N O V E M B E R / D E C E M B E R 2011 • VO L U M E 13, N U M B E R 6
THE MAGAZINE OF THE
FBI NATIONAL ACADEMY ASSOCIATES
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LAW ENFORCEMENT’S BEST KEPT SECRET:
THE NATIONAL CENTER FOR MISSING & EXPLOITED CHILDREN PLUS:
RESISTANCE to
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NOVEMBER / DECEMBER 2011 • VOLUME 13 / ISSUE 6
COLUMNS 6 Association Perspective
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Passing the Baton Matt Raia
22 A Message from our Chaplain
What, Me Worry? Forget trivial matters and focus on your faith to carry you through troubling times. Billy Gibson
23 Staying on the Yellow Brick Road Undisputed Heavyweight Supplements? Do your homework to make sure anything you add to your diet is safe and effective. E.J. O’Malley
24 Member Spotlight
2011 IACP President Elected Sheriff of Virginia County
17 FEATURES
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Protecting the Innocents
The National Center for Missing & Exploited Children helps local officers investigate crimes against kids. Ernie Allen
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Supervising an Agency in Transition
When you shake things up in law enforcement, you have to expect some fallout. Here’s how to minimize the damage. Hubert J.M. King
EACH ISSUE 2 Executive Board 9 Partnerships 8 Chapter Chat AD INDEX IFC 7 3 21 13 11 5 4 IBC 21 2 BC
5.11 Tactical Series American Military University Justice Federal Credit Union Kaplan University Long Island University Monroe College Purdue Regis University Taser International Tele-Lite, Inc. Trident University Verizon Wireless
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“Continuing Growth Through Training and Education�
Representative Section I—Joe Gaylord Protective Services Manager, Central Arizona Project (AZ) jgaylord@fbinaa.org
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Representative Section II—Barry Thomas Chief Deputy/Captain, Story County (IA) Sheriff’s Office bthomas@fbinaa.org
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Representative Section III—Joey Reynolds Chief of Police, Lenoir (NC) Police Department jreynolds@fbinaa.org
The Magazine of the FBI National Academy Associates
EXECUTIVE BOARD Association President—Matt Raia Commander (retired), Westminster (CO) Police Department mraia@fbinaa.org
Representative Section IV—Scott Dumas Captain, Rochester (NH) Police Department sdumas@fbinaa.org
Association Past President—Kim Derry Deputy Chief, Toronto (Canada) Police Service kderry@fbinaa.org 1st Vice President Section II—Diane Scanga Captain/Academy Director, Director of Public Safety Services, Jefferson College (MO) dscanga@fbinaa.org
Chaplain—William C. Gibson Director (retired), (SC) Criminal Justice Academy wgibson@fbinaa.org Historian—Richard A. Amiott Chief (retired), Mentor (OH) Police Department ramiott@fbinaa.org
2nd Vice President Section III—Doug Muldoon Chief, Palm Bay (FL) Police Department dmuldoon@fbinaa.org
FBI Unit Chief—Greg Cappetta National Academy Unit (VA) gcappetta@fbiacademy.edu
3rd Vice President Section IV—Laurie Cahill Detective Lieutenant, Ocean County (NJ) Sheriff’s Department lcahill@fbinaa.org
Executive Director—Steve Tidwell FBI NAA, Inc. Executive Office (VA) stidwell@fbinaa.org
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2 N O V E M B E R / D E C E M B E R 2011
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N OV E M B E R /D E C E M B E R 2 011 VOLUME 13 ★ NUMBER 6 The National Academy Associate is a publication of the FBI National Academy Associates, Inc.
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Steve Tidwell / Executive Director/Managing Editor Ashley R. Sutton / Communications Manager © Copyright 2011, the FBI National Academy Associates, Inc. Reproduction of any part of this magazine without express written permission is strictly prohibited. The National Academy Associate is published bi-monthly by the FBI National Academy Associates, Inc., National Executive Office, FBI Academy, Quantico, VA 22135; phone: (703) 632-1990, fax: (703) 632-1993. 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. Editorial submissions should be sent to the National Academy Associate, National Executive Office, FBI Academy, Quantico, VA 22135. Submissions may vary in length from 500-2000 words, and shall not be submitted simultaneously to other publications. The FBI National Academy Associates, Inc., the Executive Board and the editors of the National Academy Associate neither endorse nor guarantee completeness or accuracy of material used that is obtained from sources considered reliable, nor accept liability resulting from the adoption or use of any methods, procedures, recommendations, or statements recommended or implied. Photographs are obtained from stock for enhancement of editorial content, but do not necessarily represent the editorial content within.
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To aid in the prevention of prescription drug abuse and diversion
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Anti-Crime Program – RxPATROL® (Rx Pattern Analysis Tracking Robberies and Other Losses) is designed to assist law enforcement efforts to apprehend and prosecute pharmacy robbers and scammers, as well as to help protect pharmacies. Using a web-based program RxPATROL collects, collates and analyzes information from pharmacy theft reports across the U.S. The RxPATROL website – www.rxpatrol.org - has links to the National Association of Drug Diversion Investigators and to the National Community Pharmacists’ Association.
