Huffman FTO interview 010, 1991-06-05 |
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• • • [HUFFKAR - 010] la. NAME OF INTERVIEWER: Julie Huffman lb. DATE OF INTERVIEW: June s, 1991 le. LENGTH OF INTERVIEW: l~ Hrs. ld. NOTES: 2. I.D. CODE: 010 3. SEX: Male 4. RACE: White s. AGE:. 6. DIVISION: Hollywood Vice 7 • CURRENT RANK/ASSIGNMENT:~ 8. MISC. PERSONAL BACKGROUND: 9. MISC. L.A.P.D. BACKGROUND: 10. FIELD TRAINING -- SELECTION OF F.T.O.s: CONFIDENTIAL This officer was on the force for 3 1/2 years before he took the test to become a PIII. He passed the test on the first try, 1 • • [HUFFMAN - 010] CONFIDENTIAL and began working with probationers right away. He took the test because he felt he had exhausted his opportunities as a PII, and because he wanted to get a promotion. 11. FIELD TRAINING -- TRAINING OF F.T.O.s: Officer took the Academy's field training course about one year after he got his first assignment as a PIII. He believes that everyone should take the course, and they should take it as soon as possible after they are promoted. He remembers the course as really emphasizing the partner relationship between training officers and their probationers, and training techniques. He also indicated that the course included materials on the Department's nondiscrimination policy and on the appropriate use of force. 12. FIELD TRAINING MISCONDUCT BY I DISCIPLINE OF F.T.O.s: 13. FIELD TRAINING EVALUATION OF F.T.O.s' PERFORMANCE: Officer indicated that training officers, like other police officers, get evaluated every six months. Evaluations always comment upon a training officer's training skills. But this officer thinks that supervisors should look at a person's training skills before they get hired to become a training officer. He doesn't think the Department necessarily needs to emphasize training skills in training officer evaluations more than they already do. 14. FIELD TRAINING -- ASSIGNMENT(S) TO PROBATIONERS: This officer indicated that he was frequently assigned to a new probationer every month. It depended on how many probationers were at the division, sometimes you would keep a probationer longer, and sometimes shorter. 15. FIELD TRAINING PROBATIONERS: RELATIONSHIP WITH I TRAINING OF This officer believes that it's very important to train new probationers in how to appropriately deal with people. It's a difficult skill to learn, because every situation is different. You can't treat an average citizen the way you do a suspect. This officer does not believe that recruits come out of the Academy being too aggressive. Although they are sometimes scared, they are willing to learn people skills. He likes to teach probationers that they ought treat the people they encounter the way you would want your mother to be treated. He also teaches probationers to 2 • • [HUFFMAN - 010] CONFIDENTIAL explain to people why they have been detained or stopped every time they encounter a person. People are curious, they have a right to know why they've been stopped. This officer believes that the No. 1 priority for training a new probationary is to instill good officer safety skills. The lack of poor officer safety skills is the No. 1 reason people get terminated while they are on probation. "If they won't follow you down a dark alley, that's a problem." This officer indicated his belief that it is nearly impossible to terminate an unsatisfactory probationer and it shouldn't be. He indicated that he is not a person who is quick to recommend that someone be terminated. "The last think I want to do is put a guy out of a job. It defeats what I'm there to do." He has, however, seen people with seven or eight unsatisfactory ratings pass through probation. The rule of thumb is, however, that termination proceedings are begun after a probationer receives three unsatisfactory ratings. This officer was involved in two terminations, both of which were motivated by the probationer's lack of officer safety skills . This officer indicated on numerous occasions that it is important for training officers to spend time with their probationers, to give them extra training if they need it. Training officers need to be willing to take the time to talk to their probationers, to explain to them what they have done wrong, and to suggest to them alternatives for handling situations differently in the future. He indicated that not all training officers are willing to take that time. This officer also indicated that, when he is involved in a pursuit or a "hot call" with a probationer, he always takes a moment to talk with the probationer before they arrive at the scene so that they can decide how they're going to handle it. He makes it a point to do a lot of role playing with his probationers, during quiet periods, so that they will know what to do when a situation gets hot. 16. FIELD TRAINING --EVALUATION OF PROBATIONERS: This officer indicated that there are a lot of training officers at 77th who probably shouldn't be training officers. These officers have a "John Wayne attitude," and ask themselves, "What can I do to fire this person?" This officer believes that it is not his job to terminate probationers, rather it is his job to train them and to make them into good police officers. 