Issue I - Winter 2021

FEATURED IN THIS ISSUE: Remaining Current in Tumultuous Times – Dr. Neil Moore, page 4 Network “Pandemic-Style” to Safeguard Your Career – Heidi Scott Giusto, Ph.D, page 6 Qualified Immunity – What Every Officer Needs to Know– Eric Daigle, page 22 Support the Mission of the FBI-LEEDA With every purchase, Justice Federal will give back to FBI-LEEDA. And, when you shop Smile.Amazon, choose FBI-LEEDA as your preferred charity, and give back even more!

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FBILEEDA JAN20.indd 1 11/24/20 8:58 AM Issue 1 - Winter 2021

2020-2021 Executive Board PRESIDENT Chief Dominic Rizzi, Jr. (Ret.) 5 Great Valley Parkway, Suite 359 Malvern, PA 19355 Email: [email protected] FIRST VICE PRESIDENT Feature Articles: Chief Joe Wellington 6 | Network "Pandemic-Style" to Safeguard Your Career – Heidi Scott Giusto, Ph.D. Platte City Police Department 10 | Painful Command Leadership Lessons – Keith D. Bushey 355 Main Street, Platte City, MO 64079 Email: [email protected] 14 | Policing in a Covid Environment – Larry Barton, Ph.D. SECOND VICE PRESIDENT 18 | PDQ Winner Elite Interactive Keeps Eyes on the Prize Sheriff Ira Edwards, Jr. (Ret.) – Scott Goldfine, Security Sales & Integration Clarke County Sheriff’s Office 22 | Qualified Immunity - What Every Office Needs to Know: Part One - 240 Millstone Cir. Athens, GA 30605 History of How Qualified Immunity Came to Be – Eric Daigle, Esq. Telephone: (706) 410-5188 26 | Is Your Organization's Professional Development Approach Complete? Email: [email protected] – Les Kachurek, FBI-LEEDA Instructor THIRD VICE PRESIDENT 30 | Daddy Leads the Way – James M. Fox Chief Donna McNamara 32 | How CLEAR Broke Open an Investigation of Child Exploitation Stoughton Police Department – Thomson Reuters 26 Rose Street, Stoughton, MA 02972 Telephone: (781) 344-2424 34 | Even in a Pandemic, Cargo Theft Sees No Sign of Stopping – Josh Cahill, NICB Email: [email protected] SERGEANT AT ARMS Registration Now Open – Chief Joel Fitzgerald 29th Annual Executive Education Waterloo Police Department Conference – April 26-28, 2021 715 Mulberry St., Waterloo, IA 50703 Westin Fort Lauderdale Beach Hotel Telephone: (267) 228-3707 Page 28 | Conference and Registration information Email: [email protected]

PAST PRESIDENT 38 | Congratulations – Acknowledging our Learning Partners and Host Agencies Chief John E. Horsman (Ret.) 47 | Agency Trilogy Congratulations Delaware Capitol Police Law Enforcement Liaison, Department of Safety and Education Opportunities: Homeland Security - Office of Highway Safety 303 Transportation Circle, Dover, DE 19950 42 | Three Steps to Trilogy – Supervisor Leadership Institute | Command Leadership Telephone: (302) 744-2747 Institute | Executive Leadership Institute Email: [email protected] 43 | Additional Education Opportunities – Media and Public Relations | Master Public Information Officer | Procedures for Managing Internal Affairs FBI LIAISON Investigations | Leadership Integrity | Reflective Leadership Institute Cory McGookin, FBI Unit Chief Federal Bureau of Investigation 44 | Distance Learning Online Courses – Phase I Basic Supervisory Liability | 935 Pennsylvania Ave, NW, 11th Floor - Room 11189 Phase II Advanced Supervisory Liability | Ethics | eTrilogy Washington, DC 20535 45 | NEW: First Amendment Liability Course EXECUTIVE DIRECTOR 54 | Graduate Credit Programs Perry Tarrant CAL U | College of St. Elizabeth | University of Oklahoma | Husson University | 5 Great Valley Parkway, Suite 359 Purdue University Global | Rosemont College | University of San Diego Malvern, PA 19355 56 | FBI-LEEDA POST Approvals by State Email: [email protected] In This Issue: FBI-LEEDA Insighter, a publication of FBI-LEEDA, Inc., 2 | President’s Message – President Dominic Rizzi, Jr. is published two times a year. Editor: Mado-Sue Dembele 3 | Executive Director's Report – Perry Tarrant, Executive Director, FBI-LEEDA Art Director: Judith A. Grubb 4 | The LEEDing Edge – Dr. Neil Moore, Director of Curriculum and Instruction Report 4 | FBI-LEEDA Executive Board and Mission Statement The FBI-Law Enforcement Executive Development Asso- ciation is a private, 501(c)(3) non-profit organization and 36 | FBI-LEEDA College Scholarship Program is not part of the Federal Bureau of Investigation or acting 37 | Regional Representative Program Update on its behalf. 47 | FBI-LEEDA Trilogy Scholarship FBI-LEEDA 48 | FBI-LEEDA Instructors 5 Great Valley Parkway, Suite 359 Malvern, PA 19355 50 | Corporate Partnerships Directory Tel: 877-772-7712 | Fax: 610-644-3193 52 | Membership Resources www.fbileeda.org 1 Issue I – Winter 2021 | FBI-LEEDA Insighter President’s Letter

Just a few short weeks ago we said goodbye to 2020, a year that none of us will soon forget. There were a lot of unknowns that we dealt with in 2020 and I am sure there will be more challenges in 2021 and beyond. As we look forward, I am confident 2021 will be a good year for our organization and Law Enforcement as a whole. I was pleasantly surprised to see that although we were navigating a pandemic, the demand for our classes did not waver. My time as President of the Association has presented many challenges and many memorable moments. Overall, I am proud to have served during these unprecedented times and with a Dominic Rizzi, Jr. great group of leaders. President, FBI-LEEDA In a few short months, I will turn the reigns over to our next Board President, Joe Wellington, who will step in to help guide the Association in fulfilling our mission to our law en- forcement leaders. The Association is on solid footing as a premier leadership training association. The demand for our classes remains high and we have a great team that is dedicated to our mission. It is comforting to know that the Association I have served for the past six years is helping train current and future leaders to handle the leadership challenges that we will face in 2021 and beyond. For that, I am proud and humbled to have served as your President. My tenure as President started at our successful Virginia Beach training conference where I was wel- comed to the office by Chief John Horsman, who is now serving his last year on our Board as Past President. As 2019 closed, the Association recognized unprecedented growth in our leadership classes, having reached over 10,000 students with our in-person classes, online learning, and annual training conference. We had reached a milestone that our founding members may never have foreseen. As we entered 2020, we embarked on our search for a new Executive Director to lead the Association. We were fortunate to have a great pool of candidates ready to take the position and we began in earnest to find the right person for the job. But there were bigger challenges in our near future. Much of FBI-LEEDA’s business was interrupted by the pandemic in early March 2020 and continued throughout the year. The pandemic not only delayed our Executive Director search, but it also forced us to cancel our annual conference and annual membership meeting. The pandemic of 2020 cast our Executive Board into unchartered waters, with exceptional challenges in doing what was best for the Association and what was fair to all our stakeholders. As I look back on the decisions we made during that time, I am proud of how we came together as a team and carefully considered the best path for- ward for the Association. As I am writing this, there is still uncertainty in how long the pandemic will be affecting our business, however, I am confident that our leadership is strong, and we have the best team in place to guide our Association forward. As for our Executive Director search, we completed the process and identified an exceptional candidate for the job. In November, we welcomed Mr. Perry Tarrant to our team as the Executive Director. He has a strong leadership background and brings a diverse set of skills and experiences to our Association. I look forward to working with Perry for the remainder of my tenure on the Executive Board. In closing, I am looking forward to seeing you all in Fort Lauderdale at our conference at the end of April. Know that we cautiously are moving forward with planning for this in-person event and have contingencies in place for almost any circumstances, so we can bring this valuable educational experi- ence to our membership.

Dominic Rizzi, Jr. President, FBI-LEEDA 2 Executive Director’s Welcome January 2021

Greetings to the members, Life Members, and new members of FBI-LEEDA. I am Perry Tarrant pleased to join you as your Executive Director. FBI-LEEDA is an impressive orga- Executive Director, nization dedicated to supporting law enforcement CEOs and developing leaders. I FBI-LEEDA have also found your FBI-LEEDA staff to be assiduous in what they do for you. True to its mission of leadership, FBI-LEEDA has not been adrift during COVID-19. Your Board of Directors, President, and Chief Operating Officer have been at the helm and focused on the health of the organization. You are the value to those you serve and your input is valued as we look to the future of FBI-LEEDA. Like most organizations, FBI-LEEDA exists to be of value to our stakeholders (you). The strategic planning process is underway to keep you engaged in the network and the organi- zation ahead of a changing industry. We want to be of value to you throughout your leadership journey and beyond. Your stories and experiences are lessons to be shared with insiders of the FBI-LEEDA learning network. FBI-LEEDA did not shrink in 2020. Although there was uncertainty throughout the pandemic, the organization responded to the demand for function-specific training and Trilogy course work by delivering 220 in-person classes. We saw 916 new individual Trilogy Awards, five agency awards, and the addition of lifetime memberships. FBI-LEEDA demonstrated leadership dexterity during an unprecedented year and did not succumb to COVID-19. Through our collective efforts and networks, we will remain strong and grow. I am looking forward to promulgating the work done by FBI-LEEDA and believe in collaboration for a resilient organization and durable network of leadership-minded members. I come to FBI-LEEDA as a Master of Public Administration, with a focus on organizational structure and an emphasis on leadership. Given the opportunity to fulfill requests from the Obama White House, members of Congress and committees, and several local jurisdictions, I have supplied sub- ject matter opinion and testimony. I have also provided insights for legislative discussions regarding the intersection of policing and civil rights, criminal justice reform, social justice, and community engagement, policing oversight, and a series of controversial police shootings, as well as providing expert testimony in officer-involved shootings. My law enforcement career spans more than three and a half decades largely on the operational side of the organizations with experience in Internal Affairs (investigating officer-involved shootings and death cases). Additionally, my background includes senior leadership positions in policing, as a FEMA Incident Commander, and as a commercial pilot. I have reviewed organizational structures, policies, and practices of law enforcement, public, private, and non-profit entities. I look forward to meeting each of you over the coming months and learning about you, your pro- grams, and collaborating on the strategic plan. FBI-LEEDA’s future is assured because of your en- thusiasm. Please don’t hesitate to contact me to support what you do.

Perry Tarrant Executive Director, FBI-LEEDA 3 Issue I – Winter 2021 | FBI-LEEDA Insighter Curriculum and Instruction Report - Winter 2021 The LEEDing Edge

Remaining Current in Tumultuous Times We are all watching; all of us in this noble profession. U.S. policing Dr. Neil Moore is experiencing its most tumultuous time in our nation’s history. Director of Curriculum and We know many historians might say, no that occurred during the massive social Instruction, FBI-LEEDA change of the 1960s. Those of us with some gray hair know that we have never seen our major cities in such a dystopian condition. Yes, these are very tumultuous times for U.S. policing. In tumultuous times policing needs more training, not less. The FBI-Law Enforcement Executive De- velopment Association (FBI-LEEDA), strives to be keen observers of our profession. Listening to our critical stakeholders has never been so important as today. After a detailed input from critical stake- holders, we are convinced that our current curriculum advances police leadership. As we prepare to exit 2020, the Executive Leadership Institute (ELI) is up for re-write. Our cadre of facilitators represent policing from a national perspective, and all have served at the highest ranks in our profession. As they are witnessing the current plight of our profession, many, recognize that at the core of the issues police leaders are facing is the perceived or actual breakage of trust with the public we serve. Almost to a person, our instructors informed that the re-establish- ment of trust and the pronounced use of the principles of procedural justice will go a long way in calming the tension that we see played out on the national news on a nightly basis. The ELI presenta- tion begins by revisiting those two issues at the front end of the week and revisiting them with great vigor; timely and on target. Our bias and diversity educational block begin with a Ted talk offered by Mellody Hobson, a businesswoman and co-CEO of Ariel Investments. In this talk, she is admonishing her audience to be “Color Brave” as opposed to being color blind. Step up, Ms. Hobson urges to have the honest and often difficult discussions about race and racial tension in our nation’s workplaces, in our communities. Ours is always a stressful job. We also take this job knowing that we may be hated and disliked for be- ing cops and being disliked for the authority we are given. We know that that some of our officers will

2020-2021 FBI-LEEDA Executive Board

Pictured (l to r): John Horsman, Ira Edwards, Jr., Dominic Rizzi, Jr., Joe Wellington, Donna McNamara and Joel Fitzgerald.

4 be “broken” as they work diligently on behalf of our citizens. Our obligation is to diminish organiza- tional stress; procedures we enact that make the work of our line and support staff harder and less efficient. Our obligation is to put into play procedures and practices that help our men and women withstand the seemingly endless onslaught of external stressors that we cannot control; fitness pro- grams, early intervention systems, valid and reliable EAPs, CISM teams, access to psychologists and police chaplaincy programs. These programs and resources are needed now more than at any other time in our profession’s history. Recruitment, hiring and retention always pops up in the top five emerging police issues. In fact, until the recent riots and turmoil, the personnel crisis came in numero uno on most polls of major issues facing U.S. policing. To get our fair share of today’s gen Z applicants, we had better be aggressive. Our appeal to them must speak to the difference they can make in the lives of the citizens of our jurisdic- tions. Targeting new immigrant population groups and women is simply good business. For most police agencies, networking into the faith-based community to secure ethical and principled young people still holds enormous promise. To keep them, our hiring process must become more personal and faster. Let incumbent officers shepherd your new prospects through the process. Streamline the process where you can and, never relax your hiring standards. Unfortunately, the struggle to recruit, hire and retain a sufficiently ethical, principled and well-trained work force appears to be an issue that will be with us for several years. Finally, our philosophy of “cops talking to cops” exposes your next generation of leaders to women and men who have “been there and done that!” Our cadre of facilitators strive to live our leadership framework…Leadership, Relationship, Partnership, Synergy! Our team of leadership instructors have the background and knowledge to adapt and to discuss contemporary issues facing the young men and women you send to FBI-LEEDA classes. They embody the topics and principles we teach. While we work our way through these tumultuous times, rest assured that our curriculum remains fresh and current, our facilitators remain committed to developing your next generation of leaders and we will adapt to handle the most pressing of issues our profession encounters.

