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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
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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.
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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
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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
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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:
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