COMMAND POST · 2020. 1. 16. · our new Executive Board and the Board of Directors in 2020. ... FROM THE EXECUTIVE DIRECTOR / Chief Edward J. Tolan, Ret. It is with a heavy heart

By Ralph Brown

Whether you are an officer, chief or sheriff, you and your peers face similar chal-lenges. Competing priorities from the national stage, state legislatures, and local councils and boards of supervisors have caused the policing profession to experience a tremendous change in how to accomplish its mission. The implementation of these priorities causes staffing issues, additional training and the reprioritization of re-sponsibilities. The implementation of change requires courage and forward-thinking, otherwise, police leaders risk becoming irrelevant.

Resources can help with the implementation of new priorities. Recently, the U.S. Department of Justice Office of Community Oriented Policing Services (COPS Of-fice) developed the Law Enforcement Best Practices: Lessons Learned from the Field guide (full report available below). Experts and practitioners from across the country produced this document to provide advice to law enforcement leaders, sup-port staff and others in the profession to help implement organizational change.

With the introduction of sophisticated technologies, policing has become more complex.

CRISIS INTERVENTIONThe Crisis Intervention Team (CIT) model was developed in 1988 in Memphis,

Tennessee, after an officer-involved shooting of an individual experiencing a mental health crisis. Today, CIT training is part of the national law enforcement vernacular. Many states have enacted legislation requiring officers to receive CIT training. Califor-nia incorporates aspects of CIT in the basic academy and the field training program. Additionally, there are numerous in-service, POST-certified courses available to im-prove the safety of both law enforcement personnel and persons in crisis.

THE GUIDE DESCRIBES CIT BEST PRACTICES THAT INCLUDE:• Developing strong community partnerships;• Treating CIT as a program and not just training;• Training enough employees in CIT to cover every shift;• Seeking volunteers to participate in the CIT program;• Training all front-line personnel in the basic level of mental health awareness;• Remembering to train dispatchers in CIT.

Agencies that have embraced a CIT program like the San Diego Police Department and the Visalia Police Department both partner with local stakeholders and embrace training to develop a successful program.

EARLY INTERVENTION SYSTEMS Law enforcement leaders know that a small percentage of officers are responsible

for a disproportionate share of complaints and other incidents that make the news. An example of this can be found in several articles published in California newspapers,

COMMAND POSTMAINE CHIEFS OF POLICE ASSOCIATION NEWS BRIEFS

P.O. Box 2431 • South Portland, Maine 04116-2431 • www.mainechiefs.com email: [email protected] Edward Tolan, Executive Director • Chief Jack Peck, President

Welcome To The On-line Edition Of The Command Post WINTER 2020 Edition

MAINE CHIEFS OF POLICE ASSOCIATION

INTERNATIONAL ASSOCIATION OF CHIEFS OF POLICE127th Annual Conference October 17-20, 2020New Orleans, LAContact Ed Tolan for Details

SPRING TRAINING SUMMITMay 15, 2020University of Maine at AugustaMore information to follow

MCOPA MEMORIAL SERVICEMay 7, 2020Law Enforcement MemorialAugusta, MEReminder: This is a date change.

UPCOMING MEETINGS

FEBRUARY 5-7, 2020

DOUBLETREE BY HILTON

HOTEL 363 Maine Mall Road

South Portland, Maine

207-775-6161

WINTER MEETING

HOW TO IMPLEMENT EFFECTIVE (AND PAIN-FREE) ORGANIZATIONAL CHANGE IN POLICING A new COPS Office guide details lessons learned from the implementation of law enforcement best practices

ORGANIZATIONAL CHANGE continued, page 7

THOUGHTS FROM THE PAST PRESIDENT / Chief Jack Peck

2019 has been a year of changes in the association, several which I will outline in my report, but I would be remiss if I did not begin by remembering the loss the association suffered with the death of Past President Richard LaHaye, Jr. I would like to thank those members who attended Dick’s service in Searsport on December 15th.

Our new Executive Board, with Chief Jack Peck as our President was sworn-in at the fall conference at Sugarloaf. Three new members to the board are Chief Charles Rumsey as our Sgt.-At-Arms, Chief John Kilbride as our new Treasurer and Chief Michael Tracy as our new Secretary. I look forward to working with

our new Executive Board and the Board of Directors in 2020.

The Board of Directors voted to elimi-nate the June meeting due to declining attendance and a financial loss to the association. In place of that meeting we will be hosting a one-day training at the University of Maine in Augusta on May 15th. There will be more to follow on this training at the General Assembly on February 7th.

Speaking of the winter meeting please note in the daily schedule for Thursday we have eliminated the Board of Direc-tors meeting to give members the time to attend the training which will start at an earlier time. We have also blocked off

a specific time prior to the start of the afternoon training following lunch for members to visit the vendor show. I encourage members to visit the show area. Remember these are the folks that financially support our association. The vendor show is open free of charge all day to police officers by merely display-ing their badge.

