias training, the City’s internal talent development program, external leadership programs and more.

Related Policies

• SOP 3315 – Annual Recruitment Plan and Analysis Report

The use of force in law enforcement is an issue of critical concern nationally, in the Overland Park community and among law enforcement. 

Whenever possible and appropriate, an Overland Park Police officer’s first step is to de-escalate a situation. If that is not possible, officers may use the degree of control or force reasonably necessary to ensure a safe outcome.

Our officers are required to report all use of force. These reports are analyzed at the department level as well as provided to the FBI for public reporting purposes on its Crime Data Explorer tool.

De-Escalation

De-escalation techniques can reduce the need for use of force and keep both members of the public and police officers from getting hurt in a confrontation.

De-escalation techniques may include:

• Providing a warning,
• Verbal persuasion and advice,
• Stabilizing a situation through time, distance or positioning,
• Requesting additional or specialized personnel to respond, and more.

Overland Park Police Department officers are trained on de-escalation techniques and philosophies through the Integrated Communications Assessment and Tactics training from the Police Executive Research Forum, at least annually. All officers received eight hours of Force Science training on de-escalation in 2022.

Oversight

In cases where an officer uses deadly force or discharges a weapon, the Chief of Police and members of the administration are immediately notified and a number of steps occur, including:

• In situations involving personal injuries or possible criminal charges, administration may determine the need to activate the Johnson County Officer Involved Critical Incident Investigative Team. 
• The Chief of Police convenes an internal board of review to aid in continuing evaluation of policy and procedure.

Critical incidents that involve police officers from a Johnson County law enforcement agency are investigated by the Johnson County Officer Involved Critical Incident Investigative Team. This group is made up of trained professional investigators from law enforcement agencies across Johnson County. While the Overland Park Police Department does have members that serve on the Officer Involved Shooting Investigation Team, those members do not participate in investigations that involve Overland Park officers.

Related Policies

• SOP 2330 – Response to Resistance
• SOP 1180 – Officer Involved Shooting Investigation
• Johnson County District Attorney Website: Officer Involved Critical Incident Investigative Team
• Officer Involved Critical Incident Investigative Team Protocol and Procedure Manual

The Overland Park Police Department values diversity and the perspectives diversity brings to the community and our operations. Our department strives to mirror the demographics of the community we serve. The information below provides a snapshot of our representation as compared to the Overland Park community. Information presented below includes Overland Park Police Department Data as of May 10, 2024.

Police Department By Race 

Race	Overland Park Population Total	Overland Park Population Percentage	OPPD Total	OPPD Percentage
White	151,170	76.0%	198	82.8%
Black or African American	9,773	4.9%	13	5.4%
Hispanic	–	–	16	6.7%
Asian	18,980	9.6%	5	2.1%
American Indian and Alaska Native	271	0.1%	2	0.8%
Some Other Race	3,605	1.82%	4	1.7%
Native Hawaiian and Other Pacific Islander	36	0%	1	0.4%
Two or more Races	13,912	7.0%	–
Total	197,747	100.0%	239	100.0%

Police Department by Sex

Sex	Overland Park Population Total	Overland Park Population Percentage	OPPD Total	OPPD Percentage
Male	98,139	49.6%	204	85.4%
Female	99,608	50.4%	35	14.6%
Total	197,747	100.0%	239	100.0%

Police Department by Age

Age	Overland Park Population Total	Overland Park Population Percentage	OPPD Total	OPPD Percentage
Less than 20	45,550	23.00%	0	0.0%
21-30	31,295	15.83%	75	31.38%
31-40	28,938	14.63%	73	30.54%
41-50	25,195	12.74%	50	20.92%
51-60	23,854	12.10%	39	16.31%
61 and older	42,916	21.70%	2	0.85%
Total	197,747	100.0%	239	100.0%

30x30 Campaign

The Overland Park Police Department has signed the 30×30 pledge.

Our ultimate goal is to increase the representation of women in police recruit classes to 30% by 2030 and to ensure police policies and culture intentionally support the success of qualified female officers throughout their careers.

