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Professional Standards Unit

306 Turner Road, Suite C
Richmond, VA 23225

Division Commander:
Captain Gary B. Payne

Mailing Address:
P.O. Box 27472
Richmond, VA 23261
Attn: Professional Standards Unit

Phone: Captain’s Office (804) 674-2797
            Internal Affairs Section (804) 674-2792
            Staff Inspection Section (804) 674-2785

Fax: (804) 674-2870

E-mail: IAUnit@vsp.virginia.gov

The Professional Standards Unit is responsible for the following:

Internal Affairs

The Internal Affairs Section conducts and coordinates the investigations of allegations of misconduct on the part of Virginia State Police employees. Any person who feels he/she was not treated fairly by any employee of the Virginia State Police, or is aware of any improper action or improper conduct of any employee of the Virginia State Police, should contact a supervisor at the nearest State Police office or the Professional Standards Unit, Internal Affairs Section, at (804) 674-2792 or e-mail address IAUnit@vsp.virginia.gov.

Staff Inspection

The Staff Inspection Section conducts inspections of all organizational components within the Department, ensuring compliance with National Accreditation Standards, OSHA requirements, and Department policies and procedures.  The Staff Inspection Section also manages all records retention and destruction within the Department.


Frequently Asked Questions

What is your Department’s complaint process?

A complaint may be made in the following ways:

  1. Go to any Department facility and ask to speak with a supervisor
  2. Contact the Internal Affairs Section at telephone number (804) 674-2792 or via e-mail at IAUnit@vsp.virginia.gov
  3. Write a letter to the Superintendent of State Police or the Director of the Professional Standards Unit at P.O. Box 27472, Richmond, VA  23261-7472
  4. Complete a Citizen Complaint Form (SP-163). This form is available at all State Police offices, by mail, or at Forms on the Website

Note:  Department personnel will meet with you at a location in which you feel comfortable, if necessary. The following information will assist in our investigation:

  1. Date, time, and location of the incident
  2. Names of the employee(s) involved
  3. Names, addresses, and telephone numbers of any witnesses

The Interview
You will meet with a Department supervisor or Internal Affairs investigator to discuss the complaint. If after this discussion, you are satisfied with the explanation and assistance provided, then no further action is taken. However, if the complaint remains unresolved, the supervisor or investigator will take your information and ensure the complaint is considered by the appropriate personnel.

After the Complaint is Made
A record of your complaint will be forwarded to the Department’s Professional Standards Unit for evaluation and assignment. Allegations of criminal wrongdoing are typically investigated by the Bureau of Criminal Investigation prior to the initiation of an administrative investigation.

NOTE: You will be notified in writing that your complaint was received, and you may be asked to talk to the supervisor or investigator assigned to conduct the investigation.

How Long Does the Process Take?
Internal Affairs investigations are completed within 20 days of assignment to an investigator, except when an extension is granted due to extenuating circumstances.

After the Investigation
All completed investigations are forwarded to the employee’s division commander or bureau director for disposition.

Disposition of the Investigation
Division commanders will use the following terminology when resolving complaints:

Sustained - The facts substantiate the specific allegation(s) made or other misconduct.
Not Sustained – Insufficient facts exist to either prove or disprove the allegation(s) made.
Unfounded – The facts disprove the allegation(s).
Unfounded Inquiry – The facts in an initial inquiry reveal the alleged actions of the employee are not in violation of the Standards of Conduct.  Complainant recants the alleged improper action(s).

After Department management reaches final disposition, appropriate action is taken. The disposition of the complaint is a confidential personnel matter and is not released to the complainant.

Disciplinary Action
If an investigation indicated the employee committed an offense necessitating disciplinary action, such action taken will be commensurate with the severity of the offense. Mitigating circumstances may also be considered. The disciplinary action may involve counseling, remedial training, suspension, or transform, demotion or termination.