It has been one year since Bob re-tired as Executive Director and we have scheduled a dinner to recognize Bob for his years of service to the association and

COMMAND POSTTHE MAINE CHIEFS OF POLICE ASSOCIATION OFFICIAL NEWSLETTER

Published in January, May and August yearly. EDITOR: Chief Edward J. Tolan, Ret. Executive DirectorOFFICERS 2019 - 2020: PRESIDENT - Chief Jack Peck

1st VICE PRESIDENT - Chief Roland Lacroix / 2nd VICE PRESIDENT - Chief Jared Mills SERGEANT-AT-ARMS - Chief Charles Rumsey / SECRETARY - Chief Michael Tracy / TREASURER - Chief John Kilbride

EDITORIAL OFFICE: P.O. Box 2431, South Portland, ME 04116-2431 EMAIL: [email protected] OFFICE NUMBER: 207-838-6583

FROM THE EXECUTIVE DIRECTOR / Chief Edward J. Tolan, Ret.

It is with a heavy heart that I write my thoughts for this Command Post. Less than two weeks into my Presidency the LEAP building explosion occurred in Farmington. Fire Captain Michael Bell lost his life, five firemen were injured, and the building maintenance supervi-sor remains at Mass General Hospital recovering from his injuries. On Novem-ber 22nd, our immediate past President, Retired Chief Richard Lahaye, Jr, and retired Maine State Police Colonel Patrick Fleming, each lost their battles to cancer and passed away on the same day. Both men were on our Board of Directors for many years and will be missed by all who knew them.

As we reflect on those we have lost, we honor their memory by continuing forward with the important work we do as Law Enforcement professionals.

I would like to thank everyone who

attended the fall meeting at Sugarloaf. It was an honor to see my family, friends, colleagues and especially my entire department at the installation. A special thank you to Sheriff Scott Nichols and Wilton Police Chief Heidi Wilcox for cov-ering Farmington that night.

I must also thank our Executive Direc-tor Ed Tolan who truly lifted me, and took the burden of the everyday workload off my shoulders.

The Executive Director and I attended the annual Blue Mass at the Cathedral of the Immaculate Conception in Portland on September 15th along with other members of the association and officers from all over the state. It was great to see Governor Janet Mills and Senator Susan Collins in attendance, and Portland Police Chief Frank Clark did an outstanding job!

In October I travelled to Chicago, IL to attend the annual IACP Conference.

While there I had the opportunity to experience some of the best training offered in our profes-sion. One session in particular was an overview of the Park-land, FL shooting at Marjory Stoneman Douglas High School. Max Schachter, whose fourteen-year-old son Alex was shot and killed that day and Retired Coral Springs Police Chief Tony Pustizzi were the presenters. It was an inspirational and informative presentation. I had the pleasure to meet both men and our as-sociation is working hard to get each of them to present in Maine next May.

Our summer conference is usually held in June, however this year we have partnered with the Director of the Maine Community Policing Institute, Noel

EXECUTIVE continued, page 3

PRESIDENT continued, page 3

MAINE CHIEFS OF POLICE ASSOCIATION NEWS BRIEFS 2COMMAND POST


WEDNESDAY, FEBRUARY 5, 2020Early Arrivals ............ (1500 Check-In Time)2030 - 2200 .............. Hospitality Room

THURSDAY, FEBRUARY 6, 20200800 - 1100.............Registration Open0815 - 12 noon......Training12 noon - 1300.......Lunch (on your own)1300 - 1400..............Vendor Show Time1400 - 1600..............Training1600-1630 ................ Vendor Reception1630 - 1700..............Memorial Committee Meeting2000-2300 ................ Hospitality Room

FRIDAY, FEBRUARY 7, 20200900 - 1200 .............. Business Meeting0900 - 1100 .............. Auxiliary Meeting1700 - 1800 .............. Social Time1800 - 2000 .............. Awards Banquet2000 - 2300 .............. Hospitality Room

MAINE CHIEFS OF POLICE ASSOCIATIONWinter Meeting, February 5-7, 2020 at the DoubleTree by Hilton Hotel, South Portland, Maine

AGENDA

WELCOME

ROOMS

The DoubleTree by Hilton Hotel staff is looking forward to your arrival. The hotel has ample rooms available for the conference. The DoubleTree by Hilton Hotel is located at 363 Maine Mall Rd, South Portland, ME.

The room rate is $99 per night plus tax. Please remember the room reservations are your responsibility. The hotel phone number is 207-775-6161. Make sure you mention the Maine Chiefs of Police Conference

to get the rate. The deadline is Friday, January 27, 2020 to obtain the discounted room rate.Check in time is February 5, 2020 at 1500.

EXECUTIVE continued from page 2PRESIDENT continued from page 2

the South Portland Police Depart-ment. The date of the dinner is the evening of February 29th at the Elks Club in Portland. There will be much more information coming out by the first of the year.

It would appear that IACP – Chi-cago was a success for all those that attended. The 2020 IACP Confer-ence will be held in New Orleans on October 17th to the 20th. We will be staying at the Marriott Court-yard, Convention Center, which is approximately 2 blocks from the center.

This year we replaced the identifi-cation cards with MCOPA lapel pins some of which have been given to your district representatives to distribute. If you do not receive yours, please contact me and I will send them to you. We also gave the outgoing president the choice between a gun or a college style ring. Currently the first ring is being molded.

March, to hold our summer training at the University of Maine at Augusta campus on Friday, May 15, 2020.

