Policechief-May2023 Web Edited

MAY 2023
OFFICER
HEALTH &
WELLNESS
INSIDE
A Resilient Mind for Chaotic Times 30
From Idea to Implementation 36
Experiencing Awe 42
Stories Save Lives 48
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CONTENTS
30
OFFICER
HEALTH &
WELLNESS 42
30 A Resilient
Mind for
Chaotic Times
36 From Idea to
Implementation 42 Experiencing
Awe 48 Stories Save Lives
Sharing stories of
challenges and
The Dallas, Texas, Experiencing awe
Developing a Police Department’s can positively impact resilience reduces
resilient mindset is new Wellness Unit the professional and stigma and help first
achievable—and tackles the challenge personal lives of responders talk about
essential for officers— of officer wellness investigative officers their own mental
but it is not an from multiple angles. and other police health struggles.
overnight process. personnel. JEFF BLUDWORTH, NILS
REUBEN G. RAMIREZ
JEFF THOMPSON ROSENBAUM, MELISSA SHULTZ
STEPHANIE CONN
2 P O L I C E C H I E F H M AY 2 0 2 3 policechiefmagazine.org
M AY 2023 | VOL . 90 | NO. 5
LEADERSHIP TECHNOLOGY
6 President’s Message 54 Tech Talk
Protecting Our Profession Solving Law Enforcement’s Technology
& People and Legislative Challenges
JOHN LETTENEY Misguided legislation and a lack of funds
are two key impediments to the imple-
8 From the Principal Deputy mentation and use of new or advanced
AAG technology by police.
JOHN PIZZURO
Supporting Law Enforcement
Safety and Wellness
56 Product Feature  
AMY L. SOLOMON
Which Tool Is the Right Tool?
12 Chief’s Counsel When it comes to diffusing dangerous
situations, officers need to access to
36 An Officer’s Legal Obligation
the right tools, which may include one of
to Intervene
the less-lethal devices currently on the
Agencies have a responsibility to market.
teach officers the skills to intervene
when needed.
60 Exposition  
KEN WALLENTINE
IACP WORKING FOR YOU

IN THE FIELD
62 2023 IACP Officer Safety and
16 Special Report Wellness Symposium Recap
Enhanced Background Checks for
Young Adults 64 IACP@Work
The Bipartisan Safer Communities Strengthening Victim Services through
Act requires expanded background Comprehensive Training
checks for firearms purchasers under
The IACP’s Law Enforcement-Based
21 years old.
Victims Services Program Template
48 MCKENNA POLEN, WILLIAM BROOKS Package V: Training includes training
modules and supplemental hand-
20 Focus on Officer Wellness   outs that cover core victim services
Diet and Shift Work content.
Shift work can make it difficult to MORGANA YELLEN, BONNIE MILLS
maintain a healthy diet, but these
strategies can help. 67 IACP Net Bulletin  
RANA PARKER
69 The Beat
ARTICLE
22 Traffic Safety Initiatives   70 The Brief NOTES
CAN BE
Leveraging Data Sophistication to Robust and Innovative Wellness FOUND
Save Lives Support ONLINE.
Agencies can use data to understand
The IACP OSW Section provides holis-
crash trends, effectively deploy re-
tic health resources, redefining safety
sources, and prevent future crashes.
and wellness support for police.
JASON LARUE
MANDY NICE
24 Informer
IN EVERY ISSUE
27 Police Week 2023
10 Dispatch
28 Spotlight
WANT MORE? 11 Perspectives
HEATing Up Community Policing Efforts
Bonus articles are A pro sports team, a nonprofit, and 71 Calendar  
posted weekly at local police are partnering to build pos-
72 Ad Index  
policechiefmagazine.org itive community-police relationships.
M AY 2 0 2 3 H P O L I C E C H I E F 3
CONTRIBUTORS
Police Chief articles are written by law enforcement leaders and experts.
See the authors featured in this issue below.
GUEST EDITOR 12 16 16
Jeff Spivey Chief Ken Wallentine McKenna Polen Chief William Brooks
Jeff Spivey provides Ken Wallentine is the McKenna Polen is a William “Bill” Brooks has
executive leadership chief of police for the writer-editor with the been a police officer
and strategic manage- City of West Jordan, FBI. She has worked for 46 years and is
ment of the Caruth Utah; president of for the FBI for nearly chief of the Norwood,
Police Institute and its the Utah Chiefs of Po- five years as a threat Massachusetts, Police
growing portfolio of proj- lice Association; and intake examiner, man- Department. He serves
ects. He retired as chief an attorney. He has agement and program on the IACP Board of
from Irving, Texas, Police Department served as a police officer for over four analyst, and writer-editor, and she holds Directors and represents IACP on the FBI
in 2022; he had served with the agency decades. a bachelor’s degree in criminal justice, CJIS Advisory Policy Board. He is also
for 35 years (nearly 5 years as chief). He psychology, and gender studies. a past president of the Massachusetts
has also served as a board member for Chiefs of Police Association.
numerous organizations.
20 22 30 36
Rana Parker Jason LaRue Dr. Stephanie Conn Assistant Chief Reuben G.
Rana Parker, MPH, is Jason LaRue is asso- Stephanie Conn, PhD, Ramirez
a registered dietitian ciate vice president at is a former police Reuben Ramirez
nutritionist who has LexisNexis Coplogic officer and a licensed currently serves as
been employed with Solutions. He has over psychologist special- an assistant chief
the Los Angeles, 30 years of experience izing in police stress, for the Dallas, Texas,
California, Police in the public safety, trauma, work-life Police Department
Department since airline, health care, balance, coping, and (DPD), where he is commander of the
2007. She holds a bachelor’s degree and education sectors; in infrastruc- resilience. She has 25 years of experi- Tactical and Special Operations Bureau.
in foods and nutrition and a master’s ture, data center, database, customer ence working in the first responder field. A 27-year veteran of DPD, he also serves
degree in public health, and her writing support, and software design; and in She works with first responder agencies, as the agency’s legislative affairs coor-
on nutrition in law enforcement has management and consulting. He is an promoting wellness through peer dinator, and he led the development of
been featured in multiple publications. associate member of the Governors support and training, and has presented and oversees the DPD Wellness Unit.
Highway Safety Association. widely to first responders.
42 48 48 48
Dr. Jeff Thompson Sergeant Jeffrey Dr. Nils Rosenbaum Melissa Schultz
Jeff Thompson, PhD, is Bludworth Nils Rosenbaum, Melissa Schultz is
an adjunct associate Jeffrey Bludworth MD, has worked with the coordinator for
research scientist at has been with the the Albuquerque, the Albuquerque,
Columbia University Albuquerque, New New Mexico, Police New Mexico, Police
Medical Center. He Mexico, Police Department (APD) Department’s Peer
is a retired New York Department since April since 2007, and serves Support Program. She
City Police Department 2012. He is currently as the APD’s medical is a certified trainer for
detective, where he was their first-ever a sergeant for the Multi-Agency Task director for behavioral health, as well suicide intervention and trained in both
mental health and wellness coordinator Force. Over the last 10 years, he has as a co-responder. He also worked with individual and group crisis intervention
and, previously, a hostage negotiator. He served as an advanced training instruc- detectives to help found CIT ECHO, an and is recognized as a law enforcement
is also an adjunct professor at Lipscomb tor and a detective. In 2019, he became online training platform for police, and professional lecturer by the New Mexico
University. the primary facilitator for the Self-Care the Self-Care Interactive Online Network Department of Public Safety.
Interactive Online Network (SCION). (SCION).
54 70
John Pizzuro Mandy Nice

John Pizzuro serves Mandy Nice has over
as Raven’s CEO. 16 years of experience
Previously, he spent 25 developing and
years in the New Jersey implementing physical
State Police, serving fitness and wellness
the last 6 years as the programs. As the
commander of the NJ National Strength and
Internet Crimes Against Children (ICAC) Conditioning Association Tactical pro-
Task Force. He has trained thousands of gram manager, she led subject matter
investigators on investigative techniques experts in the creation of research-
for child exploitation and created a child based programs and leadership training
exploitation investigative framework. to advance law enforcement wellness.
She now serves as the Lexipol strategic
wellness director.
A P U B L I CAT I O N O F T H E I AC P
MAY 2023 | VOLUME 90, NUMBER 5
EDITOR Vincent Talucci

MANAGING EDITOR Danielle Gudakunst
GUEST EDITORS Jeff Spivey and Julie Malear
EDITORIAL COORDINATOR Camryn Nethken
PROOFREADER Margaret M. White
C
CIRCULATION Na Lor Yang
M
ADVERTISING SALES AdBoom Advertising,
policechiefmagazine.org/advertising
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MEMBER SERVICES Christian D. Faulkner,

CM
Rizalina Saleh, and Metria Hernandez
MY
DESIGN TGD Creative Strategies and Solutions,
tgdcom.com
CY
EDITORIAL ADVISORS
CMY
Eric Astupenas, Aimee Cheung, Cydnie Davis,

Sarah Guy, Sarah Horn, Cory Howard,
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Nuyiri Kasbarian, Karen Maline,

Rebecca Simonelli, Megan Stoltz, Andrea Watson
LEGAL COUNSEL Howe & Hutton, Ltd.
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LEADERSHIP President’s Message
Protecting Our Profession

& People
JUST A FEW MONTHS AGO, THE WORLD WATCHED THE BODY-WORN CAMERA
FOOTAGE OF THE HEROIC RESPONDING OFFICERS TO THE TRAGIC AND SENSE-
LESS SHOOTING AT THE COVENANT SCHOOL IN NASHVILLE, TENNESSEE. THESE
OFFICERS DEMONSTRATED REMARKABLE COURAGE BY PUTTING THEMSELVES
DIRECTLY IN HARM’S WAY, PREVENTING FURTHER LOSS OF LIFE AND PROTECT-
ING THE INNOCENT.
The valor that we witness daily—from While training and implementing safety
large-scale acts like what happened in measures, like ensuring our officers
Nashville to the small everyday acts that have the right equipment and technol-
truly embody our profession—is what ogy, are more in our control as police
gives all who wear the uniform that executives, there are other elements
pride and sense of a higher calling to and aspects of policing that require
“serve and protect.” While our commu- even more complicated techniques,
nity members, the media, and others solutions, and programs.
may not witness, acknowledge, or even All of us know how police work can
know about these acts of courage, take a toll on an officer’s physical and
compassion, empathy, and strength mental health and well-being, and, as
of character unless they gain global someone who has been in the profes-
attention, we know these events occur sion for over 41 years, I have seen and
John Letteney daily through the selfless service of witnessed this firsthand. From the long
Chief of Police law enforcement professionals. These shifts and, on many occasions, forced
moments where we protect and aid overtime—heightened by the continual
Thomasville Police Department, Georgia others are what truly define and inspire recruitment and retention crisis we
us as a profession. are in—to the daily pressures of always
While we all know that officers cannot having to perform at a higher standard,
falter when it comes to running toward to experiencing and witnessing horrific
danger, that only further emphasizes the events—just as those officers did in
These point that, as police leaders, we need

to ensure that we provide those in our
Nashville—our profession endures and
expects so much more from its people
than other careers.
moments
charge with the proper training, equip-
ment, safety, and health and wellness This is all in addition to the role we
support services. serve as the face of public safety and
where we From the moment recruit officers enter
the academy throughout their careers,
the most visible arm of government
in our communities. This, justly or
protect and police leaders have an obligation to

ensure that officers are receiving contin-
unjustly, opens us up to enhanced
scrutiny and, more often than not, false,
aid others are

uous, effective training that will equip unfair, or uninformed perceptions from
them to properly handle the dynamic the media, elected officials, and the
environment that police officers face public. Partly as a result of this negative
what truly every day. Meeting this challenge is

made increasingly difficult by the reality
narrative, officers are also subject to
unjust violence. In 2020, 60,105 law en-
define and
that public expectations, evolving crime forcement officers in the United States
trends, new tactical approaches, and were assaulted while on duty, an increase
changing laws can significantly impact of 4,071 over 2019. Tragically, as of 2022,
inspire us as a how our agencies provide police ser-

vices. It is clear that successfully meet-
the National Law Enforcement Officers
Memorial Wall in Washington, DC, con-
profession.
ing this challenge will take significant tains 23,229 names, and another 556 will
and constant investment, a resolute be added during National Police Week in
focus on continuous improvement, 2023. While many of these officers gave
and an unyielding emphasis on how their lives in service to their communities
important regular training is to the this past year, others who were previously
safety of officers. lost to history from years past will also
be honored during the 2023 ceremony. every aspect of an officer’s life. Just as we
Honoring our fallen is a timeless respon- protect ourselves and our fellow officers
sibility, as is their service and sacrifice. physically, we must do the same when it ASSOCIATION OFFICERS — 2022–2023
I have had the opportunity to attend comes to mental well-being. No officer PRESIDENT
activities during National Police Week should feel they must suffer in silence. John Letteney, Chief of Police | Thomasville Police
Department, GA
in Washington, DC, many times, such The National Consortium on Preventing
as the Candlelight Vigil, 5K Memorial Police Suicide Toolkit, spearheaded by IMMEDIATE PAST PRESIDENT
Dwight E. Henninger, Senior Law Enforcement Partnership
Run, Fraternal Order of Police remem- the IACP, provides practical steps for Advisor to the Director | Bureau of Alcohol, Tobacco, Firearms
brance ceremony, and others, and I police leaders to take to have a positive and Explosives
recommend that every officer make it a impact on this growing problem. FIRST VICE PRESIDENT
point to attend these events or similar Just as you would look out for your
Wade Carpenter, Chief of Police | Park City Police
Department, UT
events in their own countries to honor fellow officers in any tactical situation,
SECOND VICE PRESIDENT
the fallen at least once in their career. we need to be cognizant about watch- Ken A. Walker, Chief of Police | West University Place
This May, I am honored to be able to ing over our peers and noticing when Police Department, TX
join other police leaders from across the something may be off or wrong and THIRD VICE PRESIDENT
United States during the Candlelight triaging that appropriately by having a David B. Rausch, Director | Tennessee Bureau of Investigation
Vigil to read the names of fallen officers conversation; recommending the officer FOURTH VICE PRESIDENT
who will be added to the Memorial Wall speak to someone they are comfortable Doug Shoemaker, Chief of Police | Denton Police
in 2023 and forever remembered. I have with; or involving peer support, an em- Department, TX
also visited the memorial wall and mu- ployee assistance program, or a chaplain. VICE PRESIDENT AT LARGE
seum during visits to the Washington, While not every agency can invest in a Sean Duggan, Chief of Police | Chandler Police
Department, AZ
DC, area outside of National Police Week police chaplain or robust peer support
and find, in the quiet of the memorial program, knowing our people and being VICE PRESIDENT AT LARGE
James G. Hicks, Chief of Police | Natick Police
grounds, a solemn opportunity to reflect, that supportive person for them can Department, MA
remember, and again thank those offi- possibly make a significant difference. VICE PRESIDENT-TREASURER
cers and their families, some of whom I Your agency can also partner with an- Ronald A. Sellon, Chief of Police | Mansfield Police
have had the honor to work alongside, other agency who has such a program, Department, MA
for their service and sacrifice. Whenever and you can use the many IACP wellness INTERNATIONAL VICE PRESIDENT
we have the opportunity, I and others resources to assist your staff, both sworn Liam Price, Director General | Royal Canadian
from your Board of Directors have visited and civilian. Mounted Police
the memorials to fallen officers in many I was recently afforded the opportunity
GENERAL CHAIR, DIVISION OF STATE ASSOCIATIONS
OF CHIEFS OF POLICE
countries during our IACP official travels, to attend the IACP Officer Safety and Jim Williams, Chief of Police | Staunton Police
to join in remembering the service of Wellness Symposium, an event that Department, VA
officers around the globe. began in 2019 with 300 attendees and GENERAL CHAIR, DIVISION OF STATE AND
PROVINCIAL POLICE
It is very important to remember our has grown to 1,200 attendees in 2023, Matthew Packard, Colonel | Colorado State Patrol
fallen, but, more importantly, we also which clearly demonstrates the impor-
GENERAL CHAIR, MIDSIZE AGENCIES DIVISION
need to do all we can to prevent attacks, tance and emphasis the IACP places on Edward J. Walsh, Chief of Police | Taunton Police
assaults, life-endangering traffic inci- officer safety in respect to mental health, Department, MA
dents, and the events that lead to physical health, and tactical safety. PARLIAMENTARIAN
police suicide. Prevention comes from As with most topics in policing, officer Brandon Zuidema, Deputy Town Manager | Town of
enhancing training, equipment, and safety and wellness is a multifaceted
Morrisville, NC
procedures; developing and imple- issue, and addressing these various

EXECUTIVE DIRECTOR AND CHIEF EXECUTIVE OFFICER
menting wellness programs for our aspects requires effort from all of us.
Vincent Talucci, CAE | International Association of Chiefs
of Police
staff; and telling the positive story of Rising to meet the needs of this noble
our profession as we embrace a diverse profession means prioritizing our safety
DEPUTY EXECUTIVE DIRECTOR AND CHIEF
OPERATING OFFICER
workforce and enhance trust in our and personal well-being and that of Terrence M. Cunningham | International Association of Chiefs
communities, while we also focus on our officers. This month, as we honor
of Police
enacting legislation to protect officers National Police Week in the United States,
and hold accountable those who choose and throughout various times across the
to target police. world, we honor and remember the ser-
The work of policing does not just affect vice and sacrifice of all officers who have
our physical well-being, it also takes a made the ultimate sacrifice. It is my hope
toll on our mental health. In 2022, there that police leaders, with the collective
were a total of 193 first responders who assistance of community members and
died by suicide—a deeply concerning elected officials, can commit to doing all
trend that the IACP has focused on for we can to protect the lives of the men and
several years. That number is far too high women who work tirelessly to protect the
and goes to show that the threats our innocent, confront crime, and ensure
profession faces do not stop at the end of the safety of our communities across the
each shift. The effect of the job impacts globe.
LEADERSHIP From the Principal Deputy AAG
Supporting Law Enforcement

Safety and Wellness
T H E DAN G E R S FAC E D B Y L AW E N F O R C E ME N T P E R S O N N E L A R E T O O O FTE N
REDUCED IN THE PUBLIC EYE TO THE DRAMATIC MOMENTS OF A HIGH-RISK
ENCOUNTER. ONCE THE IMMEDIATE PHYSICAL THREAT HAS PASSED, OFFICERS
ARE SOMEHOW EXPECTED TO MOVE ON, IMMUNE TO ANY SHORT- OR LONG-
TERM PSYCHOLOGICAL CONSEQUENCES.
Police professionals—and anyone with IMPROVING PREPAREDNESS &
a basic understanding of the effects of RESILIENCE
trauma—know that this idealized version According to FBI data compiled by the
of emotional resilience and occupa- National Law Enforcement Officers
tional toughness rarely syncs with the Memorial Fund, more than 43,000 U.S.
unfolding reality. The impact of trauma officers were assaulted while performing
long outlives the event, no matter who their duties in 2021. More than a third
experiences it, and the chronic stress to of these officers sustained injuries.
which public safety officers are exposed Preliminary data for 2022 show that
takes a serious toll on their physical and 60 U.S. officers died from felonious
mental health. assaults, and another 58 died as a result
We hold law enforcement professionals of accidents in the line of duty. The first
Amy L. Solomon to the highest standards of conduct, step in safeguarding the health and
Principal Deputy Assistant looking to them as equal partners—and safety of law enforcement professionals
Attorney General ideally, as leaders—in the task of building is to mitigate the grave risks they face
strong communities held together by each day by helping them to better
U.S. Department of Justice, Office of anticipate threats and reducing their
durable bonds of trust. The mandate for
Justice Programs vulnerability to danger in all its forms.
constitutional policing is nonnegotiable,
and so, too, is our society’s duty to pro- OJP’s Officer Robert Wilson III Preventing
tect the welfare of those who safeguard Violence Against Law Enforcement
our homes and streets. Officers and Ensuring Officer Resil-
The U.S. Department of Justice’s (DOJ’s) ience and Survivability (VALOR)
[Officers] deserve commitment to officer safety has been Initiative, managed by OJP’s Bureau
long embodied in the work of the of Justice Assistance (BJA), provides
Office of Justice Programs (OJP). Since no-cost training, customized assis-
to know that 1999, the Bulletproof Vest Partnership,

managed by the OJP’s Bureau of Justice
tance, research, and other resources
designed to improve immediate and
long-term safety and resilience.
their safety
Assistance, has enabled some 13,000
jurisdictions to purchase almost 1.5 The VALOR Initiative’s flagship program,
million protective vests. And for three the VALOR Program, provides com-
and well-being decades, the National Institute of

