Gonzales interview MG9, 1991-06-20 |
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Rcv ·ev:1RELL • MANELLA 6-26-ai i7:30 MPR&P Te1ecop1er ai~ lRELL 6 MANEL~A ; 1 2 I • la • lb. le. ld. 2. 3. 4. s. 6. 7 • • 8. 9. 10. • I I NAME or INTERVIEWER: Michael onzalez DATE or INTERVIEW: June 20, l 91 LENGTH OF INTERVIEW: l hour 4 mi nu tea NOTES: I.D. C:ODE: MG f 9 SEX: Male - ~: African American ~· DIVISION Wilshire CURRENT RANKLASSIGNMENT: MISC. PERSONAL -- SELECTION OF a. ~~H::::-•~~.-,-,-e ...... ~t.he t occas ons but waa not selected for PTO sta around. He . believes th• teat arely indic tea how well a individual will perform •• an TO. Rather, the teat appe rs to be d••igned for elimination purpo••• on y. The questians do not pertain to ·atreet activ ty and the eat do•• not I assesa an individual's ability to relat• t p•ople. The i officer atrongl! believes , that th• Departm nt ahould initiate a policy requir ng a minimum o four years t patrol duty I before being allowed to take t e !'TO exami ation. B• doel acknowled~e, however, that on are occasio • pa•t experi•~c• helps individual• to be effect ve r'l'O•s w thout four Y••i• of •xperience. During his tim aa an !"1'0 h&a received feedback from probationers re9 rding inexp rienced .P"ro• s. I Be believes ·this is becauae th Department oes not have ~ experienced o!fic•r• on patrol Many otfi ra, eapeciall women, acrambl• to get "in1ide job1 11 after minimum of t o yeara on patrol duty. Thi1 ~e letes the r ka ct experie ced officers from patrol duty. j i I I I Rev' BY:IRELL & MANELLA B-26-91 i7:30 ; MPR&P Te lecopier 11~ IRELL & MANELLA;# 3 11. 12, 13. 14. .e I F... -..IE ..,L_O_T_RA_I_N_I_N_G_-_-_T.._RA.....,..I_N_l_N_G-.-O_F. ........ ...._.T. ... ....o. ... ...s... I Th of fleer • t t en~ed T raining sc oo a er he h assumed hi FTO I responsibilities. He does not see a probl with this procedure as long as there is ot an unreas nable delay , between the assumption of the esponsibilities and the j attendance of the FTO training program. B does believe, i though, that each FTO emphasiz s those skills they are mo~t interested in. Fortunately, e ch probatio r is rotated o at least three, if not more, F O's who eac have their ow emphasis and take up the slack created by t e .inordinate : attention to one subject given by the previ us FTO. 1 FIELD .TRAINING -- MISCONDUCT B DISCIPLINE F F.T.O.s: Did not discuss. FIELD TRAINING -- EVALUATION 0 FORMANCE: Did not discuss. i . I I FIELD TRAINING -- ASSIGNMENT S ERS: The off'cer ~~~.....;;..;.~~~~---~~...-~ ........ ~ ............... ~..,;....~ ............. ~ felt it important for the Comm erstand that t e average probationer does not r r of patrol d ty while on probation. Rather, m era are assign d to undesirable jobs within the station. S e probationer are unfortunate enough to rece · ve only six onths of actu· l field experience during the fi st year. T officer beli ves that probationers should be in cars learni for as many months as possibl~ during the irst year o the force. 15. FIELD TRAINING -- RELATIONSHIP WITH 16. 17. e 18. Did not discuss. FIELD TRAINING -- EVALUATION 0 PROBATION S: The office~ has no problems with the tra n ng the pro tioners receiv1 in the Academy. He likes to g·ve each pro tioner the be efit of the doubt and truly enjoys orking with individuals to help improve their policing sk lls. He si ts aa an exam~le · the inordinate amount of time e spent wit a five foot t 11 female officer to help her bee me more aggressive in her ob performance. Further, the off·cer disa~re s that it is difficult to get rid of a bad robationer. Moreover, he : feels that bacauae there was n standardiz training pro~ram for probat i oners in the past, any did not receive even I breaks from their assigned FTO's. I ROLL CALL TRAINING: The offic r believes t at roll call ~ conducive to quality training. He believe quality train~ng during roll call is the key to mprovement f the Oepartme1·t. USE OF FORCE: Officer MG#9 be i ·eves that he only way to , reauce use of force problems i to reinsta e the upper boqy control hold. In hindsight, h feels that the Department I should have modified training or applicati n of the hold on PCP suspects when it became ob ious that t ese individual RCV BY!IRELL & MANELLA 6-26-91 17:31 MPR&P Te lecopier # 1 ~ IRELL & MANEL LA;# 4 ! l9. 20. 21. I did not respond to the control old as did ndividuals wh j were not under the influence of the drug. he officer bl~es Councilman Farrell for the cont ol hold ban su~gestlng th~t the Councilman was too quick t stand on a 11tica1 soap i box. I The officer is not in favor of reinstating he bar arm ho ~ d, however. He believes that this hold is ver painful and ~ s only applied by officers as a y of intent'onally hurtin~ an unruly suspect. In fact, t officer ne er applied th~ bar arm hold, choosing only to pply the ca otid hold. 1 RODNEY KING INCIDENT: The offi things have followed in the wak However, he also believes that in proactive policing as a res one of them. He will try to d of his way to protect a citize a source of activity he can ci The King incident brought atte making people aware of the con realities faced by patrol. Th that at times some beatings ar though, is a blatant example o believe, however, that Mr. Kin he received from the officers. · known as "sidewalk court" whic hurts an officer during an arr will get hurt much worse than his first years with the Depar the officer for charging a aua officer in the station. The s court" rules dictate that he s ward. i er believes that some good of the Rod ey King incid~nt. any officer will not eng~ge t of this b a ting. He is i a good job ut won't go o ~ t unless he t els protected !by to ( i. e,, radio call) • 1 i · d e · I t on to the iel of icer, 1 quences cau officer amp justified. excessive t somehow pro He cited an states that st procedure he officer, ent, a serg aec with bat: rgeant clai ould be book eel by the j atically statld The King incl ent, rce. Be does oked the beat"ng unwritten rul if a suspect I the suspect I In fact, duri 99 ant reprimandld ery on a poli e d that "sidew lk d in the hosp tal i I CITIZEN COMPLAINTS: The offic r feels that the Department', a3equately reviews complaints f citizens. I I INTERNAL DISCIPLINE: in the Depar ~ ment that the higher In rank you go, the more 1 ient disciplitje you receive for Departmental p licy ' infractiona. However ~ the officer is not quite sold n the idea f standardized I diecipline. 