FBINAA JANFEB MAG.2019

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IN SIDE

F B I N A A . O R G | J A N / F E B 2 0 1 9

F E A T U R E S 8 The Clear Value of Data Sharing – Stuart K. Cameron

12 2018 FBINAA Membership Survey Results 14 FBI National Academy A Photo Essay – Jim Lockard , FBINA #269 21 Below 100 Q&A 22 Are We Building Relationships in All the

Right Places? – Ken Savano

C O L U M N S 4 Association Perspective

7 National Office Update

24 Chapter Chat

25 Academy News

27 A Message from Our Chaplain

28 Historian’s Spotlight

E A C H I S S U E 6 Strategic / Academic Alliances

A D I N D E X – San Diego University

PHOTO CREDIT: BBBSTAMPABAY.ORG

20 CRI-TAC 26 Verizon – JFCU

EXECUTIVE BOARD Association President, Section I / JOHNNIE ADAMS Chief, Santa Monica College (CA), jadams@fbinaa.org Past President / SCOTT DUMAS Chief, Rowley Police Department (MA), sdumas@fbinaa.org

Representative, Section III / GRADY SANFORD Chief Deputy, Forsyth County Sheriff's Office (GA), gsanford@fbinaa.org Representative, Section IV / BILL CARBONE Lieutenant, New York City Police Department (NY), bcarbone@fbinaa.org

Chaplain / JEFF KRUITHOFF Chief, City of Springboro (OH), jkruithoff@fbinaa.org

1st Vice President, Section II / KEVIN WINGERSON Assistant Chief of Police, Pasadena Police Dept. (TX), kwingerson@fbinaa.org

Historian / PATRICK DAVIS Chester County Department of Emergency Services (PA), pdavis@fbinaa.org

2nd Vice President, Section III / JOE HELLEBRAND Chief, Brevard County Sheriff’s Office (FL), jhellebrand@fbinaa.org

FBI Unit Chief / CORY MCGOOKIN Unit Chief, National Academy Unit (VA)

3rd Vice President, Section IV / KEN TRUVER Chief, Borough of Castle Shannon (PA), ktruver@fbinaa.org

Executive Director / HOWARD COOK FBINAA, Inc. National Office (VA), hcook@fbinaa.org

Representative, Section I / TIM BRANIFF Undersheriff, Thurston County Sheriff’s Office (WA), tbraniff@fbinaa.org Representative, Section II / SCOTT RHOAD Chief/Director of Public Safety, University of Central Missouri (MO), srhoad@fbinaa.org

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FBINAA ANNUAL TRAINING CONFERENCES | SAVE THE DATE

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Jan/Feb 2019 | Volume 21/Number 1 The National Academy Associate is a publication of the FBI National Academy Associates, Inc.

F B I N A A . O R G | J A N / F E B 2 0 1 9

Howard Cook / Executive Director, Managing Editor Suzy Kelly / Editor

2019 COMPREHENSIVE OFFICER RESILIENCY TRAIN-THE-TRAINER PROGRAM

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: skelly@fbinaa.org. Submissions may vary in length from 500-2000 words, and shall not be submitted simultaneously to other publications. Email Chapter Chat submissions to Susan Naragon: snaragon@fbinaa.org by the 1st of every even 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.

LOCATION

DATE

MARICOPA, AZ

JAN 28-30, 2019

MEMPHIS, TN

FEB 11-13, 2019

Photographs are obtained from stock for enhancement of editorial content, but do not necessarily represent the editorial content within.

PITTSBURGH, PA

FEB 18-20, 2019

ADDISON, IL

MAR 11-13, 2019

EDITORIAL DEADLINE

ADVERTISING DEADLINE

PUBLICATION DATE

ISSUE

SARASOTA, FL

APR 1-3, 2019

JAN/FEB

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For additional information, contact John Kennedy at jkennedy@fbinaa.org.

On the Cover: Photo by Jim Lockard, FBINA #269. See Jim’s photo essay from his session on pages 14-17.

ASSOCIATION PERSPECTIVE

Johnnie Adams

Dear Fellow Associates!

