BOP Program Statement 3730.06 § 8

to the safety of employees through the identification and prevention of workplace violence.

This includes the obligation to report acts of misconduct in accordance with the Program

Statement Standards of Employee Conduct, consistent with the Master Agreement, and

applicable laws, rules, and regulations.

Although some of the substantive issues relating to workplace violence, including issues

concerning internal security, may be outside the duty to bargain, this does not mean that

consultation and discussion with the union cannot occur. When appropriate, this dialogue

P3730.06 3/25/2025 9

should occur up front, before decisions are made. The union may be helpful in identifying ways

to prevent conflict, or in identifying situations where crisis counseling is appropriate.

P3730.06 3/25/2025 10

REFERENCES

Program Statements

P1210.25 Internal Affairs, Office of (8/1/2023)

P1601.06 Workers’ Compensation Program (4/8/2024)

P3420.12, CN-1 Standards of Employee Conduct (2/18/2025)

P3630.02 Leave and Benefits (2/1/2017)

P3713.33 Discrimination and Retaliation Complaints Processing (2/24/2025)

P3792.11 Employee Assistance Program (4/4/2023)

P5500.14, CN-1 Correctional Services Procedures Manual (8/1/2016)

P5337.01 Correctional Support Team (4/4/2023)

1200.02 DOJ Policy Statement Federal Workplace Responses to Domestic Violence,

Sexual Assault, and Stalking (11/19/2013)

Master Agreement between the Federal Bureau of Prisons and the Council of Prison Locals.

STANDARDS REFERENCED. None.

Records Retention

Requirements and retention guidance for records and information applicable to this program are

available in the Records and Information Disposition Schedule (RIDS) on the agency intranet.

P3730.06 3/25/2025 11

Attachment A

RESPONSE GROUP ASSESSMENT GUIDELINES

(“RE-VIEW”)

The following series of questions will be used as a guide when a decision is made to conduct

an assessment. They are grouped into five categories, generally arranged from most to least

important in terms of judging potential threat, using the acronym, “RE-VIEW”. The first

category of questions is about the reported incident; the remaining questions pertain to the

individual(s) accused of threatening or violent behavior. These questions are guidelines only

and do not necessarily constitute an exhaustive list of relevant factors to consider in every

incident.

1. REPORTED INCIDENT

Does the alleged event involve:

□ Domestic violence

□ Sexual Assault

□ Stalking

□ Threat of physical violence

□ Physical Violence

■ Severity

 Did any staff or others suffer actual physical harm?

 How much potential danger/harm were staff exposed to?

 Did staff or others feel threatened or in danger?

■ Motivation

 What precipitated or “triggered” this incident?

 Are the same or similar triggers likely to reoccur?

■ Aftermath

 Has the original precipitant or situation been resolved?

 Do all parties agree the situation is resolved?

 Does the individual(s) accused of the threatening or violent behavior continue to

exhibit threatening or intimidating behavior?

 Do any staff or others continue to feel threatened or in danger?

 Do others continue to feel threatened or in danger in the workplace, and if so, how?

2. VIOLENCE HISTORY

 Is there any evidence of previous violence or threatening behavior, either on or off

the job (e.g., domestic abuse, sexual assault, stalking, or physical violence)?

 Has the staff member been issued previous warnings for similar precipitating behaviors?

■ Frequency/Recency/Severity

 How often has violent or threatening behavior occurred?

 Has violent or threatening behavior occurred recently?

 Did past violence result in actual physical harm to others?

 How much potential danger or harm were others exposed to?

 Do others continue to feel threatened or in danger?

■ Targets

 Who or what were the “target(s)” of previous violent or threatening behavior?

 Do the same or similar target(s) exist in the work environment?

 If yes, does the individual(s) accused of threatening or violent behavior

exhibit threatening or intimidating behavior in relation to the target(s)?

■ Motivation

 What precipitated or “triggered” past violent behavior?

 Are the same or similar triggers likely to (re)occur in the work environment?

 Is there any reason or evidence to suggest past triggers are no longer relevant?

3. INDIVIDUAL FACTORS

 Is there any evidence of alcohol or other substance abuse?

 Is the individual known to be preoccupied with weapons or other violent “themes”?

 Is there any evidence of a past or present psychiatric condition?

 Has there been a recent, abrupt change in the individual’s behavior?

 Does the individual....

--tend to think that s/he is treated unfairly?

--tend to blame others, hold grudges, or brood?

--tend to display moral righteousness/indignation?

4. ENVIRONMENTAL FACTORS

 Are there any known stressors or negative changes in the individual’s life?

 Are quality social supports (friends, family) available?

 If available, does s/he tend to rely on supportive others?

5. WORK PERFORMANCE/CONDUCT

 Do other interpersonal difficulties or conflicts with coworkers or supervisors exist?

 Do other performance or conduct problems exist?

 Have there been any previous investigations or adverse actions taken against

the individual?

 Does s/he have poor work habits or a “negative” attitude?