Leadership Failures and Challenges Facing the El Paso Police Department: A Two-Year Overview

The El Paso Police Department (EPPD), long regarded as a cornerstone of public safety in one of America’s safest large cities, has faced significant leadership challenges and internal controversies over the past two years. Following the death of longtime Police Chief Greg Allen in January 2023, the department has struggled with a transition to new leadership, allegations of systemic cultural issues, and high-profile officer misconduct cases. These issues have raised questions about accountability, transparency, and the department’s ability to maintain public trust while addressing complex modern policing challenges. This article examines the leadership failures and problems that have plagued the EPPD since January 2023, drawing on available information and critical analysis.

The Loss of Chief Greg Allen and a Difficult Transition

Greg Allen, who served as EPPD’s chief from 2008 until his death on January 17, 2023, was a polarizing yet influential figure. Under his 15-year tenure, El Paso consistently ranked among the safest large cities in the United States, earning the top spot from 2010 to 2013 and remaining in the top ten during much of his leadership. Allen, the city’s first Black police chief, was celebrated for his commitment to the department and his “officer’s chief” reputation, but critics noted his reluctance to engage with the public or media, which limited transparency. His sudden passing left a leadership vacuum at a time when the department was already grappling with internal and external pressures.

The appointment of Peter Pacillas as interim chief in February 2023, followed by his confirmation as permanent chief in October 2023, was intended to provide stability. Pacillas, a 38-year veteran of the EPPD and assistant chief since 2009, was praised for his deep community ties and experience. However, his long tenure under Allen raised concerns among critics, including retired officer Linda Hanner, who argued that Pacillas’ close association with the previous administration made him unlikely to address entrenched cultural issues within the department. Hanner and others pointed to a “misogynistic culture” and systemic failures in accountability, particularly in training officers to handle mental health crises, as persistent problems that Pacillas would need to confront.

Systemic Failures in Training and Accountability

One of the most significant criticisms of EPPD’s leadership over the past two years has been its handling of officer training, particularly in crisis intervention. Two lawsuits settled in 2023 highlighted deficiencies in how officers were trained to respond to mental health cases. Federal judges found evidence that, under Allen’s leadership, the department failed to adequately equip officers with the skills needed to de-escalate situations involving individuals in mental distress. El Paso was notably the only large Texas city without an established Crisis Intervention Team (CIT) when the program launched in 2019, a delay that critics argued contributed to preventable incidents. Attorneys Lynn Coyle and Chris Benoit, who represented families in these lawsuits, expressed hope that Pacillas would implement reforms but remained skeptical given his role in the department during these failures.

Leadership’s response to these criticisms has been mixed. Pacillas has emphasized fairness, accountability, and transparency as core principles of his leadership style, promising to listen to community concerns and improve training. However, the department has yet to publicly outline specific reforms to address CIT deficiencies, leaving questions about whether these issues will be prioritized. The lack of clear, actionable plans has fueled perceptions that leadership is slow to adapt to modern policing demands, particularly in a city with a diverse population and complex border dynamics.

Officer Misconduct and Cultural Issues

The past two years have been marred by a series of high-profile officer misconduct cases that have exposed deeper cultural problems within the EPPD. In July 2023, five officers were arrested in connection with separate incidents, including sexual assault, domestic violence, and a hit-and-run cover-up. Officer Adrian Sosa, a 15-year veteran, faced charges of sexual assault and breach of computer security for improperly accessing police databases to monitor an ex-girlfriend. Officers Isaac Menchaca, Enrique David Mendoza, and Aaron Poblano were implicated in a hit-and-run cover-up, with Mendoza and Poblano accused of helping Menchaca flee the scene of a crash. These incidents, all involving off-duty officers, underscored a lack of oversight and accountability, raising questions about the department’s internal culture.