Justice has set performance standards
prehensive officer safety and wellness
training, customized assistance, and
and conducted testing and research to resources. In-person and virtual training
are matters of ensure that law enforcement agencies
have access to life-saving body armor.
and technical assistance options
focus on a wide array of safety and
deep concern
wellness preparedness strategies such
These programs are staples of OJP
as recognizing indicators of dangerous
investments, but providing and main-
situations; defusing potentially volatile
for the people

taining effective equipment is only one
encounters; carrying out rescue tactics;
part—albeit a critical one—of our officer
and addressing physical, emotional, and
safety portfolio. We are working to ful-
financial wellness.
they serve. fill our solemn responsibilities to our
law enforcement partners by improving The VALOR Program’s Survive & Thrive
preparedness and resilience, countering training provides one- to two-day
stress, and helping them confront a host instruction specific to each level of law
of social problems that demand more enforcement—line officers, first-line
than a public safety response. supervisors, and executives—to enhance
ACCORDING TO FBI DATA COMPILED BY THE MORE THAN
1/3
NATIONAL LAW ENFORCEMENT OFFICERS
MEMORIAL FUND, MORE THAN
43,000
situational awareness and guard against
complacency that could heighten
exposure to danger. The VALOR Program
alone has trained more than 134,000 U.S. OFFICERS WERE ASSAULTED WHILE OF THESE OFFICERS
officers.
PERFORMING THEIR DUTIES IN 2021. SUSTAINED INJURIES.
REDUCING STRESS AND PROTECTING
58
MENTAL HEALTH
PRELIMINARY DATA FOR 2022
Stress from mounting daily pressures
has taken an outsize toll on the law SHOW THAT
enforcement community. Exposure to
gun violence—far too common in our
society—along with heightened scrutiny
60 U.S. OFFICERS DIED
FROM FELONIOUS ASSAULTS.
DIED
AS A RESULT OF ACCIDENTS
IN THE LINE OF DUTY.
of officers’ actions and an often unrea-
sonable set of expectations around the
role of policing are hastening burnout
and leading to high rates of depression.
The upward trend in officer suicide is awareness and to help prevent officer Law enforcement has met the challenge
only one of the most troubling indica- suicides by teaching officers how to admirably, often with only limited
tors of an expanding mental health crisis identify stress signals, break the stigma, options for supporting those in crisis,
in the public safety field. and protect long-term mental health. but the burden should not fall to these
OJP is also working closely with our part- professionals alone. Fortunately,
VALOR’s Law Enforcement Advanced many police leaders are making crisis
Wellness and Resiliency Education ners at the Justice Department’s Office of
Community Oriented Policing Services intervention training available to those
Project, or L.E. AWARE, offers train- in their ranks, and a growing number
ing and resources to help officers (COPS Office). A DOJ Officer Safety and
Wellness Working Group meets regularly of departments are now engaged as
confront and deal with compassion part of co-responder teams, homeless
fatigue, survivors’ guilt, vicarious with law enforcement practitioners, na-
tional organizations, and other experts outreach units, and other community
trauma, and post-traumatic stress— partnerships.
often unacknowledged consequences to discuss emerging issues and brain-
of a job that revolves around danger. storm strategies and recommendations OJP awarded more than $44 million
for the field. The COPS Office awarded last year to support these efforts and to
The BJA and the International Associ- more than $7 million to support 50 proj- help communities address behavioral
ation of Chiefs of Police are working in ects under its Law Enforcement Mental health crises. Grants from BJA’s Justice
partnership to convene researchers, Health and Wellness Act program, and and Mental Health Collaboration
sworn officers, and mental health a collection of COPS Office case studies Program and its Connect and Protect
professionals to address the issue of highlights 11 promising mental health initiative support partnerships among
officer suicide head-on. The National and wellness strategies. law enforcement, mental health, and
Consortium on Preventing Law Enforce- substance use professionals to help re-
ment Suicide is using data, promising LIFTING THE BURDEN duce arrests, divert individuals from the
practices, and a growing body of scien- justice system, and deliver the appropri-
In the face of soaring rates of drug over-
tific evidence to raise awareness of the ate treatment and other support services
doses, rising homelessness, and high
issue. The consortium has developed an to those in need.
prevalence of mental health disorders,
array of resources to support agencies
law enforcement officers find themselves Law enforcement professionals do not
and officers, including a toolkit designed
serving as stewards of public welfare as need to be reminded of the dangers
to help law enforcement departments
much as public safety guardians. Police inherent in their work, but they deserve
integrate suicide prevention strategies in
are often first at the scene of an episode to know that their safety and well-being
their operations.
of psychiatric distress or any number of are matters of deep concern for the
VALOR’s National Suicide Awareness community crises. In some cases, offi- people they serve. The OJP will continue
for Law Enforcement Officers Program cers are the only available responders, to stand by our officers and deliver the
(SAFLEO) is another resource. SAFLEO even though many of these calls clearly moral and material support they need to
offers in-person and online trainings demand the attention of behavioral maintain a healthy mind and body.
and customized assistance to build health specialists.
IN EVERY ISSUE Dispatch
IACPlearn
Education
Opportunities Registration Now Open for
2023 IDTS Conference
Justification Kit
Registration and housing for the 2023 Now Available
Impaired Driving and Traffic Safety (IDTS) To help you organize your
§ Intermediate Juvenile Interview Conference is now open. This year’s con- conference planning and, if
and Interrogation Techniques ference will be held August 9–11, 2023, at needed, assist you in justifying
(Training) the Hilton Anaheim in Anaheim, California. to supervisors or other deci-
This training provides law enforce- The IDTS conference will highlight effective sion makers your attendance
ment officers with information on and proven approaches for improving road at the upcoming IACP 2023 in
best practices and procedures safety, the latest science on alcohol- and San Diego, California, October
on juvenile interview and interroga-
drug-impaired driving enforcement, how 14–17, the IACP developed a
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IN EVERY ISSUE Perspectives
Q: What is a key change that police leaders can make to

promote a culture of wellness in their agency?
A: Police leaders can partner A: The past decade has seen A: The wellness of our po- A: Intentional changes to an
with subject matter experts remarkable progress in police lice officers is just as critical organization’s culture have to
and clinicians to provide officer safety and wellness as the diagnostics in the cars be embraced and embodied
physical and mental wellness programming. As this move- they drive. All elements of by leadership. Policing profes-
services at officers’ conve- ment evolves, police leader- the body and mind must sionals of all ranks are acutely
nience. The right wellness ship is uniquely positioned to be working in unison. If our aware of the habits embraced
professionals can provide further this positive change. minds could forget what our by leadership and use those
valuable insight to agency Research and practical eyes have seen, our officers habits as indicators of behav-
leaders as they develop experience suggest that police may not have suffered ior embraced by the organi-
training and policies that may leaders consider these key that mental and physical zation’s culture. Wellness is
seem unrelated to officer changes: punch. A key change that more than physical fitness; it
wellness. Given appropriate police leaders can make is to is more than mental health.
support—both material § Hire an experienced promote a culture of wellness Wellness needs to be modeled
and moral—subject matter mental health profes- in their agencies and to as a balanced approach to
experts can give officers the sional familiar with police have continuing education life. In that model, leadership
tools they need to care for culture to guide program for leadership. We often get should demonstrate balance
themselves. These experts development and trained and then become between their personal and
can incorporate physical and implementation. complacent when opera- professional lives, show that
mental wellness education § Give strong, public tions are not being visibly they care for their own phys-
and self-care training into support for the program impacted by events that may ical wellbeing, and have the
each academy class and and insist on participation impact our officers’ physical courage to display vulnerabil-
continue to provide career from the bottom to the and mental wellness. We ity by discussing the personal
and life stage appropriate top of the department. must be intentional in our challenges that come with the
education throughout each Like any business, the efforts to routinely empha- decision to become part of
officer’s career. vision and direction are size awareness of this topic. this honorable profession.
set by the CEO.
Anna M. Sedory, Athletic Trainer/ Jaime Ayala, Police Chief Matthew C. Packard, Colonel
Director, Injury Care and § Make it clear that this is a Edinburg Police Department, Texas Colorado State Patrol
Prevention Program
long-term initiative.
Fairfax County Police Department,
Virginia In the end, it’s your leadership
that must set the tone and
provide strong, ongoing
support for officer and family
safety and wellness. Make
this the cornerstone of your
department’s mission and
operational procedures.
Edward C. Keane, PhD, Police

Psychologist
Danbury Police Department,
Connecticut
LEADERSHIP Chief’s Counsel
BY
Ken Wallentine, Chief
of Police, West Jordan
Police Department, Utah
An Officer’s Legal
Obligation to Intervene
TH E A R R E ST O F F IV E M E M PH I S, TE N N E S SE E , PO LI CE O F F I CE RS J UST T WO W E E KS AF TE R TH E D E ATH
O F T YR E N I CH O L S O N CE AG AI N R AI SE D TH E N OTI O N O F TH E D UT Y TO I NTE RV E N E I N TH E U. S. PU BLI C
D I SCUS SI O N .
An internal review concluded that the officers not only vi- fails to take reasonable steps to intervene.3 Ultimately, an
olated Memphis Police Department use-of-force policies, officer cannot be liable for failure to intervene unless there
but also breached policies stating a duty to intervene and is an actual underlying constitutional violation.4
a duty to render aid. The IACP swiftly condemned “the Many states, including Colorado, Connecticut, Minnesota,
failure of any of these individuals to intervene” in the force Nevada, New Mexico, North Carolina, Oregon, Utah, and
applied to Nichols.1 Vermont, have enacted laws establishing a statutory duty
It is imperative that officers know that a failure to intervene to intervene or report unlawful acts by a fellow officer.
may result in both criminal charges and civil claims. A Though these laws may be new, there is nothing new
plaintiff will raise as many claims as possible in the pursuit about the expectation that officers will intervene. Officers
of monetary damages. It is increasingly uncommon to are expected to run toward danger to intervene and to
not see a claim of failure to intervene in a lawsuit against protect against harm.
an officer and agency. Many law enforcement policy manuals have plain,
Before an officer can be successfully sued for failure to simple statements requiring intervention. For example,
intervene, the plaintiff must generally show that the one policy in widespread use mandates any officer to
officer violated a constitutional right that was “clearly “intercede when observing another member using force
established” at the time of the alleged violation. U.S. that is clearly beyond that which is objectively reasonable
federal courts have ruled for many years that the under the circumstances, when in a position to do so.” If
officer’s duty to intervene in unconstitutional force is officers cannot act for whatever reason, they must report
clearly established. the use of force.5
It is “clearly established” that all law enforcement offi- The duty to intervene is most often thought about in the
cers have an affirmative duty to intervene to protect the context of halting the use of unreasonable force. But the
constitutional rights of citizens from infringement by other officers fired in the Tyre Nichols case also stand accused
law enforcement officers in their presence. An officer who of failing to intervene to render medical attention. A
fails to intercede is liable for the preventable harm caused failure to intervene claim may arise from more than the
by the actions of the other officers where that officer use of unreasonable force, such as failure to halt an ap-
observes or has reason to know that (1) excessive force is parently unlawful arrest, detention, or search.6 The duty
being used, (2) a citizen has been unjustifiably arrested, to intervene also applies in the correctional setting. Not
or (3) any constitutional violation has been committed by only does a correctional officer have a duty to intervene
a law enforcement official. In order for liability to attach, in the case of reasonably apparent excessive force applied
there must have been a realistic opportunity to intervene to an inmate, but also if the correctional officer becomes
to prevent the harm from occurring.2 aware of inadequate medical care.7 At least one court
Thus, an officer who fails to intervene may face liability has suggested that an officer might be liable for failing to
when the officer observes what a reasonable officer would intervene in the extraction of a false confession.8
know to be excessive force, the officer has a realistic An officer’s failure to intervene may even lead to criminal
opportunity to intervene to prevent harm, and the officer charges. The public is demanding that prosecutors
A failure to intervene claim may arise from
more than the use of unreasonable force.
intently focus on police accountability. Two former to intervene. Just how an officer should have intervened
Minneapolis, Minnesota, Police Department officers were must be considered. Was it sufficient for the intervening
convicted and imprisoned for violating George Floyd’s officer to verbally redirect the offending officer? Or
constitutional right to be free from an officer’s unreason- should the intervening officer have physically inter-
able force by their willful failure to intervene.9 Intervening vened? What other tasks was the officer facing in the
may well keep the officer out of prison, as well as saving moment? How much, if any, of the pre-force event did
the officer’s career. the officer witness? If the officer was unable to see the
alleged unreasonable force, he or she could not have
Investigators documenting a use of force not only must
stopped it.10 Generally, the duration of the incident is
discover what happened, when, and how, but they must
the guiding factor in assessing whether a reasonable
also assess whether there was an opportunity for officers
opportunity to intervene existed. In extended confronta-
present to effectively intervene. The use-of-force investi-
tions or events that unfold in stages, it is more likely that
gator must discover and document the location, move-
a court will rule the duty to intervene was evident: “By
ments, abilities, and perceptions of each officer present at
contrast, where an incident is momentary, its ‘brevity’
the incident and the individual officers’ assessment of the
may ‘defeat a … failure-to-intervene claim.’”11 If a use of
totality of the circumstances.
force unfolds so quickly that another officer simply has
The duty to intervene must be considered in light of no time to perceive the unreasonableness of the force
whether there is a realistic and reasonable opportunity and to intervene, the officer will not be liable.12
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LEADERSHIP Chief’s Counsel
Agencies are responsible for teaching officers the skills Directing is just what it sounds like. The intervening
and tactics of intervention. It is desirable that officers officer may voice concern, tell another officer to step
take care of one another, to be each other’s keeper, but back, and if possible, frame the behavior as a mistake
how? How can agencies teach and practice effective and communicate that the intervening officer is helping
intervention? to get the officer back on track. Directing doesn’t have to
At the West Jordan, Utah, Police Department, training be confrontational.
staff explored how to best guide officers to avoid and In the pursuit of continuous improvement, police
intervene in behaviors that place an officer’s job, cer- agencies must level up training on force tools, tech-
tification, mental and emotional health, and possibly niques, and tactics to include effective de-escalation
even freedom at risk. Equipping officers with effective and intervention techniques. Law enforcement can
intervention techniques is one way for leaders to show do better and avoid tragic outcomes like the deaths
their officers that the agency and leadership care about of Tyre Nichols, George Floyd, and others and end the
them. Likewise, police departments demonstrate their avoidable consequences to communities and police
commitment to equitable and constitutional policing to departments.
the community through developing a culture of effective
intervention. NOTES
IACP, “Statement of the IACP on the Death of Tyre Nichols,” press release,
The West Jordan Police Department partnered with the
1
January 26, 2013.

ABLE Project training to teach officers to recognize and 2
Vondrak v. City of Las Cruces, 535 F.3d 1198, 1210 (10th Cir. 2008).
defeat the inhibitors to effective intervention.13 The ABLE Another court succinctly stated the duty to intervene: “A police officer is
active bystandership model begins with noticing the need under a duty to intercede and prevent fellow officers from subjecting a
citizen to excessive force, and may be held liable for his failure to do so
for intervention. The earlier the intervention, the less if he observes the use of force and has sufficient time to act to prevent.”
harm caused and the easier the intervention. Part of the Figueroa v. Mazza, 825 F.3d 89, 106 (2nd Cir. 2016).
ABLE training teaches officers to use self-awareness to Jean-Laurent v. Wilkerson, 438 F. Supp. 2d 318, 327 (S.D.N.Y. 2006), aff’d,
3
461 F. App’x 18 (2nd Cir. 2012).

identify their own triggers. Being aware helps mitigate the 4
Lytle v. Bexar County, 560 F.3d 404, 410 (5th Cir. 2009) “If we determine
inhibitors to intervention. that the alleged conduct did not violate a constitutional right, our inquiry
ceases because there is no constitutional violation for which the govern-
The next step is for an officer to decide how to intervene. ment official would need qualified immunity.”
This involves pre-planning on how and when to respond 5
Lexipol, Use of Force 300.2.1, Duty to Intercede and Report.
in a situation. Trainers encourage officers to do the “what 6
But see Harris v. Mahr, 838 F. App’x. 339, 343 (10th Cir. 2020). The
court held that the duty to intervene in unlawful entry cases is not “clearly
if” exercise as they patrol. Every contact with a fellow established,” noting that Vondrak “recites a broad duty to intervene that
officer and a subject is an opportunity to consider “what lacks any specificity, especially as to unlawful entry and search cases” and
if” there is a need to intervene. that the “constitutional principles surrounding a failure to intervene in an
unlawful search” are unclear.
Next, the officer acts. What kind of intervention would 7
McGee v. Parsano, 55 F.4th 563, 574 (7th Cir. 2022).
work best for in the situation? During the dynamic event, Peterson v. Heymes, 931 F.3d 546, 556 (6th Cir. 2019).
8
9
18 U.S.C. § 242.
the intervening officer may choose to delegate, distract, 10
Hunter v. City of Leeds, 941 F.3d 1265, 1282 (11th Cir. 2019).
or direct. Distracting may simply be refocusing the 11
Ricks v. Shover, 891 F.3d 468 (3rd Cir. 2018).
officer’s attention or giving an assignment to step away 12
Lewis v. Downey, 581 F.3d 467, 472 (7th Cir. 2009)
from the scene. 13
Georgetown Law, “Active Bystandership for Law Enforcement (ABLE)
Project.”
Delegating usually involves giving the officer a task that
interrupts the possible error. Delegating may also mean
asking someone better positioned to deliver the message.
The IACP, in partnership with the International

Association of Directors of Law Enforcement Standards
and Training (IADLEST) and Force Concepts, offers duty
to intervene training—Take Action: Make the R.I.G.H.T.
Choice & Intervene—through the Collaborative Reform
Initiative Technical Assistance Center (CRI-TAC). Visit
www.collaborativereform.org to learn more or request
the training for your agency.
IN THE FIELD Special Report
BY
McKenna Polen, Writer-Editor,
FBI’s Criminal Justice Information
Services Division, and William Brooks,
Chief, Norwood Police Department,
Massachusetts
Enhanced
Background Checks
for Young Adults
Implementing the Bipartisan Safer Communities Act
in NICS
O N J U N E 25, 202 2 , TH E U. S. CO N G R E S S determine the eligibility of prospective transferees to

PAS SE D TH E B I PA R TI SAN SAF E R CO M M U N - possess or receive a firearm.
ITI E S ACT O F 202 2 (B SCA), I N AN E F F O R T
Since NICS became operational on November
TO R E D U CE G U N VI O L E N CE I N TH E U N ITE D
30, 1998, the system has processed more than
STATE S.
448 million background checks resulting in nearly
One requirement of BSCA is for the National Instant 2.2 million federal denials. In 2022, NICS processed
Criminal Background Check System (NICS) to 31,596,646 background checks, the third highest
expand background checks of prospective fire- annual volume since inception.
arm transferees who are under 21 years old (U21
transactions). NICS PROCESS
Chief William Brooks of the Norwood Police When an individual attempts to purchase a firearm,
Department in Massachusetts noted, “The checks the prospective transferee completes the ATF
now run on those under 21 provide further safe- Form 4473, Firearms Transaction Record. The FFL
guards by allowing for the discovery of juvenile and provides some of the prospective transferee’s bi-
mental illness records that might otherwise have ographical information to NICS electronically or by
been excluded.” phone. Once the prospective transferee’s informa-
tion is entered into the system, NICS searches NCIC
NICS OVERVIEW (National Crime Information Center), III (Interstate
As required by the Brady Handgun Violence Identification Index), and the NICS Indices for
Prevention Act of 1993 (Brady Act), NICS was estab- records matching the prospective transferee’s
lished to conduct name-based background checks biographical information to determine ineligibility
on prospective firearm transferees. Federal and to possess or receive a firearm.
state law enforcement agencies and federal firearms The NICS Indices contains information that may
licensees (FFLs) across the United States use NICS to be excluded from NCIC or III, such as involuntary
mental health commitments, admitted use of an
unlawful controlled substance, and some protection
orders. A match to biographical information in the
NICS Indices will result in an automatic denial of
TABLE 1: NICS CHECKS OVER PAST THREE YEARS a firearm transfer and could also be used to revoke
Year NICS checks or deny a state firearm permit. The NICS Indices
2020 39,695,315 contain more than 28.8 million active records.
2021 38,876,673 The Brady Act allows NICS to delay firearm transac-
2022 31,596,646 tions for up to three business days in order to con-
Since inception, the top three highest volume years for processing NICS checks, initiated
duct additional research to determine a prospective
by the FBI and state agencies, were 2020–2022. transferee’s eligibility to possess or receive a firearm.
SECURE LINK-AND-PIN CONNECTION
Agencies should send an email address to [email protected] to receive
U21 requests via email with a secure link-and-pin connection. NICS staff
highly recommends that agencies provide a shared email address that can be
accessed by multiple people rather than providing a specific person’s email
address. Once the email address is verified, agencies will receive an email
from [email protected] that contains a link to a secure web portal to access
the U21 request. Then, law enforcement personnel can either click on the link
or copy and paste it
into a web browser.
The individual will be
prompted to enter the
pin from the email
into the secure portal.
This will open the
U21 request. After
completing internal
database searches
for juvenile informa-
tion for the pro-
spective transferee,
law enforcement
personnel can select
the appropriate radio
button to respond,
add any comments
or attachments, and
submit their agency’s
response in the
portal.
An example of a U21 request as displayed
in the secure portal
During these three business days, NICS may send

requests seeking additional or clarifying information
to judicial or local law enforcement agencies. If NICS
does not receive additional information to make a
final determination, federal law allows the FFL to
transfer the firearm after three business days at the
FFL’s discretion.
BSCA PROCESS
BSCA requires enhanced NICS checks for U21 trans-
actions. BSCA allows NICS to extend the delay of
U21 transactions up through the 10th business day,
as necessary, if there is a reason to conduct further
research to determine if the prospective transferee
has a disqualifying juvenile record. NICS notifies
the FFL when it extends the delay of a U21 transac-
tion. At this point, unless NICS notifies the FFL that Prospective firearms transferees complete ATF Form 4473, Firearms Transaction
the transaction has been denied or may proceed, Record, when they attempt to purchase a firearm.
IN THE FIELD Special Report
Law enforcement agencies can help NICS process agencies to respond to U21 requests within three
business days whether they find relevant informa-
checks on gun buyers under 21 by establishing a tion or not. By responding within three business
central email address and then quickly turning days, agencies may provide NICS the ability to
(1) permit the firearm transfer if no prohibitors
around requests for records. exist or (2) notify the FFL of the extended delay
—Chief William Brooks of the transfer, which can help prevent a firearm
from being transferred to a prohibited person.
the FFL is prohibited by federal law from transferring U21 REQUESTS