Educational Materials – Drug ID cards with full-color, actual-size photographs of the most For more information, contact the commonly abused prescription Law Enforcement Liaison and Education Unit drugs, according to the National at 203-588-7281 Association of Drug Diversion Purdue Pharma L.P. One Stamford Forum, Stamford, CT 06901-3431 Investigators. Educational brochures on preventing prescription drug Fax 203-588-6035 • E-mail: LEPrograms@pharma.com abuse for law enforcement officers to distribute to pharmacies, physicians and hospitals, includes how to spot and deal with scammers.
All of these programs are provided at no cost. We do not promote any company’s products. Our sole objective is to provide information that supports law enforcement to help keep prescription drugs out of the hands of criminals, in order to ensure that they are available for patients with real medical needs.
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ASSOCIATION PERSPECTIVE
MAT T R A I A
Passing the Baton DEAR FELLOW FBINAA MEMBERS,
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T SEEMS LIKE JUST YESTERDAY I was anxiously looking forward to beginning my tenure on the executive board and eventually having the honor to serve as president of the FBI National Academy Associates. Now, in what feels like only a few short days rather than an entire year, my term as president will end. I will pass the baton to Diane Scanga, who will assume the office of president. Before I do, I’d like to share with you some member updates.
MEMBER BENEFITS Liberty Mutual Insurance, National Alamo, and Enterprise Car Rental Companies have signed on to provide special benefits to FBINAA members. See the member benefits section of the association Website for details.
PRESIDENT’S ACTIVITIES I was honored to represent the FBINAA at the following events in past months: Section One Chapter Officers Meeting in Las Vegas; Alaska Chapter Conference in Anchorage; and graduation of Session 247. I attended the Session 246 graduation in September and was informed that they not only survived the National Academy, they survived a hurricane, an earthquake, and flooding.
MOBILE MEMBERSHIP Verizon Wireless has agreed to sponsor the startup that will allow our members to download an FBINAA app free of charge on your iPhone, iPad, Blackberry, or Android phone. After doing so you will be able to access many membership tools such as the membership database and the entire FBINAA Website including the online store and the members-only section. My wife Debbie and I have enjoyed representing the membership of the association at the activities we have been invited to participate in while I have been a member of the board. We met so many people, saw many different places throughout the entire world, and enjoyed the experience of a lifetime. To say that some of the people and places were “interesting” would be an understatement. It has indeed been an honor. We are grateful and give each of you our most sincere and heartfelt thank-you for allowing us this wonderful opportunity. It is with mixed emotions that I write my last message to you as president of the association. I am excited about the opportunities awaiting the FBINAA, yet I am sad that I will no longer have a part in helping guide it. I am excited about having some “extra” time available to pursue other activities.
I’m sad that my calendar will no longer be jammed full of FBINAA executive board functions, appointments, and meetings. I’m excited that I will no longer be required to make multiple airline flights from Denver to Washington Reagan National Airport. I’m sad that I will no longer visit the FBI Academy on a regular basis and have the opportunity to interact with our executive office staff, Academy staff, and FBINA sessions. I’m excited that I will have more time to attend my home Rocky Mountain Chapter functions. I’m sad that I will not be visiting the 47 other chapters of our association as often as i have been able to while serving on the board. As it is written in Psalms, “There is a time for everything,” and it is now time for me to step aside. I do so confident in the future of the association with the knowledge that the tremendously talented and devoted board members will lead the association to even greater heights and achievements. I hope that I have had a positive impact upon the FBINAA. I think so and I hope you do as well. I tried my best to do more than simply occupy a seat on the board. I want to thank each of you for allowing me the honor of serving as president of the most prestigious law enforcement association in the world. I am proud of each of you and your commitment to the ideals of the FBI National Academy Associates. Without you there would be no association. Remember, the future of the FBI National Academy Associates is in your hands. May God bless you and may God bless The FBI National Academy Associates. ■ F B I N A A Respectfully,
Matt Raia Matt Raia, 2011 President
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“IAMULOOKED TO A LEADER. is where experience and academics intersect.” Chief Joel Hurliman | Graduate, School of Public Safety & Health AMU stands shoulder-to-shoulder with the law enforcement community. As a 32-year police veteran and retired Army National Guard Master Sergeant, Chief Hurliman knows it takes street smarts and book smarts to address today’s complex public safety challenges. He joined AMU based on academic partnerships such as the FBI National Academy, faculty who have worn the badge, and a community of like-minded peers, each dedicated to protecting and serving our nation.