Retired officer Linda Hanner described the department’s culture as “rampant” with misconduct, likening it to a “disease” that requires more than isolated disciplinary actions to address. She and other critics have pointed to disparities in how female officers are treated, alleging a hostile work environment for women. Pacillas has acknowledged these concerns, stating that the department has a zero-tolerance policy for sexual harassment aligned with federal and state laws. However, Hanner’s skepticism about the department’s ability to change under Pacillas’ leadership reflects broader concerns that the same leadership team, largely unchanged from Allen’s era, may not be equipped to dismantle entrenched cultural issues.

Recruitment and Retention Challenges

Leadership has also struggled to address staffing shortages, a problem exacerbated by a rise in teen violence and the city’s decision to end its curfew ordinance. Pacillas identified hiring new officers as a top priority, noting that the department’s roughly 1,130 sworn officers and 270 civilian personnel are stretched thin across a $192 million annual budget. Recruitment efforts, such as hiring expos and career fairs, have been promoted, but the department faces stiff competition from other agencies and a national trend of declining interest in law enforcement careers.

Retention is another concern, as the department’s internal controversies may deter experienced officers from staying. Reviews from current and former EPPD employees on platforms like Indeed highlight a mix of pride in serving the community and frustration with unsupportive supervisors and inconsistent leadership. One officer noted that “some supervisors would not back up their officers,” describing this as the hardest part of the job. These sentiments suggest that leadership has not fully addressed morale and trust issues within the rank-and-file, which could further hamper recruitment and retention efforts.

Community Trust and Transparency

El Paso’s diverse, border-adjacent community places unique demands on its police force, requiring a delicate balance of enforcement and cultural sensitivity. While the EPPD has historically maintained low crime rates, recent controversies have strained community trust. The selection process for Pacillas’ appointment, which involved a national search yielding 25 candidates, was criticized by groups like the Border Network for Human Rights for its lack of transparency. Protests during a public meet-and-greet with finalists underscored public frustration with the department’s engagement efforts.

Pacillas has pledged to improve community relations by fostering cooperation and listening to residents. In interviews, he has emphasized his lifelong connection to El Paso as an asset in understanding the community’s needs. However, the department’s history of limited public communication under Allen has set a low bar, and Pacillas’ early tenure has yet to produce significant outreach initiatives. The absence of regular public updates on misconduct investigations or training reforms has left some residents skeptical of leadership’s commitment to transparency.

Moving Forward: Challenges and Opportunities

The EPPD stands at a crossroads. Chief Pacillas inherits a department with a strong legacy of public safety but significant internal challenges that demand bold leadership. To restore trust and address the failures of the past two years, leadership must prioritize several key areas:

• Reforming Training Programs: Implementing a robust CIT and enhancing de-escalation training are critical to preventing future incidents and addressing judicial criticisms. Publicly outlining these reforms would demonstrate accountability.

• Addressing Cultural Issues: Tackling allegations of misogyny and misconduct requires more than disciplinary actions. Leadership should commission an independent review of the department’s culture and implement targeted training to promote equity and professionalism.

• Boosting Recruitment and Morale: Competitive salaries, improved supervisor support, and a clear commitment to officer well-being could help attract and retain talent. Addressing internal trust issues is equally important.

• Enhancing Transparency: Regular public updates, community forums, and media engagement can rebuild trust. Leadership should proactively

• communicate progress on reforms and investigations.

The EPPD’s challenges are not unique, as police departments nationwide grapple with similar issues. However, El Paso’s unique position as a safe, diverse border city offers an opportunity to set a national example. Whether Chief Pacillas can break from past practices and lead the department toward a more accountable, transparent future remains to be seen. For now, the leadership failures and problems of the past two years serve as a stark reminder of the work needed to maintain El Paso’s reputation as a beacon of public safety.

