Huebner FTO interview 001, 1991-05-31 |
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• • • CONHDf.NTIAL ).a. ,I NAME OF INTERVIEWER: Huebner I h , DATE OF IHTERVIEW: 5/31/91 I c.. ~ LENGTH OF INTERVIEW: 2-1/2 hours I oL NQ'.If:S: J. I.D. CODE: Huebner 001 E, ~: Male l/ I ~: White £, Mra: fp, DIVISION: West Valley 7, ~URRE:H'.I RANKL.ASSI~NME:H'.I: 8, MISC. PERSONAL BACKGROUND: 9~ MISC. L.A.P.p. BACKGROUNQ: /~, FIELQ '.IBAINING -- SELE;CTION OF F.T.O.s: When he was selected: (1) had to take pass/fail written exam, (2) those who passed placed into 3 pools (outstanding, excellent, better-luck-next-time), and (3) as f .t.o.s needed, selected through oral exam/interview from outstanding pool; after outstanding pool exhausted, drew from excellent pool . [Huebner 001] 1 • • • //, //)., I 3. • • CONflDl:NTIAL Now, applicants take pass/fail written exam and then oral exam/interview; selections made by captain based on oral interviews. No separate applicant pools anymore. However, if someone has more toan ten years experience on the force, he/she does not have to take the written test. Thinks selection standards are too low; too many inexperienced officers are becoming field training officers. He described a female officer in West Valley who became an f. t. o. after only 2 years in the field; not effective; not a good teacher. He believes that officers should be required to have at least 4 years in the field before becoming field training officers. He had 5-1/2 years experience in the field; still felt inexperienced. FIELD TRAINING -- TRAINING OF F.T.O.s: F.t.o. school is a relatively new phenomenon. Attendance is supposed to be encouraged, but is not mandatory. Many f .t.o.s do not attend at all. Most f .t.o.s do not attend until years after beginning to function as field training officers. No requirement that f .t.o.s attend school before beginning service as f .t.o. There was no f.t.o. school when he become an f.t.o.; did not attend f .t.o. school until about 5 years after becoming an f .t.o. FIELD TRAINING -- MISCONPUCT BY I DISCIPLINE OF F.T.O.s: [Had no anecdotes to relate re misconduct or discipline.] FIELD TRAINING -- EVALUATION OF F.T.O.s' PERFORMANCE: F. t. o. s are evaluated in the same manner and at the same frequency as · other officers (2x per year). Those regular evaluations contain comments about f .t.o. work, but there is no special or separate evaluation of f .t.o.s' performance. /'{, FIELD TRAINING -- ASSIGNMENT($) TO PROBATIONERS: Assignments were made by his superiors; he had no input. Probationers tended to be assigned to new f .t.o.s every deployment period unless there was some problem that required continuity. Thinks such rotation is good. /0, FIELD TRAINING -- RELATIONSHIP WITH I TBAINING OF PROBATIONERS: He made it a point not to review probationer's files; preferred to make up his own mind about the probationer. First thing many f .t.o.s do is to review probationers' files and call prior f.t.o.s and instructors - for the buzz. He molded his approach to the personality, strengths, and weaknesses . [Huebner 001] 2 particular probationer's Spent a lot of time • • • • • CONflD(NllAL explaining approach, options, and attitude to probationers. Felt it most important to build up probationers' confidence in their position and abilities; cop without confidence can be a disaster. Has little respect for the Academy. Believes that Academy training is misdirected and incomplete. Believes that the Academy exists to process rather than screen recruits; too many unqualified and unacceptable recruits passed through. Complains that 150 hours spent on conversational Spanish, but less than 30 minutes total on wrestling and boxing. Recruits come into the field with little or no confidence in their physical ability to control suspects; this leads to over-reliance on weapons, and to use of excessive force. Should be able to wrestle suspects who offer token resistance. /~, FIELD TRAINING -- EVALUATION OF fROBATIONERS: Probationers are evaluated on numerous factors on a long form every 2 weeks for the first 4 months in the field. Evaluations slow to once monthly for rest of probation period. The forms are discussed with the probationer, then sent in succession to sergeant, watch commander, and captain, then put into probationer's book. A book on each probationer is kept at the station. The evaluations are long and detailed, but have little practical use. Probationers are rarely terminated. He recalls only one or two terminations in his 10 years experience as f. t. o .