The FBINAA New England conference will be held in Portland during the second week in June. Many in our association are NA grads, and we did not want to have to choose one conference over the other, as we know time and funding resources are tight.

I had the opportunity to deliver the Commencement speech to the 37th BLETP. Thank you again Director John Rogers for the invitation and for everything you have done for the Citizens of the State of Maine over the past 43 years. Personally, I thank you for your guidance and mentoring since 1993, when you became the Chief of Police in Farmington. It was an honor to work for you.

On December 7th I attended and spoke at the wreath lighting ceremony at the Law Enforcement Officer’s Memorial in Augusta where we recognized all those officers who have lost their lives in the line of duty. Unfortunately, this year we will add another to the wall; Maine State Police Detective Ben Campbell paid the ultimate sacrifice while assist-ing a motorist on April 3rd on Interstate 95 outside of Hampden.

Thanks to Maine Judicial Marshal Mike Coty, Chief Jared Mills, Sgt. Chris Behr and the honor guards from Augusta PD and Border Patrol for their support at the wreath lighting ceremony. This past summer two long-time members of our association and members of the Executive Board retired. York Police Chief Doug Bracy who was the president of our association in 2007-2008, immediate past-Secretary and long-time legislative liaison retired on July 31st. Chief Bracy served his community and the State of Maine for forty-two years. Mike Morrill, our association Treasurer, also served his community for forty-two years and retired as Chief of the Yarmouth Police Department. Enjoy retirement my friends!

I look forward to seeing everyone at our Winter Conference in February and serving as your President this year.


REGISTRATION FORM (Please cut out and mail in)

c I will attend.c I will attend training.c I will attend the banquet.

REGISTRATION FEEc Pre-registration - $100.00 c Banquet - $45.00 per person

Name:

Address:

Telephone:

Please return this registration form no later than January 20, 2020 via emailPayment is expected prior to or at the conference

Send to:MAINE CHIEFS OF POLICE ASSOCIATIONP.O. Box 2431South Portland, ME 04116-2214You may mail to the above address or email this form to: [email protected]

Please call the DOUBLETREE BY HILTON HOTEL at 207-775-6161 and make your room reservations.

Cut off date for discounted room rate is Monday, January 27, 2020Make sure you mention the Maine Chiefs of Police Conference

MAINE CHIEFS OF POLICE ASSOCIATIONWINTER MEETING, February 5-7, 2020 DoubleTree by Hilton Hotel, South Portland, Maine


MORNING TRAINING

VALOR Executive Leadership Workshop Course Descriptions

The VALOR Executive Leadership Workshop is primarily a facilitated dialogue among participating agency executives. The goal of the workshop is to identify, share, and discuss executive-level actions that can be taken to help improve officer safety, wellness, and resilience.

PROTECT THE PROTECTORS: EXECUTIVE PRIMER ON OFFICER SAFETY AND WELLNESS

Protect the Protectors: Executive Primer on Officer Safety and Wellness introduces the underlying data and research revealing the primary threats to law enforcement officer safety and wellness. What is injuring and killing our officers? What is affecting their wellness and resilience? Participants learn that there are only four main categories of threats, and the surprising rank order of these threats is revealed. Executives will also be engaged in discussion regarding localized safety or wellness concerns, including recent incidents that may have impacted the area.

CATALYSTS FOR CHANGE: LEADERSHIP FOR CREATINGAN ORGANIZATIONAL CULTURE OF SAFETY AND WELLNESS

Catalysts for Change: Leadership for Creating an Organizational Culture of Safety and Wellness provides an opportunity to take a focused look at the sobering responsibil-ity—but also the incredible influence—of executives in protecting and encouraging the growth and resilience of their officers. Are you truly doing all that you can to keep your officers safe and healthy? This facilitated discussion examines the concept of managerial span of control and influence. Executives are introduced to the Leader Action Matrix, which will help them focus on the discussion around actions that can be taken to mitigate threats in each of the officer safety areas outlined in the Protect the Protectors block.

CHANGING MINDS: INSPIRING A NEW NARRATIVE ON MENTAL WELLNESSChanging Minds: Inspiring a New Narrative on Mental Wellness takes a much-needed

hard look into an area that is largely avoided within the law enforcement community. The stark data about officer suicides, largely thought to be underreported, portends a significant underlying challenge with mental wellness. The pressures of law enforce-ment work in modern times result in stress that is failing to be properly managed. And while much stress comes from working in dangerous situations, officers would say that bureaucratic issues in their agencies are often a more significant source of stress. What can be done? In this block, executives will discuss and share ideas for ways in which they can change the narrative on mental wellness, both to reduce stress and to enable officers to better manage it.

THE VALOR CHALLENGE: WHAT WILL YOU DO?The VALOR Challenge: What Will You Do? is the workshop conclusion that goes be-

yond typical executive sessions, where participants do not think about the class after leaving. The VALOR facilitators use this opportunity to recap critical discussion points and challenge each participant to make a commitment to implementing some of the ideas discussed in the workshop. The VALOR Challenge is about translating ideas into actions. The safety of our officers is worth the effort.