T he beginning of the year started with a couple of obstacles, first the government shut down postponed our Chapter Of- ficer Leadership Summit but it is back on track with representa- tives from all chapters arriving in Quantico during the weekend of March 9th. I know that their dedication and commitment will help to move our organization forward. We will be discussing the upcoming National Conferences, sharing best practices and talking about the importance of engagement. Engaging with our member- ship is a key focus of our organization and we are currently in the Beta testing phase of the new FBINAA Connect App . I would like thank Verizon Wireless for their generous support with this App. Without their generosity, we would not be able to bring this im- portant tool to our membership. The key features surrounding this App centers around communications. You will be able to engage with others in “group” discussions, and private chats similar to the standard messaging systems you see on most phones. News feeds will be current with up to date information and you will have ac- cess to upcoming training opportunities and events. We will have a resource library, which our members will contribute to in order to strengthen and share best practices, and we will post job openings for you to consider in your future endeavors. I believe this will bring us to another level to communicate with our membership. The government shutdown also affected the scheduling of our Africa/Middle East and our Latin American/Caribbean confer- ences. The FBI International Operations Division is working tire- lessly to get those back on track so that you can take advantage of these training opportunities and we will post themon our website as soon as we get the location and dates. Our Officer Resiliency, Safety andWellness program is in full swing and we are making a difference with our programs. Our first forum is set for March 7-8, 2019 and has over 125 attendees. The state of New Jersey recently adopted our program to train fellow officers on the four domains of mental, physical, social and spiri- tual wellbeing. Each of the trainers have gone through our pro- gram, which recently received the NCP Seal of Excellence from the International Association of Directors of Law Enforcement Certifi- cation Program. I have provided a link to their website and as you can see, they are like a National POST certification agency. Youmay have recently seen that the Executive Board voted to support the revisions that Congressman Bacon (R-Neb) proposed under the new LEOSA Reform Act . This is a Public Safety and Law Enforcement Safety matter, which we fully support to better pro- tect our communities and members. If you get the chance to visit the Academy check out the newHistory Wall of the National Acad- emy and Association just outside our National Office. Contact our Executive Director Howard Cook in advance to gain access to the facility. It truly highlights the growth and impact that the National Academy has given to our profession. http://iadlest-ncp.org/

Finally, I would ask that you take some time to renew your membership and to help us to grow our Association, this year marks the 25th year as an incorporated association and with your help, we can increase our numbers even further. Reach out, talk to a fellow session mate, friend or colleague, and urge them to take advantage of the benefits associated with being a member of “The World’s Strongest Law Enforcement Leadership Network.” Take care and stay safe!

Sincerely,

Johnnie Adams, President FBINAA Chief, Santa Monica College Police Department FBINA #222

4 F B I N A A . O R G | J A N / F E B 2 0 1 9

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6 F B I N A A . O R G | J A N / F E B 2 0 1 9

NATIONAL OFFICE UPDATE FROM THE EXECUTIVE DIRECTOR

While Marketing and Communication are our eyes and ears, it is you, our Membership, which is the Association’s lifeblood. Without you, we wither on the vine. Everything the Association works to accomplish, we do so for our members. Some key mem- bership accomplishments in 2018 included: • Conducted a survey of all members and Chapter Officers to pave the way for the direction of the Association based on your feedback. • Ensured our member information and our ability to service you is up to date with industry standards which prompted the need for a database upgrade. • A complete FBI National Academy Graduate Directory. • Hiring of a part-time assistant to provide real time member service. • Designed the new FBINAA Connect App. This hands-on smart phone utility will be used to support our membership, provide you with the latest, relevant NEWS feed and timely content to keep you up to date on all the latest Association and Chapter happenings. Launch date is scheduled for the 2019 Chapter Leadership Summit. Other areas, such as our Retail Operations, saw significant growth and changes in efficiencies, all to provide you with the best online shopping experience with ease of use, product offer- ings and custom session specific items. I have worked closely with our executive board and nation- al office staff, our sponsorship partners and our membership to make the transition as seamless as possible to insure the contin- ued growth and development of the FBINAA. So we say goodbye to 2018 and we look back with a sense of pride at all we accomplished in the old year. We have reached an end. However, we are also at a beginning. A beginning of new op- portunities to serve you, our members, in 2019 and beyond. I look forward to continuing to serve our members and what the future brings for this great Association.

F B I N A A . O R G | J A N / F E B 2 0 1 9

Howard Cook

A s we start 2019 with all of its opportunities to grow and better ourselves, it's only fitting that we look back at all the Association's accomplishments in 2018. EDUCATION AND TRAINING This is the Association’s Mis- FBINAA Year in Review

sion, “Impacting communities by providing and promoting law enforcement leadership through training and networking.” By join- ing together and exchanging best practices and key learnings, we become stronger as a group. In 2018, we did just that and more. Some of the highlights included: • The Quebec City Conference, which included almost 40 hours of law enforcement training sessions. The Conference received a favorable rating of 93% for the attendees. • Renewed and fulfilled the Motorola Officer Safety & Wellness Grant. • Achieved the National Certification Program Seal of Excellence from the International Association of Directors of Law Enforcement Standards and Training for our Comprehensive Officer Resilience Train-the-Trainer Program, which provided each attendee 36 hours of In-Person credits. • Conducted several webinars across many disciplines for a total of 2,000 law enforcement executives trained across the law enforcement profession. • As a global Association, we conducted over 380 hours of education and training to more than 5,200 members across 48 Chapters. • The FBINAA also executed the CRI-TAC grant with eight partners. Keeping our members informed of everything the Associa- tion is involved in is also a critical service. Marketing and Com- munication are our eyes and ears with our members. Some forms of outreach are obvious and in the forefront... others are more subtle but equally important and impactful. In 2018, we: • Redesigned the website homepage for a cleaner, easier-to- navigate member experience with increased engagement. • Completely refreshed the FBINAA Brand Standards which included Brand Standard Guidelines . As stewards of the FBI National Academy seal, we are responsible for the correct use from a national standpoint, including our Chapters and the sponsor partners. Marketing also provided support for Education and Training , Membership, Sponsorship, and our Retail Operations all in an effort to provide you, our members, with the tools and resources you need at the National, Section and Chapter level.

