This class is intended to sharpen basic observation skills and review the importance of basic investigative techniques and their proper applications which will allow us to be successful in one of the highest responsibilities in law enforcement, seeking justice for victims and their families.
It is vital to successful agency operations that employee performance be observed, documented and discussed effectively. Unfortunately, in far too many agencies, performance evaluations have little or no relationship to what supervisors are actually observing in the field. The ramifications of broken performance evaluation systems include demoralizing high level performers, depriving struggling employees of the “wake up call” that they need to excel, and providing legal protection to toxic employees—those who are known inside the agency to be prone to misconduct or poor performance but whose written performance evaluations indicate that they are “meeting expectations”.
When agencies invest in creating performance evaluation systems that require detailed feedback from supervisors rooted in fact-based observations, these systems can be a vital asset to the agency. But when performance evaluations simply become something that agency supervisors complete in order to “check the box” and move on, they can be a detriment to agency operations and an asset to plaintiff’s attorneys filing unfounded wrongful termination or failure-to-promote claims.
This training is designed, first and foremost, to assist agency leaders in determining what kind of formal performance evaluation system—if any—is right for your agency. Attendees will be trained on the legal pitfalls of continuing the use of broken performance evaluation systems that do not reflect the reality on the ground. And attendees will be trained on the common structural failings that doom so many supervisors who are attempting to accurately gage the good, the bad and the ugly that they are observing in their subordinates’ day-to-day performance.
This course is a unique, one-week leadership development conference designed to provide public safety professionals of all ranks, sworn and civilian, with practical time tested leadership lessons learned from the arena. Courageous leadership strategies will be presented from some of the nation’s most experienced public safety leaders and trainers. Our overriding goal is to prepare today’s leaders to confront the new reality of heightened transparency and unprecedented expectations.
The vast majority of citizen complaints and internal acts of employee misconduct encountered by government agencies are generated by a small number of problem individuals. It is crucial, therefore, that government agencies can successfully discipline these few “bad apples”.
In other cases, disciplinary action is necessary to hold essentially good employees accountable for misconduct that threatens agency operations. In these cases, making discipline stick is actually in the interest of the employee, as it can serve as a much needed “wake up call” to an employee before performance issues become so serious that termination is required or public safety is threatened.
In response to CALEA accreditation requirements and / or public allegations of racial profiling, many law enforcement agencies have begun to track the race, ethnicity, and gender of those who are stopped, searched, arrested, and / or were the subject of a use of force by officers.
If not researched and written properly, these reports have the potential to be misinterpreted by the media or community groups, needlessly damage the public image of your agency, undermine the legitimacy of your agency with the public, and lower officer morale. This workshop offers crucial skills necessary to present the information in your report in a manner that minimizes the risk of misinterpretation or manipulation, and presents the work of your agency in the most accurate and professionally responsive manner possible.
In 2012, the Indianapolis Metro PD developed a comprehensive approach to responding to officer-involved shootings (OIS) and other critical officer incidents, with a dual focus on investigation and maintaining officer health. This holistic response has resulted in officers receiving pre-incident inoculation, post incident health related resources, completing a mental health check-up, fulfilling their investigative responsibilities and internal review, and returning to full duty-healthy- usually within a two week period after the incident.
The IMPD officer involved shooting and critical incident response model is segmented into pre-critical incident preparation and post incident 24 hour response increments: 0-24 hours, 24-48 hours, 48-72 hours, 72-96 hours and beyond. The model focuses on stress and trauma inoculation before the critical incident and responding to the officer post incident with a methodology involving triage and support resources. This preparation and response results in the officer being better equipped to survive a critical incident, assist investigators post incident, while also being pro-actively engaged in long-term healthy practices.