Leadership-Courage-Knowledge…FBI-LEEDA

Dr. Neil Moore Director of Curriculum and Instruction, FBI-LEEDA

The Mission of FBI-LEEDA To advance the science and art of law enforcement leadership and promote the exchange of information to improve law enforcement management practices through training, education, and networking among police professionals across the United States and beyond.

5 Issue I – Winter 2021 | FBI-LEEDA Insighter Network “Pandemic-Style” to Safeguard Your Career — Heidi Scott Giusto, Ph.D.

Networking is one of the most important activities professionals can engage in if they want to proactively manage, and even safeguard, their careers.

When a person has a robust network, they can stay atop of trends within their industry, learn of new opportunities, and have a satisfying career overall. Professionals who actively network tend to have job security; even when facing downsizing, they can tap into their network to learn of openings and apply— often with a strong internal advocate. With budget cuts having a widespread effect, it’s best to dust off your networking skills even if you feel like your individual position is secure. The COVID-19 pandemic has presented challenges to networking, and the biggest is also the most obvious: group gatherings have largely been eliminated for the duration of the pandemic, necessitating modified approaches and new (to many of us) technology. Yet, there are still numerous options for networking; in fact, the pandemic has opened doors for some increased op- portunities. Here are several ways you can network “pandemic-style.”

Nurture Existing Connections Networking is fundamentally about building mutually beneficial relationships. To this end, now more than ever is a good time to “check in” with your existing connections to see how they are doing. You can do this by emailing, calling, or even texting. People will appreciate that you’re thinking of them and want- ing to see how things are going.

6 Build a Network on Social Media Many people might roll their eyes at this suggestion, but since there are fewer in-person net- working opportunities during the pandemic, social media can be an ideal way to build your pro- fessional network. Kaitlyn Perez, writing for the National Police Foundation, discusses the value of police organizations fostering connections and sharing news across social media platforms like Facebook, Twitter, Instagram, and YouTube. In her article, “Social Media Has Become a Crit- ical Part of Law Enforcement,” Perez points out that YouTube has millions of viewers so agencies “would be silly not to use it.” The same goes for individuals: even if you dread social media, it’s in your best interest to use it to build your own community and network. With that noted, always keep your digital presence professional so it does not become a liability for you.

Attend Events via Video Conferencing Many regular networking events and organizational conferences have been moved to video con- ferencing platforms, such as Zoom, Google Meet, and Microsoft Teams. The wonderful advantage to video conferencing is that you are no longer limited by geography, which means you are able to attend more of these events than if they were in-person. For example, it’s possible to attend one event on Monday from 4-6 p.m. that would have occurred in one city and attend a second one from 6:30-8 p.m. that would have been located in a city an hour away. This is a perfect time to try out and visit new groups and organizations to see which one(s) you like the most and which events you want to attend regularly.

Make New Connections You can also make new connections via networking held through video conferencing. I have found this to be particularly true when the networking event uses small group discussions. In Zoom, these are called “Breakout Rooms,” which allow for more intimate discussions and en- courage relationship building. The key is to make sure you follow up with the people you meet in your chat rooms and continue to meet and get to know one another through phone calls or additional video conferencing. As locations open up, you might also be able to consider meeting in-person with another indi- vidual. These one-to-one meetings can be outdoors to allow ample room for social distancing. Of course, you would need to be clear about expectations to ensure you’re both comfortable with an in-person meeting. You’ll likely want to forego shaking hands, but you can still enjoy the other aspects of meeting in-person that can’t quite be fully conveyed on screen. (continued)

7 Issue I – Winter 2021 | FBI-LEEDA Insighter “ If you are focused and intentional, networking

will be a valuable tool

Devote Time to Professional Development for proactively managing Just like networking events, a multitude of professional development op- portunities are now online, and you can easily choose one, or as many as your schedule permits. Personally, I have found more online professional and safeguarding development activities than I know what to do with! Keep an eye out for ac- tivities that include other participants, which is a surefire way to build new and meaningful relationships. your career. Pair up with an Accountability Partner ” Whether you take a self-paced course together or have a weekly check-in to review each other’s goals, wins, and misses, having an accountability partner offers many advantages. This type of consistent contact with another person fosters support and will likely deepen your relation- ship. This will be especially helpful if you find yourself actively looking for a new job due to a layoff.

Be Professional but also Real Given the need to be professional in personal settings, more conversations have opened up to include family/life topics. As a result, boundaries between work and personal life have been breaking down at lightning speed. There is absolutely a time and place to be strictly professional, but the conditions brought about by the pandemic encourage us to bring our whole selves into our work lives. When I work with my clients and students, I recommend that they strive to create ideal conditions for networking calls and video conferences by choosing a quiet, uncluttered setting, wearing professional attire, and maintaining a businesslike demeanor. However, it’s important to give grace to yourself and to the person you are networking with when life interrupts. And, it’s okay to share some details of your personal life as long as doing so doesn’t distract from the professional objectives your networking con- versation is premised on.

Takeaway Like most activities in life, networking is what you make of it. If you are focused and intentional, network- ing will be a valuable tool for proactively managing and safeguarding your career—regardless of whether that happy hour meeting occurs in a large room full of people or at your home desk. Even if you’ve never been a huge fan of networking or find it awkward, the unusual time we are living in serves as a great icebreaker! We are all learning together as we navigate the new norms resulting from COVID-19.

Heidi Giusto, owner of Career Path Writing Solutions, helps individuals and businesses succeed when the stakes are high by helping them articulate clear and compelling strategic communications. Heidi holds a Ph.D. from Duke University and is a Certified Professional Résumé Writer, a Certified Employment Interview Professional, and a Certified Empowerment and Motivational Coach. Heidi Giusto

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9 Issue I – Winter 2021 | FBI-LEEDA Insighter True (Leadership) Confessions… Painful Command Leadership Lessons — Keith D. Bushey

My career in law enforcement involved multiple agencies and commands. Overall, I think that I did a reasonably decent job.

I made many mistakes along the way and I tried hard to learn from them; I hope others can as well. It’s safe to say that I made every mistake that could be made but through the process of elimination, I stumbled across the right approaches. The following thoughts are based on my failings when I was a new command officer. In all fairness to myself, like old wine, I think I got better with age (experience). Notwith- standing an occasional blip in my trajectory, I believe that my leadership performance and effectiveness improved with each new rank and position.

Mistake #1 – Accepting the Assessment of Others During the period of adapting to my new assignment, I made the serious mistake of pret- ty much accepting as gospel that which I was told by others in whom I had confidence. Accepting the perceived characterizations of others, without the process of some rea- sonable time and reflection to make my own independent assessments resulted in some initial impressions -- positive and negative -- that to some extent became self-fulfilling prophesies. The information that I was given was universally well-intended and from people that I justifiably held in high esteem. I had not yet internalized the reality that everyone has opinions of everyone else, and often for different reasons based on differ- ent circumstances and perspectives. This very serious failure was a factor in the lack of confidence that I had in several key supervisors. It was also a reflection of the exagger- ated confidence that I had in selected members of the administrative staff that were in place upon my arrival.

Mistake #2 – Failing to Develop & Mentor my Staff I failed to practice what I had learned and had been teaching, to coach and develop my staff to appropriate degrees. I had a pretty decent resume when I assumed my new assignment, including a graduate degree in leadership. I was an adjunct professor at a nearby college, had scored very well on a recent leadership promotional examination, and had all of the experiences that new law enforcement command officers typically possessed. In hindsight, what I needed was solid mentoring by a senior command officer who possessed a solid track record for dealing with complex leadership issues. Realistic command development was pretty lean in past years but has fortunately improved great- ly in the last couple of decades.

10 Avoid blaming others

I remain absolutely ashamed in my failure to coach and mentor several su- “ when things don’t go pervisors, especially two lieutenants, who I felt had room to grow. They were good and decent individuals who I believe would have responded well and appreciatively to coaching and mentoring. In hindsight, I must sadly concede well, learn from your that among their serious handicaps was their weak commanding officer – me. While I was severely overwhelmed by the magnitude of the command’s operational and administrative workload, nothing should have been more mistakes and share important than my failed responsibility to develop my subordinate managers. I failed both of them, as well as others who would likely have benefited from their coaching and mentoring as well. Looking back, I can see where I was too the lessons deep in the proverbial forest to see the trees. Mistake #3 – Failing to Delegate with others. The failure to delegate, at all levels, is among the most common and trouble- some failing for those in positions of leadership and certainly among my most ” devastating mistakes. In an environment where the number of critical tasks was staggering, I found myself – in some instances – bypassing two of my three lieutenants and essentially doing things myself or assigning them to the single lieutenant in whom I had greater confidence. Among the consequences were other critical leadership responsibilities that were not being adequately addressed, one lieutenant who was badly overworked, two lieutenants who were not being developed, and a command that deserved better leadership than was being provided.

Key Lessons Learned Be Realistic About Your Weaknesses as Well as your Strengths. In addition to introspection, have an open mind and solicit the candid perception of others in whom you have confidence. Don’t necessarily accept those perspectives as gospel because not everyone sees things in the same light, but gratefully accept input and let it be part of that introspection. Avoid blaming oth- ers when things don’t go well, learn from your mistakes and share the lessons with others. Do Not Accept as Accurate the Perspective of Others. This is especially true when going into a new assignment or department. There are typically well-intentioned individuals who will offer their opinion about the strength and weaknesses of others; do not permit these assessments to become self-fulfilling prophesies. While availing yourself of multiple opinions and perspectives, be primarily influenced by your personal observations and experiences over a reasonable period of time. Recognize that things are almost never as they initially appear. Be especially careful not to be unduly influenced by the various administrative and support employees; while likely fine people, the potential for unintentional inherent bias should be recognized and considered. Always Seek to Develop and Coach Others, Especially Key Individuals. Recognize that staff development is a key leadership responsibility, and never give up on the development of other people. Avoid being the type of leader who seeks to bring outside personnel into the workplace when there are inside personnel who will likely rise to the same skill level with coaching and mentoring. (continued)

11 Issue I – Winter 2021 | FBI-LEEDA Insighter Don’t Fall into the Trap of Failing to Delegate. Be clear and realistic about which tasks are your responsi- bility and which tasks should be performed by others, and by whom. If you have reservations about the skill level of a person who should be performing a particular task, assign it to that person anyway, then monitor and mentor and devote whatever time is necessary to ensure the person gets it right. I realize that this is often much easier said than done, but it is something you must do to either get the job done or legitimately develop a case for personnel replacement. Don’t be Obsessed with the Opinion of Others. We must always be sensitive and responsive to our chains of command, but also recognize that there is no such thing as a perfect boss or a perfect chain of command. Listen, learn and be responsive, but don’t go into a tailspin when potential criticism comes your way. Recognize that life isn’t always fair and develop the attitude that your greatest satisfaction is likely to come internally by knowing that you have done the best job that you can; over time this attitude will likely serve you well. Don’t Ask or Expect a Subordinate to Improve the Performance of a Superior. While not always ac- knowledged, the reality is that everyone in the workplace from all levels contributes to the success, failure, and effectiveness of others. The truth is that subordinates recognize that “the boss” has room to grow and involves reasonable efforts to contribute to that growth. Helping your boss to succeed is a good thing (especially when you are the boss!). It is neither appropriate nor realistic to ask a person to keep their boss on track and out of trouble. Use a Process to Manage Your Time and Prioritize Tasks. Whether done on a computer, iPhone or cal- endar book, adopt and religiously use a schedule and prioritization process. It is very easy to fall into the trap of spending too much time on minor and personal tasks to the detriment of more important tasks and responsibilities; adherence to a formal process is invaluable and essential.

In Conclusion Those individuals who have an open mind and truly learn from their mistakes, and who are genuinely committed to continued professional development will absolutely continue to grow in terms of leader- ship effectiveness. It is good to learn from your mistakes, but it is even better if you can learn from the mistakes of others to that end, I hope that today’s leaders can benefit from my mistakes, and that the humiliation of my candor will not have been in vain! November 2020 This article may be reproduced and distributed without permission. Attribution is appreciated

Keith Bushey retired from the Los Angeles Police Department as a commander, from the San Bernardino County Sheriff’s Department as a deputy chief, and the United States Marine Corps Reserve as a colonel. Other law enforcement experience includes having served as a Los Angeles County deputy sheriff, a State of California deputy game war- den, and as the Marshal of San Bernardino County. He is an instructor emeritus for the FBI Law Enforcement Executive Development Association and has lectured and written extensively in the areas of leadership, management, and ethics. His entire eight booklet Leadership Series is in the public domain and may be downloaded without cost from KeithBushey.com. Keith D. Bushey

12 It's Good to Hear ...

TESTIMONIAL ONLINE DISTANCE LEARNING: FIRST AMENDMENT LIABILITY ISSUES FOR SUPERVISORS “Instructor (Eric Daigle) was very knowledgeable on topic(s) covered.” – James Slayton, Auburn (NY) Police Department

We would love to hear from you! If you are interested in sharing your FBI-LEEDA experience please email [email protected].

13 Issue I – Winter 2021 | FBI-LEEDA Insighter Policing in a Covid Environment — Larry Barton, Ph.D.

As a law enforcement leader, you know better than anyone that your officers cannot work from home. Alongside other first responders, your team has a far different exposure to Covid than virtually any other category of professional – and that’s in addition to the pressures associated with responding to the wide variety of threats and incidents in your jurisdiction daily.

