City of Davenport的动态

Exploring the historical roots of U.S. policing reveals its deep ties to slavery and race. Did you know the first modern police forces in the U.S. were established as slave patrols in the Southeastern states? Let's discuss how this past shapes our understanding of policing today. Brucato, B. (2020). Policing Race and Racing Police: The Origin of US Police in Slave Patrols. Social Justice, 47(3/4 (161/162)), 115–136. https://lnkd.in/g2Su-uTg #PolicingHistory #RacialJustice #CriminalJustice #SocialJustice #HistoryDiscussion

This is a very interesting article about what the Seattle Police Department’s Interim Chief is doing in order to address leadership issues within the agency. However, while her initial actions seems to be sound and necessary, true change takes time and to be successful it must become part of the agency’s culture. This especially true when it comes to how Law Enforcement agencies select their leaders. In order for the Seattle Police Department (or any Law Enforcement agency) to truly implement a change to their leadership style, you must have a strong department head who focuses on installing a leadership philosophy throughout the agency. This leadership philosophy must not only focus core, character based leadership traits (i.e. selflessness, active listening/open & honest communication, innovation, etc.) being practiced by everyone but also the identification, mentoring, and developing of those Officers who demonstrate strong leadership potential. As these Officers move their way up the ranks, they will most likely pass on the lessons they learned and mentorship they received to newer generations and character based leadership will be engrained in people and will continue spread throughout the organization for years to come. What is needed is a Chief that is willing to not only implement this leadership philosophy but to stay with the organization long enough to help the philosophy grow. However, with so many department’s hiring Chiefs from the outside and Chiefs only staying an average of approximately 3 years in the position, many programs fall apart or are pushed to the side for new programs or quick fixes. Stability, patience, and commitment are keys for a successful leadership philosophy change. #police #policeofficer #officers #officers #lawenforcement #sheriff #policechief #deputy #criminallaw #law #crime #criminials #copscountpolicematter #policematter #policingmatters #publicsafety #criminaljustice #cop #cops #policemen #backtheblue #publicsafety #accountability #criminals International Association of Chiefs of Police Police Executive Research Forum Major Cities Chiefs Association FBI National Academy Associates, Inc. (FBINAA) FBI National Academy California Police Chiefs Association California College and University Police Chiefs’ Association PORAC (Peace Officers Research Association of California) California Peace Officers' Association TEEX - Institute for Law Enforcement and Protective Services National Police Chiefs' Council National Policing Institute National Police Association National Sheriffs' Association California State Sheriffs Association Police1 American Police Beat Law Enforcement Today Southern Police Institute National Tactical Officers Association National Organization of Black Law Enforcement Executives (NOBLE) National Association of Women Law Enforcement Executives https://lnkd.in/g6vzHgtS

ARE is growing! We're thrilled to introduce Sira T., the new Development Officer for the Alliance for Police Accountability (APA) - a Black-led initiative to transform policing for Black communities. Sira joined ARE this week, to drive the initiative forward at the national and city level, and provide secretariat support through ARE for the APA's National Steering Group. We excited to have her on board. Look out for more updates from the APA shortly! #impactjobs #charitynews #policingreform #justicereform #staffupdate

In light of this, I urge the Ontario Association of Chiefs of Police (@OACPOfficial) to take a bold stand on addressing the mental health of their members. The time for action is now. While we commend the ongoing efforts, it is crucial to move beyond mere acknowledgments and take concrete steps to support the mental well-being of those who protect and serve our communities. Operational stress injuries, including post-traumatic stress and suicidal ideation, are real challenges that require more than lip service; they demand action, understanding, and comprehensive support systems. Let us not forget that behind every badge, there is a human being deserving of care, support, and understanding. As we celebrate the achievements of our newest members, let's also commit to ensuring their mental health and well-being are prioritized. The journey of a peacekeeper is both challenging and rewarding, and by fostering an environment that genuinely addresses mental health, we empower our officers to thrive, not just survive. #Badgeoflifecanada #HopeGrowthRecovery #Calltoaction #PAO

Honoring Our Protectors: Celebrating National Police Week 2024 ?? This week, we honor the brave men and women who dedicate their lives to keeping our communities safe – our police officers.??National Police Week?(May 12th – 18th, 2024) is a time to recognize their commitment, sacrifice, and unwavering service. Why are police officers vital? - Maintaining Law and Order:?They respond to emergencies, investigate crimes, and ensure public safety through their proactive presence. - Building Trust and Community Relations:?Good police work builds bridges between law enforcement and the communities they serve. - Selfless Service:?Officers put their lives on the line every day to protect us, often facing challenging and dangerous situations. Let's show our appreciation for our police force: - Express gratitude to an officer you know.?A simple "thank you" can go a long way in showing your appreciation. - Support community policing initiatives.?Programs that foster positive interactions between police and residents benefit everyone. - Advocate for fair and just policing practices.?A strong police force requires a commitment to community trust and accountability. #NationalPoliceWeek #ThankAPoliceOfficer #LawEnforcement

