FBINAA Associate Magazine Oct/Dec 2021
58th ANNUAL TRAINING CONFERENCE The FBI National Academy Associates and the Ohio Chapter invite our fellow FBINAA members and their families to join us at the 2022 FBINAA Annual Training Conference and Law Enforcement Expo.
WHAT TO EXPECT // –Showcasing the Best of Cleveland, OH –Two Day Exhibition –Over 2,000 Attendees –Reconnect With Session Mates –Networking Opportunities –Excellent Training, Presentations and Social Events –Activities For The Whole Family
CLEVELAND JULY 30-AUG 2 | 2022 | FBINAA2022.COM
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F E A T U R E S 08 FBINAA Gold Standard of Training 10 FBINAA 2022 Leadership Forums 13 Every Interaction Matters Ryan Columbus, FBINA 255 14 Reframing the Aftermath: How COVID May Change the Next Generation of Workforce Kim Edmondson, FBINA 243 18 Rapid DNA: A Powerful New Tool in the Fight Against Human Trafficking Chief Joey Reynolds, FBINA 184 and Dane Plaza 22 How Law Enforcement and the Trucking Industry Can Improve Road and Public Safety Fred Fakkema, FBINA 215
26 SAF Retention
C O L U M N S 04 Association Perspective 07 Association Update 17 National Academy Update 21 A Message from Our Chaplain 24 Historian’s Spotlight 31 FBINAA Charitable Foundation
E A C H I S S U E 06 Strategic / Academic Alliances
A D I N D E X – 12 5.11 16 T-Mobile 20 Thermo-Fisher 29 CRI-TAC – JFCU
NATIONAL BOARD Association President / KENNETH M. TRUVER Chief, Borough of Castle Shannon (PA), email@example.com
Representative, Section III / TIM CANNON Special Agent Supervisor, Florida Lottery (FL), firstname.lastname@example.org
Representative, Section IV / BILL CARBONE Detective (OSI) NYS. Attorney General's Office, New York City Police Department (Ret.), email@example.com Chaplain / MIKE HARDEE Senior Manager, Covert Investigations Group (FL), firstname.lastname@example.org Historian / CINDY REED Special Agent (Ret.), Washington State Gambling Commission, email@example.com
Past President / JOE HELLEBRAND Director, Brevard County Sheriff’s Office (FL), firstname.lastname@example.org
1st Vice President, Section IV / TIM BRANIFF Undersheriff (Ret.), Thurston County Sheriff’s Office (WA), email@example.com
2nd Vice President, Section I / SCOTT RHOAD Chief (Ret.), University of Central Missouri (MO), firstname.lastname@example.org
3rd Vice President, Section II / CRAIG PETERSEN Deputy Chief, Gulfport Police Department (MS), email@example.com Representative, Section I / JIM GALLAGHER Commander, Phoenix Police Department (AZ), firstname.lastname@example.org
FBI Assistant Director / TIMOTHY DUNHAM Assistant Director, FBI Training Division (VA)
Executive Director / HOWARD M. COOK Chief (Ret.), FBINAA Executive Office (VA), email@example.com
Representative, Section II / LARRY DYESS Captain, Jefferson Parish Sheriff’s Office (LA), firstname.lastname@example.org
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Oct/Dec 2021 | Volume 23/Number 4 The National Academy Associate is a publication of the FBI National Academy Associates, Inc.
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CALL FOR ASSOCIATE MAGAZINE ARTICLE SUBMISSIONS Call for Article Submissions on 21st Century contemporary trends, challenges, and issues facing the global law enforcement community. The National Academy Associate Magazine, the official publication of the FBI National Academy Associates, is seeking subject matter experts 21st Century Policing Topics for Consideration: LEADERSHIP DEVELOPMENT AND CURRENT TRENDS COMMUNITY POLICING BODY-WORN CAMERAS LEGISLATION AND IMPLEMENTATION EXTREME RADICAL GROUPS AND INTERACTIONS ON BOTH LEFT AND RIGHT HOMEGROWN RACE = BASED VIOLENT EXTREMISM CIVIL UNREST AND PROTEST ISSUES: PROTEST PROCEDURES/ACTIONS TACTICAL RESPONSE RECRUITING MEDIA RELATIONS FINANCES/BUDGETS DURING TIMES OF CRISIS RECRUITING DIVERSITY OFFICER HEALTH AND WELLNESS RETIRED MEMBER FITNESS to write original, unpublished, continuing law enforcement-related education articles.
Howard Cook / Executive Director, Managing Editor Suzy Kelly / Editor
© Copyright 2021, the FBI National Academy Associates, Inc. Reproduction of any part of this magazine without express written permission is strictly prohibited.
The National Academy Associate is published bi-monthly by the FBI National Academy Associates, Inc., National Office, FBI Academy, Quantico, VA 22135.
The FBI National Academy Associates, Inc. is a private, non-profit organization and is not part of the Federal Bureau of Investigation or acting on the FBI’s behalf. Email editorial submissions to Suzy Kelly: email@example.com. Submissions may vary in length from 500-2000 words, and shall not be submitted simultaneously to other publications. Email Chapter Chat submissions should go to Jen Naragon at jnaragon@ fbinaa.org by the 25th of every month. The FBI National Academy Associates, Inc., the Executive Board and the editors of the National Academy Associate neither endorse nor guarantee completeness or accuracy of material used that is obtained from sources considered reliable, nor accept liability resulting from the adoption or use of any methods, procedures, recommendations, or statements recommended or implied.
