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Our policy is best practice in the law enforcement field for use of deadly force- not just shooting. A verbal warning by an officer should precede the use of deadly force, when feasible.
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No. “Chokeholds” and “strangleholds” are, by their very definition, designed to restrict airflow. Because of the obvious danger, these types of holds were eliminated from our use of force policy years ago. We do allow officers, if they have been trained (only 12 of 68 commissioned police officers) and only in specific situations, to utilize a Carotid Control Hold. The Carotid Control Hold is reserved for situations that compromise an officer’s ability to utilize other physical techniques when apprehending a violent offender to prevent harm to the officer or a citizen. The Carotid Control Hold is a technique that does not permit body weight, including the placement of the leg, to be applied on the vascular area of the neck. This is substantially different from a “chokehold” in that it does NOT restrict airflow.
Race of Arrestee
American Indian/Alaskan Native
Yes. Deadly force is only authorized when an officer needs to protect him/herself or others from what he/she reasonably believes would be an imminent threat of death or serious bodily injury.
The policy discourages shooting at moving vehicles as it is rarely effective. Officers are directed by policy to move out of the path of a vehicle if they can instead of shooting at a vehicle that is coming at them.
Yes. Officers SHALL intercede to prevent the use of unreasonable force AND promptly report the observations.
No. The specific term “use of force continuum” refers to an outdated use of force model. Our use of force policy is grounded in the fundamental concepts of reasonableness. If force is necessary, then the officer uses only that amount of force that is reasonable given the facts and circumstances at the time of the event- and only for a legitimate law enforcement purpose. This is in line with current best practices in the policing profession.
Yes. Our policy has a robust reporting procedure to include supervisory notification. Our policy also contains a significant review process up to and including the Deputy Chief of Police. The Chief and Deputy Chief of Police by our policy at least annually analyze use of force incidents.
No. The department began the process to become an accredited law enforcement agency in January of this year. Due to the Covid-19 impacts, the process has been paused. The department fully intends to become an accredited law enforcement agency and looks forward to resuming the accreditation process as soon as practical given the impacts of Covid-19 in the workplace.
Some examples of our ongoing outreach efforts include:
Numerous public speaking engagements to share information about PPD and crime prevention
Apartment/Hotel Manager’s Network
CPTED reviews for residential and commercial property
Internship program with Pierce College Criminal Justice program
Pierce College Criminal Justice Advising events
Pierce College Women of Justice – support the event with volunteers and female PPD officers
Lowe’s Kids Build and Grow Workshop- cop car
Explorers fingerprinting for Scout meetings
National Drug & Alcohol Facts week- junior highs
Lock It or Lose It
YMCA Health Kids Day
Holiday Emphasis – South Hill Mall & Fred Meyer
PSD school tours
Puyallup Farmers’ Market
South Hill Mall Merchant Meetings
Brown Bag with Blue
Crime Prevention Regional Meetings
Kevin Hines Community Response to Teen Suicide Prevention
Lahar Evacuation Event
May the Fourth Be with You Safety Fair
Ferrucci Ignites the Future
Coffee with a Cop
Cones with Cops
Beards for Buddies
Tacoma Community College Volunteer Fair
Pierce College Toy Drive
Shop with a Cop
National Night Out
Puyallup Community Health Fair
Maplewood Safety Night
Vacation Home Checks
Special Olympics Torch Run
Special Olympics Bagging for Bucks
Special Olympics Polar Plunge
University of Washington’s Forefront Suicide Prevention Safety Firearms Storage event
LEAD Puyallup host site
Puyallup Library Story Time with an officer
Yes, our department has a bias-based policing policy which we review annually.
Our department has a formal complaint policy to include an anti-retaliation policy for officers who do report improper conduct by other officers.
We have been intentional about examining and adjusting our hiring practices to increase the reach of our recruitment efforts and to examine our practices to identify barriers to employment.
All Staff - Department Wide as of 6/8/2020
14 (7 Diversity & 7 Non-Diversity Female PO & CO)
Commissioned Officers - Department Wide as of 6/8/2020
11 (7 Diversity & 4 Non-Diversity Female)