Interestingly enough, some Chiefs have told me that they are concerned that if they address Covid too aggressively that it may cause further distress with both uniformed and non-uni- formed personnel. While well intentioned, that is also a decision fraught with risk. Yes, those in your agency follow news headlines and public updates regularly through their preferred news source, but that does not absolve the responsibility of a leader to go the extra mile—and that is a challenge where you can and do shine in so many ways. Spectrum News reported: “According to the Hillsborough County Sheriff’s Office, three of its deputies are in self-quarantine after coming in contact with an unresponsive man who later tested positive for COVID-19. Sheriff’s Office officials said the man had overdosed on heroin over the weekend and officers helped revive him with Narcan. None of the deputies are showing any symptoms of COVID-19 but out of an abundance of caution are self-quarantining for 14 days.” The ramifications can hit your desk quickly: in just one day in 2020, for example, 22 members of the Tampa, FL Police Department were forced to quarantine and three Hillsborough County dep- uties that are essential to their ICS system were self-isolating. Thanks to swift medical interven- tion, a true outbreak was averted—but a “close call” is also a wake up one. According to Spectrum News:

"Concerns related to Covid will not end – poof! -- with a vaccine."

Actions You Can Take There will be wins and losses, setbacks, regulatory challenges and variations of the strain that is currently being addressed. Infectious disease specialists interviewed as part of my practice have agreed, with different wording but the same intent, that viruses of some kind are likely to be a permanent fixture for the next several years. That’s scary for several reasons:

14 Bring these local

“experts face-to-face

with your officers

• Unlike any other time in modern history, more employees in all occupa- tions are refusing vaccines for themselves and their children. These so they can ask same individuals are likely to remain equally adamant when it comes to Covid because of their paranoia, or genuine concern, about the ramifi- questions. cations on their immune system. Can and will you be able to mandate vaccination for your officers? The time to ask that question of your Legal Counsel is now. ” • Just as body cams have transformed policing in the past decade, the question of how we govern and support awareness among police about reducing their exposure to Covid is essential. Posters and emails from your human resource department is not enough. My suggestion is to invite an epidemiologist from a local teaching hospital to speak at your shift briefings, ensuring that all shifts receive equal access to that clinician. Some may offer the briefing at no cost but offering them a sweatshirt will cost you virtually nothing compared to the impact of the effort. Bring these local experts face-to-face with your offi- cers so they can ask questions and receive insight that includes: • What and can I do differently in applying handcuffs to reduce exposure? • If a citizen is in the backseat and is coughing and seemingly ill while en route to the station, when would it be appropriate for me to be tested? Same day? Three days? A week? Only if symptoms emerge? • How and when should I speak with HR or the Chief if I suspect a fellow officer is ill from Covid but continues to work because they need the income? We understand the impact of placing other officers at risk, but how are privacy considerations governed? Having the difficult conversation of mandating an officer remain at home is unlike any disciplinary or cautionary discussion you have ever conducted as a Chief. Think it out with Legal Counsel and HR now, before a case emerges that could cause consternation for your team as well as negative headlines. Compassion and care, as well as smart word choice, all play a role as much as health consequences when thinking about these con- versations. • Touch tracing, given the volume of paperwork your officers and administrative personnel process each day, appears to pose a lower risk that direct contamination through coughing and other means of transmission, but this remains unchartered territory as well. Appoint- ing a task force to accelerate every effort to move to process casework and files to devices as opposed to paper at your front desk and elsewhere is worthy of your time. (continued)

15 Issue I – Winter 2021 | FBI-LEEDA Insighter Communication Essentials • Do you have a sign at the front door of your agency that says: “Please Call X Number If You May Not Feel Well?” If not, why not? Having consulted with colleagues within the DOJ, I’m told that such a sign is an advi- sory, is consistent with public health standards everywhere and helps fulfill the Duty to Care that you have for any citizens who may be reporting a crime just as much as those personnel taking statements and processing other requests. When you think about it further, shouldn’t such a sign remain there permanently, even if Covid is resolved in the years ahead? • Consistent with the outstanding efforts you embrace with the Incident Command System, consider the ramifications of an outbreak within your force—this has already happened to some departments but in controllable numbers—in which, let’s say, fifty percent of your force is diagnosed as Covid positive and thus unable to work and in quarantine. Where and how will you backfill those positions? • Using the assumptions built into the ICS should be discussed with nearby agencies now, before the need. Please do not assume this is fantasy or “that wouldn’t happen at my department.” There are no geographical or demographic boundaries to illness. In fact, many departments are now having temperature checks conducted at the end of each shift briefing and before an officer takes to their daily duties. • If you aren’t doing this, why not? A spouse or family member of an officer who may subse- quently succumb to the disease may ask that question. Spend the $200 now to buy a few of these devices to demonstrate that you are seriously in sync with community standards.

To protect and service effectively, your continued strong efforts to protect your force include in- creased awareness, engagement with local experts and upping the ante on communication and daily safety checks. All of these important efforts are within your reach.

Dr. Larry Barton is in his 16th year as an Instructor for The FBI Academy; he is the Distinguished Professor of Crisis Management and Public Safety at the University of Central Florida. This article is not a source of medical advice. For more information, you can contact Dr. Barton through his web site, larrybarton.com Larry Barton

16 It's Good to Hear ...

Dominic Rizzi, Jr. FBI-LEEDA, Inc. Malvern, PA 19355

Mr. Rizzi,

As I wrapped up my Trilogy just a few hours ago in Boulder, CO, I would be remiss if I did not take the time to express not only my gratitude to Ron Bayne and Colonel Frank Wood- all, but also reflect on what this training has meant to me. Let me first explain that I am always attempting to learn on a daily basis from those who have encountered experiences that I have not. My work in the twenty-one years I have in law enforcement has brought me in contact with people who I strive to learn from, while expanding my own knowledge-base.

I met Ron when we hosted (SLI) a few years ago, and fortunately this was my second time with Colonel Woodall as an Instructor. Not only are these two dedicated to the mission of LEEDA, but their experiences and connections they hold with the students is simply some of the best training I have ever been a part of. I have been fortunate in attending (IACP’s) Leadership in Police Organizations, Northwestern University, School of Police Staff & Com- mand, among several other leadership courses, but LEEDA truly sets itself apart from what I would consider to be the norm in policing leadership.

Ron and Colonel Woodall are truly in their own category when it comes to exceptional leadership vocation. Both are exemplary in not only their dedication to LEEDA, but to the profession as a whole. There are not many people in this world that I strive or attempt to model my own behavior after, but both Ron and Colonel Woodall are unequivocally model law enforcement professionals, and I strive to work toward their own values, beliefs, and behaviors.

I apologize for being long-winded, but I felt that you and your staff should know the impact that these two have on the law enforcement profession, and me as an individual. I look forward to the annual conference next April.

Respectfully,

Commander Chad A. Read Special Operations Division City of Englewood (CO) Police Department

We would love to hear from you! If you are interested in sharing your FBI-LEEDA experience please email [email protected].

17 Issue I – Winter 2021 | FBI-LEEDA Insighter A D V E R T O R I A L

PDQ Winner Elite Interactive Keeps Eyes on the Prize — Scott Goldfine, Editor-in-Chief and Associate Publisher Security Sales & Integration

Elite Interactive Solutions took home the 2020 Police Dispatch Quality Award for its use of remote guarding and reduction of false alarms. Here’s how:

It has become popular — and often overused or misguided ― to apply the term disruption to game-changing technology. Looking back to the dawn of this century, a fair share of it has impacted the security industry. Examples include IP video and analytics; networked access control and smart locks; and uni- versal shifts based on developments like smartphones, artificial intelligence, voice command, Cloud, IoT and 5G. Incorporating many of those advances to disrupt and transform the percep- tion of security systems monitoring, response and dispatch has been Elite Interactive Solutions. Established by 40-year security veteran Aria Kozak — considered by some the “father of remote guarding” — since 2008 Los Angeles-based Elite has been rewriting the book on how security companies can mitigate and stop criminal activity, and help police better do their job. All that while slashing false alarms and first responder dispatches. In 2019, Elite recorded 3.86 million events from its base of 311 commercial and residential sites. Security agents connected via cameras and speakers for voice-down procedures that cut nearly 22,000 potential intruder/trespasser incidents to 626 police dispatches that resulted in 266 de- tentions and 119 arrests. Elite’s specialized tactics and proof of concept led to being recognized as this year’s Police Dis- patch Quality (PDQ) Award winner. Established by the Security Industry Alarm Coalition (SIAC) and SSI and endorsed by the Partnership for Priority Verified Alarm Response (PPVAR) and Installation Quality (IQ) program, the PDQ Award honors a security firm that best demonstrates a proactive, cooperative and successful effort in false alarm reduction strategies. Now in its 15th year, the program’s mission is to raise industrywide awareness, promote part- nering with responding agencies for public safety, motivate alarm companies to take action and provide workable models. “The alarm industry is experiencing the revolutionary emergence of a tremendous improvement over longstanding conventional approaches to protecting property,” says Tom Stone, ex-police chief and chairman of Elite’s Law Enforcement Advisory Board. “This puts real-time eyes on

18 A D V E R T O R I A L

protected sites through the use of military-grade A.I. Remote guarding provides for immediate verification and response coordination with law enforcement for valid alarms or resolution without the need to involve them through voice-down capabil- ities. This approach eliminates the number of false alarms so law enforcement can focus on proactive patrol.” It has become popular — and often overused or misguided ― to apply the term dis- ruption to game-changing technology. Looking back to the dawn of this century, a fair share of it has impacted the security industry. Examples include IP video and analytics; networked access control and smart locks; and universal shifts based on developments like smartphones, artificial intelligence, voice command, Cloud, IoT, and 5G. Incorporating many of those advances to disrupt and transform the perception of security systems monitoring, response and dispatch have been Elite Interactive Solutions. Established by 40-year security veteran Aria Kozak — considered by some the “father of remote guarding” since 2008 Los Angeles-based Elite has been rewriting the book on how security companies can mitigate and stop criminal activity, and help police better do their job. All that while slashing false alarms and first responder dispatches. In 2019, Elite recorded 3.86 million events from its base of 311 commercial and residential sites. Security agents connected via cameras and speakers for voice-down procedures that cut nearly 22,000 potential intruder/trespasser incidents to 626 police dispatches that resulted in 266 detentions and 119 arrests. (continued)

19 Issue I – Winter 2021 | FBI-LEEDA Insighter 14 PDQ Best Practices 1. Advertising, sales literature provides realistic expectation of alarm response Elite’s specialized tactics and proof of concept led to being recog- nized as this year’s Police Dispatch Quality (PDQ) Award winner. 2. Salespeople explain permitting Established by the Security Industry Alarm Coalition (SIAC) and requirements, fees and fines SSI and endorsed by the Partnership for Priority Verified Alarm 3. Use of Enhanced Call Confirmation Response (PPVAR) and Installation Quality (IQ) program, the PDQ (ECC, formerly ECV) Award honors a security firm that best demonstrates a proactive, cooperative, and successful effort in false alarm reduction strategies. 4. Contact customers after every Now in its 15th year, the program’s mission is to raise industry-wide false alarm awareness, promote partnering with responding agencies for public 5. Track worst false alarm offenders safety, motivate alarm companies to take action, and provide work- and take action if needed able models. “The alarm industry is experiencing the revolutionary emergence 6. Instruct customer on verification of a tremendous improvement over longstanding conventional process and keep call lists updated approaches to protecting property,” says Tom Stone, ex-police chief 7. Ongoing communications with and chairman of Elite’s Law Enforcement Advisory Board. “This puts customers real-time eyes on protected sites through the use of military-grade A.I. Remote guarding provides for immediate verification and 8. Installers have minimum NTS response coordination with law enforcement for valid alarms or Level I or II training resolution without the need to involve them through voice-down capabilities. This approach eliminates the number of false alarms so 9. In-house training must be led law enforcement can focus on proactive patrol.” by credentialed instructors

10. Customers thoroughly instructed Scott Goldfine is Editor-in-Chief and Associate Publisher of Security on all system operations Sales & Integration, well-versed in the technical and business aspects of electronic security (video surveillance, access control, systems integration, intrusion detection, fire/life safety), and is nationally 11. Checklists used for installers and recognized as an industry expert and speaker. Goldfine is involved customers in several security events and security-based organizations and also serves on several boards. He is a certified alarm technician, former cable-TV tech, audio company entrepreneur, and lifelong electronics 12. Unique or additional initiatives and computers enthusiast. Goldfine joined Security Sales & Integra- (e.g. video verification) tion in 1998. 13. Development of strong working relationship with local law enforcement 14. Properly calculating and actively reducing false dispatch rate

20 Partnering together to combat insurance crime and auto theft

The National Insurance Crime Bureau (NICB) is here for law enforcement as you continue to fight theft and insurance fraud in your communities.

NICB knows relationships with law enforcement are key when investigating fraud and theft. For more than 100 years, we have planted deep roots with law enforcement organizations, public agencies, and prosecutors who place unprecedented trust in our ability to detect, deter and stop insurance crimes.

Law enforcement inquiring about access to NICB and insurance information should contact NICB Technical Support at 800.447.6282, ext. 7003 or [email protected].

NICB’s mission is to lead a united effort of insurers, law enforcement agencies and representatives of the public to prevent and combat insurance fraud and crime through data analytics, investigations, learning and development, government affairs and public affairs. 21 Issue I – Winter 2021 | FBI-LEEDA Insighter GENERAL COUNSEL UPDATE Qualified Immunity – What Every Officer Needs To Know: Part One – History of How Qualified Immunity Came to Be — Eric Daigle, Esq.