Improving the El Paso Police Department (EPPD) requires addressing its recent leadership challenges, cultural issues, and operational gaps while building on its strengths as a department serving one of America’s safest large cities. Based on the department’s struggles over the past two years, including training deficiencies, officer misconduct, and transparency concerns, here are actionable recommendations for reform:

• Enhance Crisis Intervention Training

• Action: Establish a fully funded Crisis Intervention Team (CIT) program, prioritizing de-escalation and mental health response training for all officers. Partner with local mental health organizations to develop curriculum and conduct regular drills.

• Impact: Addresses judicial findings from 2023 lawsuits highlighting training failures, reduces use-of-force incidents, and builds community trust in handling sensitive cases.

• Timeline: Implement within 6-12 months, with quarterly progress reports to the public.

• Reform Department Culture

• Action: Commission an independent, third-party review of the department’s culture, focusing on allegations of misogyny and misconduct. Implement mandatory training on workplace equity and harassment, with clear disciplinary protocols for violations.

• Impact: Tackles the “rampant” misconduct described by critics like retired officer Linda Hanner, fosters a professional environment, and supports retention of diverse officers.

• Timeline: Launch review within 3 months, with training rolled out by mid-2026.

• Strengthen Accountability and Transparency

• Action: Create a public dashboard for tracking officer misconduct cases, disciplinary actions, and investigation outcomes. Hold quarterly community forums where Chief Peter Pacillas or senior leadership address resident concerns directly.

• Impact: Responds to criticisms about lack of transparency in the chief selection process and misconduct cases, rebuilding public trust.

• Timeline: Dashboard operational by Q2 2026; forums starting Q1 2026.

• Boost Recruitment and Retention

• Action: Offer competitive signing bonuses, tuition reimbursement, and mental health support for officers. Conduct exit interviews to identify reasons for turnover and address supervisor-related complaints noted in employee reviews. Promote success stories of officers via social media to attract recruits.

• Impact: Addresses staffing shortages (currently ~1,130 officers) and low morale, ensuring the department can handle rising teen violence and other demands.

• Timeline: Roll out incentives by mid-2026; social media campaign within 6 months.

• Improve Community Engagement

• Action: Expand community policing initiatives, such as neighborhood watch programs and youth outreach to counter teen violence post-curfew repeal. Partner with local groups like the Border Network for Human Rights to co-host safety workshops.

• Impact: Strengthens ties with El Paso’s diverse, border-adjacent population, addressing protestor concerns about engagement during the 2023 chief search.

• Timeline: Launch pilot programs by Q3 2026, with annual evaluations.

• Leverage Technology and Data

• Action: Invest in body-worn camera analytics to monitor officer interactions and flag potential issues early. Use crime mapping to allocate resources efficiently, focusing on high-risk areas.

• Impact: Enhances accountability, optimizes $192 million budget, and maintains El Paso’s low crime rates.

• Timeline: Camera analytics pilot within 12 months; crime mapping fully implemented by 2027.

• Support Leadership Development

• Action: Enroll Chief Pacillas and senior staff in national police leadership programs (e.g., FBI National Academy). Create a mentorship program for mid-level officers to prepare them for future leadership roles, diversifying the command structure.

• Impact: Equips leadership to break from past practices under Chief Greg Allen, addressing skepticism about Pacillas’ ability to reform entrenched issues.

• Timeline: Enrollments by Q2 2026; mentorship program by Q4 2026.

Implementation Considerations:

• Funding: Allocate portions of the EPPD’s $192 million budget to training and technology, supplemented by federal grants for CIT and community policing.

• Oversight: Form a citizen advisory board to monitor reform progress, ensuring community input.

• Metrics: Track success through reduced misconduct complaints, improved officer retention rates, and higher community satisfaction scores in annual surveys.

By prioritizing these reforms, the EPPD can address its recent failures, restore public confidence, and maintain El Paso’s reputation as a safe, vibrant city. Chief Pacillas’ commitment to fairness and accountability provides a foundation, but sustained action and community collaboration are essential for lasting change.