Chief Wayne Nero was appointed chief of the Georgetown, Texas, Police Department in April 2010. Previously, Chief Nero served for 16 years with the Desoto, Texas, Police Department, with his final assign-ment as assistant chief. Prior to Chief Nero’s law enforcement experience, he served as a squad leader in the U.S. Marine Corps. Chief Nero has re-ceived numerous awards, including Officer of the Year, Supervisor of the Year, a lifesaving award, and certifi-cates of merit. Chief Nero received a master of professional studies degree in homeland security leader-ship from the University of Connecti-cut, a graduate certificate in criminal justice education from the University of Virginia, and a bachelor of arts degree in criminal justice administra-tion from Columbia College. He is also a graduate of the 237th Session of the Federal Bureau of Investiga-tion National Academy.

ABOUT William P. BallingChief William P. Balling has more

than 25 years of experience within law enforcement, 21 of those being in a supervisory role in the state of Ohio. Chief Balling began his law enforcement career with the Sidney, Ohio, Police Department in 1998 and has worked through the ranks, becoming Chief in 2013. He has developed a training program for the department’s officers and dispatchers and started community programs such as the Citizens Acad-emy, Juvenile Academy, and Coffee with a Cop. Chief Balling graduated in 1993 with a bachelor’s degree in city administration, with a focus on criminal justice, from Wright State University. He earned his master’s degree in justice administration from Tiffin University.

ABOUT Wayne Nero

AFTERNOON TRAININGBrian MacMaster from the Attorney General’s Office will present up-to-date information and moderate a discussion on cur-

rent trends and issues in law enforcement. Topics will include trends in civil liability, hiring practices, personnel investigations, Maine’s “red flag” law restricting access to dangerous weapons by persons taken into protective custody, the state’s new inde-pendent panel to review law enforcement use of deadly force, the Legislature’s body cam initiative, public access to records, the protocol for the investigation of deaths, suspected deaths, and missing persons, and other current trends and topics.

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

S P E C I A L I Z E S I N P R O V I D I N GA F F O R D A B L E ,

H I G H Q U A L I T Y , L A WE N F O R C E M E N T T R A I N I N G

A N D C O N S U L T A T I O N

Scot Mattox’s Esq.Chief Shawn O’LearyMichael A. Cunniff Esq.Honorable John David Kennedy (Ret.).

Let us do the work!

Several agencies throughout the state are already takingadvantage of this service!

two different packages



which reported that 630 out of 79,000 officers, or less than 1%, were charged with crimes. Most risk managers would jump for joy if they had a risk that only had a 1% likelihood of occurring.

Enter the Early Intervention (EI) system, which is a manage-ment process used in law enforcement agencies to monitor employee performance or behavior using administrative data. An EI system is meant to be a non-disciplinary process that identifies employees in need of assistance early on, enabling an agency head to intervene with appropriate support to prevent a future incident that would be detrimental to the career of the employee or the public.

EARLY INTERVENTION BEST PRACTICES INCLUDE:• Designing an early intervention system with data;• Completing data collection with the right supports, ser-vices and training;• Generating buy-in by explaining the EI system to stake-

holders to ensure transparency.

If you have an opportunity to avoid negative behavior through an EI system and utilize corrective training, you have a better likelihood of developing a positive, contributing and suc-cessful employee.

INTERNAL AFFAIRSI found Internal Affairs (IA) to be one of the most interesting

assignments of my career. The guide quotes California POST

when addressing procedural justice and police legitimacy, which has a direct nexus to IA:

Legitimacy is reflected in three judgments. The first is public trust and confidence in the police. Such confidence involves the belief that the police are honest, that they try to do their jobs well, and that they are trying to protect the community against crime and violence. Second, legitimacy reflects the willingness of residents to defer to the law and police authority, i.e., their sense of obligation and responsibility to accept police author-ity. Finally, legitimacy involves the belief that police actions are morally justified and appropriate to the circumstances.”

Academic research and empirical evidence show that police legitimacy is critical to preventing and controlling crime. The guide states that legitimacy both stems from and fosters com-munity trust, in a self-reinforcing loop. The opposite is also true: police misconduct serves to undermine the legitimacy of law enforcement and, therefore, its ability to prevent and control crime. IA functions as a key mechanism for preventing and, when necessary, disciplining misconduct and, therefore, helps to maintain an agency's legitimacy.

THE GUIDE PROVIDES SEVERAL BEST PRACTICES, WHICH INCLUDE:

• Developing and publishing a clear philosophy of inter-nal affairs investigations;

• Improving the intake of internal affairs complaints;• Explicitly designating who will investigate internal af-

ORGANIZATIONAL CHANGE continued, page 8

ORGANIZATIONAL CHANGE continued from page 1


fairs complaints;• Establishing a timeline and benchmark for conducting

investigations and notifying interested parties.

POLICE RECRUITMENT, HIRING, PROMOTION AND RETENTION

The central elements of staffing – recruitment, hiring, retention and promotion – are crucial to an effective police organization and have a positive impact on police-community relations. Agencies thrive when they recruit and hire talented personnel who reflect the community they serve; retain talent by providing incentive structures, mentorship and transpar-ent organizational justice; and provide clear, merit-based and objective pathways to promotion or transfer.

