HomeMy WebLinkAboutSubmittal-Ramon Carr-PowerPoint PresentationSubmitted into t e pu • lc
record for item(s SP.6 ,
7/20 Cit, Clerk
MIAMI COMMUNITY POLICE BENEVOLENT ASSOCIATION
PRESENTATION TO THE CITY OF MIAMI
BY MCPBA PRESIDENT STANLEY JEAN-POIX
7064-Submittal-Ramon Carr-PowerPoint Presentation
Detective Fignole Lubin's letter of
complaint to Lt. Ricky Lopez
C171 OF MIAMI, FLORIDA
INTER -OFFICE MEMORANDUM
Lieutenant Ricky Lopez
Homicide Unit
Criminal Investigation Section
IThrou- _,:rinds)
yla�
Detective Ignole Lubin AA IRS
Homicide Unit
Criminal Investigation Section
ogre: June ) 2019
6aaCS*: Complaint
neammrss
E"OAarmte
I would like to begin by staling that] have been honored to serve as a detective on the homicide
unit for eight and a half yeas During dial time, I established myself as as adaptable term
member, dedicated myself to every aspect of the duty, and maintained professionalism. It it in
hopes that this will he considered Rrgt and foremost that I write to provide background
information leading up to the event that occurred on Wednesday, May 29, 2019.
For the pot several months, Sergeant lose Reyes (RIME 29320) has beat making comments
reganting my race, ago, and accent. At first, I tried la dismiss them, but he quickly became
aggressive in the f-rxmency which he did this, kr the point where it became quite clear that these
rommentswere infant evidence of harassment linked to prejudice.
la January 2019, I suffered from health issues and my daughter drove me to Brown's] Health
Coral Springs Emergency Roam. it took all day for the attending physician to nth tests to
diagnose on and refer me to the correct specialist. I sent Sgt. Reyes and Detective Edward Tobin
(who was acting Sergeant at the time) a message requesting time off to sec the specialist and
recover. Then, 1 received a telephone call from the Commander asking why I requested time of.
Moreover, rpm my return, Sgt Reyes began insisting that 1 retire. This comment was made
daily henceforth, 9venhially, I couldn't ignore him anymore, and told him that 1 would retire
when 1 was ready. This did not dissuade hitn from making these comments, and so 1 had to
respond with this statement en many occasions. At this point, Sgt. Reyes could tell that his
remarks made me highly uncomfortable, but he pressed on. 1 wanted M record himsaying such
things but ultimately felt powerless in my ability to do this walnut risking my position because
he is, afloat, the Sergeant.
Again, Sgt. Reyes did not exclusively comment on my axe, but he also made comments shout
cry race and accent, 0n Tuesday, April 2nd, 2019, al approximately 10:30 to 1100 hours, Ms.
Katiana Barjnr called the homicide office and Salt Reyes answered the phone. Ms. Barjon asked.
to speak with me about the MPD Homicide case 0 19021S-0012397. Sgt. Reyes asked Ms.
Elation, "You need to speak with the detective with the Haitian accent?' He then laughed and
told me to pick up the phone, I was too embarrassed and astounded to respond to the 'joke", 1
shook my [marlin disbelief and answered the call, as he requested.
0n Wednesday, April 3, 2019, I had an appointment with the victim's Family reference ease
#19021.8-0012397. When the party entered the Lobby, they asked for me. I was busy, and I asked
Detective Graham to go to the lobby and escort the family to the office for me. When Detective
Graham entered the office with the family,. I asked Sgt. Reyes and Detective Graham to attend
the meeting with mt. Sgt. Reyes and I greeted the family. Sgt. Reyes initiated the dialog
regarding what information we can release to a victim's family due to the integrity of the case
and prosecution of a defendant, if an arrest is being made 1 spoke, es did Detective Graham, just
to put the victim's family at ease. Suddenly, Sgt. Reyes said, "Nobody can understand Lubin's
Haitian accent." He started laughing lordly. Once again, Sgt. Reyes insulted me, but this time, it
win not strictly in front of the team.] did not want to react in the presence of my victim's family,
so I chose to ignore his comment. As with the comments related to age, Sall. Reyes continuously
made canoeists about my race and secant, even though it cleanly made me uncomfortable.
Since then, Sgt. Reyes continued to badger me, Still, I would calmly respond to maintain our
professional relationship. On April 10, 2019, around approximately 1:30 to 2:00 pen, Sgt. Reyes
turned around in his chair and said, `Hey Lubin, lot me ask you something why don't you
retire?" He said, "if you don't want to be stressed out, you need to retire."' told him that I just
entered the drop a bale more than 2 years ago; I am not ready to retire. He tow said, "Roily has
no ore stress because be retired." On April 22, 2019, at approximately 3:30 pm, ASA Sara Iumt
called regarding the Briana Fasciae] homicide investigation. 1 am not sure what Sala asked him
about me, ]rut 1 heard when he replied, "The Haitian with the accent," On May 7, 2019, at
approximately 9:30 m 10 am, he said, "Hey Lubin tell coo ask you something, are you going to
take the money with you when you die"" With no provocation, Salt Reyes verbally assaulted me
again, but this time, he began to speak of the eventuality that I would die and about my persmal
finances. Nevertheless, I pushed forward and ignored him in efforts to remain professional.
I submitted a supplemental report to Sgt. Reyes to renew and make necessary corrections, as a
supervisor routinely does before submitting to the commander for approval. He did not make any
corrections to the report and submit it to the commander. Toe eammauder was not bappy with
the report because it was still in a rough draft form when he received it Nonetheless, he made
Ilse corections and gave the report back to Sgt. Reyes.
On Monday, May 27, 2019, at approximately 5:39 am, Sgt. Reyes approached me with the
report and a typo on a search warrant. I told him that I was under the impression that he would
make necessary corrections to the report before submitting it to the commander. Additionally, 1
told him that he eras aware of the difficulties I had with the repot, down to the fact That I had
trouble printing it. Sgt. Reyes responded with an unexpected outburst that marked the fruition of
the harassment Pd been subjected to upon reporting to duty daily_ His prejudice— or mindset--
had evolved into complete discrimination, or the actions which he lock based en his
preconceived notions to factors of my identity that I could never change: my age, my race, and
my accent. He told me that I am between 55 and 70 years old, I have high blood pressure, He
said that I reed to retire, or I will be kicked out of the unit. He then said, "For example, Michael
Jordan rented on top of his game." He stated, with great bravado, "You need to leave this trait to
Protect your reputation." At that point, I was. both overwhelmed and backed into a comer. if
became clear to me that, despite my efforts to ignore or shrug off the multitude of incidents
where he clearly harassed me, he had no plans on stopping He planned on escalating the severity
of the daily statements he made— in front of the team, in front of witnesses and families of
victims. 1 had no choice but to respond. I recognized that I had to defend myself, although Pd
already worked so hard to earn my current position. ➢ told him that everybody has a goal for
living in this life and it is not his business to tell when I need to retire from my job. I said that I
Submitted into the public
record for item(s) SP.6
on 01/17/20
City Clerk
didn't think it's anybody's business, that even the Chief of Police can't tell an officer to retire so
long the officer is capable of performing his duty. At that point, Sgt. Reyes went to his desk and
typed a list of "deficiencies" that he believed that I nerd to correct. He told me that he had a
meeting with the commander on the following day and he that was going to present the
deficiencies to the commander to "get me cut of the unit" His list was se unfounded that I was
certain anyone presented with it would see through the physical manifestation of his prejudice.
However, on Wednesday, May 29, 2019, at approximately 2:45 to 3,00 pm, Sgt. Reyes called
me to the Commander's office and told me that I have been disrespectful and insubordinate to
him. Sgt. Reyes said, "Effective immediately, you've been transferred from the homicide unit
You mu to return to work on Sunday to work on your supplemental reports and th.e 45's cases.
After, you're to go to the staffing office and bid to go back on patrol" I then asked Commander
Lopez to mat with him separately. He said, "We can meet at a later date." The meeting occurred
on Monday, lune 3rd, 2019. During the meeting, he told me that the next step to take if I wanted
the matter to be investigated further would be to write a memorandum explaining what
transpired. He also said that had he known more about what occulted earlier, he would hove
handled the situation differently.
11 is with great confidence that, given the entirety of this situation and the timeline of events, I
can slate that the decision made on Wednesday is in no way related to my ability to perform the
duties as outlined in my job description. Furthermore, 1 have conducted myself as professionally
as 1 possibly could considering the exacerbated harassment that I faced every single time I
reported with the sole intention of carrying out those duties. I have been far from 'insubordinate
and can assure that any perceived disrespect must have been a direct result of my attempts in
defend myself or deflect inappropriate, prejudiced comments_ Thank you for your consideration
in this mattert hope mat an alternate resolution can result from the information that rve given,
and I am more willing rc follow up this memorandum within -person meetings if it is your will to
do so.
FL:f1
INTER -OFFICE MEMORANDUM
Lieutenant Ricky Lopez
To Homicide Unit
Criminal lnvesti x tion Section
(Through Channels)
-yu
FRIX7
ifiS5
Detective Fignole Lubin #04185
Homicide Unit
Criminal investigation Section
DATE: June 5, 2019
SUBJECT: Complaint
REFEEEN'CES
ENCLOSURES'
FILE:
On Wednesday, April 3, 2019, 1 had
#190218--0012397. When the party entc
Submitted into t
record for item(s)
on 01 17 20
e public
SP.6
Clerk
For the past several months, Sergeant Jose Reyes (IBM# 29320) has been making comments
regarding my race, age, and accent. At first, I tried to dismiss them, but he quickly became
aggressive in the frequency which he did this, to the point where it became quite clear that these
comments were in fact evidence of harassment linked to prejudice.
Again, Sgt. Reyes did not exclusively comment on my age, but he also made comments about
my race and accent. On Tuesday, April 2nd, 2019, at approximately 10:30 to 1100 hours, Ms.
Katiana Barjon called the homicide office and Sgt. Reyes answered the phone. Ms. Barjon asked
to speak with me about the MPD Homicide case # 190218-0012397. Sgt, Reyes asked Ms.
Barjon, "You need to speak with the detective with the Haitian accent?" He then laughed and
told me to pick up the phone. 1 was too embarrassed and astounded to respond to the "joke". I
shook my head in disbelief and answered the call, as he requested.
t e meeting wi me. gt. eyes an. greete t e family. Sgt. Reyes initiated the dialog
regarding what information we can release to a victim's family due to the integrity of the case
and prosecution of a defendant, if an arrest is being made, I spoke, as did Detective Graham, just
to put the victim's family at ease. Suddenly, Sgt. Reyes said, "Nobody can understand Lubin's
Haitian accent." He started hulling loudly. Once again, Sgt. Reyes insulted me, but this time, it
was not strictly in front of the team. I did not want to react in the presence of my victim's family,
so I chose to ignore his comment. As with the comments related to age, Sgt. Reyes continuously
Letter from EOPD to
finding that federal
local discrimination
violated, naming Sgt.
