Disciplinary Procedures for Inmates

Idaho
Department of
Correction

Standard
Operating
Procedure
Title:
Disciplinary Procedures for Inmates
Page:
1 of 39
Control Number:
318.02.01.001
Version:
6.0
Adopted:
08/21/1995

IDOC Data Sensitivity Classification - L3 Restricted
Ashley Dowell, chief of the division of prisons, approved this document on 10/05/2018.
Open to the public: Yes
SCOPE
This SOP applies to all staff members working in IDOC and contract correctional facilities,
reentry centers (CRCs), and inmates.
Revision Summary
Revision date (10/05/2018) version 6.0: Clarified some procedures for the content and
processes of the DOR. Evidence used will be made known to inmate unless it endangers safety
or well-being of a person or the facility; DHO will document reasons if excluding/limiting
evidence.
TABLE OF CONTENTS
Board of Correction IDAPA Rule Number ................................................................................... 2
Policy Control Number 318 ........................................................................................................ 2
Purpose ..................................................................................................................................... 2
Responsibility ............................................................................................................................. 3
Standard Procedures ................................................................................................................. 3
1. Introduction .......................................................................................................................... 3
2. Inmate Access and Orientation ............................................................................................. 4
3. Legal Versus Administrative ................................................................................................. 5
4. Principals, Accessories, and Conspirators to Disciplinary Offenses ...................................... 5
5. Unauthorized Use ................................................................................................................ 5
6. Level of Proof Required ........................................................................................................ 6
7. Disciplinary Offenses and Classes ......................................................................................... 7
8. Staff Roles in the Disciplinary Process ................................................................................. 8
9. DOR Content and Evidence ............................................................................................... 12
10. Infractions and the Infraction Process ................................................................................. 15
11. Requesting and/or Assigning a Staff Hearing Assistant ...................................................... 17
12. Writing, Processing, and Serving the DOR ......................................................................... 18
13. Time Limits ......................................................................................................................... 18
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14. Escapes ............................................................................................................................. 18
15. Group Disruption and Extraordinary Events ....................................................................... 19
16. Process Steps: Writing, Processing, and Serving the DOR ................................................ 19
17. Scheduling a Disciplinary Hearing ...................................................................................... 22
18. Transfers ............................................................................................................................ 24
19. Witnesses .......................................................................................................................... 24
20. DOR Findings..................................................................................................................... 25
21. Disciplinary Hearing Documentation ................................................................................... 26
22. Conducting the Disciplinary Hearing ................................................................................... 27
23. Formal Behavioral Interventions and Sanctions .................................................................. 29
24. Formal Behavioral Interventions ......................................................................................... 30
25. Formal Sanctions ............................................................................................................... 30
26. Time Limits for Formal Sanctions ....................................................................................... 32
27. Effects of DORs on other Administrative Processes ........................................................... 33
28. Review Authority’s Review Following the Disciplinary Hearing ........................................... 33
29. Dismissed DORs: Rewriting or Rehearing .......................................................................... 35
30. Appeals: Method of Administrative Review ......................................................................... 36
31. Purging an Inmate’s Central File ........................................................................................ 38
32. Training and Monitoring ...................................................................................................... 39
33. Audits and Data Analysis .................................................................................................... 40
34. Identification and Retention of Audio and Video Recordings ............................................... 41
35. Procedures for Special Management Units (SMUs) ........................................................... 41
Definitions ................................................................................................................................ 42
References .............................................................................................................................. 42
BOARD OF CORRECTION IDAPA RULE NUMBER
None
POLICY CONTROL NUMBER 318
Disciplinary Procedures
PURPOSE
The purpose of this standard operating procedure (SOP) is to establish guidelines for
ensuring the inmate disciplinary system is managed consistently, effectively, and ethically
throughout the Idaho Department of Correction (IDOC).
It is not the purpose of this SOP to create any procedural or substantive right of any kind in
favor of the inmates to which it applies, and this SOP should not be construed as doing so.
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RESPONSIBILITY
Chief of the Divisions of Prisons
The chief of the divisions of prisons is responsible for:
• Designating a department disciplinary coordinator to oversee and monitor the inmate
disciplinary system provided herein
• Ensuring that facilities are audited annually to the provisions provided herein
Disciplinary Coordinator
The disciplinary coordinator is responsible for:
• Providing oversight and monitoring of the inmate disciplinary system
• Providing training to disciplinary hearing officers, review and appellant authorities,
and developing training lesson plans for infraction hearing officers and staff hearing
assistants
Facility Heads
Facility heads or designees are responsible for:
• Implementing and following the procedures provided herein
• Ensuring that staff members adhere to the requirements provided herein
• Ensuring that all inmates have access to this SOP
• Ensuring that locked boxes are available for receiving inmate appeals
• Appointing review authorities
Staff
Staff will have specific authorized responsibilities for the inmate disciplinary system
processes provided herein.
STANDARD PROCEDURES
1. Introduction
An effective and ethical inmate disciplinary system is critical for creating a safe environment
for staff and inmates.
First, an effective disciplinary process holds the inmates accountable for their behavior.
• This provides the inmates with an opportunity to change their behavior. Although
behavioral interventions and/or sanctions are not always effective, that should not
discourage staff from using the disciplinary system. In fact, every disciplinary system
process described herein should be seen as an opportunity to affect an inmate’s
thinking and behavior, which can help reduce the risk of recidivism.
• It also sets standards for acceptable and unacceptable behaviors. If a facility
consistently fails to address unacceptable inmate behaviors, both staff and inmates
will come to believe that those behaviors are acceptable regardless of the provisions
provided in this SOP.
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The disciplinary process also documents an inmate’s actions. Documentation is critical for
inmate management decisions to include employment, housing, programming, and parole.
Even when the possibility of an inmate changing his behavior seems remote, the
documentation of behavior remains important.
Finally, the disciplinary process directly affect s inmate classification.
Staff members must recognize that creating and maintaining a safe environment is the first
priority of the disciplinary system and that this priority must not be compromised in an effort
to obtain short-term goals. Staff actions must be in accordance with the letter, spirit, and
goals provided herein.
The degree of success the disciplinary system will have in creating a safe environment is
based on the system's integrity. Diligence is required of all staff members to achieve a
disciplinary system that has integrity. The time limits provided herein were established to
ensure efficient disciplinary system processes to address rule violations in a timely manner.
All time limits may be extended for good cause. Although a Disciplinary Infraction Report or
Disciplinary Offense Report (DOR) may be dismissed because a time limit standard was not
met, it is not mandatory that it be done.
Time Limits for DOR Processing
• 7 days – Written after becoming aware of rule violation, 10 days if inmate is in
segregation pending investigation (SPI)
• 24 hours – After DOR is written, endorser reviews and dates DOR
• 24 hours - DOR served to inmate after signed by endorser
• 24 hours - Clinician responds to request for mental health assessment
• 7 days – Days from DOR service to hearing
• 3 days –Following the hearing, review authority completes the DOR (affirm, modify,
dismiss) – working days
• 15 days – Inmates must submit appeals within 15 days after the review authority
affirmed the DOR
• 15 days – If appealed, appellate authority reviews the DOR
• 3 days – Disciplinary hearing officer (DHO) to respond to request for information from
appellate authority
• 5 days – Work days for appellate authority to review information (if requested) from
DHO and complete (affirm, modify, or dismiss)
2. Inmate Access and Orientation
During orientation, reception and diagnostic unit (RDU) staff must provide information to
inmates regarding the disciplinary system, to include a copy of Disciplinary Offenses. If an
inmate is unable to read or does not read well enough to comprehend the document, RDU
staff must ensure that Disciplinary Offenses is read to the inmate. If an inmate does not
speak English, a written, individual, or telephone interpretation service must be provided in
the language spoken.
Every facility should make available a current handbook or list that explains any additional
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facility-specific rules or expectations.
Individual programs may also have specific rules, which must be provided to inmates
entering the program.
3. Legal Versus Administrative
The disciplinary process described in this SOP is the IDOC’s internal administrative process
to document, manage, and modify inmate behavior. It is not a legal process.
An inmate, who commits a serious offense, will receive a DOR and will also be referred to
outside law enforcement for criminal investigation and charges. However, the disciplinary
process will proceed, regardless of whether the inmate is prosecuted for the crime, or
whether a trial results in a conviction.
4. Principals, Accessories, and Conspirators to Disciplinary Offenses
Any inmate, who attempts, plans, conspires, or commits a disciplinary offense is a principal
and will be charged with the offense that most accurately describes the behavior. For
example, if some evidence exists that an inmate was conspiring to introduce illegal drugs
into a secure facility, a DOR for Possession of Drugs and/or Alcohol (Secure Facility) may be
written, even if the drugs were intercepted before they were introduced into the facility. In
addition, if an inmate conspires with or assists another inmate in attempting, planning, or
committing a disciplinary offense, including withholding information from staff, the conspiring
and/or assisting inmate is also considered a principal and can be charged with the same
offense as the inmate committing or attempting to commit the offense, unless there is a
specific disciplinary offense for an accomplice or assisting behavior.
5. Unauthorized Use
Harassment
The disciplinary system must not be used to harass inmates in any manner to include,
but not limited to, harassment based on race, color, religion, gender, marital status,
national or ethnic origin, age, veteran status, mental or physical disability, or sexual
orientation. However, disciplinary action may be taken if an inmate violates IDOC rules,
policies, procedures, state laws, etc. regardless of personal attributes.
Grievances
The disciplinary system must not be used as retaliation for an inmate’s use of the
grievance process, to include use of the Inmate Concern Form (see SOP 316.02.01.001,
Grievance and Informal Resolution Procedure for Inmates.) However, if an investigation
into an inmate grievance produces evidence that an inmate has committed a disciplinary
offense, the inmate may be issued a Disciplinary Infraction Report or DOR based on the
evidence found in the investigation, regardless of the fact that a concern form or
grievance has been filed.
In general, the evidence must be based on the disciplinary investigation and must not
use inmate concern forms and grievance/appeal forms as evidence.
However, if the rule violation is directly related to the inmate’s use of the informal or
formal grievance process, for example if an inmate forged a staff member’s signature or
forged a response, the Inmate Concern Form, or Grievance/Appeal forms could be used
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as evidence. Before a grievance-related form is used as evidence, the division chief or
designee must review the allegation and approve the use of the document as evidence.
