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    270 views27 pages

    NPD Finalist Responses

    Uploaded by

    api-201339934

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    © All Rights Reserved
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    of 27
    Condidates ty of Norfolk Police Chit Reerutmant Questions auestions Norfolk Pole Department is committed toa partnership withthe enter for Pong Equity and Is using {ata driven intervention strates and redesigning public safety systams to fostar improved relations ‘between the Department and the various constituencies withia Norfolk. If you have worked with the Center in your career or have experiance in implementing these strategies, provide bref summary of the program, your rol Inthe afrt and your evaluation ofthe outcome, Ifyou ave your own eas for practical improvements in developing such efforts set thom outin your response ‘have not worked with the Center for Pong Equity but have ben using data deve information as pat of my crime fighting strategies fora numberof years In taking over asthe pote chit of ML ML one of my rst ssues was geting contro of lent crime within the ey. After meeting wth ty ofl, concared czns, tte & local law enforcoment and members ofthe our syster twas we were all onboard to tac his sue In meeting with the DA's Ofice and tate an Federal aw Enforcement comprehensive strategy was formed. twas imperative that we worked closely with eltzen and ather community groups Iwasa . EE spy rooted in fat thats ingrained Inthe concept of channeling a natural feeling of belnga servant and “erving others before, ETRE defen of ern adership by pacing thors wel-belng as aprmary Interest an istening to understand the needs of others BRIBE ots ofcers accountable or her ection bt wil take the time to ensure thelr ments wll belng ishing adresse. seks to enti the rot causes to rectly performance sues and concen encourages leadership tang tal ranks and meets with officers todscus eareer development and opportunites for improverent wit promote, support and encourage ldershiptrlning was recently apponted to the Advisory Commit for il Leadetship Cotte Progr. i membership wil afford female officers commendation an 80% dlscount attend the prestous tring BRB vit ensure opportunities are present forall ranks to lean and incorporate servant leadership prindpes ad negate the pines into the promotional process. But most important as the Chef tnd the head ofthe gz, EP i nce! te characteris of proce centered leadership o that wl be obvious oll wh encounter Norfolk Poce Department personne the commitment 1a servant leadership. The implementation of prinple centered leadership illo {fom the top down approach withthe executive team receving the same traning asthe police rectus. As Che of Poti, an davelopment condidate2 Gly of Noro Polce Chit Recrultment Questions question Recruitment, selection, an retention of competant and succesful law enforcement officers rtd fora community to trve and for cizens to fee sae in their cy. Further an inclusive and verse polee department that reflects the community leads to Ineased trust, cooperation, and transparency ‘As eandite for Norfle Police Cia what experience would you bringin succesful reeutment, selection, and cotontion of pole officers and what ideas would you have to bud on that experience to treateastceesfl program in Norfolk sinoe Ch leaders are very inteesten creative itive to ‘tract qualified candidates and ensure thei longevity the Department. answeR aa ‘The Norfok Police Department (HPO) has experlenced a masse reduction In manpower making recruitment selection, and retention more ert! fr the safety and protection of thectzns in Norfolk. Law enforcement cn increase bust, cooperation, transparency with police department tha reflctve of the communty and exits principles ofelaty and divest. NPD currently employs 505 officers whose demographics donot rellect the community. NPD hes approximately 67.8% of Is wo officers are Caucsslan 19.7% Akan American, 7.0% Hisar, 3.9% Aslan and 1% athe. The demographics of the Cy of Nofole according to the Untad States Consensus Bureau reflect 45.8% ‘Caucasian, 40.7% Arean American, 8.6% Mspank, and 3% Asin {nitns/unwor census gov/auiekfactsfnorolkctye). ‘sa candidate forthe Norfolk Poke Clef, the en I years of experience from the Police Dopartment, i years fife exnecence I operence (il MED, 2n4[BLyeor exer ofresdency ne Throughout il carer, hasbeen invested inthe