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Library Staff Memorabilia Wall Plaque:

http://realuphuman.net/Item-Proofs/HISTORY-Driskill/Norman%20F%20Feldheym%20Library.jpg

How does this relate to computer literacy in this city?

Me:😡🤮🥶🤬🙅‍♂️
You:🤑👻👮🤐🤥

There is no violations of TERMS. There is GENERAL FEEDBACK opinions
on this site now. Facebook is not going to allow this:

http://auditor.ca.gov/reports/2021-105/index.html

Peace Officers—Hate Group Affiliations
Law Enforcement Departments Have Not Adequately Guarded Against Biased Conduct

April 26, 2022
2021-105

The Governor of California
President pro Tempore of the Senate
Speaker of the Assembly
State Capitol
Sacramento, California 95814

Dear Governor and Legislative Leaders:

Our audit of five law enforcement departments throughout the State uncovered the actions of some officers at each department who engaged in biased conduct, either during their on-duty interactions with individuals or online through their social media posts. Although we did not find officers who were members of hate groups, some officers made statements indicating that they support problematic groups. We have included in this report some disturbing content (with some redactions) because we believe that it is important to accurately reflect the nature of the conduct that we observed.

We depend on law enforcement departments and the peace officers they employ to ensure that they exercise their unique authority without regard for individuals' identity characteristics, such as race, national origin, or mental or physical disability. What we found is that these five departments have not adequately guarded against biased conduct among their officers:

They have not used sufficient strategies to achieve representative diversity in hiring.
They have not implemented robust community engagement strategies or employee training practices.
They have not established sufficient, proactive processes to identify possibly biased behavior.
They have not consistently conducted adequate investigations of alleged biased behavior.

Departments' internal investigations often considered only the most blatant forms of bias. In one such case, a member of the public filed a complaint about an officer's social media posts. Although the officer's posts endorsed potentially harmful stereotypes about Black parents and Syrian refugees, the department's investigation concluded that it was "unable to find any racially derogatory remarks" and that the allegation of prejudice was "clearly false."

This report makes specific recommendations about steps each department can take to better ensure that Californians receive fair and impartial policing services. We also make several recommendations to the Legislature to better align expectations in state law with best practices for addressing bias in policing, such as by adopting a uniform definition of biased conduct, requiring more frequent and thorough training, and increasing independent oversight.

Respectfully submitted,

MICHAEL S. TILDEN, CPA
Acting California State Auditor

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How this may sound to readers:
☝️assertive
🤝confident
👔formal

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Audit Highlights . . .

We conducted an audit of five law enforcement departments throughout the State—the Los Angeles Sheriff; the police departments of San Bernardino, San José, and Stockton; and CDCR—to assess their efforts to guard against officers' biased conduct, and we found the following:

» Some officers at each department had engaged in biased conduct.
Some misconduct occurred during on‑duty interactions, and we identified 17 officers who promoted biased content on social media.
We did not definitively identify any officers as members of hate groups.
» None of the departments had fully implemented best practices to mitigate the effects of officer bias.
Each of the departments had struggled to ensure that its officers fully reflect the diversity of the community.
Each department's training about bias could be more frequent and include additional content.
The local departments could do more to build and strengthen relationships with their communities.
None had established adequate systems for proactively identifying and correcting problematic officer performance trends.
» The local departments did not consistently or adequately investigate their officers' possibly biased conduct.
Many investigations were narrowly focused on blatant signs of bias, relied heavily on officers' denials, or did not account for how officers' conduct reasonably appeared.
Each department needs a better framework for consistently identifying, investigating, and tracking incidents of bias.
» State-level intervention would help ensure broader use of practices that address bias.
Local departments have not proactively adopted best practices to address the threat that bias poses to fair and impartial law enforcement.
External reviews and oversight would be effective measures for increasing departments' adoption of best practices.

How this may sound to readers:
🙂joyful
✌️optimistic
👔formal