Chief Colina
, state and
laws were
Jose Reyes.
recox
on
Submitted into the publi
d for item(•) SP.6
01 / 17 /20 Ci ly Clerk
Jorge Colina
Chief of Po lice
City of Miami
Asse line Hyp polite
Administrator
Equal Opportunity and Diversity Programs (EODP)
August 1.1, 2019
FiIP. No 19.1g: Fignole Lubin
This correspondence serves to Inform you that the Office or Equal Opportunity and Diversity
Programs (EODP') e'=-m' r � . at. : °' -:rrs violated In the race,
national ar a,.: '_.._ ry,�....-_ "eyes. As a result, EODP
is requesting appropriate to be taken that is commensurate with the violations,
Please note that the Charging Party can file a complaint about the above•referance matter with the
Equal Ernployment Opportunity Commission [EEOCa or with any other federal, state, or local agency_
Should this happen, ynu will be notified
By receipt of this memo, the City of Mlaml Police Department is reminded that retaliation against
any employee who has complained about d lea 1t Ination, or who has participated in the investigation
of a complaint, is strictly prohibited.
Should you have any questions o r require additional Information or assistance In this matter, please
feel free to contact me et (305) 416-1990.
AH frne
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Personnel Resource Management Departmental Order 6
Chapter 10
HARASSMENT (INCLUDING SEXUAL HARASSMENT)
Section
10.1 Policy
10.2 Organization
10.3 Responsibilities
10.4 Procedures
10.1 POLICY: The policy of the Miami Police Department is to provide a professional work
environment that is free of all forms of employee discrimination and conduct which can be considered
harassing, coercive, or disruptive, including incidents of sexual harassment. The purpose of this order
is to establish a proper procedure for reporting such instances. Any form of harassment is
unacceptable and will be treated as employee misconduct
10.2 ORGANIZATION: The Internal Affairs Section will be responsible for the coordination of all
investigations regarding harassment.
10.3 RESPONSIBILITIES: Command and supervisory personnel shall be responsible for ensuring
that the policies of this order are followed. They will be responsible for taking appropriate actions to
stop incidents of harassment and discipline employees who violate this order and for reporting all
incidents of harassment to their Section Commanders.
10.4 PROCEDURES: All employees of the department are required to follow the rules and
procedures outlined in this order. Violations of this policy will be cause for disciplinary action.
10.4.1 No employee will engage in any type of conduct that can be considered harassment based on
race, ethnic background, religion or sex, sexual preference, disability, marital status, or age.
10.4.2 The below listed behaviors are unacceptable in the workplace and employees will not engage in
them:
10.4.2.1 Jokes or innuendoes of a racial, sexual, or religious nature_
10.4.2.2 Sexual gestures of any type at any time_
10.4.2.3 Any unwelcome activity of a sexual nature. Conduct is unwelcome when the employee did
not solicit or invite it, and the employee regarded the conduct as undesirable and/or offensive_
10.4.2.4 Any inappropriate or unwelcome touching, pinching, patting, caressing or fondling.
10.4.2.5 The possession and/or review of any pornographic or adult materials_
10.4.3 Reuortino Procedures:
10.4.3.1 Airy supervisor or commander that witnesses an incident of harassment, whether the
employee complains or not, will take immediate actions to remedy the incident and will report the
incident to their Section Commander.
03/02
Submitted into t e publi.
record for item(s SP.6
on 01 17 20 Cit, Clerk
Departmental Crder 5
Chapterlll
10.43.2 An employee who believes that they have been harassed by a coworker must report the
incident to they Section Commander in wanting.
10.43.3 If the reported incident is of a minor nature (i.e. jokes, inappropriate conversation, etc.) the
Section Commander will conduct an inquiry and take any corrective action, discipline or oounseing that
is appropriate. A report documenting the complaint and the actions taken by tie Section Commander
ell be sent to the Internal Affairs Section for review, documentation and fling.
10.43A Complaints against a off level officer wil be taken diedly to the Section Commander of
Internal Affairs.
10.43.5 Complaints trial involve repeated behavior or incidents of hostile work environment, sexual
favoritism, "Quid pro Quo; etc., will be reported to the Office of Equal Opportunity and Diversity
Programs to be handled in accordance with their guidelines. Once the Police !Department becomes
aware that an employee has filed a complaint with the aforementioned office or the Equal Employment
Oppodrniy Commission (EEOC_), all internal investigations will cease_
10.43.6 This procedure is in no way intended to prevent an aggrieved employee from pursuing his/her
claim through the City of Miami Office of Equal Opportunity and Diversity Programs or the federal
dstrid office of the Equal Employment Opportunity Commission.
.Illy -. '.
.fci.f•1. f[I
DO 6 CHP 1 1
E.E.O/ DISCRIMINATION
Personnel Resource Management
E. E.O.fDISCRIM I NATION
Section
11.1 Policy
11.2 Organization
113 Responsibilifies
11.4 Procedures
Departmental Order 6
Chapter 11
11.1 POLICY: The Miami Police Department, through this policy, establishes its intent to provide
equal opportunity and treatment to all applicants on every aspect of the employment process and equal
treatment of its employees in all personnel matters. To this end, the Miami Police Department is to
exercise objectivity and not discriminate in recmting, hiring, firing, training, assigning, disciplining,
compensating, promoting, assisting anyone, or enforcing the law on the basis of race, color, sex,
religion, creed, age, marital status, sexual preference or national origin. The Miami Police Department
will also provide career opporlunites for disabled empbyees, whenever reasonable accommodation is
possible. The Miami Police Department will not condone harassment, including sexual harassment, in
the workplace.
11.2 ORGANIZATION: Internal matters concerning Equal Employment Opportunity (E.EO) and
discrimination complaints will be brought to the attention of the Chief of Police, through the
Commander of the Personnel Resource Management Sector_
11.3 RESPONSIBILITIES: The Chief of Police w ultimately responsible for ensuring compliance wth
all EEO_ matters. This is accomplished through the Commander of the Personnel Resource
Management Section, however, the creation of a workplace environment free of discrimination and
harassment Is the responsibility of every member of this department, eywrially supervisors and
commanders. Members are responsible for ensuring equal treatment for all and that applicants and
employees are treated with respect Responsibility for the production of all records, reports, and
relevant materials in response to discrimination complaints shall be designated by the Commander of
the Personnel Resource Management Section
11.4 PROCEDURES:
11.4.1 An applicant or employee who feels that he or she has been discriminated against because of
race. color, religion, sex, rational origin, age, marital status, sexual preference or disability may file a
complaint with the City of Miami Office of Equal Opportunity and Diversity Programs or the federal
d strict office of the Equal Employment Opportunity Commission
03f02
record for item(s) SP.6
on 01 / 17 /20 City Clerk
POLICY NUMBER:
APM- I-03
DATE:
1- 14..
ISSUED BY:
Johnny Martinez
City lrenaeer/Desienev
CITY OF MIAMI
Imo,
'
is
4'"6
4,w�r`ca.v��9
ADIIMSTRATI VE
POLICY
REVISIONS
(REVISED PATROL
SprlioTI MIME
awtw 2S].RRL13
aeram€ 1RL:bto
Kemal 'LOOM
SUBJECT;
Equal Entployuiont Opportunity
Purpose
Policy
Statement
All employees have the right to work in au environment flee from ell forms of
discrimination and conduct considered to be harassing, coeteive or disruptive.
It is the City of Miami's ("City") position that, discrimination or harassment
based on race, color, age, national origin, religion, gender, pregnanoY,
disability, marital status, familial status, sexual orientation, or retaliation for
reporting the same, is a form of misconduct that undermines the integrity of
the employment relationship and the provision of services to citizens These
acts also constitute unlawful employment practices under Title VB of the
Civil Rights Act of 1964, as amended; the Age Discrimination in
Employment Ant of 1967, as amended; the Equal Pay Act of 1963; the
Rctrabilitalion Act of 1973; the Americans with Disabilities Ant of 1999; the
Florida Civil Rights Act; and Chapter I IA, Article IV of Miami -Dade County
Ordinance No. 97-17.
The City is an equal opportunity employee and peomalgaled this policy as part
of its continuing effort to maintain a work environment free from unlawful
discrimination. This policy, along with the Policy Statement on Sexual
Harassment, (APM 3-81), constinnes the City's Equal Employment
Opportunity Statement.
It is the policy of the City to prohibit discrimination in hiring, promotion,
compensation, discharge,and all terms and conditions of employment on the
basis of an individual's race, color, age, national origin, religion, gender,
pregnancy, disability, marital status, familial status, sexual orientationor any
retaliation for reporting the same. Employees are encouraged to report
instances of discrimination, as well as acts of retaliation against any employee
for reporting incidents of discrimination, participating in any investigation of
oompininta of discrimination, or otherwise opposing acts of discrimination.
In addition to harassment by fellow employees, the City does not condone
Adoiniaatirs Policy Mahal Ate 1 or
Submitted into t
record for item(s)
on 01 17 20 Clerk
e public
SP.6
Administrative Policy
Equal Employment Opportunity
Detective Ezra Washington
Lieutenant Ricky Lopez April tad, 2019
Homicide Unit Commander
Criminal Investigations Section Derogatory Photograph
Detective Ezra Washington #29229
Homicide Unit / Cold Case Squad
Criminal Investigations Section
On Tuesday, March 19m, 2019, I arrived to the Homicide Office and I arrived at my desk only to
find a derogatory photograph placed on my desk on display. The photograph depicted several
characters of black men shirtless wearing what appears to be turbans with turtles on top of their
heads, another black male with the body of a turtle spitting out what appears to be money, another
younger black male with his throat slit and blood on his shirt and deceased. The photograph also
has several other inappropriate symbols within it and is titled "Executive Billionaires". This
photograph in my opinion is disrespectful and very inappropriate_ I'm respectfully requesting this
issue to be looked into please.
Your consideration regarding this request would be greatly appreciated.
Submitted into the public
record for item(s) SP.6
on 01/17/20 City Clerk
Submitted into the public
record for item(s) SP.6
on 01 / 17 /20 City Clerk
Detective Ezra Washington
• Det. Ezra Washington was the
victim of a racially charged
document secretly placed on his
desk in the Homicide Unit.
• No disciplinary actions were
taken against the culprits.
Submitted into th
record for item(s)
on 01 17 20
Symbols offensive to
the African American
community
Submitted into the public
YE ord for item(s) SP.6
01/17/20 .