Sincerely,

Howard M. Cook FBINAA Executive Director FBINA #224

8 F B I N A A . O R G | J A N / F E B 2 0 1 9

THE CLEAR VALUE OF DATA SHARING STUART K. CAMERON

F B I N A A . O R G | J A N / F E B 2 0 1 9

Suffolk County is located on Long Island, one county removed from New York City. Suffolk is the sec- ond largest county in New York State with 912 square miles of land area. The majority of the roughly 1.5 mil- lion residents of Suffolk County are served by the Suffolk County Po- lice Department which was formed in 1960. With approximately 2,500 sworn members the Suffolk County Police Department is one of the larg- est municipal police departments in the United States and the largest in New York State. T he Suffolk County Police Department was created after a referendum vote to combine five town and several village departments into one unified county agency. Other areas of the county continue to be served by five other town departments and thirteen village departments, however over 1.3 million of the county’s residents are served by the county police, who also pro- vide some services countywide, such as aviation and homicide services. Part of the impetus to create the county department was three homicides that had been committed in what were at that time different jurisdictions. A lack of cooperation and information sharing by the individual departments that were handling each investigation confounded and impeded solving these crimes and apprehending the offender. Fast forward fifty-nine years and you will note that effective internal data sharing has led the Suffolk County Police Depart- ment to achieve record low crime rates, with violent crime down over twenty-two percent in 2018 alone. The department had ad- opted an intelligence led policing model several years prior and it continues working to make it better and more effective. Crime trends and crime patterns are rapidly identified and the informa- tion is effectively pushed out to the field to allow officers to be much more effective than they have been in the past.

Crime trends are clearly delineated criminal activities, not necessarily uniquely committed by a single individual or group of individuals. Crime trends are often regional and they can be na- tional and even international. An example of a widespread crime trend is the dramatic rise in metal thefts that occurred several years ago which was spurred primarily by the increase in the value of scrap metal. Various individuals were motivated to steal items ranging from copper plumbing in unoccupied homes to manhole covers and catalytic converts. These items were converted to cash by metal recyclers and were often fungible and difficult to trace. Crime patterns on the other hand are formed when similar modus operandi are observed indicating that an individual or group are committing similar crimes in a defined area. Statistics show that a handful of individuals commit a large amount of the crime. Detecting these patterns, analyzing available data and pushing it out to front line personnel to act on can result in laser focused policing and dramatic crime reductions. Crime patterns can exist within defined crime trends, such as the theft of catalytic converters using a similar method, which can be identified from among various other metal thefts. Similar to many other municipal law enforcement agen- cies in the United States, the Suffolk County Police Department has prioritized overall crime reduction, targeting gang activity and combating the effects of the opioid crisis among the critical objectives for the department. A great deal of success has been achieved on all three issues by utilizing a well-structured internal data analysis and sharing model. Thirty years ago patrol officers in the department would re- ceive periodic “daily” bulletins that would provide raw informa- tion on several types of felony crimes that had been committed in the precinct in which the bulletin was prepared. These bulle- tins were often updated three or four times a week and simply contained a raw list of certain crimes that had occurred during a defined period with no additional details or analysis. Aside from manually identifying the crimes that had occurred in your patrol sector this information was of very limited use. Crimes are now analyzed by the department’s Criminal Intel- ligence Section looking for commonalities that may indicate that a crime pattern is underway within the police district. Once a de- termination has been made that a crime pattern exists detailed briefing reports are prepared summarizing each incident in the pattern, including when and how they occurred and highlighting similarities. Recently the department’s Information Technology Sec- tion created an information portal to more effectively distribute information to the officers working in the field. This portal was continued on page 10

continued from "Data Sharing" page 9

built entirely in house and was recognized with a National As- sociation of Counties achievement award. Prior to the creation of the portal, information was primarily sent to the mobile data computers in cars using a mobile messaging application, similar to email. While this process did get limited information out, it was less organized and often overwhelming in volume when an officer returned from being off and would receive a large amount of mes- sages all at once. If messages were deleted, it was often cumber- some to retrieve the information. The department’s new portal allows information to be sorted and organized in a far more effective manner and includes a myr- iad of features such as, messaging, multi-name look up, access to the sex offender registry, discharged inmates, crime alerts, license plate reader data, article tracking, mapping capability and access to training videos. Due to the size of Suffolk County most of the patrol officers relieve in the field and not at police precincts. As a result there is no opportunity to provide roll call briefings. Another useful feature of the portal is the ability to provide virtual roll call briefings to inform officers of important information when they come on duty. The new portal provides unprecedented access to information and intelligence right in the department’s patrol cars. The release of the new portal coincided directly with another technology enhancement that the department had been working on, replacement of mobile data computers. The department first installedmobile data computers in its patrol cars back in 2000 and this replacement cycle would launch the fourth generation of in- car computers. The first three generations where nearly identical, ruggedized laptop computers which were locked in place within each patrol car. Only members of the department’s IT Section could remove the computers. Each generation had lasted five to six years and they were replaced after warranty coverage had lapsed and computers began to fail due to near continuous us- age in harsh weather conditions. The fourth generation computer would be different, both in the system itself and the methodology used to select it. The command staff of the department felt very strongly that it was time to allow officers to become truly mobile with their computers. After extensive research a variety of systems were built out and field tested on patrol. Feedback was obtained from the officers who utilized these systems. This input played a large part in the final selection of a Dell brand tablet computer that could be removed for the patrol car while remaining fully func- tional. This enhanced mobility greatly improved upon the value of the new portal as it was now accessible virtually anywhere that an officer could bring his tablet. Much like the public had tran- sitioned from desktop computers to smartphones for increased flexibility, the department had finally made a similar transition. While internal data analysis and sharing is essential to intel- ligence led policing, it doesn’t stop there. Cross jurisdictional data sharing is also critical to effectively reducing crime. Crime often crosses jurisdictional boundaries, as had been the case with the three homicides that occurred shortly before the Suffolk County Police Department had been established. This type of data sharing is more important than it has ever been with the potentially devas- tating threats now facing communities in the twenty first century, such as acts of terrorism, active shooter attacks and school safety concerns. Prevention is the optimal goal when dealing with these catastrophic incidents and prevention relies heavily upon internal and cross jurisdictional data sharing. The risks associated with not sharing information are grave and unforgivable.