22. PROMOTION: The Department ere tes the impression that an , officer 1a assigned to patrol uty in order to pay dues ! during his or her career. Thi mindset er tea the desir~ · for officers to remove themse.l es from pa tr 1 duty as quickly as possible. The result of th"s is a larg ly inexperienc,d patrol force. Officer MG#9 be levee ther• uat be some 1 policies put in 'place which wi 1 reward pa rol officers for staying in the field. He thin a a service onus for patrol experience combined with more "ndependence can accomplish 1 this goal. Further, he believ s that bonu points shouldi1 be awarded to patrol officers who apply for p emotion in ord r RCV ' BY:IRELL & MANELLA 6-26-91 17:32 MPR&P Telecopier 11~ IRELL & MANELLA:# 5 ! to offaat the bias towards thos with ' 1 insi e jobs" durinq the promotion process. 23. ASSIGNMENTS/TRANSFERS: Did not discuss. 24. COMMUNITY POLICING COMMUNITY R ATIONS; 25. 26. 27. Did not discuss. GAYS/LESBIANS: · The officer ack owledges th t there is a i strong anti-gay sentiment in t Department. This sentime 1 nt is stronger toward gay men tha toward lesb an women. However, he does not believe t is bias tran lates into : mistreatment of gay suspects b LAPD office s. Be did acknowledge, though, that many fficers wil not go the extra mile to do things such a help an ind*vidual find their same sex lover. In shor , the office would prefer 1 that gays. and lesbians stay in the closet, ut as a fairn•ss issue, he does believe they sh ld be treat d the same as 1 1 any other officer. WOMEN: Officer MGl9 believes than men because of af f irmativ female officers may be subject regarding their sex, the off ic discrimination exists within t officer acknowledges that wome officers. i at women ar promoted fas~er action need • While many I to occaslo al chiding i r doesn't be !eve any I e Department. Further, th~ can be ef fe tive patrol · I RACIAL MINORITIES: The office believes t t minorities ~re not treated equally in all pro otional cona·derations. He cited the example of elite pos'tions, such •Metro Divis ~ on, as being very white-oriented a d difficult o break into ~or minorities. Moreover, in Metr all black ficers that h• could think of were in one uni within the ivision. Ano ~ her example he cited was Air Suppo t, which _ ~~ - laims is very 1 white oriented as well. Moreo er, the aura which surrounds these elite divisions is very liquish--so thing only th~ white officers promote into. I The officer does acknowledge t at minoriti s must fit in ~ n ordar to get ahead. When he b oke into th Department, h• was told ha couldn't be thin-skinn d about hia racial identity because officers don•t like to work with t in-skinned i minorities. The mindset among white offie rs exists that 1if an individual couldn't handle race joke e or she shoulan't be on the job. However, recen ly a memo w s circulated ttj supervisors which stated they hould not t lerate race, s , x or any other distasteful jokes in the work lace. It underscored the ,need for profe sional cond ct in the 1 workplace. Unfortunately, tho gh, in the ast standing u~ against racial jokes could hur a person's career. It cary also lead to retaliation by a upervisor. The officer claims that it is not uncommon for a argeant to ollow around art · I I I I I RCV ev:1RELL ' MANELLA 6-26-81 MPR&P Te1ecopier 11~ lRE~~ 6 MANc~~A;1 b i • 28. 29. • 30. • I I individual who complained about a racial jo patrol duty in ord•r to spot an intraction insignificant, for possible dis iplinary ac e o·n hi1 or he~ no m&tter how l ion. These officers could liter tney esire • This is no longe the caae 1 and th• officer i• encouraged b the chang• esp•cially since th• Rodney Kin incident. lly do whatever the Departmen!t he ha• aeen I I ! REFORM SUGGESTIONS: relorma: l. Patrol off icer.s need more nights, officers assigned supervisor on duty. One w patrol otf icers ia through Therefore, it is imperativ aupervisory positions. auggested ield auperv o patrol du y to contro proper supe to adequat he tollow-ing 1 I On some! I y have no 1' misconduct of j viaion. · ;w l ly •taf f f iell 2. Increase the number of pat ol of ticera ofticer believes that ther ar• far to assi;ned . to desk duty in P rker C•nter is n•c•asary tor the Depar m•nt to red individuals in order · to ge more off ic in the field.J The many otf ic•ri · R• believes lit ploy th•s• rs on patrol. I 3. 4. 5. 6. It should be mandatory for Being ~ut of ahape increas to •n9a9e in excessive usa Proficiency equal• For this reason it ·off icars regardin; All training within the D standardized. Thar• needs to be incenti quality officers to remai CODE OF SILENCE: The officer adhere to some sort of code ot this, he feel• that too much a exi1t•nce of a code of silenc• However, h• did acknowledge th to report policy intractiona d pereonal rule is that he will an extra lick in on a suspect. extra lick the otticer will be though, th•re must be some ju1 Usually thia justification ia there 11 an obligation on th• control the officer who commit least attempt to modify his or I officera to remain in sha~•· s the prop• sity of an of icer of force. c:e·, compete ce breeds poije. rative to tr in, train, tr~in nt polici••· 1 encouraJe I elieve• tha all professio1'• lilence rul • Becauae of tentlon 11 id to the ithin the lice Departme t. t the prop• aity of an off cer pends on th •ituation. H s ot report a of fleer who g ts However, i it is a damag ng reported. n each c~ae, ification f r remaining ai~ent. riendehip. In these ca•es~ ilent partn r to try and I ed th• inf r ction, or at 1 her behavio • I l I I RCV ' ev:IRELL & MANELLA 6-26-91 , 7: 33 MPR&P Telecopier #1~ IRELL & MANELLA ;# 7 i In order to combat thia propen ity toward e believes that there is a need r the Depar some sort of intervention trai inq regardin you see a reportable problem, matter who intraction. l•nc1, the ot~icer ment to devel p what