City Clerk
A symbol offensive to the A symbol offensive to the
Jewish community Cuban community r;uM,y0
Submitted into t
record for item(s
on 01 17 20
NTIRSTl3 RTL.13:122Ll3E
Public Information Office, 400 NW 2 Ave., Room 220, Miami, Florida 33128
(305) 403fi420
Dale: November 30, 2018
Subject: CHIEF COLINA STATEMENT
•
A disturbing video has surfaced in which a City of Miami
Police Sergeant is seen discarding religious contents while
making anti-Semitic comments. The City of Miami Police
Department has suspended the employee pending an open
Internal Affairs investigation. The actions of this employee
were found to be inconsistent with the mission and values
of our department. As Chief of Police, I will continue to
uphold the expectations of professionalism and ethical
behavior of all our officers at all times. I would like to
reassure our citizens of all faiths that we stand in solidarity-
with them.
Chief of Police
Jorge R. Colina
Prepared by Chief Jorge R. Colina
Casa: N/A
Transmittal Date & Time November 30 2018
Reviewed by
Jorge Ii. Colin, Chief of Police
Chief Colina's denouncing Sgt. Destephan's
actions as "inconsistent with the mission and
values of the police department.
iii4voi
record for item(s) SP.6
on 01/17/20 C
A symbol offensive to
the African American
community
Officer Marc Harris
Submitted into ti e public
record for item(s) SP.6
on 01 17 20 Cit Clerk
Sergeant Kimberly Pile
Submitted into he publi
record for item(.) SP.6
on 01 17 20 Ci y Clerk
Committed to Serving the Community
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record for item(s)
Response letter from the DOJ to Sgt. Javier Ortiz prior to the Lt's exam on 01 17 20
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DJ 170-18-31
Sergeant Javier Ortiz
President. Miami Pratcmal Order afPol
710 Southwest 12r' Avenue
Mluni, Plaids 33130
By Decunmhg pod U.S. Mal
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1 And writing .n response 1n your November 26, 2014 eatmii regarding the development,
administration and wiring of the upcoming Lieetetsmt exam for the City of Miami Police Depautnemt
("MPD"). We appreciate your bringing these concerns to the Department of Justice ("Depminteat") and
providing us with an opportunity le address these issues.
Regarding your ...agent about the way the tell will be scored, it is helpful co reference the May
1999 Order (uOrder") that currently governs this case. As stated in llhe Order. the iffy has an obligation
to develop solectipn procedures for curtain positions that either `(I) have coo adverts impact on the
basis of race, national origin. or seat or, (2) if they do hero adverse impact are demonstrated to be job -
release for the pnsilion at issue and shown to he eatkeistdrl wish business necessity.' Order T 3. These
requirements are intended to track the language of Title VA of the Civil Riphh; Act of 1964, 42 U_S.C. §
2000eet eery. ("Thle V11'ry, as amended, which further stales, rarer dlfa, that even if tat employer
desooasnales that a practice with adverse impact is job-ldaacd, s violation ofThie VII settees if the
complaining party demonstrates as equally or mere valid latt Ins discriminatory allehtative was
violable and not utilired_ Ree 42 U.S.C. § 2000a-2{kx1). The grape covered by the Order (and the
original Consent Decree) axe His -pathos, African Americans nod women. See Order p. 1.
The Order aft requires that the City produce the tort results, including the demographic
sfermation sheet the candidates, to the Depmanaot, although the City has the rral dccisiah-mokiug
authority over haw to swim the tear See Order T 12, This exchange of information p'oa'idcs on
samarium* for the parties to haven fully informed discussion (i.e.. pose -tart administrative) abool
pafrettd scoring models, fh,xm6y helping ensure rather than sedan -doe the fairness of thee/am
The soaring metlto4ology Includes, but is not limitedto, the weighting Millie vertuas components
of ate errran. The reality of test development iv that, ,ioogite everyone's beat efforts, sometimes one or
more yens of test do ten work ea oopsoted. After a teat Is slada1searel, there Is a wwdth ofdala and
polendal analyses thermal show: 1) hew the Leal worked; tend 2) Low different posaihle scoring models
tabu W ten t o impavv of die asap, if any, on different groups, and the job -relatedness, or validity, of the
mime. By validity, +tie etc hauling about how well tic test measures the knowledge, Milts and abilities
robed to the job of lieutenant anal, therefore, how well the less identifies tie candidates who will make
goad Lieutenants. For these reasons, as the test developer explained, establishing the scoring
0ta
z1830.10071
methodology after the lest Is administered is considered a best predict in the industry of test
developreeru_
With respect to the test developer's comment that the Department will not be "approving" the
final exam, it seems sane daifro4lkw would be helpful. The 1994 Omer permits the United States'
expert in test development to review various types of information related to de test development
pre0ess. See °Mari 5. Pursuant to the Order, the United Slates has treat reviewing the teal
development process and has provided feedback on certain aspens of the process However, the Order
dues not provide for the Department and the City to develop this tea jointly and, akin away, MPD
subject mailer o ert9, the ten developer and the City's intents' testing expert will dttennine the content
able test. Similarly. as noted shove, even though the ('ily :cod are Department will discuss potential
scoring models that are aupparied by thojob aneiyt 19, linkage .icons and tot data. the City, has ultimata
decision=mating authority with respect to the final scaring o alvdelogy. See Order 412(e).
If. despite all the ponies' cooperative efforts, the Deportment determines that the test that is
administered or the City's chosen method of 9coriog the test dues not eemply with the Come, Order one
Tole V[Ithe Depsrux¢m lee the right to go to court to challenge the test and/or how it time acorad.
With raper to are very apai1e halms you raise related to dm structure of the test. such as
whether all or only sonic portions aide this are videotaped cored how suiting Is handfed by the assessors,
shun a'e numerous factors that go into such deoialons. The Department provides kedbeck regarding
those decisiom Ian does not make the tltiruatc decisions The Depart/mon encourages the Fratemal
Order of Police to voice Ire =stems and preferences to MPU management and the test developer, if it
has rot already done an
Rega5Jhog the timwg of the test, it is the -Department's understanding that the test is still
expected to be administered to mud -January.
We hops this letter has responded to your concerns If you bare further questions oreMetmrs,
please do not hesitate to eamacl roc in the future by e-mail or at 202,514-6269.
Sincerely,
Delores L. Kennebrew
Chief
Employment Litigation Section
( Caro / C
Senior Tr Attorney
Employment Litigation Section
Robert Maser, Fag.. (lay eteetresic rail)
Diana VUesi,o, Assistant City AMo on' (by electronic mod)
Amy Lao., Director, Department of Human Resources €by electronic maii)
le public
SP.6
Clerk
(1) To receive and investigate complaints of race. Sex aired national origin dtscriminat,nn: and to
conciliate v.*ten appropriate; and
(c) Tc, mlr ;ain a complete record of all actions taken in pursuit of the duties outlined above,
tricludrig all correspondence directed to one defendant andror any investigatory riles. The
individual appointed as EEO officer shall have his office ours and location posted conspicuously
beside the Consent Decree.
/2. Definitions. For purposes of this decree. die following terrrs shad have the meanings set '.-soh kbeicay.
1353 a. Assignment shall include the Initial appointment at an employee to a panicular ^1a€4 deoa-t-+orit ar jab
class fic tion and the duties and responsibilities of an employee in a Job ciaesahcetion.
genek shall Intel ele males only,
c. fi octrve date Shall mean the date of entry of Lhi5 decree.
d.1-ioriovatxle cygrairidrs shall mean honorable and general discharges.
e_ Liiirri I 1.Lrl:ri jbwW CuLiwn. .^ueRC ktiCtin Mexiccte. oth rLa.tIn+4fiie!ivaii
Pmmark», sites mean the elevation of an employee to the next job Classification in a given Job ladder or line of
progression
g. 77rarsfer shall mean the larcral movement of an employee from one line of progression to another, &thei Yn r
one department or timonc cep ,rtm$rits.
11. V1f4rd7en Jfrilf iili:liirin rill HPNIaHF^1:, rargardlass of rai-.L, or n.i-nn.!l it+Ftt3irrl
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on 01/17/20 City Clerk
I :31-OFE -2014
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411,
. ( .`
G.::
id, p��
Palls, N['ode-
Abram. Manual
ORTIZ, JAVIEk
.sierra, Emesio
0onzaler, Frio
Sa kls•Ja uUtn,, Hurminla
Ap 4ilar, Armando
R9bri6ne2, Jose
Carr, Dana
MACINA, KELLY
Rocha, Jose
Fernandes, Francisco
2014 Lt's Exam showing Javier Ortiz listed
as a Black (Non -Hispanic)
S012 B. SD12.20141006-Orlg Police Lieutenant
10124/2014 5:00:00 PM
Roca ' Gender; Total TRAM Exam Veteran's City App Date Date Eligible, Notify
- - Scare Rank Sore 1Preference Employee Received 1
NEspa nic Male 80.7737 10 68 7737? Yes 10/1 df201d 3118r2015 i E
1:53:32 PM 11:317:15 AM°
. - 101 1A44 3d18l201S i E: Black (Non-H anlC} Female ' 87.8066 11 87 80S5, Yes
4s:2
1115d2014 11:37:15 AM.
i-8spa nic Male lif.7.48A' 72', 86:74813 Yes 10118.:2014 3118f2015I E
1:33:40 PM 11:37:1 S AM
MUCkiN0F1-Hispanici Malc 81.8602- 73 54.8602 Yes 10/2412014. 311812015 E
6:16:34 AM. 11:37:15 AM
Hisp4 sic Male 82.8986 94_ 82.8986° Yes 10/10/2014 3d1817019 " E
7:54:17 AM: 11:37:15 AM
Mack(Ncn-Hlspanlc) Fonlale, 82,6141 15. 8.2.9141- Y®s ' 10,17412674 311812015 E
_ : 8:07:51 AM 11:37:15 AM
,WhlIto (Non -Hispanic}; M8le 82.3342- 16: 82.3342 Yea 1011012614 311E12015 F.