Many of the most prolific crime patterns that the Suffolk County Police Department have dealt with recently involved opi- oid addicted individuals who need cash each and every day to feed their habit. They often commit crimes in numerous jurisdictions and in fact many recent crime patterns in Suffolk County have in- volved crimes committed in neighboring Nassau County or in the jurisdiction of the town and village departments that still police the eastern portion of Suffolk County. The failure to freely and rou- tinely share intelligence is akin to working blind. Analogous to as- sembling a jigsaw puzzle, the more pieces that you have available, the greater the likelihood of discerning the image. One department may possess a critical piece of information, such as the type of ve- hicle used during a crime pattern, which may immediately allow a neighboring department to identify a potential suspect due to greater familiarity with the suspect and their vehicle. Due to the effectiveness of the department’s portal in dis- seminating intelligence, a modified version was created and made available for associated law enforcement agencies within Suffolk County. This ensures a two way data exchange while pro- viding a product that these departments would likely have been unable to obtain otherwise. In a similar fashion the Suffolk Coun- ty Police Department also made their license plate reader data storage servers available to all departments in Suffolk County a few years ago. This not only allowed all of the participating agen- cies to share each other’s data, it also allowed departments to save money on data storage which could instead be invested in mobile license plate readers, thereby increasing data collection and improving efficiency. Suffolk County has been deeply affected by the opioid cri- sis like many other communities across the country. Dealing with this crisis is yet another area where enhanced data sharing is ad- vantageous. The department was able to obtain a federally fund- ed data analyst from the High Intensity Drug Trafficking Area (HIDTA) program. This analyst tracts and maps overdose trends so that patterns can rapidly be detected. This has allowed the de- partment, for example, to detect dealers pedaling highly potent Fentanyl and to obtain emergency search warrants to prevent ad- ditional overdose deaths from occurring. Suffolk County was one of the first departments nationally to input data into the new HIDTA ODMAP , a nationwide mapping database to graphically show regional and national overdose trends. Having the capability to view other agency’s overdose data allows the department to see trends and prepare before they impact locally. Drug dealers are not restricted by jurisdic- tional boundaries either, so having a regional view of overdoses is a key element to combating this crisis. As the impact of the opioid crisis worsened in Suffolk County the department transitioned from documenting overdoses on their standard online aided case report to documenting overdoses on a newly created online re- port entitled aided case overdose to assist in tracking them. This report was eventually supplemented by a more detailed paper overdose report to capture additional details. Adding the neces- sity to have patrol officers input this information into the HIDTA ODMAP program would have added yet another step and it could have been somewhat burdensome, but providing real time data was essential. Once again the department’s IT Section rose to the occasion, creating a new online report that combined the former online and paper reports, while at the same time automatically submitting data into the HIDTA ODMAP programonce the report is completed. This enhanced data collection and analysis effort ac-

continued on page 30

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R E G I S T E R T O D A Y !