Learn More at www.PublicSafetyatAMU.com/associate-mag What’s this? AMU-QR.com Art & Humanities | Business | Education | Management | Public Safety & Health | Science & Technology | Security & Global Studies
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CHAPTER CHAT The intent of this column is to communicate chapter news. Announcements may include items of interest such as member news, sections activities, events, training calender, special programs, etc. Refer to the editorial submission deadline, particularly with date-sensitive announcements. Submit chapter news and high-resolution digital jpg or tif photos with captions to: Ashley Sutton, Editor, FBINAA, Inc., at asutton@fbinaa.org phone: (302) 644-4744 • fax (302) 644-7764
ARIZONA CHAPTER ★ The Arizona Chapter is happy to welcome our newest graduates from the National Academy: Capt. John Philpot, Arizona DPS; Sgt. Rolf Averill, University of Arizona PD; Commander Frances Santos, Tempe PD; and Assistant Chief Brett Klein, Tucson PD. ★ Sharon Clarke, a fixture of the Arizona Chapter, has retired. She was a great supporter of our chapter and will be very much missed. Megan Mikes will take her place. ★ Chapter President Rob Handy has retired from the Phoenix Police Department to become Police Chief in San Bernardino, Calif. ★ We were all saddened by the unexpected death of Chief Brent Cooper of the Flagstaff Police Department, Session 182, in October. The 33-year veteran of the Department focused on taking a community policing approach to law enforcement and being proactive to crime. He will certainly be missed. ★ The Board put on another quality retrainer in October. Those who attended were given some great insight from Capt. Byron Gwaltney of the Pima County Sheriff’s Office regarding the tragic Tucson shooting that killed six people, including U.S. District Judge John Roll, and wounded 13 people, including Congresswoman Gabrielle Giffords. There was also an informative presentation by Michele Stuart of JAG Investigations on Internet investigative sources. Thanks to all who attended.
CALIFORNIA CHAPTER
Florida: Ed Palmer, Session 166, Lee County (Fla.) Sheriff’s Department and FBI Director Robert S. Mueller at the FBINAA’s annual reception at the IACP show in Chicago.
EASTERN MISSOURI CHAPTER ★ The Eastern Missouri Chapter held its joint Western Missouri Kansas/Eastern Missouri annual training conference at the Lake of the Ozarks. Activities included great training classes and social activities. In addition, a special presentation was made to Chief Lane Roberts of the Joplin Police Department on behalf of the Chapter. Joplin, Mo., suffered a devastating loss as a result of the tornado in May, which took more than 160 lives.
FLORIDA CHAPTER ★ Major Mark Ginn, Session 195, will retire from Coral Gables PD. ★ Maurice Langston, Session 245, has been named Undersheriff of the Wakulla County Sheriff’s Office (WCSO) in Crawfordville, Fla. Undersheriff Langston is well respected within the WCSO operation and administration and has served as the commander of the law enforcement division, duties he will maintain as the undersheriff. John Ruffcorn of the Auburn (Calif.) Police Department was promoted to chief on June 30. He is a graduate of Session 228.
★ Jeffrey S. Goldman, Session 241, was recently promoted from captain to assistant
chief of police of the Delray Beach Police Department. ★ After almost 50 years of public service which includes four years of military service, 35 years with two separate police departments, and nine years of active federal service, Joseph M. Hurtuk, Session 179, retired September 30 as the Assistant Federal Security Director/Compliance for Palm Beach International Airport, Melbourne International Airport. ★ David Mims retired from the New Smyrna Beach PD, effective June 1.
HAWAII CHAPTER ★ Paul Kealoha, Session 217, was promoted to Assistant Chief of Police of the Hawaii County Police Department effective July 17. ★ Victor Ramos, Session 231, was promoted to Assistant Chief of Police of the Maui County Police Department effective July 1. ★ Dave Kajihiro, Session 192, was promoted to Deputy Chief of Police of the Honolulu Police Department effective June 1. w w w.f b i n a a.o r g
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CHAPTER CHAT ★ Ross Buzzuro, Session 243, has served the Baltimore Police Department for 25 years, and on June 15, 2011, he was promoted to Lieutenant Colonel. ★ Finally, after several weeks of inclement weather the sun came out for the annual Golf Tournament, organized by Capt. William (Bill) Krampf, Session 242, of the Anne Arundel County Police Department. The tournament, which was played at the Compass Pointe Golf Course, benefits both the Maryland and Delaware Special Olympics along with the Chapter Scholarship Fund for school students.
NEW JERSEY CHAPTER ★ Capt. Dennis Reilly of the Morris Township PD was promoted to Chief on January 1, 2011. Dennis is a 24-year veteran of the department and a graduate of Session 241. Kansas/Western Missouri: Riders take a break during the Lake of the Ozarks Motorcycle Ride.
★ Assistant Chief of Police Bryan Wauke, Session 206, retired from the Honolulu Police Department effective June 30. ★ Lt. Danilo Abadillo, Session 211, retired from the Kauai County Police Department effective June 1.
IOWA CHAPTER ★ John L. Gray, Chief, Session 185, Altoona Police Department will retire on December 30 after 27 years with the department.
KANSAS/WESTERN MISSOURI CHAPTER ★ The joint Fall Retraining Conference hosted by the Kansas-Western Missouri and Eastern Missouri Chapters was held at the Lodge of the Four Seasons, Lake Ozark, Mo., September 7–9.