10:16:56 AM 11(37:15 AM
Hispanic Male 82.2042 17• 82.2042' Yes 1611512014 ', 3118/2015
_ 1:.13:14 PM 11.37,15 AM:
Hlspanlc Fomelo 52.001371 10: 82.0087 Yeo 10,14/2014 311812015 L
10:3602 AM- 11:37:15 AM:
HlSpaniC Male 81.0158 19- 8133158 Yes 16/1 Od207d 371812D'!5 E
1327:116 AM- 11:37:15 AM:
Hispanic Male - 80.2686 2D 80.2885 Yes 1611012614 3118d2035 ? E
7:19.-48 AM. 11:37:15 AM`
1-I15pnnlc Male 80.0524 7_3: 80.0524 Yes 70i2412074. 3118/2h15: E
_ 12:46:51 PM: 11:27:15 AM 1
Hispanic Mats _ 7q.9005 2z 711.>1D05 Yes 1W171207�i 311812015: E
12:57,52 PM, 11:37:15 AMt„
Black (Non-141spanic7' Frmoie 70.2084 23: 78.2084 Vey 102317014 3118/2015 ,
0:57:15 PM. 11:37:13 AM;
White (NISI -Hispanic). Female 78.8593_ 24- 78.8593, Yes 101.1012041 - 3118/2015 : E
3:02,04 PM 11!37:15 AM'
Hispanic Male 78.9320 25� 78.8320 Yes 1011017071 . 311812015 E
6:13,17 PM 11:37:15 AM:
Hlspanlc Male 78.6707' 26 78.678T Yes 1011012014 317812015 ( E
4:42:00 PM 11:37:15 AM;
Submitted into t
record for item(s
on 01 17 20
Submitted into t
record for item(s
on 01 17 20
On Jan. 10, 2019, Capt. Javier Ortiz was listed as a Hispanic Male
Prsdueetl fin': 1l10f2019 CITY OF MIAMIPOLICE DEPARTMENT page 38 o16fi
EMPLOYEE LIST BY RANK
PDID LAST FIRST MIDDLE HIRE DATE Section UNIT RACE/ SEX PROM. GATE
05971 Rodriguez Jorge L 0120/1999 SOS LT FLAGAMI B TFS H I M 10/180017'
05972 Rojas Michelangelo 12/14/1990 PCS POE H P M 10/181201T
05973 Rocha Jose R 09/1711998 80S LT CORAL WAY B TFS H P M G41242015
05985 Ruggiero Kevin 0 07/1911997 NOS LT UPPER EASTSIDE B SSM W 1 M 66272017
05259 Santa Roman 08/02/1994 SIE INTELLIGENCE AND TERRORIS HfM 10/232015
06918 Tamerce Oriel L 03222004 IAS IAS H / M 10/232015
06928 Tapanes Leonel F 06/24/1996 80S LT LITTLE HAVANAA TFS H I M 10/062016
07330 Valdes Andres 06/29/1992 SOS LT CORAL WAY B TFS H / M 015)72016
07331 Valdivia Jesus M 0524/1999 SOS LT FLAGAMI B 9MT HIM 1E02222015.
07361 Vera Otren 03/2212004 SIS NARCOTICS UNIT H FM 10H62017'
07472 Duthil Heidi R 10/1512001 CDS LT WYNW000 B TES H I F 10/18r2017
07644 Williams Altarr 05/1211993 IAS GENERAL 0 f M 10/0012016
07740 Wing Garret J 03/2212094 ISS GANGS W / M 101937201a
25762 Lopez Ricky 10/2512605 CIS HOMICIDE UNIT HIM 101182017
27230 Cooper Alex J 05/31/200E CDS LT OYERTOINN C SNIT BIM 10/18r2017
27233 Joseph Bianca 05/31/200E CRS COMMunity AFFAIRS UNIT 0000-1 B00 SSM B I F 101101201T
27512 Redondo Marc A 01/75/2006 PRM PERSONNEL RESOURCE MOMT H f M 98127/2017
27516 Santene Jared J 01/3072096 COMMICOMMUNIGATIONS W?M 0512312016
27551 Lewis Weslyne 09/112026 CIO ASSAULTS B I F 10n872017
27553 Douglas Jermane J 02/2721106 NDS LT LITTLE HAITI C SMT DIM 11161812013
27559 Delgado Alfredo 03/0621106 CIS ROBBERY UNIT H f M 90/2712017
27564 Ramirez Jaime A 03/052006 ITS ITS H f M 10110/2017
28113 Valdes Alex 052372007 SOS MARINE PATROL 0700-1700 F35 H f M 10/102017
28557 Sadie Mawlce 12/2472097 SOS K9 0700-1790 F38 H f M Ce127/2017
29133 Sierra Luis E 07114/2093 CIS DOMESTIC VIOLENCE DETAIL H f M 1011872017
COUNT FOR Police Lt IS 61
RANK OF Pollee Captain POSITION CODE M 6013
04182 Lozano Wlncor D 11/1212904 COM MICOMMUNICATIONS H1M C2/152010
04246 Mac DOn2M Sean D 0225/1994 155 ISSSTAFF W f M 09/2772015
05416 Ortiz Javier 1 032212e04 SOS SPECIAL OPERATIONS SECTION I I / M 10/16/2017
COUNT FOR Pollee Captain
IS 3
RANK OF Police Sgt Mot Allow. POSITION CODE it 6014
00197 Arrrlenteres Ma0diel 1111711997 3O5 FLAOAMI A F33 H f M C3/09,2012
01405 Dell Araico Marro M 10115/1996 303 MOTOR51 TRAFFIC ENFORCEMENT 0500-1500 F33 H f M 181i 1/2013
27239 Stevens Aileen L 05131/2005 NDS MODEL CITY SUPPORT 1900 -2000 SSM 1 1 M 072072016
COUNT FOR Police 3gt Mot Allow.
IS 3
e publi
SP.6
. Cit
Clerk
Captain Javier Ortiz IA profile highlights
42 Citizen
Complaints
60 Separate
Charges
Relieved of
Duty as a Lt.
r 1
2 False Arrest
Charges
7 Abuse of
Treatment
Charges
r
20 Improper 1
Procedure
Charges
J
City of Miami Reaches $65,000
Settlement With Man Arrested by Capt.
Javier Ortiz
Appellate Judge Says Javier Ortiz Used
Excessive Force, Violated Consfitution
Woman Says Miami Cop Javier Oda
Broke Her Vtrist in Incident
Submitted into t e publi.
record for item(s SP.6
on 01 17 20 Cit, Clerk
Miami FOP Union President Relieved of Duty For
Cyber»bullying
Banned From Ultra After $400,000 Brutality
Lawsuit, Miami Police Union President
Javier Ortiz Fights for Back Pay
Community Leaders Fire Back At Miami Police
Union Calling For Beyonce Boycott
•.1
Javier 0 rtn Instogram
Miami Police Captain Javier Ortiz Posts
Selfies Mocking Arrestees, Wearing
False Name on Uniform
Submitted into t
record for item(s
on 01/17/20
City Clerk
Cop who arrested Jets'
Robby Anderson has
checkered past
Former NFL Player
Johnathan Vilma
r
Lieutenant Jean Paul Guillot's
IA profile highlights
32 Citizen
Complaints
r 1
58 Separate
Charges
r
Relieved of Duty
and Terminated as
a Sgt.
r
2 False Arrest &
Excessive Force
Charges
r
3 Misconduct &
Neglect of Duty
Charges
r
14 Abuse of
Treatment Charges
r
21 Discourtesy
Charges
Submitted into th
record for item(s)
on 01 17 20 = Clerk
e public
SP.6
Lt. Jean Paul Guillot's termination reprimand for
Misconduct, Neglect of Duty
Employee:
Claaalfleadnni
Labor P -'snorts rovaxoed 2 6 14
Miami Pollee Department
11{- t 17.--
Ft'' ' :Manuel Orosa, Chief of Police
Jeanpaul Gullet P.I.M.
Sergeant Assignment
F.O.D.
REPRJMAND:
warms mass ian,sasa LAesolet.te.•ua-y
As a result of the Internal Affairs Investig0ion (Case 13-027), ,cached hereto and incorporated herein an
allegation of Misconduct Nealicence of Dun- and Improper Procedure against Sergeant Icanpaul Guillot
=7189 was Subeaandatcd. )Jpen tun/please of this inyesegatien, the fallnaing facts u+ere revealed:
On lenuery 4, 2013, Mn Miguel Zayas-Oviedo nag arrested. His friend. Ms. JessrDie tiarsia went to the
---incident-location-due to -his arrest Sergeant-leanpaad-Guillo[-allosrxd -Nils- Garcia -to drive Mr.-Zayas-
Oliedo's .-chicle from the scene la lieu of towing ir. Ms. Garcia returned to the scene a few minutes later,
because she had lost '.-et p::'. - a stopped the vehicle on the roadway to speak to the officers, then was
evened and charmed -,.. ... - ssriul ellerstioa's noncriminal wave infraction (Not Punishable 8y
Incarceration). Slie as - - :�;i,, \Gami Dade County Jeri as a result of a charcga in the saute on the
Arrest afFidnrit from c traffic infraction to a misdemeanor of the second decree. There was
only one vehicle into], cd in this incident- the rag and decal ntattbers associated to Mro Garcia's arrest are
She same as thoseregistared m Mr a Zas u-Oviedo's vohiole, which he ,.-as driving at the time Sergeant
Guillot arrested him.
Page t or g
Distribution:
Disciplinary Detail ( Original )
Copies:
Employee
Employee's unit/Section File
Pnlica Personnel Fag
internal Affairs
Dept of Employee Relations
Labor Relations
Recpmmetrded by:
' Sergeant 1 Supervisor:
Lieutenant
Caputo:
Commander:
Major.
accietaot Chief:
Deputy Chief of Police:
Chief of Pollee:
-enlotae1if18Ti5eal 0IQh 1har.fox smell
caacmenrbebn.
1Y 1' AGREE Dr 1615AGf00 ITH TH FACTS AS 57ATEp,
]': AGREE pr DISAGREE TH THE RECOMMENDED PENALTY,
PEWS Ravrew (01Y01th1 ONG r): Tv regnest a DAR'S hearing. you sl sat.* a write-, rogues} Al the roscgirurr t0raa
'Irsor vNln 9E]catErpar 4eys fi,raa0e Gila Wrevreipt ofgl(0 dacurraat Failure tvnbaesou? mne6AAo vvrslogr sr eh
DATE:
Submitted into t e publi.
record for item(s SP.6
on 01 17 20 . City Clerk
REPR€MANd3 (Continuation} pa, gut a
Employee: Jean3aul Gullot
2289
8.3 RESPONSIBILITIES: It is the responsibility of all officer, who tvrl,t ad to police related incidents
to obtain all appropriate information and complete the appropriate imports- It is also the responsibility of
the ester to ensure- accuracy and completeness of every report written. The officer ma itl also ensure that
these reports are tuned in m his het Sergeant for review at the end of hi lter toured duty.
