Gonzales interview MG1, 1991-06-03 |
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· .. '. . .. • • • la NAME OF INTERVIEWER: Michael Gonzalez lb DATE OF INTERVIEW: June 3, 1991 le LENGTH OF INTERVIEW: Approximately one hour ld NOTES: The officer seems extremely eager to promote through the system as fast as possible. 2. I.D. CODE: MG 1 3. SEX: Male 4. RACE: African-American s. AGE: •• 6. DIVISION: LAPD Academy 7. CURRENT RANK/ASSIGNMENT: 8 • MISCELLANEOUS PERSONAL BACKGROUND: 10. FIELD TRAINING -- SELECTibN OF F.T.O.s: MGl c1aims that he did not learn anything new at the FTO training school. He had acquired most of his supervisorial and training observation skills through his military experience, as well as his work at Lockheed. While he admits he does not represent the majority of FTOs, he does believe there are significant numbers in this rank who brought this type of supervisorial experience to the position. 11. FIELD TRAINING TRAINING OF F.T.O.s: 12. FIELD TRAINING MISCONDUCT BY/DISCIPLINE OF F.T.O.s: MGl had a preconceived notion that older, more experienced FTOs would be crusty, set in their ways, and much MG-1 6/3/91 t I INDEPENDENT COMMISSION WITNESS FILE 06/03/91 Page 2 more insensitive than younger FTOs. His experience is at odds with this belief, however. The example he raised was the contrast between the Devonshire and Wilshire divisions. Devonshire has a reputation for having FTOs who have at least 15 years on patrol and worked as FTOs for at least 10. Wilshire, on the other har1d, has a much less experienced FTO staff. MGl was quite surprised at the sensitivity that the FTOs at the Devonshire station had for the plight of the less fortunate members of the community served by the division. He was particularly impressed by a statement an FTO made to him about how people do not choose to be poor, it just happens. His work with the younger FTOs at Wilshire, however, made him aware that FTOs harbored many intolerances. 13. FIELD TRAINING EVALUATION OF F.T.O.s' PERFORMANCE: 14. FIELD TRAINING ASSIGNMENT(S) TO PROBATIONERS: 15. FIELD TRAINING RELATIONSHIP WITH/TRAINING OF PROBATIONERS: 16. FIELD TRAINING EVALUATION OF PROBATIONERS: MGl made it his policy to make daily entries in the evaluation log regarding the performance of the probationers. He realized this was not required, but rather ·it was something he felt motivated to do. Moreover, he felt it was his responsibility to record only germane observations about the performance of the probationer. He believed most FTOs are reluctant to record their observations simply because they do not like paperwork. He feels that mandatory daily entries in the probationer log would not be effective. It would only lead to standardized, meaningless entries which would not be helpful in the overall evaluation of the probationer. 17. ROLL CALL TRAINING: 18. USE OF FORCE: 19. RODNEY KING INCIDENT: MGl was appalled by the Rodney King incident. He resents officers who try to dismiss the incident as an example of improper technique rather than excessive force. He also feels that since all Academy recruits are required to vi~w a videotape of Sgt. Koon properly using a taser, they should also be required to ·view the King beating as a blatant example of excessive use of force. Further, he believes the officers involved should be fired, unless something in the investigation shows an officer attempted to intervene in the situation. MG-1 6/3/91 \ • ' .. INDEPENDENT COMMISSION WITNESS FILE 06/03/91 Page 3 20. CITIZEN COMPLAINTS: MGl is personally aware of officers in the department who attempt to dissuade citizens from following through on the complaint process. He also feels many officers assigned to front desk duty do not handle complaint procedures well. These officers are too eager to push the problem upwards to the sergeant or lieutenant level without listening to the complainant. His experience at the front desk demonstrated that many times people who came to complain about the conduct of a police officer were satisfied after they told their story to another officer. He also feels it makes for better public relations if an officer at the desk treats a complainant civilly and makes them feel as if he or she takes their problem seriously. 