THE GUIDE OUTLINES SEVERAL BEST PRACTICES FOR POLICE RECRUITMENT AND RETENTION, WHICH INCLUDE:

• Developing a comprehensive recruitment program;• Deploying personnel based upon workload and service

goals;• Getting creative and expanding recruiting horizons;• Streamlining and enhancing the internal recruiting

process;• Bringing job descriptions and application management

into the digital age.

DATA SYSTEMSWith the introduction of sophisticated technologies such

as body-worn cameras, license plate readers, facial recogni-tion, unmanned aircraft systems and cellphone video, polic-ing has become more complex.

Using data systems and technology is a necessity for police agencies. Law enforcement executives must stay abreast of emerging technologies for solving crimes, collecting evidence and gathering crime statistics. DDACTS (Data-Driven Ap-proaches to Crime and Traffic Safety) and COMPSTAT (short for COMPare STATistics) outline approaches an agency might employ using crime-mapping and technology to accomplish its crime-reduction mission.

Technology can be useful internally, as well as externally. Consider how an agency intranet helps with efficient opera-tions. Years ago, I was a project manager for our agency's intranet project. The mission was to increase communications. The intranet was made accessible at all workstations and in patrol car MDTs. The homepage was available for the sheriff's message. The menu included pages that contained forms, policy manuals, lateral opportunities, announcements and other internal information that could be available to employees without the need to print. Thankfully, our executive team was forward-thinking and embraced technology.

THE GUIDE IDENTIFIES SEVERAL BEST PRACTICES FOR DATA SYSTEMS, TO INCLUDE:

• Creating a strategic technology plan and ensuring technology does not drive priorities;

• Leveraging best and promising practices and policy

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ORGANIZATIONAL CHANGE continued from page 7 templates;• Following national justice and public safety standards;• Emphasizing data quality;• Creating a professional culture for analysts;• Using data to inform decision-making.

CONCLUSIONIf you are looking for best practices to improve your agency's

operational efficiency, this guide is for you. Each section has a checklist to get you started and can be edited to fit your specific agency. Police leaders must embrace change and be forward-thinking, or risk becoming irrelevant by maintaining a status quo mentality.


★★NEW CHIEFS ★★

Chief Aaron MickDixfield Police Department

Chief John ShivelyGouldsboro Police Department

★★NEW MEMBERS ★★

Deputy Chief Andrew BoothBath Police Department

Lieutenant Michael NaultGorham Police Department

Lieutenant Daniel DaviesSabattus Police Department

Lieutenant Timothy FarwellUSM Police Department

Lieutenant Brent BeaulieuBangor Police Department

Lieutenant Catherine RumseyBangor Police Department

Lieutenant Tim CottonBangor Police Department

Sergeant Mark GahaganCaribou Police Department

NEW MEMBERS

2019 was a busy year for new members in our association. In addition to the new members

listed in the fall Command Post the following members were voted

on at Board of Directors meetings in the fall of the year.


2020 SPRING ROAD SHOW TRAINING

OPEN TO ALL LAW ENFORCEMENT9 AM TO 4 PM

WEDNESDAY, APRIL 15, 2020CENTRAL MAINE COMMUNITY COLLEGE

1250 Turner St., Auburn(Lunch provided)

Hosted by Chief Jason Moen

WEDNESDAY, APRIL 22, 2020YORK POLICE DEPARTMENT

9 Hannaford Drive, York(Refreshments & Lunch provided)

Hosted by Chief Charles Szeniawski

WEDNESDAY, APRIL 29, 2020CITY HALL, ELLSWORTH(Refreshments provided)

Hosted by Chief Glenn Moshier

WEDNESDAY, MAY 6, 2020EMERGENCY MANAGEMENT OFFICE

111 High St., Caribou(Refreshments & Lunch Provided)Hosted by Chief Mike Gahagan

WEDNESDAY, MAY 13, 2020CAPE ELIZABETH FIRE DEPARTMENT

2 Jordan Way, Cape Elizabeth(Coffee provided)

Hosted by Chief Paul Fenton

WEDNESDAY, MAY 20, 2020MARINE PATROL

32 Blossom Lane, AugustaFormer AMHI Campus

(Coffee provided)Hosted by Col. Jay Carroll

TRAINING TOPICSWe will offer two of the five mandated topics for 2020, including

Maine’s “Red Flag” Law – Restricting Access to Dangerous Weapons.In addition, an elective topic – Revisiting the Death Investigation Protocol

THE COST OF $50 PER OFFICER WILL BEBILLED TO THE OFFICER’S AGENCY.

IMPORTANTR.S.V.P.

Amy Bailey, Attorney General’s OfficeEmail: [email protected]

Telephone: 626-8520

By Neal Collie

I was talking with a law enforcement friend of mine recently concerning an incident with a member of his agency’s com-mand staff. My friend and the supervisor are both employed at the same agency, and also attend the same church. My friend said that he asked the supervisor if he wanted to go grab a bite to eat after the church service and the supervisor bluntly told him “no.”

My friend was offended, as the two had been fairly close in the past. The young officer was told by the supervisor that he couldn’t associate with him since he was a member of their agency’s administration.