to do w en commits the I so. MISCELLANEOUS: Patrol officer tend to fae more stress from management than from the treets which they patrol. , Many of these problems occur b cause superv·sors lack I sufficient patrol experience t empathi2e w th the situat ~ on faced by these officers. Combine this with the fact that I off ice rs. on patrol duty have v ry little co trol over the ' 1r workplace schedule and the sit tion can be ome intolerab e. Supervisors stress politeness nd courtesy o citizens, y t do not treat patrol officers w th ~he same espeet. At times, management stresses the need for ott cers not to enforce certain traffic violat'ons, at othe times they press for traffic citations. oreover, uno ficial quotas exist within the Department. hese unoffic"al quotas lea to incredibly ineftective poli ing. It is ommon knowled e that if a P2 is studying for a P3 position, he or she mus write as many tickets as possi le in order o stay in . the running for the promotion. Th's leads to ny questionab e citations. The officers believes that pat· to warn violators instead of c ticket writing quotas. He fir improve public relations and h part of the community they are ol officers eed the leewa ~ nstantly pre sing to meet J ly believes ~hat this woulq lp officers ecome more a a8signed to atrol. . RCV ev:IRELL 6 MANELLA ; 6-26-Si i7:34 MPR&P Telecopier ai~ IRELL 6 MANELLA;# B • • • la. NAME OF INTERVIEWER: Michael onzalez lb. DATE OP INTERVIEW: June 20, 1991 le. LENGTH OF INTERVIEW: 2 Hours ld. NOTES: The officer is a ataun h LAPD supp rter. 2. 3. 4. 5. 6. 7. 8 • 9. 10. ••••••••••• I.D. CODE; MG #10 ~: Male RACE: Caucasian A-GE: - DIVISION; No. Hollywood CURRENT RANKLASSIGNMENT: min; into t ce since th a dead body, never been involv d in any fi in a verbal altercation and 11 e at hom•. Further, th• Academy trainin9 was, ainca it i• no longer fie ie an el•m•nt within each recr in th• Academy, which element the field. Dnfortunat•ly, bee • not as ri d •xperienc it that 11 • expected uae th• bul ~:==s=••••••••r• I I I e Department y have never • en hta, never inv,lved I orou• •• it on~e oriented. Th re ot being d•v•l ped o b•.d•v•loped in . of PTO'• lack lthe I RCV BY:IRELL & MANELLA MPR&P Te lecopier # 1 ~ IRELL & MANELLA ;# 9 I 11. e 12. 13. 14. real life experience to instil this unkno these probationera, the whole epartment 1 strongly believes that an indi idual needs years patrol experience before he or she c FTC. n element with ses. The offi er a minimum of f ve n be an ef fect f ve I PIELD TRAINING ~- TRAINING OF .T.O.s: officer feels 1 ~th~a~t~i~t~is~~1m_p_o_r_t~a-n~t~t-o~g-e-t~r~1~-o~f~t~he "Ja obs Training ! Officer Program ... Current FTO training of ered by the i Department is inadequate. It s important for each FTO t~ possess a minimum amount of ex erience bef re attempting to train probationers. Onfortuna ely, many o today's FTO's l do not possess this experience. urther, man FTO'a don't t~ke the time to document the poor erformance f a probationer; which makes it even more diffi term'nate unqualifi t d· individuals. While the Departmental changed officers with 10 years experie of the FTO selection program, weeded out in the oral section claims that the oral boards ar officers, making it increasing with real experience to earn t FIELD TRAINING -- MISCONDUCT B of cer eels that the standar If any FTO follows the rules i possible to skate by without e FIELD TRAINING -- EVALUATION 0 of f1cer eels that fie serge FTO's who, in their opinion, a believes this would lead to be every FTO would knew that his would constantly be monitoring FIELD TRAINING -- ASSIGNMENT S Did not diac:ua1. policy to a low patrol ti . ce to waive the written se tion any older o f ioers are sti 1 of the test The officer _l heavily bi sed towards yo~nger y more diff·cult for offici rs • two strip DISCIPLINE OF F.T.O.s: T e O a are too low. aehion, it is 1 \ ur stripes. I RFORMANCE: Thi e a la to term nate ied. He firml offic•ra, sin e ising sergeant I ng behavior. I I 15, FIELD TRAINING -- RELATIONSHIP OF PROBATION RS: Did not discuss. 16. FIELD TRAINING -- EVALUATION 0 17. Did .not discuss. ROLL CALL TRAINING : The offic r believes t training is very effective, ev in its cur however, it is •xtremely import nt to have sergeants at each Division who an continua worthwhile training sessions. at roll call ent form. A;~in, ood field I ly devise I I I I RCV , BY:IRELL & MANELLA 6-26-81 i7:35 MPR&P Telecopier #1~ !RELL & MANELLA:#10 18. 19. 20. USE OF FORCE: The current us• of force tr Inst!!! confidence in the Acad my recru;ts was a very effective alternati e to the ni it ie necessary to become invo ved in alte of whether or not the officer ·s "looking Otf icer MG#lO estimates that w en he was o averaged about SO altercations each month, is no need to ever become bell gerent with that reason, the officer has h d only one in his 23 years on the force. Unfortunate officers don't treat arrestees with respec the supervising sergeants need to confront working their way through the 'John Wayne now stands many sergeants do n t take the and it leads to problems. The sergeant denies there is a court" which exists within the heard that you are always supp they hurt you, he has never se this is part of the folklore w Department. RODNEY KING INCIDENT: The off should not have convicted the trial. While he won't say the on the job, he does believe th do display these tendencies ar that when he first joined th• each officer that h• should ha the locker before work starts. free to believe whatever you ~ seen sporadic prejudice on the been taken care at this point The key to preventing the recu incidents is proper field supe Department employs many sergea supervisors. He blames much o Koon tor not properly supervis t~at if more supervising serge shift they would be able to mo situations. ythin; know Department. sed to hurt n it happen ich develop cer believe hree off ice e are no pr t 95\ of th control lab epartment i 9 his perso After the nted. Over job, but be n time. rence of th v1a1on. Ri ts who are the King p ng the troo nts are ass itor each o ining does not The choke ho d ht stick. How ver, cations regard ess or a fight 