the firearm until after the 10th business day. The purpose of U21 requests is to determine
To adhere to the recent legislation, NICS will whether a prospective transferee has a possibly
delay U21 transactions and immediately contact disqualifying juvenile record. NICS will send U21
the following agencies with jurisdiction over the requests, and agencies will be asked to respond
residential address the prospective transferee back to NICS stating they are prohibited by state
provided to the FFL: law from providing the requested information or
they found or did not find relevant information.
§ local law enforcement agencies
Agencies can receive U21 requests either through
§ state criminal history repositories or juvenile
an email containing a secure link-and-pin connec-
justice information systems
tion or an unsolicited NCIC message. An email with
§ state custodians of mental health adjudication a secure link-and-pin connection is the preferred
records contact method as it allows agencies to connect to
NICS’ contacts with these agencies are called U21 re- a secure FBI portal to access and respond to U21
quests. Although not mandatory, it is important for requests. This secure connection protects prospec-
tive transferee’s personally identifiable information
provided within the request.
After receiving a U21 request, unless state law
prohibits an agency from providing the requested
HOW CAN LAW ENFORCEMENT HELP? information, agencies should search their internal
1. Create a shared email account that is not tied to a specific databases for possibly disqualifying information on
person and is checked every business day. the individual. This expanded outreach is intended
2. Send the shared email address to [email protected] to to help reveal any disqualifying juvenile records, but
receive U21 requests directly via email with a secure link-and-pin agencies are encouraged to share any possibly dis-
connection. qualifying information they possess. Possibly
disqualifying juvenile—or adult—information that
3. Respond to U21 requests within three business days, regardless can be submitted as an agency’s response to a U21
of your database findings. request may include any criminal or delinquent acts
conducted or any mental health adjudications or
commitments, such as the following examples:
§ Arrests for, admittance/known use of, and/or a
BSCA KEY FACTS positive test of unlawful controlled substance (to
§ NICS is required to seek possibly disqualifying juvenile information include recreational and medical marijuana)
when processing U21 transactions. § Active warrants
§ NICS will send specified state and local agencies U21 requests for § Interactions involving mental health concerns
possibly disqualifying juvenile information.
§ Known felony or serious misdemeanor offenses/
§ If an agency receives a U21 request, unless prohibited by state arrests
law, personnel should search the agency’s internal records and
§ Active protection orders/extreme risk protection
databases for possibly disqualifying juvenile records.
orders
§ Law enforcement should send responses to NICS within three
§ Court-ordered firearm restrictions
business days, even if the response is no records found or cannot
share due to state law. § State prohibitors (e.g., emergency risk protection
order, conviction of domestic abuse)
U21 REQUEST SUCCESS STORY
As of the writing of this article, NICS has sent more than 59,000
U21 requests, which have resulted in 80 denials. One denial
occurred in the fall of 2022 when an individual under age 21
attempted to purchase a firearm at an FFL outside of the individ-
ual’s residential state. NICS sent U21 requests to appropriate
agencies, as required by BSCA.
The initial NICS check showed an arrest in 2021 for driving under
the influence (DUI), which met the BSCA criteria for an extended
delay (to determine if the DUI was based upon unlawful controlled
substance use). Upon further research, it was found that the
subject was under an active felony indictment, disqualifying the
person from purchasing a firearm. Subsequently, the subject was
denied the firearm transfer and entered into the NICS Indices. If
the indictment had been in III, the firearm transfer would have been
automatically denied. Because BSCA required enhanced research
and permitted the extended delay, NICS was able to conduct
A depiction of a background check with no prohibitors, further research, locate records that were not initially available,
which allows NICS to proceed firearm transfers. and prevent a firearm transfer to a prohibited person.
How agencies receive U21 requests will determine

how they respond to these requests. If agencies
received the U21 request via email with a secure
link-and-pin connection, agencies should respond
within the secure portal. If agencies received the
RESOURCES
U21 request via an NCIC message with “$.H.U21” To learn more about the expanded
at the top, agencies should email their response to BSCA requirements or U21 requests,
[email protected]. agencies can visit the NICS Resources
To receive future U21 requests via email with a secure Community on the JusticeConnect
link-and-pin connection, agencies can send their network via the Law Enforcement
preferred email address to [email protected]. Enterprise Portal. Scan the QR code or
NICS staff encourages agencies to provide an email visit fbi.gov/nics for more information
account that multiple people can access to allow about NICS. Agencies can contact
more than one person to respond to these urgent NICS experts at [email protected]
requests.
or 1-844-265-6716
LAW ENFORCEMENT’S RESPONSE IS CRITICAL with any questions
Responding to U21 requests is a matter of public or to request a
safety. Unless disqualifying information is in NCIC, secure link-and-pin
III, or NICS Indices, NICS will not know that an connection.
individual should be prohibited from possessing or
receiving a firearm.
If local law enforcement agencies provide infor-
mation regarding juvenile justice history or mental
health adjudications or commitments during U21
requests, NICS can potentially prohibit the transfer
of a firearm to a disqualified individual, which could
reduce gun violence and save lives.
IN THE FIELD Focus on Officer Wellness BY
Rana Parker, MPH,
RDN, Los Angeles Police
Department, California
Diet and Shift Work
E AT I N G H E A LT H Y I S T O U G H E N O U G H F O R PE O PL E WO R K I N G I N L AW E N F O R C E M E N T.
A D D I N T H E C H A L L E N G E O F S H I F T WO R K : T H E L AT E N I G H T A N D E A R LY M O R N I N G
H O U R S W H E N M O S T R E S TAU R A N T S A N D S T O R E S A R E C L O S E D, W H E N T H E B E S T F O O D
C H O I C E S C O M E I N PAC K AG E S O F F L AVO R E D FAT, SA LT, A N D S U G A R . I T ’S A R E C I PE
F O R A P O O R D I E T.
Poor diet surely plays a part in some of the the next day’s first meal. This longer eating
negative health effects that shift workers ex- duration may be due to less sleep; more
perience, including poor blood sugar control, waking hours leads to more time for eating,
an increased risk of type 2 diabetes, obesity, according to a recent study in male military
high blood pressure, and even certain can- police officers.
cers. Beyond health effects, the alterations
§ Unhealthy choices: Shift workers tend to
in normal circadian rhythms caused by shift
drink less water and eat less fruits, vege-
work can wreak havoc on performance, from
tables, and foods high in fiber than those
driving skills and mood alterations to feelings
working day shift.
of fatigue.
§ Lack of sleep: Changes in appetite and
While more research is needed into the topic
food cravings can occur due to poor sleep
of diet and shift work, the current results
quantity and quality.
point to several ways that a shift worker’s diet
differs from those who work standard days. § Social pressure: Social influences, like eat-
Surprisingly, the cause isn’t due to eating more ing when family and coworkers are eating,
calories but rather the following factors: also impact eating duration and mealtimes.
§ Late-night eating: It’s a habit that’s almost
STRATEGIES
inevitable with shift work, one that can
cause a greater increase in blood sugar The news is not all bad for all shift workers.
than eating earlier in the day—even when Anecdotally, some people report better eating
eating the same food. Triglycerides can also habits when working at night. Knowing there
become more elevated for late night meals. are limited food options at night, they plan
and pack their meals in advance rather than
§ Snacking: Studies show that many shift eating out with colleagues. Some find that
workers snack or graze rather than eating there are less opportunities for “mindless”
meals, and snacks tend to have lower eating at night than during the day, when food
nutritional quality than meals. is more widely available.
§ Large meals: Snacking all night may not be But for most people, eating healthy at night
particularly healthy, but neither is having a remains a challenge for the many reasons
large, high-fat or high-sugar meal, espe- listed previously. Tackling each of the contrib-
cially in the late night and early morning uting factors can help individuals and law en-
hours. It may even negatively impact forcement organizations adapt and improve
driving performance. eating habits and overall health.
§ Eating duration: Multiple studies have
shown that shift or night workers tend to STRATEGY 1: TIMING IS (ALMOST) EVERYTHING
have a longer eating duration, meaning Researchers agree that more real-world
they eat for more hours of their “day” and studies are needed to determine the opti-
have less time between their last meal and mal mealtime for shift workers. Based on
current evidence, the following routines are § Focus on healthy foods: Fruits; vegetables;
recommended: and other high-fiber foods like nuts,
§ Limit late-night eating: If possible, avoid seeds, beans, and whole grains should be
late-night eating altogether. Eat the largest prioritized. A study done with health care
workers showed that providing healthy
HEALTHIER OPTIONS
meal earlier, either before the start of FOR SHIFT WORKERS
watch or early in the evening. snacks and bottled water to shift workers
led to a better mood and less fatigue. § Select fresh fruit
§ Shorten eating duration: Set a cutoff time like apples, oranges,
for eating so that the time elapsed between STRATEGY 3: HYDRATE and bananas when
the last meal of the previous “day” and the Dehydration may contribute to feelings of buying snacks at
first of the next day is at least 12 hours. fatigue and decreased alertness. 24-hour convenience
§ Keep a consistent mealtime: Whenever § Wake up with water: Drink a large glass
stores.
possible, plan to eat at about the same time upon waking. § If eating at a late-
each “day.” The same goes for one’s sleep night diner, include
schedule. If an individual is hungry just § Be smart about caffeine: Avoid high-
a fresh fruit or veg-
before bed, eating a light meal or snack is caffeine intakes of over 400 milligrams per
gie (not fried) side
recommended; as anyone who has fasted day.
with the entrée, or
can attest, it can be difficult to fall asleep Hydrating throughout the “day” with water or a vegetable-based
with a growling, empty stomach. other unsweetened beverages, such as herbal soup.
tea, green tea (green tea has less caffeine than
STRATEGY 2: MAKE HEALTHIER CHOICES coffee or black tea), or even a low-sodium § Pack healthy snacks,
broth may be a good solution. Also, consider such as trail mix,
Making healthier choices may be even more
snacking on fruits and vegetables; these foods fruit, protein bars,
important for shift workers.
contain the most water, so they are both meal replacement
§ Eat light: Avoid heavy foods that are high shakes.
hydrating and nourishing.
in fat and high in sugar. One study showed
With some good tactics and planning, it is § Pack bottled water
that eating a smaller snack did not raise
possible to eat healthy with shift work and or a thermos with
glucose or insulin levels as much as larger
rotating schedules, while also staying alert hot water for green
meals consumed during a night watch.
and ready. And it’s worth the effort. or herbal tea or a
§ Protein: Some studies show that eating low-sodium broth.
more protein and less high-carb foods at
night may help with alertness.
IN THE FIELD Traffic Safety Initiatives
Leveraging Data
Sophistication to Save Lives
BY WHILE CITIES AND MUNICIPALITIES ACROSS THE REAL-WORLD APPLICATION

Jason LaRue, Associate UNITED STATES ARE SETTING THEIR SIGHTS ON By funneling actionable data and analytics, law
Vice President, ACHIEVING VISION ZERO, ON JANUARY 9, 2023, enforcement agencies can do more than simply
LexisNexis Coplogic THE NATIONAL HIGHWAY TRAFFIC SAFETY ADMIN- provide clear reports on crashes that have already
Solutions ISTRATION (NHTSA) RELEASED ITS LATEST PRO- happened. They can leverage data sophistica-
JECTIONS FOR TRAFFIC FATALITIES IN 2022. tion to help them prevent future crashes from
Nearly 31,785 people died in traffic crashes on happening.
U.S. roadways in the first nine months of 2022, a For example, imagine you live in Drivetown,
0.2 percent decrease as compared to the 31,850 USA. Data has indicated there have been several
estimated fatalities during the same time in 2021. red-light citations at the intersection of A Street
Although individual behavior cannot be con- and B Street. This intersection happens to be
trolled, there are steps that can be taken. where many high school students cross the street
Data sophistication can help better identify traffic after school. Leveraging these data, agencies can
issues and trends to develop a preventive strategy proactively develop a plan of action to prevent any
against future crashes. In fact, Vision Zero is built possible fatalities in the area. The plan of action
on the premise that crashes are preventable, which could include such remedies as increased patrol
is a shift from conventional thinking that crashes during the school’s dismissal or working with
are generally inevitable. Data sophistication in the state’s department of transportation to make
action can help law enforcement agencies develop infrastructure changes, such as a speed bump
strategies that can continue to influence this or roundabout to route cars more safely around
downward trend, saving more lives and tapping the pedestrian crosswalk. Data sophistication
into important resources that can assist them in empowers agencies to proactively mitigate these
rebuilding community trust. types of problems and other safety issues that can
be significantly complex in nature rather than
WHAT IS DATA SOPHISTICATION? reactively responding when the worst has already
Data sophistication is the ongoing normalization, happened.
automation, and use of structured and unstructured What’s more, leveraging data sophistication ulti-
data. By increasing the automation and integration mately results in significant resource optimization.
of key processes, like crash and citation reporting, Data visualization allows agencies to pinpoint
agencies can evolve from a reactive safety strategy where additional services are required and quickly
to a proactive, and even preventive, strategy. This pivot to redeploy assets based on the data. This
approach makes it easier for the agency to trans- saves the agency and community both time and
form data into meaningful insights and visualiza- money.
tions that help them address the real-world issues
they are facing. Those data-driven agency decisions For example, multiple robust dashboards highlight
can then be used to save more lives—in commu- crash and traffic trends by cause, time of day, age,
nities and on roadways. Additionally, applying the and other factors that offer a better, more holistic
tenets of data sophistication beyond the command understanding of the root causes of different
staff and beyond the streets to the agency commu- incidents. The ability to sort by cause and weather
nications or public information arm can serve as condition make it possible to automate decision-
a catalyst to improving community relationships. making that can lead to improved traffic safety in
Data sophistication can empower agencies to effec- ways that help agencies save more lives and take
tively and transparently communicate where, when, steps toward achieving their Vision Zero goals.
and why tickets have been written—alongside the Embracing the promise of data sophistication can
resulting traffic-safety outcomes—essentially pro- position agencies as traffic safety leaders at a time
viding the ability to explain how they are keeping when that leadership is needed most. By collecting
residents safe on the roadways. data electronically at the crash site and enabling
By recognizing and understanding trends,
law enforcement agencies can intelligently
deploy resources based on peak or recurring
activity for the most effective allocation.
mapping, trending, reporting, and

analytics, agencies can more quickly and We Build Community
efficiently advance their strategy and
recognize trends to significantly reduce
traffic fatalities.
By recognizing and understanding
trends, law enforcement agencies can
intelligently deploy resources based on
peak or recurring activity for the most
effective allocation. In addition, they
can identify detailed crash statistics to
support federal grant applications or
special initiatives. Today’s law enforce-
ment agencies are being charged with
the need for greater transparency and
accountability. Data insights can help
to clearly document the factors behind
enforcement decisions and the results
of those decisions to help agencies
provide evidence of the good work they
are already doing and the steps they are
taking to build on that foundation.
The data sophistication journey begins
with the understanding that no matter
where an agency is currently on the
continuum, advancing the automation
and integration of key processes that
enable data-driven decisioning is vital to
an ongoing strategy specific to a commu-
nity’s needs. Every level attained toward
data sophistication is positive progress Designing facilities to enhance
in proactively improving traffic safety, the health, safety, and wellness
reducing the number of crashes, limiting
of our first responders.
severity, and creating better outcomes—
outcomes that all lead to Vision Zero
becoming a reality in a community.
FGMARCHITECTS.COM
2023 08 May Police Chief Ad .5P4C Island.indd 1 4/11/2023 12:02:58 PM

IN THE FIELD Informer
Research abounds on topics related to law enforcement and

criminal justice, and it can be difficult to sift through it all.
Informer breaks down three studies for law enforcement
leaders to help keep them up to date.
OSW AND MARKSMANSHIP RISK REDUCTION THROUGH HIGH- OSW CONCERNS FROM POLICE
An intervention that has serious impli- VISIBILITY APPAREL OFFICERS’ PERSPECTIVES
cations for all involved, marksmanship High-visibility safety apparel (HVSA) is The safety and wellness of police officers
is a facet of police activity that demands designed to reduce the risk of injury or encompass a variety of topics—from
accuracy and precision. This study fatality to officers working on or near body armor to cardiovascular health
examined breathing patterns in relation highways, yet many police officers do to post-traumatic stress disorder. This
to shooting performance. not wear HVSA as often as is recom- study solicited concerns related to
Researchers obtained measures of mended. This study relied on survey occupational health, safety, and wellness
respiratory muscle strength, pulmonary research of 98 officers from a cluster of from police officers in Québec, Canada,
capacity, and shooting performance four cities in Arizona, who were required to understand which issues are most
from a sample of 167 police cadets from to use HVSA in their roles, to explore pertinent to them.
a police academy in Turkey. Shooting attitudinal factors related to wearing This study examined the responses to
performance was based on 20 untimed HVSA. a single open-ended question from a
shots taken at 10 meters with a 9mm The survey measured safety attitudes, broader survey, resulting in a conve-
caliber pistol. negative preconceptions, perceived nience sample of 404 officers. Responses
Results revealed a significant relation- benefits, and actual time spent wearing focused on five themes. The first theme
ship between respiratory muscle HVSA per month. Results indicated that was work schedule; respondents found
strength and shooting performance. strong feelings toward safety ethics and it difficult to recover between shifts
Despite positive correlations, the concerns over professional appearance and balance responsibilities outside of
association between breathing capacity were most strongly associated with time work—especially among female officers
and shooting performance was not spent wearing HVSA. Other factors— with children. The second theme was
statistically significant. including safety education, occupational occupational stress, including stress and
risk, and functionality—were also asso- anxiety, which is sometimes brought
The results of this study lend credence to ciated with the decision to wear HVSA or on by a perceived lack of support from
holistic mind and body wellness, imply- not; the factors of visibility and comfort superiors and public scrutiny. The third
ing that strong pulmonary function may were not influential. theme was that of the work environment
be necessary for exemplary shooting and the chronic pain that resulted from
performance. Researchers assert that Based on these findings, establishing a
culture of safety may be important to wearing the duty belt and spending
respiratory muscles are important to long hours in the patrol car. The fourth
stabilizing posture, especially in times influencing officers’ behavior. Officers
may become desensitized to tasks that theme was a lack of agency incentive for
of stress, and stable posture contributes health and physical fitness. Finally, the
to shooting performance. These results they perform routinely, but recurring
risk awareness training and education fifth theme was that of physical safety
demonstrate the interrelatedness of concerns, especially when patrolling
psychological and physiological stress can help to counter this. Such training
should include both statistical and anec- alone.
responses and their impact on perfor-
mance. Healthy habits such as using dotal evidence of the benefits of wearing These results can help direct future
breathing exercises to manage anxiety, HVSA to appeal to officers’ hearts and interventions related to officer safety and
exercising regularly, and refraining from minds in shaping their behavior toward a wellness by offering a better understand-
smoking may be important to maintain- culture of safety. ing from officers themselves of what
ing excellent performance on the job. their most pressing concerns are.
Mijin Kim and Christina Soyoung Song,
“Understanding Police Officers’ Usage of High- Sébastien Poirier et al., “Health, Safety, and
Emre Karaduman, et al., “Pistol Shooting
Visibility Safety Apparel: The Roles of Safety Wellness Concerns Among Law Enforcement
Performance Correlates with Respiratory Muscle
Ethics and Professional Appearance,” Safety 7, Officers: An Inductive Approach,” Workplace
Strength and Pulmonary Function in Police
no. 1 (2021): 15. Health & Safety 71, no. 1 (2023): 34–42.
Cadets,” Sustainability 14 (2022): 7515.
2023
CALENDAR
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JANUARY Contemporary Issues in Policing
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FEBRUARY
Training
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APRIL Using Data to Drive Policing
MAY Officer Safety and Wellness
Policing with Vulnerable

