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Case Study Analysis: National City a.k.a. “Nasty City”

By Gabriel Gonzales

University of San Diego

LEPS-540-02-FA19 - Organizational Leadership

September 23, 2019

The City of National City is a 9 square mile city, with a population of about 61,000

residents, and a police department comprised of approximately 90 officers. Since its

establishment in 1887, the city and the department have endured vast fluctuations of police

culture as seen throughout the nation. This case study will focus on a recent period from the

1980s to the present day, and the effects it has on law enforcement leaders and vice versa. The

purpose of this case study is to identify and analyze the leadership roles within the department,

how they've adapted to different generations of police officers, and the ever-changing culture of

the community. Since the 1980's the department has had some notable Chiefs of Police who

successfully led the department towards positive reformation.

In the 1980s, National City was nicknamed "Nasty City" by the public, which is still used

to this day. National City would become one of the perennial leaders in violent crime within San

Diego County and became known as a brutal police department. The opening line to a newspaper

article written in July of 1985 goes, "Don't go to National City because those guys won't give

you an inch." At the time, then Chief Terry Hart replies, "I don't mind. It gives us more control.

That's a positive reputation." (Holzman 1985)

By 1987, the Committee on Chicano Rights, with the support of several other civil rights

organizations, printed an article calling for Chief Harts firing. There had been 25 civil suits filed

against the department between 1982 and 1987 with the majority alleging police brutality and

seeking damages. (Reza 1987) The FBI launched its third civil rights probe into the department

in 1987. During this time, Chief Hart was looking for funding from taxpayers for a new police

station. The article cites Chief Hart making threats to "resign and take 30 to 40 officers with him

if he did get a new police station." (Munoz 1987) In 1987, the proposition was rejected a second

time to finance the construction of new police headquarters. With two-thirds vote needed, the
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bond did not even receive half the votes. In 2018, Mayor Ron Morrison described the department

30 years prior by saying, "Thirty years ago… the city's police chief intentionally picked up

officers who had been dismissed by other agencies for being too aggressive. We had a reputation

for being a cowboy police department, but that has not been true for 25 years. The police

department today is nowhere near that nature." (Marx 2018) In

By the early 2000s, National City was still a perennial leader in crime in San Diego

County, with a consistently above average crime rate above the National Average. In 2004

Adolfo Gonzalez took on the Chief of Police Position. Chief Gonzalez was a leader in reform in

the public perception of police. In 2012, The Star-News later produced an article in 2012 titled,

"Nasty City Police Nasty No Longer." In 2015, a sales tax renewal initiative to help fund police

and fire gained approval with an overwhelming majority at 68% of voters. Despite the statics on

crime and community relations, Chief Hart and Chief Gonzalez exhibited leadership traits and

management skills respectable within their rights. Chief Hart was "tough on crime" and used the

Problem-Oriented approach to policing, while Chief Adolfo pursued Community Oriented

Policing tactics.

The policing environment was undoubtedly different in the 1980s. Policing strategies

were adapting to a higher rate of crime. Chief Hart applied to be a police officer with the City of

El Cajon in 1962 and retired after 17 years as a Captain. During his tenure, Chief Hart obtained

his Bachelor's and Master's Degree in Public Administration, showing his drive and

determination for knowledge. Chief Hart exhibited traits found in the "Principles of Marine

Corps Leadership." Chief Hart made statements indicating he was going to be tough on crime

and routinely backed his officers and their style of policing. This support by Chief Hart showed

openness and loyalty to his subordinates. Chief Hart showed the courage to stand up and defend
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his department against the criticisms of civil rights committees. Chief Hart managed an

organization mixed with Veterans and Baby Boomers. During this organizational period, work

ethic, pride, and dedication to your job was the value and law and order was vital. While not

popular with the community, he appeared to be loyal and supportive of the members of the

department.

When Chief Gonzalez arrived in 2004, a change in culture with community and police

was happening, and Chief Gonzalez adapted to it. Chief Gonzales earned his Doctorate in

Leadership Science, Master's in Education, and a Bachelor's in Public Administration while

employed as a police officer for the City of San Diego. (Biographies) Chief Gonzalez took a

different leadership approach and became a leader of the community. Chief Gonzalez entrenched

himself into community organizations to collectively come up with solutions. Chief Gonzalez

also portrayed similar leadership traits as Chief Hart with religious organizations, representatives

of gangs, low rider communities, including members of his department. Chief Gonzalez would

make every effort to address every person in a room, showing his ability to be open and

approachable.

Our current Chief, Chief Jose Tellez, has continued the leadership role in this new era of

police reformation and transparency. Chief Tellez has begun to make efforts to increase

opportunity and retention in the department. Our Chief recognized the inevitable change in

culture within the department and their need/desire for opportunity, involvement, and change.

Chief Tellez, a member of the Boomer/Generation X generation, made a decision based on his

observations of this new generation. Chief Tellez's goal is to develop the future leaders of this

department. Our Chief met with the Police Officer's Union to obtain approval on modifications

in specific assignment's eligibility, i.e., Core Detectives, Task Force, etc. Regardless of the
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change in policy, his reasoning was primarily to create an opportunity for "slick sleeve" officers

and corporals. He hopes this change in opportunity would create diversity and improve officer

development.

The National City Police Department has had consistent positive leaders who have

produced a drastic change in policing and community relations. Chief Hart, Chief Gonzalez, and

Chief Tellez are just a few leaders from the National City Police Department who possess

positive leadership traits needed to improve policing tactics.

References:
Biographies, https://www.sandiegocounty.gov/probation/biographies.html.
Holzman, Ellen. “Chief Terry Hart Backing up tough cops.” Star News, 04 July 1985, p. A-3
Marx, Jesse. “When National City Was a 'Cowboy Police Department'.” PublicCEO, 17 Aug.
2018, http://www.publicceo.com/2018/08/when-national-city-was-a-cowboy-police-department/.
Munoz, Daniel. “National City Group Calls for Police Chief’s Firing!” La Prensa, 13 November
1987, p. 1
MCRP 6-11B, Marine Corps Values: Appendix A, B REV: July 2008
Reza, H.G. “National City Police Brutality Complaints Spur FBI Probe.” Los Angeles Times,
Los Angeles Times, 9 Apr. 1987, https://www.latimes.com/archives/la-xpm-1987-04-09-me-
198-story.html.