The 30×30 pledge encourages agencies to report on their efforts to identify and address the obstacles that female officers face in recruitment and throughout their careers.

The 30×30 pledge is a flexible framework that encourages agencies to share their stumbling blocks while also celebrating their victories. A key goal of the progress reports is to help foster knowledge sharing throughout the 30×30 network and beyond. From these reports, participating agencies will share promising practices, learn from one another, and develop programs and initiatives to address barriers to women’s advancement.

Related Policies

• SOP 3315 – Annual Recruitment Plan and Analysis Report
• SOP 3310 – Personnel Hiring
• SOP 1300 – Career Board
• SOP 1170 – Non-Biased Policing

All Overland Park police officers agree to follow a code of ethics when they take their oath of honor. This code provides fundamental guidance for employees and the expectations of conduct and duty performance for all members of the Overland Park Police Department.

Code of Ethics

Our code of ethics reads:

“As a law enforcement officer, I will uphold the constitutional rights of all to liberty, equality and justice. My fundamental duty is to serve the community; to safeguard lives and property; to protect the innocent against deception, the weak against oppression or intimidation and the peaceful against violence or disorder.

I will remain calm in the face of danger, scorn or ridicule; exhibit self-restraint; and be constantly mindful of the welfare of others. Honest in thought and deed both in my personal and official life, I will be exemplary in obeying the law and the regulations of my Department to prevent bringing discredit to me or to my agency. Whatever I see or hear of a confidential nature or that is confided to me in my official capacity will be kept ever secret unless revelation is necessary in the performance of my duty.

I will never act officiously or permit personal feelings, prejudices, political beliefs, ambitions, animosities or friendships to influence my decisions. I will enforce the law without bias, fear or favor, malice or ill will; never employing unnecessary force or violence and never accepting improper gratuities.

My badge is a symbol of the public’s faith in me. I accept this as a public trust to be held so long as I am true to the ethics of police service. I will never engage in illegal acts, nor will I condone such acts by other police officers. I will cooperate fully with those in an official capacity in the pursuit of justice.

I am responsible for my own standard of professional performance and will enhance and improve my level of knowledge and competence. I will constantly strive to achieve these objectives and ideals, dedicating myself to my chosen profession… law enforcement.”

Additionally, ethics training is required for all department employees at least every two years.

Related Policies

• SOP 100 – Oath of Honor and Code of Ethics

The Overland Park Police Department’s diligent hiring process ensures our officers uphold City values of integrity, service commitment, respect, stewardship, relationship building and pursuit of excellence. In addition to the requirements and process below, we look for candidates with a heart for service, a drive to excel in an organization full of opportunities, and a desire to become part of something bigger than themselves – the Overland Park community.

Hiring Requirements

Minimum qualifications for candidacy for officer positions in the Police Department include:

• US citizenship
• 21 years or older
• Have a high school diploma or GED
• Pass a background check
• Live within 90 minutes of the Police Department
• Take and pass a physical agility test, written examination and interview

Additional elements can disqualify candidates from hire, which are considered on a case-by-case basis.

Selection Process

When candidates are considered for employment with our department, this is the typical hiring process:

1. Recruiter outreach
2. Application
3. Physical agility test
4. Polygraph exam
5. Criminal background check
6. Records check
7. Oral Board Interview with command staff
8. Meeting with the Police Chief
9. Pre-employment drug test
10. Pre-employment psychological and medical exam

To learn more about the department’s hiring process or apply for a position, visit the OPPD Careers page.

Related Policies

• SOP 3315 – Annual Recruitment Plan and Analysis Report
• SOP 3310 – Personnel Hiring
• SOP 1300 – Career Board
• SOP 1340 – Volunteer Program

Overland Park Police Department officers train annually on best practices for helping members of the public in crisis and strive to provide services that keep all people safe during interactions with people with mental illnesses.

Overland Park Crisis Action Team

On an average day, the Overland Park Police Department responds to at least seven calls for service per day involving mental health issues.

The Overland Park Crisis Action Team, OPCAT, provides mental health-related and trauma-informed support during these emergency calls.

