Gonzales interview MG5, 1991-06-04 |
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' ' • • • la. NAME OF INTERVIEWER: Michael Gonzalez lb. DATE OF INTERVIEW: June 4, 1991 Approximately 1-1/2 hours ld. NOTES: -------------------------------------------------------------- 2. I.D. CODE: Officer MGS 3. SEX: Male 4 • . RACE: Latino 5. AGE: .. 6. · DIVISION: Foothill 7. CURRENT RANK: 8. MISC • PERSONAL BACKGROUND: 10. FIELD TRAINING -- SELECTION OF F.T.O.s: Officer MG5 agrees with the concept that the FTO is one of the most important positions within the department. Therefore, it is extremely important for the officer to have quite a few y~ars of experience before he or she takes on the res onsibilities associated with the FTO position • MG-5 6/4/91 ' . • • • 11. FIELD TRAINING -- TRAINING OF F.T.O.s: Officer MGS had been to a number of advanced training sessions prior to his assignment as an FTO. However, he did not attend FTO school until quite a while after he had assumed the position. He Qid not feel this was necessarily a drawback because at the time the department policy was to pair a junior FTO with a more senior FTO in a two FTO one probationer car. 12. FIELD TRAINING MISCONDUCT: 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: When Officer MG5 first became an FTO, the superv1s1ng sergeant was responsible for evaluation of probationers. Eventually, the responsibility for this evaluation was shifted to the FTO. Shortly thereafter, the probation period was broken into several phases. This was accompanied by an edict requiring much more documentation regarding the performance of a probationer's performance than was previously required. As a result, the probationers binder was created. These changes meant that a troublesome probationer created more work, training, and reports. Consequently, the better FTOs got the "problem children." This led to an incredible amount of down time for administrative work if the probationer was a problem. If the probationer _ wasn't a problem, it allowed for more time on the street. Officer MGS has seen FTOs overlook problems of a probationer simply because they don't want to go through the trouble of documenting the poor performance of a probationer. As a result, many probationers were given adequate evaluations simply because the FTOs believe that they would be unable to prop~rly document the shortcomings of a troublesome probationer. In short, building a case to dismiss an inadequate probationer is simply too much work. · MG-5 6/4/91 Officer MG5 feels that the Academy provides a great foundation for the probationer. However, the FTO must remember that all the Academy provides is a foundation. It is the responsibility of the FTO to build upon that foundation. Therefore, instead of adhering to the age-old belief that you should discard everything you learned in the Academy the posture of a good FTO is that the Academy was never intended to be allencompassing, but rather the training you provide as an FTO compliments what was learned in the Academy. 17. ROLL CALL TRAINING: The officer stressed the importance of remembering that roll call lasts approximately 45 minutes, much of the time is spent dealing with administrative procedures. As a result, only 20 to 30 minutes are left for training purposes. Many times, the training provided in these sessions is quite worthwhile. Examples of this type of training are the review of certain administrative procedures, pursuit policy, shooting policy, etc. 18. USE OF FORCE: Officer MG5 believes that the root cause of many of today's use of force problems is the fact that officers are no longer allowed to apply the upper body control hold maneuver. The officer has a very close friend who's a member of the LA Sheriff's Department. The Sheriffs are still allowed to use the upper body control hold maneuver. This doesn't mean the Sheriff doesn't use the baton. In fact, many LAPD officers are appalled with the beatings that Sheriffs deputies are allowed to commit with their batons. Officer MG5 feels this is the result of the over-emphasis the Sheriff's Department places on the baton. In contrast, when LAPD officers were allowed to use the upper b o Jy control hold they favored this to the use of the baton. When lt 1e upper body control hold was removed from the arsenal of tools available for LAPD use, they wondered whether they would be forced to treat suspects in the same manner the Sheriff's Department does. The otf icer believes that the hand holds which they are instructed to use only work in passive compliant situations (political protesters and drunks). Officers usually "take it in the shorts" when using mace. 19. RODNEY KING INCIDENT: The officer felt this was a blatant example of excessive use of force, but it was brought about by poorly chosen techniques. He believes that the situation was allowed to get too far out of control. While he doesn't note the background of the officers involved in the incident, he suggests the Commission look to the last time the officers were trained regarding (1) use of batons and (2) arrest procedures for unruly suspects. The officer does not believe that this was a racially motiyated incident. Rather, it is an example of group psychology at work. MG-5 6/4/91 • • As a result of the King incident, the Foothill officers are not as aggressive as they were prior to the beating. Today, they are doing only the bare minimum required of patrol officers. He firmly believes that the majority of patrol officers are conscientious and productive. After the King beating patrol officers are not practicing preventive policing techniques. 20. CITIZEN COMPLAINTS: The officer believes that the department takes citizen complaints quite seriously. He feels that these complaints are handled adequately. Further, the personnel complaint is there, in actuality, to protect the officer. People complain all the time. As a result, he is thankful of the process because of all charges. He has been insulted on occasion, since the departm~nt aggressively investigates even frivolous complaints. 