21. INTERNAL DISCIPLINE: MGl feels the department is hypocritical in the manner in which .it disciplines officers. The example he drew compares the penalties handed down by the department for an excessive use of force case versus a drug case. Experience indicates that the individual accused of excessive use of force will receive only a 10 to 20 day suspension for essentially committing a felony. Officers are very reluctant to report incidents of excessive use of force to their superiors. There is a lot of pressure from fellow officers to remain silent rather than turn in a partner or co-worker. In contrast, however, if the officer reported the casual drug use of a partner or co-worker, he or she would feel no pressure from other officers and the individual accused would be fired despite the fact that the offense may only be a misdemeanor. The officer believes this sends a message to the · rank and file in the LAPD -- the department will tolerate excessive use of force, but not casual drug use. 22. PROMOTION: Officer MGl has promoted quite quickly through the department. He has recently completed the sergeant's examination and is awaiting the results. He realizes other officers resent his relatively quick ascent through the ranks, however, he understands it is imperative for career purposes to move quickly from assignment to assignment. 23. ASSIGNMENTS/TRANSFERS: Officer MGl believes that a wide array of experiences help create a better police officer. Because of that, he is MG-1 6/3/91 • • • INDEPENDENT COMMISSION WITNESS FILE 06/03/91 Page 4 desirous of moving quickly from assignment to assignment. He also understands that the LAPD culture produces two types of officers. One type, which he believes he is an example of, attempts to promote quickly through the ranks. The other type is not interested in promotion. 24. COMMUNITY POLICING/COMMUNITY RELATIONS: 25. GAYS/LESBIANS: within the He acknowledges that officers and recruits are not af ra1 to speak out in informal situations regarding their racist, homophobic or sexist attitudes. 26. WOMEN: 27. RACIAL MINORITIES: 28. ATTITUDES/OPINIONS RE L.A.P.D.: Officer MGl realizes that the department is a reflection of society. Therefore, some officers will be bigoted, racist and intolerant. He knows there is pressure to comport with a code of silence within the department. He · mentioned his Academy experience where boisterous white recruits continually talked about friends with higher test scores than women or minority recruits in their class yet they were not chosen for the department. Officer MGl believes everyone reacts to people "types." For example, if the average person saw a Latino male in khaki pants and a pendleton he or she would immediately think "gang member." A problem exists within the department because too many officers believe they have the right to hassle people based solely on their appearance. 29. REFORM SUGGESTIONS: Officer MG! believes many officers don't follow procedures because there is not enough encouragement from the department to do so. While he realizes many officers may bring individual biases to the job, he believes that proper superv1sion can check the tendencies of these individuals to let their biases surface. He knows the policies work, because he follows them, but he thinks many officers must be continually inculcated with MG-1 6/3/91 INDEPENDENT COMMISSION WITNESS FILE 06/03/91 Page 5 these policies. He suggested that down time during roll calls is the perfect time to drill policies into the rank and file. 31. CODE OF SILENCE: See 21 INTERNAL DISCIPLINE. 30. MISCELLANEOUS: MG-1 6/3/91
Object Description
Title | LAPD interviews #3(b) (2 of 2), 1991 May-June |
Description | Los Angeles Police Department interviews #3(b) (2 of 2), 1991 May 31 - June 19. PART OF A SERIES: Materials in the series fall into one of several categories related to the Independent Commission's work product: (1) Commission meeting materials, which include meeting agendas, work plans, memoranda, and articles about police misconduct that were circulated and reviewed during the Commission's internal meetings; (2) public correspondence, which includes citizen complaints against the LAPD in the form of written testimony, articles, and an audio cassette tape, as well as letters drafted by citizens in support of the LAPD; (3) summaries of interviews held with LAPD officers regarding Departmental procedures and relations; (4) public meeting materials, which include transcripts, supplementary documents, and witness statements that were reviewed at the Commission's public meetings; (5) press releases related to the formation and work product of the Commission; and (6) miscellaneous materials reviewed by the Commission during its study, including LAPD personnel and training manuals, a memorandum of understanding, and messages from the LAPD's Mobile Digital Terminal (MDT) system. |
Coverage date | 1991-05-31/1991-06-19 |
Publisher (of the digital version) | University of Southern California |
Date created | 1991-05-31/1991-06-19 |
Type | texts |
Format | 213 p. |
Format (aat) | transcriptions (documents) |
Format (imt) | application/pdf |
Language | English |
Contributing entity | University of Southern California |
Part of collection | Independent Commission on the Los Angeles Police Department, 1991 |
Series | Independent Commission File List |