3 • • [HUFFMAN - 010] CONFIDENTIAL 17. ROLL CALL TRAINING: 18. USE OF FORCE: This officer expressed the view that use of force is really not a problem in the Police Department, and especially is not a problem in 77th Division. "There's so much to do at 77th, that you don't have time to unnecessarily throw your weight around." In his seven years at 77th, he indicated that he had never seen a situation in which an officer used excessive force. He also indicated that he had a reputation at 77th for being a "clean cop." He thinks that this reputation probably kept him from seeing what little misconduct occurred. 19. RODNEY KING INCIDENT: This officer indicated that he had watched the Rodney King video tape several times and was shocked by what he saw. "It was wrong. That's all there is to it." He believed that the excessive force began to occur after King was knocked to the ground. "Once he's down, you jump on top of him and cuff him up. And I don't care if he is on PCP." The officer also related that he had seen a lot of "grizzly situations," that had never seen anything even remotely approaching the Rodney King incident . Officer indicated that he was surprised that no one at the scene intervened to stop the use of force. He thinks that someone should have gone to Stacy Koon, to one of the other officers involved in the beating, and said "gee, that's enough, you've got him." He indicated that he probably would have done that if he had been on the scene. This officer indicated that he had worked for Stacy Koon while Koon was stationed at 77th and never saw Koon do anything "even remotely out of line," or encourage anyone else to do so. He liked working for Koon, and found Koon to be an approachable, available sergeant who always knew the answers to questions he was asked by police officers. Although this officer agreed that police officers given an adrenaline rush when they are engaged in high speed pursuits, he didn't think that the pursuit of Rodney King excused the use of force in the King incident. "Common sense has to take over at some point." He indicated that, while involved in a pursuit, police officers are constantly talking to their partners, and preparing themselves for the termination of the pursuit. He thinks that if officers discuss how they're going to handle the termination of the pursuit appropriate, when they get to that point, they will handle it the way they've discussed. 4 1 , • • [HUFFMAN - 010] CONFIDENTIAL This officer also commented on the "gorillas in the mist," comment made by one of the Rodney King officers. "What an idiot." Although he acknowledged that sometimes officers use the MDT for personal information, he has never encountered any use of the MDT to transmit racist or sexist comments. He seemed to think that the officer who transmitted that message was just asking to be disciplined. 20. CITIZEN COMPLAINTS: 21. INTERNAL DISCIPLINE: This officer believes that the Department's internal disciplinary system generally works. His attitude is that if you see misconduct, you have an obligation to report it. He believes that police officers are, and should be, held to a high standard than are other citizens. He makes it a point to tell his probationers to report any misconduct they witness. "If you don't tell us about it, you'll be out of a job because that's what you're supposed to do." This officer also indicated his belief that police officers who commit crimes ought to be terminated. He feels this way especially with regard to officers who are arrested for driving under the influence. He doesn't understand how a person who has committed a drunk driving can be employed in a job that requires him to arrest people who commit the same offense. He feels the same way about theft, assault, and drug use. He did indicated, however, that officers who are subject to discipline for doing things like hitting their wife or their children probably ought to be referred to counseling first. He thinks repeat offenders who do things like this ought to be terminated. Finally, this officers indicated, that, at least with respect to minor personnel complaints, a lot of people will simply admit to the conduct and take their lumps. He believes this is especially true with regard to "mouth beef." 22. PROMOTION: This officer thinks that police officers ought to have some seniority before they are allowed to apply for a PIII position. He thinks it's silly that a person can complete probation, work for another year, and take the first available PIII test. People need more seniority before they are equipped to appropriate train other officers. This officer promotion system. did not express strong feelings about the He believes that the system is generally fair. 5 ' . • • [HUFFMAN - 010] CONFIDENTIAL He did express the view that officers ought to have more seniority before they can become training officers. 23. ASSIGNMENTS/TRANSFERS: 24. COMMUNITY POLICING I COMMUNITY RELATIONS: 25. GAYS/LESBIANS: This officer indicated that he doesn't know any police officers who are openly gay or lesbian. In his opinion, it doesn't matter whether an officer is gay or lesbian, as long as they're a good cop. He indicated that he knew Mitch Grobson while Grobson was at 77th, and thought he was a good sergeant. This officer says that he was not exposed to the pranks that were played on Grobson because he worked a different shift. He did, however, express his opinion that the pranks occurred. "There's no doubt in my mind that it happened." The officer did not express an opinion as to whether other officers ont the force shared his view that gay and lesbian people could be good police officers. 