Baltimore Police Department

This draft version of Policy 1729, Anti-Retaliation is open for public comment until May 29th, 2026

Please click "Let's hear your feedback" above to provide your comments.

This draft version of Policy 1729, Anti-Retaliation is open for public comment until May 29th, 2026

Please click "Let's hear your feedback" above to provide your comments.

This draft version of Policy 1115, Use of Force is open for public comments until May 15th, 2026.

Please click "Let's hear your feedback" above to provide your comments.

It is the policy of the Baltimore Police Department (BPD) to ensure the safety and security of people who require medical attention while in BPD custody.

The purpose of this policy is to outline the initial procedures for recruiting police officers with prior police experience as lateral hires. This policy also outlines the framework for an Experienced Police Officer training program.

The purpose of this DRAFT policy is to set forth the legal, ethical, and affirmative duty of Baltimore Police Department (BPD) members to Intervene to prevent or stop Misconduct and/or other problematic behavior.

This DRAFT Policy is available for public comment until October 9th, 2025

It is the policy of the Baltimore Police Department (“BPD”) to ensure the effective and efficient handling of all evidence and Property in accordance with the Federal Rules of Evidence and Maryland Statutes. The Evidence Management Unit (“EMU”) has the integral function of maintaining such standards and is responsible for the collection, security, and preservation of such Property and evidence. Additionally, the EMU is tasked with establishing procedures for retention, release, and Disposition of all evidence during the criminal justice process.

DRAFT Policy 308, General Disciplinary Process

This policy describes the process for enrolling in the pilot program managed through Upwards, a third-party vendor.

The Baltimore Police Department (BPD) supports continuous employee improvement through behavioral tools designed to foster growth over the course of one’s career. Performance Improvement Plans (PIPs) are a preventative tool which can be used as part of BPD’s sworn performance evaluation process or independently, as part of a sworn supervisor’s continuous performance management. This policy establishes the process for initiating and conducting a PIP, and provides guidance on how to define the expectations and timelines for the completion of PIP tasks.