The department had allowed a relatively small group of employees and contractors to exercise substantial control over vehicle holds.
And complaints were often reviewed within the same supervisory structure responsible for approving the practices.
The arrangement created opportunities for errors to persist.
It also created opportunities for deliberate misconduct.
Camille considered the distinction essential.
An agency could be damaged by corruption.
But it could also be damaged when well-intentioned leaders became so comfortable with familiar people that they stopped asking whether the procedures still worked.
Captain Rowan struggled with that realization.
He'd served under Bell for years.
He respected the former sheriff's accomplishments.
And he knew that many employees had provided excellent service during the previous administration.
But the audit forced him to examine decisions he'd accepted without enough scrutiny.
One evening, Rowan approached Camille after a long command meeting.
She was reviewing a staffing report.
He stopped near the doorway.
"Sheriff, do you have a minute?"
She looked up.
"Of course."
He entered and closed the door.
For a moment, he seemed unusually uncomfortable.
Then said, "I should've noticed the towing pattern sooner."
Camille put down her pen.
He continued.
"The same names kept appearing. Same vendor. Similar complaints."
She listened.
Rowan looked toward the floor.
"I kept assuming there were explanations."
Camille nodded.
"Sometimes there are."
He gave a tired smile.
"Not always."
For several seconds, the office was quiet.
Then he said something that surprised her.
"I spent years telling younger deputies not to let assumptions replace evidence. Somewhere along the way, I stopped applying that advice to people I already trusted."
Camille considered his words.
Then answered.
"Recognizing that matters. What we do afterward matters more."
Rowan nodded.
He didn't ask to be absolved.
He didn't blame every mistake on Bell.
Instead, he committed to helping rebuild the supervisory procedures that had failed.
It was an uncomfortable beginning.
But Camille believed genuine improvement often began with people admitting they should have done better.
The administrative review concerning Voss's conduct at the Bentley reached its conclusion several months after the incident.
The independent investigators found serious failures in the way he handled the encounter.
The original theft report was vague.
Camille's ownership documents were available.
Communications confirmed that the Bentley wasn't listed as stolen.
Solis repeatedly raised the need to verify the facts.
And Voss continued using force and damaging property despite the absence of a substantiated justification for those actions.
His statements also contained discrepancies when compared with the recordings.
The review separately examined the shove and his threats toward Harold.
The findings were provided through the applicable disciplinary process, including the opportunity for Voss to respond.
Camille remained recused.
She didn't attend the hearings.
Didn't direct the decision.
And didn't use her position to demand a particular punishment.