File | Los Angeles Police Department Interviews |
Box and folder | box 24, folder 14 |
Provenance | The collection was given to the University of Southern California on July 31, 1991. |
Rights | This work is licensed under a Creative Commons Attribution 4.0 International License. https://creativecommons.org/licenses/by/4.0/ All requests for permission to publish or quote from manuscripts must be submitted in writing to the Manuscripts Librarian. Permission for publication is given on behalf of Special Collections as the owner of the physical items and is not intended to include or imply permission of the copyright holder, which must also be obtained. |
Physical access | Contact: Special Collections, Doheny Memorial Library, Libraries, University of Southern California, Los Angeles, CA 90089-0189; specol@dots.usc.edu |
Repository name | USC Libraries Special Collections |
Repository address | Doheny Memorial Library, Los Angeles, CA 90089-0189 |
Repository email | specol@dots.usc.edu |
Filename | indep-box24-14 |
Description
Title | Gonzales interview MG1, 1991-06-03 |
Description | Gonzalez interview - MG1 African-American male from LAPD Academy division |
Coverage date | 1991-06-03 |
Date created | 1991-06-03 |
Type | texts |
Format | 6 p. |
Format (aat) | transcriptions (documents) |
Format (imt) | application/pdf |
Contributing entity | University of Southern California |
Series | Independent Commission File List |
File | Los Angeles Police Department Interviews |
Box and folder | box 24, folder 14, item 7 |
Physical access | Contact: Special Collections, Doheny Memorial Library, Libraries, University of Southern California, Los Angeles, CA 90089-0189; specol@dots.usc.edu |
Full text | · .. '. . .. • • • la NAME OF INTERVIEWER: Michael Gonzalez lb DATE OF INTERVIEW: June 3, 1991 le LENGTH OF INTERVIEW: Approximately one hour ld NOTES: The officer seems extremely eager to promote through the system as fast as possible. 2. I.D. CODE: MG 1 3. SEX: Male 4. RACE: African-American s. AGE: •• 6. DIVISION: LAPD Academy 7. CURRENT RANK/ASSIGNMENT: 8 • MISCELLANEOUS PERSONAL BACKGROUND: 10. FIELD TRAINING -- SELECTibN OF F.T.O.s: MGl c1aims that he did not learn anything new at the FTO training school. He had acquired most of his supervisorial and training observation skills through his military experience, as well as his work at Lockheed. While he admits he does not represent the majority of FTOs, he does believe there are significant numbers in this rank who brought this type of supervisorial experience to the position. 11. FIELD TRAINING TRAINING OF F.T.O.s: 12. FIELD TRAINING MISCONDUCT BY/DISCIPLINE OF F.T.O.s: MGl had a preconceived notion that older, more experienced FTOs would be crusty, set in their ways, and much MG-1 6/3/91 t I INDEPENDENT COMMISSION WITNESS FILE 06/03/91 Page 2 more insensitive than younger FTOs. His experience is at odds with this belief, however. The example he raised was the contrast between the Devonshire and Wilshire divisions. Devonshire has a reputation for having FTOs who have at least 15 years on patrol and worked as FTOs for at least 10. Wilshire, on the other har1d, has a much less experienced FTO staff. MGl was quite surprised at the sensitivity that the FTOs at the Devonshire station had for the plight of the less fortunate members of the community served by the division. He was particularly impressed by a statement an FTO made to him about how people do not choose to be poor, it just happens. His work with the younger FTOs at Wilshire, however, made him aware that FTOs harbored many intolerances. 13. FIELD TRAINING EVALUATION OF F.T.O.s' PERFORMANCE: 14. FIELD TRAINING ASSIGNMENT(S) TO PROBATIONERS: 15. FIELD TRAINING RELATIONSHIP WITH/TRAINING OF PROBATIONERS: 16. FIELD TRAINING EVALUATION OF PROBATIONERS: MGl made it his policy to make daily entries in the evaluation log regarding the performance of the probationers. He realized this was not required, but rather ·it was something he felt motivated to do. Moreover, he felt it was his responsibility to record only germane observations about the performance of the probationer. He believed most FTOs are reluctant to record their observations simply because they do not like paperwork. He feels that mandatory daily entries in the probationer log would not be effective. It would only lead to standardized, meaningless entries which would not be helpful in the overall evaluation of the probationer. 