0 • patrol duty h. However, ther~ an arrestee. ror rutality accus~tion y, however, mapy • For this reison, officers who a e yndrome". As t ime to do this 1 I as the "sidewt' lk While he has them worse tha Be believes within the j I that the Chie~ • before their ; judiced off ice s se off ieers wh e. He claims waa instilled in al feelings in ob you could b the years, he !eves that it as ~as I ht now, the se types of I ery poor field i oblem on Serge,nt s. He believe gned to each her in similar 1 I I While the officer does feel th tone kick nd a few baton II swings ware unwarranted, he ha heard that King was very belligerent and, therefore, mu of the force used agains him was justified. CITIZEN COMPLAINTS: The offic aargeants within the same Divi a 181 violation should not inv supervising sergeants tend to own men. Further, IAD should This would tree up supervising monitoring the activity of the r believes t at patrol ion as an o f icer accused f stigate thes claims. The e very prot tive of their \ andle each l l complaint. sar;eants t spend more ti e patrol off ic rs in the fie d. · RCV 'BY : I RELL & MAN ELLA 6-26-9 1 : 7:35 MPR&P Telecopier # 1 ~ !RELL & MANE LLA ;#11 I I i 21. INTERNAL DISCIPLINE: The otti internal aisc!pline system is example of Assistant Chief Ver officer had committed the same have iost his or her job. He falsified overtime chits. Pat this infraction, while lieuten assi9nment. er believes arkedly unf on and stat infraction lso cites t ol officers nts simply I that the curre ~ t ir. He cites ~he s that if a field e or she would ! e example of ! get fired for I et a change of 1 ! 22. PROMOTION: 23. 24. 25. 26. 27. 28. 29. Did not discuss. ASSIGNMENTS/TRANSFERS: Did not discuss. I COMMUNITY POLICING COMMUNITY R LATIONS: I Did not discuss. GAYS(LESBIANS: The officer is working within the Department. are only interested in the job denies, though, that there is bias within the Department. E about the sexuality of an indi is that if a person is good, t WOMEN: The off ioer firmly bel lowered its physical standards women on the force. .The probl exacerbated by the fact that w well. A result of this poor t many women officers towards se otf icer believes thac no off ic her job. not opposed However, t for the men ny anti-gay erybody may idual, but at's all it eves that t in order to m created b men officer ainin; is t ving on pat r can be a.f I to gays or les~ians day many off icfrs y. Be flatly I Qr anti-lesbia~ ••Y a few thin~s he bottom line l takes. I e Department 1 accommodate mole this reality s are not train d e reluctance o ol duty. The · aid to do his f r l I RACIAL MINORITIES: The office states he as never seen rny race problems within the Depar ment. OPINIONS RE L.A.P.D. The off ic r is a staunch . suppor er o the LAPD. He oe acknowledg , however, tha~ there are some glitches within the system hat h• doesn't ' care for. Chief among them is the fact th t the Departme * t is too top heavy. ' REFORM SUGGESTIONS: The offic system of supervision be incor A similar system exists within example, once an officer promo should be able to choose wheth route or the f iald supervision would occur until the officer which the duties could be comb 1 r suggests hat a two-tier i orated with•n the Departme$t. military or anizations. F~r as to aerge nt, he or she l r they go t e administrati t e route. Thi segregation arns the ra k of Captain a~ ned. Up to that point, I I I I . ·Rcv ·ay:rRELL & MANELLA 6-26-Si 17:36 MPR&P Te lecopier #1~ IRELL & MANELLA :#12 30. so. however, an officer should be supervision or administration. supervisors who are sensitive patrol ofticer. It would also strains which exist between pa ree to emph This would o the needs ork toward rol and mana secondly, the officer suggests that special deployment be limited to no mo than 24 mo assignments to these units sho ld be stagge incoming officers can be train by out9oin so on. This would open up the pecialized diversify these specialized uni s. Finally, the officer suggests the upper body control hold. rely on the night atick less. CODE OF SILENCE: The officer d institutionarr~ed code of silen however, that the propensity fo problem depends on each situati about the tactics of a partner, likely to remain silent. If, h of excessive force, the majorit this with their supervisors. H is important to remember that a percent human factor built into 9roup are rotten apple candidat always be 10' of the current LA these types of problems with an MISCELLANEOUS: There is a real supervisors and administrative officer believes that the only became a sergeant was that one board was patrol oriented. The has led to problems in the trai Department. When he joined the valued much more than it is tod Academy needs to reinstate its officer• who died because they This should be accompanied by a where recruits can see victims at is nies that a e exists. an individ n. When a an officer wever, an o of officer wever, he b y instituti 1 t. That i s. Therefo D staff who one, split · betwe riented sup eason he pa f the Capta officer bel ing pro9ram force, phys y. He bel olicy of sh ada mistake visit to th f street vi Today, many officers do not tru t Academy r alongs because they know these ecruits did same type of training as they d d, Officer instilled with the mindset to k ep fighting the cost. ize field reate a cadre !of f the average I essening the ement. , I assignment i ths. Further 'I ed so that J officers, an~ uignments an i · tment reinstatle ure that off i~ers l y e doe• state, al to discuss ~ itizen complai s s much more f icer is accus d would discuss! lievea that i t j n has a ten 1 10\ of any ~1 e, there will will not discu s j I n field orient~d rvisors. The I sed his orals and ns on the oral ! eve that this \ within the t cal prowess wa eves that the wing pictures , f in the field· j County Morgue lence. l eruits on ride l not receive thf are no longer 1 no matter what ! I I
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 MG9, 1991-06-20 |
Description | Gonzalez interview - MG9 African-American male from Wilshire division |
Coverage date | 1991-06-20 |
Date created | 1991-06-20 |
Type | texts |
