Document of Interest Provided By Councilmember Hamann on Civilian Review Boards

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public’s concerns. The inspectors agreed with my recommendation that the officers, when they fail to find the drug dealer, apologize to the tenants and explain that they had to take severe measures in order to protect themselves from drug dealers who are usually armed and often violent. Mediation After a citizen has filed a complaint against an officer, if both parties accept an offer to mediate, Patricia Hughes sends the case to the Minneapolis Mediation Program, a private, nonprofit organization with which CRA has a $1,500 annual contract to provide unlimited mediation services, typically 40 to 50 sessions a year. Under the terms of the contract, the program must arrange the mediation within 14 days unless there are extenuating circumstances. Mediation program staff telephone the parties to reconfirm they are willing to participate, explain the process, and set a time and neu- tral place (e.g., a library or neighborhood center) at the parties’ convenience. The program informs Hughes whether or not mediation is successful. If mediation is successful, Hughes dismisses the complaint; if it is not, she sends the case back to her staff for investigation. (See chapter 3, “Other Oversight Responsibilities,” for additional information about the mediation process in Minneapolis.) Early warning system The IA unit generates a quarterly report that lists the 10 officers with the most complaints during the quarter and for the previous 12 months. The report distinguishes complaints filed with IA and those filed with CRA. CRA generates the totals for the complaints it receives. Staffing and budget By a majority vote, the city council appoints four board members through a public application process. The mayor nominates three board members as well as a chair- person from among the seven members. While the city council must approve the mayor’s nominees, it has never rejected one. All appointments are for 4 years, subject to reappointment. The CRA board hires, supervises, and fires (if necessary) the executive director. The CRA chairperson supervises and evaluates her. He asks other board members to fill out A SAMPLE HEARING The chairperson called the hearing to order at 4:05 p.m. Patricia Hughes, the CRA executive director, acting as the prosecutor, began by giving an opening statement in which she described how an off-duty white officer, sta- tioned at an upscale hotel, was alleged to have made a racial slur against a black man, not a hotel resident, for being messy while using the hotel restroom.The officer and the man got into a heated discussion, after which the officer “trespassed” the man—giving him notice that he would be subject to arrest if he returned to the property. The citizen filed a complaint for harassment and inappropriate behavior.The union attorney said there had been numerous cases of vandalism and drug use in the hotel restroom. As a result, the officer was just doing his job to protect the premises in questioning the man about his behavior.The complainant was sworn in and answered questions from the prosecutor, union lawyer, and panel members. He then left. The prosecutor introduced a friend of the complainant’s who had entered the hotel with him but had not used the restroom. However, the friend had heard the conversation that transpired in the hotel lobby and confirmed the complainant’s story. Although this was hearsay evidence, the panel accepted it because the witness was so close to the event in time and place.The officer was then sworn in and given a Garrity warning.The officer denied having made any racial slurs. The hearing concluded with the prosecutor and union lawyer offering concluding statements, and the prosecutor presenting a final rebuttal to the lawyer’s statement.The panel deliberated for about a half hour and found 2 to 1 for the complainant. C ITIZEN R EVIEW OF P OLICE: APPROACHES AND I MPLEMENTATION 35