★ About 20 riders participated in this year’s annual motorcycle ride. Tommy Roam, once again, planned a spectacular route through the twisty turns and hills of the Ozarks. The Second Annual Lake of the Ozarks Motorcycle Run was sponsored by the Lake of the Ozarks Harley Davidson Shop. Shooting Awards went to John Simmons, first place; Richard Knaus, second place; and Marlin Ritzman, third place. ★ During the Annual Banquet held as part of the Fall Retraining Conference, the bi-annual Clarence M. Kelly Award for Meritorious Service was awarded to Richard Gillespie for his years of selfless service to the citizens he serves and the Kansas–Western Missouri Chapter. Additionally, the 2012 officers of the Kansas–Western Missouri Chapter executive board were sworn in by Kansas City FBI Assistant Special Agent in Charge Dan Jones.
MARYLAND/DELAWARE CHAPTER ★ This year’s annual Navy Football tailgate party and football game was even more exciting because Navy played the Delaware Blue Hens on September 3, 2011 in Annapolis, Md. It was fun to see intra-chapter rivalry for the game with chapter members sporting either their Navy or Delaware shirts. Once again, Lt. Brian Della, Session 231, of the Annapolis Police Department did an outstanding job organizing the tailgate party and game festivities. Kansas/Western Missouri: 2012 executive officers taking the oath of office. (Left to right) Second Vice President Dave Williams, President Elect Zim Schwartze, and President Mark Goodloe. Not pictured are First Vice President Bill Delaney and Secretary/Treasurer John Simmons.
★ The Maryland/Delaware Chapter hosted the Section III Representative Meeting in Annapolis, Md., September 16-18, 2011. The meeting was very well attended.
★ Capt. Rob Rentenberg of the Metuchen Police Department was promoted to Chief on April 4, 2011. Rob is a 21-year veteran of the department and a graduate of Session 235. ★ Lt. David Irizarry of the Metuchen Police Department was promoted to Captain on June 6, 2011. Dave is in his twentieth year with the department and a graduate of Session 243. ★ Assistant Chief Gene Chiosie of the West Milford Police Department was promoted to Chief on January 20, 2011. Gene is a 25-year veteran of the department and a graduate of Session 210. ★ Chief James Eufemia of the Hightstown Police Department retired on September 1, 2011. Mickey is a 30-year veteran of the department and a graduate of Session 215. He is currently the 2nd VP of the FBINAA NJ Chapter and will be president in 2013. ★ Chief James Keane of the Metuchen Police Department retired on March 31 after 13 years as chief. Jim is a 31-year veteran of the department and a graduate of Session 193. ★ Capt. Robert Hubner of the Woodbridge Township Police Department retired on September 1, 2011. Bob is a 30-year veteran of the department and a graduate of Session 211. He was appointed to the position of Police Director of the department on March 1, 2011. ★ We congratulate the following officers on their recent graduation from the FBI National Academy and encourage them to become active in the functions of the Association. Session 245: Capt. Michael Lloyd, Monroe Twsp. Police De-
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partment; Sgt. Deanna V. Kozub, Burlington County Prosecutors Office; Sgt. Christopher Kelly, Clifton Police Department; Lt. Daniel Guthrie, Eatontown Police Department; D/Sgt. Gregory A. Demeter, New Jersey State Police; Lt. John Edwards, Middle Twsp. Police Department; Capt. Richard Larsen, Point Pleasant Police Department Session 246: Capt. Earl J. Graves, Essex Co. Prosecutors Office; Lt. Hans D. Jaensch, Riverside Twsp. Police Department; Lt. Rocco Maruca Jr., Ewing Police Department; Lt. Philip E. Meehan, Hazlet Twsp. Police Department; Chief Patrick P. Montuore, Florham Park Police Department; Lt. Paul P. Sorrentino, Hamilton Twsp. Police Department; Chief Timothy J. Wenzel, Watchung Police Department; Lt. Stephen D. Wilde, Cranford Police Department.
★ Due to Jody’s vacancy, Rob Stelzer, Session 197, will assume the office of chapter president; Ed Reynolds, Session 188, is now the 1st vice president; and the 2nd Vice President position will be determined following an election at the fall business meeting. ★ Gregg Mercantel, Session 229 will continue his tenure as Past President. Gregg also has been appointed by Governor Susanna Martinez as the Department of Public Safety Deputy Secretary for Administration. ★ Dave Linthicum, Session 174, and James Gonzales, Session 243, have retired from the Bernalillo County Sheriff’s Department.
NEW MEXICO CHAPTER
★ Wayne Torpy, Session 208, did an outstanding job during the recent Los Conchas forest fire in Los Alamos which drew international media attention.
★ Chapter President Jody Scifres, Session 230, has taken a new position as the chief of police for the Lubbock (Texas) School District Police Department. We wish Chief Scifres the best.
★ Chris DeGuelle, Session 222, has been reassigned to Moody AFB in Georgia from Holloman AFB. Georgia’s gain is a loss for The Land of Enchantment.