Format | 11 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 12 |
Physical access | Contact: Special Collections, Doheny Memorial Library, Libraries, University of Southern California, Los Angeles, CA 90089-0189; specol@dots.usc.edu |
Full text | Rcv ·ev:1RELL • MANELLA 6-26-ai i7:30 MPR&P Te1ecop1er ai~ lRELL 6 MANEL~A ; 1 2 I • la • lb. le. ld. 2. 3. 4. s. 6. 7 • • 8. 9. 10. • I I NAME or INTERVIEWER: Michael onzalez DATE or INTERVIEW: June 20, l 91 LENGTH OF INTERVIEW: l hour 4 mi nu tea NOTES: I.D. C:ODE: MG f 9 SEX: Male - ~: African American ~· DIVISION Wilshire CURRENT RANKLASSIGNMENT: MISC. PERSONAL -- SELECTION OF a. ~~H::::-•~~.-,-,-e ...... ~t.he t occas ons but waa not selected for PTO sta around. He . believes th• teat arely indic tea how well a individual will perform •• an TO. Rather, the teat appe rs to be d••igned for elimination purpo••• on y. The questians do not pertain to ·atreet activ ty and the eat do•• not I assesa an individual's ability to relat• t p•ople. The i officer atrongl! believes , that th• Departm nt ahould initiate a policy requir ng a minimum o four years t patrol duty I before being allowed to take t e !'TO exami ation. B• doel acknowled~e, however, that on are occasio • pa•t experi•~c• helps individual• to be effect ve r'l'O•s w thout four Y••i• of •xperience. During his tim aa an !"1'0 h&a received feedback from probationers re9 rding inexp rienced .P"ro• s. I Be believes ·this is becauae th Department oes not have ~ experienced o!fic•r• on patrol Many otfi ra, eapeciall women, acrambl• to get "in1ide job1 11 after minimum of t o yeara on patrol duty. Thi1 ~e letes the r ka ct experie ced officers from patrol duty. j i I I I Rev' BY:IRELL & MANELLA B-26-91 i7:30 ; MPR&P Te lecopier 11~ IRELL & MANELLA;# 3 11. 12, 13. 14. .e I F... -..IE ..,L_O_T_RA_I_N_I_N_G_-_-_T.._RA.....,..I_N_l_N_G-.-O_F. ........ ...._.T. ... ....o. ... ...s... I Th of fleer • t t en~ed T raining sc oo a er he h assumed hi FTO I responsibilities. He does not see a probl with this procedure as long as there is ot an unreas nable delay , between the assumption of the esponsibilities and the j attendance of the FTO training program. B does believe, i though, that each FTO emphasiz s those skills they are mo~t interested in. Fortunately, e ch probatio r is rotated o at least three, if not more, F O's who eac have their ow emphasis and take up the slack created by t e .inordinate : attention to one subject given by the previ us FTO. 1 FIELD .TRAINING -- MISCONDUCT B DISCIPLINE F F.T.O.s: Did not discuss. FIELD TRAINING -- EVALUATION 0 FORMANCE: Did not discuss. i . I I FIELD TRAINING -- ASSIGNMENT S ERS: The off'cer ~~~.....;;..;.~~~~---~~...-~ ........ ~ ............... ~..,;....~ ............. ~ felt it important for the Comm erstand that t e average probationer does not r r of patrol d ty while on probation. Rather, m era are assign d to undesirable jobs within the station. S e probationer are unfortunate enough to rece · ve only six onths of actu· l field experience during the fi st year. T officer beli ves that probationers should be in cars learni for as many months as possibl~ during the irst year o the force. 15. FIELD TRAINING -- RELATIONSHIP WITH 16. 17. e 18. Did not discuss. FIELD TRAINING -- EVALUATION 0 PROBATION S: The office~ has no problems with the tra n ng the pro tioners receiv1 in the Academy. He likes to g·ve each pro tioner the be efit of the doubt and truly enjoys orking with individuals to help improve their policing sk lls. He si ts aa an exam~le · the inordinate amount of time e spent wit a five foot t 11 female officer to help her bee me more aggressive in her ob performance. Further, the off·cer disa~re s that it is difficult to get rid of a bad robationer. Moreover, he : feels that bacauae there was n standardiz training pro~ram for probat i oners in the past, any did not receive even I breaks from their assigned FTO's. I ROLL CALL TRAINING: The offic r believes t at roll call ~ conducive to quality training. He believe quality train~ng during roll call is the key to mprovement f the Oepartme1·t. USE OF FORCE: Officer MG#9 be i ·eves that he only way to , reauce use of force problems i to reinsta e the upper boqy control hold. In hindsight, h feels that the Department I should have modified training or applicati n of the hold on PCP suspects when it became ob ious that t ese individual RCV BY!IRELL & MANELLA 6-26-91 17:31 MPR&P Te lecopier # 1 ~ IRELL & MANEL LA;# 4 ! l9. 20. 21. I did not respond to the control old as did ndividuals wh j were not under the influence of the drug. he officer bl~es Councilman Farrell for the cont ol hold ban su~gestlng th~t the Councilman was too quick t stand on a 11tica1 soap i box. I The officer is not in favor of reinstating he bar arm ho ~ d, however. He believes that this hold is ver painful and ~ s only applied by officers as a y of intent'onally hurtin~ an unruly suspect. In fact, t officer ne er applied th~ bar arm hold, choosing only to pply the ca otid hold. 1 RODNEY KING INCIDENT: The offi things have followed in the wak However, he also believes that in proactive policing as a res one of them. He will try to d of his way to protect a citize a source of activity he can ci The King incident brought atte making people aware of the con realities faced by patrol. Th that at times some beatings ar though, is a blatant example o believe, however, that Mr. Kin he received from the officers. · known as "sidewalk court" whic hurts an officer during an arr will get hurt much worse than his first years with the Depar the officer for charging a aua officer in the station. The s court" rules dictate that he s ward. i er believes that some good of the Rod ey King incid~nt. any officer will not eng~ge t of this b a ting. He is i a good job ut won't go o ~ t unless he t els protected !by to ( i. e,, radio call) • 1 i · d e · I t on to the iel of icer, 1 quences cau officer amp justified. excessive t somehow pro He cited an states that st procedure he officer, ent, a serg aec with bat: rgeant clai ould be book eel by the j atically statld The King incl ent, rce. Be does oked the beat"ng unwritten rul if a suspect I the suspect I In fact, duri 99 ant reprimandld ery on a poli e d that "sidew lk d in the hosp tal i I CITIZEN COMPLAINTS: The offic r feels that the Department', a3equately reviews complaints f citizens. I I INTERNAL DISCIPLINE: in the Depar ~ ment that the higher In rank you go, the more 1 ient disciplitje you receive for Departmental p licy ' infractiona. However ~ the officer is not quite sold n the idea f standardized I diecipline. 