Ryan Columbus emphasizes how courage underscores the bravery required not only in facing external challenges but also in confronting internal struggles and seeking help when needed. Addressing the mental health crisis faced by LEOs, he sheds light on an issue that often remains in the shadows due to stigma or misconceptions. Setting a compassionate tone, he focuses on breaking down barriers of mistrust, which are essential steps toward fostering a supportive work environment. By promoting openness and honesty, Chief Columbus encourages leaders to lead by example and create an atmosphere where LEOs feel comfortable expressing feelings and seeking assistance without fear of judgment or retribution. Establishing a Peer Support Unit and placing signs, such as "it's ok to not be ok" send a powerful message of solidarity and support. Initiatives not only raise awareness about mental health, but also demonstrate a commitment to creating a culture that values LEO well-being. Leading by example, Chief Columbus encourages others to prioritize their mental health and take proactive steps to ensure their well-being. Jason M. Palamara and I are grateful to Chief Columbus, who maintains, "Every leader in this profession will come across someone who is suffering in their agency, and how you handle that situation will be the tone you set for your agency.?Trust me, everyone is watching.?It takes time and effort to break down the barriers of mistrust in the ‘administration,’ but we must work at it.??Mistrust in the administration in this profession goes back decades; it isn’t personal. Work to break down this barrier by being open and honest.?Create a Peer Support Unit.?I’m amazed how many officers want to help their colleagues.?We placed signs throughout our station that state, “its ok to not be ok.”?I have spoken to officers about how some calls that I have been on have affected me and that therapy is helpful.?We have implemented the ability to earn wellness days (up to 4 per year) and 90% have used them.?This is voluntary and through their own therapist.?To see so many officers using this program, it shows this is needed.?I help people in my agency, some have worked out and some have not, but the people see we care because we have proven that.?Let’s take care of people and be there for them when they need help as we would want them to be there for our community.??It’s easy to deem these big city problems, but it’s in every agency (page 121, Living Blue)." In conclusion, Chief Columbus's advice serves as a beacon for leaders in law enforcement and beyond, emphasizing the importance of courage, compassion, and self-care in fostering a supportive and healthy work environment. His words are a testament to his dedication to well-being of his officers and serve as a reminder of the profound impact that leadership can have on mental health and overall quality of life.? #vicarioustrauma #compassionfatigue #suicideprevention #lawenforcementtraining

I actually stand on the other side of this issue. Much like how the blue line symbol evolved from representing the line between chaos and order to later symbolizing solidarity, it has now taken on a different meaning for those outside policing. This happens from time to time. Take the pentagram, Confederate flag, or dare I say swastika, for example; each began as symbols with positive/neutral intentions but have evolved to mean completely different things over time. Symbols work on the basis of shared understanding. In this case that shared understanding has been lost. Besides, police officers already have a powerful symbol that serves to represent solidarity, order, and pride in service: the badge.

It’s been four years since the death of George Floyd. It's been four years of discussions about and around policing. Some may say we haven't moved toward better policing in communities of color - or any community period. BUT we believe there has been and we hope that the work Mr. Floyd’s family has made (and is working toward) is improving relationships for ALL #Huemans who may interact with police. → We propose that you take a look at your own unique communities to determine if, in fact, strides have been made to improve how your police agency serves you. If you aren’t where you would like it to be, then get involved!! Go in the building, talk to police leaders, ask the difficult questions and expect answers. You have that right. Don’t wait till an incident occurs; work NOW toward *at least* being in the room and helping your local agency leaders understand the expectations for how policing should look for your specific community. We can ALL make a difference to honor Mr. Floyd if we all take action. Because it really is all about making sure everyone can #getHOME ?? #policing #georgefloyd #georgeflodyremembrance #police #systemicchange #policereform #changepolicing #blacklivesmatter #blackcommunity #improvepolicing #communitypolicing

At IAPR, policing reform doesn’t mean fixing or restoring a system. Our approach is guided by a definition of reform that leads to transformed policing. Without transformational change in the way public safety occurs, with the inclusion of police, we will continue to see repackaged versions of the same method of policing in America we have experienced for the last 200 years. https://lnkd.in/geZFwtyY

Exploring the challenges and complexities of policing, #POLICEMag spotlights the unique perspective from someone who transitioned from attending peace marches to supporting police officers as a chaplain turned counsellor. Delving into the profound impact of trauma, the former police chaplain shares sobering statistics and personal reflections on the demanding nature of police work: "Most people will encounter three or four traumatic events in their lifetimes, while a police officer will encounter 400 to 600." Read more on his thoughts and experiences ?? https://lnkd.in/erpq_GcX