26. WOMEN: This officer indicated that he has no problem working with women, "if they're qualified." For the most part, he thinks that women police officers, "go a step further because they now they have to prove themselves." 27. RACIAL MINORITIES: This officer doesn't believe that racism is a big problem in the Department. He indicated that he has friends on the Department who are Black, but he doesn't socialize with them after work because when he leaves work he wants to go home to his family and not socialize with other police officers. He has never been exposed to racist comments or jokes, although he knows that those comments and jokes are made. "They don't do it around me because they know I won't tolerate it." 28. ATTITUDES/OPINIONS RE: L.A.P.D.: 29. REFORM SUGGESTIONS: 1. The Academy should be a de-selector. In this officer's experience, a number of recruits graduate from the Academy without being able to write a complete sentence. Because 90% of the job is writing, he thinks this is a significant failing. He has 6 I 4 I ., • • [HUFFMAN - 010] CONFIDENTIAL noticed especially poor writing skills among black probationary officers, and doesn't believe whites who exhibited the same poor skills would have been graduated from the Academy. He did acknowledge, however, that there are white officers who have poor report writing skills. 2. The public and the media should get off Gates' back. This officer believes that Gates has done good job running the Department, and setting high standards for the police officers who work for him. Although Gates should "choose his words more carefully, he has a heart of gold." This officer does not believe that Gates is responsible for the Rodney King incident, and believes that the public should stop seeking his resignation. 30. CODE OF SILENCE: This officer expressed the view that he would always report any misconduct that he witnessed, and that most police officers share his opinion that misconduct should be reported. He thinks that, especially after the Rodney King incident, everyone on the Force is "really fired up," about being a good cop . 50. MISCELLANEOUS: [HUFFMAN - 001] 7
Object Description
Title | LAPD interviews #3(c) (1 of 2), 1991 May-June |
Description | Los Angeles Police Department interviews #3(c) (1 of 2), 1991 May 30 - June 24. 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 | 201 p. |
Format (aat) |
labels (identifying artifacts) 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 15 |
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-box24-15 |
Description
Title | Huffman FTO interview 010, 1991-06-05 |
Description | Huffman FTO interviews - 010 White male Hollywood vice |
Coverage date | 1991-06-05 |
Date created | 1991-06-05 |
Type | texts |
Format | 7 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 15, 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 | • • • [HUFFKAR - 010] la. NAME OF INTERVIEWER: Julie Huffman lb. DATE OF INTERVIEW: June s, 1991 le. LENGTH OF INTERVIEW: l~ Hrs. ld. NOTES: 2. I.D. CODE: 010 3. SEX: Male 4. RACE: White s. AGE:. 6. DIVISION: Hollywood Vice 7 • CURRENT RANK/ASSIGNMENT:~ 8. MISC. PERSONAL BACKGROUND: 9. MISC. L.A.P.D. BACKGROUND: 10. FIELD TRAINING -- SELECTION OF F.T.O.s: CONFIDENTIAL This officer was on the force for 3 1/2 years before he took the test to become a PIII. He passed the test on the first try, 1 • • [HUFFMAN - 010] CONFIDENTIAL and began working with probationers right away. He took the test because he felt he had exhausted his opportunities as a PII, and because he wanted to get a promotion. 11. FIELD TRAINING -- TRAINING OF F.T.O.s: Officer took the Academy's field training course about one year after he got his first assignment as a PIII. He believes that everyone should take the course, and they should take it as soon as possible after they are promoted. He remembers the course as really emphasizing the partner relationship between training officers and their probationers, and training techniques. He also indicated that the course included materials on the Department's nondiscrimination policy and on the appropriate use of force. 12. FIELD TRAINING MISCONDUCT BY I DISCIPLINE OF F.T.O.s: 13. FIELD TRAINING EVALUATION OF F.T.O.s' PERFORMANCE: Officer indicated that training officers, like other police officers, get evaluated every six months. Evaluations always comment upon a training officer's training skills. But this officer thinks that supervisors should look at a person's training skills before they get hired to become a training officer. He doesn't think the Department necessarily needs to emphasize training skills in training officer evaluations more than they already do. 14. FIELD TRAINING -- ASSIGNMENT(S) TO PROBATIONERS: This officer indicated that he was frequently assigned to a new probationer every month. It depended on how many probationers were at the division, sometimes you would keep a probationer longer, and sometimes shorter. 