After you file a complaint, your case is assigned to a CCRB investigator. The investigator will offer you the chance to participate in mediation. Mediation lets you resolve a complaint by talking with the officer face-to-face, rather than participating in a full investigation. Mediation does not result in discipline for the subject officer or officers, but often results in mutual understanding and a sebse of resolution shared between all parties. Participation in mediation is voluntary for all parties and the mediation session is confidential. 

The Process  

In a mediation, you and the officer will meet in a neutral and private to discuss and reflect on the incident. Mediations are held in-person at the CCRB's office or virtually via the TEAMS Videoconferencing App. A trained and unbiased mediator will guide the discussion. The goal of the mediation session is to come to an understanding through productive, open-minded, and respectful conversation.  Mediations are considered successful when both the complainant and the officer agree that the issues raised by the incident and the complaint have been resolved.  

  • Step One - Confidentiality: The mediator will ask you and the officer to sign a consent and confidentiality agreement. By signing, you and the officer agree that what is said in the mediation will be kept confidential. The mediator also signs this agreement 
  • Step Two - Ground Rules: After the agreement has been signed, the mediator explains the process and the ground rules for you and the officer to follow during the mediation session. The ground rules create the foundation for a productive discussion.  
  • Step Three - It's Time to Talk: The mediator will ask you and the officer to take turns describing what happened. The mediator will facilitate the discussion, asking questions when necessary. This is your opportunity to tell the officer how his or her actions affected you. The mediator will ask the officer to respond to your comments and to try to explain his or her point of view about the incident and his or her actions. Keep in mind that the mediator is not a judge and has to authority to decide who's right and who's wrong. 
  • Step Four - The End: At some point, usually after about an hour, if you and the officer feel that you have come to an understanding about the issues between you, the mediator will end the session and ask you both to sign a resolution agreement. At that point the mediation is finished and considered successful and the CCRB closes the complaint. 



Mediation gives you control over the resolution of your complaint. It allows you to explain to the officer how his or her actions or words affected you. This often educates officers and helps them see the incident from your point of view. You are also able to ask the officer questions and potentially gain a better understanding of his or her perspective. If you have recurring problems with one officer in particular, mediation provides an opportunity to discuss all issues, not just the one incident that led you to file a complaint. Post-mediation surveys show an overwhelming majority of people who participate in CCRB mediations are satisfied with the process and outcome. 

Not All Complaints Can Be Mediated 

Under Board guidelines, not every complaint can be mediated. For example: if you have an open criminal case stemming from the incident, have filed or plan to file a lawsuit, or if the incident involved physical injury or property damage, then your complaint will not be mediated. If you only seek discipline for the officer, then mediation is not for you. However, be aware that an investigation does not guarantee punishment.