Stacking
At times an inmate may violate several rules during one event. For example: an inmate
refuses an order to come out of a cell and then during the cell extraction is disrespectful
to staff, breaks a feeding tray, and refuses orders. Several separate rule violations
occurred during a single event. Writing a DOR for each separate violation is called
stacking. The IDOC does not permit stacking of class B and C disciplinary offenses.
However, if multiple felony offenses or class A disciplinary offenses are committed during
an event, DORs may be written for each offense to document the inmate’s actions,
but sanctions must be limited to those authorized for the most serious offense. Before
multiple class A DORs are written, the facility head must provide written approval.
Plea Bargaining
The IDOC does not use plea bargaining in the disciplinary system. Plea bargaining
includes actions such as reducing a sanction or a disciplinary offense class or dismissing
a Disciplinary Infraction Report or DOR in exchange for admittance.
Agreeing to not write a DOR in exchange for information or cooperation from an inmate
or reducing a sanction based on the completion of a behavioral intervention are also
considered forms of plea bargaining and are not allowed.
Attempting to Influence the Outcome of a Disciplinary System Process
To achieve and maintain an ethical disciplinary system, infraction hearing officers (IHOs)
and disciplinary hearing officers (DHOs) must be given the opportunity to conduct the
disciplinary system process objectively. Staff members must avoid attempts to
influence an IHO’s or DHO’s decision either before or after the disciplinary process. This
does not include authorized input regarding behavioral interventions and/or sanctions
from the case management team or similar case management processes, appropriate
direction and instruction from supervisors, or recommendations from a mental health
professional.
If an IHO or DHO believes that any staff member is attempting to influence a disciplinary
system process in violation of guidance provided in this SOP, the IHO or DHO must
contact the facility head or designee or the department disciplinary coordinator or
designee. The official contacted must review the situation and take appropriate action.
6. Level of Proof Required
DHOs must only consider the DOR content and the evidence attached or presented at the
disciplinary hearing. DHOs must not review investigative files or other information that is not
presented at the disciplinary hearing or described in or attached to the DOR.
For the purpose of this SOP, the level of proof needed to confirm the allegation is referred to
as “some evidence”. Some evidence means that based on the DOR content and evidence,
a reasonable person would believe that:
• The evidence supports the allegations written in the DOR.
• The inmate named most likely committed the disciplinary offense.
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The following statements are examples of insufficient and sufficient evidence:
Insufficient evidence: I suspect that inmate Jones (#11111 ) is bartering.
Sufficient evidence: During a search of inmate Jones’ (#11111 ) property, I found
approximately $20 worth of commissary including 10 packages of Top Ramen noodles,
instant coffee, and eight packets of hot chocolate mix. Inmate Jones could not produce a
receipt for the items. Inmate Jones has not purchased commissary for two months. Over the
past year, inmate Jones’ average commissary purchase has been less than five dollars per
month. I had not seen inmate Jones with any commissary items until the evening before the
search.
Insufficient evidence: I entered the day-room and saw inmate Jones (#11111 ) lying on the
floor. Jones was bleeding from facial wounds. Two inmates, Clark (#22222) and Smith
(#44444), were kneeling at inmate Jones’ side. When I walked into the room, inmate Clark
looked up at me and said, “He needs medical.”
Sufficient evidence: I entered the day-room and saw inmate Jones (#11111 ) lying on the
floor. Jones was bleeding from facial wounds. Two inmates, Clark (#22222) and Smith
(#44444), immediately ran out of the dayroom when they saw me. Clark and Smith were
taken to segregation. I checked Clark and Smith and found that Clark had scrapes on the
knuckles of his right hand. Smith had blood on his clothes and arms but had no sign of
injury.
7. Disciplinary Offenses and Classes
Disciplinary Offenses
Disciplinary Offenses provides a description of each disciplinary offense and provides
the title and class. Staff members must determine which disciplinary offense best
describes the inmate’s behavior and use it when writing the Disciplinary Infraction
Report or DOR. Supervisors, IHOs, and DHOs involved in the disciplinary process are
responsible for ensuring that the disciplinary offense identified best describes the
inmate’s behavior.
Multiple violations of a disciplinary offense do not justify using an offense that is a higher
class (for example, although an inmate committed multiple Class B offenses, the number
of offenses does not increase the offense(s) to a class A). The disciplinary offense that is
used on the DOR must be the one that best describes the inmate’s behavior.
Classes
Disciplinary offenses are grouped, based on the severity of the offense, into three
classes: A, B, and C.
Class A represents the most severe disciplinary offenses. These are defined as
behaviors that would warrant housing in a close custody facility.
Class B represents less severe disciplinary offenses. These are defined as behaviors
that would warrant housing in a medium custody facility.
A DOR must be written for class A and B offenses.
Class C represents the least serious offenses.
Staff may use discretion when addressing a Class C offense. A Class C offense may be
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addressed with a warning, a Disciplinary Infraction Report, or a DOR.

8. Staff Roles in the Disciplinary Process
IDOC Staff
All IDOC staff members have the responsibility to know and enforce the rules at all
times. To address violations, IDOC staff members are authorized to write Disciplinary
Infraction Reports and DORs. Normally, the person witnessing an event should write the
report.
Staff members are responsible for writing accurate reports that contain details and
evidence to support the alleged rule violation and selecting the disciplinary offense that
best describes the inmate’s behavior.
Contractors, Volunteers, Interns, etc.
Typi cally, staff members at contract facilities are required to use the disciplinary system
processes in this SOP.
Nothing in this SOP should be construed to relieve contract facilities of any obligation
and/or responsibility stipulated in respective contractual agreements.
Volunteers, county jails, community employers, and contractors whose contracts do not
authorize them to write Disciplinary Infraction Reports or DORs are required, when
needed, to provide information to IDOC staff regarding inmates’ behaviors. When
contracts do not allow the affected staff to write a DOR, IDOC staff may still write the
DOR based on the information provided by witnesses. Information reports may be
attached to the Disciplinary Infraction Report or DOR as evidence.
Endorser
The endorser is typically a shift commander or assistant shift commander. If the shift
commander writes the DOR, the shift commander of the next shift will act as the
endorser. In a CRC, the endorser is typically a sergeant, but the facility head could
assign this duty temporarily or permanently to another staff member. Endorsers must
receive IDOC-approved training.
The endorser is responsible for:
• Ensuring that the information in the DOR (names, IDOC numbers, dates, etc.) is
complete and correct.
• Ensuring that the DOR contains sufficient evidence, in the form of staff reports,
photos, or other evidence to support the allegation.
• Ensuring that the standards established in this SOP are followed and that the
disciplinary offense identified is the one that best describes the inmate’s behavior.
If the DOR does not meet the standards provided in this SOP, the endorser must return
it to the staff member who wrote it and provide feedback regarding needed corrections
and/or other appropriate disciplinary action.
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Infraction Hearing Officers (IHOs) and Disciplinary Hearing Officers (DHOs)
Each process within the disciplinary system is an opportunity for a skilled staff member
to interact with an inmate; that interaction is one of the most important elements of the
disciplinary system process. Staff should view such interactions as an opportunity to
effect positive change with the inmate.
Facility heads or designees must identify and authorize staff to serve as IHOs. Normally,
IHOs will be a unit supervisor or similar position. Staff must receive IDOC-approved
training from a qualified DHO before serving as an IHO. At their discretion, facility
heads, the applicable division chief, or their designees can revoke an IHO or DHO‘s
authority.
To become a DHO, staff must be identified by the facility head or designee and receive
training from the department disciplinary coordinator or designee. Each facility must
have a primary and secondary DHO. To be considered as a DHO, staff must meet the
following criteria:
• Permanent status as an IDOC employee
• No formal disciplinary action pending or within the last 12 months (see Corrective
and Disciplinary Action, SOP 205.07.01.001)
• Most recent performance review must meet or exceed performance expectations
(see Performance Management, SOP 222.07.01.001)
• Must have the rank of sergeant in prisons and the rank of corporal in CRCs
IHOs and DHOs are vital to the safe operation of a facility and are responsible for:
• Ensuring that the standards and procedures provided in this SOP have been
adhered to and that the alleged disciplinary offense best describes the inmate’s
behavior(s)
• Determining if there is sufficient evidence to support whether the inmate
committed the alleged rule violation
• Ensuring the integrity of the disciplinary system and that the principles provided in
this SOP are upheld
• Making appropriate decisions based on the evidence
• Conducting disciplinary system processes and imposing appropriate behavioral
interventions and/or sanctions to the best of their ability
In addition, IHOs and DHOs must not conduct disciplinary hearings if they:
• Witnessed the disciplinary offense or circumstances directly related to the offense
• Wrote the DOR
• Investigated the disciplinary offense
• Served as the staff hearing assistant
• Have not been trained by an IDOC-approved trainer
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Staff Hearing Assistants
Facility heads or designees must identify and authorize staff to serve as staff hearing
assistants. DHOs at each facility must maintain a list of staff hearing assistants. A DHO
and/or IHO may serve as a staff hearing assistant in cases where they did not do the
following:
• Witness or investigate the disciplinary offense
• Write the DOR
• Conduct the disciplinary hearing
DHOs must ensure that staff hearing assistants receive IDOC-approved training.
Staff hearing assistants are responsible for:
• Helping the inmate obtain written Disciplinary Witness Statements, other
documents or evidence, and if applicable, helping the inmate understand the
disciplinary hearing process (DHOs may specify that the sole reason for
appointing a staff hearing assistant is to gather witness statements.)
• Ensuring, if necessary, that mental health issues are addressed in accordance
with this SOP
• Being present during the disciplinary hearing, except during deliberation (If the
sole reason for assigning the staff hearing assistant was to gather written
Disciplinary Witness Statements, the staff hearing assistant does not need to be
present during the disciplinary hearing.)
• Helping with the preparation of an appeal (gathering disciplinary witness
statements or other documents, helping the inmate understand the appeal
process, etc.)
• Staff hearing assistants who believe that they cannot fulfill their duties must
submit an e-mail to the DHO requesting to be released from the assignment
• If a DHO believes that the staff hearing assistant cannot fulfill the requirements of
the position, the DHO must release the staff member from the assignment and
assign a new staff hearing assistant. The DHO must notify the review authority.