· If a probationer is having personality conflicts with f.t.o., will be assigned to new f .t.o. If a probationer is having other trouble, is likely to be kept with original f. t. o. rather than rotated to new one. (Continuity is considered to be beneficial.) /?, ROLL CALL TRAINING: There is ·daily training at roll calls; 5 to 15 minutes depending on topic. Could be brief lecture, videotape, guest speaker, equipment check, or exercise that spills out into field. He has -responsibility for his shift' s roll call training at West Valley. Just had a session on community relations in which he encouraged officers to be more friendly in their contacts with citizens on the street. Thinks roll call training can be useful as way of keeping officers up-to-date. /~, USE OF FORCE: Believes that outlawing the bar-arm choke hold has led to increased use of force and to excessive use of force. Now there are no intermediate steps before use of baton or deadly force . [Huebner 001] 3 • • • • • CONflD(NTIAL When he first joined the force, the baton was rarely used. Officers wrestled suspects and used choke holds if necessary. Now batons are used to.a much. The carotid hold is now considered deadly force. Carotid hold cuts off blood to brain; suspect blacks out very quickly; not painful. Bar-arm choke hold cuts off air; works more slowly; can be very painful. All but one of the people who died from the choke holds were on PCP. Believes that part of the reason for outlawing the bar-arm was because many new officers simply cannot do it; are too small and weak. All that smaller, weaker officers can do now is shoot suspects or beat them senseless with batons. Even weaker officers, however, should be able to use the carotid hold effectively. Does not like the baton. Is really a lead pipe; can do serious damage. When the switch was made from wooden stick to lead baton, he was simply handed the baton with no training. When he first used it, he smashed his own thumb and almost killed the suspect. /~ RODNEY KING INCIDENT: Does not understand what happened in the King beating. Knows and likes Sgt. Koons; does not know what happened to him. Sees no justification for the extent of the beating . Believes that Koons may have been so directly involved in subduing King that he failed to take control of the situation and failed to see that there were many other officers present to help. Believes that Koons should have ordered individual officers to pin King's arms and legs. Thinks it is bad for command officers to be so directly involved in the fracas, unless absolutely necessary; clouds judgment; prevents rationale review/command. Believes that choke hold would have allowed officers to bring situation under control more quickly and safely. Is very upset by Gates' reaction to the "second" King incident, involving the prostitute. Believes that Gates is now driven solely by political considerations. Is incensed that someone who swerved to hit a cop was released without even being booked. Sees Gates' statements that such a release is common procedure as nothing more than a cynical, bald-faced lie. Originally supported Gates but now distrusts him; wants Gates out. dOr CITIZEN COMPLAINTS: [Did not discuss.] [Huebner 001] 4 . ' • • • CONflD[NllAL • {J/, INTERNAL DISCIPLINE: • • Sees a double~standard in LAPD discipline. Higher-ups are taken care of, exempted from discipline. For example, if a patrol officer had used a department computer to obtain information to use against someone, as Bob Vernon did, the officer would have been terminated or at least given many days off without pay. Vernon was not punished. Sees a lot of punishment of field officers as arbitrary, disproportionate. Higher-ups handle field officers with disrespect, suspicion. Clearly an "us" v. "them" attitude radiates from staff cops about field cops. :AJ, PROMOTION: Patrol officers are not given sufficient opportunities for promotion. To get promoted, you have to move into "squint jobs" (staff positions). The result is that department officials end up having little or no real field experience; top officials have no clue as to what life is like in the field; that is why management makes so many mistakes and says so many stupid things. Gates is the quintessential "squint" paper-pusher. Promoted through staff positions; little time in the field. Completely out of touch with the field, regardless of what he says, because no intuitive feel for the field. Sgt. Christine Romero is another example of ~ rapid-riser with virtually no field experience. BIG PROBLEM: LAPD does not teach or encourage leadership. Rather, it cultivates managers and bureaucrats. ~a, ASSIGNMENTS/TRANSFERS: [Did not discuss.] ~~. COMMUNITY POLICING I COMMUNITY RELATIONS: Believes that officers should be more friendly and accessible to citizens, but does not believe that LAPD can move to more