Photographs are obtained from stock for enhancement of editorial content, but do not necessarily represent the editorial content within.
On the Cover: FBINAA Launches new Leadership Certification Program
CYBER CRIME AND MANAGEMENT LAW ENFORCEMENT AND COVID-19 LIFE AFTER LAW ENFORCEMENT OTHER
with its Gold Standard of education and training.
For submission guidelines, please visit www.fbinaa.org.
S ince the last time we met on this page, a lot has happened, globally and here at home. The tragic events which took place in Afghanistan, and the speed with which they unfolded, caught everyone by surprise. It was no surprise, however, the speed with which our members mobilized, to try to assist graduates abroad who were in trouble. The empathy and caring, and the vast outreach to fellow graduates, military, and government contacts, and essentially, anyone who could help, was to say the least, impressive. Our gratitude to those members who expressed concern, took action and/or led the charge to engage support for our friends. Shortly after assuring that our fellow graduates were safe or on their way to safety, we watched with trepidation as Hurricane Ida approached the Gulf Coast and threatened our friends and colleagues in that region. In the aftermath of that event, our fellow graduates reached out to one another and offered assistance as they were able. Of course, the Charitable Foundation deployed financial resources and support in these instances, and our National Board and National Office worked to coordinate appropriate messaging and mitigation efforts. Finally, at the National Board meeting of September 11, 2021, our National Chaplain reminded us that in addition to other line of duty deaths and law enforcement tragedies across the nation, we continue to lose peers to COVID. Chaplain Mike Hardee sends condolence messages to agencies and families of our fallen peers more often than you would think, and more often than any of us would like. We are grateful for his faith-filled messages and his diligence in keeping up with the good work of compassionate outreach. Fellow FBINAA Members and Friends,
All of this simply to say that, working as a TEAM, our Association can accomplish much good. President Truman said, “It is amazing what you can accomplish if you do not care who gets the credit.” We continue to be proud of this Association, its members, and affiliates, for their continued selfless contributions to law enforcement and to each other. Thank you and keep up the good work!
Kenneth M. Truver FBINAA President Chief of Police, Borough of Castle Shannon (PA) FBINA 225
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A T Q U A N T I C O
STRATEGIC ALLIANCES DIAMOND LEVEL
MAGNA LEVEL ALLIANCES
PLATINUM ACADEMIC ALLIANCES
GOLD ACADEMIC ALLIANCES
FORUM-DIRECT ® YOU’RE COVERED
SILVER ACADEMIC ALLIANCES
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NATIONAL OFFICE UPDATE FROM THE EXECUTIVE DIRECTOR
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T he power of the FBINAA family never ceases to amaze me. President Truver just gave us examples of the great work our members continue to do. From the Afghanistan crisis, to the hurricanes in the south, to the wildfires in the west, the response from our members worldwide was overwhelming. The compas- sion and generosity we share with our fellow brothers and sisters is extraordinary. There are countless other situations in which our members gave and received help that we do not know about but their impact just as important. Thank you for your continu- ous efforts to support your fellow NA grads. Session 280 is finally here! After nearly two years of stops and goes, we welcomed 129 students to the Academy on October 3rd. This 10-week program, while smaller, will have the full slate of educational courses, fitness challenges, as well as all the extracurricular activities such as field trips, 511 dinner, Member Expo, and, of course, the Yellow Brick Road. All students are fully vaccinated and required to wear masks, per FBI guidelines. Let’s wish them all the best as they continue their journey! The Association is dedicated to providing the highest degree of law enforcement expertise, leadership training, and informa- tion to law enforcement executives around the world. We're proud to be launching the F BINAA Leadership Certification Pro- gram early next year. This program is offered to law enforcement professionals interested in expanding their leadership skills. We are able to roll out new education and training initiatives due to the support of our alliance partners. These relationships are important to us and we thank the many who share our same vision and mission. We are welcoming several new strategic alliances which include T-Mobile for Government, Advanced Cardiovascular Diagnostics, Nuance Dragon Law Enforcement, Flock Safety, Mark43, Sigma, and TRX . For our Academic Alli- ances, we welcome Southern New Hampshire University and Alliant International University . Membership renewal season is fast approaching and I’m pleased to announce that the National Board has recommended that we do not have a dues increase in 2022. The past year has been trying and the Association came through it financially sound, and the Board decided that the dues increase was not needed next year. Certainly good news and we thank the National Board for the continued leadership of putting the needs of our members first.
Please renew in January – don’t wait. If you know of a fellow session mate who has let his/her membership lapse, please encourage them to renew and get back involved in the Association. Membership is the life blood of our Association and we need everyone’s support to fulfill our vision of the continues development of the world’s strongest law enforcement leadership network.
We hope that you have a joyous and safe holiday season!