The DHO must document the release or change of a staff hearing assistant in the
offender management system.
• If the inmate is moved to another facility, the inmate may request that the DHO at
the new facility assign a new staff hearing assistant to assist with the appeal (the
staff hearing assistant at the former facility does not continue to serve this
function at the new facility)
Staff hearing assistants have certain limitations and restrictions:
• Staff hearing assistants are not legal representatives. They are not advocates for
the inmate, but simply assist the inmate to prepare his defense.
• Staff hearing assistants are not investigators. They collect Disciplinary Witness
Statements on the inmate’s behalf, but they do not conduct interviews or other
investigations. Staff hearing assistants do not identify potential witnesses or
evidence on the inmate’s behalf.
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• Staff members who witnessed or investigated the disciplinary offense must not
serve as a staff hearing assistant.
• Neither an inmate nor a staff hearing assistant may cross-examine any witness;
however, the staff hearing assistant may submit or ask questions of the witness
to the DHO. If the DHO believes that the question(s) are relevant, the DHO may
ask the witness the question.
Review Authority
The review authority is a member of the facility management team, normally a second-
in-command (deputy warden) or similar position. Review authorities must not be in the
chain of command of the person who wrote the Disciplinary Infraction Report or DOR.
For example, the deputy warden of security must not review DORs written by security
staff. A division chief or designee may make exceptions to the chain of command
guidelines when appointing a review authority.
The review authority must receive IDOC-approved training.
The review authority is responsible for providing quality assurance for disciplinary
system processes and ensuring that the principles and philosophies of this SOP are
being observed, including the following:
• Ensuring that inmates are consistently being held accountable for their behavior
• Ensuring that disciplinary system processes are as timely as possible and not
just meeting the minimum time frames
• Ensuring that endorsers only approve properly written DORs for submission to
the DHOs
• Monitoring that behavioral interventions and/or sanctions are being used
effectively
• Monitoring that staff members are writing quality Infraction Reports, DORs, and
Information Reports that provide sufficient information
• Monitoring that appropriate disciplinary offenses are being charged
• Ensuring that IHOs and DHOs are being objective
• Ensuring that DHOs are providing sufficient due process regarding restitution
• Ensuring that IHOs and DHOs are dismissing Disciplinary Infraction Reports and
DORs that do not meet the standards provided in this SOP
• Ensuring that the DOR is accompanied by the mental health DOR
recommendation, evidence, restitution form, Disciplinary Witness Statements,
Basis of Disciplinary Findings, etc. if applicable upon finalization and submission
to central file
• Listening periodically to recordings of disciplinary hearings to provide quality
assurance
Appellate Authority
The appellate authority for DORs is the facility head, and the appellate authority for
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Disciplinary Infraction Reports is the second-in-command (DOR review authority). The
appellate authority must not delegate this duty; however, in his absence he must
designate an acting appellate authority to assume this duty as long as the designated
acting appellate authority for a DOR appeal did not serve as the review authority for the
DOR being appealed.
The applicable appellate authority is responsible for reviewing Disciplinary Infraction
Reports and DORs that are appealed and ensuring that disciplinary system processes
and individuals involved have adhered to the standards and the principles established in
this SOP.
Department Disciplinary Coordinator
The department disciplinary coordinator or designee is responsible for the following:
• Developing and/or approving training related to disciplinary system processes, to
include, but not limited to, training for staff, IHOs, DHOs, staff hearing assistants,
review authorities, and endorsers
• Providing oversight for quality assurance and disciplinary system process
improvement
• Providing training for DHO trainers
DHO Trainers
DHO trainers provide training to IHOs and staff hearing assistants. The disciplinary
coordinator serves as the primary DHO trainer. Regional DHO trainers may be approved
and are limited to the following number in each region:
• Northern region – one
• Eastern region – one
• Southern region – one
Division Chiefs
When appropriate, the division chief or designee may dismiss, modify, and/or order that
any Disciplinary Infraction Report or DOR be rewritten and/or reheard.
9. DOR Content and Evidence
The body of the DOR report itself as well as evidence or testimony attached or presented at
the hearing are the sole sources of information that the DHO may consider during the
disciplinary hearing process.
All evidence used at the hearing must be made known to the inmate, except that the DHO
may decide to withhold from disclosure specific information if the disclosure would endanger
the safety or well-being of another person or the security of the facility. The DHO must
document the reasons for excluding or limiting any evidence.
DOR Content
The DOR content (the body of the report describing the disciplinary offense and
evidence) must be clear, concise, complete, and written in first person. In some
situations, a staff member could witness an incident, but an additional investigation could
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be required. In such a case, either the witness or a facility investigator can write the
DOR depending on which person has the most firsthand information. The person, who
did not write the DOR, would typically write an Information Report that should be
attached to the DOR as evidence. When the writer of the DOR obtains information from
another staff member, the writer must state how that information was obtained and
identify the source of the information.
Information obtained from an inmate must not be used unless it is absolutely necessary,
except in cases where the inmate’s identity is known to the inmate accused of the rule
violation. For example, an inmate accused of a sexual activity or fighting will most likely
know the other inmate’s identity.
If information from an inmate or inmates is used, care must be taken to assure that the
accused inmate cannot identify the inmates who supplied the information. In addition,
such information must be independently corroborated or obtained from multiple sources.
The following statements are two examples of information that could be reported without
naming the inmate who provided the information:
Three separate inmates told me that inmate Jones (#11111) had gone from cell to cell
earlier in the day asking each inmate if he was going to help take control of the unit.
Each inmate stated that inmate Jones threatened other inmates with bodily harm if they
did not agree to participate. I saw inmate Jones going from cell to cell approximately two
hours before the disturbance.
I interviewed 24 inmates housed on the unit at the time of the disturbance. Thirteen of
the 24 inmates stated that inmate Jones (#11111) instigated the disturbance. Inmates'
descriptions of inmate Jones' behavior were consistent, stating that Jones made the
following statements: "This is bullshit and if we stick together, the cops will be forced to
change the rule." "Those who do not participate are rats and had better not sleep at
night because they will not wake up."
In both of the above statements, the information would be useful during the disciplinary
hearing process—although ultimately, as with all evidence, the DHO must determine
how much weight to give each statement.
Requesting Restitution
A request for restitution must be included in the DOR content. See subsection titled
Restitution, for more information regarding the requirements that must be met to request
and/or order restitution.
Evidence
Evidence submitted with a DOR is typically limited to documents (such as letters, notes,
laboratory results, or written testimony) and photographs (to include photographs of
physical evidence, when applicable) that can be attached to the DOR and filed in the
inmate’s central file. The inmate may review the evidence documentation at the
disciplinary hearing. However, the evidence documentation must not be attached to the
inmate’s copy of the DOR.
Testimony
Testimony during the disciplinary hearing process is presented either in person or via
written statements. Written statements include witness statements, Information Reports
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(see General Reporting and Investigation of Major Incidents, SOP 105.02.01.001, for the
Information Report), and the DOR itself.
First person eyewitness or firsthand accounts are the most credible testimony. If
secondhand information (hearsay) is necessary, the staff member writing the DOR
should be specific how the information was obtained.
Example: I interviewed Nurse Martin and she stated that inmate Jones (#11111) said “If
you don’t give me those medications, I’m going to break your leg”.
Although secondhand information (hearsay) is permitted, it should be avoided. When
used, secondhand information should be corroborated by other evidence to carry weight
during the disciplinary hearing process.
Photographs, Physical Evidence, and Physical Site
In the rare event that photographs are lost, or digital files are damaged and are therefore
unavailable at the disciplinary hearing, the DHO may either postpone the hearing until
photographs can be obtained or personally view the physical evidence if it is still
available. If the DHO personally views the physical evidence, he must describe his
observations during the recorded disciplinary hearing and explain why the photographs
were not available in the offender management system.
However, the absence of photographs or physical evidence does not require that the
DOR be dismissed. The DHO may proceed with the disciplinary hearing if the DOR itself
provides sufficient evidence as described in this section.
The DHO may also personally inspect or view a location to obtain a better understanding
of the physical site. The DHO must describe his observations during the recorded
disciplinary hearing.
As applicable, physical evidence must be handled, retained, and disposed of in
accordance with Custody of Evidence, SOP 116.0 1.01.001.
Except as described above, evidence (both documentation and physical) must not be
considered unless it is identified in the DOR, attached to the DOR, or presented at the
disciplinary hearing.
Audio and Video Recordings
Audio and/or video recordings are not typically used as evidence. Instead, the staff
member writing the DOR must use first person to describe what was observed or heard
in the video or audio recording. Corroborating evidence should be included whenever
possible.
Example: On October 17, 2009, during a morning cell check, I observed that inmate
Jones (#11111 ) had a black eye and cut lip. All inmates on the unit were checked for
injuries. Inmate Smith (#44444) had a swollen hand. I observed video surveillance
recordings of the unit. The video surveillance recording showed inmates Jones and
Smith fighting at 22:13 hours on October 16, 2009. I observed that both inmates were
throwing punches.
DHOs may request audio recordings as evidence when deemed necessary. Unless the
investigator determines that a legitimate security concern exists, audio recordings of the
accused inmate’s telephone conversations may be presented at the disciplinary hearing.
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Inmates must not be permitted to view video recordings. However, if the DHO believes
that viewing the video recording would be important to the decision-making process, the
DHO may view the recording, in private, if the inmate agrees. The inmate’s agreement
that the DHO views the video recording in private must be documented on the
disciplinary hearing audio recording and clearly stated in the offender management
system in the Basis of Disciplinary Findings section.
After reviewing the video recording, the DHO will reconvene the disciplinary hearing and
give a general description of the evidence viewed on the disciplinary hearing audio
recording with the inmate present.
10. Infractions and the Infraction Process
Staff members may address class C disciplinary offenses as an infraction or a DOR. If the
offense is addressed as an infraction, it must be handled using the infraction process. Quick
intervention following an inmate’s behavior is a primary goal when an infraction is
committed. Sanctions may be assigned to an inmate only by an IHO or a DHO after a
hearing that confirms a rule violation.