community-oriented approaches without more officers and resources. Community policing eats up a lot of time and effort, and citizens still expect cops to "deliver their product"--arrests and crime control. Cannot do everything at once; already overworked. overwork leads to burn-outs and explosions like the King incident. GAYS/LESBIANS: Believes he is more liberal than most officers; most of his friends are not cops; has done two vice tours, and the experience made him more tolerant about different kinds of people . [Huebner 001] 5 • • • • • CONflDfNTJAL What gays "do to each other" is repulsive to him, but he has no objection to gays being cops. Is sure that there are already a lot of gays on t~ force; no reason they cannot be good cops. Only real contact with homosexuals has been with those he arrested for lewd conduct during his vice tours. Says he assumes that not all gays are like those arrestees. Two civilian employees at West Valley are openly gay. They taking ribbing but give it right back. Are accepted and have been on the job for quite some time. Believes that gay officers' experience would be the same -- some ribbing, some unpleasantness, but general acceptance. Believes that many of the female cops he knows are lesbians. No one seems to care that they are lesbians. ~fo 1 WOMEN: Has no objection to women being cops. Does see problems arising from accepting small or weak cops, including banning of choke holds, loss of confidence by small cops in their ability to use physicality to assert control over situations (which affects all cops), and too frequent resort to batons and guns. Recognizes that his concerns impact female officers but believes that they are not sexist based . Believes that girls are not subject to the same physical bullying and fighting as boys, and therefore are not raised to be comfortable/confident in situations involving physical threats or danger. Thinks extra attention needs to be .given to many female recruits to develop necessary physical skills and confidence. I)? RACIAL MINORITIES: ~ { Does not think that LAPD is inherently racist; close to half of patrol officers are not white. Believes the lack of minorities in top positions in the department arises in part from the bias against promoting patrol officers. Thinks most white officers are afraid of duty in black areas because of the high crime levels and increased risk of harm to cops; that fear is reflected in their own attitudes. Black cops appear to share the fear. Does not know how to overcome the fear. Even if you set up "sensi ti vi ty" sessions with community leaders, the people you are likely to encounter on the street the next day are not the community leaders but gang members and drug dealers· . [.Huebner 001] 6 ( l ... . ' • • ' CONflDl:NTIAl • f'IO ATTITUDES/OPINIONS RE L.A.P.D.: o\l'.)1 • • Used to be proud to be a cop; not proud anymore. Demoralized by (1) the constant drum-beat in the press that cops are racist brutes, (2) Gates' political gamesplaying, including the recent release of Rodney King, and (3) the way higher-ups look down on patrol officers. Says he would move into a new line of work if he could; all he knows is LAPP. Nevertheless, still appears to derive satisfaction from his work. :Aq < REFORM SUGGESTIONS : (1) He would put many of the "special job" officers back into the field where they belong. (Example of "special job" people -- DARE teachers; are currently more than 200 P3's who do nothing other than teach DARE classes in school; good program but not worth all that manpower.) Citizens are not getting their money's worth; too many officers behind desks. (2) He would give field officers promotion preference over paper-pushers. The department is off track in its bias against field officers. Management has "sanctimonious" view that patrol officers are stupid and ·unambitious; management believes that the cream rises to the top, and that officers who remain "on the bottom" in patrol are "defective." (3) He would require officers to have at least 4 years field experience before becoming field training officers. 5o, MISCELLAHEOUS: Believes Bob Vernon is an out-of-control madman; Vernon drags his religion into the workplace and tries to push it on everybody around him. Believes that Vernon is the root of a lot of the primitive attitudes about gays, women, and minorities at the top of the department; these attitudes set a negative tone for the department as a whole . [Huebner 001] 7
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 | Huebner FTO interview 001, 1991-05-31 |
Description | Huebner FTO interviews - Huebner 001 White male from West Valley division |
Coverage date | 1991-05-31 |
Date created | 1991-05-31 |