NEW YORK/EASTERN CANADA CHAPTER ★ The annual Northern Counties Luncheon was held Friday, Nov. 4, at the Doral Arrowwood Hotel in Rye Brook, N.Y. The event was chaired by Scarsdale Chief John Brogan, Session 195, a member of the New York Office Board of Governors. The exceptionally entertaining guest speaker was former Yankee catcher John Flaherty, now a sportscaster with the YES Sports Network. Nearly 100 members were in attendance including Jan Fedarcyk, the ADIC, as well as SAC of the NYO Criminal Division, Diego Rodriguez. Both are Chapter members.
NORTHWEST CHAPTER ★ During the 2011 Re-Trainer Capt. Scott Broderman, Session 236, of the Minnetonka (Minn.) Police Department was elected as the Chapter President – Minnesota. Also, elected at the Re-Trainer as Chapter Secretary/Treasurer was Chief John Swenson, Session 232, of the Lino Lakes (Minn.) Police Department. Congratulations to them both.
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CHAPTER CHAT
Washington: Chapter members gathered at a luncheon to recognize newly selected FBI NA Session 247 candidates. (Left to right) Sergeant at Arms George Delgado, Michael McCabe, Donnie Lowe, ASAC Steve Dean, Michelle Bennett, Glenn Hutchings, and Peter Fischer.
★ Sergeant Richard (Rick) Peterson, Session 234, of the Forest Lake Police Department was appointed as the Director of Public Safety effective August 9. ★ Herb Stephen, Session 100, Northwest Chapter past president and retired chief of police in Winnipeg, Manitoba, lost his wife Faye on Jan. 24 after 55 years of marriage. Faye passed away after a courageous 18-year struggle with cancer, which she faced with dignity and grace. Faye was the hostess for the National Academy retraining in Winnipeg in 1987 and assisted with other retraining sessions in Winnipeg in 1975 and 1981. ★ On March 1, Minnesota Governor Mark Dayton appointed Mona Dohman, Session 193, as commissioner of the Department of Public Safety. Commissioner Dohman started her law career with the Glencoe Police Department, moved to Marshall Police Department, and then rose through the ranks of the Maple Grove Police Department to serve as police chief for 10 years. Congratulations, Commissioner Dohman. ★ The Northwest Chapter conducted its ReTrainer July 10–13 in Duluth, Minn. Chief Gordon Ramsey, Session 225, and the entire Duluth Police Department were gracious hosts. Attendees received training on leadership, terrorism case updates, and several case debriefings. Other highlights included a 5K race/ walk, a picnic along the shore of Lake Supe-
rior, and a presentation by author and judge John DeSanto on his book “Will to Murder.” Great job, Planning Committee members—especially past president Chief Jim Way, Session 200, and Jolene Wiemann.
Session 247: Philip Kestin, Aiken Department of Public Safety; Florence McCants, SC Criminal Justice Academy; Bradley Douglas, Fairfield County Sheriff’s Office
SOUTH CAROLINA CHAPTER
TENNESSEE CHAPTER
★ Congratulations to Benjamin F. Thomas, III on his new assignment and change of command title to Assistant Chief of the South Carolina Law Enforcement Division (SLED). He was serving as the Chief of Staff.
★ Within the Shelby County Sheriff’s Office, both Bill Allen, Session 174, and Andy Boyd, Session 232, have been promoted to chief inspector.
★ Congratulations to our recent graduates of the National Academy. Session 246: Kevin A. Kerley, MUSC Public Safety; Chad Snelgrove, Lexington Police Department; Chris S. White, Columbia Police Department
Washington: Chapter “Run for Jean” event winners Tim Braniff, Mark Couey, Brad Watkins, and Earl Smith did their part to raise money for the FBIAA Family Assistance Fund and the Seattle Cancer Care Alliance.