The OPCAT includes specially-trained Crisis Intervention Team Specialists and mental health co-responders from Johnson County Mental Health. OPCAT also includes a K9 officer, Haven. Haven provides peer support to the Overland Park Police Department and the community, and responds to calls for service with OPCAT.

OPCAT Specialty Training areas include veteran crisis intervention, youth outreach and elderly outreach.

CIT Training

In addition to OPCAT members being available to respond to mental health calls as needed, we are striving to ensure as many officers as possible have the tools they need to assist anyone in a mental health crisis.

As of July 2024, more than 76 percent of the commissioned members of the Police Department have completed crisis intervention team training, a 40-hour course focused on improving communication, identifying mental health resources for those in crisis and ensuring officer and community safety. The Overland Park Police Department receives CIT training courses through the Johnson County Mental Health Department.

It is our hope to have all police officers CIT trained in the coming years.

Related Policies + Resources

• SOP 2090 – Care of Persons with Mental Illness and Individuals Incapacitated by Alcohol or Drugs
• SOP 3040 – Child Abuse Investigations
• National Suicide Prevention Lifeline (24-Hour Services: 988)
• National Alliance on Mental Illness – Crisis Intervention Team Programs

The Overland Park Police Department is committed to providing officers with the appropriate resources and support during their day-to-day operations, and especially following a critical, unusual, or extreme event. Caring for our staff in this way not only promotes safer policing but creates better working environments for our teams and assists with their return to routine functioning.

Employee Assistance Program

The City offers a voluntary Employee Assistance Program to help employees deal with personal problems that can affect job performance. Professional services are offered free of charge to encourage employees and their immediate family members to take advantage of this service.

Peer Support Program

The Peer Support Program offers assistance and support resources to any Police Department staff member, whether on or off duty, when personal or professional problems arise.

Peer support specialists provide emotional support to members who express a need for assistance during and after times of personal or professional crisis. They promote trust, allow appropriate anonymity and preserve confidentiality for persons using the Peer Support Program within the guidelines. The Peer Support Specialists provide guidelines or referrals to professional or alternative resources as appropriate. They check on the status of those injured on duty or ill and provide support when desired or needed.

Police Chaplains

Clergy members who are part of the Overland Park or Kansas City community can apply to become department chaplains and provide spiritual assistance to members of the department or the public who would like support.

Clergy members are required to successfully pass a background check and polygraph examination and are ultimately approved by the Chief of Police.

Department Psychologist

A department psychologist with expertise working with law enforcement officers provides oversight into the Police Department’s peer support program and serves on an internal advisory committee. The psychologist is also available to consult with team specialists on mental health issues and referrals if additional support is needed.

Physical Fitness

Law enforcement job functions require physical readiness. All Overland Park police officers are required to be capable of safely and effectively performing all duty assignments without undue risk to themselves, other officers and the members of the public.

In order to promote both job readiness and additional health benefits, officers are encouraged to be physically healthy.

Officers are required to complete a timed obstacle course located at the Johnson County Police Academy annually. The course has been validated by an independent firm specializing in employee surveys and testing and assessment systems.

Law Enforcement Mental Health and Awareness Grant

In 2022, the U.S. Department of Justice awarded the Overland Park Police Department a two-year grant for $162,028 designed to assist OPPD first responders.  The projects funded by this grant include individual wellness visits by a clinician, mental health counseling for members and training for members on topics on suicide prevention and resiliency. 

Related Policies

• SOP 1470 – Peer Support Program
• SOP 1060 – Chaplain Program
• SOP 1450 – Physical Fitness Program

The Police Department understands there are calls nationally for police and criminal justice reform. The information below includes the Overland Park Police Department’s response and alignment to individual reform recommendations.

