When the troubled Commerce City Police Department welcomed its new chief almost seven months ago — the fifth in six years — hope for a turnaround was fragile.
Today, as the chief defines the changes he wants, employees and others throughout the city await a management restructuring aimed at setting the department on a new, less tumultuous path.
“The first thing since I got here is I’ve attempted to rebuild trust in the organization,” . “Our work plan is still a work in progress. But everyone I’ve come in contact with is engaged.”
After spending time gathering input from every officer and staff member, Smith has a plan that includes:
• Redefining the department’s core values and mission statement to focus on trust, respect, excellence, leadership and restraint.
• Submitting a federal grant application for funding to engage in more outreach to Hispanic citizens.
• Re-creating a professional standards unit dedicated to studying the best practices and policing trends.
As part of Smith’s management reorganization, there will be two divisions instead of the current four, each led by a deputy chief.
The new structure will also have six commanders and eliminate the rank of lieutenant.
Smith is accepting both inside and outside applicants for commander and deputy chief positions.
“Depending on who he accepts, ultimately that’s going to be one of the most crucial decisions he can make,” said Officer Ken Harris, the department’s union president.
The that outlined years of allegations against the police chief at the time, and against commanders and lieutenants — many of whom are — making claims of preferential treatment, harassment and botched investigations.
By the end of 2012, internal affairs had launched more than 20 investigations involving more than 30 officers.
For now, representatives of the union say they don’t have any reason to complain about Smith. Some officers wonder if it’s a honeymoon phase.
“He hasn’t made any drastic changes yet,” Harris said. “So far, he’s been very methodical in trying to speak to everybody.”
Lt. Dennis Moon has been a lieutenant in the department for 10 years and is focused on preparing for a new assignment — not worrying about potentially looking for a new job.
“I see it as an opportunity to continue to advance our careers and make this a better organization,” he said.
In another change orchestrated by Smith, the promotion process to become a sergeant will require more input from management.
Every manager in each officer’s chain of command would have to accept the request for a promotion and forward it before the officer is allowed to test for the higher rank.
Harris worries that some of the managers who were accused of wrongdoing in the union’s report and who remain in the department will never accept promotions for the officers who they believe may have accused them of wrongdoing.
Smith said the process was created “based upon feedback from line-level employees who will ultimately be the candidates competing in the future selection process.”
While some officers worry that the reorganization will mean more command staff managing the same number of patrol officers, Smith said passing on some of his current duties will help managers become more responsible and gain higher-level decision-making experience.
“These are people who want to be involved. They are willing to make sacrifices about their personal environment in order to serve others,” Smith said. “So the extent that they can be involved, it’s a really positive thing.”
Yesenia Robles: 303-954-1372, yrobles@denverpost.com or twitter.com/yeseniarobles