Type | texts |
Format | 8 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 13 |
Physical access | Contact: Special Collections, Doheny Memorial Library, Libraries, University of Southern California, Los Angeles, CA 90089-0189; specol@dots.usc.edu |
Full text | • • • CONHDf.NTIAL ).a. ,I NAME OF INTERVIEWER: Huebner I h , DATE OF IHTERVIEW: 5/31/91 I c.. ~ LENGTH OF INTERVIEW: 2-1/2 hours I oL NQ'.If:S: J. I.D. CODE: Huebner 001 E, ~: Male l/ I ~: White £, Mra: fp, DIVISION: West Valley 7, ~URRE:H'.I RANKL.ASSI~NME:H'.I: 8, MISC. PERSONAL BACKGROUND: 9~ MISC. L.A.P.p. BACKGROUNQ: /~, FIELQ '.IBAINING -- SELE;CTION OF F.T.O.s: When he was selected: (1) had to take pass/fail written exam, (2) those who passed placed into 3 pools (outstanding, excellent, better-luck-next-time), and (3) as f .t.o.s needed, selected through oral exam/interview from outstanding pool; after outstanding pool exhausted, drew from excellent pool . [Huebner 001] 1 • • • //, //)., I 3. • • CONflDl:NTIAL Now, applicants take pass/fail written exam and then oral exam/interview; selections made by captain based on oral interviews. No separate applicant pools anymore. However, if someone has more toan ten years experience on the force, he/she does not have to take the written test. Thinks selection standards are too low; too many inexperienced officers are becoming field training officers. He described a female officer in West Valley who became an f. t. o. after only 2 years in the field; not effective; not a good teacher. He believes that officers should be required to have at least 4 years in the field before becoming field training officers. He had 5-1/2 years experience in the field; still felt inexperienced. FIELD TRAINING -- TRAINING OF F.T.O.s: F.t.o. school is a relatively new phenomenon. Attendance is supposed to be encouraged, but is not mandatory. Many f .t.o.s do not attend at all. Most f .t.o.s do not attend until years after beginning to function as field training officers. No requirement that f .t.o.s attend school before beginning service as f .t.o. There was no f.t.o. school when he become an f.t.o.; did not attend f .t.o. school until about 5 years after becoming an f .t.o. FIELD TRAINING -- MISCONPUCT BY I DISCIPLINE OF F.T.O.s: [Had no anecdotes to relate re misconduct or discipline.] FIELD TRAINING -- EVALUATION OF F.T.O.s' PERFORMANCE: F. t. o. s are evaluated in the same manner and at the same frequency as · other officers (2x per year). Those regular evaluations contain comments about f .t.o. work, but there is no special or separate evaluation of f .t.o.s' performance. /'{, FIELD TRAINING -- ASSIGNMENT($) TO PROBATIONERS: Assignments were made by his superiors; he had no input. Probationers tended to be assigned to new f .t.o.s every deployment period unless there was some problem that required continuity. Thinks such rotation is good. /0, FIELD TRAINING -- RELATIONSHIP WITH I TBAINING OF PROBATIONERS: He made it a point not to review probationer's files; preferred to make up his own mind about the probationer. First thing many f .t.o.s do is to review probationers' files and call prior f.t.o.s and instructors - for the buzz. He molded his approach to the personality, strengths, and weaknesses . [Huebner 001] 2 particular probationer's Spent a lot of time • • • • • CONflD(NllAL explaining approach, options, and attitude to probationers. Felt it most important to build up probationers' confidence in their position and abilities; cop without confidence can be a disaster. Has little respect for the Academy. Believes that Academy training is misdirected and incomplete. Believes that the Academy exists to process rather than screen recruits; too many unqualified and unacceptable recruits passed through. Complains that 150 hours spent on conversational Spanish, but less than 30 minutes total on wrestling and boxing. Recruits come into the field with little or no confidence in their physical ability to control suspects; this leads to over-reliance on weapons, and to use of excessive force. Should be able to wrestle suspects who offer token resistance. /~, FIELD TRAINING -- EVALUATION OF fROBATIONERS: Probationers are evaluated on numerous factors on a long form every 2 weeks for the first 4 months in the field. Evaluations slow to once monthly for rest of probation period. The forms are discussed with the probationer, then sent in succession to sergeant, watch commander, and captain, then put into probationer's book. A book on each probationer is kept at the station. The evaluations are long and detailed, but have little practical use. Probationers are rarely terminated. He recalls only one or two terminations in his 10 years experience as f. t. o .