Staff members may also issue warnings to inmates for class C offenses without the approval
of a supervisor and are encouraged to issue warnings before submitting a Disciplinary
Infraction Report. However, sanctions must not be imposed when staff issue warnings.
DHOs will normally not serve as IHOs at prison facilities. However, a DHO will normally
serve as the IHO at a CRC.
Informal sanctions should be applied progressively, taking into consideration the severity
and frequency of rule violations the inmate’s history, and norms of the IDOC. However, IHOs
should vary the type and not just the intensity of informal sanctions to determine if one is
more effective than others in deterring unwanted behavior.
The IHO must balance consistency in the application of informal behavioral interventions
and/or sanctions with their effectiveness on an individual inmate. In addition, it is not
mandatory that an IHO impose informal behavioral interventions and/or sanctions, even
though the behavior is documented as an infraction. In some cases, the infraction hearing
alone may serve as the informal behavioral intervention and/or sanction.
Informal Behavioral Interventions and Sanctions
Informal behavioral interventions and sanctions are different means used to encourage
appropriate behavior. It is important that the IHO understand the difference between an
informal behavioral intervention and an informal sanction and attempt to convey the
difference to the inmate when imposing the response to the rule violation.
Informal Behavioral Interventions
Informal behavioral interventions are learning experiences (not a sanction or
punishment) that help inmates learn to modify their behavior to avoid rule violations in
the future.
Informal behavioral Interventions include, but are not limited to the following:
• Apologies − written or in person
• Behavior agreements
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• Journaling
• A written essay
• The infraction process itself
Written assignments (apologies, journal entries, or essays) may be reviewed by the case
management team or IHO and then given back to the inmate or disposed of but will not
be filed or retained. If known, completion of the assigned informal behavioral intervention
should be documented in the offender management system contact notes as a
corrective action.
Informal Sanctions
Informal sanctions are a consequence or punishment used to help inmates associate
their behavior with the outcome, deter further rule violations, and hold them accountable
for their behavior.
Informal sanctions are limited to the following:
• Verbal warnings
• Written warnings (documented in the offender management system)
• Extra duty − up to four hours per day (not to exceed a total of ten hours)
• Loss of designated privileges − 1 to 15 days
• No contact orders − 1 to 15 days
Restitution
If restitution is requested, the inmate can agree to voluntarily pay restitution by signing
an Inmate Personal Funds Withdrawal Slip for the amount. If the inmate does not agree
to voluntarily pay restitution, the IHO must refer the restitution request to a DHO. The
DHO must then hold a restitution hearing (similar to a disciplinary hearing) and make a
determination regarding restitution. If the DHO determines that restitution should be
paid, the process described in section titled Restitution must be followed.
Inmate Failure to Complete an Informal Sanction
A DOR for Failure to Comply with a Disciplinary Sanction may be issued if an inmate
fails to complete an informal sanction.
The Infraction Process Steps
Functional Roles
and
Responsibilities
Step Tasks
Staff Member

1 Learns of an inmate committing a class C disciplinary offense.
2 Decide whether to:
• Issue a warning, verbal or written, and document in
the offender management system (the process ends
here)
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• Forward the Disciplinary Infraction Report to the
IHO.
Infraction Hearing
Officer (IHO)
5
Meet with the inmate as soon as possible, but not more than
three working days (or not more than seven working days if
team case management is used) from the issuance of the
Disciplinary Infraction Report; and confirm the alleged rule
violation or dismiss the Disciplinary Infraction Report.
• Confirm – Impose the appropriate informal
behavioral interventions and/or sanctions, document
in the offender management system contact notes,
and forward a copy of the Disciplinary Infraction
Report to the review authority
• Dismiss – Do not document in the offender
management system. (The process ends here.)
If any restrictions are imposed, document them in the offender
management system, disciplinary detail screen under restriction
reports.
If there are any concerns about the inmate’s mental health,
contact the facility mental health professional. (Facilities without
a mental health professional on staff must refer the concern to
the facility head.)
6 Forward the completed Disciplinary Infraction Report that has
the IHO’s original signature to the infraction reviewer.
Infraction
Reviewer
7 Monitor the infraction process for quality assurance.
Inmate
8 Comply with the imposed informal behavioral interventions
and/or sanctions. Infraction may be appealed (see Appeals:
Methods of Administrative Review section in this SOP.
11. Requesting and/or Assigning a Staff Hearing Assistant
Inmates may request a staff hearing assistant in writing using a Disciplinary Request for
Staff Hearing Assistant form, or a DHO may assign a staff hearing assistant without
receiving a request from the inmate. In either case, one or more of the following criteria must
exist before a DHO can assign an assistant:
• The inmate is in restrictive housing or is otherwise unable to gather evidence and/or
Disciplinary Witness Statements.
• The inmate is functionally illiterate or cannot read or understand the English
language.
• The inmate has a limited ability to understand the charges due to mental health
issues or limited cognitive functioning.
• The issues raised by the disciplinary hearing process are complex.
• The DHO believes that the inmate is unable to marshal an adequate defense.
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The DHO must identify the purpose(s) for which the staff hearing assistant was assigned to
the inmate, for example: to assist with gathering Disciplinary Witness Statements or to assist
an inmate due to reading, language or comprehension difficulties.
The inmate may make a written request before the disciplinary hearing or a verbal request
during the hearing that the staff hearing assistant provide no further assistance. If the DHO
believes that the inmate needs help with the disciplinary hearing process, the DHO must
attempt to provide the inmate with appropriate assistance, such as explaining the
disciplinary offense charged, the ramifications of admitting to having committed the offense,
the potential consequences if the charge is affirmed, and the appeal process. The DHO
must document the efforts in the offender management system.
12. Writing, Processing, and Serving the DOR
Class A or B disciplinary offenses must be addressed through a DOR. Disciplinary offense
resulting in a DOR must be handled using the formal disciplinary hearing process. Formal
behavioral interventions and/or sanctions must only be imposed following appropriate
findings during the disciplinary hearing process. To increase the effectiveness of the
disciplinary hearing process, staff members must ensure that each step in the process is
completed as soon as possible and does not exceed established time limits. In addition,
violation of local, state, or federal law must be reported to the appropriate law enforcement
authorities for possible criminal action.
13. Time Limits
A DOR may be written and submitted pursuant to this SOP at any time during the inmate’s
incarceration with the IDOC. Time limits do not commence at the time an inmate commits a
disciplinary offense. Rather, time limits start to apply at the time a staff member becomes
aware of a rule violation. Typically, when a staff member becomes aware of a rule violation,
the DOR should be written and submitted for processing before the end of the staff
member’s shift or workday, but in any event, the DOR must be written within seven calendar
days, or ten calendar days if the inmate is in segregation pending an investigation (SPI),
after becoming aware of the rule violation. If an inmate in placed in pre-hearing segregation
(PHS), a DOR must be written before the staff member leaves the facility.
The above time limits are established for the purpose of dealing with rule violations in a
timely manner. A missed time limit does not affect the IDOC's authority or ability to issue a
DOR and complete the disciplinary hearing process. The division chief or the department
disciplinary coordinator may also extend time limits for good cause.
Time limits will be automatically suspended if an inmate is temporarily off site due to court
hearings, short-term hospital stays, suicide watch, etc.
A DOR may be written but not served to an inmate during the initial stages of a criminal
investigation, when service of the DOR might compromise the investigation. As soon as
the criminal investigator completes the initial investigation, the DOR will be served and the
disciplinary hearing process will proceed. The review authority or designee must
communicate with law enforcement authorities to determine when the initial investigation
and interviews will be completed.
14. Escapes
Following an escape, a DOR must be written and submitted to a DHO immediately upon
completion of the IDOC investigation. The DHO must enter the DOR information into the
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offender management system, set the disciplinary hearing location as ‘central office’, and
notify the department disciplinary coordinator or designee via email. The department
disciplinary coordinator or designee must ensure that the DOR is heard when the inmate is
captured and returned to an IDOC facility. The IDOC will not delay the disciplinary hearing
process for an inmate who is awaiting prosecution.
15. Group Disruption and Extraordinary Events
If a facility has a group disruption or other extraordinary event, the facility head or designee
must contact the applicable division chief or designee before beginning the disciplinary
process. The applicable division chief or designee will provide guidance and additional
support as needed. Support may include, but is not limited to, additional investigative
support, guidance regarding writing DORs, and additional DHO support.
16. Process Steps: Writing, Processing, and Serving the DOR
The following steps must be followed when a DOR is written:
Functional Roles
and
Responsibilities
Step Tasks
Staff member 1
Learns that an inmate committed a disciplinary offense.
Complete a Disciplinary Offense Report within the appropriate
time limit requirements.
Email the completed DOR and supporting evidence and
testimony (as applicable) to the endorser or designee before
leaving the shift, unless further investigation is required. Hand-
deliver evidence and testimony that cannot be sent via email.
Do not document the issuance of the DOR in the offender
management system.
Endorser 2
As soon as possible, but within 24 hours, review the DOR,
evidence, and testimony (as applicable) and ensure that the
DOR:
• Charges the disciplinary offense that best describes
the inmate’s behavior.
• Has the correct date, inmate name, etc.
• Contains the necessary content and evidence.
• Is clear, concise, complete, and written in first
person.
• Is within the time limits set in this SOP.
If time lines for writing or processing the DOR were exceeded
or extended, the endorser must document the reason using
Disciplinary Delay Notification Form. When time limits are
extended, the completed Disciplinary Delay Notification Form
must be attached to the DOR that has the original signature,
and the DHO must also document the extension in the offender
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Functional Roles
and
Responsibilities
Step Tasks
management system.
In a prison facility, if the endorser cannot review the DOR
before leaving shift, forward it via email it to another supervisor
who can endorse the DOR.
In a CRC, if the endorser cannot review the DOR before
leaving shift, the DOR must be endorsed the next business
day.
Endorser
3
If the completed DOR does not meet department standards,
return the DOR and evidence (as applicable) to the submitting
staff member and provide feedback so that it may be corrected
or rewritten.
• If an infraction is more appropriate, instruct the staff
member to issue an infraction,
• If the incident does not warrant a disciplinary action,
inform the staff member and end the process here.
4
If the completed DOR does meet department standards:
• Print two copies of the DOR and sign each.