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Populations
JULY Media Strategies
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DOMESTIC
ACTIVE VIOLENCE
SHOOTER BODY-WORN
BY POLICE
CAMERAS MENTAL
OFFICERS ACTIVE
ILLNESS HATE CRIMES
SHOOTER BODY-WORN CAMERAS
REPORTING USE OF
MENTAL
FORCE USE OF
ILLNESS
FORCE
HATE CRIMES
BRADY REPORTING
DISCLOSURE
USE OF FORCE USE
REQUIREMENTS VICTIMS
OF FORCE
OF CRIME
BRADY STANDARDS
DISCLOSUREOF CONDUCT SOCIAL
REQUIREMENTS MEDIA
VICTIMS OF
VEHICULAR PURSUITOFDOMESTIC
CRIME STANDARDS CONDUCT VIOLENCE
SOCIAL MEDIA
BARRICADED PURSUITOFFICER-INVOLVED
SUBJECTS
VEHICULAR SHOOTINGS,
DOMESTIC VIOLENCE IN-
BARRICADED
SUBJECTS DEATHS,
CUSTODY OFFICER-INVOLVED
AND SERIOUS
SHOOTINGS,
USES OF FORCE CRIMINAL
IN-CUSTODY DEATHS, AND SERIOUS USES
INTELLIGENCE SPECIAL EVENT
OF FORCE
PREPAREDNESS
CRIMINAL
CONFIDENTIAL
INTELLIGENCE SPECIAL EVENT PREPAREDNESS
INFORMANTS SEXUAL ASSAULT VOLUNTEERS EMPLOYEE
CONFIDENTIAL MENTAL HEALTH
INFORMANTS SEXUAL ASSAULT
SERVICES UNBIASED
VOLUNTEERS
EMPLOYEELINE-OF-DUTY
POLICING MENTAL HEALTH
DEATHS
SERVICES
AND SERIOUS INJURY
UNBIASED POLICING LINE-OF-DUTY
TRANSGENDER DEATHS AND SERIOUS
AND GENDER-NONCONFORMING
INJURY TRANSGENDER
CROWD MANAGEMENT AND CONTROL
ANDCONTROL FIREARM RECOVERYCROWD
GENDER-NONCONFORMING MOTOR VEHICLE STOPS PREGNANCY
MANAGEMENT
STOPS PREGNANCY UNMANNED
AND CONTROL FIREARM
PREGNANCY UNMANNED
AIRCRAFT A
RECOVERY MOTOR
RREST FOOT
ARREST VEHICLE
PURSUIT
STOPS
NALOXONE EMPLOYEE
PREGNANCY UNMANNED
MISCONDUCT
AIRCRAFT
RECORDING
R ECORDING FOOT PURSUIT
ARREST POLICE ACTIVITY GROOMING
NALOXONE
EMPLOYEE
AND APPEARANCE
MISCONDUCT
EMPLOYEE
RECORDING POLICEINCIDENT
DRUG POLICY ACTIVITYCOMMAND
GROOMINGPOLICE-MEDIA
AND APPEARANCE
RELATIONS ELECTRONIC
EMPLOYEE DRUG
CONTROL
POLICY INCIDENT
WEAPONS
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PATROL RIFLE CANINES
POLICE-MEDIA RELATIONS ELECTRONIC
EYEWITNESS CONTROL WEAPONS
IDENTIFICATION INTERVIEWING AND
PATROL RIFLE
INTERROGATING
CANINES EYEWITNESS
JUVENILES IDENTITY INTERVIEWING
IDENTIFICATION CRIME POLICE-CITIZEN
AND INTERROGATING
CONTACTS EXCITED
JUVENILES
DELIRIUM SPECIAL
IDENTITY CRIME
WEAPONS
POLICE-CITIZEN
ANDCONTACTS EXCITED
TACTICS (SWAT) DELIRIUM SPECIAL
BODY ARMOR BICYCLE
WEAPONS
PATROL
AND TACTICS (SWAT) BODY
CHILDREN OF ARRESTED
ARMOR BICYCLE
PARENTS
FIREARMS The
EARLYIACP
PATROL CHILDREN identifi
OFWARNING
ARRESTED es leading
SYSTEM
PARENTS practices and
POST-SHOOTING
FIREARMS EARLY provides
PERSONNEL
WARNING sound guidance
SUPPORT OFF-DUTYPERSONNEL
SYSTEM POST-SHOOTING ARRESTS
HARASSMENT
SUPPORT ANDtoARRESTS
OFF-DUTY the lawHARASSMENT
enforcement
DISCRIMINATION ANDprofession to assist
DISCRIMINATION
CORRUPTION PREVENTION in developing
INVESTIGATING
CORRUPTION CHILD ABUSE MOBILE
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COMMUNICATION DEVICES policies
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WANT TO GET
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POLICE
WEEK
2023
E AC H Y E A R D U R I N G P O L I C E W E E K , C O M -
M U N I T I E S AC R O S S T H E U N I T E D S TAT E S hold
memorial services in remembrance of police officers 2023 NATIONAL SERVICES
who have made the supreme sacrifice for their com-
munities. Also during this week, police departments
hold open houses, conduct tours of their facilities, Thursday, May 11 National Police K-9 Memorial Service
and hold community activities to celebrate police
officers and their duties. May 15 has been designated
National Peace Officers Memorial Day.
Friday, May 12 Police Unity Tour Arrival Ceremony
POLICE WEEK: On October 1, 1962, U.S. President
John F. Kennedy signed Public Law 87-726, a joint
resolution of the 87th Congress:
Saturday, May 13 35th Annual Candlelight Vigil
Pursuant to 36 U.S.C. 136–137, the President
designates May 15 of each year as “Peace Officers
Memorial Day” and the week in which it falls as National Police Survivors’ Conference
“Police Week.”
Sunday, May 14
(Day 1)
FLAGS AT HALF-STAFF: In 1994, U.S. President
William J. Clinton signed Public Law 1030322, a joint National Peace Officers Memorial and
resolution of the 103rd Congress directing that the Monday, May 15
Wreath Laying
flag of the United States be flown at half-staff on all
government buildings on May 15.
National Police Survivors’ Conference
Most local communities incorporate a resolution Tuesday, May 16
into their municipal code designating days for Police
(Day 2)
Week and indicating that flags will be flown at half-
staff on May 15. Once local governments have identi-
fied the appropriate days, businesses and others tend
to follow suit. Police executives are encouraged to
ensure that May 15 is observed in the local jurisdic-
tion’s ordinances. Law enforcement might consider
Visit www.policeweek.org
conducting a local campaign to inform businesses of for more information.
this observance.
IN THE FIELD Spotlight
HEATing Up Community
Policing Efforts
“WHAT IS THE MOST PRESSING ISSUE
FACING LAW ENFORCEMENT?” THIS
IS THE QUESTION THAT HAS BEEN AT
THE CENTER OF MANY PRODUCTIVE
CONVERSATIONS IN A SOUTH FLORIDA
METROPOLITAN COMMUNITY.
Through a partnership formed from a

friendship, the Miami HEAT basketball
team and Dedication to Community
(D2C) nonprofit organization had been
searching for a way to enhance commu-
nity outreach efforts. D2C’s goal to help
law enforcement agencies develop and
sustain meaningful, safe, and mutually
supportive relationships with the public
and the death of George Floyd served as a
catalyst to collaborate with the local po-
lice. The proposed initiative was a series
of training workshops in which commu-
nity members could sit down with officers
to have open and honest dialogue.
With the basketball team’s hosting capa-
bilities, D2C’s training and experience,
and the openness of officers and commu-
nity members, the pilot program began
with the City of Miami Police Department
in September 2020. Due to the program’s
initial success, the Miami HEAT exec-
utives contacted the Miami-Dade Police
Department (MDPD) to discuss an ex-
pansion of their community partnership.
Director Alfredo “Freddy” Ramirez III
approved the new initiative, and the first
workshop with the department was held
in 2021.
The workshops place a focus on devel-
oping interpersonal skills. “The objective
of the workshops is to improve the
day-to-day interactions our officers have
with the public, whether it be through
traffic stops, calls for service, or random
encounters with citizens,” said MDPD’s
information officer, Brian Ballou.
Although the breakout discussions are
the core exercise of the workshops,
Quentin Williams, the founder of D2C
Does you
have an in r agency
itiative or
you’d like pro
to see fea ject
tured?
Email us a
EDIT t
OR@THEIA
CP.ORG.
RECOMMENDATIONS
The Miami-Dade Police
Department suggests the
following recommendations for
and a former FBI agent, leads every The MDPD continually strives to im- creating an open dialogue forum: 
session by speaking on his personal prove its relationship with the public § The messaging to officers and
experience with law enforcement to through open dialogue and partner- agency personnel should be
encourage discussion. Embedded in ships. Several training workshops are clear, and they should under-
his story is a distressing interaction that lined up through 2023, and additional stand how the conversations
he had with officers during his early methods of community policing are can benefit them.
life. The director of statewide programs being considered within the MDPD’s
§ Don’t do it alone. Consider a
and senior instructor at D2C, Kim Neighborhood Resource Units.
partnership with well-known
Varner, follows with his own experience Police reform is a hot topic sweeping stakeholders to draw more
of merging his role as a deputy with the globe, but many departments often participants to the workshops.
his role as a father and a mentor. The struggle with deciding how to best effect
officers and community members then change in their community. Sometimes,
break off into small groups to explore the simplest place to start is with a
the community’s perception of current conversation.
policing methods. The Miami HEAT
basketball players and staff also partic-
ipate in the conversation and speak on
the importance of the workshops.
MOVING FORWARD
Following the open dialogue, the parti-
cipants also pose potential solutions. A
summarized report from the sessions
Master of Science in Criminal Justice
is forwarded to the MDPD command
staff, explaining problem areas and
solutions that the community would Take the next step in your career
like to see implemented. Although it is
still too early to see tangible training or
policy adjustments, the command staff 100% Online
have made a point to address some of
the less complex concerns.
30 Credit Hours
For example, one issue that came up
Can be completed in 16 months
during the workshop was that commu- No GRE required
nity members were unsure of how best to Enroll in January, May or August
contact the police if they had useful in-
formation or witnessed a crime. Through Choose from three tracks
the MDPD’s close relationship with the - Administrative
Miami HEAT,
- Applied Professional
the phone
number to
- Research
Crimestoppers
is now dis-
played on the
scoreboard, as Learn more
well as on other
displays within
Illustration by The_AA’s/Shutterstock the arena. Values | Ed uc at ion | S er vice
A RESILIENT MIND FOR
CHAOTIC
TIMES
BY
Stephanie Conn, PhD, Licensed
Psychologist, First Responder
Psychology
P O L I C I N G H A S A LWAYS B E E N A C H A L L E N G -
I N G PR O F E S S I O N , B U T T H E L A S T C O U PL E O F
Closed
Y E A R S H AV E B E E N E S PE C I A L LY H A R D O N Most people do not like people who contend
P O L I C E O F F I C E R S . Between COVID-19, the rise they know everything. Yet, some of the same
in anti-police sentiment, soaring violence against people who dislike those know-everything types
officers, rising crime rates, and mental health cri- also have that characteristic. They believe they
ses, officers’ minds have taken a hit. Fortunately, intuitively know what will not work. For example,
a resilient mindset is still achievable for police beliefs that yoga is for hippies or counseling is for
professionals. In fact, resilience is forged through weak people are sometimes espoused by people
adversity. who have not tried either one. They believe that
they know the right answer even though they
do not know much, if anything, about the topic.
UNHEALTHY MINDSET When agencies start wellness programs, these
An unhealthy mindset limits a police officer’s officers forecast the programs’ failure because
ability to be effective on the job and happy at they do not want to try anything new. Their fear of
home. The hallmarks of unhealthy mindsets can the unknown locks them in place.
be remembered with the acronym, C.A.N.T., which
Officers who are struggling with trauma and over-
stands for closed, avoidant, negative, and toxic.
whelming stress also tend to be close-minded, as
their survival instincts will make them less likely
to try anything new, since that would be risky.
FIGURE 1: UNHEALTHY MINDSET They play it safe by staying in their comfort zones,
even if that “comfortable” place is filled with stress
and trauma. They become comfortable with the
discomfort they already know.
C.A.N.T. Avoidant
Policing is a historically stoic profession. Tradi-
tional police culture dictated that officers shut
- CLOSED down their natural responses to events. However,
what starts as operationally necessary while
handling a call (maintaining emotional distance)
- AVOIDANT often spills over into the aftermath. Police believe
that allowing themselves to be sad about a sad
situation is weak and will ultimately be their
- NEGATIVE undoing. There are many negative terms used

for having an emotional response to something—
e.g., breaking down, having a meltdown, or fal-
ling apart.
- TOXIC This view of emotional responses results in
avoiding feelings and thoughts about traumatic or
troubling events. Some police officers also avoid
addressing personal issues, such as disagreements support. For example, officers who were present
in their relationships and symptoms of underlying during an officer-involved shooting but did not
health issues, allowing those issues to worsen. It shoot will downplay their own feelings and
is odd to think that police officers who routinely reactions because they believe the shooter had it
confront life-and-death scenarios at work will worse. While that might be true (or not), it does not
avoid conversations with their loved ones. Police negate the difficulty of every other person’s role
personnel tend to suppress most emotions, on the call. A powerful metaphor that captures
aside from anger. It is a common misconception incident envy is “You’re just as dead from drown-
that thinking about a problem is dwelling on it, ing in seven feet of water as you are in twenty feet
but there is a wide gap between avoiding and of water.”
dwelling on problems, leaving room for healthy
expression of emotions. It is almost impossible Similarly, when officers compare how they are
to sweep problems under the rug and not trip on doing after a call and see that someone is doing
the bumps that strategy creates. If people directly better than they are, those officers will judge
address these issues and truly process their themselves as not measuring up or as being weak.
experiences, they can get relief. There are many problems with this tendency. First,
it is a comparison of one’s inner feelings, thoughts,
and symptoms with another person’s outer display
Negative of theirs. Police officers are notorious for hiding
To promote survival, the brain is wired to pay their feelings, giving others the impression that
more attention to the negative than the positive. they are unaffected by the call or the work alto-
If humans pay more attention to the garden than gether. Yet, if another person appears to be doing
the snake in it, they are more apt to die. This nega- worse than them, it does not make officers feel any
tivity bias is further exacerbated by police work, better. Personnel may feel bad because someone
where calls for service or cases investigated exag- has it worse than they do and, again, it diminishes
gerate the perceived frequency of these events, their perceived right to have any negative reaction.
leading officers to believe that they and their loved It’s a no-win situation.
ones are in constant danger. This leads to signif-
icant mistrust in others and the world at large, Toxic
and the belief that one must always both expect
the worst and prepare for it. This belief is logical Chronic exposure to stress and trauma can im-
except that negative people don’t take note of how pact an officer’s mindset. As discussed earlier,
rarely the “worst” truly occurs. This mindset fails when the survival brain is in charge, officers
to consider all the times that negative predictions will be close-minded, avoidant, and negative.
did not come true and things turned out well or Therefore, despite officers’ best efforts to man-
not as badly as predicted. age their trauma, they may need to consider
professional help for brain-based trauma treat-
Making matters worse, officers tend to rehash the ment such as Eye Movement Desensitization and
negativity in their work, complaining about the Reprocessing (EMDR), Brainspotting, neurofeed-
public, supervisors, coworkers, and politics, among back, or neuromodulation.
other topics. Former Navy Seal Eric Greitens sum-
med it up nicely when he said, “Pain does not re- Unhealthy lifestyles also lead to a toxic brain and,
sult in suffering. Repeatedly thinking about pain consequently, a toxic mindset. Officers that eat
results in suffering.” The pain is hard enough in its the standard American diet (SAD), which includes
own right, without adding to the pain by dwelling highly processed junk food, devoid of nutritional
on it. value, tend not to fare as well as those who rec-
ognize food is either the medicine or the poison.
Another form of negative thinking that has inter- Health research supports that an unhealthy diet
fered with a resilient mindset was coined “incident leads to inflammation in the brain and an imbal-
envy.” Police will compare how they are doing in ance of the good and bad bacteria in the gut. This,
the aftermath of a call or case with their peers. If in turn, leads to increases in depression, anxiety,
one responder perceives that another officer had PTSD, low libido, fatigue, and poor memory
a more difficult role in the call, the individual will and focus, among other cognitive difficulties.
believe that he or she has no right to feel a certain Similarly, lack of exercise and poor sleep also
way and that the other person is more worthy of contribute to an unhealthy brain. Some officers’
excessive use of caffeine, including energy intention. They determine the identity they
drinks, intensifies their anxiety, agitation, and want; act in accordance with that; and, in turn,
impatience. It also interrupts their sleep, further see themselves in that way (e.g., “I am a resilient
compromising their ability to think and act in a person and resilient people persevere.” This leads
healthy manner. to feeling pride in perseverance).
Reflexive
BUILDING A RESILIENT MINDSET A resilient mindset is reflexive and flexible. Similar
Developing a resilient mindset is essential to sur- to an after-action report or operational debriefing
viving a career in policing. It can also help officers of a call, it makes sense to reflect on how a conver-
to thrive in their work and in life. Luckily, build- sation with a loved one went. Were there things
ing a resilient mindset is also quite doable. Aptly, that could have been done better or said differ-
a healthy mindset can be remembered with the ently to minimize hurt feelings? Was the timing
acronym, G.R.O.W.—goal and growth oriented, right? Why or why not? Once a person has reflected
reflexive, optimistic and open, and well cared for. on his or her approach to the situation, flexibility
allows for needed adjustments. This is standard
Goal & Growth Oriented practice in operational debriefings, which allows
officers to become increasingly more skilled in
A resilient mind is always being challenged, in
their work. The same holds true for all other situa-
a good way. One cannot build muscles without
tions in life. Part of the reflective process involves
lifting weights, and the brain is no exception. A
getting feedback from trusted others. In this way,
goal- and growth-oriented mindset is the oppo-
officers can address their blind spots.
site of a closed mindset. Setting goals for growth
in their work can keep officers’ minds sharp and
their motivation strong. Such goals might include
learning leadership skills to be promoted or spe- FIGURE 2: RESILIENT MINDSET
cific skills, such as computer forensics or breach-
ing tactics, to obtain a specialized assignment.
Having nonwork goals is equally important. These

goals might include learning new skills such as
woodworking, speaking another language, or trad-
G.R.O.W.
ing stocks. There are even brain-training programs
designed to help with focus and memory if one
wishes to grow in those areas. + G
OAL AND
A resilient mindset recognizes that its capabilities
are not fixed. It is growth oriented. Psychologist GROWTH
Carol Dweck’s research on fixed versus growth
mindset suggests that being capable is not a mat-
ter of having a talent or not having it but, rather,
ORIENTED
is the product of becoming capable. Growth is
the pursuit of excellence and capability. Resilient
people do not expect to be automatically endowed
with some capability, nor are they critical of
+ REFLEXIVE
themselves if someone else is more capable than
they are at a given skill. Instead, resilient individ-
uals set goals to learn and develop the skill. + O PTIMISTIC AND OPEN
To have a growth mindset, intentionality is key.
The average person acts based on what they feel
like at the moment and that, in turn, ultimately
dictates their identity. For example, “I feel lazy,
+ WELL CARED FOR
so I’ll be lazy. Therefore, I am a lazy person.” A
resilient person reverses the order, acting with
Optimistic & Open positivity (positivity that denies one’s emotions or
ignores the reality of negative experiences).
Positivity has gained a lot of popularity in main-
stream culture in the last several years. Yet, it is Being open is a mental and behavioral endeavor.
difficult for officers who are keenly aware of the Behaviorally, it involves being willing to try new
negativity in the world. Positivity may seem to things. Openness is embedded in the growth
turn a blind eye to the reality officers experience mindset previously discussed. Trying new things
daily. However, there is a dual reality in police strengthens the brain. It is equivalent to adding
work. The first reality includes violence, abuse, another 10-pound plate to the weight bar or chang-
unfortunate accidents, crises, cheating spouses, ing up the workout routine altogether. It takes some
organizational betrayal, and unfair promotional additional effort to get through it, but the challenge
practices. The other reality is overshadowed by the results in growth.
salience of the first. The second reality includes
people getting along well; children obeying their Mentally, being open means accepting being
parents, eating their vegetables, and getting good wrong, and a willingness to be coached and adapt
grades; spouses who are loyal, trustworthy, and one’s mindset. It also means trusting: trusting
loving; and supportive supervisors and well- the person, the process, or one’s own self. Being
deserved promotions. It takes effort to remember mentally open includes being curious about a
to consider the second reality. situation. It is important to examine a thought for
its accuracy by seeking the information needed
Optimistic realism is a better, more palatable to determine if a thought is trustworthy. If it is not
mindset for officers. It allows for a balanced view accurate or if it is unverifiable, the next question
of people and situations. It considers the possibil- to ask is “Is it helpful to continue to think this
ity of the good and the bad. It allows the typical thought?” This questions if the line of thinking is
officer an approach of planning for the worst, but generating a game plan—if the person’s thought
also identifies why things went well when they do process is focused on the solution or simply
so. Was it because the danger or problem was over- ruminating on the problem. Ruminating on the
estimated? Or did the situation go well because the problem is not constructive and is both cyclical
officer managed it well? Both are important pieces and useless. Officers with growth mindsets know
of information to have. that complaining about problems they cannot
fix does not help them or anyone else. Resilient
Optimistic realism is different than realism in individuals focus their energy on situations where
that there is a slight degree of hope that accompa- they have influence.
nies a candid view of the problem. The Stockdale
Paradox, named after Admiral James Stockdale,
the longest held prisoner of war in Vietnam, is
Well Cared For
summed up as, “You must never confuse faith that Officers cannot expect to run well on a broken
you will prevail in the end—which you can never leg and, similarly, they cannot think well with a
afford to lose—with the discipline to confront the brain that is sick. It must be well cared for to be
most brutal facts of your current reality, whatever optimally useful. In contrast to the unhealthy
they might be.” Officers’ lives sometimes depend habits that lead to a toxic brain, resilient officers
on their awareness of the brutal aspects of reality. eat healthy diets, exercise, limit consumption
However, if officers lose faith in themselves, they of alcohol and other substances, and prioritize
lose everything. Resilient officers know to look for sleep. Also, routine check-ups with health care
examples of goodness in the world and know that professionals to monitor health indicators such
they will find what they are looking for. as blood pressure, blood sugar, cholesterol levels,
vitamin levels, and hormone levels, among many
Stockdale’s concept of faith (which is belief with- others, are vital to remaining healthy. Just as
out proof) is related to hope. Hope consists of taking the car in for routine maintenance instead
belief and expectation. This includes the belief of waiting for smoke to start billowing out from
that taking some action can be helpful (belief in under the hood, checking physical and mental
self, a person, a treatment, behavior, etc.) cou- health levels in a proactive manner is best. It is
pled with the expectation of recovery, wellness, easier to make smaller changes to correct prob-
or other positive outcome. Again, it is rooted in lems discovered early on than to reverse damage
realism, so this is no place for false hope or toxic that has occurred over time.
SpiderCuff_PoliceMag_ReduceLiability_March29_2023_Final.pdf 1 4/5/2023 11:39:11 AM
the AUTOMATIC DOUBLE LOCK
LIABILITY
REDUCE
S�i��C��
CONCLUSION
Having a resilient mind for chaotic
times is both vital and achievable.
Changing one’s mindset is not an
overnight pro-cess. The first step is
to recognize which of the C.A.N.T.
factors are eroding the mind. Then,
find ways to curb those behaviors by
implementing some of the G.R.O.W.
factors. Find the G.R.O.W. factor that
corresponds with the C.A.N.T. factor
ADL
to make a small change in perspec-
tive and, subsequently, behavior. For Trigger
instance, eliminate or reduce a behav-
ior that contributes to a toxic brain
(e.g., excessive use of caffeine) and C
add a healthy behavior (e.g., schedule

a physical with a doctor). With time,
M
patience, and commitment, any per- Y
son can build a more resilient mind. CM
MY
CY
CMY
IACP RESOURCES K
§ Law Enforcement Agency and Officer