WASHINGTON CHAPTER ★ The Washington Chapter Fall Conference was held in Vancouver Sep. 7–9, 2011, and was a resounding success. The training portion of the conference featured speakers Bob Vernon, LAPD Assistant Chief, retired; Steven Jensen, Lynnwood PD chief of police; and Steve Dean, FBI Seattle ASAC. They covered responsible leadership and ethics and a case study in public corruption. The speakers and training were excellent. ★ The conference also featured many other activities, including a motorcycle poker run with National Director Steve Tidwell, a tour of Fort Vancouver and wine tasting event, golf at Heron Lakes, a Fun Run in downtown Vancouver, the President’s reception hosted by Dan Costa of 5.11 Tactical at the Pearson Air Field and Museum, and the gala banquet held at the Vancouver Hilton featuring entertainment by the Chris Ward (Session 218) Band. In all, 114 chapter members were in atten-
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dance at the conference. Of special note was Don Daniels, Session 113, who has attended 33 straight chapter conferences since 1978. A tremendous amount of time and effort went into planning and organizing the conference, and the Chapter Board recognizes the efforts of everyone involved. ★ On October 2, the “Run for Jean” 5.5-mile run/walk/ride and silent auction event was held. It was organized by the FBIAA Seattle Office with proceeds from the event going to the FBIAA Family Assistance Fund and the Seattle Cancer Care Alliance. ★ Jim Kelly, Session 196, was appointed Deputy Director of SCORE – South Correctional Entity in SeaTac. The $89 million, 813-bed, 19-acre site is located just south of SeaTac Airport and is a regional misdemeanant corrections facility. ★ Chapter Board elections were held at the business meeting and the following members were elected: Tim Braniff, Session 226, Sergeant at Arms; Earl Smith, Session 241, Member at Large Position #1; and Dusty
Pierpoint, Session 213, Member at Large Position #2. ★ On September 15, 2011, a luncheon was held to select the following candidates to attend Session 247: Donnie Lowe, Seattle PD; Michelle Bennett, Maple Valley PD; Peter Fischer, Bremerton PD; Michael McCabe, Clark County Sheriff’s Office; and Glenn Hutchings, Swinomish Tribal Police Department. ★ Rob Nou, Session 162, was elected sheriff of San Juan County and took office in January 2011. Previous to the position Rob had served as a deputy on Lopez Island since 2008. Rob also served 23 years with the Yamhill County (Ore.) Sheriff’s Office and served as chief of the Burns (Ore.) Police Department from 2005–2008.
WISCONSIN CHAPTER ★ Lt. Shawn Kudron of the La Crosse Police Department has been promoted to Captain and assigned as the Commander of the Investigative Services Bureau. He is a certified Wisconsin public manager and a recent graduate of the FBI National Academy in Quantico. ■ F B I N A A
Wisconsin: Lt. Shawn Kudron of the La Crosse Police Department has been promoted to the rank of Captain and assigned as the Commander of the Investigative Services Bureau.
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Protecting the
Innocents
The National Center for Missing & Exploited Children helps local officers investigate crimes against kids. ERNIE ALLEN
T
HE National Center for Missing & Exploited Children (NCMEC) is the leading nonprofit organization in the United States working with law enforcement on issues of missing and sexually exploited children. Since the organization was established 27 years ago, it has worked with law enforcement to help recover more than 166,000 missing children. Over the last 13 years, the Center’s CyberTipline has received more than 1.2 million leads of suspected child sexual exploitation on the Internet. Yet many law-enforcement officials are not aware of all of the ways NCMEC can help them or about the full range of resources that are available to them from the Center for free. Headquartered in Alexandria, Va., NCMEC has grown from a dozen employees in 1984 to a team of more than 360 highly trained professionals, including many former law-enforcement officers. NCMEC is the only child protection nonprofit given access to the FBI’s National Crime Information Center (NCIC). More than a dozen liaisons from various federal law enforcement organizations are assigned to work out of the Center’s offices. The Center serves as the national clearinghouse for information on missing children and the sexual exploitation of children. NCMEC’s role is to assist law enforcement by providing support in missing children and sexual exploitation cases. Frequently referred to as “law enforcement’s best kept secret,” the Center can help with cases in a variety of ways.
ABDUCTED CHILDREN CASES An estimated 800,000 children are reported missing every year. That averages out to 2,000 a day. As anyone in law enforcement knows, the search for a critically missing child can easily overwhelm a law enforcement agency, particularly those with
limited resources. Tips pour into the 911 call center, well-meaning citizens show up by the hundreds to help look for the child, reporters set up camp and demand regular updates. The National Center for Missing & Exploited Children supplies a variety of resources that can help local law enforcement agencies cope with missing child incidents. These include: • NATIONAL MISSING CHILDREN HOTLINE —NCMEC operates the national toll-free missing children hotline 1-800-THE-LOST (843-5678), which processes reports of missing children, reports of sightings or requests for resources to assist with cases. The call center operates 24 hours a day, seven days a week, 365 days a year, and can handle calls in more than 180 languages. • TEAM ADAM —To help law enforcement with the most difficult cases, NCMEC dispatches representatives from its Team Adam program to provide support. The program is named for Adam Walsh, the 6-year-old son of John and Reve Walsh who was missing and found murdered in 1981. Team Adam is a program staffed by specially trained retired law enforcement professionals who serve as consultants to local law enforcement. Team Adam members are deployed to critical cases as a rapid, on-site response and support system that provides additional investigative tools and the latest technology to local law enforcement agencies. The members of this elite program are all retired from local, state, or federal law enforcement agencies and hand picked for their experience and expertise. Team Adam consultants work by phone with NCMEC case managers. They can tap into resources such as computer forensics, technical support, emotional support for families, case analysis, equipment, bloodhounds, handwriting analysis, polygraph services, fingerprint database searches, photo enhancement, landfill search expertise, and search-and-rescue experience.