22. PROMOTION: The Department ere tes the impression that an , officer 1a assigned to patrol uty in order to pay dues ! during his or her career. Thi mindset er tea the desir~ · for officers to remove themse.l es from pa tr 1 duty as quickly as possible. The result of th"s is a larg ly inexperienc,d patrol force. Officer MG#9 be levee ther• uat be some 1 policies put in 'place which wi 1 reward pa rol officers for staying in the field. He thin a a service onus for patrol experience combined with more "ndependence can accomplish 1 this goal. Further, he believ s that bonu points shouldi1 be awarded to patrol officers who apply for p emotion in ord r RCV ' BY:IRELL & MANELLA 6-26-91 17:32 MPR&P Telecopier 11~ IRELL & MANELLA:# 5 ! to offaat the bias towards thos with ' 1 insi e jobs" durinq the promotion process. 23. ASSIGNMENTS/TRANSFERS: Did not discuss. 24. COMMUNITY POLICING COMMUNITY R ATIONS; 25. 26. 27. Did not discuss. GAYS/LESBIANS: · The officer ack owledges th t there is a i strong anti-gay sentiment in t Department. This sentime 1 nt is stronger toward gay men tha toward lesb an women. However, he does not believe t is bias tran lates into : mistreatment of gay suspects b LAPD office s. Be did acknowledge, though, that many fficers wil not go the extra mile to do things such a help an ind*vidual find their same sex lover. In shor , the office would prefer 1 that gays. and lesbians stay in the closet, ut as a fairn•ss issue, he does believe they sh ld be treat d the same as 1 1 any other officer. WOMEN: Officer MGl9 believes than men because of af f irmativ female officers may be subject regarding their sex, the off ic discrimination exists within t officer acknowledges that wome officers. i at women ar promoted fas~er action need • While many I to occaslo al chiding i r doesn't be !eve any I e Department. Further, th~ can be ef fe tive patrol · I RACIAL MINORITIES: The office believes t t minorities ~re not treated equally in all pro otional cona·derations. He cited the example of elite pos'tions, such •Metro Divis ~ on, as being very white-oriented a d difficult o break into ~or minorities. Moreover, in Metr all black ficers that h• could think of were in one uni within the ivision. Ano ~ her example he cited was Air Suppo t, which _ ~~ - laims is very 1 white oriented as well. Moreo er, the aura which surrounds these elite divisions is very liquish--so thing only th~ white officers promote into. I The officer does acknowledge t at minoriti s must fit in ~ n ordar to get ahead. When he b oke into th Department, h• was told ha couldn't be thin-skinn d about hia racial identity because officers don•t like to work with t in-skinned i minorities. The mindset among white offie rs exists that 1if an individual couldn't handle race joke e or she shoulan't be on the job. However, recen ly a memo w s circulated ttj supervisors which stated they hould not t lerate race, s , x or any other distasteful jokes in the work lace. It underscored the ,need for profe sional cond ct in the 1 workplace. Unfortunately, tho gh, in the ast standing u~ against racial jokes could hur a person's career. It cary also lead to retaliation by a upervisor. The officer claims that it is not uncommon for a argeant to ollow around art · I I I I I RCV ev:1RELL ' MANELLA 6-26-81 MPR&P Te1ecopier 11~ lRE~~ 6 MANc~~A;1 b i • 28. 29. • 30. • I I individual who complained about a racial jo patrol duty in ord•r to spot an intraction insignificant, for possible dis iplinary ac e o·n hi1 or he~ no m&tter how l ion. These officers could liter tney esire • This is no longe the caae 1 and th• officer i• encouraged b the chang• esp•cially since th• Rodney Kin incident. lly do whatever the Departmen!t he ha• aeen I I ! REFORM SUGGESTIONS: relorma: l. Patrol off icer.s need more nights, officers assigned supervisor on duty. One w patrol otf icers ia through Therefore, it is imperativ aupervisory positions. auggested ield auperv o patrol du y to contro proper supe to adequat he tollow-ing 1 I On some! I y have no 1' misconduct of j viaion. · ;w l ly •taf f f iell 2. Increase the number of pat ol of ticera ofticer believes that ther ar• far to assi;ned . to desk duty in P rker C•nter is n•c•asary tor the Depar m•nt to red individuals in order · to ge more off ic in the field.J The many otf ic•ri · R• believes lit ploy th•s• rs on patrol. I 3. 4. 5. 6. It should be mandatory for Being ~ut of ahape increas to •n9a9e in excessive usa Proficiency equal• For this reason it ·off icars regardin; All training within the D standardized. Thar• needs to be incenti quality officers to remai CODE OF SILENCE: The officer adhere to some sort of code ot this, he feel• that too much a exi1t•nce of a code of silenc• However, h• did acknowledge th to report policy intractiona d pereonal rule is that he will an extra lick in on a suspect. extra lick the otticer will be though, th•re must be some ju1 Usually thia justification ia there 11 an obligation on th• control the officer who commit least attempt to modify his or I officera to remain in sha~•· s the prop• sity of an of icer of force. c:e·, compete ce breeds poije. rative to tr in, train, tr~in nt polici••· 1 encouraJe I elieve• tha all professio1'• lilence rul • Becauae of tentlon 11 id to the ithin the lice Departme t. t the prop• aity of an off cer pends on th •ituation. H s ot report a of fleer who g ts However, i it is a damag ng reported. n each c~ae, ification f r remaining ai~ent. riendehip. In these ca•es~ ilent partn r to try and I ed th• inf r ction, or at 1 her behavio • I l I I RCV ' ev:IRELL & MANELLA 6-26-91 , 7: 33 MPR&P Telecopier #1~ IRELL & MANELLA ;# 7 i In order to combat thia propen ity toward e believes that there is a