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FROM IDEA
TO IMPLEMENTATION
BY
Reuben G. Ramirez,
Assistant Chief of
Police, Dallas Police
Department, Texas
Dallas Police
Department
Wellness Unit
T H E T O PI C O F O F F I C E R M E N TA L H E A LT H
IS, WITHOUT QUESTION, RECEIVING MORE
AT T E N T I O N T H A N E V E R B E F O R E I N P O L I C I N G .
This attention to such a critical issue is overdue
and well deserved. Still, despite the constant
discourse, it can be difficult for police leaders to
know where to start when it comes to building or
providing true wellness support for their officers
and staff. Initiatives, programs, and products
are springing up in agencies across the globe to
address this dire need, but are they really strong
enough to change the generations of policing
culture that has contributed to the problem?
Are these efforts enough to finally influence and
guide police professionals to sustainable mental
health? Do these solutions truly provide the sup-
port needed to keep officers from turning to the
unhealthy coping techniques they’ve resorted to
in the past?
In the fall of 2021, the Dallas, Texas, Police

Department (DPD) tackled these questions after
the command staff held multiple disciplinary
hearings that led to officer terminations for mis-
conduct and alcohol-related issues.
As a result, DPD began reviewing all its available

alcohol and mental health support resources to
determine if they were being utilized and what the
overall state of wellness was in the department.
Photo courtesy of Dallas Police Department, Texas.
Over the course of three months, focus groups FIVE-PRONGED APPROACH TO
were conducted throughout the police depart-
ment to get feedback and gather information from WELLNESS
officers. The focus groups included patrol officers, The Wellness Unit is structured around a multi-
investigative detectives, special operations, and pronged approach to wellness that includes the
command staff group discussions. DPD’s flagship program called “Checkpoints.”
Checkpoints are designed to check on officers
Simply put, the findings were not encouraging. each time they respond to a call the department
Some officers expressed bottled-up frustrations deems potentially unhealthy. These are the calls
due to a lack of support in the past, and other that have previously been looked at as “routine” or
employees voiced concerns about previous inade- “just part of the job,” including calls like homi-
quate efforts to help officers heal or the historical cides, suicides, and fatal crashes.
difficulty of understanding the burdens carried by
police officers. The checkpoint includes an unsolicited call and
show of support from a designated checkpoint
Many DPD employees mentioned the source of officer. The checkpoint officer’s proactive contact
their frustrations resulting from the July 7, 2016, with the employee is designed to offer empathy,
ambush where 12 officers were shot and 5 killed compassion, support, and resources, which
during a downtown protest. Other officers shared includes encouraging professional counseling or
concerns about the demands of the job, as well as therapy as part of an overall healthier approach to
a perceived lack of support or trust from depart- mental wellness. During these checkpoint con-
ment leadership and its resources. The discussions tacts, the opportunity to connect with a mentor
revealed layers upon layers of suppressed frustra- and develop a network of support within the DPD
tion, with many officers doubtful that an attempt is also created.
to better support their mental health would result
in any significant actions by the department. Checkpoint officers are a team of trained, well-
respected officers who have distinguished them-
In February 2022, DPD decided to develop a full- selves throughout their career. These are the officers
time Wellness Unit to better support its employees others look up to and want to talk to and who are
and began identifying the staffing needs to move willing to help mentor and guide their police de-
forward. partment colleagues to improved mental health.
In March 2022, a core group of officers came While Checkpoints is the flagship program, DPD
together to review all the information gathered has built a comprehensive approach around the
during the focus group discussions, including Checkpoints program that includes
assessing what resources were needed to better
§ a full-time staffed unit composed of one lieu-
support DPD employees, and to begin mapping
tenant, one sergeant, and five officers;
out the model that would eventually become the
Dallas Police Wellness Unit. § a quarterly survey to gauge department employ-
ees’ needs and solicit feedback on the wellness
By May 2022, the department identified five program;
officers, one sergeant, and a lieutenant who would § a digital online newsletter called the Officer
lead the new DPD full-time Wellness Unit. The Wellness and Longevity Newsletter, the OWL, that
model the core group developed was heavily based highlights employees who have strong mental
on the need to reestablish trust and address the health routines and gives contact information for
hardened culture that seemed to have settled in at all department resources;
DPD. Although the department had long offered
peer support and access to police psychologists § education and training throughout an employee’s
and police chaplains, these programs were not career, including basic academy training, in-service
broadly supported or utilized by the rank and file. training, and training for newly promoted officers;
The DPD Wellness Unit would build a proactive and
approach to reach officers with empathy, com- § family outreach, which includes providing training,
passion, and support prior to the officers being resources, and support to all family members of
involved in a crisis. police department employees.
“ofIt’scops,
cops taking care
and because
of that connection, it’s
Overall, the DPD wellness program is designed
to bring proactive support to all DPD employees.
A heavy emphasis is being placed on proactivity
having results.
”
because previous models of support within police
organizations were initiated only after an officer
was involved in a critical incident or traumatic those who come forward (sworn or non-sworn)
event, which could easily lead to a mental health prior to being involved in an alcohol-related
crisis immediately after the incident. This can no incident the opportunity to receive 30 days of paid
longer be the standard in today’s world of policing. leave to attend an inpatient alcohol rehabilitation
The goal should always be to help police employ- treatment center. DPD’s Wellness Unit has iden-
ees before they are dealing with a crisis. tified treatment centers throughout the state and
region that specialize in treating first responders.
The Cumulative Effect of Emotional Trauma Officers who come forward receive assistance
from the Wellness Unit with the on-boarding pro-
Each area of focus within the DPD’s Wellness Unit cess, insurance confirmation, and transportation
was designed to address the cumulative effect of to the inpatient facility. The Wellness Unit has also
emotional trauma. This type of emotional trauma identified several nonprofit groups that will assist
is an area of focus that is often not discussed or is officers in covering the deductible cost so that an
dismissed as not worthy of warranting support or officer experiences no out-of-pocket expenses for
resources. Layers upon layers of emotional trauma attending the program. Since the inception of the
throughout an officer’s career from “small” or program, eight officers have entered and com-
“minor” incidents can have an even greater impact pleted the 30-day program. One of the officers who
on a person’s mental wellness than one major crit- recently completed the ARP gave a heart-wrenching
ical incident. The profession’s failure to consider testimonial for the Assist the Officer Foundation’s
this reality forces officers to bury any discomfort Bridging the Divide podcast in December 2022.
or negative emotions they may have felt after a call
for service just to keep up with their peers and not
look inferior. This response can leave officers with
The OWL Newsletter
unsettled feelings that result in emotional scars. Owls represent wisdom, knowledge, and change,
The lack of proper awareness of this cumulative which are all characteristics of what those in law
effect, combined with the inconvenience of enforcement aim to embody. As part of the organic
accessing resources, leaves officers with thoughts development and commitment to the DPD’s new
and memories that may be taking a larger toll on Wellness Unit, the OWL logo was designed and
police employees than was previously understood. sketched by DPD’s very own sketch artist. The
This likely contributes to the stigma around sui- newsletter itself is built by DPD officers, and it’s
cide, PTSD, depression, anxiety, and divorce that designed to highlight officers within DPD who
have plagued the profession for years. exemplify officer wellness. Each month, a different
DPD officer is selected to share his or her stories
of encouragement, support, and health strategies
Alcohol Rehabilitation Procedure with the department. The newsletter also aims to
Alcohol dependency and abuse have been chal- be a one-stop online resource guide officers can
lenges for some officers and staff in policing for use to find help any time they need. The newslet-
many years. Driving while intoxicated and other ter and the DPD Wellness Unit are homegrown.
alcohol-related incidents have cost police offi- It’s cops taking care of cops, and because of that
cers their reputations and careers and damaged connection, it’s having results.
departments’ credibility in the communities they
serve. While there are no excuses for breaking
the law, there is a strong indication that alco- DATA AND EARLY RESULTS
hol has become a source of coping, escape, or The DPD Wellness Unit has been operational since
solace to quiet the emotional trauma that lingers July 2022. The unit and its checkpoint officers
in the minds of many law enforcement officers. conducted more than 800 checkpoints in the first
Recognizing this problem, the DPD created an six months following its inception, and 11 percent
alcohol rehabilitation procedure (ARP) that offers of the officers who received outreach during that
time frame responded with interest in mental at what officers are seeing, hearing, and respond-
health and wellness services or resources. In the ing to each day and over the course of the year pro-
first three months of 2023, checkpoint officers vides an eye-opening perspective. The profession
conducted 600 checkpoints with 14 percent of the has also often looked at resilience as a fixed char-
officers responding with requests for or express- acteristic rather than considering the possibility
ing interest in resources. Judging by the number that resilience exists on a moving scale depending
of officers and employees who have followed up on what an officer may be going through in his or
with the Wellness Unit and checkpoint officers, her personal life at any given time. Family health,
employees are feeling better about discussing death, divorce, and several other personal life
wellness within DPD. This feedback is extraordi- events often play the biggest role in how resilient
nary when compared to initiatives of this type in a person is and how a call for service might affect a
the past and includes comments such as “Please specific officer. Finally, it’s vital to understand that
tell the chief of police he saved my life,” and the policing is a very emotional profession—arguably
initiative has encouraged officers to come forward the most emotional profession there is. Officers
to tell their own personal stories of struggle, ther- are human, no matter how superhuman the work
apy, and recovery in the OWL newsletter. they do each day is. Recognizing that truth is
essential to moving forward effectively in the area
of officer wellness.
TRANSFERABLE BEST PRACTICES
While every police department is unique and what Each pillar of support is equally important: men-
works for one agency might not be what’s best tal, physical, financial, and spiritual. They are all
for another, DPD has developed a few first con- vital to the overall wellness of officers. DPD saw
siderations and best practices that can have a big the greatest need in the mental health support
impact on building a wellness program. of its officers, and the department responded
accordingly. There’s much more work to do to bet-
§ Review behaviors and conduct within the agency ter support the mental health of the people who
for indications of emotional and trauma fatigue. protect and serve their communities each day, but
§ Hold focus groups to meet with officers and do DPD is committed to doing all it can do to correct
an overall assessment of officers’ needs. the flawed support models of the past and better
protect the minds of those in law enforcement.
§ Assess resources available through the agency
and how they are being utilized.
§ Start to identify influential members of the WHERE DO WE GO FROM HERE?
agency and look for change agents. These infor- The goal of the DPD and the Wellness Unit is to
mal leaders will need to take ownership of the normalize the discussion about wellness and
program for it to succeed. break down the stigmas that have plagued the
Understanding the rate of “harmful” incidents that police profession for generations. Police personnel
an agency’s personnel are exposed to is also a good are suffering—agencies have recruited them into
first step. Pulling those data and taking a good look a life of service, which officers fulfill honorably
each day, but have failed to adequately prepare
personnel for the constant barrage of emotional
trauma they would face. Offices are trained and
prepared to physically survive but given minimal
Interested in learning more? tools to mentally survive. Discussions about police
DPD is happy to share information about their wellness work are constantly occurring, but any discussion
program and related procedures. surrounding mental health rarely (if ever) makes
it into roll calls, detail reports, or command staff
WELLNESS UNIT meetings. The profession lacks in-place systems
to proactively support its people. Meanwhile, the
[email protected] | 214-671-4716 statistics on suicide, depression, PTSD, anxiety,
ASSISTANT CHIEF REUBEN RAMIREZ and divorce just keep rising.
[email protected] | 214-998-3573 Those serving in law enforcement deserve a
proactive system to support their wellness. It is
SpiderCuff_PoliceMag_RevolutionaryRestraints_March29-2023_Final.pdf 1 4/5/2023 11:06:43 AM
STOP the STRUGGLE FASTER
REVOLUTIONARY
RESTRAINTS
S�i��C��
imperative that leaders understand

how to better serve those who protect
and serve their communities each
day. Officers answer every call their
communities ask of them, striving to
address homelessness, truancy, broken
homes, addiction, and mental illness,
in addition to crime and disorder.
Officers serve as counselors, therapists,
warriors, guardians, and everything
in between. The challenge now faced
by the profession is the protection of
officers’ mental health, and it’s going
to take everyone to meet this call. Law
enforcement is a big ship, and it won’t
turn on a dime, but together leaders C
and personnel can shift the profession M
in a more positive direction. It’s time

to set a course in a direction that better
Y
supports the mental health of police CM
personnel and their families and helps MY
improve first responders’ quality of

life—a direction that keeps them whole
CY
INCREASED OFFICER SAFETY
and keeps them safe. CMY
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There’s no better time to get serious K
gives you faster tactical control
about wellness than now. For those with less force
who are serious, but are not sure what
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cedures DPD has developed are avail- AUTOMATIC DOUBLE LOCK
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including the standard operating
Prevents the cuffs from over
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model, and the alcohol rehabilitation actions, reducing injuries
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are worth whatever it takes to safe- and litigation
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depends on it, and, judging by the OTHER FUNCTIONALITIES
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IACP RESOURCES
§ Employee Mental Health and Wellness
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policechiefmagazine.org
EXPERIENCING
AWE
An Innovative Approach to Enhance
Investigations and Wellness
BY I N N OVAT I V E A DVA N C E M E N T S A R E Now that the obvious (or what should

Jeff Thompson, PhD, N E E D E D T O D E V E L O P AC T I O N - be the obvious) has been stated, the
Detective (Ret.), BA S E D I N I T I AT I V E S T O L O O K A F T E R question becomes—what can be done
New York City Police T H E N U M B E R O N E PR I O R I T Y I N about it to support the workforce in
Department, New York; P O L I C I N G —T H E PE O PL E S E RV I N G a meaningful way? This is especially
Research Scientist, I N P O L I C I N G AG E N C I E S . Research important for those police personnel
Columbia University has shown that experiencing awe, when working in specialized units such as
Medical Center viewed as a strategy to enhance resil- homicide and special victim investi-
ience, can benefit police officers in their gation. Given the nature of their work,
work and in their personal lives. The these officers are often confronted with
concept that awe can play a pivotal role the worst of humanity on nearly a daily
in people’s lives might catch some off basis. This includes being exposed to
guard, yet that is one of the many pos- death, seeing the victims of horrific
itive attributes of awe—it can promote mental and physical attacks, interro-
open-mindedness. gating those suspected of these crimes,
In comparison to the public, law en- and interviewing victims and witnesses.
forcement officers have higher rates Additionally, these investigators bear the
of mental health conditions such as burden of being the ones responsible for
alcohol and substance abuse, anxi- closing the case.
ety, depression, and post-traumatic The exposure to each of these situations
stress. Suicide rates in policing remain includes experiencing it directly, such as
alarmingly high, and organizational being present at crime scenes, while also
stress is often listed as a leading encountering it indirectly by engaging
wellness challenge for officers. Stress with suspects, victims, and witnesses.
and its associated conditions not only
negatively impact officers’ personal The best support for officers working in
well-being, but can also adversely these specialized units are approaches
influence officers’ ability to serve the that can enhance their investigatory
public effectively. skills while also supporting their
personal well-being. How can that be experience such as visiting the Great AWE & RESILIENCE
done? One answer is evidence based Barrier Reef, the Grand Canyon, or
and it involves eliciting awe. Yes, awe. the Great Pyramids. As much as these Researchers have described awe as
moments can be awe inducing, awe one of many options for enhancing
Again, being caught off guard by this can also occur on a daily basis if one resilience. It has also been suggested
concept is a good thing. Experiencing approaches life with a certain per- that a person needs to have access to a
awe can lead to this type of surprise, spective. Awe researcher Marianna variety of resilience practices instead
and it can also help to identify gaps in Graziosi describes this dual approach of relying solely on one. Research has
knowledge. In addition, homicide and as awe being an ordinary response established the relationship between
special victim investigators are finding to something extraordinary, while, experiencing awe and other resilience
that experiencing awe is helpful both importantly, it can also be an extraor- and well-being practices, including
in their investigatory work and in dinary response to something ordi- those identified in Figure 1.
supporting their personal resilience. nary. Another awe researcher, Dr. Kirk Suicide continues to be a distressing
Schneider, suggests not specifically and alarming concern in policing and
AWE EXPLAINED looking for awe moments, but instead for other first responders, and it is
being open to experiencing them. worth noting how experiencing awe
Awe has been described as a complex
emotion people experience in the pres- can support suicide prevention efforts.
ence of something or someone extraor- Research has identified some of the
TABLE 1: POTENTIAL BENEFITS OF
dinary, and it challenges their current results of experiencing awe as relating
EXPERIENCING AWE
thinking. Awe can be elicited from to protective factors frequently pro-
events in different categories, including Connectedness (with others and nature) moted in suicide prevention programs:
those related to space, nature, music gratitude; hope, and optimism; mean-
Creativity
and the arts, spirituality, other people, ing and purpose in life; and social
and personal accomplishments of both Critical thinking connectedness. Therefore, the existing
the people experiencing it and those Curiosity literature supports the potential ben-
observing those accomplishments. This efits of implementing awe-promoting
Decision-making
can happen through direct, in-person practices in policing.
experiences; in virtual and augmented Emotional regulation
reality; through sharing, reading, and Health/immune system improvement AWE & POLICING
listening to awe narratives; through Humility
viewing photos; and by watching videos. As much as awe might sound unusual
Identification of knowledge gaps to policing, in reality, the implemen-
Awe is often a positive experience. Learning tation of awe practices in the policing
Experiencing awe carries vast ben- profession is not new. Further, the
efits, as demonstrated by numerous Mood improvement literature has recently suggested that
research studies. These benefits are Open-mindedness awe practices can support police
displayed in Table 1, and it should be Optimism leadership as well as elite units such as
noted that each benefit can support hostage negotiators.
Prosocial behaviors
both investigators’ work and their
personal resilience. Stress reduction Awe practices have been implemented
by this author in a variety of contexts
“Slow-down” of time
Importantly, experiencing awe is within policing. This includes as
not limited to a once-in-a-lifetime Ability to tolerate ambiguity and uncertainty part of a broader resilience program
FIGURE 1: RESILIENCE PRACTICES ASSOCIATED WITH AWE As with all training, investigators in-
volved in homicide and special victim
incidents need training specific to their
unique work. Also, given the varying
demands of agencies, continually
Cognitive assigning investigators to training is
Reappraisal not practical for numerous reasons.
Therefore, practical and innovative
Awareness ways to implement resilience, well-
(Mindfulness) Gratitude being, and suicide prevention concepts
need to be explored. This includes
incorporating these practices into
established trainings.
THE AWE PROJECT EXPLAINED