Howard M. Cook FBINAA Executive Director FBINA 224
G LD TRAINING
The FBI National Academy Associates is dedicated to providing the highest degree of law enforcement expertise, leadership training, and information to law enforce- ment executives around the world. T he FBINAA Education and Training Branch is impacting communities by providing the highest quality, leadership education and training. FBINAA Gold Standard Training is open to all association members who are graduates of the prestigious FBI National Academy Program, as well as anyone in the criminal justice arena who want to expand and develop their leadership skills in order to strengthen knowledge base, their departments and their communities. 2022 brings an explosive offering of Leadership Forums and a launch of a premier Leadership Certification Program to the law enforcement community. With it’s long history of phenome- nal training, the FBINAA is rolling out a full calendar of leadership training. • Cyber Threat Intelligence Leadership Forum • Demonstration, Protest, & Riot Strategies Leadership Forum • Human Trafficking Leadership Forum • Life After Law Enforcement Leadership Forum • Leadership Tactics & Strategies for Tumultuous Times Leadership Forum • Mass Casualty Response Leadership Forum • Officer Resiliency, Safety, & Wellness Leadership Forum • Practical Technological Solutions Leadership Forum • School Shooting Prevention Leadership Forum
FBINAA LEADERSHIP CERTIFICATION PROGRAM Also starting in 2022, the FBINAA will be launching the FBINAA Leadership Certification Program. This program was developed in conjunction with strategic partner, Legal and Liability Risk Management Institute to continue to develop Gold Standard law enforcement leaders across the country during these critical times. This certification is a series of courses, open to all law enforcement professionals and will encompass the latest strate- gies, techniques, and real-world leadership scenarios to prepare each attendee to better lead their respective unit, shift, or agency into the unpredictable future of law enforcement. SOME OF THE TOPICS TO BE COVERED • Mastering the fundamental principles of effective leadership and efficient management • Identifying your personal leadership style • Learning the nuances of successfully leading a multi- generational team • Mastering the Q6 Performance Leadership Model • Learning how to enhance performance • The importance and value of open communication between leader and follower • Scenario specific real-world applications to enhance leader growth, using lessons learned • Topics, exercises, and scenarios will continually be updated as current events emerge weekly in this profession COURSE 1: FBINAA LEADERSHIP CERTIFICATION PROGRAM Meeting the Leadership Challenges of Law Enforcement (3 day program)
Learning Objectives: • Discover your personal leadership style and identity
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Leadership Certification Program Starting in 2022, the FBI National Academy Associates is pleased to announce the FBINAA Leadership Certification Program. This certification is a series of courses, open to all law enforcement professionals and will encompass the latest strategies, techniques and real-world leadership scenarios to prepare each attendee to better lead their respective unit, shift or agency into the unpredictable future of law enforcement.
Learning how to enhance performance Topics to be Covered
Topics, exercises, and scenarios will continually be updated as current events emerge weekly in this profession Scenario specific real-world applications to enhance leader growth, using lessons learned Mastering the fundamental principles of effective leadership and efficient management The importance and value of open communications between leader and follower Learning the nuances of successfully leading a multi-generational team Mastering the Q6 Performance Leadership Model Identifying your personal leadership style
LEADERSH I P FORUMS Continued from "Gold Standard Training", on page 17
The FBI National Academy Associates’ Cyber Threat Intelli- gence Leadership Forum convenes law enforcement executives with expert presenters in the field of cyber intelligence. Over this 2-day Leadership Forum, presenters will share their exper- tise in analyzing security threats, emerging trends and notable developments in threat behaviors, the global threat landscape, security trends and more. 2020: In four months alone, several organizations reported more than 10,000 demonstrates around the country. Some were peaceful, many were not. Numerous were directly pro- testing law enforcement. The FBI National Academy Associates has convened knowledgeable presenters to address LE Lead- ers during this 2-day forum to ensure that you are prepared to direct your departments and officers to properly respond, manage and lead through these chaotic situations. Human Trafficking – the title should disturb you; human traf- ficking involves the use of force, fraud or coercion for sexual acts. Is your state in the top 10 for human trafficking? You will be surprised. Human trafficking is showing a disturbing upward trend over the years which compelled the FBI National Academy Associates to create this 2-day Leadership Forum for first responders throughout the country. The Forum will provide attendees with the knowledge, skills and resources needed to improve identification, investigation and ultimately prosecution of these cases. How do we prepare for the next career? Retirements and resignations in law enforcement are at an all-time high. Will you miss an opportunity by not preparing early? Has it been decades since you prepared a resume, was interviewed? The FBI National Academy Associates offers this 2-day forum to guide law enforcement professionals to a smooth transition for their life after law enforcement. We will all be a former LE professional at some stage in our lives – are you prepared? No other profession is under the national scrutiny like law enforcement and the profession is changing every day. This profession like never before in its history needs leaders who are dynamic, competent, professional and willing to lead in these turbulent times. The FBI National Academy Associates has put together this dynamic 3-day Leadership Forum to prepare leaders of all levels to become the leader of character, competence and courage needed in this current age.
CYBER THREAT INTELLIGENCE
DEMONSTRATION, PROTEST & RIOT STRATEGIES
HUMAN TRAFFICKING LEADERSHIP
LIFE AFTER LAW ENFORCEMENT
LEADERSHIP TACTICS & STRATEGIES FOR TUMULTUOUS TIMES
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The first word says it all–MASS. Mass, meaning many citizens, a large-scale incident that happens quickly, without notice, and a high amount of responding resources, often frommultiple different agencies. Mass casualty incidents perpetrated by ac- tive shooters are showing a disturbing upward trend over the years which compelled the FBI National Academy Associates to create a series of 2-day Leadership Forums for first respond- ers throughout the country. The Forum will provide attendees with the knowledge, skills and resources needed to improve initial response, emergency operations center and controlling the communications during/post crisis. The FBI National Academy Associates’ 2- day Officer Resiliency, Safety & Wellness Leadership Forum will convene law enforce- ment executives who will share officer resilience, safety and wellness case studies, new research, emerging issues that will improve and save lives, families, and careers of police officers around the globe. Participants will also have exclusive access to cutting-edge presenters and officer safety and wellness champions. Technology to enhance law enforcement investigations is rap- idly evolving with numerous techniques that are available to every department, regardless of size and budget. With the ever increasing scrutiny of law enforcement the FBI National Acad- emy Associates has put together this 2-day forum that will give attendees a greater understanding of numerous technological solutions for their department from crime solving, mapping of schools, government buildings, businesses to new identifica- tion methods. These advancements can assist the profession like never before. Each day law enforcement and school districts across the Unit- ed States are responsible for protecting our almost 133,000 schools and 63 million students, faculty, and staff. The FBI National Academy Associates and the School Safety Advocacy Council have partnered and announced a series of 2-day Lead- ership Forums for law enforcement executives and school ad- ministrators throughout the country. The Forums will provide attendees with the knowledge, skills, and resources needed to improve the overall security of their community’s schools while developing coordinated plans for a crisis response.