• Check the inmate’s mental health status in the
offender management system; if the inmate has a
current (highlighted in red) mental health status of
ACMHS, ICMHS, CMHS 1 or MHMN, (facility heads
may add inmates with a CHMS 2 status in a field
memorandum), notify a clinician that a Disciplinary
Mental Health Recommendation is needed (if
mental health concerns are present, see step five).
• Assign a staff member to serve the inmate a copy of
the DOR. (Do not give the inmate copies of
evidence.)
If the inmate is on suicide watch, do not serve the DOR. Notify
the deputy warden of operations or designee and note that
information on the copy being delivered to clinical staff.
If the serving staff return with a DOR not served because the
inmate is on watch, note it on the DOR and ensure it is served
later.
If the inmate is in SPI, review the situation to determine if the
inmate needs to remain in segregation pending the disciplinary
hearing. If the inmate needs to remain in segregation, ensure
the restrictive housing status is changed to PHS.
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Functional Roles
and
Responsibilities
Step Tasks
Clinician 5
Complete the Disciplinary Mental Health Recommendation
within 24 hours of being notified and cut/paste details from the
DOR into the offense description field on the form.
• Make a recommendation.
• Forward the completed form to the DHO or
designated electronic folder.
Timely response to these requests is crucial to ensure the
process complies with time lines established in this SOP.
Designated Staff 6
Within 24 hours of the endorsement, serve the inmate a copy
of the signed DOR. (Do not give the inmate copies of
evidence.)
• Ask if the inmate needs a Disciplinary Request for
Staff Hearing Assistant or a Disciplinary Witness
Statement form and mark the appropriate box on
the DOR. Provide up to four Disciplinary Witness
Statement forms to the inmate.
• Give one copy of the signed DOR to the inmate for
review and signature.
• If the inmate refuses to sign the DOR, document in
the additional staff comments section of the DOR
that the inmate refused to sign acknowledging
receipt of the DOR.
If the DOR cannot be served within 24 hours, document the
reasons and attach them to the DOR. (A time discrepancy of up
to two hours does not require that the reasons for the time
discrepancy be documented.)
Designated Staff 7
As proof of delivery, sign the DOR that has the endorser’s and,
if applicable, inmate’s original signatures.
Give one copy of the DOR that has your signature to the
inmate. If the inmate refused to sign, leave a copy of the DOR
anyway.
If a Disciplinary Request for Staff Hearing Assistant form was
given to the inmate, inform the inmate to complete the form and
return it to a staff member as soon as possible to be forwarded
to the assigned DHO.
Return the signed DOR to the endorser.
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Functional Roles
and
Responsibilities
Step Tasks
Endorser 7
Email the unsigned Word version of the DOR to the assigned
DHO.
Forward the physical copy of the signed DOR and evidence (as
applicable) to the DHO.
Hand-deliver evidence that cannot be sent via email.
Inmate (or
assigned Staff
Hearing
Assistant)
8
Using the Disciplinary Witness Statement forms, collect written
Disciplinary Witness Statements.
If time permits, forward the forms to the assigned DHO and, if
applicable, to the inmate. If time does not permit, take the
statements to the disciplinary hearing.
The DHO appoints a staff hearing assistant when appropriate.
17. Scheduling a Disciplinary Hearing
After receiving the completed DOR and evidence (as applicable) from the endorser, the
DHO completes the following steps.
Functional Roles
and Responsibilities Step Tasks
Disciplinary Hearing
Officer (DHO) 1
Enter the information from the DOR form into the offender
management system.
Enter the offender management system-generated DOR
number onto the DOR form.
The offender management system requires that certain
information be entered before the disciplinary hearing
process can proceed. The DHO may return the DOR form to
the endorser if the required information was not provided. In
such cases, corrections must be made and the DOR form
returned to the DHO. Returning the DOR form to the
endorser is not considered a dismissal, the correction is not
considered a rewrite as described in this SOP, nor does the
corrected DOR form need to be served on the inmate.
Additionally, minor errors such as misspellings, incorrect
dates, or other typographic errors may be corrected without
dismissing the DOR. These changes or corrections must be
described and explained during the recording of the hearing.
However, any return/correction of the DOR form must be
limited to procedural errors such as missing dates, service
information, etc. A DOR form that requires changes or
additions to evidence, disciplinary offense, etc. must be
entered and dismissed by the DHO. DORs requiring such
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modifications may be rewritten and reheard as described in
this SOP.
DHO 2
If the inmate requested a staff hearing assistant, determine if
the inmate meets the criteria.
If appropriate, appoint a staff hearing assistant to assist the
inmate.
Schedule a disciplinary hearing as soon as a practical, but
not more than seven calendar days after the inmate was
served the DOR. When scheduling the disciplinary hearing,
the inmate must be allowed at least 24 hours to prepare for
the hearing.
The seven-calendar day limit may be extended for
exceptional circumstances, unavoidable delays, or
reasonable postponements. If extended, notify the inmate of
the extension and the reason for the delay using the
Disciplinary Delay Notification Form.
If the inmate is held in PHS, schedule the disciplinary
hearing as soon as possible. If the hearing cannot be held
within the first five calendar days and an extension is
necessary, contact the shift commander or designee about
the need for the inmate to remain in PHS.
The DOR may be dismissed before the disciplinary hearing
for reasons such as when the wrong disciplinary offense is
charged or the DOR lacks sufficient evidence. If dismissed
before the hearing, an audio recording of the dismissal is not
needed. However, all other offender management system
documentation process steps pertaining to the DOR and the
hearing must be completed.
DHO 3
Obtain from the inmate any Disciplinary Witness Statement
forms that have been collected.
If applicable, ensure that the staff hearing assistant is
available.
DHO 4
Check for mental health considerations in the offender
management system. If the inmate has a mental health
consideration, the mental health link on the inmate
information screen will be highlighted in red. If the inmate
has a mental health status of ACMHS, ICMHS, CMHS 1 or
MHMN, (facility heads may add CHMS 2 status in a field
memorandum) a Disciplinary Mental Health
Recommendation is required.
If a Disciplinary Mental Health Recommendations is
indicated but has not been received, contact the clinician
and request the recommendation be completed. (Do not
conduct the hearing until the recommendation has been
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received.)
If the inmate has no mental health consideration, conduct
the disciplinary hearing in accordance with this SOP.
18. Transfers
When a disciplinary offense is committed at a facility, but the inmate is moved to another
facility, the following procedures are used.
Sending Facility Responsibilities
Staff members at the sending facility do the following:
• Write the DOR.
• Endorse the DOR.
• Email the DOR to the review authority or designated DOR email or file location at the
receiving facility.
• Track the progress of the DOR to ensure that it is heard, and the review authority
actions are completed in a timely manner.
(If the DOR is heard and then the inmate is transferred, the review authority at the
sending facility must complete confirm, dismiss, or modify the DOR.)
Receiving Facility
Staff members at the receiving facility do the following:
• Ensure that the DOR is assigned to a DHO.
• Hear the DOR.
• Review the DOR and complete the appellate process if applicable.
• Implement the sanctions if applicable.
19. Witnesses
Any inmate, staff member, volunteer, contractor, etc. who has firsthand knowledge about the
alleged rule violation may provide written Disciplinary Witness Statements. If possible, the
inmate (or staff hearing assistant) will submit written Disciplinary Witness Statements to the
DHO before the disciplinary hearing. The DHO must ensure that submitted written
Disciplinary Witness Statements are available at the disciplinary hearing.
Inmates are limited to four Disciplinary Witness Statement forms. The witnesses’ written
statements must not exceed the space provided on the Disciplinary Witness Statement form.
However, if the DHO thinks that additional information is relevant, the DHO may allow
additional written Disciplinary Witness Statements, call witnesses to testify in person, or ask
for additional information from specific witnesses.
Witnesses are allowed at the disciplinary hearing if the DHO thinks that their presence is
necessary. For example, if the DOR content does not contain sufficient information. Often,
written statements from the witnesses are sufficient; however, a DHO may request that a
witness complete additional statements as needed for clarification or testify in person at the
disciplinary hearing.
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If a witness or written Disciplinary Witness Statement is not allowed, the DHO must
document the reasons why in the offender management system under Basis of Disciplinary
Findings. The lack of adequate staffing does not justify not allowing a witness, refusing to
call a witness to testify in person, or failing to obtain a written Disciplinary Witness
Statement.
The DHO may reject witnesses or written Disciplinary Witness Statements when:
• He determines that the testimony is or would be unrelated to the disciplinary offense
(such as a character witness).
• The statement is not written on the completed Disciplinary Witness Statement form.
• The statement exceeds the space provided on the Disciplinary Witness Statement
form.
• The statement is not legible.
• The witness is unwilling to write a statement or testify in person.
If a witness is at a disciplinary hearing or on speaker phone, the DHO is the only person
who may ask the witness questions. A witness should be present at the disciplinary hearing
or on speaker phone if one or more of the following exists:
• The witness is unable to write a statement (the witness has an injured writing hand,
is unable to read or write, etc.).
• The inmate requests the presence of a witness during the disciplinary hearing, and
the DHO approves.
• The DHO determines that the information provided in a written Disciplinary Witness
Statement or DOR is insufficient.
Confidential Witness Statements or Testimony
The use of confidential witness statements or testimony must be in accordance with
Investigations and Intelligence Program, SOP 504.02.01.001.
20. DOR Findings
The DHO can select one of the following DOR findings:
• Confirmed — Selected when the inmate admits to committing the disciplinary
offense and/or when based on the evidence, the DHO confirms the allegation. To
confirm the allegation, the DHO must determine that some evidence exists that
indicates the inmate committed the disciplinary offense. To accept admittance, the
DHO must also determine that at least some evidence indicates that the inmate
committed the disciplinary offense. The DHO must document the rationale for the
decision in the offender management system in the basis of disciplinary findings.
• Dismissed — Selected when there is not enough evidence to confirm the allegation
or the DHO finds that procedural errors were made in the disciplinary hearing
process or with the DOR. A DHO must not amend a disciplinary offense up or down.
However, if a DHO dismisses a DOR because the offense charged does not describe
the inmate’s behavior, the DHO must document in the offender management system
comments/details section a recommendation that the DOR be rewritten using the
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appropriate disciplinary offense. The review authority may authorize that a DOR be
rewritten and/or reheard in accordance with this SOP.