need r the Depar some sort of intervention trai inq regardin you see a reportable problem, matter who intraction. l•nc1, the ot~icer ment to devel p what to do w en commits the I so. MISCELLANEOUS: Patrol officer tend to fae more stress from management than from the treets which they patrol. , Many of these problems occur b cause superv·sors lack I sufficient patrol experience t empathi2e w th the situat ~ on faced by these officers. Combine this with the fact that I off ice rs. on patrol duty have v ry little co trol over the ' 1r workplace schedule and the sit tion can be ome intolerab e. Supervisors stress politeness nd courtesy o citizens, y t do not treat patrol officers w th ~he same espeet. At times, management stresses the need for ott cers not to enforce certain traffic violat'ons, at othe times they press for traffic citations. oreover, uno ficial quotas exist within the Department. hese unoffic"al quotas lea to incredibly ineftective poli ing. It is ommon knowled e that if a P2 is studying for a P3 position, he or she mus write as many tickets as possi le in order o stay in . the running for the promotion. Th's leads to ny questionab e citations. The officers believes that pat· to warn violators instead of c ticket writing quotas. He fir improve public relations and h part of the community they are ol officers eed the leewa ~ nstantly pre sing to meet J ly believes ~hat this woulq lp officers ecome more a a8signed to atrol. . RCV ev:IRELL 6 MANELLA ; 6-26-Si i7:34 MPR&P Telecopier ai~ IRELL 6 MANELLA;# B • • • la. NAME OF INTERVIEWER: Michael onzalez lb. DATE OP INTERVIEW: June 20, 1991 le. LENGTH OF INTERVIEW: 2 Hours ld. NOTES: The officer is a ataun h LAPD supp rter. 2. 3. 4. 5. 6. 7. 8 • 9. 10. ••••••••••• I.D. CODE; MG #10 ~: Male RACE: Caucasian A-GE: - DIVISION; No. Hollywood CURRENT RANKLASSIGNMENT: min; into t ce since th a dead body, never been involv d in any fi in a verbal altercation and 11 e at hom•. Further, th• Academy trainin9 was, ainca it i• no longer fie ie an el•m•nt within each recr in th• Academy, which element the field. Dnfortunat•ly, bee • not as ri d •xperienc it that 11 • expected uae th• bul ~:==s=••••••••r• I I I e Department y have never • en hta, never inv,lved I orou• •• it on~e oriented. Th re ot being d•v•l ped o b•.d•v•loped in . of PTO'• lack lthe I RCV BY:IRELL & MANELLA MPR&P Te lecopier # 1 ~ IRELL & MANELLA ;# 9 I 11. e 12. 13. 14. real life experience to instil this unkno these probationera, the whole epartment 1 strongly believes that an indi idual needs years patrol experience before he or she c FTC. n element with ses. The offi er a minimum of f ve n be an ef fect f ve I PIELD TRAINING ~- TRAINING OF .T.O.s: officer feels 1 ~th~a~t~i~t~is~~1m_p_o_r_t~a-n~t~t-o~g-e-t~r~1~-o~f~t~he "Ja obs Training ! Officer Program ... Current FTO training of ered by the i Department is inadequate. It s important for each FTO t~ possess a minimum amount of ex erience bef re attempting to train probationers. Onfortuna ely, many o today's FTO's l do not possess this experience. urther, man FTO'a don't t~ke the time to document the poor erformance f a probationer; which makes it even more diffi term'nate unqualifi t d· individuals. While the Departmental changed officers with 10 years experie of the FTO selection program, weeded out in the oral section claims that the oral boards ar officers, making it increasing with real experience to earn t FIELD TRAINING -- MISCONDUCT B of cer eels that the standar If any FTO follows the rules i possible to skate by without e FIELD TRAINING -- EVALUATION 0 of f1cer eels that fie serge FTO's who, in their opinion, a believes this would lead to be every FTO would knew that his would constantly be monitoring FIELD TRAINING -- ASSIGNMENT S Did not diac:ua1. policy to a low patrol ti . ce to waive the written se tion any older o f ioers are sti 1 of the test The officer _l heavily bi sed towards yo~nger y more diff·cult for offici rs • two strip DISCIPLINE OF F.T.O.s: T e O a are too low. aehion, it is 1 \ ur stripes. I RFORMANCE: Thi e a la to term nate ied. He firml offic•ra, sin e ising sergeant I ng behavior. I I 15, FIELD TRAINING -- RELATIONSHIP OF PROBATION RS: Did not discuss. 16. FIELD TRAINING -- EVALUATION 0 17. Did .not discuss. ROLL CALL TRAINING : The offic r believes t training is very effective, ev in its cur however, it is •xtremely import nt to have sergeants at each Division who an continua worthwhile training sessions. at roll call ent form. A;~in, ood field I ly devise I I I I RCV , BY:IRELL & MANELLA 6-26-81 i7:35 MPR&P Telecopier #1~ !RELL & MANELLA:#10 18. 19. 20. USE OF FORCE: The current us• of force tr Inst!!! confidence in the Acad my recru;ts was a very effective alternati e to the ni it ie necessary to become invo ved in alte of whether or not the officer ·s "looking Otf icer MG#lO estimates that w en he was o averaged about SO altercations each month, is no need to ever become bell gerent with that reason, the officer has h d only one in his 23 years on the force. Unfortunate officers don't treat arrestees with respec the supervising sergeants need to confront working their way through the 'John Wayne now stands many sergeants do n t take the and it leads to problems. The sergeant denies there is a court" which exists within the heard that you are always supp they hurt you, he has never se this is part of the folklore w Department. RODNEY KING INCIDENT: The off should not have convicted the trial. While he won't say the on the job, he does believe th do display these tendencies ar that when he first joined th• each officer that h• should ha the locker before work starts. free to believe whatever you ~ seen sporadic prejudice on the been taken care at this point The key to preventing the recu incidents is proper field supe Department employs many sergea supervisors. He blames much o Koon tor not properly supervis t~at if more supervising serge shift they would be able to mo situations. ythin; know Department. sed to hurt n it happen ich develop cer believe hree off ice e are no pr t 95\ of th control lab epartment i 9 his perso After the nted. Over job, but be n time. rence