PHOENIX, AZ JULY 20-23 HOSTED BY THE AZ CHAPTER FBINAA2019.COM

2 0 1 9 | F B I N A T I O N A L T R A I N I N G C O N F E R E N C E & E X P O

2018 MEMBERSHIP SURVEY RESULTS AND SUMMARY REPORT

The FBINAA developed the 2018 Mem- bership Benefits Survey for the purpose of better meeting the needs and expec- tations of FBINAA members. The focus was to request and document the mem- bers’ input and feedback on the execu- tion of the Mission Priorities for the As- sociation in the following areas: • Professional Leadership Development • Global Law Enforcement Relationships and Collaboration • Advocacy • Sustainability O ur goal is to listen to our members’ needs and provide them the most effective and cutting-edge services, networking, education and training opportunities for their professional enrich- ment. The results of this 2018 Membership Benefits Survey will ensure that the national office allocates resources to the highest priorities and work together with FBINAA Chapters in providing outstanding service and programs to all members. The survey will also allow national office staff to track the progress that is made in the areas that have the highest member demand and impact. DESCRIPTIVE REPORT OF THOSE SURVEYED The survey was sent to 14,761, 1,925 responded for response rate of 13%. Ninety-three percent of the respondents have been in law enforcement for 20+ years while 6.43% have been in law en- forcement 11-20 years. Fifty-three percent of the respondents are currently employed. The highest level of education completed reports were: 3.3% Doctorate degree, 38.32% Master’s Degree, 38.23% Bachelor’s Degree 38.82%, Associate’s Degree 11.13%, and High School Diploma/Equivalent 8.52%. Ninety-four percent of respondents are male, 6% female. Eighty-nine percent of re- spondents are White/Caucasian, 3% African American, and 3% His- panic/Latino. The age breakdown of respondents consisted of: less

than 1% are 25 to 34, 6.5% are 35 to 44, 35.9% are 45 to 54, 31.17% are 55 to 64, 21.97% are 65 to 74, and 6.16% are 75 or older. MOST VALUED SERVICES AND BENEFITS In this survey, members were asked to rank the member benefits they found the most useful. Value was based on a scale of highest value/priority to least value/priority.

3.9

3.6

3.3

Access to Member Directory

FBINAA Global Network FBINAA Associate Magazine FBINAA Bi-Weekly Newsletter

Training Conferences/Webinars

Rated on a scale from 1-5, 1 being the least important, 5 being the most important

FBINAA PRIMARY FUNCTION

4.4

4.2

4.1

3.8

Global Networking

Training

Advocacy

Fraternal Gathering

Career Development

Rated on a scale from 1-5, 1 being the least important, 5 being the most important

The value of the quality of member networking is rated high. Members rated networking as 87% excellent or good. The pri- mary motivation for being an active member is:

• Professional Development • Networking • Advocacy • Promotion/Resume Builder • Alumni Affinity for FBI National Academy

continued on page 13

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continued from "Survey Results" page 12

MEMBER ENGAGEMENT

F B I N A A . O R G | J A N / F E B 2 0 1 9

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

67.3%

45.8%

45.9%

% of Members

43.1%

% of Members

32.3%

27.1%

30.3%

10.6%

7.1%

9.3%

Chapter Events National Events

Website

Association Communications

Social Media

Leadership/Management OfficerSafety/Wellness

LifeAfterLaw Enforcement

Active Shooter/Off-Duty- Retired

Active Shooter/Mass Casualty

RESPONDERS 1,236

843 792 593 557

RESPONDERS

853

113 198 504 174

FBINAA BRAND STORE

COMMUNICATION

THE FOLLOWING ARE THE PREFERRED PRODUCTS ON THE FBINAA WEBSTORE: • TONE ON TONE (SUBDUED) NA LOGO PRODUCTS • TACTICAL PRODUCTS • SPECIALTY GIFTS ITEMS (CHILD, SPOUSE, ETC.) • BLUE LINE ITEMS • PERSONALIZED ITEMS (NAME AND/OR SESSION/ Chapter logo)

MEMBERS PREFERRED TO RECEIVE INFORMATION FROM THE FBINAA NATIONAL OFFICE VIA EMAIL, FBINAA WEBSITE AND NEWSLETTER.

WHEN ASKED IF FBINAA MEMBERS WOULD PAY AN ADDITIONAL SUBSCRIPTION FEE TO RECEIVE A PRINT COPY OF THE NATIONAL ASSOCIATE MAGAZINE, 63.2% STATED THEY WOULD NOT BE INTERESTED.

MEMBERS PREFERRED THE ACCESSIBILITY TO FBINAA PRODUCTS ON THE FBINAA WEBSTORE.

The next graph indicates which member discounts on vendor products and services are most preferred.

SUMMARY Overall, there was a high response rate to this membership survey. One thousand nine hundred twenty-five (1,925) members responded or 13% of the membership. Valued services and ben- efits of FBINAA membership were evenly dispersed with the high- est benefits being Training Conference, Webinars, & Other Events (Chapter and National Conferences) and Accessing the Graduate/ Member Directory. Members placed a high value on discounts offered by vendors on flights/autos/vacation/hotel discounts. The most significant function of the FBINAA is Training followed closely by Global Networking and Career Development. The value of networking is rated as excellent or good by over 87% of FBINAA members. The primary means of member engagement was Chap- ter Events. Accessibility to FBINAA products on the FBINAA Online Brand Store was rated the highest. Leadership and Management Issues are the greatest education and training interests. Over 84% of respondents preferred e-mail communication as their preferred method of receiving information from the FBINAA. Members are satisfied with the amount and quality of information provided to them from the FBINAA. Thank you for participating in the 2018 FBINAA Membership Survey. The results of the 2018 Membership Benefits Survey can be found at www.fbinaa.org.

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

61.9% 62.0%

39.6%

% of Members

25.5%

23.8%

13.5%

Hotel Discounts

Health Insurance

Dining Discounts

Retail Discounts

Phone Service

Flight, Auto &

Vacation Discounts

RESPONDERS

991

992 215 380 633

408

87% OF MEMBERS RATE THE NETWORKING WITHIN THE ASSOCIATION AS EXCELLENT/GOOD.