The original, standard version of the
Meaning/ Awe Project involves a virtual cohort
Self-Efficacy AWE Purpose in Life of participants watching 10 videos
designed to induce awe over the
course of five days. After watching
each video via their mobile devices
utilizing the Google Classroom
application, they are prompted to
share brief reflections and answer
short questions relating to other
Self- Prospection/
resilience practices such as cognitive
Compassion Optimism
reappraisal, gratitude, meaning and
purpose, optimism, and social con-
Social nectedness. The videos are preceded
Connectedness by a one-minute controlled breathing
practice as well.
The program was modified to be

incorporated into the 10-day Homicide
Investigators Course and the 5-day
Special Victims Course provided by
that has been provided to police Police Scotland, Royal Canadian the NYPD’s Detective Bureau Training
personnel in numerous countries. Mounted Police, and Swedish Police Unit. Even though the NYPD hosted
A version of this same program has Authority. the training, it included participants
been implemented in the New York from numerous other agencies includ-
City Police Department’s (NYPD) More broadly, the concept of awe as a ing the U.S. Marshals Service, the
Police Academy. Elements of it have form of supporting personal resilience U.S. Postal Police, the Federal Bureau
also become part of its Executive and well-being was the key theme of Investigation, the Port Authority
Commanders College curriculum of the 2021 Resilience Symposium Police of New York and New Jersey,
and training for newly promoted cohosted by the NYPD and the De- and the New York City Department of
supervisors (sergeants, lieutenants, partment of Psychiatry at Columbia Corrections.
and captains), field training officers, University Irving Medical Center.
This virtual event featured leading For each day of both training programs,
specialized units such as the emer-
awe researchers and more than 30 minutes of the first training module
gency services unit, and peer support
1,600 participants registered from over was dedicated to the Awe Project. On
personnel. Importantly, this includes
30 countries from diverse professions the first day, the module included a seg-
the civilian workforce as well.
beyond policing. ment on the scientific benefits of awe,
Versions of this program, includ- as well as a one-minute breathing exer-
ing awe practices, have also been Finally, the Awe Project, which is the cise followed by the first video. At the
provided at numerous police con- focus of this article, was created in part end of the video, the screen directed the
ferences, workshops, and trainings. to provide police personnel with awe participants to reflect quietly on their
Participants have come from many practices that are both practical and own about what they had just watched.
agencies, including the Australian evidence based. Recent research on this Then, with the mini notebooks that
Federal Police, Federal Bureau of program has suggested that partici- were provided specifically for the Awe
Investigation, New Zealand Police, pants overwhelmingly found it useful. Project, they were instructed to write
down their answers to two questions life-changing, spectacular, and tran-
on the screen. Finally, after com- scending. The following additional,
pleting this task, the facilitator (the positive terms were used to describe
author) had the participants engage the program: helpful, necessary,
in a group discussion regarding those eye-opening, refreshing, and relaxing.
questions.
When asked what type of impact the
The format remained the same for program had on them, one participant
each of the remaining modules: one stated:
minute of controlled breathing, the awe
It’s a project that leads you to stop
video, self-reflection, a writing assign-
what you’re doing to see what else is
ment, and then the group discussion.
going on around you, while giving
The questions for each day were related
you the time and space to process
to both the video and the previously
your thoughts, feelings, and emo-
mentioned resilience practices.
tions. All to achieve one purpose—
A qualitative data analysis method- self-awareness, freedom, and joy in
ology, including thematic analysis our day-to-day life.
and phenomenology, was utilized to
Other participants shared how mean-
develop a post-program survey to gain
ingful the Awe Project was for them, and
the insights and potential impact the
the profound impact it had, describing
program had on participants. The data Notebooks provided for participants of
it as: the Awe Project.
were collected from four different train-
ing courses (two from homicide courses § An eye-opening experience, which
and two from special victim courses) makes you view your problems and
Related to the previous comment, the
with a total of more than 300 partic- the world in another way
following feedback demonstrates
ipants. The majority of participants § A necessary tool to help you deal with the importance of creating a healthy
were investigators; however, some had everyday life balance by making time to acknowl-
different roles relating to homicide § Something that we need as humans edge the positive moments in life:
and special victim investigations (e.g.,
social workers, psychologists, and § A philosophy that can improve you as It is very different and allows you to
employees from medical examiner’s a person in all aspects of your life— reflect on the good within life and
offices). better person translates to better within yourself, which is a nice change
investigator or whatever you dedicate of pace from all the negativity that you
Overall, the results indicated that par- your life to have to deal with on a day-to-day basis.
ticipants found the Awe Project sup- § A profound impact on how I can go
portive of their personal well-being, about work/life on a daily basis and Cognitive Reappraisal
and they also saw a direct relevance handling different situations in the
between the program and the inves- Cognitive reappraisal is an important
best way possible resilience practice. It refers to applying
tigatory work they do with respect to
homicide and special victim cases. Various themes emerged from the a different perspective to a situation in
data analysis. The themes are listed in which you try to take something positive
Table 2, followed by in-depth explora- from it, regardless of what occurred. The
PROGRAM FEEDBACK & tions of select themes. following comments demonstrate how
REVIEW the Awe Project allowed some partici-
Acceptance pants to engage in cognitive reappraisal
Considering that phenomenological
(without being prompted):
methodologies informed the analysis Resilience practices involve a term
of the data, the participants were first called “acceptance,” which refers § “Amazing way to detach from work
asked to describe the Awe Project in to not ignoring tough and stressful and relax. Great way to stop for a few
one word to gauge their personal per- moments, but instead, acknowledging minutes and realize the good things
spectives. Phenomenological research them. Importantly, participants were happening around you.”
is concerned with the individual able to practice this acceptance by § “I’m starting to think of how my long
experience of each participant, which taking part in the program. traffic-filled commute benefits me
allows for themes to emerge. instead of how much I hate NYC
We are exposed to a lot of terrible
traffic.”
Consistent with previous awe things. Sometimes, we don’t take a
research, the participants described moment to forget about the daily stress-
awe as eliciting a profound reac- ors that occur in our day-to-day lives. Empathy
tion, and participants’ one-word With awe, it gives you that moment to Empathy is widely regarded as a nec-
responses were equally profound: forget about things that are enough to essary quality for police officers, in-
amazing, enlightening, inspirational, haunt us, even in our dreams. cluding investigators, to be effective,
particularly when interacting with situations. One participant explained Meaning & Purpose in Life
suspects or victims. One participant how the Awe Project supported this
As previously mentioned, having
explained how the program pro- and more:
meaning and purpose in life is critical
vided support in acknowledging how
“Life begins outside your comfort zone” to flourishing and to overall well-being.
important empathy is as it allowed With respect to work, having meaning
and [the Awe training] shows you what
them to think of others: and purpose can help to counter peo-
that quote even means. It demonstrates
Taking a brief period of time out of your how different perspective[s] we all ple’s feelings of cynicism, burnout, and
long day to think about someone else have. It was amazing seeing everyone’s other negative emotions. Participants
other than the stresses in your life. perspective shift as the days went recognized the importance of main-
on. Homicide investigators actually taining a sense of purpose as police
Participants also noted that the personnel, with one participant stating,
digging deep and sharing something
change in perspective is not limited to
vulnerable, which is not common “I think the Awe Project is needed in the
their work but applies to life in general
practice in law enforcement. law enforcement community because
by helping them to adopt a different
at times some tend to forget why they
point of view and see things in a more Other participants described how
took this oath.”
positive light. taking part in the Awe Project helped
them to be more comfortable with the Finding meaning and purpose is not
uncertainty and discomfort of their limited to work either, as another
Handling Discomfort work, saying that the training “will participant pointed out:
Homicide and special victim investi- teach you that being uncomfortable is “[The Awe Project] just helped me
gatory work requires investigators to okay” and that being uncomfortable realize that there are other things in life
handle uncomfortable and unsettling “helps you open your mind.” that deserve my attention and focus.”
TABLE 2: EMERGENT AWE PROJECT THEMES
Acceptance Working in the [unit] is very overwhelming. It reminded me to take time to disconnect.
Cognitive reappraisal A portion of the day where we get to decompress and learn how to look at life from a different perspective.
Empathy Cases seems to be the same in nature. But it may the first time a victim endures it. This project provides
perspective to not fall into the cycle of treating cases like just another case.
Future action Made me look for more hobbies to engage in and relieve myself from everyday duties.
Gratitude The questions…made me appreciate life.
Handling discomfort A way to get you out of your comfort zone and open you up to something new.
Impact—work I could use some of these strategies to help victims too.
Impact—personal life Helped me not only at work but at home.
Meaning & purpose in life Yes [the program had an impact]. To not lose sight of who I am. At the end of the day, we are all human
beings. We can’t let our job taint our views, where we can’t see the good in people or the little things.
Open-mindedness As an investigator, it hammered down the idea to be mindful of open-mindedness and how it can help
broaden my perspective of the people I come across.
Self-care (self-compassion) It made me realize I need to slow down and take a few minutes for myself each day.
Self-efficacy [I] feel better about the choices I make now.
Self-transcendent I hope to continue being positive and spreading positivity every day.
“Small” This Awe Project allowed me to focus on the “little things” in life and to appreciate their value and worth in
the grand scheme of things.
Suicide prevention (and overall I love that this [program was] incorporated, and this will save the lives of police officers, if it hasn’t already.
mental health)
PROGRAM-RELATED
Breathing practice I will begin to use the breathing technique to stop and reflect on my stress levels at work and try to relax
and refocus.
Expanding the program Please incorporate the awe program in department-wide training.
Gratitude for participating Thank you for opening our eyes to other ways of seeing things and showing me how to approach situations
differently.
Group discussion It gave me an opportunity to share with others.
Practical design A quick way to adjust your thinking in the right direction.
Open-Mindedness Suicide Prevention and Mental positively impacted participants
both professionally and personally,
Being open-minded helps one better Health it must also be viewed as exploratory.
tolerate ambiguity, uncertainty, and Additional research is needed to
As previously discussed, police suicide
discomfort. Being open-minded, while remains a critical concern in agencies examine further the potential value
also thinking creatively and critically, across the world. Table 3 demonstrates awe practices can have for police
is necessary for investigators to be participants’ views on how this course in general, as well as the specific
effective—and it is related to another can support efforts in preventing sui- units discussed herein. For example,
important trait: curiosity. The follow- cide as well as countering common researchers should continue to use
ing remarks by participants show how suicide risk factors. qualitive research methodologies
the program supported each of these when studying awe and resilience.
attributes: However, quantitative studies should
GROUP DISCUSSIONS also be implemented in the future
The Awe Project gives you the ability
The group discussions at the end of as well. This will ensure that diverse
to take time to reflect and gives you a
the module were purposely designed methodologies can properly examine
different perspective on life.
for various reasons, including expos- this complex emotion and its impact
ing participants to similar and varying on officer resilience.
Practicality of the Program perspectives, group interaction, social
connectedness, and light-hearted For policing to evolve to meet modern
When designing resilience, well-being,
conversations as a way to balance the demands, new strategies are required
and suicide prevention programming
rest of the day’s more serious modules. to adapt to and address emerging
in policing, as much as it has to be
Participants responded positively to concerns. Now is the time to imple-
evidence based, it also has to be devel-
this element of the module, saying “I ment new, evidence-based methods to
oped so that it is not overly time-
enjoyed the conversation, more than support the workforce at all levels. As
consuming. A participant shared how
the videos themselves,” and “I found shown by the feedback shared in this
the brevity of the program was valued:
value in hearing others’ perspectives.” article, awe practices offer a novel way
[The program is] an opportunity to take to support police personnel with their
five minutes out of your day and apply work while also, and equally import-
self-care, awareness, accountability to CONCLUSION ant, support their mental health and
yourself, which will help you in your Although the data collected and ana- overall well-being. It is only fitting to
personal life and professional career. lyzed demonstrate that the program conclude with one last comment from
a participant that demonstrates the
importance of this:
The Awe Project has been very
eye-opening for me. As a detective, we
spend our time destroying ourselves
TABLE 3: SUPPORTING SUICIDE PREVENTION AND OVERALL MENTAL HEALTH to help everyone else. This has gotten
me to think that I need to take care of
There are people that care. Sometimes, when we’re at our lowest points, we don’t realize that. myself first in order to help others.
Things like the videos and the talks help to remove you from your problems. It’s a very good
feeling.
A very simple but incredibly important reminder on what is important. If enough people adopted
this, it could prolong many lives of LEOs.
I would describe it as something [participants] have to go into with an open mind. It’s not going
to be for everyone, which is fine, but if there’s one thing that no one can deny at the end is that
there really are people that truly give a shit about you, whether they know you or not.
[This is] a program to teach you the tools you need to offset the damage the stress does to
you.
IACP RESOURCES
The Awe Project is a way to get individuals to be open-minded and puts everyday life into
§ Enhancing Officer Wellness and
perspective. It’s a great mental health course.
Resiliency in Policing
I have anxiety and get in my head a lot. The exercises this week have made a difference for me theIACP.org
in a positive way.
§ Spiritual Wellness
It’s a great way to take a mental break, and when things become overwhelming, it helps you
bring yourself back to ground. § Resilience, Your New Superpower
It’s an activity that allows you to slow down all the racing thoughts in your mind and just take policechiefmagazine.org
some time to breathe and appreciate the miracle that we all are.
I think we need more of this, and the job should made more of this to prevent mental illness.
STORIES
W H E N PE O PL E H E A R A S T O RY, I T R E S O N AT E S
W I T H T H E M . I T R E M A I N S I N PE O PL E ’S M I N D S
AND MEMORIES MUCH LONGER THAN A LEC -
T U R E . Listeners are able to relate to the story and
recall what helped and what did not. During sto-
SAVE LIVES
ries of struggle and resilience, the listeners feel the
speakers’ emotions, and the stronger those are felt,
the more impacted people are. Every time a first
responder tells a story of a death in their ranks, a
struggle with disease, or difficulty with substance
use, other responders relate the story to their own
lives, reflect on their own struggles, and feel the
pain and difficulty the person is conveying. From
REDUCING STIGMA AND this, people learn (or relearn) that they are not
alone. Everyone has difficulty and pain. Suffering
is not permanent. There is no shame in mental
INCREASING WELLNESS illness, and there is no place for stigma. These are
the powers of storytelling, both for the storyteller
THROUGH STORYTELLING and the listener.
Stories have been told around the campfire to con-

vey information for hundreds of thousands of years.
The modern campfire is the glowing computer
screen. The Self Care Interactive Online Network
BY
Jeff Bludworth, Sergeant, ADA Community
Ambassador; Nils Rosenbaum, MD, Psychiatrist;
and Melissa Schultz, Peer Support Specialist,
Albuquerque Police Department, New Mexico
(SCION) is a program developed around this concept. injuries that required surgery. He was placed on injury
First responder stories centered on mental health chal- leave status and was being paid only his base salary.
lenges and shared online can have a significant impact Without the income from overtime shifts, he began to
on the lives of those gathered around their computer fall behind on his bills, causing additional stress on him
screen. SCION is a free service for all first responders. and his young family. Officer Bryant had already been in
Each month, a first responder tells their story online one officer-involved shooting, had two young children at
through Zoom about struggle and resilience. The story is home, and had been married only for two years. Now, he
preceded by a brief 15-minute lecture presented by a psy- was placing his family in financial hardship.
chiatrist with the Albuquerque Police Department (APD).
The lecture aligns with the main topic the first responder Officer Bryant began to distance himself from his
is going to share. This helps the participants recall the family and friends. He damaged friendships as he
information as they hear the story being shared. quit responding to messages, stopped going out, and
believed no one would ever understand what he was
The concept for SCION came about when the authors going through. He believed the sentiments commonly
realized that more could be done than simply sharing shared by many, including “Just suck it up and quit
behavioral health resources with law enforcement having a ‘pity party’ for yourself.” He lost all interest
officers during regular trainings. There needed to be a in his hobbies and other activities that he frequently
platform where officers could share their own stories participated in. He was treading water, metaphorically,
with each other while still learning about behavioral and close to drowning.
topics and resources.
However, once he recovered from his physical injury,
Officer Bryant quickly went back to working as much
THE FIRST STORY: OFFICER BRYANT overtime as was allowed. Despite being consumed by the
SCION officially began in 2019 when an APD officer job, he began to thrive at work. He received many com-
decided to share his story. For the purpose of this article, mendations, including an officer of the month award. But
he will be referred to by the pseudonym “Officer Bryant.” while he was winning at work, he was losing at home. His
Like many first responders, Officer Bryant’s story does personal life was slowly falling apart as he put more effort
not involve a single incident, but rather many incidents into work rather than family. Then, for the second time,
over the span of his career. In his first year on the job, Officer Bryant encountered an officer-involved shooting.
Officer Bryant was present during an officer-involved This was his tipping point. He could no longer hold in
shooting. He was young, only five days past his 23rd his emotions. He could no longer play along at work as if
birthday. He was recently married, and his wife was nothing were wrong. He went to a trusted supervisor and
pregnant with their first child. In the days following asked for help. That supervisor was able to get him an
the incident, he met with a therapist, as per policy, appointment with a therapist the very next day.
before returning to duty. He told them he was not
sleeping well and had just been feeling “off.” At the After meeting with a therapist, Officer Bryant was diag-
time, he attributed these emotions to being away nosed with depression. It was then that he decided to
from work and feeling restless at home. The therapist meet with a psychiatrist to be assessed for medication.
recommended that Officer Bryant schedule another He was able to work with the psychiatrist to find the
appointment to continue talking about his experience. right antidepressant. This is when Officer Bryant’s life
Feeling invincible and being naïve, like many young began to turn around. While he was not his “old self,”
officers, Officer Bryant chose not to do this. He decided he found a new normal. He was able to get back into
he would push through his feelings. meaningful, healthy, personal relationships and find
balance at work. He used therapy and found new hob-
Back at work, Officer Bryant found himself taking on bies to remain resilient, and he avoided slipping back
extra overtime. He allowed himself to be fully consumed into his old ways of holding in emotions and distancing
by the job. Any free time he had—he was working. He himself from others. During this time, he regularly met
loved to be around friends at work, and he loved being with his therapist and psychiatrist. He was not “hiding”
an officer. Working as much as he did, he began mak- anymore. He was able to continue his normal working
ing extra money. This allowed him to live beyond his duties and was even promoted. Officer Bryant contin-
financial means, and he came to rely on overtime to pay ued his career as a police officer, but he knows that had
his bills. Within a few years, he sustained two different he not opened up to his coworkers and started therapy,
Interested in attending, either as a
participant or a SCION presenter? You
can receive more information through Agencies must reflect on how their departments can
be contributing to a culture of stigma and actively seek
goscion.org or contact the SCION team ways to reduce it, promoting an environment in which
employees know that seeking mental health treatment
directly. We invite everyone to attend our or resources is normal and confidential and will not
monthly meetings. result in the loss of their career.
CONNECTING STORIES TO SOLUTIONS

Stories are a great way to reduce stigma. Most impor-
things would look different. Officer Bryant was one of
tantly, they help first responders become more com-
the first people to share their stories on SCION. The
fortable with talking about their own mental health
idea to create the program came about when he agreed
struggles with their coworkers. Real-life stories show
to discuss the challenges he faced throughout his career
officers that they are not alone, while increasing their
during an officer wellness block at a crisis intervention
connection to their peers.
team training. Parts of his story resonated with many
in the audience. It was then that members of APD’s The SCION program began using stories paired with
Behavioral Sciences Department realized the impact didactics in 2019 as a way to reduce stigma and encour-
storytelling could have on reducing stigma and encourage officers to seek out mental health resources when
aging people to seek help. they need them. The format is simple. Once a month
first responders, both active and retired, gather to hear
a personal story shared by a fellow first responder.
RELATABLE THEMES The meetings last approximately 60–90 minutes and
Law enforcement readers probably recognize elements of are held over Zoom. Meetings are open to any first
Officer Bryant’s story from their own careers or those responder in the United States and occasionally,
of their colleagues. Job-related injuries, reliance on over- when allowed by the speaker, to civilians as well. With
time pay, denial of mental health challenges, neglect- permission from the speakers, meetings are recorded
ing family and friends, and overextending oneself at and then posted on the SCION website. First responders
work—these are unfortunately common experiences can then register for access to the website where they can
or “themes” for many first responders. This does not watch past SCION stories. Prior to each session, market-
include the day-to-day cumulative traumas and working efforts are decided in collaboration with the speakers
related stressors that build up over time. The occupa- to ensure their comfort with who has access to their sto-
tional stressors unique to a policing career can have an ries. Typically, marketing efforts include emails to APD
impact on the mental health of those who serve. A litera- officers, emails to first responders registered through the
ture review published in 2020 found that the worldwide SCION website, and social media posts. A promotional
prevalence of law enforcement mental health problems flyer is created and shared through these emails and
is higher than the general population—and this is a platforms.
population that is screened for mental pathology before
they take the job. The authors looked at data from over During the session, the department psychiatrist
24 countries and found that one in four law enforce- provides a brief 10- to 15-minute lecture on a behavioral
ment officers met criteria for hazardous drinking, one health topic. Then the first responder shares his or
in seven for post-traumatic stress disorder and depres- her story, usually taking about 45 minutes to an hour.
sion, and one in ten for anxiety disorders and suicidal The story must be related to the speaker’s experiences
ideation. According to the nonprofit First H.E.L.P., as a first responder. Speakers have shared stories on
which collects available data on first responder suicide a variety of topics, including officer-involved shoot-
in the United States, 190 first responders died by ings, traumatic calls for service, on-the-job injuries,
suicide in 2021. substance use, depression, divorce, and the transition
into retirement. For most first responders, these topics
The data are startling. And yet the stigma surrounding are likely to be relatable personally or in reference to
mental health persists, which ultimately leads to fewer a colleague who has had a similar experience. During
officers getting the help they need. Research shows their stories, the speakers must also address positive
that the most common stigma-related concerns for first coping techniques they utilized to help them get
responders seeking mental health treatment are fears better or increase their resiliency. This is an important
regarding confidentiality of services and fears that component of the model. Sharing stories is beneficial,
seeking treatment would have a negative impact on even therapeutic, for the speakers and the listeners, but
one’s career. Programs for first responder mental health it is critical that the speakers share what helped them
and wellness are critical. When creating and maintain- get through their mental health challenges so that the
ing mental health and wellness programs, agencies listeners are educated on healthy coping tools. For
must consider how stigma-related fears can influence example, many SCION speakers point to the benefits of
participation. It is not enough to create these programs. therapy and talking to coworkers, friends, and family
to help them throughout their struggles. What makes and retired) and civilian staff. The interview questions
the storytelling model most useful for first responders is focused on the impact of storytelling on the speaker and
ensuring that the stories presented include not just the participants. On the impact of sharing one’s story, one
challenges faced, but a roadmap to feeling better. speaker had this to say:
Prior to speaking, all speakers must meet with the I’m not a mental health professional, but this was thera-
department psychiatrist and a peer support manager peutic for me. I had people there that wanted to listen to
to make sure they feel comfortable with sharing their me. Nobody is being forced to attend. Everyone was there
stories. During this briefing, speakers are also given tips for the same purpose, improving officer wellness and
on how to frame their stories. The typical story format mental health. It helped me [not only with] talking about
is divided into three parts: describe how the individual the incident but also knowing that I could potentially be
was before the event or challenge, then describe what helping someone.
the event or challenge was, and finally discuss how the
Many times, sometimes a week or more after a session,
event or challenge changed the storyteller, including
someone will approach a member of the SCION team
what he or she does now to stay healthy and resilient. At
and state how important that particular SCION session
the end of the SCION session, participants are provided
was for him or her. The participants would state they
with both local and national mental health resources.
hadn’t realized that they or someone they loved was so
A follow-up email is also sent to all participants with
clearly in need of help. But seeing other first responders
website links and phone numbers for the resources
talk about their struggles and hearing the doctor discuss
mentioned during the session. After the presentation,
interventions, and learning that there are resources
the department’s peer support manager contacts the
readily available made them change their minds and
speakers to see how they are feeling after sharing their
behaviors. Because of the SCION session, they had
stories. For some first responders, this may be their first
insight, approached someone they were concerned
time discussing mental health challenges in a public
about, changed their own behaviors, or had the courage
format. The contact information for the peer support
to seek professional help for themselves.
manager is also shared in all follow-up emails in case a
participant would like to reach out directly. One survey response described the impact to someone
who is listening to a SCION session:
IMPACTS & OUTCOMES There’s always going to be somebody that is listening that
The SCION team began tracking data on the story- really needs to hear this but they are too afraid to ask for
telling and didactic format in 2022 after receiving a help or to say they need to hear it. And with Zoom you
Law Enforcement Mental Health and Wellness Act can have a group of people listening in and they don’t
grant from the U.S. Department of Justice, Office of necessarily have to say anything or stand up, but they get
Community Oriented Policing Services. The program is the message. And one thing could catch their attention
measuring its impact with quantitative and qualitative and change their life.
methods. An anonymous online survey is shared with This quote captures what the SCION program aims
all participants after they attend a SCION session. A sec- to achieve. If SCION has an impact, even if it is on just
ond survey is shared with participants once they have one first responder, then the efforts of this program are
attended three or more sessions. These two surveys help worthwhile. Stories can destigmatize mental health,
determine the effectiveness of the SCION model, its im- increase connection to peers and peer support, and
pact on people who attend (e.g., benefits of attending, improve resiliency. These goals are not easy, but they
connection to peers, and resiliency), and areas of im- are important. Improving the mental health and
proved knowledge of behavioral health topics. well-being of first responders should be a priority for all
The evaluation is still ongoing, but preliminary data entities who employ them.
show positive results. Out of 172 responses to the post-
session survey, 90 percent of participants believe SCION
is a secure environment to participate and share per-
sonal experiences in. Among the 24 participants who IACP RESOURCES
have completed three or more sessions and responded
§ National Consortium on Preventing Law Enforcement Suicide Toolkit
to an online survey, 100 percent believe attending
SCION sessions is beneficial. In the same survey group, theIACP.org
100 percent also reported that hearing first responders § The Brief: Breaking the Stigma: Recommendations from IACP Police
share their stories made them feel more connected to Psychological Services Section
their peers, and 96 percent affirmed that hearing first
responders share their stories makes them feel more § FBI Leads Effort to Understand and Prevent Suicide Among Law
resilient. In addition to surveys, interviews with past Enforcement Officers
SCION speakers and participants are being collected. policechiefmagazine.org
Interviews were with law enforcement officers (active
130 Celebrate the IACP’s
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MEMBER-TO-MEMBER
DRIVE 2023 2023 marks the 130th anniversary of the IACP
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M2M23
TECHNOLOGY Tech Talk
Solving Law Enforcement’s