As I watch what is occurring across the country I am confused. I have practiced law for nineteen years. And I’ve been in awe over the past couple of months as I have watched legislatures and individuals across the country have conversations about qualified immunity. Like most of my practitioners, we probably didn’t think too much about it because it was just something that we’re often used to hearing, but the rumbles got louder and louder. So, when media reports, leg- islatures, politicians, and community activists started talking about getting rid of something like qualified immunity, it sent a lot of my colleagues into a tailspin. We all had to stop for a second and say, “Wait, what are they doing?” Well, they’re going to legislate qualified immunity. Well, how do you do that? How do you legislate a supreme court decision? Does anybody remember high school? Does anybody remember go- ing to civics class and learning about the separation of power, the balance of power, and the three branches of government in this country? What is really going on? I’m very often in front of a group teaching nuances related to the use of force and the First Amendment, and I’ve practiced civil liability for nineteen years, so, I have a working knowledge of qualified immunity. There are many of my colleagues that you would call constitutional experts that would probably get deep into the nooks and crannies of qualified immunity. But that’s not the purpose of this article. The purpose of this article is for law enforcement officials to have information when they speak with their legislatures, when they speak with their community members, and when they speak with community activists about what the real issues are on the table. One of the biggest concerns when it comes to qualified immunity is the term “clearly established law”. That’s always one of my favorite standards for training. Some individuals push back and say, “Eric, well, that’s just a theory.” No, it’s not a theory. It is our jurisprudence of Fourth Amendment law, our jurisprudence of First Amendment law. It is the history of the law that matters in this case. The last part is why. The question you should be asking here is very simple. Why is quali- fied immunity an issue? Why are people alleging it’s an issue? And why would people want to be messing with it? Let’s start with a brief history lesson on qualified immunity and why it needs to exist. Qualified immunity in application of law shields government officials from damages in lawsuits, most no- tably under 42 USC section 1983i. One of the things that you have to know about the doctrine of qualified immunity is that the doctrine is intended to balance a very important part of our opera- tion; the need to uphold public officials’ accountability. Meaning we need to hold our public offi-

22 “In order to qualify for immunity, to

fully break down

what QUALIFIED

immunity means, cials accountable while also shielding officials from harassment, distraction, and liability when they perform their duties reasonably. In other words, the qualified immunity doctrine gives government officials breathing room to make reason- you must follow able but mistaken judgments about certain legal questions. Yes, a government official can get things wrong because there is no law to guide what they should have been doing. When that occurs, then there has to be some protection. a two-part test. Let’s put it even more simply: you can’t know what you don’t know. And it’s not that you don’t know it because you don’t want to know it. You don’t know it ” because the jurisprudence of the law has not yet gotten to a point where it has set an applicable standard of identification. In order to qualify for immunity, to fully break down what QUALIFIED immunity means, you must follow a two-part test: one, that there has to be a constitutional deprivation. And number two, that if the constitutional deprivation occurred, then the official has to have violated a clearly established right at the time the violation occurred. So, when we talk about qualified immunity, let’s talk about its history. All law has a history. And this one starts with a doctrine created in 1967. In 1967, qualified immunity was called the good faith defense. And in this case, in 1967, (from a 1961 incident) two Mississippi police officers arrested and jailed fifteen priests, three of them who were Black, for refusing to leave a segregat- ed bus terminal waiting roomii. The group turned around and sued the police officers for false imprisonment. But the court sided with the officers who said that they believed they were doing their job of preventing imminent violence from a crowd. And the court defined what we called “the good faith exception.” If you go forward from the good faith exception, you see qualified immunity begin to develop. And as it began to develop over the years, here’s what we learned: the constitutional rights of the plaintiff are delineated. What it comes down to is always the question of reasonableness. So, how do we know if it’s reasonable? Now, there’s a lot of times where we could put ten people in a room and look around and go, “Yeah, that’s not reasonable. We don’t believe that that’s the way it should be.” But in the legal arena, reasonableness comes from a point where the court has given us some margins to operate by, where the court has said over the years, “This is too far left. You went too far. You can’t do that.” Or, “This is right, and we’re okay with that.” So, let’s move forward with our history. In 1986, during Malley vs Briggsiii, the supreme court held that qualified immunity does not apply to a police officer when the officer wrongly arrests some-

23 Issue I – Winter 2021 | FBI-LEEDA Insighter one based on a warrant if the officer could not reasonably believe that there was probable cause for a warrant. In this case, the key to analysis was reasonability. Basically, what the court stated here was the idea of if it was reasonable or objectively reasonable for the officer to believe what he did at that time. So, the discretion was evaluated under reasonableness and the challenge was sustained. In 1987, in the case Anderson vs Creightoniv, the court said an officer is entitled to qual- ified immunity if the officer proves that a reasonable officer could have believed that the search constitutionally complied with the Fourth Amendment. So, before we move on to a key case, take a second to think about this; the public needs to know that there has to be some checks and balances on the reasonableness of an officer’s decision, and that does come from the doctrine of qualified immunity. The qualified immunity doctrine fully came to fruition during a 2001 case, Saucier vs Katz v. This is where the jurisprudence on clearly established law began to develop. If you don’t remem- ber this case, it occurred after a past vice president went to Presidio Air Force Base. They were making part of the air force base into a wildlife reserve. Well, Mr. Katz, a wildlife activist, made a banner to mark this occasion. And the banner wasn’t that harmful, but it talked about protecting the rights of the animals on the reserve. Law enforcement on the scene was made aware that Mr. Katz would probably make an appearance. And as Vice President Gore was giving a speech, Mr. Katz ran to the snow fence that separated the distance between the vice president, and threw the banner over the fence, showing and displaying his words of wisdom. A military police officer working the area scooped up Mr. Katz and brought him to a waiting van. They allegedly threw him in the van and took him away. Now, and oftentimes they look for cases like this, the reason why the court used this case in order to evaluate qualified immunity was because the damages to Mr. Katz in this case were minimal. He alleged that when he was thrown into the back of the van that he injured his wrists and therefore that constituted damages. So, the court said, “all right,” and then, they came up with a two-part test. Part number one, do the facts alleged by the plaintiff show that the officer’s conduct violated constitutional rights? And remember, it must be facts most favorable to the plaintiff, in the plaintiff’s view. Now here the court said, “You know what? Probably not true, but we’re going to say yes because we want to get to the second element.” And the second element is, for me, the most important element. The second element is was the right established? And how was it determined? Now, if you’ve heard any of my training over the last decade, I say it over and over and over again; we have a legal obligation to teach our officers what the courts have defined as clearly established law. No matter what the area, search, and seizure, laws of arrest, First Amendment, Fourth Amendment, use of force, you name it; officers need to know clearly established law. There is a jurisprudence, a history of law that identifies what an officer should or should not do, and we have a legal obligation to ensure that our offi- cers know that. Because the court has said, “We don’t want you making the same bad decision again. And if you do, if we were deliberately indifferent in teaching you that established law and you were found to have violated it, then there is no qualified immunity and you’re on the hook. Because you should have known, could have known, did know, and you did.” The question is that thousand-dollar question, would it be clear to a reasonable officer that his conduct was unlaw-

24 ful in the situation he confronted? Well, that makes up a majority of what we deal with in civil liability. Why do you think in civil liability that the court is going to look at policies, going to look at training, going to look at other incidents, internal affairs, investigations, discipline? They want to see that your officers had the chance to learn the law and will note that they should have. Now that we know the basics of the history of qualified immunity, part two will discuss the evolution of qualified immunity and its due process in court. Finally, in part three we will break down the importance of qualified immunity in today’s society and what the public should know moving forward.

i 42 U.S. Code § 1983.Civil action for deprivation of rights. ii Pierson v. Ray, 386 U.S. 547 (1967) iii Malley v. Briggs, 475 U.S. 335 (1986) iv Anderson v. Creighton, 483 U.S. 635 (1987) v Saucier v. Katz, 533 U.S. 194 (2001)

This publication is produced to provide general information on the topic presented. It is distributed with the understanding that the publisher (Daigle Law Group, LLC.) is not engaged in rendering legal or professional services. Although this publication is prepared by professionals, it should not be used as a substitute for professional services. If legal or other professional advice is required, the services of a professional should be sought.

Attorney Daigle practices civil litigation in federal and state courts, with an empha- sis on municipalities and public officials. His area of focus is civil rights actions, in- cluding police misconduct litigation and employment actions. He is an FBI-LEEDA instructor and serves as its General Counsel. Eric Daigle

It's Good to Hear ...

TESTIMONIAL DISTANCE LEARNING COURSE: ETHICS, INTEGRITY, AND PROCEDURAL JUSTICE “The lectures were a great addition; better than reading a bunch of PowerPoint slides. Great way to increase understanding of course information.” – Sean Carrol, U.S. Mint Police

We would love to hear from you! If you are interested in sharing your FBI-LEEDA experience please email [email protected].

25 Issue I – Winter 2021 | FBI-LEEDA Insighter Is Your Organization’s Professional Development Approach Complete? — Les Kachurek, FBI-LEEDA Instructor

Every emergency and non-emergency line in the communications division rang.

Some callers were alarmed; avowing that a male appeared to be “strung out on drugs and flip- ping out.” Others were panicking; asserting that the male was “acting crazy and looking for a fight.” One was compassionate; urging police to “bring a social worker because he’s obviously experiencing a mental health crisis.” All expected a rapid, effective, procedurally-just police re- sponse, replete with sensitive communications, and dignified treatment. Three police officers and a supervisory officer responded and were greeted by an estimated crowd of 200 bystanders. Of course, many onlookers were using their cellphones to record the in- cident. As chief of police, I monitored the radio transmissions of this call, and was elated to learn that it was patiently resolved without any application of force or criticism from bystanders. Later that day, one of the responding officers informed me that due to a ten-minute, values-ori- ented, daily education module on disability awareness, he immediately recognized and subse- quently confirmed that the subject’s behavior resulted from the neurological disorder of Tourette syndrome. The concerning behaviors that prompted calls for police intervention were motor tics, jerking of an arm and leg, and vocal tics—loud grunting and moaning. Thus, the officers assuaged the individual and allowed him to maintain his dignity by inconspicuously escorting him out of the area and subsequently arranging medical treatment for his disability. The officer further opined that if he had not been properly educated across the disability spectrum, the inci- dent “may have had an ugly ending.” The Americans with Disabilities Act [ADA] of 1990 gives civil rights protections to individuals with disabilities similar to those provided to individuals based on race, color, sex, national origin, age, and religion. The ADA guarantees equal opportunity for individuals with disabilities in public accommodations, employment, transportation, state and local government services, and telecommunications. Fair, swift, effective enforcement of this landmark legislation is a priority of the federal government. About one in five people in the United States has a mental or physical disability, and for half of this population, the disability is severe. Therefore, in contrast with some other groups of stake- holders, persons with disabilities are much more likely to have encounters with law enforcement personnel. Often, this is imputed to their higher than average rate of victimization, including offenses committed by caregivers. A holistic, best practice approach to Disability Awareness and Response education and training for sworn and civilian law enforcement personnel includes: lecture, self-study, role play, quality audiovisual aids, and a meaningful comprehension check. Further, networking with medical

26 Holistic, organization- practitioners and experts from the U.S. Department of Justice and state or local “wide professional Disability Planning Councils adds credibility and potential grant and other funding opportunities. development will triage, Whether autonomous, or interfacing with community-oriented policing philosophies, constitutional policing principles, biased prevention initia- tives, diversity and inclusion efforts or response to resistance education and mitigate, and prevent training programs, I postulate that any professional development curriculum devoid of addressing and fulfilling the inimitable needs of this vulnerable many of these population, is at best – incomplete. At worst, it may be negligent – even deliberately indifferent. I encourage readers to conduct a web-based search of interactions between problems. police and persons with special needs - those with learning disabilities, and persons with disabilities – those with physical or mental inabilities. Such a ” search will undoubtedly unearth education and training needs. The potential consequences of allegations of improper police response and action or inac- tion may include: needless injuries, unnecessarily traumatizing a stakeholder, allegations of unconstitutional policing and deprivation of civil rights, civil litigation, loss of credibility and public trust, poor publicity, public demonstrations on behalf of persons with disabilities, and external intervention from federal or state authorities. While these potential consequences receive the most scrutiny and attention when a commu- nity member alleges discriminatory treatment by police, law enforcement leaders are also obligated to ensure that sworn and civilian employees with special needs or qualified disabil- ities are treated equitably and reasonably accommodated. Remember, one of your daily and ongoing responsibilities as a nonsupervisory officer, su- pervisory, command or executive-level leader is to ask yourself, “What problems are waiting to happen?” Holistic, organization-wide professional development will triage, mitigate, and prevent many of these problems. Therefore, for purposes of honest self-reflection, is your organization’s professional develop- ment approach complete? This article is based on excerpts from the slide show and corresponding presentation, ‘Risk Management: Ten-Min- ute, Values-Oriented, Daily Education Section I, Module V, Neurological Disorders, Tourette Syndrome, Traumatic Brain Injury, and Williams Syndrome.’ Copyright Les Kachurek, Incorporated, 2014. The author gives permission to FBI-LEEDA to print this article in the Insighter Magazine, including permission to edit it accordingly.

Retired Police Chief Les Kachurek instructs all Trilogy classes on behalf of FBI-LEEDA. He is the author of the book, ‘The Police Learning Organization; A Values-Oriented, Ten-Min- ute Daily Best Practice for Reducing Personal Risk and Organizational Liability,’ Newman Springs Publishing, Red Bank, New Jersey. Copyright Les Kachurek, 2018. [ISBN 978-1- 64096-283-5] Les holds Bachelor of Science and Master of Science degrees in Criminal Justice from Southwest University in Kenner, Louisiana. He also holds Master of Business Administration and Master of Arts in Organizational Management degrees from Southwest University. Les graduated from the 216th Session of the FBI National Academy and received the FBI-LEEDA Trilogy award in 2015. Les Kachurek

27 Issue I – Winter 2021 | FBI-LEEDA Insighter 29th Annual FBI-LEEDA Annual Executive Training Conference

Conference Venue and Hotel April 26-28, 2021 Westin Fort Lauderdale Beach Hotel 321 Fort Lauderdale Beach Blvd., Fort Lauderdale, Florida 33304

The FBI-LEEDA 2021 Annual Executive Training Conference in Fort Lauderdale is slated to be an in-person event, but we are prepared to pivot to a hybrid or virtual event if necessary, to accommodate pandemic restrictions. We ask you to register early, as the seats will be limited for the 2021 conference.

As we plan our in-person event, we are balancing our membership’s desire to hold an in-person with the need to hold our event safely and in a socially responsible manner. In that spirit, our conference may not look the same as years past, however, we promise that the educational content will be timely and relevant for our law enforce- ment leaders. The annual education-based conference is set to incorporate cutting-edge plenary sessions by some of the in- dustry’s top thought leaders covering contemporary topics such as leading through change, hiring and retention, crisis communications, and police mental health issues.

28 Attendance is open to FBI-LEEDA members, along with sworn and professional staff of law enforcement agencies. Guests, spouses/partners, and children are welcome to attend. Registration fees include all meals and networking events on April 26-28. Registration for the Conference is anticipated to be limited due to potential health and safety Registerprotocol. As a result, attendees are encouraged to register early.