Departmental Order 1I. Chanter 16 Sections'
ARREST PROCEDURES
16.3.4 Furl=- and as eoratrl} complo;mo the curoplairobaresi affidavit and any other applicable reports.
16A PROCEDURES: Buren a felony or erisdeMetta0r arrest si made, the arresting officer shall:
16.4.1 Establish probalhlc cau;.e for the arrest - --
Sergeant Jean Paul Guillot is also found to be in violation of the following City of 3ilaml Cf -it
Semicc Rules and Regulations:
Cirri Sets -ire Rules and Revelations:
Section 14.2 Grounds for biymissal Suspension and Demotion _ The fellouina are declared to
constitute a breach of dun and is be grctmds for dismissal or suspension from the classified service or
sounds for demotion though Charges may- be based upon causes other than those eeumcratcd: viz, the
any emplo, ee who has been gui'r: et. -Conduct u ,b000ming any employee of the City- of Miami. who:
(e) Has violated any lawful and reasonable auroral regolm.on or order. or failed to obey any lawful or
rensouablc direction made and given by his her superior, where such violation or failure to obey
amounts 10',
! resulted, Or reasonably might be inpecred to result, in loss or injury to she City or to the public or to
-1.= prisoners or wards of the Croy= yr
?III His been gurus- of actions which amount ,0 insubordinotiop or diseracctul conduct, whether
.,r.:..4 red an rimy or off.
-. :5mperent. negligent. or rrertte,em in the performance of the dunes of 0C position held.
I Therefore, due to the ilisoondoct, improper Procedure and Neglect of Duty as described iu this
report, and for (lob o:ion of Miami Polite Departmental Orders and City of Miami Civil Service
Rules and Regulations, by Sergeant Jeonpaol Cunha; and edasidering Sergeant Gu111nrg
Disciplinary Profile, I recommend he retrive this reprimand and that he be terminated from
employment with the Gin of Miami Police Aepa rtment. -
2014 Lt's Exam supplemental document
Submitted into the . •
record for item(s)
on 01 / 17 /20 City Clerk
Name SSN
Payen, Benjamin .XXX-XX-
Richards. Sabrina ;XXX-XX-
CITY OF MIAMI ELIGIBLE REGISTER
5012 & 5012-20141006-Orig Police Lieutenant
10/24/2014 5:00:00 PM
Race Germ :
Black or African Male
American (Non -
Hispanic) -
Black Or African Female . 53.0246 64 53.0246 Yes 10/22/2014 3/18/2015 E
American (Non- 2:04:03 PM 11:37:15 AM
Hispanic)
Gw11e2, Edwin XXX-XX- Hispanic or Latina
Cruz, Santiago _`. _ .........._ XXX-XX- Asian
Perez, Alberto XXY-XX- HiSpanlc dr Mina
Pankawski, Robert XXX-XX- 1Mhtte (Non -Hispanic)
Mitchell. Omar Black or African
American (Non -
Hispanic)
Lazcano. Jorge XXX-XX- Hispanic or Latino
Garcia. Madelin XXX-XX- Hispanic or Latino
Forbes, Anton XXX-XX- B1ed< or African
Amer -Marl (Non•
Hispanic)
Supplemental examination pracess held to include two (2) 611ginie
NOTES:
applicants: Jean Paul Gullldr and Jesus Va11hIIa.
Total Total Exam Veteran's City App Date •17ate Eli0ihle. N0IHy
Score Rank Score Preference Employee Received
54.2410 83 54.2410- Yes 10/20/2014 3/18J2015 E
12:54;53 PM 11:37:15 AM
Male 51.6380 85' 51.63130 Ves 10/22r2014 3/18/2015 E
Female 47.9534 86 47.0534 ---� yes d17 1000148:12 PM 118/2015 - E
9:53:49 AM 11:37:15 AM'
1481e 46 9370 87. 46 9370 Yes f 10/19/2014 3/18/2015 - E
1:49:132 AM 11:37.15 AM
Male 45.5287 88 45.5287 Yes 10/17/2014 3/18/2015. E
7:56:19 AM, 11:37:15 AM
Male 43.2479 89 43.2479 Yea 10/15/2014 1 3/18/2015 E
0:37:19 AM. 11.37:15- AM.
14a1r3 41.8707 901 41.13707 Yes 10424/2014 3/18/2015. E
12:53,38 AM 11:37:15 AM;
Female 39.2523 91 39.2523 Yes 1oil 1/20143/16/2015: E
5:29:15 PM 11,37:15 AM
Male 38.5077 92. 38.5077 Yes 10/17/2014 3/18/2015. E
10:39:12 AM 11;37115 AM
P. 7 of 7
Total Count of Eligibles a 92
Comparison of Recruits
Resigned vs Dismissed
based on Race and Sex
Jan 2015 -Oct 2019
Total
Fcrfi3oIc
M ak
Black
10
Hispanic
L
1..`
White
_
1
_
TOTAL.
35
12
23
Re° il;ned
Dismisseci
TOTAL
Black Female
_
1
1
2
S
Black Male
Hispanic Female,
!
Li
Hispanic Male
_1
2
13
White Ferna le
_
!�•�
1
White M1Iu
_
i
2
TOTAL
,Pf
1 i
; `I.
Submitted into th
record for item(s)
on 01 17 20i Clerk
e public
SP.6
CMIA SWORN POLICE OFFICER REPORTS
DATE
BM
BM %
BF
BF %
TTL # of PD
1
11/26/2019
216
16.5
121
9.3
1307
2
11/31/2018
220
17
118
9.1
1293
3
12/31/2017
221
17.2
123
9.6
1282
4
12/31/2016
236
17.9
134
10.1
1321
5
12/31/2015
215
17.3
132
10.6
1246
6
12/31/2014
205
18.1
125
11
1135
7
12/31/2013
206
18.7
126
11.4
1103
8
12/31/2012
206
19.7
124
11.9
1044
9
12/31/2011
208
19.8
131
12.5
1052
10
12/31/2010
209
19.2
136
12.5
1089
According to the 2018 and 2019 CMIA Sworn Officer Report, under Chief Colina's administration, the number of
black male officers has decreased 220 out of 1293 (17 %) in 2018 and 216 out of 1307 (16.5 %) in 2019.
Submitte •
ecord for
n 01 1
ublic
P.6
City Clerk
Internal Affairs Cases surpassing 180 days
IA cases
# of total cases
# of 180 day cases
% of overall cases
2019 2018 2017
158 244 210
13 115 64
8% 47% 30%
Note: 2019 capture Jan to Aug only
Submitted into t e publi.
record for item(s SP.6
on 01 17 20 Cit, Clerk
Internal Affairs Cases surpassing 180 days
WILIXLJi Ur. L i« 6Laintiu Ilib I.
(0
LIKITATIONS PERIOD FOR DISCIPLINARY AL'I IONS.
Submitted into t
record for item(s)
on 01 17 20 Clerk
e public
SP.6
(a) Except as provided in this subsection, disci}'linar . action, suspension, demotion, or dismiSsal may not l,e
indertaken by an agency ag, inst a law enforcement officer
or correctional officer for any act, omission, or other
Legation of misconduct if the investigation of the allegation is not completed within 180 dal,Ts after the date the
Igericy receives notice of the allegation
by a person authorized ly.- the agency to initiate an investigation of the
sconduct. If the age ' determines that dis plinary action is appro rihte, it shall complete its investigation and
ive notice in writing to the law enforcement officer or correctional officer of its intent to proceed with di ciplinarY
cfion, along with a proposal of the specific action sought, including length of suspension, if applicable. Notice to the
fficer must be provided within 180 days. after the date the ageitcv received notice of the alleged misconduct except as
'lows:
Submitted into
record for item
01 17 20
838.022 - Official misconduct.
Universal Citation: FL Stat § 838.022 (2016)
838.022 Official misconduct.—
(1) It is unlawful for a pirhlir servant or public contractor, to knowingly and intentionally obtain a benefit for any person
or to cause unlawful harm to another, by:
(a) Falsifying, or causing another person to Falsify, any official record or official document;
(b)
autho
Concealing, covering up, destroying, mutilating, or altering any official record or official document, except as
Cu ux
L.LI VI I. GI 'LA all 1.5 al IVLIICI r.ICI SLAT I LV la Cf IVf Ill SLA,
(c) Obstructing, delaying, or preventing the communication of information relating to the commission of a felony that
directly involves or affects the government entity served by the public servant or pilhlir rontractor.
(2) For the purposes of this section:
(a) The term "public servant" does not include a candidate who does not otherwise qualify as a public servant.
(b) An official record or official document includes only public records.
(3) Any person who violates this section commits a relony of the third degree, punishable as provided in s_ 775.082, s.
775.083, or s. 775.084.
llistory.—s. 5, ch. 2003-158; s. 4, ch. 2016-1 51 .
the publ
s) SP.6
. C
is
ty Cler
Abused
Overtime
r 1
Violated OT
policy 14
times
Lt. Andres Valdes
1
OMNI CRA
FUNDS
Saved 32
OT slips as a
Sgt
Submitted into t
record for item(s)
on 01 17 20
e public
SP.6
ME
Clerk
Paid for 32
OT slips as a
Lt
E D'
7�y C'ty of Miami Police Department
2,1
CEPAR .S_]VLNaf3Y
Employee'
CIa551fleatton:
REPRIMAND
Aedres Vold. P.I.N. 7530
Police Lieutenant Assignment: FDDfSDSS)Coral Way NET
NARRATIVE:
Mama ammitieraeo 9Er aemoriamseet
A review ref the Chen CRA overtime funds for Crscrl year 20171201b revealed scvual die lcpam:ies. The
review erruled that the fund dlouatice was dispmponianally distributed to supervisory personnel to intrude
theDowntowe gear Lieut cant and the direct)} Downtown Beat Sergeants. Lieutenant Arches Valdes #7336
routinely worked shifts that violated the 16 boom13 a day and Aoennulated weekly mums Thar eclipsed the 36
hours per week Iihnit set forth in our policy. It should be noted that adequate supervisory presence is a sound
rrateuy when conducting overtime details; howeve-, this disproportional distribution allowed by LI. Valdes
to the superviuuy personnel working hoursin vintanion of Miami Police Departmental policy.
rm add.timn., the review revealed a subsequent violation involving mica -Erns slip submittal. A breakdown of
pay period overtime submissions revealed Lieutenant Valdes withheld 32 overtime slips for work performed
as a Sergeant during the period of October through Do bee 2017, which he then submitted during 3
different pay periods oiler be was promoted 10 a Lieutenant in tan 2014. The psis Submittal craven -hoe slips
allowed Lieutenant Valdes to receive unfair matpensatien ES A Licmenant forme -tic performed as Sergeant
Pape sr a
Distribution:
DID_
DATE
Disciplinary Detail
Authored by:
agar+ y
1 't.t`JC CJ.�
91fjin
r3%61/9
Employee
Sergea.N! Supervisor:
Police Personnel Fee
Llautimant:
Internal Affairs
Captain:
Employee Relations (Original)
Commander:
Civil Senice (if applicable)
Malar.
t�A+/y�1
� �
�-'—OVv-/4
Assistant Chief.