Technology and
Legislative Challenges
BY
John Pizzuro, CEO, Raven
LAW ENFORCEMENT IS AT A CROSS- net. The constant was the increase in the UTILIZING TECHNOLOGY EFFECTIVELY
ROADS. TECHNOLOGY CAN HELP AGEN- use of technology and finding an inves- Technology has become part of the very
CIES MAKE THINGS MORE EFFICIENT TO tigative way to obtain digital evidence. fabric of law enforcement and society’s
MEET THE INCREASED WORKLOAD. Technology has continuously advanced existence. Look at the smart doorbell
The day of tracking tasks and investiga- and grown since then. New solutions are cameras, vehicle computer systems,
tions on a spreadsheet has given way to created every day to meet the challenges phones, body-worn cameras, and even
predictive analysis, digital storage, and of modern policing. Law enforcement is thermostats and refrigerators. Officers
case management systems. Technology often forced to rely on other entities to cannot police effectively without using
and technological solutions have develop solutions as most agencies need some technology; criminal investigations
changed the world and the way officers to employ personnel to innovate. To cannot be conducted without it. Today,
seek and obtain evidence. be efficient in today’s law enforcement there needs to be training mechanisms
As a former investigator, the author world, technology needs to be a part of to educate every officer on handling
started with wiretaps of pay phones, it. So, how do agency leaders leverage electronics and rudimentary forensics
pagers, and emails to infiltrate the dark technology to protect the innocent? just because of the volume of phones
There is a treasure
trove of digital
evidence that
could effectively
provide law
enforcement with
the knowledge
needed to protect
victims and solve
investigations.
being used every day. Unfortunately, to remain effective. Law enforcement During his time as a retired commander
technology has presented some new needs help to fight perceptions and of the Internet Crimes Against Children
challenges, which most agencies have misguided legislation to get the tools Task (ICAC) Force in New Jersey, the
become reactive to. they need to be successful. author saw software costs double and
triple in the last six years. With funding
Cybercrime and online child exploita- CHALLENGES and budgets frozen, cut, or even with
tion have directly resulted from the re-
There are two primary impediments that nominal increases, it leaves an agency
liance on technology. Today, there’s not
law enforcement agencies face today choosing which tools to maintain—and
one crime or incident that does not
when it comes to the implementation of potentially, as a result, which crimes
deal with digital evidence. The advent
technology, whether it is for administra- they can address effectively.
of social media has allowed application
developers, electronic service provid- tive or investigative solutions. When running a task force, the primary
ers, and companies to obtain volumes The first challenge is legislation. Legis- challenge is always funding. For exam-
of data and information on their users latively, as more technology is devel- ple, “The Protect Our Children Act,”
and the public. There is a treasure trove oped to find and locate suspects and which created the ICAC Task Force,
of digital evidence that could effectively protect victims, some lobby against set a funding amount of $60 million
provide law enforcement with the know- using that technology, stating it violates in 2008. The ICAC task force has never
ledge needed to protect victims and a person’s rights and privacy. They seen that amount. That specific funding
solve investigations. advocate that law enforcement should amount was set before the advent of
not have access to those tools. This has smartphones, tablets, and endless
How does law enforcement keep people
caused legislation to limit the scope of volumes of memory.
safe when everything about everyone
is stored digitally? One must have these tools’ use. Facial recognition is an When one looks at funding through
rudimentary skills to find open-source example of an outcry that law enforce- federal, state, and local grant programs,
information. Data breaches can even ment is violating someone’s privacy. there needs to be more programs de-
expose usernames and passwords to Yet, those photos are posted to a public voted to aid agencies with technology.
infiltrate any account. This requires forum with everyone able to see, such Funding technology and its solutions
agencies to train their personnel from a as TikTok. Lobbying groups lack the has become highly paramount, whether
technological standpoint. intimate knowledge to be impactful, for case management systems, regional
and police personnel seldom have the intelligence centers, computer foren-
The amount of data that has been voice to impact the requisite support sics, or automated license plate readers.
collected and that is available through that law enforcement agencies need. The most considerable expense is the
online storage is staggering. One big
The second challenge is funding. With ability to store the l vast amount of data
question is how to retain the amount of
the increased costs from salary to vehi- within the confines of an agency or
data and how to process that data for an
cles to office space, agencies are forced organization.
efficient policing model. From a law en-
forcement perspective, the challenges of to cut their budgets and forgo pricey Funding these technological solutions
today have become end-to-end encryp- technology. Law enforcement is faced and software has become difficult.
tion, facial recognition, and privacy. The with several dynamic factors to meet State and local governments need to
argument against law enforcement has the demands of the increased reliance understand the gravity from a tech-
always been that they shouldn’t be able on technology, as well as the ability to nical standpoint and, therefore, must
to access others’ information. Companies protect citizens from an ever-increasing adequately provide commensurate
like Meta, Amazon, Google, and Apple breach of their lives. As inflation has funding. When looking at the landscape
have more information and abuse users’ soared, so have the software and tech- of policing and technology, one must
privacy than any law enforcement agency nological solutions that agencies have look at legislation and the resources
can imagine. Yet, law enforcement strug- relied on in the past. In many cases, given to today’s police agencies and
gles to get the information needed for agencies are now forced to reduce the organizations.
an investigation even when they obtain amount of software licensing due to
the legal process requested. Agencies are increased pricing.
forced to fight the perception that they
are misusing data, and legislation is being
introduced to limit their use.
Raven, a 501(c)4 organization, is dedicated to protecting
The question becomes how to effec-
tively police and protect in a digital children from victimization by raising awareness of the threat
world. What is someone’s reasonable of online child exploitation, increasing resources and funding
expectation of privacy? What infor-
mation can be obtained with the legal to law enforcement, and lobbying for policy and legislative
process? Agencies also have the addi- changes on the local and federal levels in support of law
tional chal-lenge of keeping up to date
on, acquiring, and implementing the enforcement.
technological solutions available in order
TECHNOLOGY Product Feature
Which Tool Is
the Right Tool?
ONE AFTERNOON, THE LOSS PREVENTION ASSOCIATES OF A LOCAL GROCERY STORE NOTICED A 17-YEAR-OLD
JUVENILE TAKE FOOD FROM THE SHELVES AND PLACE THE ITEMS INTO HER BACKPACK. AN ASSOCIATE NOTIFIED
OFFICERS OF THE POTENTIAL THEFT AS THEY TRACKED THE INDIVIDUAL THROUGH THE STORE SURVEILLANCE
CAMERAS. THE YOUNG FEMALE WAS APPROACHED BY A LOSS PREVENTION ASSOCIATE AND APPEARED COMPLIANT
UNTIL THE LOCAL POLICE ARRIVED ON SCENE. AS THE OFFICERS NEARED, THE SUBJECT BECAME COMBATIVE. SHE
BEGAN TO FLEE THE STORE ON FOOT.
The next morning, a dispatcher notified police officers the subject, and bystanders. For the above situations, offi-
of a call from an elderly woman. She called 911 claiming cers may determine that a less-lethal tool is an appropri-
that her son was having a mental health crisis and acting ate use of force, and there are a variety of options within
irrationally. The mother feared he was a danger to her that category that they could use to maintain control.
and himself. When officers arrived on scene, they see the
described individual standing on the porch with a knife LESS-LETHAL ALTERNATIVES
declaring that he will kill anyone who comes near. From pepper spray to batons to electronic control devices,
In both scenarios, officers must assess and decide which there are many less-lethal alternatives to firearms on the
tool in their belts is the correct one to use in order to market. One company based out of Las Vegas, Nevada, be-
defuse the situation. From officer presence, verbal com- lieves in the mission of providing these options so much
munications, and hands-on techniques to pain-inducing that they named their product after it: The Alternative.
methods and lethal options, many officers are trained to Oftentimes, de-escalation equipment, such as the 40mm
use the minimum amount of force necessary to achieve and the beanbag shotgun, can be bulky and is generally
their objectives. They are, however, also trained to priori- carried by tactical teams or in patrol cars, which creates
tize the safety and well-being of all involved—themselves, limited availability when officers need them. Noticing a
Images courtesy of Alternative Ballistics
The Alternative
temporarily converts a
firearm to a less-lethal
tool for one shot.
The Taser 10 gives
officers the ability
to deploy up to 10
individually targeted
probes.
Images courtesy of Axon
critical gap in law enforcement encounters in which an In response to the rise in gun-related deaths during
officer responds to a noncompliant subject that presents police encounters over the past few years, Axon has
a threat of violence with a weapon other than a gun, accelerated investments to advance their less-lethal
Alternative Ballistics developed The Alternative to provide technology. The TASER 10 was the first key technology
officers with an option that can always be carried with advance following the announcement of the compa-
them and immediately available as a de-escalation tool ny’s moonshot goal, which is to cut gun-related death
when the need arises. The two-ounce unit can be carried between police and the public by 50 percent before
on a vest, leg holster, or duty belt. “Being able to provide 2033. “By disrupting our thinking about how TASER
an option—an alternative if you will—for officers to poten- energy weapons should operate and what they should
tially have a step in front of absolute lethal force could be do, we were able to come up with creative ways to give
invaluable. Lives could be saved,” said Retired Chief Alex the officer more time and distance to make critical
Perez, who is the strategic law enforcement consultant at decisions,” said Axon’s head of training, Andy Wrenn.
Alternative Ballistics. “Most importantly, officers simply needed more chances
The Alternative temporarily converts a firearm to a less- to stop a threat as soon as possible.”
lethal tool for one shot; once the round is deployed, This is why one of the key improvements to the technol-
the unit disengages from the weapon, and the firearm ogy is the ability to deploy up to 10 probes. This is a step
instantly returns to its normal function. This provides an up from the previous four probes, which only gave one
officer with lethal cover without having to transition to or two opportunities to be effective. The device also has
and from separate devices. a tone that differentiates a good connection from a bad
The unit is composed of two parts: (1) a bright orange connection. When compared to the previous need to
dock and (2) an aluminum sphere projectile. The dock deploy two probes simultaneously, individually targeted
mounts to the top of a firearm’s slide and around its muz- probes enable a user to create their own spread. These
zle. The projectile (already assembled onto the dock) has probes now have a range of up to 45 feet, creating more
retaining pins and is aligned with the barrel of the firearm time and space for decision-making. The TASER 10 also
to catch a bullet. Once fired, the bullet embeds inside features a 1,000-lumen pulsing light, loud audible alerts,
the projectile and is carried downrange at 20 percent the and LASER pointing that warns a subject to comply prior
velocity of the bullet. to probe deployment.
When signing on to use The Alternative, an agency is also

signing on to the required one-day training program. The
program can be conducted at a specific department or
officers can be sent to the Alternative Ballistics facility in
Las Vegas. “The training component is as important as the
technology we are putting forward,” said Chief Perez.
Officers often make situational
One of the most well-known names in electronic control decisions based on the tools that
devices has revamped its less-lethal alternative. In line
with its focus to provide safer, more reliable tools to stop they have available.
threats, Axon has an ongoing commitment to improve
upon its products to meet the needs of public safety. This
includes TASER energy weapons.
TECHNOLOGY Product Feature
The BolaWrap deploys a

Kevlar tether to temporarily Images courtesy of Wrap Technologies
restrain a subject.
Wrap Technologies (WRAP) believes in a world where Perez. Using lethal force can affect not only the officer and
community members openly trust and rely on law en- subject involved but also the subject’s and the officer’s
forcement to protect personal safety and well-being. This families. Providing less-lethal alternatives to assist during
has allowed them to think beyond less-lethal and strive a noncompliant encounter can help save the emotional
toward a “no-harm” alternative. This is achieved through well-being—and life—of all involved, including the
the BolaWrap 150. subject, officer, and bystanders.
Officers often experience hesitation when considering the So, think back to the scenarios mentioned in the begin-
use of pain-inducing techniques to restrain individuals. ning of this article and consider one question: which
“With the growing scrutiny on the use of force, officers tool is the right tool? With all the options on the market,
may fear for their careers when resorting to such mea- officers will always have an answer.
sures,” said Kevin Mullins, chief executive officer of WRAP.
“However, the BolaWrap eliminates this hesitation.”
The idea of the BolaWrap started with exploring the use
of sound to distract and cause an individual to pause,
giving officers time to safely approach and apprehend SOURCE LIST
the individual. When verbal communication is no longer
effective, officers can restrain an individual from a safe
Please view this article online
distance without harming the individual or themselves by
for contact information.
using the BolaWrap 150.
The patented handheld remote restraint device deploys a
seven and a half foot Kevlar tether to temporarily restrain • Alternative Ballistics Corporation
a subject from distances of 10 to 25 feet. The BolaWrap
150 emits a startling sound upon deploying the tether • Axon
to distract a subject, allowing officers to quickly restrain • Battle Rifle Companies
an individual and ensure the safety and well-being of
everyone involved. • Byrna Technologies
“For situations where physical force would be undesirable • Compliant Technologies

or feel excessive… using non-pain compliance techniques • Laser Ammo, USA
can help to defuse tense situations, build trust, and foster
more positive outcomes,” said Mullins. • Superhailer
CONCLUSION • Transcend Robotics

Officers often make situational decisions based on the • Wrap Technologies
tools that they have available. “We all have different
mindsets and different backgrounds and different ways
of processing stimuli put before us,” explained Chief
The one-stop resource
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• Hear from police leaders about IACPnet has been a great
trends and challenges they’re resource for our agency. As
facing before it’s too late. the Accreditation Manager I
have utilized the platform
to assist in developing
policy and procedure.
More recently I have been
able to gain a great deal of
information and resources
for our Officer Wellness
Program that has given us a
sound foundation for the program. As an
agency we will continue to utilize IACPnet to
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William Dunleavy
Captain
Medford Township Police Department, NJ
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TECHNOLOGY Exposition
Stay up to date on new products and advances in technology to ensure

your officers are equipped with the tools they need.
BRINGING DIGITAL EVIDENCE MANAGEMENT TO THE NEXT LEVEL –

DELIVERING ESSENTIAL EVIDENCE IN EVERY CASE
A Versatile, intuitive platform for collecting, analyzing,
and managing digital evidence POLARIS by Utility
delivers integral analysis and case management from
any source in one CJIS compliant platform. With a
comprehensive chain of custody and data agnostic
flexibility, POLARIS focuses on technical capabilities
and security to reduce your IT burden.
• ONE PLATFORM: All digital evidence in one
common platform
• CUSTOMIZABLE: Scalable, role-based user per-
missions with customizable system configurations
• REAL-TIME AWARENESS: View feeds from fixed
cameras, in-car cameras and body-worn devices
all for situational awareness
SMART REDACTION: AI-driven, in-application redaction
tools for all media and document file types
Utility, Inc., is an innovative technology-enabled service provider specializing in creating groundbreaking digital systems for frontline
professions. Utility’s products and services are designed to effectively capture, analyze, manage, and release digital evidence using a
variety of cameras, sensors, and devices, as well as situational awareness software solutions. Utility’s universe of intuitive solutions
provides a range of cutting-edge technologies that enable frontline public safety professionals to work more efficiently and effectively. To
learn more about Utility’s technology solutions, please visit utility.com.
http://bit.ly/434eyU0
Radio Switch Flexible Light Bar

PRYME Radio, a premier provider of audio technol- Code 3 offers its CD3793 MegaFlex,
ogies, offers tactical communication accessories a flexible exterior warning light that
to serve the heavy-duty needs of law enforcement. can be mounted on flat or curved
PRYME offers communication accessories for two- surfaces up to 72° with self-adhesive,
way radios and cellular devices in professional- very high bond tape. The light is part
grade for surveillance or tactical-grade for SWAT, of the CD3790 MegaFlex series of
law enforcement, military, and other operations. For example, PRYME’s lights. Its dual-color LEDs provide exceptional output with combinations
Hockey Puck PTT (push-to-talk) is offered in both professional-grade and of amber, white, blue, and red colors. The lights’ heads are protected
waterproof tactical versions. The PTT Switch is especially unique in that in a clear, silicone housing that can flex while resisting yellowing and
it enables officers to communicate via a microphone or headset with the warping and is ideal for police, fire, EMS, or any other emergency vehi-
press of a button. This is particularly important for SWAT teams who can cle application. A two-bolt bezel is also included for easy installation on
push the button with an elbow while keeping a finger on the trigger. flat surfaces.
www.pryme.com. code3esg.com
POLICE CHIEF keeps you on the cutting edge of law
enforcement technology with monthly product announce-
ments. Items about new or improved products are based on
news releases supplied by manufacturers and distributors;
IACP endorsement is in no way implied.
Body-Worn Camera AI Communication Platform LCD Monitor