For officers, redrawing boundaries as positions shift can be particularly intense – but vital. (Photo/PoliceOne)

RELATED ARTICLES• The 'no' leadership paradox: Trading popularity for

respect• How front-line supervisors impact police officer

retention• 7 lessons from a first-year sergeantOver my career in law enforcement, I have attended various

management training courses and this topic has never been formally addressed. So, can a supervisor be a friend to a subor-dinate officer? The answer can be a bit tricky, but in my opinion, the best answer is, “Yes, to a degree.”

A FRIENDLY YET PROFESSIONAL BONDFor a supervisor – regardless of rank – you never want to

come across to your employees as being unapproachable. However, there is a balance between forming a bond with your employees and maintaining a professional relationship that allows you to be an effective manager.

A law enforcement career could last 30 years or more. Most people have the desire to work their way up the career ladder before retiring. Chances are you could find yourself competing with a friend and coworker for the same management position at some point in your career. If you get the promotion over your coworker, do you simply stop being their friend? What if they get the promotion instead of you – do you want them to stop being your friend?

My response to both scenarios would be “of course not,” but there has to be a distinct middle ground established.

I was having a conversation with my wife recently concerning friendships, which led me to a sad realization. In all my years as a cop, I was unable to name one coworker I could call a close friend. Sure, I had many coworkers I would call acquaintances who shared common passions outside of the job, but I couldn’t name one that I enjoyed spending my days off with doing a hobby on a regular basis.

I don’t know how you feel about ending a 30-year career without any close friends to show for it, but for me, that feels like a pretty unappealing place to dwell. Your coworkers are

the ones you talk with at 0300 hours – whether you’re venting about a call or just trying to keep awake while working swing shift.

They are the ones who have your back on a daily basis and vow to fight with you to the death should that time come. This relationship should not come to a screaming halt just because one of you was promoted.

RESPECTING NEW BOUNDARIESThings are going to change, and everyone involved will need

to make some adjustments and respect the new boundaries. There will be things that you may not be able to vent to each other about as you once did. There will be times when the su-pervisor cannot share information with the officer, and the of-ficer needs to be considerate of the supervisor’s role and loyalty to their agency. The officer needs to realize that they will not be “in the loop” simply because their friend is a supervisor.

When an officer is newly promoted, one of the supervisor’s first orders of business should be to establish clear, document-ed expectations for each of their employees. These expecta-tions should be verbally discussed with each employee so that any questions or concerns can be addressed. The list of expec-tations should also include rules of conduct that the supervisor expects from employees, as well as disciplinary measures that will be enforced and supported by the agency’s policy and procedure manual for failure to adhere to these rules.

Your officers want to be able to trust not only your decision-making as a supervisor but also you in general. You will need to form a professional bond with your officers in order to build upon this trust. Law enforcement supervision is a much different animal than the common workplace environment. Law enforcement officers and their supervisors work closely together and rely on each other to keep each other safe during their shifts.

Good supervisors should be able to immediately know when something is weighing on one of their officers’ minds and have the ability to go to the officer and attempt to help resolve the issue. Without the issue being handled, the officer could de-velop poor morale, decreased work performance and even put themselves or a coworker in a dangerous situation because their “head isn’t in the game.”

As a supervisor, you will have to put a little distance between you and your officers to effectively manage them, but you should strive to be the supervisor whom officers are excited to work for.


Balancing ‘police supervisor’ and ‘cop buddy’ rolesThere is a balance between forming a bond with your employees and

maintaining a professional relationship

Law enforcement officers and their supervisors work closely together and rely on each other to keep each other safe during their shifts.


Auxiliary NewsBy Rhoda MacMaster

The Auxiliary met on September 6, 2019, at the Sugarloaf Hotel in Carrabassett Valley with 14 members present. President Pam LaHaye opened the meeting. The Secretary's report and treasurer's report were given and accepted.

It was time to elect new officers. The new President is Faith Peck, Vice President is Kim Geagan, Secretary is Brenda Bracy, and Rhoda MacMaster is the treasurer.

We reviewed charitable donations and Megan Mosier, Vivian Mills, and Laurie Tracy agreed to work on the commit-tee together. Without opposition, the motion carried. This will be the MCOP Auxiliary Blue Heart Fund. We will talk more about it at our Winter meeting.

It was discussed to raise our dues to $10.00 a year and everyone was in agreement.The annual scholarships were awarded to Wyatt Taggett, who is the grandson of Ann Gahagan, and Daniel Murphy,

who is the grandson of Rhoda MacMaster.We revisited the scholarship and decide to up the amount for next year. It will be capped at $1500 and will be re-

visited each fall to award the percentage of money according to the number of applications we’ve received. This will be in effect for next year’s scholarship.

Our next fundraiser is the annual auction at the winter meeting, so please plan on bringing items to donate. Mem-bers of the Chiefs’ Association have been generous with donations of items, and we are hoping they continue to help us.

The February 5, 6, and 7th and the meeting will be at the Doubletree Hotel in South Portland. It will be the awards meeting at the banquet, so get all dressed up. Hope to see you all there.


Attorney General Barr Says Communities that Disrespect Police Could Lose Protection

December 4, 2019 • by POL Staff

U.S. Attorney General William Barr said that if communities do not show more respect to law enforcement officers,

they may lose "police protection."