15. FIELD TRAINING PROBATIONERS: RELATIONSHIP WITH I TRAINING OF This officer believes that it's very important to train new probationers in how to appropriately deal with people. It's a difficult skill to learn, because every situation is different. You can't treat an average citizen the way you do a suspect. This officer does not believe that recruits come out of the Academy being too aggressive. Although they are sometimes scared, they are willing to learn people skills. He likes to teach probationers that they ought treat the people they encounter the way you would want your mother to be treated. He also teaches probationers to 2 • • [HUFFMAN - 010] CONFIDENTIAL explain to people why they have been detained or stopped every time they encounter a person. People are curious, they have a right to know why they've been stopped. This officer believes that the No. 1 priority for training a new probationary is to instill good officer safety skills. The lack of poor officer safety skills is the No. 1 reason people get terminated while they are on probation. "If they won't follow you down a dark alley, that's a problem." This officer indicated his belief that it is nearly impossible to terminate an unsatisfactory probationer and it shouldn't be. He indicated that he is not a person who is quick to recommend that someone be terminated. "The last think I want to do is put a guy out of a job. It defeats what I'm there to do." He has, however, seen people with seven or eight unsatisfactory ratings pass through probation. The rule of thumb is, however, that termination proceedings are begun after a probationer receives three unsatisfactory ratings. This officer was involved in two terminations, both of which were motivated by the probationer's lack of officer safety skills . This officer indicated on numerous occasions that it is important for training officers to spend time with their probationers, to give them extra training if they need it. Training officers need to be willing to take the time to talk to their probationers, to explain to them what they have done wrong, and to suggest to them alternatives for handling situations differently in the future. He indicated that not all training officers are willing to take that time. This officer also indicated that, when he is involved in a pursuit or a "hot call" with a probationer, he always takes a moment to talk with the probationer before they arrive at the scene so that they can decide how they're going to handle it. He makes it a point to do a lot of role playing with his probationers, during quiet periods, so that they will know what to do when a situation gets hot. 16. FIELD TRAINING --EVALUATION OF PROBATIONERS: This officer indicated that there are a lot of training officers at 77th who probably shouldn't be training officers. These officers have a "John Wayne attitude," and ask themselves, "What can I do to fire this person?" This officer believes that it is not his job to terminate probationers, rather it is his job to train them and to make them into good police officers. 3 • • [HUFFMAN - 010] CONFIDENTIAL 17. ROLL CALL TRAINING: 18. USE OF FORCE: This officer expressed the view that use of force is really not a problem in the Police Department, and especially is not a problem in 77th Division. "There's so much to do at 77th, that you don't have time to unnecessarily throw your weight around." In his seven years at 77th, he indicated that he had never seen a situation in which an officer used excessive force. He also indicated that he had a reputation at 77th for being a "clean cop." He thinks that this reputation probably kept him from seeing what little misconduct occurred. 19. RODNEY KING INCIDENT: This officer indicated that he had watched the Rodney King video tape several times and was shocked by what he saw. "It was wrong. That's all there is to it." He believed that the excessive force began to occur after King was knocked to the ground. "Once he's down, you jump on top of him and cuff him up. And I don't care if he is on PCP." The officer also related that he had seen a lot of "grizzly situations," that had never seen anything even remotely approaching the Rodney King incident . Officer indicated that he was surprised that no one at the scene intervened to stop the use of force. He thinks that someone should have gone to Stacy Koon, to one of the other officers involved in the beating, and said "gee, that's enough, you've got him." He indicated that he probably would have done that if he had been on the scene. This officer indicated that he had worked for Stacy Koon while Koon was stationed at 77th and never saw Koon do anything "even remotely out of line," or encourage anyone else to do so. He liked working for Koon, and found Koon to be an approachable, available sergeant who always knew the answers to questions he was asked by police officers. Although this officer agreed that police officers given an adrenaline rush when they are engaged in high speed pursuits, he didn't think that the pursuit of Rodney King excused the use of force in the King incident. "Common sense has to take over at some point." He indicated that, while involved in a pursuit, police officers are constantly talking to their partners, and preparing themselves for the termination of the pursuit. He thinks that if officers discuss how they're going to handle the termination of the pursuit appropriate, when they get to that point, they will handle it the way they've discussed. 