recruitment, selection, and retention of offers on the department. i been an formal reer from the day Bi wos hired on the department wth the promotion of the depariment through word of ‘mouth ide along offer, and recruit team. Ever Interaction Is an opportunty for reeling and ts Inportent to model the behaviots f volvement and support during the recrating phase. MRR 2 0p in the recrultrent nitive such sbelng featured onthe BE ecutment vet: ET np ce 2 generation to jin the deperiment with the correlation of family asa branding pols. attends erating events and provide ‘words of encouragement forthe potent canldatesnatendance has bee nvohved wth the ora board election proces and crrenty partpate the executive board selection proces. las ‘olunooed for recrting trips and provides segestions to the team to increase rectlng efor, provides pototl recut wit fl department cell phone number aang with reerlinent and kes lf avaeble wo answer questions the applcan may have. Fecutinent natives are important to sttrac qualia pants espacaly the younger generation, The time beeen gradation fom highschool ad ligt to apply for career in ow enforcement Cane Injrous fora young person a adulthood emerges. s extrem nportant wo provide mentorship nd direction for persons entering adlthood oh proposed In itive cae A Ts proaram was geared toward gh school senor wih intrest a cimiol ste To student would attend a Saturday program at the Trarng Academy asa Feet fora day The day would mirtor a ecru class schedule inludng assroom instruction, pyle 0 candate2 Cy of Norfolk alice chet Recultment Questions traning, une seanaro traning and opportunity to meet officers and discuss the bent ofthe ob. At ‘the en ofthe day, the student gains conidene nthe ablty and dese odo the ob relationships ae formed an the department has a potential candidate to mentor intoapollcerectit over the next thee years The department can employ the students upon tho 18% birthday in clan postions and asl the student with obtlning an Asscltes Degree in the process. The program provides educational ‘opportunites to aaderncally prepare the student for the vigorous classroom Instruction The State Code of Virginie under section 152-1705 allows ot loaltes to Hr police applicants atthe age of 18 ears ol, Theis another opportunity to brs the gap batween graduation of high schoo! and entrance into the Base Recut Academy under the ol regulations of 2 years of age. continually conducts informal an formal brainstorming sessions wth rmembersof theif During conversation wth the Assstant Taning Drectr, the duo been to devise a program cle the ecient tvough ecrtmen,nfrmatin, and relatonshps he Unit Inilative developed out of the need to take pole ecrultment to where the people re The current practices set up a ecrultment tebe ata location and wa for “viable” eandldates to engage the recruiters. he I Unit wit travel to locations with an untapped demographic of potential ‘candidates such a beauty salons, al salons, ftnes cantrs, and community centers. The recruling tru wil require to be outited witha television to dla the recruitment videos and tablets tallow potential candidates to review the automatldlqunfies and submit applications or contact forms, The “Training Dison should offer opportunites to practice the 1.5 mile run ater hours onthe track and to create opportunities to engage and connect with member ofthe dopartment. The key to recrtment and retention Ito make potential employees ad current employees feel sense of belonging an ‘eared about Ikea close-knit family by enhancing the connections with senor leaders ‘he retention of officers has been a topic of contention as ofcers ar leaving the polce department to ‘work for other aw enforcement agences, private companies or entrepreneurship. While there are ‘some reasons that are otsde of eedershp’s contol, there are few practices that can increase retention, As the Che of Pole, TE ie a advocate fr i offcers. fers needa feeling of support, genuine care ant receve far and equitable treatment. Tho sues Innpcting the RPO dd nat accu overnight, there are long standing practlces with pereeption of inequity, unfamess, and inequalty have ignited a reduction In morale along with othr outstanding ‘concerns the ky Isto ensure that expectations, accountabily, and consequences are standard practices and dsipine, transfers, promotions, and tanh opportunities ae far and oqultable across the ankana ie. Histrkaly, NPD found succes in recrutment and