1. Register for Conference 2. Reserve Your Room

FBI-LEEDA The Conference has secured a favorable hotel room rate at the Westin Member Delegate ...... $350 Fort Lauderdale Beach Hotel. Reservations may only be made online via a special link provided by the Conference in the registration confir- Non-member mation email (sent after an attendee has registered and been confirmed). Delegate / Criminal Confirmed attendees are asked to make their own reservations. Rooms Justice Attendees ...... $425 are booked on a first-come basis and subject to availability. * Westin Fort Lauderdale Beach Hotel * $204 * Spouse/Partner includes all meals, networking The hotel does not provide shuttle service. Options for attendee “on events and axe throwing event ...... $225. . own” ground transportation is ride share and taxi. Early bird registration rates through 3/5/2021; The conference education, breakfasts and lunches will all be held at the Increases with on-site registration; Walk-in Day Westin Fort Lauderdale Beach Hotel. Pass Registration is available. Visit website for (Hotel rate is listed per night, plus tax, and subject to availability) details. Events: Conference Venue and Hotel Westin Fort Lauderdale Beach Hotel • Welcome Reception – Monday, April 26 321 Ft. Lauderdale Beach Blvd. • Sergeant at Arms Reception - Tuesday, April 27 Ft. Lauderdale, FL 33304 • Closing Banquet – Wednesday, April 28

29 Register Now: https://fbileeda2021.org/Issue I – Winter 2021 | FBI-LEEDA Insighter Daddy Leads the Way — James M. Fox

Often, when law enforcement officers hear the word Leadership, we think of it in the context of our careers. Agencies spend a lot of money trying to prepare new supervisors and command staff with the proper training and tools to develop into capable leaders.

We know that we have formal and informal leaders, good leaders, and bad lead- ers, and some people that are not even aware that they are leaders. The profes- sion has revolved around leadership for decades and rightfully so. Leadership is Permit them to what moves agencies forward as a unit. “ Recently, I enrolled in a week-long FBI-LEEDA course. After each day, I would blaze their path pack my belongings and head home like the other students. When I arrived one of those days, I met a list of things that needed to get done and the places we needed to go. As I headed right back out that revolving door with my wife and with the values six-year-old daughter in tow, I heard my daughter say, “Daddy leads the way!” in the sweetest little voice. It shook me. She is the youngest of the three children my wife and I have raised, and she just called me her leader. This information was and morals you not new to me; I knew I was the leader of our pack. It was upsetting to me that this precious little girl was looking at me, tired and beaten after twenty years of service, someone who spent far more time at work than home, someone who have instilled in stopped making promises that were hard to keep, as her leader. I tried not to let it show, but I died inside because she deserved better. Every officer striving to be better needs to remember to be better at home as them. well. We all take the badge off after our shift. Some of us go home to families that need us even more than the communities we serve. The common saying ” that law enforcement is a way of life is accurate but sometimes detrimental to family life. One of the FBI-LEEDA courses, Supervisor Leadership Institute, will teach you about the different types of leaders and even help classify you into leadership style groups that can be implemented at home and in the workplace. Successful leadership requires a blend of different techniques and the ability to adapt to varied situations. A leader must be willing and able to engage the family unit rather than just going through the steps. We all know that one guy (or gal) that worked their twelve-hour night shift, pulled another two hours in court, and now sits on the sidelines of the soccer field trying not to doze off while their kid is playing goalie. If that does not relate to you, it probably will be one day. We have all been there, but we cannot allow that to take over our life. Work is important but a child is more important. It is important to make time to engage them, interact with them, and lead them. You must be present to teach them and encourage them. Permit them to blaze their path with the values and morals you have instilled in them.

30 The family is a lot like a work team. It requires strong leadership to move it forward as a unit. Family leadership must determine goals and set examples. What the family will view as important has a lot to do with what the leadership values. A leader demands the best out of their followers and nurtures them to achieve it. Consistency and persistence are just as important as patience for the success of our children. If the family has two or more parents, co-leadership is a must. Inevitably, as a law en- forcement officer, you will be absent at times; you will miss some things. Sharing lead- ership responsibilities with your other half is imperative. A strong relationship with your spouse not only makes you both better leaders, but it also shows the children the love and dependence you have on one another. It teaches them to trust, communicate, as well as some essential life skills. Self-awareness is a commonly under-rated skill for leaders. You need to know your strengths and weaknesses to evolve to improve. Leadership success is subjective; it is defined differently for different people. Whatever success looks like for you, understand that the stakes are very high. Family leadership is the most important thing you will ever attempt. Whether you are leading one or ten members, your family needs you much more than the job does. Love your family, embrace them, and lead in the right direction.

James began his law enforcement career in 2001 and currently serves as the Criminal Investigations Division Commander for the Poquoson Police Department in Virginia. He has served in many different capac- ities to include the patrol division, undercover narcotics, digital foren- sics, the K9 unit, and command positions. James is married to Alison, a forensic specialist at a neighboring agency. Together, they have three children. They founded the Poquoson Police Foundation, a 501c3 non- profit, in 2019 to help fund critical safety programs within the com- munity. James earned a Bachelor’s degree in psychology from Saint Leo University and a Master’s degree in criminal justice with a specializa- tion in behavioral studies. James M. Fox

31 Issue I – Winter 2021 | FBI-LEEDA Insighter A D V E R T O R I A L

UNCOVERING THE TRUTH The Beginning of a Lead When internet service providers or companies suspect child exploitation material How CLEAR is being uploaded or downloaded on their network, they will generate a cyber tip with the National Center for Missing & Exploited Children (NCMEC). NCMEC Broke Open an then attempts to geo-locate the IP address before sending the case out for inves- tigation. In this instance, the cyber tip came from Yahoo, and made its way to the Salt Lake Internet Crimes Against Children (ICAC) task force, before being as- Investigation signed to Detective Peirce. With limited information to go by, Peirce turned to CLEAR, inputting a suspect- of Child ed first and last name that was derived from the Yahoo user ID, along with the location as Utah. CLEAR provided Peirce with the name of Nathan Ward’s son, and Exploitation then also the doctor himself. “In the initial part of the investigation it was the son — Thomson Reuters that was the primary suspect,” Peirce explained. “He was eventually eliminated from being a suspect, but CLEAR is what gave us the starting point. All we had was that email, an IP address, and an open Wi-Fi at the hospital which anybody could use.” Ward had purposefully used his son’s name to create his user ID, however, af- In November 2016, a cyber tip came in ter interviewing Ward’s son and searching his devices, it became obvious he wasn’t regarding activity on an open hospital the suspect. The team used a warrant to gain detailed information from Yahoo Wi-Fi in Bountiful, Utah. This marked the and was able to identify Dr. Nathan Ward as the true suspect. beginning of a two-year investigation A Criminal Error held by local law enforcement and an Many hours went into reviewing Ward’s online chats with seemingly anonymous Internet Crimes Against Children (ICAC) individuals. “It was the first time we had access to how some of these guys think Task Force Investigator. and act; there were tens of thousands of chats and emails. They were dark and Davis County Detective John Peirce and disturbing and really graphic,” Peirce said. In a slip-up, one Yahoo user gave their the ICAC investigator, recall the events phone number to Ward during their chat. “We knew we had him,” Peirce said. “We that led to the identification and prose- knew we had both of them.” cution of the worst offenders they had A search was conducted on the phone number. “CLEAR immediately came back seen in their careers. with the information on Robert Francis – the other individual who was producing and sharing images of child pornography with Ward,” the ICAC investigator ex- A group of individuals was communi- plained. The investigators had his home address, and then a warrant within days. cating online, their double lives hidden behind usernames and email addresses. Against The Clock Tens of thousands of chats demon- As Ward’s arrest made the news, Detective Peirce believed Francis must have anticipated they would be coming for him next. “Every day that was delayed, strated a disturbing mutual interest: evidence could have been destroyed or removed,” Peirce said. “Maybe we never the sexual exploitation of children and would have found the production. The longer we waited, the more time Francis the production and distribution of child had to think about it and get rid of it.” Without CLEAR, it would have taken signifi- pornography. cantly longer to identify and locate Francis, which would have increased the risk of evidence being destroyed. The people of Bountiful watched in When the investigators arrived at Francis’ property, they also found images of the disbelief as a highly regarded doctor, primary victim in the Ward case. “This opened up the possibility of a major fed- Nathan Ward, was sentenced for the eral prosecution against Ward for production of child pornography,” Peirce said. heinous crimes he had committed. With “Without CLEAR, Ward might not be doing as much time as he is now.” further ongoing investigations, the task While emotionally tolling, Detective Peirce recalls the satisfaction of ‘taking a bad force continues to utilize CLEAR, the guy off the board’. “It was the most important thing I’ve done in law enforcement, software responsible for cracking the to see the families and victims have closure,” Peirce stated. “The amount of work first break in the case. that went into this, we may never repeat in our careers, but it was worth every single moment.”

To learn more about Thomson Reuters CLEAR and how it can help your department close cases, visit our website: tr.com/clear-law-enforcement

32 NEXT LEVEL LEADERSHIP

A Top Ranked Master’s Degree Specifically for Law Enforcement

The University of San Diego’s online M.S. in Law Enforcement NATIONALLY RANKED, & Public Safety Leadership (LEPSL) builds upon the excellent P ACCREDITED PROGRAM training offered through FBI-LEEDA, with a practical curriculum designed specifically for current and future command staff. TRILOGY GRADUATES GET 6 P UNITS OF TRANSFER CREDIT I have been very impressed with the LEPSL program. It is easy to navigate, interactive and fits perfectly with my work schedule. The curriculum and professors have been incredible! To earn a Master's degree that directly relates to my career and will help 100% ONLINE P me reach my goals makes it that much better! USD has an excellent reputation, and it is a privilege to hold a degree from FBI-LEEDA CORPORATE such a high caliber university." P PARTNER AND - Ray Sweeney EDUCATIONAL AFFILIATE Acting Chief, La Mesa (CA) Police Department Start your degree in 2021 with a nationally ranked leader.

CONTINUE YOUR LEADERSHIP JOURNEY — APPLY NOW!

CriminalJustice.SanDiego.edu (888) 832-0239 33 Issue I – Winter 2021 | FBI-LEEDA Insighter A D V E R T O R I A L

Even in a Pandemic, Cargo Theft Sees No Sign of Stopping — Josh Cahill, Analyst, NICB

Cargo theft increased by a staggering 109% in April 2020 compared to the same time last year, according to a recent report from Sensitech, an organization that tracks trends in cargo transportation and logistics.

Criminals are exploiting the COVID-19 pandemic for profit as supply chains worldwide have been disrupted. According to the same report by Sensitech, as the COVID-19 pandemic hit and lockdowns were mandated across the country, cargo theft activity increased by 56% in the second quarter of 2020 in comparison to the second quarter of 2019. As the uncertainty of the COVID-19 pandemic forces the shipping world to re-evalu- ate protocols of supply chain operation, the need to evolve and adapt in real-time has become more important than ever. With businesses doing everything they can to protect themselves from crime, criminals have had to change their tactics and targets. Amateur thieves won’t shy away from going the smash and grab route, waiting for truck drivers to stop for fuel or food, seizing on the opportunity to break into unattended semis. Coyote, a company specializing in shipping logistics and supply chain solutions headquartered in Chicago, warns that the risk of a full-on hijacking is too much of a risk for professional thieves. The most sophisticated criminal operations will pass themselves off as legitimate truck- ing companies, according to Coyote. Dummy motor carriers, fake companies registered with the U.S. Department of Transportation, are becoming more and more common. Smart thieves use insider knowledge gained through employees in on the scheme or gathered using social engineering schemes, along with own trucks and fake licenses, to load up a shipment without alerting businesses to their activity.

34 A D V E R T O R I A L

Before companies even know they’ve been robbed, the shipment has been sold to a “fence,” or buyer, who re-sells the goods on the black market. Billions of dollars in stolen merchandise are lost each year. The average value of a cargo theft loss in the second quarter of 2020 was $219,364, according to Sensitech. This marks an 80% increase in loss value when compared to the second quarter of 2019. Big ticket items like flat-screen TVs will always be the most heavily targeted, but criminals are taking advantage of the panic caused by COVID-19 and targeting new prey. The demand for personal protective equipment (PPE) items and cleaning supplies has skyrocketed, and cargo thieves can unload shipments of masks, hand sanitizer, disinfecting wipes, and even ventilators for a big score. Recently, NICB’s partner in the investigation and recovery of cargo theft, CargoNet, assisted law enforcement in the recovery of approximately $440,000 worth of important medical supplies meant for first responders. The National Insurance Crime Bureau (NICB) is working diligently with our member compa- nies, industry personnel, and law enforcement, to combat those looking to take advantage of a panicked public willing to pay any price to feel safe. NICB suggests taking the following steps to stay one step ahead of criminals: • Beware of social engineering as con artists use phone calls and emails to manipulate all parts of the supply chain to access important and private information. • Have drivers park with the opening of the trailer against a wall or another trailer. • Outfit company trucks with a wide variety of locking devices to help protect against angle grinders, bolt cutters, and lock picking tools. • Don’t just take the driver’s word for it; make sure all information provided to employees by a driver picking up a shipment checks out. • Document all VIN and license plate numbers, as well as any descriptive information about the tractor, trailers, and containers; should an incident happen, this information will be invaluable. For more information on what law enforcement agencies can do to help protect against crimi- nals targeting supply chains, click on the link for NICB’s primer on cargo theft: https://www.nicb.org/prevent-fraud-theft/cargo-theft

Josh Cahill is an analyst in NICB’s Intelligence and Analysis Department. He graduated from Eastern Illinois University with a bachelor’s degree in English in the fall of 2012 and started at NICB in 2013. Since starting at NICB, he has held various positions before being promoted to an analyst in 2016. In addi- tion to his role as an analyst, Josh is a contributing editor to NICB’s Informer magazine. He lives in the Ravenswood neighborhood of Chicago with his fi- ancé, Melanie, and puggle, George. Josh Cahill

35 Issue I – Winter 2021 | FBI-LEEDA Insighter LAR HO SH C IP S FBI-LEEDA College Scholarship Program

Each year, the FBI-LEEDA scholarship program offers five $1,000 scholarships. The Scholarships are awarded at the Annual Executive Education Conference.

