at my department. I worked hard to create a sergeant training program that ensured future supervisors received 
the knowledge and power of how-to mentor and train their employees. Three years later I tested and promoted to 
lieutenant. I took advantage of my new position in adminstration to mentor many young officers and help them to 
succeed in their careers. 
Discipline 
Police departments are paramilitary organizations or a semi-militarized force whose organizational 
structure, tactics, training, subculture, and (often) function are similar to those of a professional military, but 
which is formally not part of a government’s armed forces. Therefore, the handling of discipline is serious 
business. If an officer is accused of a minor infraction, such as the use of profanity, the officer’s immediate 
supervisor will generally handle the policy infraction and note what occurred in the officer’s file and counsel 
the officer of the following: 1- Inform the police officer why the conduct was wrong 2- Inform the police 
officer how to stop engaging in the conduct 3- Inform the police officer when the conduct must stop 4- 
Inform the police officer the time elapsed after the conduct and a scheduled meeting to review and ensure 
the conduct is still not occurring. Depending on the conduct, the supervisor may require the officer to attend 
training to assist the officer. 
Another answer was to create external civilian review boards to hold police accountable for their actions 
by reviewing all use of force incidents. With the onset of the 21st century and new technology, came new 
tools in policing. One such tool was a new program called IA Pro. This program followed individual officers 
throughout their entire career. A scheming grass or meat eater officer could bid on a new shift each year, 
gaining a new supervisor who would be oblivious to past infractions. IA Pro ensured any, and all infractions 
by an officer were recorded and followed through upon by the applicable supervisor. If an officer used 
profanity, the program would require the officer to attend training. If the officer used profanity a second time 
within the prescribed time limits, the officer would be placed on an timed employee development program 
and could face discipline up to termination. IA Pro was not a panacea, but it would significantly lower the 
number of officers allowed to continue to operate as grass or meat eaters. 
If an officer is accused of a more serious infraction, such as excessive use of force or lying, the officer 
will immediately be placed on administrative leave and The Internal Affairs Division of the department will 
investigate the incident. The Internal Affairs Division will offer a finding of 1- Sustained Complaint 2- Not-
Sustained Complaint 3- Exonerated Complaint 4- Unfounded Complaint. Once one of the above complaint 
dispositions is assigned, it is then forwarded to the Command Staff (Chief or Sheriff and Assistant Chief/
Sheriff, Deputy Chief/Sheriff, and Captains) for review and discipline. Discipline can include time-off up to 
termination. 
When an Officer Does Something Illegal Example 
I was a lieutenant over two sergeants and dozens of officers when I received the dreaded phone call. One of my 
officers was being placed on administrative leave by Internal Affairs due to a horrendous allegation. The officer had 
been pulling over female drivers for ‘so-called’ traffic violations and offering them an ‘out’ if they performed some 
sort of sexual activity. My heart sank, how could this have happened and on my watch? After weeks of investigation, 
ALISON S. BURKE, DAVID CARTER, BRIAN FEDOREK, TIFFANY MOREY, LORE RUTZ-BURRI, AND SHANELL
SANCHEZ
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