EDUCATION & TRAINING Members indicated that their top preferences in Education and Training included:

"The Portico" at the FBI National Academy.

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FBI NATIONAL ACADEMY A PHOTO ESSAY JIM LOCKARD/FBINA #269 “The Portico” was shot during the first week of the 269th Session of the FBI National Academy, July 2017. My roommate, Jorge Perez , and I were out ex- ploring the campus and when we returned I looked up and was taken aback by the image in front of me. I looked at the FBI seal and realized where I was standing and thought about the thousands of men and women that had come before me and those that were to come in the future. That week brought all of us many challenges and the beginning of the most amazing 10 weeks of our law enforcement careers.

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T he people you meet at the FBI Academy will change your life forever. As our time here passes “The Portico” was the re- lief of my 10 years of waiting to attend, a symbol of being home after weekends away, and the sight you look back to see as you are leaving the Academy after graduation. The original image was donated to the silent auction of the 269th session and later sold in various sizes to benefit our charity, COPS. After leaving the NA I re- alized just how much the FBI National Academy Associates works to support its members. “The Portico” was released to the NAA to sell prints and now all proceeds from the sale of this image will go to support the NAA and each of its members and programs. “The Portico” serves as a gateway to changing your career and your life. Alongside “The Portico” is the FBI Academy Administration building. After several shots of the building and packing up my camera, Jorge laughs and tells me “the lights just came on.” Not wanting to miss the fountain and flags with accent lighting, I sat my camera on the sign for the administration building and got this shot. All proceeds from this image will benefit the FBI NAA as well. It is an honor to have my images for sale via the NAA and knowing that the proceeds will benefit law enforcement officers worldwide is an amazing feeling. Thank you for supporting the FBINAA. About the Author: My career began as a Bel Air Police Explorer (Post 9010) in the early 1980s; after a few years in sales I returned to my chosen career as a seasonal police officer in Ocean City, Maryland in 1991 followed by a year in the Baltimore Police Department. My 25 plus years with the Bel Air Police Department provided me with many opportunities that only small agencies can provide; extensive training, mul- tiple responsibilities, and wearingmore than a few hats at one time. I was honored to have had the opportunity to attend the National Academy 269th Session along with the privilege to contribute to the National Academy Associates.

N2000 film camera, I took a break for a few years and broke down and got my first DSLR from a local news reporter, a Nikon D80. After several years, a few more cam- eras and more than a few too many paychecks worth of gear I am now a semiprofes- sional photographer. I began to take photos more as a relief from the stressors of police work and that eventually turned into my semiprofessional photography work. While at Quantico, I was honored by my classmates to photograph so many events and functions. “The Portico,” which is for sale at the NAA store at Quantico, has been my favorite photo frommy time at the NA. I donate 4 prints a year for silent auctions and fundraisers. To say being asked to contribute to this publication is an honor is an understatement, but this would not be possible if not for the amazing 269th session that I now call family. The NA is the most amazing 10 weeks of my career and the op- portunity of a lifetime. I want to thank Bill Ryan 137th Session for his encouragement to attend the NA, it only took me 10 years to get there and to SA Rob Hallman 242nd Session for never giving up on getting me to Quantico. continued on page 16

Photography was a hobby that got a bit carried away with my daughters’ high school and college field hockey careers. I began taking photos in themid-1980s with a Nikon

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By the field, for the field

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This project was supported, in whole or in part, by cooperative agreement number 2017-CR-WX-K001 awarded by the U.S. Department of Justice, Oce of Community Oriented Policing Services. The opinions contained herein are those of the author(s) or contributor(s) and do not necessarily represent the ocial position or policies of the U.S. Department of Justice. References to specific individuals, agencies, companies, products, or services should not be considered an endorsement by the author(s) or the U.S. Department of Justice. Rather, the references are illustrations to supplement discussion of the issues.

Q & A

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RESPONSES BY ROY BETHGE/EXECUTIVE DIRECTOR JOHN BENNETT/CORE TRAINER, BOARD SECRETARY

What is Below 100 and its mission and vision?

What are the leading indicators that show you how safe agencies are, and where do you see room for improvement?

Below 100 is an officer-safety not-for-profit training organization built around the mission of reducing line-of-duty deaths (LODDs) to less than one hundred per year. The last time this occurred was 1943. To be clear, no line-of-duty death is acceptable. Our goal of less than 100 is merely a starting point and, we believe, an achievable goal. We believe that by focusing on reducing LODDs through training we will also have a dramatic impact on reducing preventable injuries to the men and women serv- ing our communities.

Generally, rates of officer injuries and motor vehicle crashes are a good indicator of where an agency is at with regard to safety, but that can be a rather basic view as agency culture, morale and working environment play key roles as well. Agency crash rates, particularly at-fault accidents and financial settlement numbers are good indicators as well.

What is the philosophy behind the 5 Tenets?