MASS CASUALTY RESPONSE
OFFICER RESILIENCY, SAFETY, & WELLNESS
PRACTICAL TECHNOLOGICAL SOLUTIONS
SCHOOL SHOOTING PREVENTION
V I S I T WWW. FB I NAA . ORG FOR SCHEDULED PROGRAM DATES / LOCAT I ONS .
We never know how much we value first responders until we need them. We take them for granted until that moment comes, it may not be a conscious as we go about our lives, but when the moment comes we realize how lucky we are to have an emergency response system. Wherever we are, we can dial those 3 numbers and help is on the way. T hen it happens, you wake in the middle of night, your child is screaming, panicking and can’t breathe. You’re helpless, you don’t know what to do, you panic, and emotions run high. You call 911 and they come. You’re scared, you don’t know what’s happening but people you don’t know are there for you. They signed up to be there for you in your time of need and experiencing it is something we don’t ever forget. As a law enforcement professional for over 20 years, I can tell you that even in my position we can all get complacent about how lucky we are to have these services. It all starts with the phone call; our dispatchers are under appreciated in our society because most EVERY INTERACTION MATTERS RYAN COLUMBUS
don’t realize how vital they are as the first line of defense in our emergency response system. It always starts with dispatchers. Police, Fire and EMS cannot do what they do without them. Dispatchers and first responders are there for us in our worst moments, the moments we never forget. We don’t forget what the dispatcher said to us, the faces that arrive at our door and how they treated us. This is an important reminder to all of us who are in these professions; people who call us may only call us once in their lifetime and make no mistake, they remember us for the rest of their life. You know the feeling, someone is looking at you while you are off duty and you don’t know why, but they do. I won’t forget those who came into my home to help my son, ever, and how they treated us. I am forever grateful. As emergency workers, we go onto the next call and the next after that, going to thousands of calls, but we need to remember the effect we have on people based on how we treat them. We need to emphasize this as leaders to our people. Sounds simple, right? We hear buzz words like procedural justice and impartial policing, which are great, but let’s keep it simple, let’s remember the effect we can have in a positive way just by treating people the way we want to be treated. Whether we are answering the phone, the front desk or responding to their worst moments in life, our actions matter in the smallest of ways and we do make a difference with each and every interaction. As Chief, I’ve been asked what I am looking for in new police officers and I always say the same thing, I’m looking for good human beings, first and foremost. If we start there we will be in a good place to ensure we treat people the right way on every inter- action. This came full circle when the young officer that I recently hired came into my home to help my son. It’s comforting knowing good people want this job and have a calling to help others.
About the Author: Serving over 20 years in law enforce- ment, Ryan M. Columbus is currently Chief of Police of the Tweksbury Police Department (MA). He holds a Master of Science degree in Criminal Justice and is a graduate of FBI National Academy #255.
REFRAMING THE AFTERMATH: HOW COVID MAY CHANGE THE NEXT GENERATION OF WORKFORCE
We are all acutely aware of the many ways COVID-19 has impacted nearly every aspect of our lives. Unfortunately, the end is not yet in sight. As essential service providers, public safety entities have been uniquely impacted, especially as they face a “new normal” as in recruitment efforts. It is likely that we will see a new breed of employee with new expectations emerge from this pandemic. I n pre-COVID U.S., public safety recruitment was already suf- fering. A 2019 IACP survey revealed that 78% of departments were struggling to recruit, hire and retain officers. This is not a new phenomenon, but it has been exacerbated recently by many of the recent social, demographic, political and economic issues. Law enforcement agencies across the country were vying for candidates from the same pool and competing by offering hiring and relocation bonuses and other creative incentives. Recruit- ment was in high gear and agencies promoted benefits, upward mobility, varying and exciting assignments, and paid on-the-job training – any perk that could be appealing. Recruitment was difficult, to say the least. INCOMING! COVID-19 STRIKES As the face of how we interacted with one another was quickly altered, a generation experienced a major event that would change them forever. New ways of ‘being’ have created a generation and a culture that will look at work-life balance differ-
ently than before; they will consider the value an employer has for them with great caution; and they will be more transient in nature, moving from one job to another without hesitation. We started to realize the pandemic would last some time and a cascade of impacts from the pandemic emerged. Many people lost their jobs due to slowdowns and closures. These job losses particularly impacted those in low-wage jobs and in the service, travel and hospitality industries. In many instances, parents had to stay home with children because of daycare and school closures. Children left the classroom, the schoolyard, their friends and adjusted to remote learning via computers or tablets. Some employers were able to offer remote work, allow- ing employees to stay at home, setting up offices in bedrooms and dens. The longer people stayed home and limited contact with the outside world, the more they yearned for the day they could once again feel ‘normally.’ Families were not able to visit loved ones who were hospitalized or visit elderly family members in care facilities. School-age children could not attend school, sporting events, or sleepovers with their friends. Movie theatres and restaurants were closed, funerals and weddings were post- poned or streamed. At the same time our lives were in lockdown, people began to find a silver lining in this pandemic - life without long or crowded commutes, eating at home, learning to cook, spending time with family and pets, trying new hobbies, and slowing down the pace of life. Our world - revised. People of all ages and circumstances experienced a cata- strophic series of events that would change them forever. When the gates opened enough to take a glorious peek outside, oppor- tunities to visit with family and friends were fervently embraced. Many made a conscious decision to prioritize family and friends. What could not have been expected was the outcome this would have on the workforce. These experiences altered our values and caused us to look at work-life balance differently than before. Employees were returning to work with different needs that, rightfully, put families and physical and mental wellbeing first. Employees are evaluating their current employment and em-