The applications for the 2021-2022 academic year is now open. The guidelines for eligibility are listed below:

Basics – Applications for the 2021-2022 academic school year are now being accepted. Your application must be postmarked by March 26, 2021 to be considered. FBI-LEEDA selects final candidates based on the following criteria: • Eligibility • Quality of application • Commitment to leadership

Eligibility – You must be enrolled or be accepted by an undergraduate program at the time you submit the application. – You must maintain a 3.0 cumulative grade point average for three years to be eligible to submit an application. – You must have graduated from high school prior to disbursement of funds. – You do not have to be related or have a relationship with an FBI-LEEDA member to be considered.

Provisions – An individual may receive only one scholarship award of $1,000 per year from FBI-LEEDA. – An applicant may re-apply each year providing eligibility requirements are fulfilled. – FBI-LEEDA will make the scholarship award payment to the recipient’s school.

How to Applicant must provide the following items: Apply • Application • Transcript • High school verification form • Answers to essay questions • Documentation of acceptance to college/university

Send your completed application to: FBI-LEEDA, Inc. Attention: Donna Stone 5 Great Valley Parkway, Suite 359 Malvern, PA 19355 ** Applications Must Be Postmarked by March 26, 2021 **

If you have questions about the FBI-LEEDA College Scholarship Program feel free to contact Donna Stone at [email protected].

36 FBI-LEEDA Regional Representative Program Update — Mark Sullivan, Program Coordinator, FBI-LEEDA

Encouragement for the FBI-LEEDA Regional represen- The 2020 list of Command Colleges: tative program in 2020 was difficult and limited by the • March - Northwest Command College, (WA); pandemic conditions that forced many of the in-per- Oregon Executive Development Institute; and son training session to be cancelled. The program, Carolina Command College, (SC) however, remains strong and we are looking forward to • August – Rocky Mountain Command (Wyoming) a full recovery of our training programs and our pres- • September - Rocky Mountain Command ence at the many regional command colleges in 2021. (Colorado); Florida Executive Development Seminar (FEDS) Our team of dedicated representatives serve as regional • October – Arkansas Leader; Intermountain ambassadors for our organization, promoting our Tril- Command College, (MT). ogy and other leadership classes, as well as providing a As a benefit to these training sessions, FBI-LEEDA voice to share all the benefits of FBI-LEEDA member- offers a complimentary first-year membership, so that ship. The representatives do this though their normal they may get acquainted with FBI-LEEDA. Through networking circles to law enforcement leaders in their the Regional Representative Program, in 2020, we respective areas, as well as when they travel to the FBI’s added almost 300 new members from 11 states to our command colleges and regional LEEDS programs. organization. As a result of the global pandemic, the number of com- We look forward to another successful year in 2021 and mand colleges was cut drastically short. Our regional continuing to make FBI-LEEDA our nation’s premier reps traveled to nearly all of the programs that were law enforcement training organization. held in 2020.

FBI-LEEDA Regional Representatives

(Covering ME Chief Matt Canfield NH MA RI) Laconia (NH) Police Department, [email protected]

(Covering PA Chief Tim Troxel NJ DE) Towamencin Twp. (PA) Police Department, [email protected]

(Covering ND SD NE MN Chief Harry Gurin Peculiar (MO) Police Department, [email protected] IA MO AR) (Covering CA Chief Mark Pazin NV AZ California Office of Emergency Services (OES), HI AK) [email protected]

(Covering TX Assistant Director (Ret.) J. Frank Woodall LA) Texas Department of Public Safety, [email protected]

Program Coordinator: Mark Sullivan FBI-LEEDA, [email protected]

37 Issue I – Winter 2021 | FBI-LEEDA Insighter Congratulations FBI-LEEDA would like to thank and acknowledge our learning partners and host agencies for their commitment to law enforcement leadership excellence.

SUPERVISOR LEADERSHIP INSTITUTE HOST AGENCIES Akron Children's Hospital Police and Chief Jerome T. Klue, Akron, OH – July 2020 Albany Police Department and Chief Marcia Harnden, Albany, OR – November 2020 Anderson Police Department and James S. Stewart, Anderson, SC – September 2020 Anoka County Sheriff’s Office and Sheriff James Stuart, Andover, MN – July 2020 Atlantic City Police Department and Chief Henry White Jr., Atlantic City, NJ – October 2020 Boulder County Sheriff's Office and Sheriff Joe Pelle, Boulder, CO – November 2020 Bucks County Law Enforcement Training and Rich Vona, Doylestown, PA – August 2020 Canadian County Sheriff's Office and Sheriff Chris West, El Reno, OK – June 2020 Chester County Department of Emergency Training Services and J. Patrick Davis, Director of Training, Coatesville, PA – September 2020 Clay County Sheriff / Dilworth Police Department and Sheriff Mark Empting and Chief Ty Sharpe, Moorhead, MN – June 2020 Clive Police Department and Chief Michael Venema, Clive, IA – August 2020 Escambia County Sheriff’s Office and Sheriff David Morgan, Pensacola, FL – October 2020 FBI Milwaukee Field Office and SAC Robert Hughes, St. Francis, WI – November 2020 Fort Worth Police Department and Interm Chief Edwin Kraus, Fort Worth, TX – August 2020 Grand Junction (CO) Police Department and Chief Doug Shoemaker, Grand Junction, CO – July 2020 Hopkins County Sheriff’s Office and Sheriff Matt Sanderson, Madisonville, KY – August 2020 Knox County Schools Security Division and Chief Gus Paidousis, Knoxville, TN – July 2020 Lakewood Police Department and Chief Mike Zaro, Lakewood, WA – June 2020 League City Police Department and Chief Gary Ratliff, League City, TX – July 2020 Livonia Police Department and Chief Curtis Caid, Livonia, MI – October 2020 Lynchburg Police Department and Chief Ryan Zuidema, Lynchburg, VA – July 2020 Middletown Borough Police Department and Interim Chief Dennis Morris, Middletown, PA – July 2020 Montgomery County Precinct 3 Constable’s Office and Ryan Gable, Conroe, TX – November 2020 Murfreesboro Police Department and Chief Michael Bowen, Murfreesboro, TN – August 2020 Naugatuck Police Department and Chief Steven Hunt, Naugatuck, CT – October 2020 Polk State College – Kenneth C. Thompson Institute of Public Safety and Director Theresa Garcia, Winter Haven, FL – July 2020 Randolph Twp. Police Department and Chief David Stokoe, Randolph, NJ – November 2020 Rio Rancho Police Department and Chief Stewart Steele, Rio Rancho, NM – June 2020 Snohomish County Sheriff’s Office and Sheriff Adam Fortney, Marysville, WA – July 2020 Upper St. Clair Township Police Department and Chief Jonathan E. Wharton, Pittsburgh, PA – July 2020 Warwick Police Department and Colonel Rick J. Rathbun, Warwick, RI – November 2020 Waterbury Police Department and Chief Fernando Spagnolo, Waterbury, CT – November 2020

38 COMMAND LEADERSHIP INSTITUTE HOST AGENCIES Akron Children's Hospital Police and Chief Jerome T. Klue, Akron, OH – September 2020 Alexandria Police Department and Chief Michael Brown, Alexandria, VA – October 2020 Anderson Police Department and James S. Stewart, Anderson, SC – November 2020 Auburn Police Department and Chief Jason Moen, Auburn, ME – October 2020 Bartlesville Police Department and Chief Tracy Roles, Bartlesville, OK – June 2020 Boise Police Department and Chief Mike Masterson (interim), Boise, ID – August 2020 Boulder County Sheriff's Office and Sheriff Joe Pelle, Boulder, CO – November 2020 Chattanooga Police Department and Chief David Roddy, Chattanooga, TN – July 2020 Clive Police Department and Chief Michael Venema, Clive, IA – October 2020 Chester County Dept. of Emergency Training Services and J. Patrick Davis, Director of Training, Coatesville, PA – November 2020 College Park Police Department and Chief Ferman Williford, College Park, GA – August 2020 Bucks County Law Enforcement Training and Rich Vona, Doylestown, PA – June 2020 Canadian County Sheriff's Office and Sheriff Chris West, El Reno, OK – September 2020 Fort Worth Police Department and Interim Chief Edwin Kraus, Fort Worth, TX – November 2020 Gilford Police Department and Chief Anthony Bean Burpee, Gilford, NH – July 2020 Grand Junction (CO) Police Department and Chief Doug Shoemaker, Grand Junction, CO – September 2020 Hampton Police Department and Richard E. Sawyer, Chief of Police, Hampton, NH – September 2020 Humble ISD Police Department and Solomon R. Cook, Humble, TX – November 2020 Jupiter Police Department and Chief Daniel Kerr, Jupiter, FL – November 2020 Lakewood Police Department and Chief Mike Zaro, Lakewood, WA – August 2020 League City Police Department and Chief Gary Ratliff, League City, TX – September 2020 Livonia Police Department and Chief Curtis Caid, Livonia, MI – October 2020 Lynchburg Police Department and Chief Ryan Zuidema, Lynchburg, VA – October 2020 Hopkins County Sheriff’s Office and Sheriff Matt Sanderson, Madisonville, KY – October 2020 Manchester Police Department (CT) and Chief William Darby, Manchester, CT – September 2020 Marion Police Department and John P. Clair, Marion, VA – August 2020 Collin County Sheriff’s Office and Sheriff Jim Skinner, McKinney, TX – October 2020 Skyline Regional Criminal Justice Academy and Tommie Bower, Executive Director, Middletown, VA – August 2020 Clay County Sheriff / Dilworth Police Department and Sheriff Mark Empting and Chief Ty Sharpe, Moorhead, MN – August 2020 Murfreesboro Police Department and Chief Michael Bowen, Murfreesboro, TN – October 2020 St. Charles County Police Department and Chief David Todd, O'Fallon, MO – July 2020 Painesville Police Department and Chief Daniel J. Waterman, Painesville, OH – October 2020

39 Issue I – Winter 2021 | FBI-LEEDA Insighter Upper St. Clair Township Police Department and Chief Jonathan E Wharton, Pittsburgh, PA – September 2020 Lower Pottsgrove Township Police Department/PA Chiefs Association of Montgomery County and Chief Michael Foltz, Pottstown, PA – August 2020 Lafayette Parish Sheriff's Office and Sheriff Mark Garber, Scott, LA – July 2020 Sevierville Police Department and Chief Joseph Manning, Sevierville, TN – October 2020 Spokane County Sheriff’s Office and Sheriff Ozzie Knezovich, Spokane, WA – July 2020 Stuart Police Department and Chief Joseph Tumminelli, Stuart, FL – June 2020 Tacoma Police Department and Chief Don Ramsdell, Tacoma, WA – November 2020 Titusville Police Department and Chief John Lau, Titusville, FL – September 2020 Washburn University Police Department and Director Chris Enos, Topeka, KS – July 2020 Westchester County Police Department and Commissioner/Sheriff Thomas A. Gleason, Valhalla, NY – October 2020 Virginia Beach Police Department and Chief James Cervera, Virginia Beach, VA – October 2020 Waterbury Police Department and Chief Fernando Spagnolo, Waterbury, CT – July 2020 Polk State College – Kenneth C. Thompson Institute of Public Safety and Director Theresa Garcia, Winter Haven, FL – September 2020

EXECUTIVE LEADERSHIP INSTITUTE HOST AGENCIES Abington Police Department and Chief Patrick Molloy, Abington, PA – August 2020 Boulder County Sheriff's Office and Sheriff Joe Pelle, Boulder, CO – August 2020 Concord (NC) Police Department and Chief Gary J. Gacek , Concord, NC – June 2020 Montgomery County Precinct 3 Constable’s Office and Ryan Gable, Conroe, TX – August 2020 Durham Tech Police and Chief Dawn Tevepaugh, Durham, NC – July 2020 Eden Prairie Police Department and Chief Greg Weber, Edina, MN – October 2020 Fort Worth Police Department and Interim Chief Edwin Kraus, Fort Worth, TX – September 2020 Gilford Police Department and Chief Anthony Bean Burpee, Gilford, NH – September 2020 City of Greer Police Department and Chief Matt Hamby, Greer, SC – October 2020 Lakewood Police Department and Chief Mike Zaro, Lakewood, WA – October 2020 Livonia Police Department and Chief Curtis Caid, Livonia, MI – July 2020 Lynchburg Police Department and Chief Ryan Zuidema, Lynchburg, VA – November 2020 Hamilton Township Police Department and Chief Scott Hughes, Maineville, OH – June 2020 Snohomish County Sheriff’s Office and Sheriff Ty Trenary, Marysville, WA – November 2020 Idaho State Police and Colonel Ked Wills, Meridian, ID – June 2020 Middletown Borough Police Department and Interim Chief Dennis Morris, Middletown, PA – August 2020 Skyline Regional Criminal Justice Academy and Tommie Bower, Executive Director, Middletown, VA – October 2020 Clay County Sheriff / Dilworth Police Department and Sheriff Mark Empting and Chief Ty Sharpe, Moorhead, MN – October 2020 Painesville Police Department and Chief Daniel J. Waterman, Painesville, OH – October 2020 Palm Bay Police Department and Interim Police Chief/Deputy Chief Nelson Moya, Palm Bay, FL – November 2020 Port of Portland Police Department and Chief Jason Wallis, Portland, OR – October 2020 York County Sheriff’s Office and Sheriff Kevin R. Tolson, Rock Hill, SC – July 2020 Salt Lake City Police Department and Chief Mike Brown, Salt Lake City, UT – November 2020 Lafayette Parish Sheriff's Office and Sheriff Mark Garber, Scott, LA – October 2020

40 Spokane County Sheriff’s Office and Sheriff Ozzie Knezovich, Spokane, WA – September 2020 FBI Milwaukee Field Office and SAC Robert Hughes, St. Francis, WI – July 2020 Scottsdale Police Department and Chief Alan Rodbell, Tempe, AZ – September 2020 Wake Forest Police Department and Chief Jeffrey Leonard, Wake Forest, NC – October 2020 Passaic County Sheriff’s Department and Sheriff Richard H. Berdnik, Wayne, NJ – July 2020 Hanover Township Police Department and Chief Mark Roddy, Whippany, NJ – October 2020 Polk State College – Kenneth C. Thompson Institute of Public Safety and Director Theresa Garcia, Winter Haven, FL – November 2020