Barr made the comments, which have drawn criticism from some liberal groups and commentators, at an award cer-

emony Tuesday honoring officers and deputies for "distinguished service in policing," USA Today reports.

In his speech, Barr compared being in law enforcement to being in the military during and immediately after the

Vietnam War.

Barr said Americans need to focus on "the sacrifice and the service" of law enforcement.

"They have to start showing more than they do – the respect and support that law enforcement deserves," Barr said.

"And if communities don't give that support and respect, they might find themselves without the police protection

they need."

In August, Barr told the Fraternal Order of Police that there must be "zero tolerance for resisting police," and in the

same speech, criticized "district attorneys that style themselves as 'social justice' reformers."


‟ They have to start showing more than they do – the respect and support that law enforcement deserves,” Barr said. ‟And if communities don't give that support and re-spect, they might find themselves without the police protection they need.”

PROTECT continued, page 9

GRAPHIC DESIGN & ILLUSTRATION

[email protected]

www.jeancousins.com

COMMAND POST

Designed by Jean Cousins


As you know, the number of John Doe requests has grown to about 140 Cadets, per BLETP class and the BLETP can only take the top 66 Cadets that qualify. Over the past 16 years, we have had only 8 waiting lists of those 32 BLETP classes, of which we took everyone off the waiting list for four (4) BLETP classes as Cadets dropped out in the first week and for four (4) BLETP classes we could only get some people off the waiting list.

After the March 8, 2019 Board meeting, a possible solution was worked out to address this problem, but it needs a commitment from law enforcement agencies statewide to pull it off. The proposed schedule will run 5 BLETP classes over a 2-year period instead of 4 BLETP classes. For the most part, there will be a 3-week turnaround and if a BLETP class goes over the 4th of July week or a Xmas week, we will cover 19 weeks of time and give the BLETP class those weeks off. Between the 39th BLETP and the 40th BLETP there will only be a 1-week turnaround, because we will need to get the range weeks in before snowfall.

This would involve many moving part changes, such as: negotiating a new food contract based on the new dates and the extra meals, the added cost of another set of books (LEOM, Title 17-A and Title 29-A), another 3 weeks of firearms range rental, EVOC range rental, the alcohol range weeks at MCJA, and all the extra costs of those ranges. To pull this off, we would need the commitment from the Maine Chiefs & Maine Sheriffs to donate more instructors for the extra BLETP class and possibly some slight fee increases to cover the costs.

THE FOLLOWING SCHEDULE IS FOR THE NEXT 5 BLETP’S:

• Start the 37th BLETP on July 29, 2019 & graduate on November 27, 2019 (2 weeks earlier than normal) (4-week turnaround)

• Start the 38th BLETP on December 30, 2019 & graduate on May 1, 2020 (3 weeks earlier than normal) (3-week turnaround)

• Start the 39th BLETP on May 26, 2020 & graduate on October 2, 2020 (19 total weeks due to 4th of July week) (1-week turnaround in order that we can get the ranges done before snowfall)

• Start the 40th BLETP on October 13, 2020 & graduate on February 19, 2021 (19 weeks total due to Xmas Week) (3-week turnaround)

• Start the 41st BLETP on March 15, 2021 & graduate July 23, 2021 (19 weeks total due to 4th of July week)

APPROVED FEE INCREASES, EFFECTIVE 1/1/2020

1. General tuition fees on most courses from $2/hour to $3/hour, last raised on 1/1/2011

2. PFT tests from $35 to $50, last raised on 7/1/2012

3. Waivers (BLETP, LEPS, BCTP & K-9’s) & LEPS Phase I & II from $250 to $350, last raised on 7/1/2012

4. BLETP tuition for law enforcement agencies from $2,500 to $3,000, last raised on 7/1/2012

STATE OF MAINEDEPARTMENT OF PUBLIC SAFETY

MAINE CRIMINAL JUSTICE ACADEMY


In addition to the 20 hours of mandatory subject area training listed above for the 2018-2019 training cycle, every officer must complete an additional 20 hours of elective training as approved by the chief executive officer of the employing agency. This training must take place between January 1, 2018, and December 31, 2019.

If an officer is hired after October 1st in the first year of a two-year training cycle, the officer is required to complete the 10 hours of mandated subject area training for that year, as well as the 10 hours of mandated subject area training for the following year, and 10 hours of elective training by the end of the two-year training cycle. If an officer is hired after October 1st in the second year of a training cycle, the officer must complete only the 10 hours of mandated subject area training for that year.

• 2008 New Law Updates

• 2008 Case Law


• 2009 Case Law


• 2010 Case Law


• 2011 Case Law


• 2012 Case Law


• 2013 Case Law


• 2014 Case Law

• 2015 Case Law


• 2016 Case Law Updates


• 2017 Case Law


• 2018 Case Law


• 2019 Case Law


BOARD OF TRUSTEESMAINE CRIMINAL JUSTICE ACADEMY

IN-SERVICE TRAINING REQUIREMENTS FOR 2019-2021 TRAINING CYCLE

Every law enforcement officer in the State must meet the following training requirements in order to maintain certification. The Board of Trustees is required by law to revoke the certificate of any officer who fails to meet the training requirements.