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Continued from "Gold Standard Training", on page 8
Cory McGookin ACADEMY UPDATE
• Master the fundamental principles of effective leadership and efficient management • Understand the value of awareness, antifragility, and adaptability as a leader • Communicate clearly and confidently up and down the chain of command (and externally as well) • Learn the nuances of successfully leading a multi- generational team • Manage and resolve conflicts both from within and outside of the organization • Navigate liability and other legal Issues successfully • Recognize warning signs in your officers’ behavior to prevent problems and enhance officer wellness • Successfully transition high performing officers to a valuable Leader-Producer through mastery of the concepts in numerous practical application exercises COURSE 2: FBINAA LEADERSHIP CERTIFICATION PROGRAM Mastering the Leadership Challenges of Law Enforcement (4.5 day program) Learning Objectives: • Q6 Performance Leadership Model is a comprehensive, dynamic, and integrated system for developing individuals, teams, and organizations to achieve higher levels of collaboration while improving the relationships of its members. • It is a strategic system for leaders to help people maximize their performance by aligning personal and organizational goals while creating an atmosphere of mutual respect, and creativity. • Q6 capitalizes on the collaborative energies, skills, values, and belief systems of those you lead to support organizational mission, vision, values, and goals. Properly taught and exercised we believe it will engender an increased sense of ownership and personal responsibility for the organization’s success. • The various leader-follower levels challenge individuals to become self-aware and examine how their actions and behaviors affect others. It encourages personal and professional growth on a continuum of constant self- reflection. The levels challenge performance leaders to inspire greater achievement in their people. • Performance Leaders share their own knowledge and provide key experiences to their people, enabling them to cultivate the wisdom to succeed independently of their leader. • The Q6 Performance Leadership Model is designed to improve communication and understanding on all levels. It invites everyone to share in the enriching experience of becoming the best of all leaders...the one who develops his or her people to the point that the leader is rarely needed. • Legal updates every leader must know and understand in order to move their team/department forward in an ever- changing landscape COURSE 3: FBINAA LEADERSHIP CERTIFICATION PROGRAM Attend any one of the following FBINAA Specialized Leadership Forums, tailoring a course to fit your/your agency's needs. • FBI National Academy Associates Leadership Certification - Completion of Courses 1-3 • Completion of a self study research paper assigned by the FBINAA Education and Training Division
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W e are back! It seems as if I have waited forever to say those words about the National Academy. It was a rough 18 month pause period. We were very disappointed that we had to skip six scheduled NA sessions. We are disappointed that we were not able to host over 1500 brothers and sisters in law enforcement who would have filled the slots in those sessions. Those are opportunities that were overcome by world events and won’t come back. We are, however, ready to look forward and focus on the future. Session 280 arrived on Sunday Oct 3rd and has begun their journey which will be very similar to the journey of session’s past. Because we are still coming out of the pandemic pause, there are a few slight adjustments. We brought in 130 students which is ba- sically a half class. We were not able to get the full compliment of international students. We are housing at the Jefferson Dormitory which means nobody has roommates. Our goal, however, is to make this session as great as sessions past and we will not focus on the differences with session 280. Actually, we will focus on the improvements in session 280 and hope to report back how this session had things that were better than ever. Through the last 18 months we have learned a lot about the program, our valued colleagues, and ourselves. I just want to thank those of you who worked with us as and supported us as we strived to bring back the NA in creative ways several times but were unsuccessful. In the moment, we were determined to find a way to keep the program going. Looking back, I’m glad that we were unsuccessful. The experience at a different facility with dif- ferent enrichments and trips would not have been up to our very high standards. It would have still been good, but it would not have been fair to those who waited years to have the transforma- tive experience that they heard about from their colleagues. This pandemic pause gave us a chance to see how lucky we are to be part of this program and to provide the servant leadership that the leaders in our profession need. It gave us a perspective that motivates us to reinvest in what we do and stay highly motivated to do the best job possible. I’m confident that, while we are disappointed to miss those six sessions, we will one day look back and point to that period as a time when we got perspective and got better.