WORKING WITH DISPATCHERS
Time is the enemy in critical missing and exploited children cases. The initial calls to 911 call centers play a vital role and information gathered when receiving these reports can determine whether the child is recovered safely. It is imperative that agencies provide calltakers with the tools and training that will enable them to act quickly and decisively. The National Center for Missing & Exploited Children (NCMEC) has created standards that 911 operators should use when handling calls involving missing children or children who have been sexually exploited to ensure that all of the information is obtained during the initial call and to provide consistency in the way these types of calls are handled. NCMEC offers a detailed checklist for calltakers to use when implementing the new standards and also offers training. More information and access to the “Standards for Calltakers when Handling Calls Pertaining to Missing and Sexually Exploited Children” document can be found at www.missingkids.com/911.
• FORENSICS SUPPORT—A special Forensic Services Unit at NCMEC age progresses about 400 photographs of missing children every year, making it possible to recognize children many years after they vanished. The Center also has access to an estimated 40,000 sets of unidentified human remains, known as “the nation’s silent mass disaster.” Of those, an estimated 25,000 are adult and child skulls. NCMEC is one of only a few places in the world that does computerized skull reconstructions to put a face on a child’s skull in the hopes that
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PHOTOS: ROBERT BIRD / NATIONAL CENTER FOR MISSING & EXPLOITED CHILDREN
(Far left) the national tollfree missing children hotline operates 24 hours a day, seven days a week and can handle calls in more than 180 languages.
someone will recognize him or her. • PHOTO AND POSTER DISTRIBUTION —The distribution of photographs and posters is one of the ways NCMEC draws public attention to missing children. Posters are displayed on the organization’s Website www.missingkids. com and the organization works with an extensive network of private-sector partners and direct-mail services to transmit images and information instantly nationwide. • CASE ANALYSTS —NCMEC case analysts assist law enforcement by searching numerous public record databases that have been donated to the Center. They also regularly track attempted abductions across the United States and can provide valuable investigative information on historical incidents, working to link cases and identify patterns. • SEX OFFENDER TRACKING TEAM — A special team has been designated at NCMEC to work with the U.S. Marshals and other law enforcement to locate the more than 100,000 noncompliant, fugitive registered sex offenders. • COLD CASE UNIT—Another dedicated NCMEC team investigates long-term missing child cases. No unsolved missing child case is ever closed at NCMEC. More than 600 cold case investigations are currently in progress. Another NCMEC program, Project ALERT (America’s Law Enforcement Retiree Team), uses retired local, state, and federal law enforcement officers to consult on cold cases. They assist in case review, analysis, investigative strategies, and interviews. • FAMILY ADVOCACY—Master’sdegree social services professionals with special training provide a support network for victims and their families through the organization’s Family Ad-
(Left) launched in 1998, the CyberTipline serves as the nation’s system for reporting suspected child sexual exploitation. (Below) the Forensics Services Unit at NCMEC age progresses about 400 photographs of missing children every year.
vocacy Department. They offer reunification assistance, counseling, training, referrals, crisis-intervention, and support for runaways. • INTERNATIONAL ABDUCTIONS — NCMEC also provides assistance in the recovery of children who have been taken to another country by a non-custodial parent. They can provide information and technical assistance on the civil and criminal aspects of abduction, as well as support to the reunification process. Through its corporate sponsors, transportation may be provided for families who cannot afford it.
EXPLOITED CHILDREN The numbers are staggering: 1 in 5 girls and 1 in 10 boys will be sexually
victimized before adulthood, according to leading researchers. And the Internet has become a primary tool for people to sexually exploit children on their computers and cell phones. The National Center for Missing & Exploited Children provides a number of resources for agencies investigating the exploitation of children. These include: • CYBERTIPLINE —NCMEC operates the national CyberTipline (www. cybertipline.com), which serves as the nation’s system for reporting suspected child sexual exploitation. Launched in 1998, it serves as 911 for the Internet. The organization also expanded its Exploited Child Division (ECD) which works with law enforcement to help w w w.f b i n a a.o r g
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Protecting the
identify and rescue children being sexually abused in child pornography both in the United States and internationally. NCMEC has been in a unique position to witness this growing threat. The more than 1.2 million reports of suspected child sexual abuse made to the CyberTipline by the public and by electronic service providers in the last 13 years have resulted in thousands of arrests and successful prosecutions. Reports include cases of online enticement for sexual acts, sexual molestation, child pornography, and unsolicited obscene material. These leads are reviewed by NCMEC analysts who examine and evaluate the content, use search tools to try to identify the suspects, and then provide all the gathered information to law enforcement. Most leads are sent to the 61 Internet Crimes Against Children task forces (ICACs) around the country, which were established by Congress to investigate these types of crimes. • CHILD VICTIM IDENTIFICATION PROGRAM —NCMEC analysts help law enforcement find victims of child pornography through its Child Victim Identification Program (CVIP). In the nine years since that program was cre-
CHILD SAFETY, PREVENTION, AND THE INTERNET
IT IS VITAL for law enforcement to help teach parents, educators, and others how to keep children safer. The National Center for Missing & Exploited Children (NCMEC) is a leader in education and prevention. The Center has developed a large number of proactive programs and publications created for children, teens, teachers, child care providers, parents, and others that contains information about ways to be safer at home, on the Internet, and in the community. NCMEC also created NetSmartz Workshop, an online educational resource that uses age-appropriate programs to teach children how to be safer on the Internet and in the real world. The animated spokesperson, Clicky, has been enormously popular in teaching Internet safety to younger participants. NetSmartz for law enforcement helps officers educate their communities. It provides videos, presentations, and tip sheets. More information is available at www.netsmartz.org/lawenforcement.