· If a probationer is having personality conflicts with f.t.o., will be assigned to new f .t.o. If a probationer is having other trouble, is likely to be kept with original f. t. o. rather than rotated to new one. (Continuity is considered to be beneficial.) /?, ROLL CALL TRAINING: There is ·daily training at roll calls; 5 to 15 minutes depending on topic. Could be brief lecture, videotape, guest speaker, equipment check, or exercise that spills out into field. He has -responsibility for his shift' s roll call training at West Valley. Just had a session on community relations in which he encouraged officers to be more friendly in their contacts with citizens on the street. Thinks roll call training can be useful as way of keeping officers up-to-date. /~, USE OF FORCE: Believes that outlawing the bar-arm choke hold has led to increased use of force and to excessive use of force. Now there are no intermediate steps before use of baton or deadly force . [Huebner 001] 3 • • • • • CONflD(NTIAL When he first joined the force, the baton was rarely used. Officers wrestled suspects and used choke holds if necessary. Now batons are used to.a much. The carotid hold is now considered deadly force. Carotid hold cuts off blood to brain; suspect blacks out very quickly; not painful. Bar-arm choke hold cuts off air; works more slowly; can be very painful. All but one of the people who died from the choke holds were on PCP. Believes that part of the reason for outlawing the bar-arm was because many new officers simply cannot do it; are too small and weak. All that smaller, weaker officers can do now is shoot suspects or beat them senseless with batons. Even weaker officers, however, should be able to use the carotid hold effectively. Does not like the baton. Is really a lead pipe; can do serious damage. When the switch was made from wooden stick to lead baton, he was simply handed the baton with no training. When he first used it, he smashed his own thumb and almost killed the suspect. /~ RODNEY KING INCIDENT: Does not understand what happened in the King beating. Knows and likes Sgt. Koons; does not know what happened to him. Sees no justification for the extent of the beating . Believes that Koons may have been so directly involved in subduing King that he failed to take control of the situation and failed to see that there were many other officers present to help. Believes that Koons should have ordered individual officers to pin King's arms and legs. Thinks it is bad for command officers to be so directly involved in the fracas, unless absolutely necessary; clouds judgment; prevents rationale review/command. Believes that choke hold would have allowed officers to bring situation under control more quickly and safely. Is very upset by Gates' reaction to the "second" King incident, involving the prostitute. Believes that Gates is now driven solely by political considerations. Is incensed that someone who swerved to hit a cop was released without even being booked. Sees Gates' statements that such a release is common procedure as nothing more than a cynical, bald-faced lie. Originally supported Gates but now distrusts him; wants Gates out. dOr CITIZEN COMPLAINTS: [Did not discuss.] [Huebner 001] 4 . ' • • • CONflD[NllAL • {J/, INTERNAL DISCIPLINE: • • Sees a double~standard in LAPD discipline. Higher-ups are taken care of, exempted from discipline. For example, if a patrol officer had used a department computer to obtain information to use against someone, as Bob Vernon did, the officer would have been terminated or at least given many days off without pay. Vernon was not punished. Sees a lot of punishment of field officers as arbitrary, disproportionate. Higher-ups handle field officers with disrespect, suspicion. Clearly an "us" v. "them" attitude radiates from staff cops about field cops. :AJ, PROMOTION: Patrol officers are not given sufficient opportunities for promotion. To get promoted, you have to move into "squint jobs" (staff positions). The result is that department officials end up having little or no real field experience; top officials have no clue as to what life is like in the field; that is why management makes so many mistakes and says so many stupid things. Gates is the quintessential "squint" paper-pusher. Promoted through staff positions; little time in the field. Completely out of touch with the field, regardless of what he says, because no intuitive feel for the field. Sgt. Christine Romero is another example of ~ rapid-riser with virtually no field experience. BIG PROBLEM: LAPD does not teach or encourage leadership. Rather, it cultivates managers and bureaucrats. ~a, ASSIGNMENTS/TRANSFERS: [Did not discuss.] ~~. COMMUNITY