Cory McGookin Unit Chief, FBI National Academy
View Leadership Forums on page 10
A s many as 40 million people or more, mostly women and children, are victims of human tracking globally, including hundreds of thousands in the United States 1 . Human trafficking refers to the use of violence, coercion, or deception to transport someone into a situation of exploitation—the US State Depart- ment recognizes human trafficking as “modern slavery”. Victims may be forced into the sex trade, labor, marriage, begging, mili- tias, illicit organ transplantation, or fraudulent adoptions. Over the last decade, the US Department of Homeland Security (DHS) has ramped up efforts to raise public awareness of these terrible crimes, train law enforcement agencies to increase detection and investigation capabilities, protect victims, and bring traffickers to justice. RAPID DNA: A POWERFUL NEW TOOL IN THE FIGHT AGAINST HUMAN TRAFFICKING
• The US DHS has increased efforts to combat and raise awareness of human trafficking. • To help fight human trafficking, the US DHS partnered with Bode Technology to implement a rapid DNA testing program for verification of family relationship claims of those seeking asylum. • Bode Technology deployed over 40 Applied Biosystems™ RapidHIT™ ID Systems. • The new technology was supported by a reach back center and portal to
JOEY REYNOLDS AND DANE PLAZA
help increase communication, response time, and identification success rate.
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One of the newest tools supporting these efforts in the US and around the world is “Rapid DNA” , a cutting-edge DNA technology. Rapid DNA, a newer and faster method of processing genetic information, makes it possible to analyze DNA right at the point of action. Rapid DNA is already being used by many law enforcement agencies for quick human identification in fighting a range of crimes. To combat child trafficking in particular, Rapid DNA can quickly confirm the veracity of someone’s claim to be a parent of a child. The use of DNA to verify authentic parent–child relationships and fraudulent claims can help increase arrests, prosecutions, and convictions of traffickers, minimize the need for victim testimony during legal proceedings as well as deter future criminal activity. As part of its effort to fight human trafficking and mitigate the increase in fraudulent family relationship claims, the De- partment of Homeland Security turned to Bode Technology to implement a comprehensive DNA testing program. Over several years Bode developed, deployed and operated multiple Rapid DNA units across field forward locations along the southern border to determine the validity of parent–child relationships among individuals entering or attempting to enter the United States. One of the main technologies at the center of Bode’s Rapid DNA program is the RapidHIT ID System. This compact, easy-to-use instrument from Thermo Fisher Scientific can be operated directly by law enforcement agencies in the field to process samples and provide answers in 90 minutes or less. IMPLEMENTING THE RAPID DNA PROGRAM The program implemented by Bode for DHS was robust. Fifteen separate field-forward and geographically separated rapid DNA facilities were established and over 7,000 DNA samples were processed with greater than 94% first-pass success rates. Addi- tionally, Bode deployed scientists to support the development of protocols and provide formal training and certification to over 300 field operators. The first-of-its-kind program relied on a network of over 40 rapid DNA instruments spaced across the border in conjunction with Bode’s accredited laboratory, staffed with per- sonnel who provided around-the clock support. The large number of instruments and operators allowed for 24/7/365 operations to support investigations and provide immediate answers. A reach back portal was also created enabling government personnel and the instruments in the field to connect, interface, and communicate with the scientist-staffed rapid DNA reach back center, providing fast, 24/7/365 field operations support. With reach back support, a forensic analyst can review data from field-deployed rapid DNA instruments and provide additional insight, when needed. CASE STUDIES The following examples of documented cases from the DHS program demonstrate the value of rapid DNA in supporting DHS efforts to both root out fraudulent parent/child relationship claims by suspected human traffickers and verify authentic par- ent/child relationships. Case study 1 A 22-year-old male claimed to be traveling with his 19-month-old daughter and presented a counterfeit birth certifi- cate. Agents noticed discrepancies and questioned the validity of the document. Within 90 minutes, a rapid DNA test revealed the subjects were not parent-child as originally claimed. After
being presented with the DNA evidence, the subject admitted that he was not the child’s father and instead claimed the child belonged to his first cousin. He also claimed that he did not have any contact information for the biological mother of the child. He admitted to utilizing the fraudulent document in an attempt to be released into the US as a “family unit”. 5-year-old son and presented a counterfeit birth certificate. Agents noticed discrepancies and questioned the validity of the document. A rapid DNA test revealed that the subjects were not parent-child as originally claimed. After being presented with the DNA evidence, the subject admitted that he was not the child’s father and instead claimed to be the boyfriend of the child’s mother, but he could not recall her complete name or contact information. He also admitted to utilizing the fraudulent docu- ment in an attempt to be released into the US as a “family unit”. CONCLUSIONS Bode’s comprehensive rapid DNA support program utilizing RapidHIT ID DNA Systems provided the DHS with a complete 24/7/365 human identification solution, from implementation to support. The reachback support program increased the DHS DNA testing success rate from an average of 80% to over 94%. The program led to hundreds of arrests for child trafficking and/ or smuggling as a result of the DNA-supported investigations. The program also saved operators critical investigation hours and generated cost savings in the tens of thousands of dollars. The reachback center fielded over 1,400 requests with an aver- age response time of less than 15 minutes, and a majority of requests filled in the first 5 to 10 minutes. Combatting child trafficking and verifying real family relationships through the collection and analysis of DNA using traditional lab testing often comes with wait times for confirma- tion, but rapid DNA enables this process to be completed in less than two hours, enabling immediate action. The DHS program’s success suggests that the full potential of rapid DNA is real- ized when proper instrumentation and training, together with 24/7/365 support are in place. Such fully integrated implementa- tion of rapid DNA technology demonstrates significant potential to become a key tool to combat human trafficking, and the DHS example can serve as a roadmap for other agencies who wish to utilize rapid DNA technology to support their own efforts to address human exploitation and trafficking. References 1. The Global Slavery Index (2013) United Nations Global Initiative to Fight Human Trafficking. 2. “Lessons Learned from Implementing and Operating a 24/7/365 Rapid DNA Program Across the United States”, Dane Plaza, Director of Federal Operations, Bode Technology. Case study 2 A 23-year-old male claimed to be traveling with his
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3. Identify and Assist a Trafficking Victim, US Department of State. https://www.state.gov/identify-and-assist-a-tra!cking-victim/.
