This two-day training course will, essentially, assist you in creating an aviation unit. Training is vital to the success of your unit. sUAS (Small Unmanned Aerial Systems) or “drones” as they are commonly referred are a relatively new technology. Some police agencies have attempted to implement a program without proper training. One reason: training programs for sUAS are very specialized and few people are qualified to deliver this training.
This comprehensive program has been specifically designed for public safety agencies. Captain Bill Bongle (Ret.) provides specialized sUAS training through strong law enforcement experience with policy development, public relations and liability. Captain Bongle has years of experience piloting sUAS and training new pilots.
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.
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.
Chief Harry P. Dolan’s, (Ret.) Surviving Verbal Conflict® Training Program has been provided to tens of thousands of public safety professionals throughout the country. In response to popular requests, Chief Dolan has developed a train the trainer program providing public safety professionals with the training, tools and material required to train agency personnel in the highly acclaimed Surviving Verbal Conflict® Verbal De-escalation Program.
Surviving Verbal Conflict® Verbal De-escalation Train-the-Trainer course develops and prepares public safety professionals to serve as trainers in Surviving Verbal Conflict®. The 3 ½ day (26 hour) course covers the Surviving Verbal Conflict® course material as well as instructor development content such as how to present the lesson plan & program, student learning styles, and teaching practical exercises. Participants will be provided with all instructor related materials supporting their presentations i.e. SVC PowerPoint presentation, workbooks, practical exercises, as well as ongoing technical support.
Today’s increased service demands and the scrutiny placed upon public safety professionals have resulted in a growing need to master verbal conflict management skills. When negative verbal encounters escalate to the point where physical intervention is used, criticism often results when it is later discovered that there is little evidence of verbal de-escalation techniques employed by officers. This is particularly true when incident video and audio reviews are utilized. In some cases, it has become clear that the verbal actions of the public safety responders served to escalate the situation. Administrators are now asking, “Is this an area in which the training tape has run out? Have we adequately trained our personnel to successfully manage and respond to verbal confrontations in a professional manner?"
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.
Five-day first-line supervisory course critical for both new and experienced public safety supervisors committed to leading from the front.
No public safety organization can function without well trained first-line leaders. The first-line supervisor is the most influential position within the organization. Their role, therefore, demands strong leadership, self-confidence, competence, management skills, and an understanding of how to influence their subordinates, the organization, and the community.