21. Disciplinary Hearing Documentation
DORs are documented in the offender management system. Staff must not document the
issuance of a DOR in the offender management system under contact notes. Endorsers,
DHOs, review authorities, and appellate authorities must monitor offender management
system contact notes for improper DOR documentation and remove the improper
documentation from the offender management system contact notes.
In the offender management system, the text fields are used as follows:
Description of the Offense
The DHO copies and pastes the reporting staff’s description of the disciplinary offense
verbatim. No corrections, additions, or editing of this information is allowed after the
endorser approves it.
Description of the Evidence
The DHO documents any evidence that accompanies the DOR. Only evidence attached
to the DOR or presented for the DHO’s consideration is entered.
Basis of Disciplinary Findings
The DHO states the facts relied upon and rationale for the finding in the offender
management system under Basis of Disciplinary Findings. This information must be
specific and not a general statement.
If any evidence, witnesses, or written Disciplinary Witness Statements were denied, the
details of what was denied, and the reasons must be documented in the second text
field under basis of disciplinary findings.
Comments/Details
The contents of the offender management system comments/details do not appear on
the printed offender management system-generated DOR. The comments/details area
should be used to document administrative information. Examples include:
• DHO recommendations to the review authority that the DOR be rewritten or that it
may not be rewritten.
• Appeals that were not accepted and the reason.
• DHO explanation if an inmate is not present at the disciplinary hearing.
• Modifications made by the review authority.
• Review authority reasons for dismissal.
Inmate Appeal Details
If an inmate submits an appeal, the appeal information must be entered in the inmate
appeal details section.
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Appeal Comments
The appeal comments section must be used to document the appellate authority’s
appeal findings.
22. Conducting the Disciplinary Hearing
Except as noted in this section, the inmate must be present at the disciplinary hearing. If the
inmate is not present at the disciplinary hearing, the DHO must provide an explanation on
the disciplinary hearing audio recording and in the offender management system under
Basis of Disciplinary Findings. Exceptions to an inmate being present at the disciplinary
hearing include the following:
• When the inmate refuses to attend the hearing, the inmate must not be taken to the
hearing by the use of force. However, if the inmate refuses to attend the hearing, the
DHO must proceed with the hearing and make a finding in accordance with the
procedures established in this SOP. If the allegation is confirmed, formal behavioral
interventions and/or sanctions may be imposed up to the allowed maximums.
• When the inmate's disruptive or violent behavior calls for exclusion from the hearing
(The DHO could choose to have the hearing in a noncontact visiting area or by
standing outside the inmate‘s cell.)
• During deliberation.
At the disciplinary hearing, an inmate’s participation must be limited to the following:
• Admitting or denying the allegation
• Presenting written Disciplinary Witness Statements
• Providing testimony about the evidence presented
• Providing testimony that might reduce the formal sanctions
• Asking the DHO questions about procedural matters
• Consulting with the staff hearing assistant (if assigned)
DHOs must complete the following steps when conducting a disciplinary hearing: (If during
the hearing the DHO determines that additional written Disciplinary Witness Statements
and/or in-person witness testimony are needed, the DHO must stop the hearing and
reconvene at a later time.)
Functional Roles
and
Responsibilities
Step Tasks
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Disciplinary Hearing
Officer (DHO) 1
Before the disciplinary hearing, to become familiar with the
allegations, review the completed DOR and supporting
evidence (as applicable) including the Disciplinary Mental
Health Recommendation (if applicable).
Physical evidence that poses a security risk such as
weapons, drugs, or alcohol, or physical evidence that is large
or stationary such as damage to a building will not be
presented during the disciplinary hearing. In this instance,
photographs of physical evidence should be used as
evidence.
DHO 2
Turn on the disciplinary hearing audio recording and begin
the hearing.
Consider only the evidence and testimony presented during
the hearing,
Ensure the inmate has an opportunity to review the evidence
present at the hearing.
Do not use plea bargaining to influence the inmate into
admitting the allegation.
DHO 3
During deliberation:
• Exclude the inmate and turn off the disciplinary
hearing audio recording.
• Consider the evidence and testimony presented
during the hearing and decide whether to confirm
or dismiss the allegation.
• If a mental health professional submitted
recommendations, consider the
recommendations. (At the end of the hearing,
state on the audio recording what the mental
health recommendation was, any mitigating
factors that exist, and that the recommendation
was taken it into consideration.)
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DHO 4
Bring the inmate back into the disciplinary hearing and restart
the disciplinary hearing audio recording.
State one of the following DOR findings:
• Confirmed
• Dismissed
Impose the appropriate formal behavioral interventions
and/or sanctions and enter them in the offender management
system under sanctions and interventions.
If necessary, before imposing the interventions and/or
sanctions, recess the disciplinary hearing to review past
disciplinary procedures and information recorded in the
offender management system.
DHO 5
End the disciplinary hearing and turn off the disciplinary
hearing audio recording.
If the allegation was dismissed, but you believe the DOR can
and should be rewritten, make that recommendation to the
review authority.
Describe the facts you relied on when making your decision
in the offender management system disciplinary detail screen
under Basis of Disciplinary Findings.
If a mental health professional submitted recommendations,
and the DOR finding or formal behavioral interventions and/or
sanctions differ from the mental health recommendation,
clearly document the reason why in the offender
management system under comments/details, state it on the
audio recording of the hearing, and immediately notify the
mental health professional.
Enter the outcome of the disciplinary hearing into the offender
management system.
Forward the completed DOR with the original signature and
supporting evidence (attached or presented at the hearing) to
the review authority.

23. Formal Behavioral Interventions and Sanctions
Formal behavioral interventions and sanctions are different means used to encourage
appropriate inmate behavior.
The DHO must balance consistency in the application of formal behavioral interventions
and/or sanctions with their effectiveness on an individual inmate. In addition, it is not
mandatory that a DHO impose formal behavioral interventions and/or sanctions when an
allegation is confirmed. In some cases, the disciplinary hearing process itself may serve as
the only formal behavioral intervention and/or sanction needed.
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24. Formal Behavioral Interventions
Formal behavioral interventions are learning experiences (not formal sanctions or
punishment) that help inmates learn to modify their behavior to avoid rule violations in the
future.
Formal behavioral interventions include, but are not limited to, the following:
• Apologies − written or in person
• Behavior agreements (These mandate compliance with the inmate’s individual
program plan)
• Journaling
• A written essay
• The disciplinary hearing process itself
• Written assignments (apologies or essays) may be reviewed by the case
management team or DHO and then given back to the inmate or disposed of but will
not be filed or retained. If known, completion of the assigned formal behavioral
intervention should be documented in the offender management system contact
notes.
25. Formal Sanctions
Formal sanctions are a consequence or punishment used to help inmates associate their
behavior with the outcome, deter further rule violations, and hold them accountable for their
behavior.
Formal sanctions can only be imposed by a DHO after the allegation is confirmed in a
disciplinary hearing. Formal sanctions should be applied consistently, taking into
consideration the severity and frequency of violations, the inmate’s history of rule violations,
and norms of the IDOC. However, staff should vary the type and not just the intensity of
formal sanctions to determine if one is more effective than another in deterring unwanted
behavior.
DHOs must also consider the availability of facility resources when imposing formal
sanctions. Formal sanctions must run concurrently.
Living Unit Restriction
A living unit restriction may include limitations being placed on the access to any
combination of the following:
• Day room/common area
• Chapel (only if offense was related to chapel)
• Group activities
• Gym
• Hobby craft
• Library
• Recreation
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• Visiting
• Work opportunities
• Yard (outside)
Disciplinary Detention
The total time spent in disciplinary detention, including the time spent in SPI and PHS,
must not exceed a total of 15 consecutive days in segregation. Any detention time must
account for SPI and PHS as “time served”. The division chief or designee must approve
the formal sanctioning of any inmate to two consecutive disciplinary detentions that will
total more than 15 days (total time spent in detention, SPI, and PHS) within a 30-day
period.
If an inmate poses a high risk to the security of the facility and/or safety of inmates
and/or staff members, the DHO must refer the inmate to the administrative segregation
facility executive committee (see Restrictive Housing, SOP 319.02.01.001).
Extra Duty
Inmates can be assigned extra duty, not to exceed four hours a day. Extra duty can be
on a traditional work assignment without incentive pay, or extra work such as grounds
keeping, cleaning, etc. Extra duty must not be imposed in a manner that humiliates the
inmate.
Loss of Designated Privileges
The loss of designated privileges may include:
• Property such as TV, radio, commissary, hobby craft, personal property (except for
legal papers)
• Telephone use (except for attorney telephone calls)
• Commissary purchases (same as detention property see Property: State-issued and
Inmate Personal Property, SOP 320.02.01.001.)
• Visits (except for attorney visits)
• Contact visiting (If an illegal drug-related allegation is confirmed, the inmate will lose
visiting privileges for six months in accordance with Visiting Rules for Inmates and
Visitors. The six-month suspension is a Visiting SOP requirement, not a formal
sanction imposed by the DHO; however, the DHO will enter the restriction for 180
days in the sanctions field in the offender management system.)
Work Sanction May Include
• Restriction from working
• Reduction in hours
• Restriction from applying for work
Gym/yard Recreation
Restriction from accessing the gym and/or yard recreation areas (sanction must not
eliminate the minimum requirement for recreation or out of cell time for inmates in short-
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term restrictive housing or administrative segregation).
No Contact Orders
No contact orders restrict communication (verbal, written, etc.); set physical boundaries
(not to be within six feet) between two or more inmates; and are primarily used in the
cases of battery, assault, and/or sexual behavior.
Restitution
When requested in the DOR content, and the DHO determines that restitution is
applicable, the DHO orders restitution using Disciplinary Restitution Order for the actual
replacement value of the item destroyed, lost, damaged, or for certain accrued costs
related to the disciplinary offense. The dollar amount of restitution must be included in
the DOR content and documentation supporting the value must be attached. Hours
IDOC staff worked or medical expenses the IDOC or IDOC medical contract provider
incurred must not be ordered as restitution.