-
njiy
Deputy Chief of Police:
o t ,
ar v
Chfef of Rollted
wirta1l
Mee YuaTriArO lleAorc rjao aor rea, amtamam eebar..
if I AGREE li�'r.�lr I DISAGREE WITH THE FACTS AS STATED.
2) I AGREE or r DISAGREE, J WITH THE RECOMMENDED PENALTY
ODRB li0C0NG RE0UEsr (SWORN ONLY). To. {Trod a Dapnnnwvry 0.§:or na y Fk4ae laces (CURB) heaimp, YOU
5l nuerMr 9 wserrrDADVID me lAt rYRdaliens U,01 Coo,onm,dcv swim to wee., drys ken, Mo OOly this dusnenf is remind
and drgr•ad FeN,ne redo as n a Tgt.*o i. c(rtia e,A'aencrJ
9;g n atu ra:
Submitted into the publi
record for item(•) SP.6
on 01 17 20 Ci iy Clerk
REPRIMAND (Continuation) 1%1, 2.1 a
Employee: Andrea Valdes
P.F.N. 7330
On the following woks. Lieatcn am h'ard.% u'orhing exeeas1,
04,79'.05335f16
09706 -05111113
051131-05; 19•18
05120-05+26' 1 S
03a27-06r02118
06,03 -W309i 1
06.' 17-0603113
07;01f-07,137,'13.
07115-07'21118
97%'20-02:04'16
05.'05 -05.11'1 d
00:19 -05 25.'L 3
04,,2E -09 01 13
09.'09 -00.7 5,12
a to -tat of 51 hours of Overtime
a lanai o£59 hours of Overtime
a total o f 46 hours of Overtime
a total of 62 hours a f Overtime
a total of 43 hours of Overtime
a total of 44 hours at -Overtime
amml of 40 hours of 01 ertime
a total of 36 hours of On untrue
a Iota) 01422 hours of Overtime
a total of 65 hours of Overtime
a total of 39 hours of CAertima
a tonal cF67 boars ofOvcrtime
a total o r.51 hours of Overtime
a curet of39 hours ofCtverti not
hours Were as florin
Lieu1enarr Valdes, no the cnmroanding orneer of the poxnlolrn Heat Uoih should hale ensured his
personnel were ad/tonne to all direcrh es and policies, instead he allowed the personnel under his command
to work unresrrieted overtime which led to numerous pull ay- violations.
Thrrcthre Li cu Idnrnt VILdeg is found to be in violation ofrhe following City of Miami Departmental
Crders.
Deportment -a! Order 1, Clusoter I1, Rotes and Regulations:
11.3.E General Rules far Commandiae Officers. Serecanls. and Other Su our -risen: All personnel
"MAC aurhoriry Odd respoasibittty commensurate with their lxrnition. AIL members will be responsible and
accountable for the useafdelegated authority,
11.1.1.1 rtsslasment; A commanding officer is a superior otheer assigned or designated by the Chief of
Politic 16 exercise cumrnund and uprrvise a purticul ar organisational element {division_ section, unh, or
detail) of the Department. H ''Sic is subject to Ilse orders of the Chief of Police or a superior off -veer;
however, the Chief of P01 Ce is always in charge of and responsible for all police oat -vibes in all
ergaoiodliunal elements. I5t isioraal commanding n$reers shall ad mister and supervise the work of
members and civilian employees (0f the Department) under their command, witll Lhc aid of subordmato
off ;ere, as. the ril,NILLUAY be. Theo CIO 0 Korn Ihemselketjnfanlacd ufall eiCf11'p1i1S within their
respects re span Of con be aware of factor, impacting upon their fbnction, and make rrcommeudatians
to the Chie1oflolice When accessary to effect the general effieiency of the Deportment
Il_1SS comma odlnn Officer to See E as mole For Subordinates: To assure9uccessto the performance
n P the bash. duties o f members and civil tan employees, it is inoperative that' the comet and ins officer set
examples fur subordinates in energy, amorality, sahriely, courtesy, courage, &kilt, discipline, and
prolcssio naliam.
MPn aF-31 Re. aCAIr.r, r
REPRIMAND (Gptifii7ud iron) r.ara of
Employee, Andros Valdes
7330
f i.d3.6 The Commanding Officer Most COMMaftft1• Commanding officers must not perform the
work of su6rsnfl nate. They must see that subeediaeatcs under their authority are property instructed and
supervised.
1 L4.5.7 Re.ommil?ilitv to Knew Ruler and Regulatim 3; Pollci s end procedures delineated in thin
Order of Rules and Regulations apply to all pereormel, as designated end are issued for the purpose of
effecting departmental standardization, Supervisors are charged with the responsibility of ncquleing a
thorough knowledge of the subject miner vootained heron and with complying and enforcing strict
compliance therewith. No set of Riles and Regulations is workable or eFfoutive unl ss there is complete
accord on the part of the supervisory officers in complying with and enforcing them, Superior officers
should frequently instruct subordinates to: exercise due diligence and zeal in the enfareementnf the Rules
and Reguittions issued therewith,
11 4.6,1 fterceostble for plseipllne: A superior elF veer is responsible for the order, conduct, and
discipline oF hi s s h nrldares Discipline is the orderly, professional conduct of business, the desirable
behavior from which it resubs, and the method of coatrplling such behavior. The ability of the Polite
Depart relent to obtain desirable rn:ulrs it dependent, to a greatdegree, on the ability or superior officers to
convince their Auboeduualcs that they must obey orders. observe rules and regulations, and adhere to
departmental policies and procedures.
f 1..4.6.2 Responsible for Enforce mentor Rulec and Regulations: Superior officers shall be responsible
Ifoe the enforcement a fthe Rules and Regulations, fi compliance with department policies and procedures,
and for the maintenance of stria dissip.hne.. They shall give close attention to this duty to render It
unnecessary for a complaint to be lodged before action is taken, whenever possible. They will take suitable
action ou the discovery of any failure, curer. violation, misconduct, or neglect of duty by a subordinate:
and they shall set as promptlyas circumstances will allow.
11.6.1.2 lembers and Clvdltan Employees to Knew Rules and Remo intro as: Is shall be rho duty of all
members and civilian employees of the Police Department to thoroughly familiarize therse[vea with such
provisions of the Rules and Regulations that deal s pecificaly and generally with the duties of their rank.
grade, or position This should occur within ten days hom the date of issuance. Within thirty days of
issuing, ercry member and every civilian emplcyce shall familiarize lsimsclf or herself with all the
provisions of the Rules and Regulations. Failure on Lie pan of any member or civilian employee to
acquaint himsel1rhemclf with the provisions of she Rules and P.eeulalions_ as hereby directed, e[talt be
considered negligence of duty and subject to disciplinary action,
11.6.17 Disciplinary Action - General Offenses, A member or civilian employee of the Department
found guilty of via luting a rule, regulation. provision of a general or special order, or any of the offenses
below, or upon conviction in a court having c miava! jurisdiction, shall he subject In reprimand,
suspension, dlsm.issai, or suffer other disciplinary action as the Chief o f Police may impose.
11.6.17.2 131eobedfence of'Stondard Operating Procedure.., General Orders, Rules and Regulations, or
any other official directive.
teen nR-aPnw.e6pILaCYt
Submitted into he publi
record for item(.) SP.6
on 01 17 20 . Ci y Clerk
REPRIMAND (continuation) pi era ar d
Employee: Andres Valdes
7330
I 1 .IuI7 a0jdr0leetinr• to rrpart now member or civilian employee -of the Department known to bepullty
of a violation of any rule, regulanaq order, or any other directive issued far the guidance of the
Department, where such violation would bring discredit to the mernbnr, the civilian employee antler the
Department.
11.6.1739 Anv other act or omission cuntrary to ¢nod order and discipline which constitutes a
viola tun of any of the Rules end Reguiallons, procedures, widothee dirr,c4ves of the Department.
1.6 General Rules and Responsibilities of Employee, Rnrking Petra Duty:
1.641 Members are prnhibitcd From working more than sixteen 1167 hours durng a t241 hour period. The
(16) hour manimton will incl tide a combined total ofex ua duty and on duty working hours. The total extra
duty Lours worked during a given work week (Sunday through Seturrday) shall not exceed 136i hours, Any
exceptions must be appruscdby the Special Operations Section Commander or his d011ig,.ee.
in addition, 1 find Lieutenant Valdes in c'lodatlan of the City of 711a mi 1f3vL 5etw'lce Rules and
Regulations:
Rule 14, See 1 d,2. Grounds far Dismissal, Sesurrsivn and Demotion. The foilewing are declared are
to constitute a breach of duty and to bo Lonunds for di .missal or &Lisps]uiou Sum the classified service or
grounds for dern.otion, though charges reny be based upon causes slier than those enumerated: v!Z that
any employee who has been gutty of conduct unbecoming any employee ofths City of Miami. who:
(k) Is incompetent, negligent, or inefficient to the performance ofthe duties orate position held,
Lieutenant Valdes failed to lead by era mpie, therefore, cues of his acrfens and ♦iofatiorrs,. 7
recommend thnl Lt. Valdes receive a reprunaad nod �i8'Itours of forfeiture in time sod it becomes
a permanent port of his personnel file.
jO �4 L
Nap nest tie.. 151a11111
Submitted into
record for item(
on 01 17 20
he publi
SP.6
. Ci
Wed, Jul 31, 10:25 AM
L:mdr Fernandez
This needs to be addressed
right now. The officer is
sleeping inside Belle Meade.
Su mitte int
cord for item
n 01 17 2
the pub
(s) SP.6
ity Cler
Alleged picture
of Ofc Alleyne
sleeping and
his Record of
Formal
Counseling
City Of Miami Police Departmery
RECORD OF FORMAL COUNSELING
Employee Name: Richard Alters. iloeipieyeepix.: 0.163
-kontif21191rilt Thomia E....., Ara, uml Dar* f POESINDSSilipper Emeoldrith tiglt
PERFORMANCE OR CONDUCT CITED
n M11.1.11.. Comkoorhao Issrtordmmam
.§1....h.nr.ortmetv ... radio* to Ploliwor i .1 Metal. gekt, irminumit
R.4........ to E.omplaver,rmarno fleariee Pe M000nolhongpomolor %Wimp.* Award !law.
l matoin.or, Pri4K-waav El Vetoer( of II IN, PoLoorm ow I:W.A.:Roo Other
SUPERVISORS STATEN( ENT
Dale or free Wept: - _ July 31, 2011 [ T,n.... I 10:25ern
1....CCHIMI. of Incident: Belle Mead., NE Ps Ave end ftr Sumer
On Wedreeday- Jury 31. 2019, I (-mewed a tee message coreareig a preen Mee Commander Jose Fernandez
022414 el approximmely In 2snm The pnotograph a 121 a charted poke Made telleiler &dawn.). woad)
aNlegedty bekrgIng to Officer Rchterd titer. 00093 vrtes duty 'Mrs on this dry wee oseo-lece. The IPAI
read 'This netes lo be addressed nee noel The officer es ale. dide Bele Heade? The probe Pawnee
now whether Me officer was erserang nor Is there a OVUM Of the Oefieer in the vertels. Nem epieking
eMi Officer Samna 4 is appacire Mat the commander Wen teldreSsell die issue wet the officer and drove
orl leaving the officer (n an unsafe posi ion (neglect of duty) The capers eareiy are welkin Shoetree been
the commanders first concern Officer Mayne was oo a deemed patrol (43) lei gale hiesde et Me twee
11 8.47 Sleeping, [tiling, Loafing (Ss* tooteelog - 11 6.30.21
roreetEcrive. ACTIl/N Tti KE TAKEN
Not enough arelderee deterowne whether or mot an (Memo de ocour
POSSIBLE comergrEN CIES S000/11.4.1 IN( !DENT e t' R AGAIN
orogreteleve Meddle*
_. I ree ,nnat !,iperr lour II .qi.11E•ITIVIll I Dlloor000 !lb.:viper • nr erne..
