Anaheim Police Get High Marks in Audit of Internal Affairs Unit

The Anaheim Police Department has one of the best internal affairs investigation units in the state but needs more staffing, training and quality controls, according to an audit released Tuesday.

Palo Alto attorney Robert Aaronson, who has studied numerous city internal affairs units and was a finalist for the Los Angeles Police Commission inspector general position, reached those conclusions after reviewing 29 investigation files and meeting with nearly two dozen city and police employees.

Throughout Aaronson’s 24-page report and in an interview, he praised the department’s internal affairs unit, calling the investigators “high quality.”

“I came away very impressed with a substantial majority of the IA investigations,” he wrote. “Few agencies around the state are reaching this high a level of proficiency across the board.”

He also described the department as having a “small agency feel,” which can be positive--but added that it could lead to problems without more oversight.

The internal affairs unit handles all police investigations of the department itself, including allegations of officer misconduct.

Police Chief Roger Baker created the Professional Standards Bureau last year to improve the department’s internal review procedures. The bureau has already looked at several areas of the department but recommended an outside audit for the probe into internal affairs. The city manager selected Aaronson in April, and his $25,000 contract was later approved by council members.

The internal affairs unit comprises two full-time sergeants, who often farm work out to other police bureaus. Aaronson recommended that the department add clerical staff, a lieutenant to oversee the unit, more sergeants and more investigators.

Baker said he “absolutely agrees” with Aaronson’s findings and plans to implement several of the recommendations.

“He was incredibly insightful and we needed this,” Baker said.

Acting City Manager Dave Morgan said he too was happy to hear the positive assessment and also learn the areas for improvement. As part of the city’s contract with Aaronson, he will help the department make the changes and return periodically for follow-up.

One of the areas the department will focus on is officer discipline--finding what Baker calls “happy levels” that will be perceived as fair punishment for offenses.

Aaronson said there is some friction within the department over disciplinary issues, and that punishments may be considered harsh. For example, if an officer misuses access to the state’s computerized criminal system, he can lose roughly two weeks’ pay.

“I’ve been accused of being a hard-liner and I am,” Baker said. “But we are working to find the right levels and we’ll get there.”

In recent months, the department has undergone scrutiny in several other areas, with audits of its property and evidence procedures, forfeiture funds and informant funds.