Find out more about the RapidHIT ID System at thermofisher.com/rapiddna
For Forensics, Human Identification, or Paternity/Kinship Use Only. Not for use in diagnostic or therapeutic applications. © 2021 Thermo Fisher Scientific Inc. All rights reserved. All trademarks are the property of Thermo Fisher Scientific and its subsidiaries unless otherwise specified.
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A MESSAGE FROM OUR CHAPLAIN
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A s trying as this pandemic has been on family and friends, it’s taken an even greater toll on those of us who serve the public face-to-face on a daily basis. We accepted the dangers of our pro-fession when we took the oath of office to serve and protect our communities, but what we did not sign on for is this deadly disease attacking so many of our fellow brothers and sis- ters. The Officer Down Memorial Page reports that 160 police of- ficers have died from COVID-related illness to date just this year. Add to this the increase in domestic violence and shootings since the coronavirus lockdown began, and an unprecedented series of lethal fires, hurricanes, flooding, and tornadoes across the country. Thousands have been left homeless, as well as thou- sands of desperate people from for-eign countries pouring into our country seeking shelter and protection. Protests, vigilantism and threats of domestic terrorism are on the rise. It seems more and more, law enforcement is being called upon to fight wars on a daily basis. Our ability to cope with these increasing stressors in our lives can be overwhelming. They say that there are no atheists in a foxhole—that in times of extreme stress and trauma, people will believe in, or hope for, a Higher Power. And certainly, now is the time to lean into our faith and be reminded that we are never alone and there is strength in the power of prayer. I find comfort in knowing that God is my life coach and to Him I owe everything. It gives peace and hope to call upon a Higher Power. (Trust in him at all times, O people; pour out your heart to Him; God is a refuge for us. Pslam 62.8) But we also have the obligation to call upon our own, human powers, to manage our stress and maintain an inner strength. Stress hits us in many ways – from simple lack of sleep and poor eating habits to heart attack, cancer, accidents, alcoholism, and suicide – and statistics show that law enforcement officers are exponentially more likely to die from these diseases than from vio-lence on the job. (International Association of Chiefs of Police (IACP), American Psychological Association (APA) reports). Some studies suggest that a certain level of stress is not such a bad thing, as it can drive motivation and desire for us to accomplish and be successful. Still, stress isn’t the solution, ac-cording to Andrew Bernstein, author of the Myth of Stress . “If you’re successful and stressed out, you’re succeeding in spite of stress, not because of it.” A new approach to stress management has been recently making its way into the law en-forcement community, and it’s one that research has shown has proven results. It’s called Mind- fulness Training , and it’s based on the principle that in order to be mentally, physically and spirit-ually prepared at all times to help others we must first take care of ourselves. What is this new phenomenon of Mindfulness and how does it apply to us as law enforce-ment officers? There are many forms and practices if it, dating back hundreds of years and most of our knowledge today is partially based on historic yogic practice and Buddhist theology. But re-cently a number of organizations have begun to tailor these principles to First Responders and our everyday needs.
Essentially, Mindfulness is the practice of controlling our breath, our mind, and our body in a way that strengthens our ability to concentrate, react calmly, cope better, and be more resilient. For law enforcement, Mindfulness can give us the tools to prepare and respond before, during and after a critical incident. The 3-phases of Mindfulness Training for police officers include: respond-ing to in-the-moment situations, surviving to see another day and, and recovering to tell about it. The practice has proven results. In a study conducted by Dr. Ski Santorelli , Professor of Medicine at UMass Medical School and Director of the University’s Mindfulness-Based Stress Reduc- tion Clinic (MBSR) Mindfulness Training can offset the negative effects of both mental and physical ailments. MBSR Work is being done on anxiety disorders, body pain, asthma and stom- ach issues with indications of a decrease in hospital visits after undergoing forms of mindfulness training. Programs that are geared specifically to First Responders are beginning to crop up all over the country. A total of 43 police officers in Oregon completed an 8-week Mindfulness-Based Resi- li-ence Training (MBRT) program, which was designed to improve mindfulness, resilience, stress, health outcomes, and emotional functioning. Using multilevel models, the study found significant improvement in self-reported mindfulness, resilience, police and perceived stress, burnout, emo-tional intelligence. This pilot study examined the feasibility and preliminary effectiveness of a mindfulness-based intervention designed to address police officer stress. (Michael S. Christopher, 2016) "One of the most powerful things you can do is teach people that it's OK to be human. It's not possible to walk through this profession and come out unscarred. It's a difficult, difficult walk to be a police officer," said Richard Goerling , one of the officers who taught that 8-week program. Physical and emotional stress for police officers is at an all-time high in this country and many agencies are implement- ing evidenced-based wellness programs to treat various forms of depression and anxiety. The scope of many of these programs illustrates the need for further research, devel-opment and methods to combat the threat of stress with law enforcement professionals.
