On Tuesday evening, Bakersfield City Manager Christian Clegg hosted a community listening session to gather public input as the city moves forward in its search for a new police chief.

The search for a new police chief has been narrowed down to two internal finalists, Assistant Chief Jeremy Blakemore and Assistant Chief Brent Stratton. While Clegg holds the final hiring decision, he commented that the listening sessions and online survey are intended to ensure the decision reflects the community’s expectations.

“This is about the characteristics of the chief of police,” Clegg told attendees, emphasizing that the meeting was not meant to compare the finalists but to identify the values residents want in the department’s next leader.

Throughout the discussion, many speakers spoke on a shared theme: the next chief must not only support reform but also be capable of embedding it into the department’s culture.

One speaker, who identified herself as someone who has worked with the department through community policing efforts for several years, said the city needs a leader committed to completing the stipulated judgment and expanding meaningful engagement across all parts of the community.

Kristy Coons, involved in grassroots groups focused on policing practices, said the next chief must be able to translate personal principles into department-wide action.

“It’s one thing to embody those principles and believe in yourself,” Coons said. “It’s quite another to have the ability to fully mold and shape the department with those ideals.”

Valerie Pinto, a Bakersfield resident who works with unhoused populations through street medicine, urged city leaders to adopt a broader definition of safety while carefully vetting candidates.

“I think that picking the right candidate is someone who sees safety further than just the absence of crime, but safety as the presence of well-being,” Pinto commented.

Pinto also emphasized the importance of selecting a chief willing to collaborate with community organizations and take reform seriously. She added that a thorough review of candidates’ professional histories is critical to building trust among vulnerable populations.

“I really don’t want the city to hire someone who has heavy, heavy histories of police abuse and misconduct,” Pinto said. “And I know that there is one specific candidate who has a strong history of police abuse and misconduct.”

Robert Hooks praised the city’s outreach but encouraged leaders to consider community-based interview panels and provide clearer selection criteria to build public confidence. He added that the next chief must be “deeply, deeply committed to the letter and spirit of the stipulated judgment.”

Robin Walters, a deputy public defender with more than 30 years in the criminal justice system, repeatedly pointed to department culture as the most critical factor in the selection.

“It is a culture of reform. It is a culture of proper police conduct, which benefits everyone in the community,” Walters said.

Additionally, Walters warned that misconduct can have far-reaching consequences and that effective leadership requires accountability from the top down.

“You don’t want evidence to be lost because of officer misconduct. We don’t want lives lost because of officer misconduct,” she said. “That also means a chief who is willing to discipline and hold public accountability for officers who do engage in misconduct.”

Walters also described a persistent challenge within policing culture.

“One of the biggest problems with the culture of the field [is] where officers don’t feel that they’re able to speak up when they see something wrong,” she said.

Other speakers acknowledged progress within the department but said the next chief must continue building trust by engaging with residents across every neighborhood and accepting constructive criticism.

One attendee, Lawrence, shared positive experiences with the department and suggested the next chief promote public education around police work while fostering an environment where residents feel safe reporting crime.

Addressing questions about recruitment, Clegg said the city advertised the position nationally and conducted extensive outreach to law enforcement leaders. However, pension changes affecting retirement benefits, certification requirements, and perceptions about California limited the external candidate pool. These factors ultimately led to the two internal finalists.

Clegg said the feedback gathered so far has been largely consistent across listening sessions and surveys, particularly regarding culture change and the stipulated judgment.

As the selection process continues, he encouraged residents to submit feedback through the online survey or contact his office directly.