Governor’s Commission on Racial Equity and Justice

Recommendation	Response
If law enforcement is utilized in school districts for any purpose, districts should create sustainable partnerships and formalize Memoranda of Understanding (MOUs) between school districts, law enforcement agencies, and stakeholders.	We have contracts with Blue Valley, Shawnee Mission, and Saint Thomas Aquinas.  The specifications of the relationship are already included in these agreements.
If law enforcement is used in schools, institutions should provide training to SROs, including but not limited to restorative justice, anti-racism, implicit bias training, and school-based strategies to support social and emotional health and de-escalation.	We collaborate with our school partners in the selection of SRO’s.  In addition, restorative justice, anti-bias, and de-escalation training are part of our mandatory training for all OPPD officers. SROs also receive training specific to their school assignment either through the National Association of School Resource Officers (NASRO) and/or the Kansas Law Enforcement Training Center (KLETC). SROs also participate in any training provided by the school districts specific to their assignments.
If law enforcement is used in schools, implement policies that restrict SROs from addressing student discipline or enforcing school rules.	OPPD SRO’s do not engage in discipline and are present to mentor students as well as conduct law enforcement activities within the school community.  It is one of the purest forms of community policing.
Support and finance the use of mobile crisis response models, including co-responder and virtual co-responder models to assist law enforcement in responding to behavioral health calls and stops.	The OPPD has been a pioneer in the co-responder arena and has continued to grow the program with the addition of the Overland Park Crisis Action Team (OPCAT) Unit which includes six co-responders and twelve CIT officers that comprise a full-time Behavioral Health Unit.
Increase use of Mental Health First Aid Training, Crisis Intervention Training, and other behavioral health training for new and existing officers.	The OPPD has received the International Association of Chiefs of Police (IACP) One Mind Campaign designation.  All OPPD commissioned officers are Mental Health First Aid certified, and the goal is to have all commissioned officers CIT certified.  Currently, more than half of all officers are CIT-trained.  In addition, de-escalation training has been incorporated into our mandatory training requirements for all officers.
Build relationships between local governments, law enforcement agencies, and other entities to provide robust behavioral services in communities.	The OPPD has had a long-standing relationship with Johnson County Mental Health.  This is evidenced by the vibrant co-responder program as well as our regular interactions regarding peer support, crisis intervention, and other programs. OPPD also has a law-enforcement-based victim specialist who is available to victims of crimes, including children, and can connect victims to various service providers to meet their specific needs using a trauma-informed approach.

8 Can't Wait

8 Can’t Wait is a movement that offers recommendations for police reform.

Overland Park Police Department’s policies generally align what is recommended, with differences that promote public safety and support best practices in policing.

Municipal Equality Index

Each year, the Human Rights Council issues Overland Park a Municipal Equality Index scorecard.

The scorecard examines how inclusive municipal laws, policies, and services are of LGBTQ+ people who live and work there. While most ratings are based on overall City scores, The Human Rights Council regularly recognizes Overland Park for its inclusive efforts in law enforcement, including reporting of hate crime statistics to the FBI.

Related Policies

• SOP 2330 – Response to Resistance
• SOC 0160 – Constitutional Rights
• 2022 Municipal Equality Index Scorecard

Overland Park school resource officers are sworn members of the Police Department who serve in middle and high schools in the city. They work in conjunction with school administration, security staff, and teachers to ensure a safe learning environment for everyone.

Training

In addition to minimum department training, school resource officers receive training specific to their school assignment either through the National Association of School Resource Officers and/or the Kansas Law Enforcement Training Center. School resource officers also participate in any training provided by the school districts specific to their assignments.

Role + Duties

School resource officers have additional duties such as teaching, counseling, and safety plan development. They do not engage in districts’ disciplinary processes. 

School resource officers foster positive relationships with students while serving as a resource by giving presentations on alcohol and drug abuse and a variety of other related topics.

Related Policies

• SOP 2260 – School Resource Unit
• SOP 1140 – Juvenile Contacts, Arrest and Detention
• SOP 1510 – Department Structure
• SOP 1300 – Career Board
• SOP 2160 – Audio and Video Recordings

Training is ongoing throughout the career of Overland Park Police Department staff members. Our training program consists of initial training, in-service training, and other ongoing professional development training opportunities.