21. INTERNAL DISCIPLINE: The officer feels that he has been dealt with fairly by the discipline boards. He believes that officers who are not satisfied with the role of the discipline boards are many times just complaining without any basis to do so. 22. PROMOTION: The officer feels that the department does not value good patrol officers. He acknowledges that the best time he ever had in the department was when he was on patrol. However, the majority of officers want to get out of patrol as soon as possible. This is because patrol officers are forced to suffer the brunt of the department's problems. Lots of demands are placed on the patrol officer. He firmly believes that patrol officers are the hardest workers who get paid the least for their work. He does, however, acknowledge that there are some "slugs" on patrol duty who are not motivated. His experience as a detective suggests that the of the work he does could be accomplished by a civilian. 23. ASSIGNMENTS/TRANSFERS: • Did not discuss. MG-5 6/4/91 . . ; • • • 24. COMMUNITY POLICING: Did not discuss. 25. GAYS/LESBIANS: Did not discuss. 26. WOMEN: The officer feels that women are given breaks for hiring and promotional consideration. In fact, he thinks many times sex is valued over qualification. He believes that size is only important to help officers realize their physical limitations. All that needs to be done when you are p · · more often. As a result, many officers complained im during patrol duty because they felt safety risk. He does believe that women are better at talking people to jail. He did acknowledge that there is an extremely derogatory phrase which describes small men and women who are hired on to the force· ("runts and cunts"). However, once a person proves him or herself, there are usually no problems relating with other officers. He does believe, however, that any sexist sentiments in the department exist because of the partiality of the promotional system. 27. RACIAL MINORITIES: The officer believes that racial minorities are given preference in hiring and promotion considerations. Further, the department values race over qualifications. As a result, any racist sentiments within the department exist because of the partiality of the promotional system. 28. ATTITUDES/OPINIONS RE L.A.P.D.: Did not discuss. 29. REFORM SUGGESTIONS: The officer believes that the department needs to compensate patrol officers in a manner which makes them feel they are appreciated. This includes better pay, better assignments, and better vacations. Further, the departmen€ needs to reinstitute the upper body control hold maneuver. 30. CODE OF SILENCE: Did not discuss • MG-5 6/4/91 • . . .: .. 31. MISCELLANEOUS: The officer believes that at one time he allowed his emotions to run wild. As a result, he may have been a bit too aggressive in certain situations. Over time, he developed the ability to control his emotions and distance himself from the activity he was exposed to. He believes this is a natural progression that many officers must go through. Because of this, officers need at least four to five years of experience before they become FTOs to insure they have reached this level of maturity. · MG-5 6/4/91
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 MG5, 1991-06-04 |
Description | Gonzalez interview - MG5 Latino male from Foothill division |
Coverage date | 1991-06-04 |
Date created | 1991-06-04 |
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 10 |
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 4, 1991 Approximately 1-1/2 hours ld. NOTES: -------------------------------------------------------------- 2. I.D. CODE: Officer MGS 3. SEX: Male 4 • . RACE: Latino 5. AGE: .. 6. · DIVISION: Foothill 7. CURRENT RANK: 8. MISC • PERSONAL BACKGROUND: 10. FIELD TRAINING -- SELECTION OF F.T.O.s: Officer MG5 agrees with the concept that the FTO is one of the most important positions within the department. Therefore, it is extremely important for the officer to have quite a few y~ars of experience before he or she takes on the res onsibilities associated with the FTO position • MG-5 6/4/91 ' . • • • 11. FIELD TRAINING -- TRAINING OF F.T.O.s: Officer MGS had been to a number of advanced training sessions prior to his assignment as an FTO. However, he did not attend FTO school until quite a while after he had assumed the position. He Qid not feel this was necessarily a drawback because at the time the department policy was to pair a junior FTO with a more senior FTO in a two FTO one probationer car. 12. FIELD TRAINING MISCONDUCT: 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: When Officer MG5 first became an FTO, the superv1s1ng sergeant was responsible for evaluation of probationers. Eventually, the responsibility for this evaluation was shifted to the FTO. Shortly thereafter, the probation period was broken into several phases. This was accompanied by an edict requiring much more documentation regarding the performance of a probationer's performance than was previously required. As a result, the probationers binder was created. These changes meant that a troublesome probationer created more work, training, and reports. Consequently, the better FTOs got the "problem children." This led to an incredible amount of down time for administrative work if the probationer was a problem. If the probationer _ wasn't a problem, it allowed for more time on the street. Officer MGS has seen FTOs overlook problems of a probationer simply because they don't want to go through the trouble of documenting the poor performance of a probationer. As a result, many probationers were given adequate evaluations simply because the FTOs believe that they would be unable to prop~rly document the shortcomings of a troublesome probationer. In short, building a case to dismiss an inadequate probationer is simply too much work. · MG-5 6/4/91 Officer MG5 feels that the Academy provides a great foundation for the probationer. However, the FTO must remember that all the Academy provides is a foundation. It is the responsibility of the FTO to build upon that foundation. Therefore, instead of adhering to the age-old belief that you should discard everything you learned in the Academy the posture of a good FTO is that the Academy was never intended to be allencompassing, but rather the training you provide as an FTO compliments what was learned in the Academy. 