During an ICE detention proceeding, evidence provided by a suspended detective from the PGPD—a gang worksheet alleging MS-13 membership based solely on dubious indicators like wearing Chicago Bulls gear—was used to justify allegations against a detainee despite the absence of an arrest record or proper incident report. This raises concerns over the department’s reliance on questionable evidence and potential bias in law enforcement practices.

Black and Brown officers from the Prince George's County Police Department, representing the United Black Police Officers Association and the Hispanic National Law Enforcement Association, have put forward 12 recommendations aimed at reforming internal policies to address systemic racial bias and discrimination within the department.

A newly unsealed report authored by former Montgomery County Police Chief J. Thomas Manger supports the Prince George’s County Police Department by refuting claims of racial discrimination and retaliation made in a federal lawsuit. The report argues that the department's policies, practices, and procedures meet professional standards, noting challenges in recruitment and highlighting diversity in its leadership.

On February 5, 2021, County Executive Angela Alsobrooks accepted 46 out of 50 recommendations from the Police Reform Work Group. The reforms include comprehensive reviews of hiring, training, and use of force policies, and the appointment of Malik Aziz as the new Chief of Police, reflecting a commitment to progressive, community‐oriented policing.

Prince George's County is implementing sweeping police reforms, including an updated use-of-force policy requiring officers to intervene in cases of illegal force, the establishment of an independent Office of Integrity and Compliance, a public dashboard for transparency, and structural changes to reduce aggressive school security measures as part of broader efforts to ensure accountability and community oversight.

A Prince George's County police reform work group finalized a report with 50 recommendations aimed at addressing internal misconduct, revising hiring practices, and rethinking the use of force and security protocols. The report calls for measures including not rehiring officers who resigned or were fired under investigation, establishing new oversight offices, and reducing the presence of school resource officers, all of which suggest a move towards greater accountability and progressive change within the department.