BOP Program Statement 3730.06 § 3

Responses to Domestic Violence, Sexual Assault, and Stalking, Chief Executive Officers (CEOs)

will maintain a Domestic Violence, Sexual Assault, and Stalking Response Group (Response

Group). The Response Group is responsible for responding to allegations of workplace/domestic

violence, sexual assault, and stalking, and for developing plans to enhance the safety of victims

and the workplace. Response Group members conduct threat assessments under CEO direction.

Members of the Response Group are also points of contact for staff to report allegations of

workplace or domestic violence, sexual assault, and stalking. They are responsible for reporting

these allegations appropriately.

a. Response Group Composition. The Response Group’s composition is at the discretion

of the CEO. However, the following staff will ordinarily be considered as team members:

■ local Executive Staff members,

■ supervisory correctional services staff,

■ supervising department heads,

■ a representative designated by the Union,

■ attorney or paralegal,

■ the Chief Psychologist, and

■ the Human Resource Manager.

If the CEO determines a conflict or potential conflict arises from the appointment of an

individual Response Group team member during a specific incident, that team member will be

replaced to protect the integrity of the Response Group. If the threat is external to the

workplace but could impact the workplace (e.g., an employee’s spouse does not work for the

Bureau, but the employee believes they may attempt to enter the workplace), the CEO may

contact outside law enforcement.

If a critical member of the Response Group is the alleged perpetrator or victim, the CEO will

consult with staff from their Regional Office and consider an alternate from outside the

institution (i.e., if an Associate Warden is the alleged perpetrator or victim, the CEO may want

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to request another Associate Warden from a different institution take part in the Response

Group). In the event the alleged perpetrator is the CEO, the incident will be raised to the next

supervisory level (i.e., the Regional Director for Wardens and the Director for Regional

Directors). The next level supervisor will utilize their component staff for the Response Group

(i.e., Regional or Central Office staff).

CEOs will consider including other members on a case-by-case basis. For example, in cases

where physical injuries are sustained, inclusion of the Safety Manager ensures proper handling

of OSHA inquiries.

b. Domestic Violence, Sexual Assault, and Stalking Response Group. Consistent with DOJ

Policy Statement 1200.02 Federal Workplace Responses to Domestic Violence, Sexual Assault,

and Stalking, Chief Executive Officers (CEOs) will maintain a Domestic Violence, Sexual

Assault, and Stalking Response Group. The Response Group is responsible for responding to

allegations of workplace/domestic violence, sexual assault, and stalking, and for developing

plans to enhance the safety of victims and the workplace. Response Group members conduct

threat assessments under CEO direction. Members of the Response Group are also points of

contact for staff to report allegations of workplace domestic violence, sexual assault, and

stalking. They are responsible for reporting these allegations appropriately.

c. Threat Assessment Response Group. The CEO makes a judgment regarding the level of

threat posed to or by the employee(s) in question and determines what action is necessary to

protect staff and the institution/work site. For serious or questionable incidents, if the CEO

deems it necessary, the CEO will convene the Response Group to conduct a threat assessment.

The process utilized by the CEO in determining whether to order a threat assessment will be

fair and equitable as much as the circumstances surrounding each case are similar, with the goal

of being consistent.

Alleged perpetrators may be asked, but are not required, to provide information (verbally or in

writing) as part of the threat assessment process. If any bargaining unit staff elect to provide

information as part of the threat assessment process, they are entitled to a Union representative

in accordance with 5 U.S.C. Section 7114 (a)(2)(B). Participation by the alleged victim,

regardless of bargaining unit status, is completely voluntary. At no time will the alleged victim

be required to provide information as part of the threat assessment process.

Threat assessment guidelines, which CEOs and Response Groups will use to guide their

decision- making and deliberations in determining the severity, can be found in the Threat

Assessment Guidelines. (Attachment A). The Response Group shall develop a report detailing

deliberations, information considered, and the rationale for recommendations utilizing the

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guidelines in Attachment A. This report will be submitted to the CEO.