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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
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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.
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FIELD .TRAINING -- MISCONDUCT B DISCIPLINE F F.T.O.s:
Did not discuss.
FIELD TRAINING -- EVALUATION 0 FORMANCE:
Did not discuss.
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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
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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
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I CITIZEN COMPLAINTS: The offic r feels that the Department',
a3equately reviews complaints f citizens. I
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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
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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
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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 ·
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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 ·
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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
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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
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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
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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
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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
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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.
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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.
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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•
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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
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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.
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RFORMANCE: Thi
e a la to term nate
ied. He firml
offic•ra, sin e
ising sergeant I
ng behavior. I
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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
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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
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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.
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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
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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
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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