MEDIA & PUBLIC RELATIONS HOST AGENCIES City of Greer Police Department and Chief Matt Hamby, Greer, SC – September 2020 Cumberland Metropolitan Police Department and Assistant Chief Christopher Etherton, Greenfield, IN – October 2020 Eau Claire Police Department and Chief Gerald Staniszewski, Eau Claire, WI – November 2020 Hillsborough County Sheriff’s Office and Sheriff Chad Chronister, Tampa, FL – November 2020 Lansdale Police Department and Chief Michael Trail, Lansdale, PA – November 2020 Montrose County Sheriff's Office and Sheriff Gene Lillard, Montrose, CO – July 2020 Murfreesboro Police Department and Chief Michael Bowen, Murfreesboro, TN – November 2020 Ohio State Highway Patrol and Colonel Richard S. Fambro, Columbus, OH – September 2020 Passaic County Sheriff’s Office and Sheriff Richard H. Berdnik, Wayne, NJ – October 2020 Tavares Police Department and Chief Stoney Lubins, Tavares, FL – October 2020

MASTER PUBLIC INFORMATION OFFICER HOST AGENCIES Northglenn Police Department and James S. May, Jr., Northglenn, CO – September 2020 York County Sheriff’s Office and Sheriff Kevin R. Tolson, Rock Hill, SC – June 2020

INTERNAL AFFAIRS INVESTIGATIONS HOST AGENCIES Alexandria Police Department and Chief Michael L. Brown, Alexandria, VA – November 2020 Bethlehem Police Department and Chief Mark DiLuzio, Bethlehem, PA – June 2020 College Park Police Department and Chief Ferman Williford, College Park, GA – November 2020 Fort Worth Police Department and Interm Chief Edwin Kraus, Fort Worth, TX – October 2020 Hampton Police Department and Richard E. Sawyer, Chief of Police, Hampton, NH – October 2020 Painesville Police Department and Chief Daniel J. Waterman, Painesville, OH – July 2020 Rio Rancho Police Department and Chief Stewart Steele, Rio Rancho, NM – July 2020 Illinois State Police and Acting Director Brendan Kelly, Springfield, IL – October 2020 Passaic County Sheriff’s Office and Sheriff Richard H. Berdnik, Wayne, NJ – September 2020

41 Issue I – Winter 2021 | FBI-LEEDA Insighter Law Enforcement Executive Development Courses TRIL GY

FBI-LEEDA’s Trilogy program is a series of three core education programs that provide mid to upper-level leaders intensive training in the latest management concepts and practices faced by today’s law enforcement professionals. These dynamic, cutting-edge courses are taught by executive level law enforcement experts with extensive leadership experience that help engage and prepare participants for leadership positions. POST and state certification for continuing education credit is available for most states. For more information please contact FBI-LEEDA by email at [email protected] Supervisor Leadership Institute

A cutting edge 4-1/2 day program built especially for first-line super- visors and middle managers with the goal of enhancing leadership competencies. Attendees will be engaged in personality diagnostics, 1 leadership case studies, mentoring, developing your people, performance management, risk management and credibility. The Supervisor Leadership Institute registration fee is $695.

Command Leadership Institute

A dynamic and challenging 4-1/2 day program specifically designed to prepare law enforcement leaders for command level positions. The Command Institute focus is to provide contemporary real-life, 2 best-practice strategies and techniques for those aspiring to com- mand level assignments. The Command Leadership Institute registration fee is $695. Executive Leadership Institute

An innovative 4-1/2 day program designed for senior law enforce- ment executives focusing on the emerging challenges facing our pro- fession. This highly interactive program follows the FBI-LEEDA mod- 3 el of professional development, using a wide range of source material and calls upon the participant’s professional experience to facilitate individual development and enrich the learning environment. The Executive Leadership Institute registration fee is $695.

Contact FBI-LEEDA at 877-772-7712 or email us at [email protected] for additional information concerning any of these learning opportunities or interest in hosting any of these programs in your area.

COURSE REGISTRATION IS OPEN TO ALL LAW ENFORCEMENT – SWORN AND PROFESSIONAL STAFF You do not need to be a member of FBI-LEEDA to attend.

42 Additional Education Opportunities

Media & Media and Public Master Public Public Relations Relations Information FBI-LEEDA is pleased to present Officer a 4-1/2 day course on media and public relations. Police cannot succeed without This immersive 4-1/2 day FBI-LEEDA Master the support of the community they are sworn to Public Information Officer course moves the protect. The image of an agency as a professional participant from the tactical to the strategic and ethical organization is vitally important. By level of media and brand management. promoting a consistent, positive public image of your department, your community will come Participants learn to refine skills in: cultivating to perceive their police as an agency they can and refining brand and image, internal and exter- depend on and trust. nal communications strategies, pitching stories Class size is limited; participants are encouraged to a 24/7 news environment, business model of to bring a laptop, as writing exercises will be media engagement, crisis management planning, assigned during class to learn how to craft and interactive tabletop exercises, producing high deliver messages that will help create a positive quality video for social media. public perception and how to best utilize various forms of communication. The Master Public Information Officer registration fee is $695.* The Media and Public Relations registration fee is $695.*

Internal Procedures for Managing Internal Affairs Investigations Affairs Investigations This 4-1/2 day course is interactive and attendees participate in various scenarios presented by the instructors. Procedures for Managing and Conducting Internal Affairs Investigations focuses on ethics and integrity, agency policies and procedures, the complaint process, investigation of personnel complaints, administrative law, and the interview process. The Internal Affairs Investigations registration fee is $695.

Leadership Leadership Integrity Integrity The 2-day course focuses on both personal and organizational ethical learning. It uses both classic and contemporary ethical decision-making procedures to help students identify ethical issues and take corrective action and includes modules on procedural justice and police legitimacy, as well as police misconduct. This class is strongly scenario-based and interactive. It is suitable for all law enforcement personnel, regardless of rank or sworn/professional staff status. The Leadership Integrity registration fee is $450.

Reflective Reflective Leadership Institute Leadership Institute The 4-1/2 day course focuses on leading an inclusive culture within our law enforcement agencies and communities. Attendees will learn to incorporate best practices for navigating cultural complexities, effectively guide law enforcement agencies to realize the practical and moral value of cultural awareness and intelligence, and assemble concrete pathways for fair and unbiased leadership development of all employees in the agency. The Reflective Leadership Institute registration fee is $695.

43 Issue I – Winter 2021 | FBI-LEEDA Insighter Additional Education Opportunities Distance Learning Programs Distance Learning Online Courses Flexible scheduling | No commuting | Learn while working | Peer support

Phase I – Basic Supervisory Liability Phase II – Advanced Supervisory FBI-LEEDA’s Basic Supervisory Liability is an Liability Ensuring Effective and Constitution Policing online instructor lead program offered to law FBI-LEEDA’s Advanced Supervisory Liability enforcement agencies. The four week course is supplements the Basic Supervisory Liability accessible via the Internet and is divided into course. This advanced program will work towards four modules – each focusing on specific issues ensuring effective and constitutional policing facing today’s law enforcement supervisors. through the training of proper supervision stan- The Basic Supervisor Liability includes a review dards. These standards will review the current of constitutional standards applicable to super- legal standards, case law interpretation, and visor liability, deliberate indifference, and use common police practices. Students must have of force investigation. In addition, the program completed the FBI-LEEDA Basic Supervisory reviews legal standards applicable to internal Liability program prior to registering for the affairs investigations and sexual harassment, Advanced Training Program. knowledge of legal standards and best practices

in protecting themselves and their department Sessions start every sixty (60) days. from liabilities. The registration fee for Advanced Supervisory Sessions start every thirty (30) days. Liability class is $350. The registration fee for Basic Supervisory Liability class is $350.

Ethics FBI-LEEDA presents Ethics, an on-line distance learning program that focuses on the importance of ethics, integrity and procedural justice to the daily operation of law enforcement agencies. Law enforcement officers are held to a high standard and require a level of public trust, commonly known as police legitimacy. When officers display conduct unbecoming, public trust is eroded and the image of an agency is tarnished. This program will provide lessons in reasoning that lead officers to appropri- ate decisions and resolutions. Sessions start every sixty (60) days. The registration fee for Ethics class is $350.

Putting the Pieces Together – Online One class at a time - day or night - at any time

FBI-LEEDA offers four courses via distance: Basic Supervisory Liability, Advanced Supervisory Liability and Distance Learning Ethics and now including HIGHLY REQUESTED AND First Amendment Liability Issues for Supervisors NOW AVAILABLE

Inquiries for POST credit for these courses should be directed to the FBI-LEEDA office at 877-772-7712 or Frank Woodall at [email protected]

44 Distance Learning Programs NEW Online Distance Learning Course

First Amendment Liability Issues for Supervisors

FBI-LEEDA is proud to announce the addition of our First Amendment Liability Issues for Supervisors course to our Distance Learning program. This four-week distance learning course discusses the critical issues facing supervisors.

The newly updated content delivers what supervisors need to know to protect themselves and their agencies. This training will provide an understanding of Freedom of Speech, Freedom of Religion, and Freedom of the Press. The training will also provide attendees operational standards as it relates to crowd management, recording police, social media and seizure of electronics.

This new course along with our Distance Learning Ethics class will be elective courses. The e-Tril- ogy award will be awarded to any individual who completes the Basic Supervisory Liability, the Advanced Supervisory Liability and one of our elective courses (First Amendment or Ethics). You do not have to complete all four to earn your e-Trilogy award, but we highly recommend taking all!

As with our other Distance Learning courses, this course is an instructor led online training program which gives students the opportunity to receive high quality video training from any location with internet access. Students work through the course on a weekly pace, reviewing lectures, reading assigned papers, taking quizzes, answering forum questions, and participating in forum-based discussions.

For more information about our Online Distance Learning Program, go to https://fbileeda.org/page/Distance

45 Issue I – Winter 2021 | FBI-LEEDA Insighter It's Good to Hear ...

TESTIMONIAL SUPERVISOR LEADERSHIP INSTITUTE: "Tim has been my favorite instructor throughout the entire FBI-LEEDA series. His knowledge, experience and teaching style make all of the points hit home.” – Neal Collie, Wake Forest Police Department

We would love to hear from you! If you are interested in sharing your FBI-LEEDA experience please email [email protected].

Why Choose FBI-LEEDA Trilogy For Your Training Program?

FBI-LEEDA’s Trilogy program is a series of three core education programs that provide mid- to upper-level leaders, intensive instruction in the latest management concepts and practices faced by today’s law enforcement professionals. Taught by executive level law enforcement experts, they help engage and prepare participants for command level positions. Supervisor Leadership Institute Command Leadership Institute Executive Leadership Institute Any individual who has successfully completed the Trilogy program will receive the FBI-LEEDA Trilogy Award, a uniform ribbon and a Trilogy pin, with recognition made during our Annual Conference. If you have questions about the FBI-LEEDA Trilogy, please contact us.

46 FBI-LEEDA Agency Trilogy Award Agency Trilogy Congratulations to all: Washburn University – October 2019 Ingram Police Department – December 2019 Splendora Police Department – August 2020 Lakeway Police Department – August 2020 Lake Stevens Police Department – September 2020

The FBI-LEEDA Agency Trilogy Award is awarded to agencies whose command staff have all attended the FBI-LEEDA Leadership programs. This award not only reflects the departments commitment to leadership education, but also the support from senior law enforcement officials, city officials, and the community. The FBI-LEEDA Trilogy Leadership series encompasses three flagship development programs; Supervisor Lead- ership Institute, Command Leadership Institute, and the Executive Leadership Institute. All command staff personnel with the above listed agencies completed these in-depth courses, which are designed to educate law enforcement personnel on leadership, education, community initiatives, and management.

TRIL GY Scholarship

FBI-LEEDA offers a scholarship to assist officers seeking our Trilogy leadership courses but lack agency resources to attend. The FBI-LEEDA Trilogy Scholarship is designed to assist officers who seek to enroll in our Trilogy leadership education courses but lack agency resources to attend. Eligible scholarship candidates should be recognized by their agency as worthy candidates for leadership positions. We request interested person to submit a short letter of recommendation from their agency head or designee in order to be considered for the Trilogy Scholarship. If you have any questions about the Trilogy Scholarship, please contact us at 877-772-7712 or email us at [email protected]; please include “Trilogy Scholarship Request + Class location/date” in the subject line. Requirements can be found at: fbileeda.org/TrilogyScholarship Congratulations to all of our students who received Trilogy scholarships

47 Issue I – Winter 2021 | FBI-LEEDA Insighter FBI-LEEDA Instructors

David Allen Dr. Anthony Batts Ron Bayne David Boggs Jim Cevera

Sarah Connolly Dean Crisp Eric Daigle Carol Frederick Michael Gardiner

Dr. Jeff Green Dr. Michael Gropman Jennifer Harris Larry Horak Les Kachurek

Anne Kirkpatrick David Lyons David McGill Adam Myrick Mary O’Connor

48 Judy Pal Tim Plotts Louis Quijas Todd Radford Stephanie Slater

Tom Smith Emma Swearingen Luis Soler Jerry Thompson John Turner

Sean Whent Terri Wilfong Frank Woodall Keith Bushey Instructor Emeritus

SAVE 29th Annual FBI-LEEDA Executive Training Conference THE Ft. Lauderdale DATE Conference Venue and Hotel Westin Fort Lauderdale Beach Hotel April 26-28, 321 Fort Lauderdale Beach Blvd., Fort Lauderdale, Florida 33304 2021 Register Now: https://fbileeda2021.org/

49 Issue I – Winter 2021 | FBI-LEEDA Insighter FBI-LEEDA Corporate Partners

PLATINUM LEVEL CORPORATE PARTNERS

Justice Federal Credit Union Contact: Judy Pollard, Business Development Officer 5175 Parkstone Drive, Suite 200, Chantilly, Virginia 20151 Telephone: 703-480-5300 Ext. 3148 Email: [email protected]

Verizon Wireless Contact: Tom Ostrosky, Verizon Project Manager, Public Safety Outreach Program 1 Verizon Way, Basking Ridge, New Jersey 07920 Telephone: 908-227-3732 Email: [email protected]

GOLD LEVEL CORPORATE PARTNERS

National Insurance Crime Bureau (NICB) Contact: Darrell Russel, Director of Vehicular Investigations 1111 E. Touhy Ave., Suite 400, Des Plaines, Illinois 60018 Telephone: 847-544-7042 Facsimile: 847-544-7101 Email: [email protected]

Support our Corporate Partners

Leading businesses and technology-based companies who support the law enforcement industry with their expertise and niche products and services.