1 I Ohne 11.1111.1114•4 siklmgolmet 0 I hffiva.Y.EPI xebecated au .da..d.m
0063
1,11
4024
,oevl,ota. to ,Oitargooeolacof000 Irmo l' siiwi.3.5,,e• lay ',el,. Int.r.jf Age, irefitrx •
141.SA11,11011 Wier 11•10.1.1 MN I ff.04,3,114
Employee:
Classrlicaticn'
NARRATIVE:
m..n.: ass dam,. p+9.si
Labor Rclarions reviewevf 5'2' 2019
City of Miami Police Department
REPRIMAND
Travis Lindso-- P4+N, 4024
Puliix Sergeant leamichenntst FOOINDSSellpper Eastxide NET
On July 31, 2019, I instructed S.rgcailt Travis Lindsey 04O24 to issue a Reco d of Formal Counseling u1
Officer Hat -hard Al0eyue 00063. tuba h.ui fern abler. edsleeprmgwhileon a directed patrol m the Belie Meade
neighborhood of t.'ppa Factaidc NET flan Aayuut 19, 2019, f was advised by I: po,er Eolooide Commander
Jose Fernermdk' .127414 du/ be w'as inn[ feel.bythe Labor Relasmro Led andpounded a ropy ofdhe Reamr9
of Futmal Counseling Sergeant Lindsey had suhenined for official review. The Rand ofFonmo1 Counseling
was writtenni crrmlescendmpg and passive ag9 esmive rimer toward Larnmanier F gn- naluine. The
narrari ve n [ the Rooted of Forms] Counseling rend as Sol l vwT:
Distribution:
Disciplinary Dotal)
Emptoyee
Ppace Personnel Fie
internal noun%
Eo,urnyoa Relations (Original
CMI Sanoce (il apWcabta}
Employee rI.I9j avail Monotone Po,
1) I AGREE _ m
211AGREE _ W
Autha`M by'
Set geant+ Supervloor:
Lieutenant.
Captain'
Caran1ander
Orator
Assialant Chet. ,k-,r
Deputy Chief of PoliceChM, of Polies-
Os5AOREE _I WITH reig FACTS AS STATED
I °GASPEE tr W1TH THE REC(%IMENZED REl W,TV
Parlor _3
r n v p.ATT.
,tr3a
' ,_
DIM NE4ROM REQUEST MOM Oft* ra 444arar a nrr.rm•rr boassovin, Roar., ants @ORM rain
Hoar DART ..rrlal Fp,.lr» Mhr Lana' F.Ara0a. (ir.r Ce vrowidr,.epirr rn week., Ow. AAA. me Ave are Arterrr M AKAMAA,r
l.e lAred Radon b de se M n,dM.. nwxw ar wr wre..wr
Emplay.. 91en119vn
r,tat: y matt: 7r+4q
1;I1Y OF MIAMI. FLOFMIDA
IHTER•OFFICE MEMORANDUM
JO rgc Collin
Chief of Police
(Through Channels)
Sergeant Traub:Lindsey -FO
Supereisor
l'.E.S. (A Shift)
Septenlbcl +1. 'u:v
Rebuttal
On July 31, 2019, Commander lose Ferrumclas 027414 contacted myself and Lt Joshua ➢e La
1,tilenr 91468 via text message instructing us to address un alleged incident invodv'ing Ofc.
Richard Alleync 000.063. On the same date, 1 followed unlen given to me and completed a
Record of Formal Counseling for OM. Al€erne us irutructod.
On Wednesday, September 25, 21319, 1 received a reprimand as a result of the Record of Formal
Counseling that 1 was instructed to write concerning the alleged incident.
The reprimand alleges that I was condescending, passive aggressive, and insubmilinate, 1 fatly
disagree and MR like these are persolral opinions commend by Cummarttlr Jose Fernandez.
Therefore, 1 am submitting a rebuttal to justify the following allegations.
1. insubordinate: 1 followed orders and wrote a Record of F anal Counseling anti forwarded it
to Labor Relations as instructed.
2. £ ondeleendlnef Passive Aggressive: After receiving the Record of Formal Counseling tour
review, at min point slid Labor Relations inform me that they felt that the Recnnl of Formal
Counseling tuns condescending and,or passive aggressive. Labor re€moons asked gwestion
concerning the Justification for the discipline. Since then, I have received no farther inquiry
regarding the Record of Formal Counseling or the language contained within. Instead. they
colaided the Commandoes which resulted In retaliation tier what he took personal.
3. Corrective AetiuR taken: the photo did not depict whether ()Met' Alleyne was in violation
of policy to alleged (photo :mashed). As a result. I could only conclude that there was not
enough evidence to determine it an offense actually occured.
4. DIsrerpect: All contents of my rwnnrhve consirtrd ol't'actl, oral opinion, The Record of Formal
Counseling merely pointed nil a policy violation (noted below) on hchulf of the commander
which he neglected to provide in his text.
acetone there wax no evidence In luhstuntiute the allegation. 1 did not want to subject myself to a
possible Internal Affairs wmpluinI by OI'c. Allcync for untruthlulneos and for disciplining him
For un allegation that 1 did not woolen,
Submitted into he public
record for item(.) SP.6
on 01 17 20 Ci y Clerk
Sgt. Lindsey
Reprimand and
Reprimand
rebuttal
Resolution to change the name of the police college
to Chief Clarence Dickson
City of Miami
Legislation
Resolution; R-19-0213
City Hall
3 na Part Ar mncm Lima
File Number: 5a95 Final Action nate: 5rnedat9
A RESOLUTION OF THE MIAMI CITY COMMISSION RENAMING THE CITY
OF MIAMI'S POLICE TRAINING FACILITY. CURRENTLY REFERRED TO AS
THE MIAMI POLICE COLLEGE, LOCATED AT 400 NORTHWEST 2ND
AVENUE, MIAMI, FLORIDA, THE "CHIEF CLARENCE DICKSON POLICE
COLLEGE"; DIRECTING THE CITY MANAGER TO TAKE ANY AND ALL
ADMINISTRATIVE ACTIONS NECESSARY TO EFFECTUATE THE
RENAMING OF SAID FACILITY.
SPONSOR(S): Commissioner Kean Hardemon, Commissioner Manolo Reyes, Mayor
Francis X. Suarez
WHEREAS. the City Of Miami ("City) desires to recognize and honor the legacy and
invaluable service of former Miami Police Department ("MPD") Chief of Police Clarence Dickson
(`Chief Dickson") as a public servant to and for the City; and
WHEREAS, Chief Dickson became the first African American In attend the City's Police
Training Academy; and
WHEREAS, Chief Dickson began his career at MPO as a police officer in 1960 and was
amongst the first African American patrolmen to integrate the MED. and
WHEREAS. Chief Dickson wan ultimately app0inted MPD'e Chief of P01ice in 1955. a
position he head with honor and distinction until his retirement in 1959, and
WHEREAS, Cater l3ckson became the City's first Afnnen Amerlean Chief of Police after
rising through the ranks, due to sheer determination, exceptional work ethic, and perseverance;
and
WHEREAS, Chief Dickson's lifetime achievements have garnered him the admiration of
the Cily's adoials. his colleagues, and the residents of the City; and
WHEREAS, Chief Dickson has established himself as one of the City's most influential
people; and
WHEREAS, Chief Dickson's contributions have been Humorous, leaving behind a
department that overcame various challenges to win the trust of the City's residents for the
overall benefit of the City; and
WHEREAS, Chief Dickson's leadership increased accountability of MPD, by not only
holding police officers accountable, but by also holding supervisors within the chain of command
responsible for trait officers' performance; and
WHEREAS, creel nlckson has been fe1Ogrexed as a leader and super in law
enforcement end democratic policing; and
c tywaeamr
Pape tong errs ro. arcs (aeaswa:lmnrn on: swran
Submitted into t
record for item(s)
on 01 17 20
WHEREAS, Chief Dickson was widely regarded as one of the most progressive and
effective police chiefs In the City; and
WHEREAS, in 2007, the City Commission adopted Resolution No. 07-01315 authorizing
the City Manager to execute an inteh0cal agreement with the Miami -Dade County School Board
pertaining to the design, construction, and funding of a co -located International Police Training
Facility known as the 'Memi Police College' and the "Law Enforcement High School" on City -
owned property created from the unification of properties located at 400 Northwest 2nd Avenue,
Miami, Florida; and
WHEREAS. the City is the owner of a structure currently known as the "Miami Police
Collage" !Cleated adjacent 10 the Miami POlide Department Central Slati0n; and
WHEREAS, officially designating said structure the "Chief Clarence Dickson Police
College" would serve as a filling recognition to the dedication and commitment t0 service
demonstrated by Chief Dickson during the span of his career and his legacy to the City;
NOW, THEREFORE, BE IT RESOLVED BY THE COMMISSION OF THE CITY OF
MIAMI, FLORIDA(
Section 1. The recitals and findings contained in the Preamble to this Resolution are
hereby adopted by reference and incorporated as If fully set forth in this Section.
Section Z The Miami City Commission hereby renames me Miami Police College
located at 400 North west2nd Avenue, Miami, Florida Ike "Chief Clarence Dickson Police
College"
Seol'nn 3. The City Manager is directed to take any and all administrative Batons
necessary to effectuate the renaming of said facility.
Section 4. This Resolution shall become effective immediately upon its adoption and
signature of the Mayor.'