retention due to word of mouth andthe strong Connections offes had withthe department. aechis of i, ST 1 ‘embrace the generational ferences ofthe current workfore and Implement strategies to foster an ‘environment of Belonging, engagsent and cng Internal transparency and communication would be top proity to ensure officers receive information and are lven an opportunity to provide inpet “Teovlore Roosevelt sald, "People don't cae how much you know unl they how much you care” REEAERRAERE 12:5009 ex0ptty care an compasion by beng resent with offers, engaging olfcersin conversations, being approachable, open and hones, and showhg up at ‘inopportune times to support if <>: AIRE or fice a canadate2 Cty of Nor Pole Chief Recruitment Questions sho share| naan a attends community events wath ‘he ofcers, employee engagement events and supports ofcers in team sports events oUtske of the ity, RR ncn ond genuine. though tse are if character rats, these are abo tok use toad inthe retention af employoos 2 candidates ‘ly of Norfok Pole Chief Recrutment Questlons ursrions Norfolk Police Departmentis committed to a partnership with the Center for Poiing Equity ands using ata driven inervantion strategies and redesigning pul sfety systems to foster improved rlatlons ‘etweon the Department and the varlous constituencies within Norfolk. if you have worked with the ‘center n your areer or have experiance In implementing thes statues, prove a bref summary of the program, your role the effort, and your evaluation of the outcome. If you have your awn eas for pactcal improvementsin developing such efforts, sot them outinyour response ANSWERS selected asthe Plc Chie, lok forward to working wth CPE to review data and processes to gue Inks, 0 they are efetive but donot par communty relationships. The use of data to deploy resources ad implement volece reduction natives fs paramount Using data allows NPO to focus on ‘those ndhvduals and feats response for ordinate amount of dsrder and welnce. Data dven sttatepes shi be focused on quality arrest, not quantity. By foasng on quay, we wil not alienate ‘the community by mating resto taking enorcerent actions that do not reduce specie ‘contons such as, ero Tolerance Intatves tht focuses on sheer arrest which oly mpas ole/eommuny relationships. One of my fist priorities the newly selected Police Chie wile to ‘est NPO's data collection ad analysts capabits. {nny experiencesas a erating officer of several commands across tha Pole Department and now as an Executive team member, we ave partnered with Dr tore Fell with Fairand impala Pling, ‘LC whieh focuses on mpi bias awarenes raining, This traning IstautIn the rer academy as ‘els III ote command tft. The value ofthis approach was te incuston of community stakeholders such as fth-based organization, private busines, and community lates. The ‘ealnng canbe tered to focus on efferent community groups and ofa ranks. | was responsible fr leading an inate n partnership with the Department of ustios Community Reatlons Sorveos (CRS) called Strengthening Polce an Community Partnerships (SPC). This program factated by CRS |s designed to bring diverse communities an Poles Departments together to assist state and local goversments, pevate ana publ organisation, educational institutions, and community r0ups to resolve community-based conflets stemming fom sues related to race, coor, and national ‘fg. The program stars with slated dverse community and pole planning team members, led by ‘representatives fom CRS, The results ofthis native to dat have been the recognized community ‘rors in a spectc geographical locaton within the cy, athe INSP coun The ‘vnc s committed to fllow-up meetings and implementation of several solutions developed by community leaders. Inmyexpecince asa senor lester and if selected asthe Police Chl, | wil establish pole that larly demonstrates the Departments commitment to equitable, compassionate, a, an professional poling sMralogies, The data collection process wil Indude an early inervontion syton that alerts superiory staffon offer behaviors related to use of fore, stim, mlsed court, and Internal and cizen ‘complaints. Alona, we wll create Internal processes that racks ofl anforeoment actus and Interactions with community members. This approach layered with call fr service data, cizen ‘contacts, tafe stops, crash locations, and Part 1 crime data wil provide an accurate account of our poling strategist ity Leadership and the community we serve. a