17. ROLL CALL TRAINING: The officer stressed the importance of remembering that roll call lasts approximately 45 minutes, much of the time is spent dealing with administrative procedures. As a result, only 20 to 30 minutes are left for training purposes. Many times, the training provided in these sessions is quite worthwhile. Examples of this type of training are the review of certain administrative procedures, pursuit policy, shooting policy, etc. 18. USE OF FORCE: Officer MG5 believes that the root cause of many of today's use of force problems is the fact that officers are no longer allowed to apply the upper body control hold maneuver. The officer has a very close friend who's a member of the LA Sheriff's Department. The Sheriffs are still allowed to use the upper body control hold maneuver. This doesn't mean the Sheriff doesn't use the baton. In fact, many LAPD officers are appalled with the beatings that Sheriffs deputies are allowed to commit with their batons. Officer MG5 feels this is the result of the over-emphasis the Sheriff's Department places on the baton. In contrast, when LAPD officers were allowed to use the upper b o Jy control hold they favored this to the use of the baton. When lt 1e upper body control hold was removed from the arsenal of tools available for LAPD use, they wondered whether they would be forced to treat suspects in the same manner the Sheriff's Department does. The otf icer believes that the hand holds which they are instructed to use only work in passive compliant situations (political protesters and drunks). Officers usually "take it in the shorts" when using mace. 19. RODNEY KING INCIDENT: The officer felt this was a blatant example of excessive use of force, but it was brought about by poorly chosen techniques. He believes that the situation was allowed to get too far out of control. While he doesn't note the background of the officers involved in the incident, he suggests the Commission look to the last time the officers were trained regarding (1) use of batons and (2) arrest procedures for unruly suspects. The officer does not believe that this was a racially motiyated incident. Rather, it is an example of group psychology at work. MG-5 6/4/91 • • As a result of the King incident, the Foothill officers are not as aggressive as they were prior to the beating. Today, they are doing only the bare minimum required of patrol officers. He firmly believes that the majority of patrol officers are conscientious and productive. After the King beating patrol officers are not practicing preventive policing techniques. 20. CITIZEN COMPLAINTS: The officer believes that the department takes citizen complaints quite seriously. He feels that these complaints are handled adequately. Further, the personnel complaint is there, in actuality, to protect the officer. People complain all the time. As a result, he is thankful of the process because of all charges. He has been insulted on occasion, since the departm~nt aggressively investigates even frivolous complaints. 21. INTERNAL DISCIPLINE: The officer feels that he has been dealt with fairly by the discipline boards. He believes that officers who are not satisfied with the role of the discipline boards are many times just complaining without any basis to do so. 22. PROMOTION: The officer feels that the department does not value good patrol officers. He acknowledges that the best time he ever had in the department was when he was on patrol. However, the majority of officers want to get out of patrol as soon as possible. This is because patrol officers are forced to suffer the brunt of the department's problems. Lots of demands are placed on the patrol officer. He firmly believes that patrol officers are the hardest workers who get paid the least for their work. He does, however, acknowledge that there are some "slugs" on patrol duty who are not motivated. His experience as a detective suggests that the of the work he does could be accomplished by a civilian. 23. ASSIGNMENTS/TRANSFERS: • Did not discuss. MG-5 6/4/91 . . ; • • • 24. COMMUNITY POLICING: Did not discuss. 25. GAYS/LESBIANS: Did not discuss. 26. WOMEN: The officer feels that women are given breaks for hiring and promotional consideration. In fact, he thinks many times sex is valued over qualification. He believes that size is only important to help officers realize their physical limitations. All that needs to be done when you are p · · more often. As a result, many officers complained im during patrol duty because they felt safety risk. He does believe that women are better at talking people to jail. He did acknowledge that there is an extremely derogatory phrase which describes small men and women who are hired on to the force· ("runts and cunts"). However, once a person proves him or herself, there are usually no problems relating with other officers. He does believe, however, that any sexist sentiments in the department exist because of the partiality of the promotional system. 27. RACIAL MINORITIES: The officer believes that racial minorities are given preference in hiring and promotion considerations. Further, the department values race over qualifications. As a result, any racist sentiments within the department exist because of the partiality of the promotional system. 28. ATTITUDES/OPINIONS RE L.A.P.D.: Did not discuss. 29. REFORM SUGGESTIONS: The officer believes that the department needs to compensate patrol officers in a manner which makes them feel they are appreciated. This includes better pay, better assignments, and better vacations. Further, the departmen€ needs to reinstitute the upper body control hold maneuver. 30. CODE OF SILENCE: Did not discuss • MG-5 6/4/91 • . . .: .. 31. MISCELLANEOUS: The officer believes that at one time he allowed his emotions to run wild. As a result, he may have been a bit too aggressive in certain situations. Over time, he developed the ability to control his emotions and distance himself from the activity he was exposed to. He believes this is a natural progression that many officers must go through. Because of this, officers need at least four to five years of experience before they become FTOs to insure they have reached this level of maturity. · MG-5 6/4/91 |
Filename | indep-box24-14-10.pdf |
Archival file | Volume81/indep-box24-14-10.pdf |