Below 100 developed our 5 core officer safety tenets by examining LODDs and their main causes. In fact, if each LODD is examined through the "lens" of our core tenets, it is often the case where one, if not several, of the tenets were violated. Our philosophy evolves around the tenets -five 'simple' but not 'easy' tenets - being a template against which officers can judge how they conduct themselves in their day-to-day activities. These tenets are simple in that they lack complexity, but not necessarily easy because they require significant effort. For example, as simple as it may be to put a seat belt on, it may not be an easy task for some who have developed the habit of not wearing it through the years. We generally have two types of training courses available. The first is what we call our “Intensive” which is the line-level main course. We also have more than 20 “Core Trainers” who provide train-the-trainer courses to equip others to deliver this life saving training. In the past few years we have added some “Best Practices Symposiums” which explore ways agencies have used Below 100 to reduce inju- ries and line-of-duty deaths. This year we plan to host our first ever Below 100 Conference to bring stakeholders together and find innovative solutions in officer safety training and technology. We’re excited to be working with Below 100 to jointly reduce the line of duty deaths to below 100. How to you see Below 100 and the FBINAA collaborating together in the future? The FBINAA represents many of the top decision makers in law enforcement agen- cies around the nation. Through our partnership we hope to have a greater influ- ence in getting our message out. The FBINAA also adds credibility to Below 100 and our programs while expanding our reach. In addition, this partnership pro- vides a venue for problem solvers and change agents to come together as we work toward making law enforcement officers safer. What type of events to you host throughout the year?

Do you feel that officer resiliency, safety and wellness is a core value in most agencies? If not, why not?

While we do believe that most agencies have a strong focus on these areas, as a profession we are largely failing our officers who have taken an oath to protect and serve. Looking at the data we know that police officer suicide, mental health issues and officer injuries continue to plague our profession. We can and must do more.

What are the biggest obstacles agencies face regarding building a culture of officer resiliency, safety and wellness?

Police officers tend to dislike two things: change, and the way things are. Although a light-hearted way of explaining it, there is a serious undertone in that assess- ment as cultures in law enforcement are very slow to change. This is evident in the LODD trends year after year as we are dying in many of the same ways, year after year. For example, the two leading causes of LODDs most years are motor-vehicle related crashes and felonious gunfire. Albert Einstein defined insanity as quite simply, doing the same thing over and over again, expecting different results. When you look at LE LODDs and the two annual leading causes in the context of this definition, it certainly seems to fit. In this sense, the biggest obstacle seems to be our unwillingness or inability to change our mindset and conduct with regard to preventable deaths.

How do you instill a sense of urgency in getting the line of duty deaths to below 100 each year and how do you maintain it on an ongoing basis?

One of the things that makes Below 100 training so impactful is that the program was designed and is presented to hit officers at the emotional level. We do that not only by our delivery of the material, but by imploring and (hopefully) inspiring officers to realize the impact that even one death has on the stakeholders in that officer's life; to get officers to realize that their life doesn't just belong to them, but to their family, friends, colleagues and members of the community in which they serve as well. We examine the ripple effect that a LODD death has had on those in the lives of the officers who made the ultimate sacrifice.

ARE WE BUILDING RELATIONSHIPS IN ALL THE RIGHT PLACES?

B efore we can get into a discussion based on the question, we must understand the importance of relationship in our pro- fession. We have learned a lot from our past and J. Edgar Hoover said it best when he said, “A society unwilling to learn from the past is doomed. We must never forget our history.” Learning from others in our profession is vital to the creation process of best practices. The history of law enforcement has shaped how we deliver ser- vice today. We do not need to look hard for just how simple our service delivery model should be. In 1829, Sir Robert Peel from the London Metropolitan Police described best practices with the principles of modern day polic- ing. Specifically, Peelian Principle number 7 seems as relevant today as it did then. “Police, at all times, should maintain a relationship with the public that gives reality to the historic tradition that the police are the public and the public are the police; the police being only mem- bers of the public who are paid to give full-time attention to duties which are incumbent on every citizen in the interests of community welfare and existence. (Peel, 1829)” Between 1829 and 2015 our profession has had many defin- ing moments and government sanctioned investigations and re- ports about how our profession served or did not serve our com- munities well. These reports memorialize common failures of our profession that we can never allow to be forgotten. They all point to the same common denominator, the presence or lack of a posi- tive relationship. The Wickersham Commission convened in 1931 looked closely at police corruption in the United States and was the pre- cursor if you will to the creation of the Federal Bureau of Inves- tigation and the FBI National Academy. The commission called for reforms in our profession to combat widespread corruption. (United States History, 2018) In 1963, the Warren Court was convened to look closely at defendant’s rights and the abuses of police using force to coerce statements from suspects. Concluded in 1966, the Warrant Court

KEN SAVANO

Law enforcement executives today have access to exceptional train- ing and historical government sanc- tioned investigations into the rela- tionship between those who serve and those who serve them. To be successful today as a law enforce- ment leader you must pursue the best practices that are continually being cultivated in our profession. We must also never forget our past. We have learned the importance of the relationship between our police agencies and the communities we serve. I ask you to consider this im- portant question; Are we, the law en- forcement leaders of today, building relationships in all the right places?

