Community Inquiries on LAPD Training and Practice

During these very difficult times, the Los Angeles Police Department has received many community inquiries regarding Departmental training and practices regarding abuse of power, officer accountability and attention to racial disparity.  The Department values the inquiries from the community and has prepared the following responses which encompasses many of the frequently asked questions (FAQ).

1-    Your Department’s Commitment to De-Escalation

The Los Angeles Police Department is guided by the principle of Reverence for Human Life in all investigative, enforcement and other contacts between officers and members of the public.  When officers are called upon to detain or arrest a suspect who is uncooperative, resisting, may attempt to flee, poses a danger to others, or poses a danger to him/her self, they are to consider tactics and techniques to persuade a suspect to voluntarily comply or may mitigate the need to use a higher level of force to resolve the situation safely (Use of Force-Tactics Directive 16, Tactical De-Escalation Techniques, October, 2016).

Tactical de-escalation training involves the use of multiple techniques to reduce the intensity of an encounter with an individual or group.  The LAPD has integrated de-escalation concepts into all training related to critical decision-making and potential uses of force.  This training starts in the academy and is woven into annual training for all officers.  The directive on De-escalation is incorporated into scenario debriefs, Mental Health Intervention Training (MHIT), and all Department promotional exams and schools.

Your Department has made a commitment of ensuring all officers are given more extensive training on how to manage individuals in a mental health crisis by mandating a 40-hour course during their first year in the field.  This has been critical for your Department since the City has been tracking a dramatic increase in crisis calls.  According to our Mental Evaluation Unit, there has been a 26% annual increase in confirmed crisis calls, with 80% of these calls being handled by an MHIT-trained officer.  All calls related to a mental health crisis require officers to call in and triage with Department experts who work in tandem with the Los Angeles County Department of Mental Health.

Your Department starts this training in the academy through the introduction of the Mission Statement and Core Values of the Department.  Additionally, every academy class has eight hours of State required training on Principled Policing that incorporates a review of the historical impact of policing, implicit bias awareness, and procedural justice.  These topics are incorporated into ongoing officer training and promotional schools and are completed in collaboration with academic and community members.  While your Department has been training with the Museum of Tolerance since 2004, in 2014 several trainers were trained by outside experts in Fair and Impartial Policing before implementing the concepts into various Department courses.  In 2017, all sworn members of your Department were trained by an outside expert on Implicit Bias and Community Policing.  In support of ongoing training development, a Training Bulletin on Procedural Justice was completed in April, 2020 and will be used as a source document for these courses and for promotional examinations.

105. MISSION.  It is the mission of the Los Angeles Police Department to safeguard the lives and property of the people we serve, to reduce the incidence and fear of crime, and to enhance public safety while working with the diverse communities to improve their quality of life. Our mandate is to do so with honor and integrity, while at all times conducting ourselves with the highest ethical standards to maintain public confidence.

110.10 SERVICE TO OUR COMMUNITIES.  We are dedicated to enhancing public safety and reducing the fear and the incidence of crime. People in our communities are our most important customers. Our motto, “To Protect and to Serve,” is not just a slogan – it is our way of life. We will work in partnership with the people in our communities and do our best, within the law, to solve community problems that affect public safety. We value the great diversity of people in both our residential and business communities and serve all with equal dedication.

110.20 REVERENCE FOR THE LAW.  We have been given the honor and privilege of enforcing the law. We must always exercise integrity in the use of the power and authority that have been given to us by the people. Our personal and professional behavior should be a model for all to follow. We will obey and support the letter and the spirit of the law.

110.30 COMMITMENT TO LEADERSHIP.  We believe the Los Angeles Police Department should be a leader in Law Enforcement. We also believe that each individual needs to be a leader in his or her area of responsibility. Making sure that our values become part of our day-to-day work life is our mandate. We must each work to ensure that our co-workers, our professional colleagues and our communities have the highest respect for the Los Angeles Police Department.

110.40 INTEGRITY IN ALL WE SAY AND DO.  Integrity is our standard. We are proud of our profession and will conduct ourselves in a manner that merits the respect of all people. We will demonstrate honest, ethical behavior in all our interactions. Our actions will match our words. We must have the courage to stand up for our beliefs and do what is right. Throughout the ranks, the Los Angeles Police Department has a long history of integrity and freedom from corruption. Upholding this proud tradition is a challenge we must all continue to meet.

110.50 RESPECT FOR PEOPLE.  Working with the Los Angeles Police Department should be challenging and rewarding. Our people are our most important resource. We can best serve the many and varied needs of our communities by empowering our employees to fulfill their responsibilities with knowledge, authority and appropriate discretion. We encourage our people to submit ideas, we listen to their suggestions, and we help them develop to their maximum potential. We believe in treating all people with respect and dignity. We show concern and empathy for the victims of crime and treat violators of the law with fairness and dignity. By demonstrating respect for others, we will earn respect for the Los Angeles Police Department.

110.60 QUALITY THROUGH CONTINUOUS IMPROVEMENT.  We will strive to achieve the highest level of quality in all aspects of our work. We can never be satisfied with the “status quo.” We must aim for continuous improvement in serving the people in our communities. We value innovation and support creativity. We realize that constant change is a way of life in a dynamic city like Los Angeles, and we dedicate ourselves to proactively seeking new and better ways to serve.

Your Department has zero tolerance for such conduct and allegations against Department employees.  Each allegation is investigated by Professional Standards Bureau and all such investigations are reviewed by the Office of the Inspector General.  Department Manual, Volume I, Section 345, clearly states that your Department’s policy prohibits biased policing and other discriminatory behavior.  It also includes a requirement that, if observed, other Department employees immediately report such behavior as potential misconduct.

345. POLICY PROHIBITING BIASED POLICING.  Discriminatory conduct on the basis of an individual’s actual or perceived race, religion, color, ethnicity, national origin, age, gender, gender identity, gender expression, sexual orientation, disability, immigration or employment status, English language fluency or homeless circumstance, is prohibited while performing any law enforcement activity.  All law enforcement contacts and activities, including, but not limited to, calls for service, investigations, police-initiated stops or detentions, and activities following stops or detentions, shall be unbiased and based on legitimate, articulable facts, consistent with the standards of reasonable suspicion or probable cause as required by federal and state law.  Officers shall not initiate police action where the objective is to discover the civil immigration status of any person and shall strictly adhere to the Department’s immigration enforcement guidelines as outlined in Department Manual Sections 4/264.50 and 4/264.55.

Department personnel may not use race, religion, color, ethnicity, national origin, age, gender, gender identity, gender expression, sexual orientation, or disability (to any extent or degree), immigration or employment status, English language fluency or homeless circumstance as a basis for conducting any law enforcement activity, including stops and detentions, except when engaging in the investigation of appropriate suspect-specific activity to identify a particular person or group. Department personnel seeking one or more specific persons who have been identified or described in part by their race, religion, color, ethnicity,  national origin, age, gender, gender identity, gender expression, sexual orientation, disability (to any extent or degree), immigration or employment status, English language fluency or homeless circumstance: may rely, in part, on the specified identifier or description only in combination with other appropriate identifying factors; and may not grant the specified identifier or description undue weight.

A failure to comply with this policy is counterproductive to professional law enforcement and is considered to be an act of serious misconduct. Any employee who becomes aware of biased policing or any other violation of this policy shall report it in accordance with established Department procedures.