FBI-LEEDA is funded through membership dues, class fees, and its corporate partnership program, and our annual education conference is funded through registration fees, association funding, and corporate sponsors. Supporting them supports us.

50 Gazelle - ecoATM SILVER LEVEL Contact: Max Santiago, Senior Director of Law Enforcement Relations CORPORATE PARTNERS 10121 Barnes Canyon Road, San Diego, California 92121 Telephone: 858-461-9968 Email: [email protected] www.ecoatm.com/law-enforcement

ELITE Interactive Solutions, Inc. Contact: Chief Tom Stone (Ret.), Chairman, Law Enforcement Advisory Board 1200 W. 7th Street, Suite 120, Los Angeles, California 90017 Telephone: 877-435-4832, Mobile: 610-564-4823 Email: [email protected]

Motorola Solutions Contact: Clay Cassard 2120 W. Braker Lane, Suite P, Austin, Texas 78758 Telephone: 512-924-3891 Email: [email protected]

Police and Sheriffs Press BRONZE LEVEL Contact: Frank Raiford P. O. Box 1489, Lyons, Georgia 30474 CORPORATE PARTNERS Telephone: 912-537-0780 Facsimile: 912-537-4894 Email: [email protected]

RaSports, Inc. Contact: Cary Fletcher 707 N. Minnesota St, Ste C, Carson City, Nevada 89703 Telephone: 775-515-4330 Email: [email protected]

Thomson Reuters - Clear Contact: Daniel DeSimone, Sr. Director, Investigative Resources 1410 Springhill Road, Suite 450, McLean, Virginia 22102 Telephone: 703-219-2511 • Cell: 571-422-6548 Email: [email protected] www.clear.thomsonreuters.com

SymbolArts Contact: Scott Burnett, Regional Sales Manager Telephone: 801-475-6000 ext. 123 • Direct: 801-689-8023 Email: [email protected] www.symbolarts.com

University of San Diego Contact: Erik Fritsvold, Ph.D., Program Director 5998 Alcala Park, San Diego, California 92110 Telephone: 619-260-4580 Email: [email protected] www.criminaljustice.sandiego.edu

51 Issue I – Winter 2021 | FBI-LEEDA Insighter Membership Resources

Membership Benefits Members’ Spotlight REMEMBER TO RENEW YOUR MEMBERSHIP SHARE YOUR EXPERIENCES. Please log in to confirm that your membership profile GET PUBLISHED. lists your current email address. You can log in to renew Our Members’ Spotlight highlights articles written by by credit card at any time. FBI-LEEDA members, for FBI-LEEDA members. Articles FBI-LEEDA members benefit from: should be approximately 650 words; please include your – Course Announcements high resolution professional portrait (300 dpi, .JPG or – Membership News & Events .TIF file), and a short bio and send to the FBI-LEEDA – Line-of-Duty Death Benefit office, attention of Mado-Sue Dembele or email her at – Membership Directory [email protected] – Networking We welcome your submission. – Training

Life Membership Benefits Visit our website for: ARE YOU ELIGIBLE FOR FBI-LEEDA LIFE MEMBERSHIP? – Membership Information and Membership Log-in Any active member who has been a dues paying – Training Classes Information, Schedules and Map member in good standing for a period of not less than – Conference Information ten (10) years and is retired from public service may – Corporate Partners and Services request life membership by writing to the FBI-LEEDA President. Life members are exempt from the payment – About Us, Programs, and Contact Information of annual dues.

Official Merchandise Visit the FBI-LEEDA website for quality logo apparel and promotional products from RaSport: Clothing – Outerwear – Bags – Accessories – Visit our website. Click on the link. Merchandise www.fbileeda.org http://www.rasportinc.com/store/c23/FBI-LEEDA.html

Contact FBI-LEEDA at 877-772-7712 | [email protected]

52 Announce Your Candidacy: FBI-LEEDA Sergeant at Arms

JOIN OUR EXECUTIVE BOARD: Members who wish to take a more active role in FBI-LEEDA are encouraged to submit a letter of intent to run for the office of Sergeant-at-Arms. This is an excellent opportunity to channel the direction of the organization. Any active member in good standing who wishes to run for the office of Sergeant-at-Arms must submit a written statement of his or her intention to seek office at least thirty days prior to the next Conference addressed to the attention of the President of the Association, care of the Executive Director. Members interested in running for an Executive Board Position must be an Active FBI-LEEDA member and must be employed as the Chief Law Enforcement Officer at the time of nomination and election. Deadline to submit your candidacy statement is Friday, March 26, 2021 Send to: FBI-LEEDA, Inc. Attention: President Dominic Rizzi, Jr. 5 Great Valley Parkway, Suite 359 Malvern, PA 19355 Educational Opportunities Stay Connected at all Times FBI-LEEDA offers a course tailored to enhance your continuing educational needs: Like us on Facebook: Law Enforcement Executive – Supervisor Leadership Institute Development Association – Command Leadership Institute – Executive Leadership Institute – Media and Public Relations – Master Public Information Officer Follow us on Twitter: – Leadership Integrity @FBILEEDA – Procedures for Managing Internal Affairs Investigations – Reflective Leadership Institute – Distance Learning Online Courses Follow us on Instagram: @FBILEEDA Phase I – Basic Supervisory Liability Phase II – Advanced Supervisory Liability Ethics First Amendment Liability Issues for Supervisors Visit our website for course descriptions, locations, Connect with us on LinkedIn: fees, and registration information: FBI-Law Enforcement Executive Development Association www.fbileeda.org

Contact FBI-LEEDA at 877-772-7712 | [email protected]

53 Issue I – Winter 2021 | FBI-LEEDA Insighter Graduate Credit Programs Available Get credit where credit is due. FBI-LEEDA partners with several institutions that have agreed to offer college level credit for those who have completed the FBI-LEEDA Trilogy Leadership Series. Visit fbileeda.org to learn more about available programs. California University of Pennsylvania (Cal U) For more information about the Cal U program, contact: Brian Kohlhepp, Adjunct Faculty Department Of History, Politics, Society And Law [email protected] | (724) 938-4054 Cal U is a state university in the Pennsylvania State System of Higher Education

College of Saint Elizabeth For more information about their program, contact James F. Ford, Jr., Ph.D. Professor of Criminal Justice, Director of Graduate Program Justice Administration and Public Service [email protected] | (973) [email protected] | (973) 290-4324

Husson University For more information about the HU program, contact: John Michaud, M.A., M.A., Director, School of Legal Studies (207) 941-7037 | [email protected] William Watson, MBA General Manager - Husson University - Southern Maine Director of Internships and Partner Program, Instructor (207) 874-5801 | [email protected] Marie Hansen, J.D., Ph.D. Dean, College of Business | Interim Dean, New England School of Communication (NESCom) (207) 973-1081 | [email protected]

COLLEGE CREDITS: Do the Research Not all universities and programs are created equal. Some programs are geared specifically Getting for working adults that may include online or accelerated options. Some intuitions have discounts for those who are active military or veterans, first responders or have estab- lished employer partnerships. Most of this information can be found on an institution’s Started website, but do not be hesitate to reach out to a school’s admissions office for more details. 54 Purdue University Global For more information about the PGU program, contact:

Bryon M. Mills, Director Public Sector National Accounts [email protected] | Tel: (210) 632-2699

Rosemont College For more information about their program, contact E. Jay Kolick, Director, Criminal Justice–HLS-EM Schools of Graduate and Professional Studies Tel: (610) 527-0200 ext. 2473

University of Oklahoma For more information about the OU program, contact: Dr. Todd Wuestewald, Assistant Professor of Criminal Justice (former chief of the Broken Arrow Police Department) [email protected]

University of San Diego For more information about the University of San Diego program, contact: Contact: Erik Fritsvold, Ph.D., Program Director [email protected] | Tel: (619) 260-4580 www.criminaljustice.sandiego.edu

Understanding Credit for Prior Learning (CPL) Prior learning can range from military training, classes taken at a previous college, continuing education units (such as the FBI-LEEDA’s Trilogy credits), or experience-based exams. Credits applied can save you time and money towards your educational goals. Inquire about the CPL credits a school is willing to award you. Visit fbileeda.org for details and links to these graduate programs 55 Issue I – Winter 2021 | FBI-LEEDA Insighter FBI-LEEDA POST Approvals by State (as of December 1, 2020)

State/Class SLI CLI ELI IA MPR RLI DLB DLA DLE LI KEY Alabama Peace Officers Standards and Training Commission X X X X X ATA Alaska Police Standards Council X X X X X X X X X X Arizona Peace Officer Standards and Training Board X X X X X ATA Arkansas Commission on Law Enforcement Standards and Training X X X California Commission on Peace Officer Standards and Training X X X X X X X X X X CPT only Colorado Peace Officer Standards and Training Board X X X X X X ATA Connecticut Police Officer Standards and Training Council X X X X X X X ATA Delaware Council on Policing Training X X X X X X X X X X ATA District of Columbia Police Officers Standards and Training Board Florida Criminal Justice Standards and Training Commission X X X X X X X X X X ATA Georgia Peace Officers Standards and Training Council X X X X X X X ATA Hawaii X ATA Idaho Peace Officer Standards and Training X X X X X X X X ATA Illinois Law Enforcement Training and Standards Board X X ATA Indiana Law Enforcement Academy X X X X X X X X X X ATA Iowa Law Enforcement Academy X X X X X X X X ATA Kansas Commission on Peace Officers’ Standards and Training X X X X X X X X X X ATA Kentucky Law Enforcement Council X X X X Louisiana Peace Officer Standards and Training Council X X X X X ATA Maine Criminal Justice Academy X X X X X X X X X X ATA Maryland Police and Correctional Training Commissions Massachusetts Municipal Police Training Committee X X X X X ATA Michigan Commission on Law Enforcement Standards X X X X X X X X X Minnesota Board of Peace Officer Standards and Training X X X X X X ATA Mississippi Office of Standards and Training X X X X X X X Missouri Peace Officer Standards and Training X X X X X X X X X *** Montana Public Safety Officer Standards and Training X X X X X X X X X X ATA Nebraska Police Standard Advisory Council Nevada Peace Officers’ Standards and Training New Hampshire Police Standards and Training Council X X X X X X ATA New Jersey Police Training Commission X X X X X X X X X X ATA New Mexico Law Enforcement Academy Board X X X X X X X X X X New York Municipal Police Training Council X X X X X X X X X X ATA North Carolina Law Enforcement Training and Standards X X X X X X X X X X ATA North Dakota Peace Officer Standards and Training X X X X X X X X X Ohio Peace Officer Training Commission X X X X X ATA Oklahoma Council on Law Enforcement Education and Training X X X X X X X X X ATA Oregon Department of Public Safety Standards and Training Certification X X X X X X X X X X ATA Pennsylvania Municipal Police Officers’ Education and Training Commission X X X X X X X P ATA Rhode Island Police Officers Commission on Standards and Training South Carolina Law Enforcement Training Council X X X X X South Dakota Law Enforcement Officers Standards and Training Commission X X X X X X X ATA Tennessee Peace Officers Standards and Training X X X X X X X X X ATA Texas Commission on Law Enforcement X X X X X X X X X X ATA Utah Peace Officer Standards and Training Vermont Criminal Justice Training Council Virginia Department of Criminal Justice Services Standards and Training X X X X X X N/A N/A N/A P ATA Washington State Criminal Justice Training Commission X X X X X X X X X ATA West Virginia Law Enforcement Professional Standards Wisconsin Law Enforcement Standards Board X X X X X X X X X X ATA Wyoming Peace Officers Standards and Training Commission X X X X X X X X X X ATA ATA = Apply Through Agency; X = Approved; P = Approval pending; N/A = Not available for credit *** For MO POST credit please contact the FBI-LEEDA office at 877-772-7712; or email Frank Woodall at [email protected] 56 ecoATM® kiosks have provided a safe, secure, and innovative way for consumers to recycle over tens of millions of used or broken mobile devices since 2009. Learn more at: www.ecoatm.com/law-enforcement

LIVE VERIFICATION A remote attendant verifies and approves every transaction through three high-res cameras in real time. The cameras also capture multiple images of the sellers which are included on the transaction report.

SCREENS PHONES FOR ACTIVE KILL SWITCH Some manufacturers have introduced software to disable stolen phones. If the kiosk detects such a “kill switch,” it will reject the transaction unless the user is able to deactivate it.

CAPTURES SERIAL NUMBER & DEVICE PHOTOS The ecoATM® kiosk electronically extracts the serial number (IMEI, MEID, etc.) for each phone if technically possible. Images of the device are included on the transaction report.

ID VALIDATOR A valid government-issued ID is required for every transaction. Photos of the actual ID are captured and added to every transaction report.

NIST COMPLIANT BIOMETRIC DEVICE A valid thumbprint is captured and included in the transaction report where required by law.

PROUD SUPPORTER IACP/ecoATM Leadership in ©2019 ecoATM, LLC. All Rights Reserved. ecoATM, Gazelle and their associated logos are trademarks of ecoATM, LLC. Crime Prevention Award

C Issue I – Winter 2021 | FBI-LEEDA Insighter FBI-LEEDA Insighter 5 Great Valley Parkway, Suite 359 Malvern, PA 19355 Issue I – Winter 2021

SAVE THE DATE! APRIL 26-28, 2021 29th Annual Executive Training Conference

Registration now open! https://fbileeda2021.org

The Newest Addition to our Distance Learning Program First Amendment Liability Issues for Supervisors

This online course discusses the critical issues facing supervisors and will provide an understanding of Freedom of Speech, Freedom of Religion, and Freedom of the Press. This is an four-week, instructor-led distance learning elective course. For more information about our Distance Learning Program, go to https://fbileeda.org/page/Distance