Referred Officer Evaluation Report

It is apparent that Mina is strongly favorably disposed towards Sanchez and she personally likes him. Until this incident, O’Reilly put complete confidence in Sanchez’s performance and sees him as a good role model for other employees. The evidence in the case suggests that O’Reilly may be too favorably disposed towards Sanchez in a way which prevents her from seeing his faults. She dismissed his need to be “recertified” two years ago as a result of poor performance on screening audits as an “isolated incident on an otherwise strong record” (Anteby & McFee, 2009, p. 5). O’Reilly also does not bother to question why Sanchez has not advanced at least to LTSO in eight years, when she herself advanced to STSO in less than three years. In assessing

One important work which highlighted some of the shortcomings of officer discretion was a survey sponsored by the American Bar Foundation. Among other things that survey noted in the 1960’s a national crisis arose with certain problems relating to law enforcement. The survey noted that the possibility existed that discretionary decision making could represent a pattern of discrimination, it did say, on the other hand, the survey was unable to say definitively rather discrimination existed in

Before Ms. Antoinette Frank joined the New Orleans Police Department (NOPD) she had a rough childhood. Ms. Frank came from a dysfunction family; her brother was a fugitive and her father was in and out of her life. Ms. Frank childhood dream was to become a police officer. In the year of 1993 Ms. Frank applied for the New Orleans Police Department during the hiring process, she had several major red flags during her process. Ms. Frank was caught lying on several times on her application and had failed two standard psychiatric evaluations. The psychiatrist at that time advised the New Orleans Police Department not to hire Ms. Frank. During the time the New Orleans Police Department was short-handed and needed Peace Officers (Police Officers)

Fetzko did not comply satisfactorily with the unit’s and Bureau’s requirements; Table 2. Performance Follow-up Timeline documents several of these instances: it was documented that the employee’s time sheet had discrepancies because once the employee was transferred to this unit, she adopted a different work schedule every day to fulfil personal needs, and required very close monitoring and counseling regarding her work schedule; staff in the Bureau are required to submit weekly activity reports and Ms. Fetzko received several request for a more detailed and representative report; The employee was counseled on six occasions; she also required repeated request for information, which she deliberately ignored, she was questions and limited on her non- position related CEU activities during work hours. Ms. Fetzko did not follow the standards created for the unit’s work and reports; she did not meet the deadlines even though she always had the advantage of setting her own deadlines; therefore, her reports were always delayed and incomplete. She did not show progress, and was non-responsive and

After barely graduating in the spring of 2017 from Lopez Early College High School, I went straight to my parent’s house not knowing exactly what I was going to do with my life. I knew I had ruined my life after not paying attention to my teachers and counselors about applying to colleges. They said I was a wonderful and intelligent student with a tremendous capacity of succeeding in life. Although everybody thought that about me, I never did. I was constantly under pressure thinking that I had to work in order to support my family economically, so our house was saved. I was also worried about whether my parents were getting divorced after every insignificant argument they had. I had to be an excellent example for my two younger siblings; but even though I tried my best, I never was.

I am concerned with the issue on police officers killing unarmed African American men. The information that I gathered for this letter should be brought to your attention because police officers should not be getting away with killing innocent people. In society you hear and see many unarmed African American men getting killed by police officers. We never hear or see the police officer getting charged with anything for committing the crime. The Terence Crutcher case in Tulsa Oklahoma is an example of a police officer killing an innocent African American man. The footage of Terence walking with his hands up in the air showed that he was compliant with the officers. There was no footage of Terence trying to harm anyone, but the officer still managed to shoot him. According to the source of information that I am using in this letter, it stated that Terence didn’t have a criminal record, and the only thing that was on file was an old traffic violation (Unarmed man killed by Tulsa Police 2016, p.1). Numerous cases that deal with a police officer killing an unarmed man was because they viewed

Based on the DA Form 4856s, dated 2 thru 3 May 2009, the applicant received the following counseling: (1) Initial Counseling (2) Reception and Integration Counseling (3) Barracks standard and operation procedures (4) the most violated area amount AIT Soldiers. Negative counseling recommending the applicant for separation under chapter 5-17

SGT Lucier demonstrated precision and professionalism as a team member of the Funeral Honors firing team. His sterling example, fostered a sense of teamwork, loyalty, and initiative in his subordinates while serving on the Headquarter and Headquarter Battalion Funeral Honors detail. He represented the Department of Defense and the United States Army with pride while rendering full military honors to peacetime and wartime veterans in the State of Texas.

The Department’s Compliance Bureau assisted the Monitor with the review. They reviewed the recruit background investigation files for classes 174–178 and the Academy records for those recruits and interviewed multiple NOPD employees. Of the 137 files, they found that 59, or around a third, had risk indicators that were not adequately investigated and/or documented as resolved. These risk indicators included self-reported repeated drug use that allegedly stopped right before the background investigation began, multiple unsuccessful applications at other police agencies, and negative professional references. Their discussions with NOPD personnel reinforced their concern that the Department may be hiring unqualified recruits. They presented their findings to Judge

This is an ADD report to Officer Killgore’s #7231, PC 29800(a)(1)-Felon in possession of a firearm.

Studies in the 80’s have shown that a greater percentage of blacks and females could not successfully complete the FTO program compared to white male officers (Doerner, 2012). If this was based on unfairly treating blacks and females during the training, then the concern is that racism exists and much time and money has been wasted getting the rookie officers to this point (Doerner, 2012). This would also have a negative impact on any affirmative action efforts. However, Doerner conducted an extensive study in 1989 of over 300,000 ratings and concluded that white FTO’s did not unfairly treat black rookies and male FTO’s did not unfairly use different standards for female rookie officers (Doerner, 2012). Further investigation discovered that blacks struggled in passing radio use, legal knowledge, and report writing, which was surprising as they were required to have a 2-year college degree (Doerner, 2012). Changes to the demographic unbalancing of FTO instructors, lengths of phases being increased, and lessening the expectations of the program all were implemented to overcome the concerns of affirmative actions and barriers (Doerner,

Candidate Horton showed a firm grasp of the OSMEAC format and briefed a solid five paragraph order with confidence. The information he briefed was accurate based off the information provided to him by the evaluator. SNC focused on safety as well, instructing his fire team during coordinating instructions to not throw any of the equipment without being told by the evaluator. SNC's tasking statements contained purpose, showing he put some thought into how each member could be utilized to meet the objective and accomplish the mission. SNC addressed the tactical situation and ensured security was posted before briefing the order. SNC was clearly in charge of his fire team. SNC made good use of his fire team, ensuring security was posted at

* "Our personnel evaluations have little or no credibility at any level in the organization."

In 1994 a report by the Mollen commission on police corruption in New York exposed disproportionate corruption within the department. Violent crime, including gang type activity, cops in uniform routinely storming drug locations and stealing narcotics, money weapons and whatever they felt like taking. On duty police officers riding alongside drug dealers, providing protection while the dealers carried big amounts of drugs and cash. The commission also found cops who became drug dealers themselves starting up their own drug dealing networks and delivery centers. (Neighborhood Explanations) Although most officers are honest and hard-working, the Mollen report exposed serious, violent activity by some in the department.

officers. Further, look to previous case studies to help take the appropriate course of action. In