Chief Tim Bellamy made it official this week that he will be retiring. Earlier this week, I had commented on what considerations should drive the recruitment of a new police chief.
The new chief will need to be well positioned and equipped to carry out a new agenda for the GPD. I am reprising some of what I said here earlier this week:
The Buracker Report, released about 18 months ago, is a starting
point for those that want to make the department a more effective
crime-fighting institution. The department certainly needs to use its
existing personnel more effectively; achieve better supervision of line
officers; enforce higher accountability among officers and command
staff; make sure enough officers are working when crime is most likely
to occur; and do proactive policing. We can have little confidence
that those things are happening at this time.
I am providing a
link to an excellent article that provides details on the subject of
proactive policing, and on the advances in police work that have been
demonstrated to work in other cities. Each
conservative council member needs to study this article, and insist
that the next police chief selected be committed to adopting this type
of approach.
This approach includes, but is not limited to,
"broken windows". It needs to be adapted to a city like Greensboro
that has considerable "sprawl". I had summarized this article and posted about it a couple of years ago. Again, every council member who cares about crime needs to master the content of this article.
CLEANING UP THE GPD
A
tough new police chief needs to be hired in anticipation of Chief
Bellamy's expected retirement. This should preferably be someone from
outside this area in view of the internal problems the department has
had. And it needs to be someone committed to the implementation of
proactive policing as described in the above linked article. The City
Council should be actively involved in the process of selecting a new
police chief, and prescribing what attributes he should have.
The
general public distrusts the police department, and will continue to
distrust it until the bad actors within the department are removed. I
think the City Council needs to pass a directive instructing the City
Manager to assure that all officers who have knowingly associated
themselves with criminals (aside from first degree family
relationships) or engaged in criminal activity in the past must be
removed from the department. Officers must also be removed who have
had illicit sexual contact while on the job, or who have had sexual
contact with subordinate officers.
And the standard of proof
for determining whether these things things have happened should be an
administrative standard-- i.e., greater than 50% likelihood. The
directive should be applied across the board, to police officers from
every racial group.
The city of Greensboro has previously
adopted a stance that officers are entitled to a presumption of job
retention and "due process". It has a procedure that makes it very
unlikely officers will be terminated.
The new City Council must
act quickly to determine what our prerogatives are under state law to
change this procedure. I think it would be best if City Council
members concerned about the police department actually read the law on this point, instead of relying upon verbal representations provided by others as to what the law says.
If
it can, I think the City Council needs to reduce substantially the
number of appeals to which police officers are entitled on matters such
as these. And I do not think these officers should be entitled to
appeal to the City Manager any disciplinary action, as long as state
law permits eliminating that step. As we have seen in the past,
allowing the involvement of the City Manager invites inappropriate
politicizing of these decisions.
At the same time, the City
Council should not undermine the police officer's right to due process
when he has been accused of improper actions such as excessive force or
firing his weapon inappropriately. We should not abandon police
officers when they have had to make tough, split-second decisions under
intense pressure. We need to keep faith with these officers, because
they are putting their lives on the line for us...
(T)here will (need to) be high expectations of officers of every rank. And with
these high expectations, the department will begin to regain trust in
the community, and also its collective sense of pride that the
department's mission is being accomplished.
Communication is very important, and the department's officers need to hear this message directly.
But
in order to meet these objectives, the city council and the department
will need to do those things I suggested in my post yesterday. This
means adopting a better crime-fighting approach, removing corrupt
officers from the department, and instituting a new "dual track"
procedure for employee discipline-- one that deals with excessive
force, use of weapons and complaints from the public; and another that
deals with matters of integrity and corruption in the discharge of
their duties.
For the first group of offenses, officers need to be assured of due process with full appeal rights.
But
there needs to be a faster, more effective, streamlined procedure for
dealing with that second group of alleged offenses. Some types of
infractions may need to lead to automatic termination. The city
manager needs to be taken completely out of the loop if possible; and
some steps need to be eliminated.
The officers who handle
those processes internally need to be of unquestioned integrity and
impartiality. And they need to be precisely schooled in the "more than
likely, greater than 50%" standard for making administrative
determinations to discipline or terminate.
I think what is needed is leadership.
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