Currently, all sworn officers and select civilian staff use body-worn cameras. This system works with the patrol car video and interview room systems.  

Body-worn cameras help officers carry out their duties and stay safe. The camera recordings document the facts of interactions. They increase public trust and help with prosecutions and civil actions. 

Department policy requires sworn officers use body-worn cameras when responding to a call for service. This means that cameras record all investigation-related interactions. This includes transports and proactive enforcement contacts.

Officers only activate body-worn cameras when investigating or responding to a call. Sometimes, body-worn cameras are inactive. For example, school resource officers in a school would not activate their body-worn cameras. Neither would officers on foot or car patrol who aren't responding to a call.

The system we use, Getac, doesn't have bio-metric or facial recognition capabilities.  

Please reach out if you have any questions about the Bozeman Police Department’s body worn camera program. You can email us at bwc@bozeman.net. You can also view the policy that covers body worn cameras.

We are committed to hiring people with integrity. We test potential new officers for our key values. These values include service, leadership, and teamwork.

 We thoroughly background check applicants. In the check, we look for indications of biases we might not have seen during our tests. We also carry out a rigorous psychological evaluation. Here, we look for tendencies and behaviors that show a potential to use excessive force. If we find these indicators, the person will not work for the police force.

Yes. We believe in treating all people with dignity and respect. We train our officers to avoid bias and treat people well. We train all officers on Fair and Impartial Policing, Anti-Racial Profiling, Cultural Diversity and Community Policing. We also conduct annual training on avoiding profiling. We adopted a policy on this issue.

The policy says:

I.  POLICY

It is the policy of this department that no officer or employee may engage in racial profiling whereby they detain, officially restrain or complete other disparate treatment of an individual solely on the basis of the racial or ethnic status of the individual. 

II. DEFINITIONS

A. Minority Group:  Individuals of African American, Hispanic, Native American, Asian, or Middle Eastern descent.

B. Peace Officer:  any person who by virtue of the person's office or public employment is vested by law with a duty to maintain public order and make arrests for offenses.  

C. Racial profiling:  The detention, official restraint, or other disparate treatment of an individual solely on the basis of the racial or ethnic status of the individual.

III. GUIDELINES

A. The race or ethnicity of an individual may not be the sole factor in:

1. Determining the existence of probable cause to take into custody or arrest an individual; or
2. Constituting a particularized suspicion that an offense has been or is being committed in order to justify the detention of an individual or the investigatory stop of a motor vehicle.

 B. Peace Officers shall not engage in a practice of routinely stopping members of minority groups for violations of vehicle laws as a pretext for investigating other violations of criminal law, particularly if the reason for the stop is based primarily on their race or ethnicity. 

 C. All vehicular and person stops shall include advising Gallatin County 9-1-1 of the race of the person being stopped, whenever feasible.    

 D. Any allegation of racial profiling or related disciplinary decisions, if applicable, shall be handled in accordance with Department Complaint Investigation and Discipline Policy.

Yes. We strive to preserve the constitutional rights of all citizens. We stand against all excessive force, and we do not tolerate it in our department. 

We review all uses of force in our department. The BPD aims to treat all citizens with dignity and respect.

Our top priority on every call is safety. We train our officers on de-escalation techniques and communication skills. These trainings help them safely defuse situations. Officer trainings include:

Initial Training (3 Weeks):

• De-Escalation
• Decision-making and Communication
• Use of Force Policy and Case Law

Montana Law Enforcement Academy (12 Weeks):

• Interpersonal Communication Skills
• Patrol Negotiations
• Legal Issues in Use of Force
• Fair & Impartial Policing/Racial Profiling/Cultural Diversity
• Community Policing

Field Training Program (14 Weeks, Daily Evaluations): 

• Field Performance in Stressful Conditions
• Control of Conflict (Verbal and Physical)
• Relationships with Citizens

Ongoing Training: 

• Annual Anti-Racial Profiling
• Decision-Making Under High-Stress Conditions
• Emotional Control
• Case Law on Use of Force

We strive to build trust with all people in our community. We created several outreach programs to connect with the public. These community-driven programs are very important. They positively impact both citizens and officers.

For example, our Kids, Cops, and Cats program helps build relationships with economically-disadvantaged youths. It establishes positive relationships outside of normal police calls.

Our department’s standards of conduct policy shows our expectations for officers.

Standards of Conduct

Employees shall perform all duties impartially, without favor, affection or ill will and without regard to status, sex, race, color, religion, political ideas, age, marital status, national origin, actual or perceived sexual orientation, gender identity, physical disability or mental disability.

Employees will not allow personal feelings, animosities or friendships to influence official conduct.  Laws will be enforced appropriately and courteously and, in carrying out their responsibilities, employees will strive to maintain maximum cooperation from, and with, the public or other law enforcement agencies.  Employees will conduct themselves in such a manner as to inspire confidence and respect for the position of trust they hold.  Employees shall not use their police authority to resolve personal grievances.

We expect all officers to treat everyone fairly and respectfully. We also expect all officers to adhere to state and federal laws and department policy. All officers swear to abide by the Law Enforcement Code of Ethics.

The Law Enforcement Code of Ethics

My fundamental responsibility as a public safety officer is to serve the community, safeguard lives and property, protect the innocent, keep the peace, and ensure the constitutional rights of all are not abridged;

I will perform all duties impartially, without favor or ill will and without regard to status, sex, race, religion, creed, political belief or aspiration.  I will treat all citizens equally and with courtesy, consideration, and dignity.  I will never allow personal feelings, animosities, or friendships to influence my official conduct;

I will enforce or apply all laws and regulations appropriately, courteously, and responsibly;

I will never employ unnecessary force or violence, and will use only such force in the discharge of my duties as is objectively reasonable in all circumstances.  I will refrain from applying unnecessary infliction of pain or suffering and will never engage in cruel, degrading, or inhuman treatment of any person;

Whatever I see, hear, or learn, which is of a confidential nature, I will keep in confidence unless the performance of duty or legal provision requires otherwise;

I will not engage in nor will I condone any acts of corruption, bribery, or criminal activity; and shall disclose to the appropriate authorities all such acts.  I will refuse to accept any gifts, favors, gratuities, or promises that could be interpreted as favor or cause me to refrain from performing my official duties;

I will strive to work in unison with all legally authorized agencies and their representatives in the pursuit of justice;

I will be responsible for my professional development and will take reasonable opportunities to improve my level of knowledge and competence;

I will at all times ensure that my character and conduct is admirable and will not bring discredit to my community, my agency, or my chosen profession.

The City of Bozeman handbook also has policies about interactions with the public. We discipline employees who disrespect or don't get along with the public.