of th v1a1on. Ri ts who are the King p ng the troo nts are ass itor each o ining does not The choke ho d ht stick. How ver, cations regard ess or a fight 0 • patrol duty h. However, ther~ an arrestee. ror rutality accus~tion y, however, mapy • For this reison, officers who a e yndrome". As t ime to do this 1 I as the "sidewt' lk While he has them worse tha Be believes within the j I that the Chie~ • before their ; judiced off ice s se off ieers wh e. He claims waa instilled in al feelings in ob you could b the years, he !eves that it as ~as I ht now, the se types of I ery poor field i oblem on Serge,nt s. He believe gned to each her in similar 1 I I While the officer does feel th tone kick nd a few baton II swings ware unwarranted, he ha heard that King was very belligerent and, therefore, mu of the force used agains him was justified. CITIZEN COMPLAINTS: The offic aargeants within the same Divi a 181 violation should not inv supervising sergeants tend to own men. Further, IAD should This would tree up supervising monitoring the activity of the r believes t at patrol ion as an o f icer accused f stigate thes claims. The e very prot tive of their \ andle each l l complaint. sar;eants t spend more ti e patrol off ic rs in the fie d. · RCV 'BY : I RELL & MAN ELLA 6-26-9 1 : 7:35 MPR&P Telecopier # 1 ~ !RELL & MANE LLA ;#11 I I i 21. INTERNAL DISCIPLINE: The otti internal aisc!pline system is example of Assistant Chief Ver officer had committed the same have iost his or her job. He falsified overtime chits. Pat this infraction, while lieuten assi9nment. er believes arkedly unf on and stat infraction lso cites t ol officers nts simply I that the curre ~ t ir. He cites ~he s that if a field e or she would ! e example of ! get fired for I et a change of 1 ! 22. PROMOTION: 23. 24. 25. 26. 27. 28. 29. Did not discuss. ASSIGNMENTS/TRANSFERS: Did not discuss. I COMMUNITY POLICING COMMUNITY R LATIONS: I Did not discuss. GAYS(LESBIANS: The officer is working within the Department. are only interested in the job denies, though, that there is bias within the Department. E about the sexuality of an indi is that if a person is good, t WOMEN: The off ioer firmly bel lowered its physical standards women on the force. .The probl exacerbated by the fact that w well. A result of this poor t many women officers towards se otf icer believes thac no off ic her job. not opposed However, t for the men ny anti-gay erybody may idual, but at's all it eves that t in order to m created b men officer ainin; is t ving on pat r can be a.f I to gays or les~ians day many off icfrs y. Be flatly I Qr anti-lesbia~ ••Y a few thin~s he bottom line l takes. I e Department 1 accommodate mole this reality s are not train d e reluctance o ol duty. The · aid to do his f r l I RACIAL MINORITIES: The office states he as never seen rny race problems within the Depar ment. OPINIONS RE L.A.P.D. The off ic r is a staunch . suppor er o the LAPD. He oe acknowledg , however, tha~ there are some glitches within the system hat h• doesn't ' care for. Chief among them is the fact th t the Departme * t is too top heavy. ' REFORM SUGGESTIONS: The offic system of supervision be incor A similar system exists within example, once an officer promo should be able to choose wheth route or the f iald supervision would occur until the officer which the duties could be comb 1 r suggests hat a two-tier i orated with•n the Departme$t. military or anizations. F~r as to aerge nt, he or she l r they go t e administrati t e route. Thi segregation arns the ra k of Captain a~ ned. Up to that point, I I I I . ·Rcv ·ay:rRELL & MANELLA 6-26-Si 17:36 MPR&P Te lecopier #1~ IRELL & MANELLA :#12 30. so. however, an officer should be supervision or administration. supervisors who are sensitive patrol ofticer. It would also strains which exist between pa ree to emph This would o the needs ork toward rol and mana secondly, the officer suggests that special deployment be limited to no mo than 24 mo assignments to these units sho ld be stagge incoming officers can be train by out9oin so on. This would open up the pecialized diversify these specialized uni s. Finally, the officer suggests the upper body control hold. rely on the night atick less. CODE OF SILENCE: The officer d institutionarr~ed code of silen however, that the propensity fo problem depends on each situati about the tactics of a partner, likely to remain silent. If, h of excessive force, the majorit this with their supervisors. H is important to remember that a percent human factor built into 9roup are rotten apple candidat always be 10' of the current LA these types of problems with an MISCELLANEOUS: There is a real supervisors and administrative officer believes that the only became a sergeant was that one board was patrol oriented. The has led to problems in the trai Department. When he joined the valued much more than it is tod Academy needs to reinstate its officer• who died because they This should be accompanied by a where recruits can see victims at is nies that a e exists. an individ n. When a an officer wever, an o of officer wever, he b y instituti 1 t. That i s. Therefo D staff who one, split · betwe riented sup eason he pa f the Capta officer bel ing pro9ram force, phys y. He bel olicy of sh ada mistake visit to th f street vi Today, many officers do not tru t Academy r alongs because they know these ecruits did same type of training as they d d, Officer instilled with the mindset to k ep fighting the cost. ize field reate a cadre !of f the average I essening the ement. , I assignment i ths. Further 'I ed so that J officers, an~ uignments an i · tment reinstatle ure that off i~ers l y e doe• state, al to discuss ~ itizen complai s s much more f icer is accus d would discuss! lievea that i t j n has a ten 1 10\ of any ~1 e, there will will not discu s j I n field orient~d rvisors. The I sed his orals and ns on the oral ! eve that this \ within the t cal prowess wa eves that the wing pictures , f in the field· j County Morgue lence. l eruits on ride l not receive thf are no longer 1 no matter what ! I I |
Filename | indep-box24-14-12.pdf |
Archival file | Volume81/indep-box24-14-12.pdf |