During the disciplinary or restitution hearing, the DHO must provide the inmate with an
opportunity to dispute the dollar amount. At a minimum, the DHO must tell the inmate the
amount of the restitution and what damages or losses generated that amount. The
inmate must have the opportunity to dispute the dollar amount or value and/or fact or
responsibility of damage or loss. The DHO must state his finding regarding restitution on
the disciplinary or restitution hearing audio recording and document the decision
regarding the restitution in the offender management system under Basis of Disciplinary
Findings for the DOR, and if ordered, the dollar amount of the restitution under
sanctions.
If the dollar amount of restitution exceeds $250, the applicable division chief or
designee must approve the restitution. The DHO must complete Disciplinary Restitution
Order and send it via email to the applicable division chief or designee.
The applicable division chief or designee must approve, deny, or modify the Disciplinary
Restitution Order, and sign it. The signed form must be scanned to portable document
format (PDF) and emailed to the DHO. The original form with the approval signature
must be mailed to the records clerk at the inmate’s current facility to be attached to the
hard copy of the DOR when filed.
The DHO must ensure that a copy of the signed form is forwarded to the inmate.
Although the inmate is given a copy of the Disciplinary Restitution Order, it must not
become enforceable until after the review authority has reviewed and if deemed
appropriate, affirmed the DOR.
When restitution is ordered to reimburse another inmate or outside agency, the DHO
and/or review authority must be responsible for ensuring that any restitution collected is
credited to the party who suffered the loss.
26. Time Limits for Formal Sanctions
Time limits for formal sanctions are as follows:
Formal Sanction Disciplinary Offense Classes & Time Limits
Class A Class B Class C
Living Unit Restriction 1 to 30 days 1 to 15 days 1 to 10 days
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Disciplinary Detention 1 to 15 days 1 to 10 days 1 to 5 days
Extra Duty 1 to 60 hours 1 to 40 hours 1 to 30 hours
Warning or Written Reprimand Not available Not available Available
Loss of Designated Privileges 1 to 90 days 1 to 60 days 1 to 45 days
No Contact Orders 1 to 90 days 1 to 60 days 1 to 45 days
Restitution Actual cost Actual cost Actual cost
Inmate Failure to Complete Formal Sanctions
A DOR may be issued if an inmate fails to complete the formal sanctions imposed for a
DOR.
27. Effects of DORs on other Administrative Processes
Confirmed DORs and formal sanctions can affect an inmate’s classification, work, etc. If a
confirmed DOR affects another area, the appropriate authority must review the inmate for
proper reclassification, job action, or loss of privileges. However, any subsequent
administrative action will not be construed as an additional formal sanction.
28. Review Authority’s Review Following the Disciplinary Hearing
After the disciplinary hearing has been held, the review authority must complete the
following steps to complete the disciplinary hearing process and for quality assurance
purposes:
Functional Roles
and
Responsibilities
Step Tasks
Review Authority 1
Each work day check the offender management system
disciplinary detail screen under disciplinary report for DORs a
DHO has heard.
Review Authority 2
Within three working days, review the disciplinary detail screen
in the offender management system, the completed DOR that
with the original signature, and if applicable, the supporting
evidence (attached to the DOR or presented at the disciplinary
hearing). Ensure the DHO has completed all of the applicable
documentation in the offender management system including
the Basis of Disciplinary Findings, and do one of the following:
• Affirm – Agree with the DHO’s findings and formal
sanctions.
• Dismiss – Disagree with the DHO’s findings or
determine that the principles and philosophies of
this SOP were not adhered to. You may require that
the DOR be rewritten and/or reheard in accordance
with this SOP.
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Functional Roles
and
Responsibilities
Step Tasks
• Modify – Modify by changing the disciplinary
offense to a more accurate offense and/or
modifying the formal sanction. Do not modify the
disciplinary offense or formal sanction if the
modification will result in a higher class or
increased sanction.
If the disciplinary detail screen information is not documented
correctly, instruct the DHO to make the needed corrections.
If the review authority process is delayed, notify the inmate
using the Disciplinary Delay Notification Form.
Review Authority 3
Document any comments in the offender management system
under comments/details.
Print two copies of the DOR and the Basis of Disciplinary
Findings from the offender management system.
If dismissed or modified, ensure that the central file and other
documentation are changed or purged to reflect the decision.
Review Authority 4
By the next working day, forward the printed Basis of
Disciplinary Findings, the DOR that has the original signature,
and all supporting evidence (attached to the DOR or presented
at the disciplinary hearing) and a copy of the Disciplinary
Mental Health Recommendation (if applicable), to the facility
records clerk or designee.
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Functional Roles
and
Responsibilities
Step Tasks
Facility Records
Clerk or designee 5
By the next working day, forward one of the two offender
management system-generated DORs and the Basis of
Disciplinary Findings to the inmate. Do not forward the DOR
that has the original signature or the supporting evidence.
If the DOR was:
• Affirmed or Modified– File the DOR that has the
original signature, the other copy of the offender
management system-generated DOR, and all
supporting evidence in the inmate’s central file. (If
restitution was ordered, forward copies of the
Disciplinary Restitution Order and the DOR to an
account technician.)
• Check to see if the inmate has a TPD.
• If yes, forward a copy of the DOR to the
Commission for Pardons and Parole via email at
[e-mail].
• If the DOR is class A or B, notify a classification
staff member so the need for reclassification can be
determined.
• Dismissed – Ensure that the original DOR all
copies, and all supporting evidence are destroyed
to include.
29. Dismissed DORs: Rewriting or Rehearing
If a DHO, review authority, appellate authority, or applicable division chief or designee
dismisses a DOR, any one of these persons can authorize and direct that the DOR be
rewritten and/or reheard. Once dismissed, a DOR may only be rewritten and/or reheard
once, unless the applicable division chief or deputy chief approves additional rewritings or
rehearings. The authority making the decision for a rewriting and/or rehearing is responsible
for instructing the appropriate staff member to rewrite or rehear the DOR.
Second Disciplinary Hearing Assignment
DOR Dismissed by DHO
If a DHO dismisses the first DOR, that same DHO must conduct the disciplinary
hearing for the second DOR; however, the DHO must not conduct the hearing if he has
become aware of evidence that will not be presented in the hearing or is unavailable.
DOR Dismissed by Review Authority, Appellate Authority, or the Applicable Division
Chief
If the review authority, appellate authority, or applicable division chief or designee
dismisses the first DOR, a different DHO must conduct the disciplinary hearing for the
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second DOR.
30. Appeals: Method of Administrative Review
The disciplinary appeal process is the only method of administrative review for issues or
concerns specific to the infraction process, disciplinary hearing process, and the disciplinary
system standards and decision-making principles outlined in this SOP. Inmates cannot use
the procedures outlined in Grievance and Informal Resolution Procedures for Inmates, SOP
316.02.01.001, for issues or concerns specific to this SOP.
Facility heads serve as the appellate authority for DORs and second-in-command (DOR
review authorities) serve as appellate authorities for Disciplinary Infraction Reports. These
appellate decisions are the last step of the disciplinary process and exhaust inmates’
administrative remedies.
Appellate authorities may take any steps they find necessary (reviewing an investigative file,
reviewing an audio/video recording, interviewing staff or inmates, etc.) during the
administrative review of the infraction process, disciplinary hearing process, and/or review of
the disciplinary system standards and decision-making principles to determine if the
standards and principles outlined in this SOP were adhered to.
The following steps must be used for the appeal process:
Functional Roles
and
Responsibilities
Step Tasks
Inmate 1
Appeals must be submitted within 15 days of the
administrative review or the date the review authority affirmed
the DOR. The appellate authority may extend the filing period
up to 60 days.
Complete Disciplinary Appeal Form and clearly state on the
form why the specific infraction or DOR finding and/or
sanctions imposed were inconsistent with the guidance
provided in this SOP.
If you admitted to the disciplinary offense, you may only
appeal the sanction. The Disciplinary Appeal Form must be
handwritten, legible, and written within the space provided on
the form. If the information is difficult to read or understand or
is not written within the space provided on the form, the form
will be returned along with instructions for correcting the form.
Place the Disciplinary Appeal Form in the lock box for
submission to the appellate authority.
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Functional Roles
and
Responsibilities
Step Tasks
Appellate
Authority or
Designee
2
Within 15 days of receiving the appeal, review the submitted
Disciplinary Appeal Form and the disciplinary action taken,
and if:
• Additional information is needed – request it from
the IHO or DHO, as applicable. Once the
information is received, continue with this step.
• The appeal meets the standards and principles
outlined in this SOP – Enter the appeal information
in the offender management system under inmate
appeal details. Skip to step 5.
• The appeal does not meet the standards and
principles outlined in this SOP – Return the form to
the inmate with an explanation (using Disciplinary
Transmittal Form). In the offender management
system under comments/details, document the
reason the appeal was not accepted.
• If the appeal is returned, the process ends here
until the errors are corrected.
IHO, DHO, or
Inmate (as
applicable)
3
IHO or DHO
• Respond to the appellate authority’s request within
three working days.
Inmate
• If applicable, correct the errors noted on the
Disciplinary Transmittal Form and resubmit the
appeal. If the inmate elects not to correct the
errors, the process ends here.
Appellate
Authority 4
Within five working days of receiving the response, review the
IHO’s or DHO’s response (as applicable), review the offender
management system, corrective action contact notes (if an
Infraction) or the disciplinary detail screens (if a DOR or a
disciplinary infraction with restrictions), and do one of the
following:
• Affirm – Agree with the findings and informal or
formal sanctions the IHO or DHO imposed.
• Dismiss – Disagree with the findings or determine
that the principles and philosophies of this SOP
were not adhered to. In the case of a DOR, if
appropriate, require that it be rewritten and/or
reheard in accordance this SOP.
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Functional Roles
and
Responsibilities
Step Tasks
• Modify – Modify the by changing the disciplinary
offense to a more accurate offense and/or
amending the sanction. Do not modify to a higher
class disciplinary offense or increase the sanction.
If the appellate authority process is delayed, notify the inmate
using Disciplinary Delay Notification Form.
DOR:
• Document the appeal decision in the offender
management system under inmate appeal details.
Print a PDF copy of the DOR (containing the
appeal findings) and forward it and the completed
Disciplinary Appeal Form to the facility records
clerk or designee.
