San Diego Police Department’s Post

CALL FOR SPEAKERS: 2024 #NYPD Executive Symposium. Selected presenters will have the opportunity to interface with ~700 uniformed & civilian NYPD executives in the ranks of Captain / Director and above (inclusive of the Police Commissioner and all Chiefs / Deputy Commissioners). This is the only annual event in which all NYPD leaders are convened in this way. The Symposium is slated for 21 March 2024, and seeks #evidencebased presentations in the following four categories: (1) #Tech-Driven Policing (2) Proactive, Holistic #Wellness Support for Members of Service (3) #GlobalSecurity Challenges (4) Best Practices in #Policing Self-nominations are due on 15 January 2024. The #CallForSpeakers form requires only about 100-250 words outlining your proposed session description / abstract, and should take about 15 minutes to complete. Apply here: https://lnkd.in/eKzk-qtV

Social work for Brianna Suslovic, M.S.W. ’18, is about both the macro and the micro, the structural and the personal and changing systems for the benefit of many individuals. Currently a doctoral student at the University of Chicago, she describes the focus of her studies as “courts, prisons, policing, jails and the role of social work in all of those spaces.” Read more here: https://buff.ly/3RoK3mX

On February 14th I attended a training sponsored by REACH (Racial Equity Advancement & Collaborative Hub) at the Federal Reserve Bank of Boston, along with Chief Diversity, Equity & Inclusion Officer Jesse Edwards and several other Framingham representatives. Department heads, town managers, city councilors and HR representatives from over 10+ neighboring municipalities and organizations were present. Very powerful and insightful information was shared, such as "not putting your strategy before your objective" when conducting inclusionary work. As part of this training, I joined a committee on behalf of Framingham's HR department, to regularly attend these monthly meetings and discuss how information can be directly applied to our roles. More posts to come. One of the key points emphasized by REACH was that Racial Equity efforts (drawing a distinction from less quantifiable Diversity & Inclusion initiatives...as it was explained to us) should be fueled by a personal connection, relevancy and direct-impact to your work, regardless of one's self identified demographic. As we continue to celebrate Black History Month, I bring you not just Black History...but Black History relevant and impactful to Framingham. Please see this post highlighting our very own Chief Lester Baker, shared by the Massachusetts Association of Minority Law Enforcement Officers and re-shared by Deputy Chief Sean Riley! I challenge you to dis(un)cover the Black History relevant to your own places of employment, personal connections, and areas of influence. Comment this history below should you feel led to do so!

Something to think about

This is a very interesting article about what the Seattle Police Department’s Interim Chief is doing in order to address leadership issues within the agency. However, while her initial actions seems to be sound and necessary, true change takes time and to be successful it must become part of the agency’s culture. This especially true when it comes to how Law Enforcement agencies select their leaders. In order for the Seattle Police Department (or any Law Enforcement agency) to truly implement a change to their leadership style, you must have a strong department head who focuses on installing a leadership philosophy throughout the agency. This leadership philosophy must not only focus core, character based leadership traits (i.e. selflessness, active listening/open & honest communication, innovation, etc.) being practiced by everyone but also the identification, mentoring, and developing of those Officers who demonstrate strong leadership potential. As these Officers move their way up the ranks, they will most likely pass on the lessons they learned and mentorship they received to newer generations and character based leadership will be engrained in people and will continue spread throughout the organization for years to come. What is needed is a Chief that is willing to not only implement this leadership philosophy but to stay with the organization long enough to help the philosophy grow. However, with so many department’s hiring Chiefs from the outside and Chiefs only staying an average of approximately 3 years in the position, many programs fall apart or are pushed to the side for new programs or quick fixes. Stability, patience, and commitment are keys for a successful leadership philosophy change. #police #policeofficer #officers #officers #lawenforcement #sheriff #policechief #deputy #criminallaw #law #crime #criminials #copscountpolicematter #policematter #policingmatters #publicsafety #criminaljustice #cop #cops #policemen #backtheblue #publicsafety #accountability #criminals International Association of Chiefs of Police Police Executive Research Forum Major Cities Chiefs Association FBI National Academy Associates, Inc. (FBINAA) FBI National Academy California Police Chiefs Association California College and University Police Chiefs’ Association PORAC (Peace Officers Research Association of California) California Peace Officers' Association TEEX - Institute for Law Enforcement and Protective Services National Police Chiefs' Council National Policing Institute National Police Association National Sheriffs' Association California State Sheriffs Association Police1 American Police Beat Law Enforcement Today Southern Police Institute National Tactical Officers Association National Organization of Black Law Enforcement Executives (NOBLE) National Association of Women Law Enforcement Executives https://lnkd.in/g6vzHgtS

CRIMEWATCH was introduced to New York Chiefs following the "Mugshot Ban" instituted by then Govenor Cuomo. In addition, many of our NY Agencies have included CRIMEWATCH in their mandated "Police Reform Plan" of 2021. #Transparency #accountability #communityengagement #policereformplan #mugshots #publicsafety #crimewatch #communitypolicing #crimeprevention #socialmedia

Make your voice heard in shaping the future of the criminal justice system! The National Association of Counties has teamed up with CSG Justice Center and OJP Bureau of Justice Assistance on Justice Counts. This initiative provides cutting-edge data to agencies, empowering decision-makers and communities with valuable insights into agency operations. Now is the time to contribute your feedback on the proposed Tier 2 Metrics. These metrics, crafted by experts in the field, offer real insights into the criminal justice system, enabling informed decisions by local officials and the public. The focus is on six key sectors: - Community Supervision - Courts & Pretrial - Defense - Jails - Law Enforcement - Prisons Join the conversation, learn more about these metrics, and share your feedback at https://lnkd.in/esXMEn_7. #JusticeCounts

The Federal Bureau of Prisons recruitment video is in the running for top recruitment video of the year! Click on the link below to vote for the best video (ours!)!!

Check this out for your long term stability and peace of mind.