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HOW LAW ENFORCEMENT AND THE TRUCKING INDUSTRY CAN IMPROVE ROAD AND PUBLIC SAFETY
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When it comes to law enforcement’s collaboration with the American trucking industry, every state has its own guidelines for road laws and safe driving practices – and many states have various associations to support and enforce these efforts. This year, the American Trucking Associations (ATA) announced the formation of a nation- al organization, the Law Enforcement Advi- sory Board (LEAB) to provide a platform for greater collaboration and communication across the country. D uring my 25 years as a captain with the Washington State Patrol, I led the commercial vehicle enforcement division. My experience allowed me to recognize the crucial importance and great benefits of cross-collaboration between our local organi- zations – in this case the Washington Trucking Association and Washington State law enforcement. It was this experience that has strengthened my support for collaboration at the national level to further solve industry challenges together, specifically around making our roads and highways even safer. There are often misconceptions about the role of law enforcement on the road. One of the biggest, is that law enforce- ment officials are actively and intentionally looking for truckers disobeying laws. This is just not the case. Truckers on the road are often very aware of the size and impact they have with other driv- ers and they’re rarely intentionally ignoring or breaking road laws. This new board will bring the parallel industries together with members from both sides of the “road” – law enforcement and the trucking industry. Each member brings a unique perspec- tive to the table, including retired law enforcement officers who are now working in the trucking industry and vice versa.
Our goal is to protect truckers – but also improve public safety for all drivers on the road. At LEAB, we are focused on
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History of the Asia Pacific Chapter Cindy Reed THE HISTORIAN'S SPOTLIGHT
Coast in Queensland, Australia. Commissioner Atkinson could see the importance of international law enforcement networks, particularly in our Asian region. He was motivated to re- energize the Chapter. In 2003, the FBINAA graduates of the Queensland Police Service hosted what would be the largest law enforcement conference to be held in Australia. The conference was open to all FBINAA members, graduates and Australian law enforcement. It was such a resounding success there was not one volunteer country willing to host the next conference scheduled for 2005. Fortunately in 2005, the Asia Pacific Chapter’s President and Secretary were invited to the Chapter Officers meeting at Quantico. This is the first time this meeting was funded to host other Inter- national Chapters. FBINAA President Mark Willingham welcomed Inspectors Mike Sparke and Des Lacy to the meeting. At that meet- ing there was no plan to host a 2005 retraining conference for the Asia Pacific Chapter. The enthusiasm of Mr. Willingham was passed on to Des Lacy who, in that year, became the Secretary of the Asia Pacific Chapter, a position he holds to this day. With the help once again of Commissioner Atkinson a conference was held in Bris- bane, Australia. It was a very small conference with 66 graduates in attendance. With the assistance of the master negotiator, Tom Colombell, former Executive Director for the FBINAA, this confer- ence set the enthusiasm for annual conferences across the length and breadth of the Asia Pacific Chapter. Since 2005 the Asia Pacific Chapter has hosted successful conferences every year until COVID caused the cancellation of the 2020 and 2021 retraining conferences planned for Malaysia. The Malaysia conference has been rescheduled to June 2022. The forced COVID break of two years has not reduced the enthusiasm of our Chapter members. Hosts for conferences after 2022 have not yet been determined due to the COVID chaos. The Asia Pacific Chapter remains strong and will continue hosting annual conferences. Work is underway now to secure locations. The success of our journey to host meaningful educational networking pro- grams for our members and guests in the Asia Pacific Chapter is attributed to our partners, the FBI, Pacific Command and the FBINAA. We have also established a strong sponsorship group who continually support our Chapter. Many thanks to Des Lacy, Secretary-Treasurer of the Asia Pacific, for providing this background on his chapter.
I n 1984 the concept to establish a second International Chapter of the FBI National Academy Associates was floated by several graduates including Australia’s Detective Chief Superintendent Malcolm Evans (Session 111) and our inaugural Chapter President, Deputy Director General Vasit Dejkunjorn (Session 75) of the Royal Thai Police. It took another two years before the first Asia Pacific Chapter conference would be hosted in the Grand Palace Hotel, Pattaya, Thailand in January 1986. That was just 3 years after the first International Chapter had been created in Europe. The conference was coordinated by Colonel Thasanai Prajanuraks ( Session 102) and welcomed 86 attendees over- all from 11 nations. The Association President Richard Amiott attended as did FBI Director Judge William H. Webster and FBI Deputy Director Oliver “Buck” Revell . The practice of selecting the Chapter President from the graduates of the country hosting the conference is still maintained today. This ensures that the Chapter President has significant ‘buy in’ during the planning and execution of the activities associated with a training conference. During the development of the Asia Pacific Chapter’s Char- ter, it was decided that a retraining conference would only be held every second year. The Chapter worked hard to ensure that dedicated graduates frommany of the Asia countries supported the training program. As such over the next decade retraining conferences were held in:
• Singapore 1988; • Thailand 1990; • West Australia 1992; • Japan 1994 and • Queensland, Australia 1996
The 1998 conference was bound for Indonesia, however the Asian Financial crisis had a huge impact on Indonesia. In 1998 after 30 years in power, Indonesian President Suharto was forced to step down on 21 May 1998 in the wake of widespread rioting that followed sharp price increases caused by a drastic devaluation of the rupiah. No Chapter retraining conference took place in 1998 and the momentum of a thriving chapter was sig- nificantly impacted. The host of the 1996 conference and proud graduate of Session 157, Queensland Police Commissioner Bob Atkinson , called together the Queensland Police graduates and floated the idea to host another Chapter Conference on the Gold
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