Disciplinary Infraction Report:
• Document the appeal decision in the offender
management system contact notes. Do not print
the appeal decision from the offender management
system contact notes but do forward the completed
Disciplinary Appeal Form to the facility records
clerk or designee.
If the Disciplinary Infraction Report or DOR is dismissed or
modified, ensure that the central file and other documentation
are changed or purged to reflect the decision.
Facility Records
Clerk or
designee
5
DOR: Forward a copy of the printed DOR (containing the
appeal findings) as well as the original Disciplinary Appeal
Form to the inmate; and file the printed DOR and a copy of the
Disciplinary Appeal Form in the inmate’s central file.
If the DOR is dismissed, check to see if the inmate has or had
a TPD that was altered because of the DOR. If yes, notify the
Commission of Pardons and Parole via email at
[e-mail].
If dismissed, purge all documentation of the DOR from the
inmate’s central file, including the Disciplinary Mental Health
Recommendation (if applicable).
Disciplinary Infraction Report: Forward the original Disciplinary
Appeal Form to the inmate and file a copy of the form in the
inmate’s central file.
31. Purging an Inmate’s Central File
If a Disciplinary Infraction Report or DOR is dismissed, a diligent effort must be made to
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purge the inmate’s central file, offender management system contact notes, and restriction
reports regarding that specific disciplinary infraction or DOR, including the Disciplinary
Mental Health Recommendation (if applicable). Copies of the specific Disciplinary Infraction
Report, DOR, and any supporting documentation, including any restrictive housing orders
(RHOs) for disciplinary detention time, must be removed from the inmate’s central file and
destroyed.
Information in the offender management system is automatically secured and only
authorized individuals (normally limited to the deputy attorneys general who represent the
IDOC, the department disciplinary coordinator, and the applicable division deputy chiefs and
chief or designees) have access to dismissed DORs. The applicable division chief or
designee must identify the staff members authorized to access dismissed DORs.
32. Training and Monitoring
The disciplinary coordinator must oversee the disciplinary process to ensure quality, provide
direct training to DHOs, review authorities, and appellate authorities, and develop lesson
plans for endorsers, IHOs, and staff hearing assistants. All trainings must have written
lesson plans that the chief of the division of prisons or designee has reviewed and
approved.
Initial DHO Training
The disciplinary coordinator must provide in-class training to all newly appointed DHOs
as needed. DHOs cannot conduct hearings until they have completed the initial training.
Annual DHO Training
The disciplinary coordinator must conduct annual refresher training with all DHOs. The
refresher training lesson plan must be submitted to the chief of the division of prisons or
designee by November 15 of each year, based on the previous year’s audits and quality
assurance review process and approved by the end of December. Annual training must
be completed before September 15. Duration of training should be four hours (the chief
of the division of prisons or designee may adjust the length based on content)
Endorsers
The disciplinary coordinator must provide annual training to staff members who endorse
DORs. This training can be in-class or using the IDOC computerized training system.
Initial Review Authority and Appellate Authority Training
The disciplinary coordinator must conduct in-class initial training for review and appellate
authorities within 30 days of the individual’s appointment to the position. Duration of
training should be two hours.
Annual Review Authority and Appellate Authority Training
The disciplinary coordinator must conduct in-class annual training for review and
appellate authorities by September 15. Training must be based on the previous year’s
audits and quality assurance review process. Typically, this training will be delivered
during a division meeting when such staff members are gathered. Duration of training
should be one hour.
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IHO and Staff Hearing Assistant Training
The disciplinary coordinator is responsible for developing the lesson plan. Training can
be delivered in-class by a DHO trainer or using the IDOC computerized training system.
IHOs and staff hearing assistants must complete the training before acting in either
position. IHOs and staff hearing assistants must complete a refresher training annually.
33. Audits and Data Analysis
The disciplinary coordinator must conduct regular, ongoing audits and track trends related to
the disciplinary process.
Data Collection and Reporting
The disciplinary coordinator must submit a report to the chief of the division of prisons
each month. The division chief or designee will specify the data to be included in the
report and may vary the type of data based on need. Typically, the report would include
the number of DORs written at each facility, percentage of DORs dismissed and
affirmed, number or percentage of DORs appealed and number or percentage of DORs
confirmed or dismissed when appealed. Reports may also include comparisons based
on similar populations such as percentage of DORs for violent behaviors at medium
custody facilities or based on gender.
The disciplinary coordinator is responsible for identifying anomalies, for example a high
or low percentage of DORs dismissed, investigate such anomalies, and, if applicable,
suggest remedies such as additional training to correct problems.
Audits and Quality Assurance
The disciplinary coordinator must conduct regular, ongoing monitoring of the disciplinary
process. To ensure that the processes are being complying with this SOP, the
disciplinary coordinator must run reports in the offender management system for all
facilities to identify DORs that have not been completed in a timely manner. If the
disciplinary coordinator finds DORs where the process has not been completed, he must
notify the applicable review or appellate authority by email of the discrepancies. The
email must be copied to the division chief or designee. The disciplinary coordinator must
check the DORs in question in seven business days to ensure that the issues have been
corrected and, if not completed, notify the division chief or designee.
The disciplinary coordinator must open and review DORs in-depth to ensure that the
DORs are property written, timelines are met, DHOs are completing all necessary steps
and providing all the required documentation in the offender management system, etc.
The disciplinary coordinator must review the equivalent of a minimum of five percent of
DORs written (based on affirmed and dismissed DORs) during the previous month.
The selection is none random, which means the disciplinary coordinator will select DORs
for review based on various factors. For example, a small facility such as a CRC might
write two DORs in a month. If one of the two is reviewed, the rate for that facility is 50%.
Review of DORs at small facilities will typically exceed five percent because of the low
number of DORs written. The disciplinary coordinator might increase the percentage of
review for a specific facility because the DHO is new, as follow up to recently delivered
training, or because of a possible issue that arose from data analysis. The disciplinary
coordinator will provide the facility head and the division chief or designee reports
outlining the review of each DOR.
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The disciplinary coordinator must review at least the following:
• One DOR per month from each facility (unless facility staff did not write a DOR
during the month).
• At least one DOR per DHO annually.
• Ten percent of the total DORs reviewed during a month must be DORs that were
dismissed by the DHO, review authority, or appellate authority.
• At least two DORs per facility that were appealed.
34. Identification and Retention of Audio and Video Recordings
Disciplinary hearing audio recording must be identified by the offender management system
-generated DOR number followed by the inmate’s name and IDOC number. Offender
management system numbers are the last two digits of the year followed by a four-digit
number. Example: disciplinary hearing #320 in 2009 would be #090320. If inmate Jones
(#44444) was the inmate, the disciplinary hearing audio recording would be labeled
“#090320 Jones #44444”.
Normally, disciplinary hearing audio recordings will be made using a digital recording device.
However, if a digital recording device is unavailable, an analog device may be used. Each
month, the audio recordings of that month's disciplinary hearings must be transferred to
permanent storage. The recordings must be stored for two years following completion of the
DOR appeal process and then destroyed.
35. Procedures for Special Management Units (SMUs)
Inmates housed in administrative segregation often pose unique behavioral challenges.
However, the need for sound disciplinary procedures remains important. Because inmates in
restrictive housing often violate rules such as disrespecting staff numerous times during a
day, these units can document all similar behaviors on one DOR during a 24-hour period.
The DHO must consider the single DOR, and any formal sanctions imposed must not
exceed those given for a single disciplinary offense.
DHOs in SMUs should receive additional training to meet the challenges of the
administrative segregation population.
Suicide Monitoring
The deputy warden of operations or designee will monitor inmates who are on suicide
watch and could not be served their DOR. When removed from watch, the copy of the
DOR will be delivered to the shift commander so it can be served in on the inmate a
timely manner.
Mental Health Units
In mental health units, communication is vital among security staff, mental health
professionals, IHOs, and DHOs before, during, and after the disciplinary process. At
facilities with mental health units, facility heads or designees must establish field
memorandums to ensure that this communication occurs.
Normally, if it is determined that the inmate was unable to understand the rules or if the
behavior was not within the inmate’s control, a Disciplinary Infraction Report or DOR
would not be written (or if written, dismissed). However, it is within the authority of the
Control Number:
318.02.01.001
Version:
6.0
Title:
Disciplinary Procedures for Inmates
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Idaho Department of Correction

treatment team and/or the security staff to issue a Disciplinary Infraction Report or DOR
when warranted, notwithstanding the inmate’s mental health issues.
DEFINITIONS
Disciplinary Hearing Process: The process of using formal behavioral interventions and/or
sanctions imposed at a disciplinary hearing, and disciplinary offense reports (DORs) to
influence changes in an inmate’s behavior.
Disciplinary Offense Report (DOR): A formal report written by a staff member to document
class A, B, and C type rule violations of an inmate.
Disciplinary System: A system that includes verbal and written warnings, infractions, and
disciplinary offense reports (DORs) designed to maintain order and document inmate rule
violations.
Infraction Process: The process of using warnings, informal behavioral interventions
and/or sanctions, and Disciplinary Infraction Reports to influence changes in an inmate’s
behavior.
Disciplinary Infraction Report: A report written by a staff member to document infraction
type rule violations of an inmate.
REFERENCES
Disciplinary Appeal Form
Disciplinary Delay Notification Form
Disciplinary Infraction Report
Disciplinary Mental Health Recommendation
Disciplinary Offenses
Disciplinary Offense Report
Disciplinary Request for Staff Hearing Assistant
Disciplinary Restitution Order
Disciplinary Transmittal Form
Disciplinary Witness Statement
Visiting Rules for Residents and Visitors
Standard Operating Procedure 116.02.01.001, Custody of Evidence
Standard Operating Procedure 105.02.01.001, Reporting and Investigation of Major
Incidents
Standard Operating Procedure 316.02.01.001, Grievance and Informal Resolution
Procedures for Inmates
Standard Operating Procedure 319.02.01.001, Restrictive Housing
Standard Operating Procedure 320.02.01.001, Property: State-issued and Inmate Personal
Property
Standard Operating Procedure 504.02.01.001, Investigations and Intelligence Program
Control Number:
318.02.01.001
Version:
6.0
Title:
Disciplinary Procedures for Inmates
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Standard Operating Procedure 604.02.01.001, Visiting
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