LESSON PLANS AND ONLINE TRAININGThe following forms are available for download in either PDF or Microsoft Word or Power Point format. You will need

the free Adobe Acrobat Reader to view and print them. Microsoft Word format requires either Microsoft Word or the free Microsoft Word Reader. To request a printed form, please call the Academy or email the webmaster.

HISTORICAL LAW UPDATES AND CASE LAW

For On-Line training, please go to Justice Planning and Management Associates at: www.jpmaweb.com/

2019 CALENDAR YEAR

2 hours each in:

New Law / Recent Court Decision Updates

MCJA Firearms Qualifications

Law Enforcement Stress & Critical Incidents

Eyewitness Identification

Critical Thinking in Law Enforcement

Twenty (20) hours of elective training approved by the Chief Law Enforcement Officer from

January 1, 2018 to December 31, 2019

2020 CALENDAR YEAR

2 hours each in:



Situational Use of Force

Wellness of Law Enforcement Officers

Law Enforcement Approach to Substance Abuse Disorder

2021 CALENDAR YEAR

2 hours each in:



Investigations of Electronic Evidence

Four (4) hours of MARC Training – Block 1 (hand-on training with MCJA MARC Instructors)

Twenty (20) hours of elective training approved by the Chief Law Enforcement Officer from January 1,

2020 to December 31, 2021


READY FOR A MORE EFFICIENT WAY?

Cost-effective online learning solutions for all MCJA-mandated training classes PLUS many more. Let us save you time and money while delivering a consistent training message that is required for enforcement decisions. Contact us today!



EXECUTIVE DIRECTOR EDWARD TOLAN207-838-6583 or [email protected]

P.O. Box 2431, South Portland, ME 04116-2431

www.mainechiefs.com

The Maine Chiefs of Police Association (MCOPA) has provided professional development oppor-tunities and guidance to the Maine's law enforce-ment community for the last 60 years. Occasion-ally, communities feel the need to undertake a comprehensive review of their police depart-ment's operations to establish an agenda for fu-ture enhancements. Over the years, most of these communities have turned to MCOPA to provide them with these professional assessments.

In most instances the MCOPA assembles a team of three highly respected Maine police chiefs to conduct the assessment. This peer review panel is fully versed in the requirements for effective police agency management in Maine and therefore in the best position to not only understand the policing environment but also make real-world recommen-dations for improvements that will positively im-pact the public safety of the community involved.

A comprehensive evaluation will involve areview of the following:

• Administration• Budget• Community Relations• Crime Analysis• Record Keeping• Facilities• Investigations• Equipment• Personnel (Hiring, Promotions, Staffing,

Morale, Labor Relations)• Internal Investigations• Policies and Procedures• Training• Communications

The MCOPA understands that Maine communities are often fiscally challenged and therefore provides its services at reasonable and affordable prices. The MCOPA is willing to work with the community to narrow the focus of the assessment in those instanc-es where budget or other considerations suggest that a full evaluation is not warranted.

NEED AN INDEPENDENT ASSESSMENT OF YOUR DEPARTMENT'S OPERATIONS?

WHAT AREAS ARE EXAMINED?

IS IT EXPENSIVE?

WHO CONDUCTS THE EVALUATION?

VISIT US ONLINE AT WWW.MAINECHIEFS.COM

DEPARTMENTAL EVALUATION PROGRAM


For more information about these tests or to place an order please callExecutive Director Edward Tolan @ 207-838-6583 or email [email protected]


Why BioDecon? Why Choose Us? You may have met him before, the President and Owner of BioDecon is Joe Dell’Aquila. Joe had been a public servant for over 27 years. Serving with SWAT, as a K-9 Handler, Detective and as a Bio Technician.

With all of that experience it is no wonder he was a leader and still is. We have built a team bar none.

Magic Carpet & Restoration has been in business for 27 years and we have grown a great deal over the years. It was a natural pairing with one ser-vice that we have been providing for 22 years is Crime Scene and Trauma Clean Up, known as BioDecon.

BioDecon is a professional and certified crime scene clean up compa-ny who understands the whole process from beginning to end. Not only have my decon tech’s been thoroughly educated and certified, but they have also been educated on what to do should they discover new evidence during the cleanup process to preserve the scene.

Locally Owned & Operated - 623 Main Street, South Portland, ME 04106 www.MagicCCR.com

Phone 207-767-1359 or Email [email protected]

OSHA /Compliant

Amdecon 29 CFR Part 1010 Compliant CTS Decon Special-ist Course

Personal Protective Equipment (PPE) – CFR – 1910.132

Respiratory Protection (RPE) 29 CFR 1910.134

Hazard Communication (HAZCOM) 29 CFR 1910.1200

Confined Space Awareness 29- CFR – 1910.146

Blood borne Pathogens – 29 CFR 1910.1030

Lock Out/Tag Out Awareness 29 CFR 1910/147

Fall Protection Awareness 29 CFR 1910.66 Appendix C

Maine licensed Commercial Master Applicator for use of EPA labeled products

MSDS Training


Documents

COMMAND POST · 2020. 1. 16. · our new Executive Board and the Board of Directors in 2020. ... FROM THE EXECUTIVE DIRECTOR / Chief Edward J. Tolan, Ret. It is with a heavy heart