Office of the Executive DirectorThe Board’s full-time staff is managed by an Executive Director who answers directly to the Board, and is responsible for the coordination of the Commission’s agenda and managing the functions of the Executive Office. The Executive Director is the Board’s liaison to the Office of the Chief of Police and Police Department. The Executive Director also represents the Commission at various meetings and events. The Executive Director is Richard M. Tefank.
When a permitted business or individual is accused of violating Commission rules or legal statutes and the investigation sustains the complaint, the Advocates Unit of the Executive Office prepares the case and holds an administrative hearing before an independent Hearing Examiner. The case is handled in a manner similar to a criminal proceeding, with testimony and cross examination of witnesses, with the Advocates staff acting as prosecutors for the Department. The decisions of the Hearing Examiners are reviewed by the Police Permit Review Panel, which is also composed of five citizens appointed by the Mayor. The Panel members rule on disciplinary permit matters and alarm permit revocations, and approve the routine issuance of new police permits.
The Community Policing Liaison was established at the behest of the Los Angeles City Council in 1996. This position is responsible for the oversight and coordination of all community policing-related activities, thus affirming that the City Council and the Board of Police Commissioners’ interests, goals, ideas and input on community policing are communicated regularly to Department staff, elected officials, community groups and other related entities. The Liaison ensures that the community policing philosophy is consistent with the implementation of the Christopher Commission recommendations and Strategic Plan.
The Board is responsible for a number of labor and employment law matters, including grievances, discrimination, and sexual harassment complaint investigations. These matters often present policy implications that may result in modifications to employment policies, procedures, or practices. The Board monitors the Department’s progress in achieving hiring and promotional goals in compliance with consent decrees, or voluntary employment goals. Additionally, the Board oversees the advancement of civilianization efforts to ensure the optimum utilization of sworn personnel.
The Discrimination Unit, or Office of Discrimination and Complaints, is responsible for the investigation of all discrimination and harassment complaints in accordance with City and Department policies, and the tenants of employment discrimination law. The Unit heightens awareness and reduces the incidence of harassment and discrimination in the Department; monitors the number, progress and resolution of complaints, keeps the Board informed of situations and cases that may have policy implications. In all cases, complainants will receive responsive, supportive treatment, and be informed of the status of their case to the extent allowed by due process considerations.