Initial Training

Under Kansas state law, all new police officers must receive their basic law enforcement training within one year of being hired. New officers without prior law enforcement certification will attend the Johnson County Regional Police Academy, a satellite program of the Kansas Law Enforcement Training Center.  The Johnson County Regional Police Academy is located on the campus of the Johnson County Community College and is operated in cooperation with the Johnson County Police Chiefs and Sheriffs Association. Successful completion of the 16-week academy results in certification as a Kansas law enforcement officer.  

The Overland Park Police Department supplements the basic police academy training with pre-academy training and post-academy training when Overland Park officers are provided an orientation and trained by internal staff on City-specific policies, department written directives, department-specific firearms and defensive tactics training, de-escalation, report writing, department expectations and more.

Upon successful completion of required academy training and pre-academy training and post-academy training, all new officers, including officers making lateral moves from other departments, enter our field training and evaluation program, where they are paired with a senior officer known as a field training officer, for at least 12 weeks divided into four phases.  The trainee is provided on-the-job training while being evaluated daily on 31 different standard evaluation categories. The field training and evaluation program has task lists the trainee must perform to ensure they have experienced a full range of calls for service and expectations of a police officer, as well as weekly exams to test their knowledge of policies, procedures, and laws. The field training and evaluation program is regularly updated and coordinated by a police captain, who is responsible for the overall success of the program.

Upon successful completion of the field training and evaluation program, officers are on probation for one year, a duration that starts when they are assigned to solo patrol on a team of officers and supervised by a sergeant. The sergeant meets regularly with the new officer and conducts a probationary performance evaluation every two months. 

In-Service Training

Kansas law requires all certified law enforcement officers in the state to have at least 40 hours of annual in-service training.  Officers must also qualify at least annually with their firearm on the Kansas Commission on Peace Officers’ Standards and Training statewide firearms qualification course of fire. Kansas law requires law enforcement officers to attend annual racial or other biased-based policing training. All commissioned members of the Overland Park Police Department have satisfied these training requirements.

During the 2023 state training year, the department reported there were at least 40 training hours per commissioned member. 

Ongoing Professional Development Training

There are many professional development opportunities throughout the career of an Overland Park Police Department commissioned member. OPPD has prioritized Crisis Intervention Team training for all officers. Early in an officer’s career, there are many training opportunities designed to enhance each officer’s skills and abilities and complement their interests, such as training to become an evidence technician, interviewing and interrogation techniques, fair and impartial policing, domestic violence services, de-escalation and negotiation, DUI investigation and more.

Officers who aspire to be leaders in the department are encouraged to take courses in leadership and supervision.  There are also opportunities to attend the University of Kansas’ Emerging Leaders program as well as the City’s internal talent development program.  Most command-level members have attended at least one of the following senior leadership courses: FBI National Academy, Southern Police Institute, Senior Management Institute for Police, or Northwestern Center for Public Safety’s School of Police Staff and Command. These courses ensure members stay current with emerging and best practices in law enforcement and leadership development.

Related Policies

• SOP – 1080 – Department Firearms and Less Lethal Weapons Training
• SOP – 1290 – Training Procedures and Practices
• SOP – 2140 – Field Training Program

In order for our practices to be as transparent as possible, the Overland Park Police Department provides online access to department policies and procedures.

These written standards and policies are just the beginning of the education, training and development our staff receive. While it is not possible to anticipate every situation that may arise or prescribe a course of action for all scenarios these policies serve as guidance and requirements to direct officers’ actions.

Police Department Standards of Conduct + Standard Operating Procedures

Standards of Conduct

Standards of Conduct set the foundations for how the department expects its employees to act while performing their duties. All Overland Park Police Department Standards of Conduct are linked here.

Standards of Conduct

Standard Operating Procedures

Standard Operating Procedures prescribe how officers and Police Department staff will handle specific scenarios and situations related to police work. These documents are used as an official guide to outline procedures for many of the routine and infrequent operations performed by Police Department staff.

All Standard Operating Procedures are listed below. Most policies are linked, however, some operating policies that prescribe specific processes and tactics for handling emergency security situations and highly sensitive investigative scenarios are not included. Policies that have not been included are noted. Policies that are under review are noted as such and will be updated in the future.

Standard Operating Procedures