candidate 3 ty of Norfolk Poce chit Recruitment Questions ‘question2 ‘The Community Based Violence Intervention and Prevention Initatve (CWP) seeks to prevent and ‘reduce violent cme in communtes by supporting comprehensive, evidence-based violence Intervention and prevention programs base on partnerships among commanty residents local government agences, vet service providers, community-based organizations law enforcement, hospitals, researchers, and other community statuholdes. ly leadrsare Interested in your experience |n working with ths intlatve or intiatves wit sina expectations or outcomes, specify Indi Your expenence n urban esmmunitesIappicabe. ease Incute Your evaluation ofthe success of ‘hase programs and your ideas regarding inproving them, aNswEn2 I selested asthe Police Chie, | welcome the opportunity to partner with Bureau of use Assistance, ‘Department of Justice inthe Community Based Violence Intervention and Prevention nitatve. One of ny fst priorities as Chl wil eto develop a data even inteligence led, violent erie eduction -trategy, til nude focusing onl three sides of the ene tangle: vc, offender and location RI 2 ts nivatve in my role as Deputy Poe Chet While there so ene program oF approach that wil prevent and/or reduce violent ems, focused and layered approach provides the ‘most opportunities fr success. Evidence-based strategles support Dr. David Kennedy’ Group Violence Intervention (GV) strategy where the above communly partners work together to provide services that offeran altemative to criminal act. Im selected as Chief, these wil be the invdual Immesataly reach out to and begin implementing GUY/CVP o that we can begin making a dentin our Gvlgrouns prior to Summer, Balleve fn the strategy an wth support of Cy Administration, this willbe atop prot. “Theintletve wl ako Include teams of aw enforcement, prosecutors, probatlon/parole tin _advorates, community advocates, and technology al supported by data. Snes implementing this Iniaive we've sen a siglicant decrease In shooting victims and overall violent crime a period. ‘The purpose of the nitive sto Ment, survei, apprehend, and prosecute olent ermal nour ly {nfulfment of our primary mission to provide a safe community forall This plan accounts forthe work ‘of patio officers, detectives, crime anaes forensi specalsts, and ou law enforcement partners at the federal, state, and focal level. nter-agency and intergroup cooperation ae essential elements to the successful implementation ofthe iniatve “The Mision ofthe Violent Crime native to reduen violent cme, kent those engage In imine thy, snl Ineeaee cage cleneanen ratoe henigh eallaharative affrt hetwenn intemal and moc partners, Objectives: ‘Operationalize the hokstc violent crime inatve vision and workflow across the department Inatutonalize rime Gun intligence processes by greatly expanding acces to e-Tace and entering ll ‘asngs nto NIB candidate 3 ty of Norfolk Police chit Recrultmant Questions [stablsh and reinforce continual and colsborativecommuncaton protocols between SVDetectve hureou/CsS to ensure decoction of operational objectives and investigations. Ccommnty outreach nd transparent reporting on crime stats, arrests, ad vt advocacy. Use of technology asa force multiple in soci networking analysts supported by an analytical based ‘week evow and a Real Tim Gime Canter. ‘My emparience in implementing vlent cme reduction strateges io urban sottings spans my careerasa ‘cofnmandng officer in afering geograpica fcatlons within is follow exanpes vet, ‘he averse community oveach strategies edn various eommand postions. otege MMIII sparen epresentatve tated the planing and execution of the iB 2. operations, ncked community outreach to numerous coleges/nivertis cA omnes, 5 Hosted community meting, partnered with the Department of ustes, NAACP, and local fah-hasd leader/organiations to enhance operational eectvenes. Use Et foster postive relationships between poi, the community, and students by rerun poten police candidate and recrultng volte student ambassadors Homeless tative: ete the inplementaton of IM rogram in partnership with DDanartment of Housing, Department of Human Sevens, incuflg external partners of Volunteers of ee ee homeless viduals and alone wth pole representatives, conducted outreach to the homeless opUlon AI he proram had an immediate postive impact and numerous homeless Indvidsl ana failes were housed and rouse

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