17. ROLL CALL TRAINING: 18. USE OF FORCE: 19. RODNEY KING INCIDENT: MGl was appalled by the Rodney King incident. He resents officers who try to dismiss the incident as an example of improper technique rather than excessive force. He also feels that since all Academy recruits are required to vi~w a videotape of Sgt. Koon properly using a taser, they should also be required to ·view the King beating as a blatant example of excessive use of force. Further, he believes the officers involved should be fired, unless something in the investigation shows an officer attempted to intervene in the situation. MG-1 6/3/91 \ • ' .. INDEPENDENT COMMISSION WITNESS FILE 06/03/91 Page 3 20. CITIZEN COMPLAINTS: MGl is personally aware of officers in the department who attempt to dissuade citizens from following through on the complaint process. He also feels many officers assigned to front desk duty do not handle complaint procedures well. These officers are too eager to push the problem upwards to the sergeant or lieutenant level without listening to the complainant. His experience at the front desk demonstrated that many times people who came to complain about the conduct of a police officer were satisfied after they told their story to another officer. He also feels it makes for better public relations if an officer at the desk treats a complainant civilly and makes them feel as if he or she takes their problem seriously. 21. INTERNAL DISCIPLINE: MGl feels the department is hypocritical in the manner in which .it disciplines officers. The example he drew compares the penalties handed down by the department for an excessive use of force case versus a drug case. Experience indicates that the individual accused of excessive use of force will receive only a 10 to 20 day suspension for essentially committing a felony. Officers are very reluctant to report incidents of excessive use of force to their superiors. There is a lot of pressure from fellow officers to remain silent rather than turn in a partner or co-worker. In contrast, however, if the officer reported the casual drug use of a partner or co-worker, he or she would feel no pressure from other officers and the individual accused would be fired despite the fact that the offense may only be a misdemeanor. The officer believes this sends a message to the · rank and file in the LAPD -- the department will tolerate excessive use of force, but not casual drug use. 22. PROMOTION: Officer MGl has promoted quite quickly through the department. He has recently completed the sergeant's examination and is awaiting the results. He realizes other officers resent his relatively quick ascent through the ranks, however, he understands it is imperative for career purposes to move quickly from assignment to assignment. 23. ASSIGNMENTS/TRANSFERS: Officer MGl believes that a wide array of experiences help create a better police officer. Because of that, he is MG-1 6/3/91 • • • INDEPENDENT COMMISSION WITNESS FILE 06/03/91 Page 4 desirous of moving quickly from assignment to assignment. He also understands that the LAPD culture produces two types of officers. One type, which he believes he is an example of, attempts to promote quickly through the ranks. The other type is not interested in promotion. 24. COMMUNITY POLICING/COMMUNITY RELATIONS: 25. GAYS/LESBIANS: within the He acknowledges that officers and recruits are not af ra1 to speak out in informal situations regarding their racist, homophobic or sexist attitudes. 26. WOMEN: 27. RACIAL MINORITIES: 28. ATTITUDES/OPINIONS RE L.A.P.D.: Officer MGl realizes that the department is a reflection of society. Therefore, some officers will be bigoted, racist and intolerant. He knows there is pressure to comport with a code of silence within the department. He · mentioned his Academy experience where boisterous white recruits continually talked about friends with higher test scores than women or minority recruits in their class yet they were not chosen for the department. Officer MGl believes everyone reacts to people "types." For example, if the average person saw a Latino male in khaki pants and a pendleton he or she would immediately think "gang member." A problem exists within the department because too many officers believe they have the right to hassle people based solely on their appearance. 29. REFORM SUGGESTIONS: Officer MG! believes many officers don't follow procedures because there is not enough encouragement from the department to do so. While he realizes many officers may bring individual biases to the job, he believes that proper superv1sion can check the tendencies of these individuals to let their biases surface. He knows the policies work, because he follows them, but he thinks many officers must be continually inculcated with MG-1 6/3/91 INDEPENDENT COMMISSION WITNESS FILE 06/03/91 Page 5 these policies. He suggested that down time during roll calls is the perfect time to drill policies into the rank and file. 31. CODE OF SILENCE: See 21 INTERNAL DISCIPLINE. 30. MISCELLANEOUS: MG-1 6/3/91 |
Filename | indep-box24-14-07.pdf |
Archival file | Volume81/indep-box24-14-07.pdf |