4 1 , • • [HUFFMAN - 010] CONFIDENTIAL This officer also commented on the "gorillas in the mist," comment made by one of the Rodney King officers. "What an idiot." Although he acknowledged that sometimes officers use the MDT for personal information, he has never encountered any use of the MDT to transmit racist or sexist comments. He seemed to think that the officer who transmitted that message was just asking to be disciplined. 20. CITIZEN COMPLAINTS: 21. INTERNAL DISCIPLINE: This officer believes that the Department's internal disciplinary system generally works. His attitude is that if you see misconduct, you have an obligation to report it. He believes that police officers are, and should be, held to a high standard than are other citizens. He makes it a point to tell his probationers to report any misconduct they witness. "If you don't tell us about it, you'll be out of a job because that's what you're supposed to do." This officer also indicated his belief that police officers who commit crimes ought to be terminated. He feels this way especially with regard to officers who are arrested for driving under the influence. He doesn't understand how a person who has committed a drunk driving can be employed in a job that requires him to arrest people who commit the same offense. He feels the same way about theft, assault, and drug use. He did indicated, however, that officers who are subject to discipline for doing things like hitting their wife or their children probably ought to be referred to counseling first. He thinks repeat offenders who do things like this ought to be terminated. Finally, this officers indicated, that, at least with respect to minor personnel complaints, a lot of people will simply admit to the conduct and take their lumps. He believes this is especially true with regard to "mouth beef." 22. PROMOTION: This officer thinks that police officers ought to have some seniority before they are allowed to apply for a PIII position. He thinks it's silly that a person can complete probation, work for another year, and take the first available PIII test. People need more seniority before they are equipped to appropriate train other officers. This officer promotion system. did not express strong feelings about the He believes that the system is generally fair. 5 ' . • • [HUFFMAN - 010] CONFIDENTIAL He did express the view that officers ought to have more seniority before they can become training officers. 23. ASSIGNMENTS/TRANSFERS: 24. COMMUNITY POLICING I COMMUNITY RELATIONS: 25. GAYS/LESBIANS: This officer indicated that he doesn't know any police officers who are openly gay or lesbian. In his opinion, it doesn't matter whether an officer is gay or lesbian, as long as they're a good cop. He indicated that he knew Mitch Grobson while Grobson was at 77th, and thought he was a good sergeant. This officer says that he was not exposed to the pranks that were played on Grobson because he worked a different shift. He did, however, express his opinion that the pranks occurred. "There's no doubt in my mind that it happened." The officer did not express an opinion as to whether other officers ont the force shared his view that gay and lesbian people could be good police officers. 26. WOMEN: This officer indicated that he has no problem working with women, "if they're qualified." For the most part, he thinks that women police officers, "go a step further because they now they have to prove themselves." 27. RACIAL MINORITIES: This officer doesn't believe that racism is a big problem in the Department. He indicated that he has friends on the Department who are Black, but he doesn't socialize with them after work because when he leaves work he wants to go home to his family and not socialize with other police officers. He has never been exposed to racist comments or jokes, although he knows that those comments and jokes are made. "They don't do it around me because they know I won't tolerate it." 28. ATTITUDES/OPINIONS RE: L.A.P.D.: 29. REFORM SUGGESTIONS: 1. The Academy should be a de-selector. In this officer's experience, a number of recruits graduate from the Academy without being able to write a complete sentence. Because 90% of the job is writing, he thinks this is a significant failing. He has 6 I 4 I ., • • [HUFFMAN - 010] CONFIDENTIAL noticed especially poor writing skills among black probationary officers, and doesn't believe whites who exhibited the same poor skills would have been graduated from the Academy. He did acknowledge, however, that there are white officers who have poor report writing skills. 2. The public and the media should get off Gates' back. This officer believes that Gates has done good job running the Department, and setting high standards for the police officers who work for him. Although Gates should "choose his words more carefully, he has a heart of gold." This officer does not believe that Gates is responsible for the Rodney King incident, and believes that the public should stop seeking his resignation. 30. CODE OF SILENCE: This officer expressed the view that he would always report any misconduct that he witnessed, and that most police officers share his opinion that misconduct should be reported. He thinks that, especially after the Rodney King incident, everyone on the Force is "really fired up," about being a good cop . 50. MISCELLANEOUS: [HUFFMAN - 001] 7 |
Filename | indep-box24-15-12.pdf |
Archival file | Volume81/indep-box24-15-12.pdf |