Officer Gonzalez Responsibilities

I conducted a 3rd interview of Corporal Rick Aguiar on February 23th, 2016 at 1608 hours. The interview took place in the Pomona Police Internal Affairs Office and Corporal Aguiar was a subject and no longer a witness. This interview was scheduled due to clarify some issues that were not covered in the prior two interviews. The interview was digitally recorded and a copy of the interview will be kept in the Internal Affairs office for future reference. The following is a summary of the recorded interview of Corporal Rick Aguiar:

In Addition, some officers are not taking their job seriously because they are not trained properly. Some officers do not care about the well being student and just want their check. To clarify this point Lisa Thurau says, “ officers who don't really want to do anything.” These are the type of officers that schools should avoid in order to make this program work. These officers misleading students instead of mentoring and helping the students. On the other hand a law passed in Denver in 2012 mentions that the training for schools officers will be more intense. Although this law passed there has not been good officers at school. With the right officers, the officers can mentor the student and guide them in the right direction. Not only can they menor student but get them to understand that school is more important than anything. Perhaps with the right training officers will make a change. Unfortunately, that is not happening and schools are hiring

While driving to the elementary school, I tried to ask as many of my questions as I could, letting Deputy Montgomery know about the basic requirements about this project. After opening my notebook with some questions prepared, I began asking some basic questions such as what had inspired Montgomery to become a sheriff deputy in the Johnson County Sheriff’s Department, to describe the training required to become a sheriff’s deputy, and if a college degree was necessary in both enrolling as a sheriff’s deputy, and when trying to earn a promotion in the department. He began by stating that when he was seventeen years old, he had went on some ride a long’s after a friend had encouraged him to give it a try. After a few ride a long’s he was intrigued about law enforcement, and had

He really enjoyed seeing how his work affected students’ lives for the better. His least favorite part of this job was dealing with the parents because a lot of parents would not believe that their child had done anything wrong, so they would not help turn their child away from dangerous activities. This perspective is interesting because it shows that parents do not always know what their child is doing and may be too stubborn to address an issue that concerns police.

Field training officer (FTO) programs were created so that agencies could better manage the post academy training for officers that traditionally were not hired into this field of work (Doerner, 2012). The “good old boy” program was out, and the implementation of a structured, standardized FTO program became the replacement (Doerner, 2012). In order to implement a FTO program, it must be defined so that the overall objectives are met. The San Jose Police Department was the first to initiate an FTO program. With some slight changes, this system is typically the one in use today (Doerner, 2012).

This learner lives in Augusta, GA, and we do not have a lot of police stations, in fact, we only have one sheriff department. That organization is called the Augusta Richmond County Sheriff’s Office, which is run by Sheriff Richard Roundtree, the first African American this area has had who has the experience, training, and other credentials to take command of this organization verses others

On Friday, May 06, 2015 at 5:00 pm, I interviewed Westwego Police Officer Jeffrey Johnson at Starbucks in Marrero, Louisiana (1677 Barataria Blvd, Marrero, LA 70072). The city of Westwego is a suburb of New Orleans which is located in Jefferson Parish along the Mississippi River. Officer Johnson has been employed with the Westwego police department for fourteen years but also works a second job due to the unsatisfying salary and hopes to retire from both in the near future. Officer Johnson was enticed by the job security and benefits package which allowed him to provide for his family. He most importantly desired a career in law enforcement because of his long foreseeing passion to help and make a difference in the lives of others. The Westwego

Different officers may have different ways to contribute to partnerships. For example, patrol officers have a unique position to help monitor and supervise supervisees (Parent and Snyder, 1999). Patrolling gives officers access to the supervisee and their social networks which can help provide knowledge of their activity (La Vigne, N. G., Solomon, A. L., Beckman, K. A., Dedel, K., & Center, J. P., 2006), this can be very valuable especially in cases which community corrections officers are mostly in their office and not in the field (Thornton et al. 2006). This can help with intervening before recidivism occurs due to being able to foresee issues that the supervisee may be having. This may help law enforcement officers prevent certain crime

Officer Manuel D. Santana is a school resource officer and has been under my supervision since June 9, 2014. Under my supervision, he volunteered to be a coach at the Tampa Police Athletic League during the summer months. Once school is back in session he becomes the SRO at Chamberlain High School.

On 05-21-17 at approximately 0233 hours, I was conducting extra service at the King Taco Restaurant located at 45 N. Arroyo Parkway. I saw a male Hispanic, later identified as Suspect Jonathan Omar Retana standing in front of 121 N. Arroyo Parkway. I saw Retana jumped and held onto the front awnings metal railing located in front of the location. Retana then began doing pull ups. I contacted Retana believing he may break the metal awning. Corporal Llanes #5295, Officer Orosco #6648 and Officer Park #6800 were at the location and assisting me.

Being one of the largest populated and diverse cities, a peace officer that’s employed within Harris County, TX boundary, would encounter individuals from different ethnic backgrounds, financial status, religions, etc. commonly. Furthermore, a peace officer in this area would be faced with strenuous incidents more often in a rural area and would benefit the peace officer with experience. I had the benefit of interviewing Senior Peace Officer Victor Becerra with the Houston Police Department. Officer Becerra career has lasted 26 years and works out of the Near Town store front as a Divisional Reactive Team Officer.

This program would be developed in a manner that the community can come and address the issues in their community with law enforcement, as well as get to know the officers patrolling their neighborhoods. This could show the community and the officers that there are no differences that can’t be solved with communication. A similar program has been used by the nearby department in San Jose. The program goal “is to help our residents learn about issues and challenges, share their ideas, and help propose collaborative solutions that can lead to long-term relationships between police officers and our community that are more trusting and productive for everyone.” (Newsroom,

Officer Lawson helped to facilitate the training CIT training this year. Her prior training and continued growth in becoming a facilitator with the CIT program has enhanced her communication skills in this area. Officer Lawson is able to de-escalate situations that could turn volatile while effecting her duties. Having good communication skills provides an officer safety asset for her, helping reduce the likely hood of subjects fighting with officers and resisting

3) Officer Gonzalez was to identify a problem within one of the Area Commander locations and come up with a solution. Officer Gonzalez completed this goal as scheduled. He developed a plan to periodically ride the school buses to reduce the number of calls related to unruly students on a bus. This plan received positive feedback from P.U.S.D.

Officer Joseph is a veteran member of this department and K-9 Unit. He is always willing to assist younger officers with questions or concerns, or share his vast level of experience and knowledge with other Officers. Officer Joseph is never shy about addressing officer safety issues or operations issues while on patrol or during critical incidents. Officer Joseph had the opportunity to work a new K-9 Handler and had done a great job addressing both the positive and negative performance issues. Pucciarelli also continued his job as a range master.