First, gain knowledge of the department’s past before setting a path for a new vision. Years of hard work and dedication by scores of individuals went into the creation of the department’s organizational culture, and this must be respected; however, if the culture is no longer in step with the expectations of the community, then changes must be made. Changes for the future, however, must be carefully crafted to achieve desired goals without disregarding the values set from the past. Second, review the history of complaints/commendations. This helps the new chief determine trends and recurring themes in officer behavior. A review of the internal files of the command staff and random internal affairs files can help the new chief determine the quality of the investigations performed. Familiarity with these files will help the new chief determine where the department has fallen short and where the community views the department as being effective. Third, establish priorities that involve incremental changes. This will give personnel an opportunity to learn about, accept, and commit to changes. Fourth, evaluate policies and procedures. A new chief can gain important insight into the culture of a police organization by looking at the way its policies are written and where it places its priorities. It is important to compare written policies with actual practices. Fifth, determine community expectations for the department by communicating with community representatives in both individual and group meetings. Sixth, address operational issues, such as citations, arrests, training and hiring standards, and job duties. Seventh, be the “torchbearer” for a service-oriented mentality committed to serving everyone in the community as well as those in municipal government.