01/16/2025
Issue 483
As the Chief of Police, I know and understand the purpose of an internal affairs investigation is to ensure the integrity of the department is maintained through a system of internal discipline where objectivity, fairness and justice are assured by intensive, impartial investigations and review. Every police department large or small must deal with a complaint concerning an officers or civilian employees conduct or behavior. A Chief must have a good handle on the purpose of investigating internal and external complaints and take them seriously if they are interested in earning the respect of their political body, the citizenry they serve, and the officers and civilians who work for them.

A properly conducted Internal Affairs investigation allows the department to determine real or potential causes of problems relating to human relations and remedy any identified deficiencies, ensure proper corrective action is taken when appropriate, and to protect personnel from unwarranted criticism when they perform their respective duties in an approved manner and within established departmental policies and procedures. The procedures are intended to exonerate those that are innocent of misconduct, establish the fault of wrongdoers and to facilitate prompt and just disciplinary action and uncover defective procedures.

As Chief of Police, I expect that supervisors assigned to investigate alleged misconduct will always conduct themselves in an impartial and professional manner, affording all personnel the rights guaranteed to them. I will do all I can to ensure this is always the case. I expect each employee to be professional and direct in their response to questions and to contribute to our best efforts to clearly establish the facts involved in each investigation. All supervisors will be held to the highest standard of confidentiality and integrity as will the employees subject to an administrative investigation. The department will do it’s best to gather all facts available to make sound decisions regarding any potential discipline or training. Public trust and confidence are mandatory for a department to be successful and ensuring internal investigations are done in a thorough, objective, and professional manner are essential to maintaining the communities trust and confidence in us.

The police department is mandated to investigate complaints against personnel. Complaints originate from members of the public which is considered an externally generated complaint. Complaints also generate from within the organization which can prompt an internal affairs investigation such as a use of force, policy violations, at fault traffic collisions etc.

Each complaint is classified in one of the following categories regardless of being generated from an internal or external complainant:

Informal: After speaking with a department supervisor, the complaining party is satisfied that appropriate action has been taken without requesting a formal investigation.

Formal: The complaining party requests further investigation, or a department supervisor determines that further investigation is warranted. Such complaints may be investigated by a department supervisor of rank greater than the accused employee or by the Internal Affairs Bureau, depending on the seriousness and complexity of the investigation.

Incomplete: The complaining party either refuses to cooperate or becomes unavailable, despite diligent attempts to contact him or her. Complaints that cannot be investigated properly without contacting the complaining party need not be documented as formal complaints, but they may be further investigated, depending on the seriousness of the allegations and the availability of sufficient information.

Inquiry: The complaining party is merely requesting clarification of a policy or procedure; such inquiries need not be documented as formal complaints.

INVESTIGATION OF FORMAL COMPLAINTS
The complaint is sent to the Internal Affairs Bureau, where it is reviewed and assigned to the appropriate Commander or to Internal Affairs personnel for administrative investigation. If the employee is accused of criminal conduct, another law enforcement agency is requested to investigate the criminal allegations separately from any administrative investigation being conducted by the department. When the administrative investigation is completed, the Commander makes a finding and recommendation that the incident was within policy or out of policy. In the event an act is deemed not within policy, the Commander recommends an appropriate level of discipline. The investigation and the Commander’s findings are forwarded to the Chief for review and completion of the investigation which may include rendering of appropriate discipline.

FINDINGS
All complaints receive one of the following dispositions:
Unfounded
The alleged act did not occur or did not involve Department personnel.
Exonerated
The alleged act occurred but was justified, lawful, and/or proper.
Not Sustained
The investigation disclosed insufficient evidence to sustain the allegation or fully exonerate the employee.
Sustained
The alleged act occurred and constituted misconduct.
George Crum
Chief of Police
(760) 770-0300
GCrum@cathedralcity.gov

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Art Walk

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Employment

AMBULANCE OPERATOR - EMT (24 hour shifts)
CITIZENS ON PATROL (COP)
LAND DEVELOPMENT ENGINEER
POLICE CADET
POLICE OFFICER - LATERAL/ACADEMY GRADUATE
POLICE OFFICER RECRUIT
PUBLIC SAFETY DISPATCHER - PART-TIME
PUBLIC SAFETY DISPATCHER II
RESERVE POLICE OFFICER
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