APPROVED AS TO FORM AND CORRECTNESS:
II the Mayor does not sign this Resolution, al shall become effective at the end of ten CO) calendar days
from the date it was passed and adopted. If the Mayor vetoes this Resolution, ashen become effective
Immeelalely upon override cl the veto by the City Commission.
cnywaoamr
Pagela0P 00010. 0800 rnevreron:1 Prrn08 ort:602019
Clerk
u•mrtte• into
record for item
01 17 20
City of Miami
Legislation
Resolution: R-19-0213
City Hall
3500 Pan American Dave
Miami FL 33133
www.miamigov.com
File Number: 5886 Final Action Date: 5123/2019
A RESOLUTION OF THE MIAMI CITY COMMISSION RENAMING THE CITY
OF MIAMI'S POLICE TRAINING FACILITY, CURRENTLY REFERRED TO AS
THE MIAMI POLICE COLLEGE, LOCATED AT 400 NORTHWEST 2ND
AVENUE, MIAMI, FLORIDA, THE"CHIEF CLARENCE DICKSON POLICE
COLLEGE", DIRECTING THE CITY MANAGER TO TAKE ANY AND ALL
ADMINISTRATIVE ACTIONS NECESSARY TO EFFECTUATE THE
RENAMING OF SAID FACILITY
c
ty Cler
From:
Sent:
To
Cc:
Subject:
Will do.
Perez Juan
Friday, Septewber5, 201g 924 AM
Deb Sergio;Executive Officer)
Perez Juan C4 Can, Ramon; Jean Poii Stanley
Re: College dgn
Juan C. Perez
Assistant City Attorney/Poice Legal Advisor
City of Miami Office of the City
Attorney
Telephone: 305-603-6110
Facsimile 305-37Z-4 O9
Juan_PerezernianipoliEe or1
Disclaimer: This e-mail is intended only for the in dviduallsl or entity(sj named within the message- This e-mail might
contain legally privileged and confidential information. If you properly received this e-mail as a client or retained expert,
please hold it in confidence to protect the attorney -client or work product privileges. Should the intended recipient
forward or disclose this message baanother person or party, that action could constitute a waiver of the atbmey-cllent
privilege. lithe reader of this message is natthe intended recipient, er the agent responsible to deliver it to the
intended recipient, you are hereby notified that any rerient, dssemirhation, distri bution or copying of this
communication is prohibited by the sender and to do so might constitute a violation of the €lerhan rr Ceenmroi[cations
Privacy Act, 18 G.S.C. section 2510.2521. If this communication was received in error we apologize for the
Intrusion. Please n otfy us by reply e-mail and delete the original message. Nothing in this e-mail message shall, in and
of itself, create an any rrey-dient relationship with the sender. under Florida Law, e-mail addresses and the contents
of the e-mail are public records. If you do not want your email address, or the contents of the a -mail, released in
response to a public records request, do not send electronic mai tothis entity. Instead, contact this office by phone
or in writing.
0n Sep 6, 2019, at 9:22AM, Die:, Sergio lExecutife ufhcerl miamrpolicen re> wrote:
Helb1C,
I need a favor, I need for you to research if we are covered Lally in changing the sign you see in the
attached pictures_ If l remember this bolding was built with ho rrd money so l want to make sure we do
the changes correctly. Let's get together next week on this issue.
Sergio
<IMG_0753JP65
eIMC_0754JPGx
Submitted into t
record for item(s)
on 01 17 20 ME Clerk
e public
SP.6
Hello JC,
I need a favor, I need for you to research if we are covered legally in :ha ngng the sign ;:. see ' 1 tie
attached pictures. If I rernem ber this building was built with bond money so I want to make sure we io
the changes correctly. Let's get together next week on this issue.
Sergio
IMG D753JPG°
<IMG CI754-JPG>
From:
Sent:
To:
Cc:
Subject:
Will do.
Perez, Juan
Friday, September E., 2019 9:24 AM
diez, Sergio (Executive OfFicer)
Perez, Juan C•; Carr, Ramon; Jean Poix, Stanley
Re: College sign
Juan C. Perez
Assistant City Llttorneyf Police Legal Advisor
City of Miami Office of the City
Attorney
Telephone: 3O-b03-611lJ
Facsimile: 3 05-3 7 2-4609
Juan.Perez@miami-police.org
Submitted into the publi
August 6, 2018, letter to Chief Colina from MCPBA ref their meetinge ordon o item(7 .)20 SP.6
Ci y Clerk
201:-gala o>son,
PRESIDENT
532aa Pro,.
PAST-PPFS®ENT
Ella Mcrae
0az0RESDEvr
aalmoa ear
SECRETARY
Kimbedr6te
IREAs,lREA
Samaria Ardersm
teaFISLINCIAL SECRETARY
Burrows
CHAPLAIN
Raymond Coma
PARLIAh1ETIARIAN
manor Moore
Eletaa. GUARD
aro_.
Serving Since 1444
MIAriII COM MLNIIY POLICE BENEVOLENT ASSOCIAIION
P.O. EOX 015543'ML0111, FLORIDA 33101
Chief Celine,
I would like to Thant y-au For meeting with the Miami Comminity Polies Benevolent
Association's (MCPBA) Complaint Commatee on August ma. The Committee is tasked by the
membership at the direction of elm president, to research and dacha membership concerns. Our
dialogue war ,one that was needed and should be cannoned. Dialogues met m these anew m to
see, hear and mdees0uud each other's points of very on mattes that will ultimately help our
police department_ The Cite of Mann Police O ywam.m, effectively, efficiently and ethically
fulfil its overall goal SERVICE Belau' you will find a meeting recap that will be followed by
items we were unable to address due to your echedtile_ Thank Attorney IC. Perri For his
assistance. Hook and to oar manned meetings together_
Ter ow meetingwe discussed thatA Perm wouldfollow-up on die follouuhg t :
L If PSA Mewsam Pratt's042755) case similar to Realm Ana (44 301) case
neemirMarimez was a rehire fr 15. zags
• If it is poea1le for dismissed Recruit Keenan Corker to be SPIlastated and given eoa04
Nance or me mlrzym resign m good standing. ♦ t The good standing resignanon
would be a ecemokanon as a result of the Train., Umt negiectiag to Sallow as own
pralocols when dealing with this incident.
3 Berney; fired Probationary- Officer Allan Auxilla's (42821)fihern:
• Identify if mere weretwa(2j separate incidents of narcotics being meshed, which would
contradict Internal Affairs accowt of this incident uwEvhy he was Bred.
• Identify / onpeasiw in this incident would be more appaop hate than a dismissal
Other paints of mseassiaa'elated:
1. OBicerKehin Haois' reinstatement status.
2. Sgt. Jean Poic would Enllmw-ep with Ma_ ammo no the. remaining 010740diag public.
records request pertaining to:
• Number of recruit fired from Ian 2017 to present by meraezreason why. Note: this
regpesrwoald be a tool toPelp prove or disprove racial bias_
3 Lt Cnvllot notabiiitym lead me academy -cure, see TA profile
4. Replacing It. Guilin with Lt Msxlseil at the academy
5 Additional. African American Academy leaders (Instructors, Sergeants, Liente nis)
fi Training staff not following procedures
7. Affirm American males importance over the sears being s+stemainalac diminished
Mad X01
toelute:lead'artl:rlltr0l4'41d:0IMto0ort alJdghlOae•17'j. adialn Arlie Ctle,atl:,aVo=
m. African American males negative connote-nons and stereotypes (ant qualified, Etc.).
9. The current number of staff n.,nta, (34) and there are only two (2) African American ,vales in those
positions twenty-one (21) Hispanic American males
10. The concer number of captains (4), two (2) Hispanic American males and two (2) White Anathema males
11. The current number of headman00 fiery-0 (54), swan (7) African American males four {4) on patrol/three
(3) m Specialized. Units (Can Included -limited duty); twenty -ice (29) Hispanic American males nine (9) is
patrol (fapanes included -disability)/ twenty(20) in Specialized Units
12. African Americans are usually assigned to the Black areas of the City (Over -town, Model City' I.itt1e.
however, we ate equipped to wank in ALL other NET's and able to Command ALL Specialized. Utuitn.
13_ The perception of the Tack of qualificationsand advanced degrees of Moran Americana especially males_
14. The inability ro attend training courses for m.merouu reasons, to nclude: manpower shortage, the course
doesn't pertain t ctsnent assignment, etc
15. Being passed over for specialized emits for lack of experience and therefore unable to attend specialized
training in advanced areas of the police department
14_ wattqualifications are needed to be considered for a stew' member and r'1et preparations can African
Americans make to prepare themselves for consideration.
Items me mere unable to address due to your timeconstraints:
1. Over the Past 30 years we have had an African American Exeomise Assistant and we currently do not have
2_ The fart African American to attend roe FBI National Academy was AC Nary m'2001 and we behave it's
time for one to attend the next national academy.
3. Academy training officer's reame as m officer is under 10 years cm the department and this can be a factor in
same training ri ran
Chief, complaints or issues without solutions only teedto unresolved matters. We have included some solutions that
wefeel wi11 be beneficial to the police department_
Sulu doors
1. Require your Mi4.oaanagers to give you a copy of their current re000les. This will give you a guide you can
ux. m auY99 your managers mad make iafomad decisions on promotions Bad ass:garaea,a_
2. Allow all members to take advanced courses. These cones are career development opportunities and will
give you a racially diverse educated department.
3. Prepare for member training in advance, which will allow members to attend without CliCUSCS, such as
manpower shortages.
4. Allow Lieutenants to apply for Specialized Units and modify the process back to an updated f of the A-D
Bands
5. Allow then t FBIMA candidate to be African American_
h. Promote an African American to EA and give rhea tangible assignments.
Mu;.l, w;t)cf;0IlO,iftgi1).sl5wuul5±0:s:2lb .IP 7,3wvaa1...e,Ia1110'O=
7. Identify grew spathe 4urti&atima for Staff Poseirm1 which maid. Ore Fa a pool of gnadRed candidates
to wi et fram
S. Allow Affirm Americans 11 carnal del mew tanjostile rypicalafo.s.
9_ I..AthatMajorRamog and his Aaff relowtheTui*Arakrzynidelies.
Ed. :Wow MCPBA to bo a part of me Ramie croon by: game Moen Anxacam daroogh die proem.
Laing Me audit m male a Imtp,eatatira iranainint clam amlIn he a pan lithe5BT's.
II. Create a dement system m le police ara1aus WI dins cures 10 cam the abilile to pares a&
&matt (Tana denies ID work off dements. etc.).
Nei. the MCPBA a®i I wit to mall slide k• side whim Sam lu fm-me That our deputised is one that is
goahL d. taS1ed11d d+tlu'a6d so the goal of SERVICE.
Svmetelp.
RannnCmr
MCPBA Vice Prendemt
30-144 (125
meI00or 7ells0h.06
.Q' -. '.
record for item(s) SP.6
on 01/17/20
City Clerk
Submitted into
record for item(
on 01 17 20