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All the people currently in the unit have either an outstanding evaluation or above satisfactory evaluation. So we know performance
can’t be one of the benchmarks. Can you be more outstanding then the next outstanding person? Productivity is a hard benchmark to use because of the type of investigations. Do you get more credit for seizing cocaine then marijuana or
money? Is 20 investigations involving small amounts of drugs better than a few involving large amounts? Are long term investigations better then short ones? If you compare the officer’s stats you will see that a lot of the officers transferred did not have the lowest stats. You’ll find the same the same results if you check the squad stats and platoon stats. Sergeants and Lieutenants that were transferred did not have the lowest stats. It is a hard comparison to make fairly because not all the squads or platoons have the same number of people or conduct the same types of investigations. Who was it that decided who got transferred? What criteria did they use? Since seniority wasn’t used, did they have set criteria or did they just use the friends and family plan?
All the female supervisors were transferred, including the only black female supervisor. All the remaining Lieutenants are Hispanic, seven out of nine Sergeants remaining are Hispanic and forty out of 50 officers are Hispanic.
There are more experienced people leaving the unit then there is remaining.
Five experienced officers were transferred but they kept three Hispanic female officers and two Hispanic male officers from TNT who don’t have any experience in drug investigations.
There is a lieutenant who has been working narcotics twenty years and he got transferred.
There are at least 2 sergeants who have been in narcotics longer then some sergeants have been sergeants.
There are officers who weren’t transferred to the unit after the reorganization was announced and they weren’t transferred out.
There are officers in the unit who have been there longer then some of the officers have been officers and they transferred the experienced ones.
Why would you transfer your senior officers and keep inexperienced officers, especially when you are cutting the unit? Does that seem like a well reasoned decision?
Almost all of the people remaining in the unit are Hispanic. The unit is now around 76% Hispanic, 6% female, all of them Hispanic, 8% black and 16% white. The unit only has two or the black officers and three Hispanic female officers who have no experience doing investigations and no white, black or female supervisors. The supervisors who are remaining are not even the most experienced.
You have squads where most of the officers were transferred but not the sergeant and squads were most of the officers were kept but the sergeant was transferred.
Why are they removing the first black female TNT supervisor?
Why are they the removing the first black female major investigations detective?
Why are they removing a lieutenant with at least twenty years experience?
Why are 3 three out of 4 lieutenants being transferred NOT Hispanic?
Why are they keeping officers and supervisors who have been suspended or disciplined but removing those who have never been in trouble? If you check I am sure most of the people NOT being transferred either play baseball, smoke cigars on weekend or are good friends with the command staff.
Can they explain the criteria used to determine transfers and can they provide the paperwork to prove it?
You can also look at it this way. 3 out of 4 lieutenants transferred weren’t Hispanic. Out of the 9 sergeants transferred, 5 were from TNT, which was completely disbanded and didn’t have experience in drug investigations. 3 out of 4 of the other sergeants were not Hispanic. 1 is a black female and 1 is a white female. Out of 14 officers transferred, 7 were not Hispanic. 4 of those were female.
Why do you keep the sergeants with supposedly low producing squads and transfer sergeants with high producing squads? Some squads did not lose any officers. Do we believe that every officer on those squads were the highest producing in the unit? The junior officer remaining in the unit, who is female, has about 5 years with the department and no experience in drug investigations. The senior officer being transferred, who is also female has over 25 years with the department and is very experienced in drug investigations. Could it be the Captain who use to be the TNT commander and wanted to keep certain inexperienced officers in the unit?
If they knew they were going to be doing a mass transfer, why were they bringing new people to the unit and why were they not on the transfer list.
The way this mass transfer was handled was not fair, is obviously favoritism or the new version of friends and family, and will put the people who live in this county in danger and should be stopped. Ask for the seniority list for the department and the unit and then compare it to the transfer list. You will be shocked, mad and angry at what they did. Almost all of the people transferred are very experienced and the ones with no or little experience remain. Why is that? Your constituents, tourists and residents of Miami Dade County have been put in danger.
The way this reorganization was handled is so obviously flawed it wouldn’t take an EEOC investigation long to figure out all the violations. Your constituents need to believe their elected and appointed officials are making decisions based on the what is best for the county, not based on who their friends are, who they play baseball with or how pretty they are.
Let’s see how the commission responds next week.
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Email to Miami-Dade Commission questions police transfers added by Ladra on
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