POLICING I COMMUNITY RELATIONS: Believes that officers should be more friendly and accessible to citizens, but does not believe that LAPD can move to more community-oriented approaches without more officers and resources. Community policing eats up a lot of time and effort, and citizens still expect cops to "deliver their product"--arrests and crime control. Cannot do everything at once; already overworked. overwork leads to burn-outs and explosions like the King incident. GAYS/LESBIANS: Believes he is more liberal than most officers; most of his friends are not cops; has done two vice tours, and the experience made him more tolerant about different kinds of people . [Huebner 001] 5 • • • • • CONflDfNTJAL What gays "do to each other" is repulsive to him, but he has no objection to gays being cops. Is sure that there are already a lot of gays on t~ force; no reason they cannot be good cops. Only real contact with homosexuals has been with those he arrested for lewd conduct during his vice tours. Says he assumes that not all gays are like those arrestees. Two civilian employees at West Valley are openly gay. They taking ribbing but give it right back. Are accepted and have been on the job for quite some time. Believes that gay officers' experience would be the same -- some ribbing, some unpleasantness, but general acceptance. Believes that many of the female cops he knows are lesbians. No one seems to care that they are lesbians. ~fo 1 WOMEN: Has no objection to women being cops. Does see problems arising from accepting small or weak cops, including banning of choke holds, loss of confidence by small cops in their ability to use physicality to assert control over situations (which affects all cops), and too frequent resort to batons and guns. Recognizes that his concerns impact female officers but believes that they are not sexist based . Believes that girls are not subject to the same physical bullying and fighting as boys, and therefore are not raised to be comfortable/confident in situations involving physical threats or danger. Thinks extra attention needs to be .given to many female recruits to develop necessary physical skills and confidence. I)? RACIAL MINORITIES: ~ { Does not think that LAPD is inherently racist; close to half of patrol officers are not white. Believes the lack of minorities in top positions in the department arises in part from the bias against promoting patrol officers. Thinks most white officers are afraid of duty in black areas because of the high crime levels and increased risk of harm to cops; that fear is reflected in their own attitudes. Black cops appear to share the fear. Does not know how to overcome the fear. Even if you set up "sensi ti vi ty" sessions with community leaders, the people you are likely to encounter on the street the next day are not the community leaders but gang members and drug dealers· . [.Huebner 001] 6 ( l ... . ' • • ' CONflDl:NTIAl • f'IO ATTITUDES/OPINIONS RE L.A.P.D.: o\l'.)1 • • Used to be proud to be a cop; not proud anymore. Demoralized by (1) the constant drum-beat in the press that cops are racist brutes, (2) Gates' political gamesplaying, including the recent release of Rodney King, and (3) the way higher-ups look down on patrol officers. Says he would move into a new line of work if he could; all he knows is LAPP. Nevertheless, still appears to derive satisfaction from his work. :Aq < REFORM SUGGESTIONS : (1) He would put many of the "special job" officers back into the field where they belong. (Example of "special job" people -- DARE teachers; are currently more than 200 P3's who do nothing other than teach DARE classes in school; good program but not worth all that manpower.) Citizens are not getting their money's worth; too many officers behind desks. (2) He would give field officers promotion preference over paper-pushers. The department is off track in its bias against field officers. Management has "sanctimonious" view that patrol officers are stupid and ·unambitious; management believes that the cream rises to the top, and that officers who remain "on the bottom" in patrol are "defective." (3) He would require officers to have at least 4 years field experience before becoming field training officers. 5o, MISCELLAHEOUS: Believes Bob Vernon is an out-of-control madman; Vernon drags his religion into the workplace and tries to push it on everybody around him. Believes that Vernon is the root of a lot of the primitive attitudes about gays, women, and minorities at the top of the department; these attitudes set a negative tone for the department as a whole . [Huebner 001] 7 |
Filename | indep-box24-14-13.pdf |
Archival file | Volume81/indep-box24-14-13.pdf |