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23 PHOTO CREDIT: ANDREW JANSEN/NEWS-LEADER

CALIFORNIA PROMOTIONS n George Johnstone , NA Session 263, on his appointment to Chief of Police for the Corona Police Department. n Gary Redman , NA Session 224, on his promotion to Undersheriff for the Amador County Sheriff’s Office. RETIREMENTS n Mark Littlestone , NA Session 254, on his recent retirement from the U.C.L.A. Police Department. n Michael Graychik , NA Session 265, on his retirement from the Los Angeles Port Police Department PASSING n It is with much sadness we report the passing of Frederick (Fred) L. Arthur , NA Session 146, who passed on Dec. 6th, 2018. Following in his dad’s footsteps, Fred joined the Sacramento Police Depart- ment in 1963 and retired as Deputy Chief in 1993. n Also passing in December was former Vacaville Police Chief, Gary Tatum , NA Session 101. After serving in the U.S. Navy, he joined the Palo Alto Police Department where he served for 19 years before relocating to Vacaville where he became the police chief in 1977. Gary retired in 1991. KANSAS/WESTERN MISSOURI PROMOTIONS n Congratulations to Chapter member Vernon Chinn , NA Session 236. The Kansas Attorney General Derek Schmidt announced in January 2019 that he has chosen former Pratt County, KS Sheriff Vernon Chinn to join his office’s Livestock/Brand Investigation Unit as a special agent. n Jim Martin , NA Session 260, started as the new Chief of Police in Glenpool, OK in January 2019. He served with the Douglas County, KS Sheriff’s Office prior to being chosen as the new Chief. n Jeff Hooper , NA Session 213, is the new Chief with the Hutchin- son, KS Police Department. He served previously with the Riley County Police Department. n Dennis Butler , NA Session 223, recently was named Director of Police for the Riley County Police Department in Manhattan, KS. He served previously as the Chief in Ottawa, KS. RETIREMENTS n Sheriff Ray Smee, NA Session 181, of the Graham County Sher- iff’s Office officially retired on December 28, 2018 after 39+ years of law enforcement service. Submit chapter news on the Chapter Chat Submission Form by the 1st of every even month. Please attach to the email high-resolution digital .jpg or .tif photos to: Susan Naragon | snaragon@fbinaa.org . CHAPTER CHAT The intent of this column is to announce Promotions, Retirements and Deaths for the Chapters. Please find expanded Chapter Chat on our website www.fbinaa.org under the current Associate Magazine issue to stay up-to-date on what's happening in our 48 Chapters.

MARYLAND/DELAWARE PROMOTIONS n

Donald Gividen , NA Session 266, was promoted to the rank of Major of the Harford County Sheriff’s Office on February 14, 2019. MICHIGAN PROMOTIONS n Former Wayne Police Chief Alan Maciag , NA Session 251, has joined the Northville Police Department as Police Chief. n Major Jeff McCutchen , NA Session 257, was appointed interim Chief of Police at the Oxford Police Department effective February 1, 2019. Jeff will be filling in for Chief Joey East, NA Session 229, who is taking a leave of absence to run for Sheriff of Lafayette County. RETIREMENTS n Chief Investigator Scott McIlrath, NA Session 248, has an- nounced his retirement from the District Attorney’s Office of Jack- son, George, and Green Counties. He announced his retirement effective January 7, 2019. NEW YORK STATE/EASTERN CANADA PROMOTIONS n Erik Hernandez , NA Session 237, with the NYPD was promoted to Deputy Inspector. NORTHWEST RETIREMENTS n Assistant Chief Kathy Wuorinen , NA Session 192, retired from the Saint Paul Police Department 34 years in law enforcement. n Congratulations to Assistant Special Agent In-Charge Ann Saun- ders on her recent retirement and thank you for being such a great friend and supporter of the Northwest Chapter. WASHINGTON PROMOTIONS n Kyle Kolling , NA Session 268 promoted from Lieutenant to Chief of the Clyde Hill Police Department on August 1st, 2018. n Steve Shumate , NA Session 246, left the Grays Harbor County Sher- iff's Office as the Chief Criminal Deputy after 29 years of service and took over as Chief for the Aberdeen Police Department on July 16. n Bryan Jeter , NA Session 211, retired from Puyallup PD in Janu- ary 2018 and then came out of retirement in June to return to Bon- ney Lake PD as the Chief of Police . n Rafael Padilla , NA Session 240, is now the Chief in Kent PD. n Ken Thomas , NA Session 232, is now the Chief in Des Moines PD. n Mike Villa , NA Session 224, is now a Deputy Chief at the Port of Seattle PD. RETIREMENTS n Greg Wilson , NA Session 219, Mountlake Terrace Police Chief Greg Wilson resigned, effective Nov. 19. n Eric Robertson , NA Session 199, has retired as Administrator/ CEO of the Valley Regional Fire Authority, having served there nearly 12 years. n Lt. Mike Johnston , NA Session 256, retired after 36 years with the Bellingham Police Department and says he is enjoying the experience. MISSISSIPPI PROMOTIONS

LOUISIANA PROMOTIONS n

Robert (Bobby) Webre , NA Session 230, was sworn in as Sheriff of Ascension Parish on January 3, 2019 with his inauguration on January 10.

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