Utility, Inc., introduces the newest iteration Smart Response Technologies announces TRU-Vu Monitors, Inc., a leading supplier
of the company’s Eos body-worn camera. enhancements to the firm’s patented cloud- of industrial-grade LCD monitors and touch
The update provides new capabilities to based intelligence communication SaaS screens, has released a 21.5" sunlight-
further enhance the technology, utilizing platform, Delphini. Delphini’s artificial intel- readable LCD display designed to operate
artificial intelligence to create situational ligence (AI) delivers first responders instant in direct, bright sunlight or in other high
awareness and facilitating policy-based, audiovisual cues that shave life-critical ambient light conditions: the SRMH-21.5Z.
high-speed data collection that delivers minutes during stressful, noisy phone and These monitors feature 1920x1080 full
instant, clear, and secure intelligence when radio communications. The platform’s live HD resolution; 1,500 nits of brightness,
time and truth are critical. Eos features mapping and patented AI communication producing bright, clear images; and an
include the ability to quickly capture images enables dispatchers and their supervisors to auto restart after power loss function. The
of drivers’ licenses; an enhanced playback monitor multiple radios at once in a simplified painted steel enclosure ensures that
mode that includes video thumbnails of dashboard. It transcribes speech on radio the monitor will withstand shock, vibration,
recognizable faces or subjects, giving officers exchanges during active shooter events, fires, and rugged environments. Additionally,
the ability to identify videos when managing foot chases, raucous entertainment events, these monitors can be customized to spe-
metadata more easily; the ability to add notes and the like. With the enhanced AI, the real- cific needs from a wide range of available
to pictures using speech to text; and more. time voice-to-text transcription model can options. They are ideal for use in law
highlight “predictor” words that provide early enforcement vehicles.
www.bodyworn.com warnings for potential greater problems.
tru-vumonitors.com
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MARCH 3-5, 2023 • ANAHEIM, CA
Attendees
1,040 In-person
270 virtual
2023 IACP
OFFICER SAFETY AND
WELLNESS SYMPOSIUM RECAP 69
Workshops
This year, the IACP welcomed attendees from across
the globe to the 2023 Officer Safety and Wellness
Symposium in Anaheim, California, from March 3 to
42
March 5. Through hybrid programming, dozens of
workshops on a wide range of topics were offered
both in person and as prerecorded videos on an
IACP
online platform. Total registration numbers were the Exhibitors
highest ever for this annual event, with 1,040 attend-
ees joining us on-site, 140 users logging into three
live-streamed general sessions, and 136 individuals
6
accessing the on-demand content available online.
Participants were provided with opportunities to
network with other members of the law enforce-
ment community, hear directly from exhibitors at
Activities
tabletops and solutions presentations, and collect
helpful resources to take back to their agencies.
Attendees participated in several activities, including
meeting therapy K-9s; morning yoga and Pilates;
wall-sit, plank, and push-up challenges; stretching/
posture exercises; and dance/movement therapy.
125
Attendees from
Most important, symposium participants were able 10 countries outside
to engage in meaningful conversations, benefit from the United States
hearing new perspectives, and explore the latest
law enforcement innovations to continue improving
154
the culture surrounding officer health and wellness
in their own communities. We appreciate all partici-
pants’ dedication to the worthwhile pursuit of priori-
tizing the physical and mental well-being of those in Participants in the
the policing profession. Wellness Challenge
WELLNESS CHALLENGE WINNERS
• Wall-Sit Challenge: Sergeant Sarah Keith, Denton Police
Department, Texas (24 minutes)
• Plank Challenge: Efren Garcia, Program Manager, U.S.
Customs and Border Protection (10 minutes)
• Push-Up Challenge: Mandy Nice, Strategic Wellness
Director, Lexipol/Cordico (61 push-ups)
• 20,000 Wellness Challenge Points: Nancy Panza,
Professor/Clinical Psychologist, California State University
– Fullerton
• 30,000 Wellness Challenge Points: Officer Edyta Zak,
United States Capitol Police, Washington, DC
• Overall Wellness Challenge: Lieutenant
Chris Watson, Scottsdale Police Department,
Arizona (162,355 points)
TOPICS COVERED
• Comprehensive wellness program development
• Financial wellness and retirement planning
• Innovative approaches to injury reduction and physical fitness
• Leadership engagement and culture change
• Multidisciplinary and sustainable peer support and mentorship
models
• Post-traumatic growth and personal resilience practices
• Strengthening family wellness and community trust
• Suicide prevention, intervention, and postvention
• Vicarious trauma, post-traumatic stress, and mental health
support strategies
Recognizing the 2022 IACP/DuPont KEVLAR Survivors’

Club honoree are Kentucky State Police Chaplain
Cory Elliott, Captain Doug Carter, Trooper Billy Ball
(Honoree), and Lieutenant Kyle Nall.
Thank you to our presenting sponsor!
Join us next year at the 2024 event on March 1–3 in Louisville, Kentucky!
IACP WORKING FOR YOU IACP@Work
BY
Morgana Yellen, Project
Associate, and Bonnie Mills,
Project Coordinator, IACP
Strengthening Victim
Services through
Comprehensive Training
LAW ENFORCEMENT–BASED VICTIM SERVICES PERSONNEL To date, more than 70 agencies across the United States have
PLAY AN IMPORTANT ROLE IN HELPING VICTIMS NAVIGATE received training and technical assistance (TTA) from the
THE COMPLEXITIES OF THE CRIMINAL JUSTICE SYSTEM, IACP through the LEV Program. The LEV Program remains the
WHILE PROVIDING ADDITIONAL SUPPORT AND COMPASSION. only national-level TTA program in the United States focused
The treatment that victims experience in the aftermath of a exclusively on law enforcement–based victim services.
crime plays a key role in their decisions about remaining en-
gaged with the criminal justice system. Many law enforcement TEMPLATE PACKAGE V: TRAINING
agencies have established victim services programs to provide The LEV Program encourages agencies to invest in continuous,
victims with information and support as soon as possible after high-quality training for all victim services personnel, regard-
a crime occurs. less of prior education or advocacy experience. This ensures
that all victim services personnel at an agency operate within a
The Law Enforcement-Based Victims Services Program (LEV
uniform framework and have the tools they need to best serve
Program) was established in 2018 by the U.S. Department of
victims.
Justice, Office for Victims of Crime. This program provides
foundational knowledge and targeted support to law enforce- Developing a victim services training program from the ground
ment agencies who wish to establish a new, in-agency victim up requires time and resources. To assist agencies in this pro-
services program or to enhance a previously existing program. cess, the IACP released Template Package V: Training, the latest
publication in the customizable Template Package series.
Agencies can refer to this publicly available resource for guid-
ance when developing and enhancing a victim services unit.
Template Package V: Training comprises three main compo-
nents: (1) 12 training modules with supplemental handouts,
(2) 5 activity workbooks, and (3) a set of overview documents.
TRAINING MODULES AND SUPPLEMENTAL HANDOUTS

The training modules and supplemental handouts cover core
victim services content, including but not limited to—
§ Criminal Justice
§ Critical Needs of Victims
§ Ethics in Victim Services
§ Crisis Intervention with Victims
§ Crime Victim Compensation
§ Boundaries and Professional Wellness in Victim Services
These modules are intended to be taught by trainers from a
variety of disciplines. For example, an assistant prosecutor could
cofacilitate the Criminal Justice module with a law enforcement–
based victim services trainer. Similarly, a program manager
from a local community-based domestic violence agency could
cofacilitate the Crisis Intervention with Victims module.
By using trainers with varying backgrounds, victim services
personnel can learn through a multidisciplinary lens.
ACTIVITY WORKBOOKS their legal counsel and human resources staff to ensure that the
Interactive activity workbooks supplement the training modules materials meet all requirements within their jurisdiction.
by guiding victim services personnel to connect prior knowledge
CONCLUSION
and learned material to real-world situations. Rather than simply
memorizing information, victim services trainees can focus on Victim services personnel can help support victims throughout
building and honing core skills. their involvement in the criminal justice system. Whether an
agency’s victim services program is well established or is still
OVERVIEW DOCUMENTS being developed, these training materials will help ensure that
Finally, the overview documents offer guidance on facilitating all victim services personnel are providing a consistent level
training. The Trainer Manual provides an overview of the train- of service to victims across a jurisdiction. For further guidance
ing and assists with preparation, while the Training Plan outlines on developing a strong victim services program, agencies can
the recommended timeframes and materials for each module. access other resources, including recorded webinars, topic-
In addition to the provided content, these resources encourage specific resources, and additional template packages, on the
further self-paced learning through the Office for Victims of IACP’s LEV webpage.
Crime’s Victim Assistance Training Online (VAT Online) and
in-person shadowing with colleagues.
Like all publications in the Template Package series, Template
Package V: Training is designed to be adapted to the needs of For more information on Template Package V: Training or
each individual agency. Because of this, the materials outline
places where agencies should add state-, tribal-, local-, or
the LEV Program, please contact [email protected].
agency-specific information. Agencies should consult with
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IACP WORKING FOR YOU IACPnet Bulletin
IACPnet is the top resource for effective practices, case studies, and other
information to support police leaders as they navigate the ever-changing public
safety landscape. Learn more and request a demo by visiting theIACP.org/IACPnet.
Reflects February 2023 activity.
1,439
PAGE VIEWS MEMBER AGENCIES NEW DISCUSSION POSTS
19,106
15
Police professionals
from agencies of all
sizes utilize IACPnet
to enhance programs and operations, to develop
data-driven solutions, and for professional
development.
The IACPnet Discussion

Board provides a forum
for users to network, ask
questions, and provide
valuable expertise and
guidance.
202
TOP RESOURCES RESOURCES ADDED & UPDATED TOP SEARCHED TERMS
 National Consensus Policy and
Discussion Paper on Use of Force
—Resource from the IACP
 Response to Resistance
—Policy from the Charlotte-Mecklenburg,
North Carolina, Police Department
Interactive Directives Guide  RIDE ALONG
 De-Escalation: Guidelines for  SEARCH AND SEIZURE
How to Begin Evaluating Your
Agency’s De-Escalation  STRIP SEARCH
Practices The Resource Library contains policies, forms, and
—Guidelines from other publications. Search results can be refined
the IACP/UC Center
for Police Research
by criteria such as type, country, population,
and Policy date, and more.
Access these
FEATURED RESOURCE resources and more
Mass Attacks in Public Spaces: 2016–2020 at theIACP.org/
This five-year study analyzes 173 targeted attacks
that occurred from 2016 to 2020 in public or semi- IACPnet. For more
public locations in the United States, including
businesses, schools, houses of worship, open
information, call
spaces, and other locations where people live
their daily lives.
the IACPnet team at
800.227.9640.
REAL
INSIGHTS
THE REAL ADVANTAGE

IACP 2023 is October 14–17 in San Diego, California. Register today and begin planning
for four days of first-class education, engagement, and connections to further your
knowledge, progress in your career, and help shape the future of the policing profession
at home and around the globe. You can count on the IACP Annual Conference and
Exposition to provide you with the real advantage to achieve your goals.
NEW SCHEDULE ANNOUNCED! | theIACPconference.org
REAL
SOLUTIONS
IACP WORKING FOR YOU The Beat
POPULAR IACP
T WE E T RESOURCES
of the month International Association of

Chiefs of Police
 OFF-DUTY ARRESTS
TOP IACP BLOG POST
International Association of
Chiefs of Police
(POLICY CENTER
RESOURCE)
 THE OATH OF
HONOR
 BARRICADED
INDIVIDUALS
The Law Enforcement (POLICY CENTER
Marriage: Knowing When RESOURCE)
It’s Time to Get Help
There are some factors of
having a spouse working in Find these and other important
resources at theIACP.org.
law enforcement that might
impact the harmony of a
marriage. In many instances,
THIS MONTH’S QUOTE
couples are not prepared for,
or educated on the psycho-
logical impact that the job
could have. It is critical for
the couple to recognize when
it is time to seek help and
Stories can destigmatize mental health, increase connection
receive care. to peers and peer support, and improve resiliency.
Read this and other blog posts Stories Save Lives
at theIACP.org/blog. 48–51
F E A T U R E D I T E M I N I A C P M O N T H LY TOP POLICE CHIEF MARCH BONUS

MARCH NEWSLETTER ONLINE ARTICLE
Peer Support Guidebook for The Role

Small and Rural Agencies of PIOs in
The IACP, with support from the COPS Office, Violence
released a new guidebook detailing how an
officer peer support program can be attainable
Reduction
regardless of agency size or location. Implement- Strategies
ing Peer Support Services in Small and Rural Law By Dionne Waugh, PIO,
Enforcement Agencies explores leading practices from Boulder Police Department,
the field on policy, structure, and training to encourage Colorado
officer participation and program
sustainability.
Visit www.theIACP.org/resources/document/officer-safety-and-wellness
to access this and other officer wellness resources. Read this and other online articles at policechiefmagazine.org.
IACP WORKING FOR YOU The Brief
BY
Mandy Nice, Chair,
Physical Wellness
Committee, IACP Officer
Robust and Innovative

Safety and Wellness
Section
Wellness Support
New IACP Section Leads the Way
LAW ENFORCEMENT PROFESSIONALS feel overwhelming pressure to demon- § National Consortium on Preventing
ARE SOME OF THE MOST COURAGEOUS, strate an unwavering, herculean capacity Law Enforcement Suicide Toolkit
SELFLESS, NOBLE, AND HEROIC to withstand the sights, sounds, smells, § Practical Law Enforcement Fitness
PROFESSIONALS IN A COMMUNITY, AND and terrors of the most horrific tragedies & Nutrition Solutions for Powerful
THEY DESERVE THE VERY BEST SAFETY that communities face today—no matter Results
AND WELLNESS SUPPORT. how physiologically and psychologically
Time has proven that while their job impossible that may be. Even the most § Peer Support Guidelines
won’t get easier, law enforcement noble attempts have still manifested in These resources are only a small sam-
professionals can become stronger. They today’s officer health statistics. ple of the IACP’s full suite of wellness
can beat the stats on depression, anxiety, resources. The IACP OSW Section will
physical injuries, heart attacks, suicide, OUTSMARTING & OVERCOMING continuously help add new holistic
and more. However, it won’t happen WELLNESS THREATS health resources based on the needs of
unless decisive action is taken to make The OSW Section chair, Chief Spivey section members and the industry at
it happen. It’s time to strengthen the law states: large. Ultimately, the section’s mission is
enforcement commitment to creating Law enforcement wellness program to innovate and upgrade the definition
the culture of wellness that every police design, implementation, mainte- of “safety and wellness support” for law
professional deserves. That is why the nance, and innovation may seem like enforcement professionals, their support
new IACP Officer Safety and Wellness daunting tasks, but agency leaders staff, and their families throughout the
(OSW) Section has been launched. need not take it on alone. The IACP world.
This section is led by Retired Chief Jeff OSW Section is designed to provide
Spivey (Chair); Pinole, California, Police INVITATION TO JOIN
guidance, evidence-proven best prac-
Department Chief Neil Gang (Vice tices, and resource recommendations Joining the IACP OSW Section is simple.
Chair); Michael Harper, MEd (Board that will pave the way for each Please visit www.theIACP.org to renew
Member at Large); and Mandy Nice agency’s success. your IACP membership and select the
(Physical Wellness Committee Chair). option to join the section (for a $50/
Every IACP member is invited to join. Agencies launching a new wellness pro- year fee). As a section member, you’ll
gram or optimizing a current program have the opportunity to network with
WHY PRIORITIZE WELLNESS? can turn to the industry-leading toolkits one of six professional committees of
Wellness can be an officer’s greatest offered by the IACP: members who share wellness interests
strength or most deadly threat. Although § IACP Officer Health and Wellness and goals—suicide prevention, mental
many of the threats that officers are Agency Assessment Tool and Action health, physical health, legislation, gun
trained to handle (whether from sus- Planning Roadmap violence prevention, and partnerships.
pects with guns, blades, or any number
§ Introducing the IACP’s New Health & We encourage you to get involved! Our
of other weapons) are visible, the equally
Wellness Assessment Tool and Action officers’ lives quite literally depend on
deadly invisible wellness-related threats
Planning Roadmap: Your GPS for it.
(such as heart disease and suicide idea-
Success
tion) have all too often remained hidden
and unaddressed until it’s too late.
Analyses show that while most law
enforcement academies and agencies
have robust testing systems in place Chair—Chief (Ret.) Jeff Spivey: [email protected]
to ensure officers enter the profession
with above-average levels of physical Vice Chair—Chief Neil Gang: [email protected]
fitness and psychological health, years of Board Member-At-Large—Michael Harper: [email protected]
exposure to trauma combined with high
rates of physical injuries take a heavy toll Physical Wellness Committee Chair—Mandy Nice: [email protected]
on officers. It’s clear that many officers
IN EVERY ISSUE
CALENDAR
2023
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share knowledge about improving road safety, alcohol-
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theIACP.org/IDTSconference
OCT IACP 2023 Annual Conference and Exposition,

14 San Diego, CA
— The IACP Annual Conference and Exposition is the pre-
17 eminent law enforcement event of the year. Public safety
professionals from across the globe come together to
network with their colleagues, learn new techniques,
advance their careers, and equip their departments for
ongoing success.
theIACPconference.org
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3
QUALITY OF LIFE
It goes without saying that Officers are human beings too. They have
entire lives and families outside of the badge. Agencies that realize
this and accommodate their officers will continually see success. “Our
officers usually voice their quality of life issues that speak to scheduling
concerns, staffing levels, and being able to flex their schedules,”
Captain Laflamme shared. “It goes a long way and they appreciate
the efforts that we make to accommodate them. That helps with their
attention because it’s a culture that a lot of places don’t have. Listening
to them and accommodating those kinds of things is a huge payoff.”
Laflamme concluded.
STRATEGIES Chief Andres shared that his agency looked into prioritizing the mental health of their
officers to further promote positive morale. “We worked with our City Manager’s Office
to hire a Public Safety Wellness Manager and bringing in that Mental Health clinician
YOUR AGENCY COULD has been a game changer for us as well. It’s very important for us to make sure that we
BE IMPLEMENTING FOR have some support systems in place so they have an outlet for them to work on their
mental health and wellness,”Chief Andres concluded. Showing our officers we want
BETTER OFFICER MORALE them to have a healthy work-life balance and giving them the tools and the flexibility to
do so sends a clear message of unique value to our officers.
4
We convened three executive-level
law enforcement professionals: Chief
KEY PERFORMANCE INDICATORS (KPIS)
Thedrick Andres (Henderson NV PD), What gets measured gets managed. While it is important to speak with
Captain Brendan Laflamme (Hollis PD) staff on effective moral boosting strategies, it is equally important to
and Brian Churchill (Retired Chief of follow up by measuring the effectiveness of these strategies and
maintaining accountability within your agency. No matter the size
Police and current Business Manager of the agency, this should be prioritized. Chief Andres’s large agency
at Utility, Inc.) for a discussion to share created morale KPIs based on employee feedback to measure their
their unique perspectives on how effectiveness. “At least once a month we’re meeting as a senior
management team looking at all of those KPIs and the senior management team is
they’re addressing this feedback and required to report out on what KPIs they accomplish and what blocking factors that may
the strategies they are implementing to be there so everyone in the organization can see that we all have skin in the game,”.
build positive morale.
1
These key performance indicators may also extend to community engagement efforts
EFFECTIVE COMMUNICATION according to Laflamme. “When morale was down we saw less community engagement.
It is highly important that agencies prioritize effective communication to And now it’s like part of every day and we don’t even think about it. Our officers are
prevent what Chief Andres calls “the disconnection cycle”. This is caused happy when they go out. They greet the public, they’re happy to be out there and the
by the failure to ensure the administration all the way down to the line level public recognizes it. I can’t tell you how many times we get phone calls or emails from
officers understand the why behind decisions that are made. It is imperative members of the public about the good our officers do. That’s certainly an indicator that
that first line supervisors be transparent with their team and not be reluctant we’re doing something right here,”. Keeping track of how your employees feel about
to address things as they occur. your organization in this way reinforces to officers that you take their concerns and
experiences seriously.
Officers, just like employees at other organizations, appreciate clear lines
5
of communication and transparency within their agency across the board. This fosters
mutual trust which impacts overall morale. EMPLOYEE VALUE AND GROWTH PATH
Recent studies reveal it is now commonplace for officers to leave an
agency, or the profession, if they do not feel valued. Experts say the best
2
EMPLOYEE WEIGH-IN way to improve officers’ feeling of value at their agencies is to actively
Communication goes both ways and should never feel one sided. acknowledge their efforts, invest in them and invest in their career path.
Officers must feel that they are heard and given a venue to be consistently Approximately 78% of officers stay with an employer because of a
heard by their superiors. Captain Laflamme stated “Our people want benefits program that includes career track programs. Speak with your
to know that they have a voice in which way the agency is going. We team and find out the types of training they would be interested in and
put out a yearly anonymous survey asking the tough questions ‘What look into offering it. Examine their career goals and create a clear career
can we do better?’, ‘What are we doing well?’, ‘What are your concerns track that officers can follow. In addition to creating career paths, agencies should form
with the agency?” and that starts conversations because people are programs to actively build strong relationships that acknowledge employee value.
empowered to say whatever they want to say and they do feel heard,”.
Taking an active approach rather than a passive approach towards improving morale
Chief Andres explained that his larger agency spoke with supervisors, with these strategies communicates to our officers that we do care and we are listening.
both sworn and professional staff employees on a consistent basis to determine areas Employee retention then becomes less of a strain for agencies because their employees
of improvement. These meetings not only empowered his staff to share areas of improvement feel like a valued member of their organization. When overall employee morale is high,
within the organization but the ability to establish KPIs related to these improvement goals. they are better producers and agencies get better results which in turn will trickle down
Initiatives such as these affirm their importance in the organization resulting in increased to the communities they serve.
levels of morale.
brought to you by
Visit utility.com/blog
for more learning
resources.
800-597-4707 | Utility.com

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5.11 IS A PROUD DIAMOND

IACP WORKING FOR YOU

John Pizzuro Mandy Nice

EDITOR Vincent Talucci

MEMBER SERVICES Christian D. Faulkner,

Eric Astupenas, Aimee Cheung, Cydnie Davis,

Nuyiri Kasbarian, Karen Maline,

VISIT POLICE CHIEF ONLINE

Protecting Our Profession

These point that, as police leaders, we need

protect and police leaders have an obligation to

aid others are

what truly every day. Meeting this challenge is

inspire us as a how our agencies provide police ser-

procedures; developing and imple- issue, and addressing these various

Supporting Law Enforcement

to know that 1999, the Bulletproof Vest Partnership,

and well-being decades, the National Institute of

for the people

The focus of this webinar is to provide MARCH 2023 ARTICLES

Visit learn.theIACP.org to register for Interview Considerations—Executive Dysfunction By Jerrod Brown

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Q: What is a key change that police leaders can make to

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Research abounds on topics related to law enforcement and

JANUARY Contemporary Issues in Policing

Innovations in Law Enforcement

MARCH Violence Reduction Strategies

APRIL Using Data to Drive Policing

MAY Officer Safety and Wellness

Policing with Vulnerable

JULY Media Strategies

AUGUST Mentoring & Development

SEPTEMBER Police Innovation

OCTOBER Leadership & Accountability

NOVEMBER Contemporary Issues in Policing

DECEMBER Partnerships in Public Safety

Do you have innovative solutions or experiences that you want to share

CHILD ABUSE MOBILE

Through a partnership formed from a

- NEGATIVE undoing. There are many negative terms used

Having nonwork goals is equally important. These

the AUTOMATIC DOUBLE LOCK