Innocents (Left) NCMEC is one of only a few places in the world that does computerized skull reconstructions to put a face on a child’s skull. (Bottom) NCMEC provides professional training for law enforcement on issues relating to child abduction and sexual exploitation.
ated, NCMEC analysts have reviewed more than 56 million images, looking for clues in the haunting photographs and videos that might reveal their location. To date law enforcement has notified NCMEC of the rescue of 3,790 children who were sexually abused and/ or exploited. • LAW ENFORCEMENT SERVICES PORTAL —Earlier this year, NCMEC launched the Law Enforcement Services Portal (LESP) to aid in child pornography investigations. This secure portal gives law enforcement officers and prosecutors around the world direct access to information compiled by NCMEC. Using the Portal, investigators can do “hash searches,” comparing hash values from child pornography stored in a suspect’s computer to those in NCMEC’s Child Recognition and Identification System. This will reveal whether the images are an identified child or a recognized or unrecognized hash value. Like other field tests, this will provide a preliminary evaluation that can help determine what steps to take next. For more information, contact cvip@ncmec.org. To register for access to the portal, go to https://lesp.cybertip.org and click on “Register.” After an LESP report is generated, law enforcement officers can submit seized images and videotape to CVIP for a complete analysis.
FREE TRAINING NCMEC provides professional training courses and educational materials for law enforcement on issues relating to child abduction and sexual exploitation. The courses are recognized by state and national accreditation agencies and are offered regionally throughout the
United States and at the organization’s Jimmy Ryce Training Center in Alexandria, Va. In addition, NCMEC offers a two-day Chief Executive Officer Seminar for police chiefs, sheriffs and call center directors. It is held on Sundays and Mondays at the Jimmy Ryce Training Center. Transportation, food, and lodging are provided and sessions fill up quickly. More information about law enforcement training, including course descriptions and schedules can be found at jrletc@ncmec.org. In addition, education materials are continually updated and available on the NCMEC Website or by calling 1-800-The-Lost (843-5678).
SUCCESS STORIES The recovery of Carlina White after 23 years, like 2009’s recovery of Jaycee Dugard in California after 18 years, or 2007’s recovery of Shawn Hornbeck in Missouri after four years, or 2003’s recovery of Elizabeth Smart in Utah after nine months, and many others, provides hope for thousands of searching parents. The way law enforcement searches for missing children has changed a lot in the past 27 years. More missing children come home safely today than at any time in U.S. history. And more offenders who prey upon children are brought to justice than ever before. Law enforcement is better prepared and responds more swiftly and effectively. There is better law and technology. The public is also more alert and aware to the danger. However, there are still thousands of children who do not make it home each year, and more who fall victim to sexual exploitation. NCMEC is a great resource available to help law enforcement. For more information about how the organization can help you, visit www.missingkids.com or call 1-800-THE LOST. ■ F B I N A A Ernie Allen is president and chief executive officer of the private, nonprofit National Center for Missing & Exploited Children, which has worked in partnership with the U.S. Department of Justice and helped recover 170,000 children, while increasing its recovery rate from 62% in 1990 to 97% today.
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SUPERVISING AN AGENCY IN
TRANSITION
When you shake things up in law enforcement, you have to expect some fallout. Hereâ&#x20AC;&#x2122;s how to minimize the damage. HUBERT J.M. KING
A
changes will harm them. They believe they might lose their authority. The ancient Greek philosopher Pythagoras said that the world is set up in opposites. The Chinese symbol-
PHOTO: ŠISTOCKPHOTO.COM
ny system, whether the human body or an organization, resists change that it believes will be harmful. As a law enforcement agency begins reengineering, officers may resist because they feel the
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SUPERVISING AN AGENCY IN
TRANSITION be setting yourself up against all that hard-wiring, all those emotional connections to those who taught your audience the old way. And that’s not trivial. As you craft your change message, make statements that honor the work and contributions of those who brought success to your agency in the past because on a very human level your officers will feel like they have been asked to betray former mentors by making a change. A little good diplomacy at the outset can stave off a lot of resistance.
ize this with a circle divided into two parts, the “yin” and the “yang.” If you imagine that the dark portion represents change, then the white would represent resistance. They go together.
SHOWING RESISTANCE Some of the signs of resistance include: confusion, immediate criticism, denial, malicious compliance, sabotage, easy agreement, deflection, and silence. Leaders should anticipate resistance and plan to counteract it by getting all who are involved in the change to agree; if not the chance of success will be small. The central challenge to overcoming resistance is changing people’s behaviors. The central challenge is not strategy, not systems, not culture. These elements and others can be very important, but the core problem is behavior. Changing resistance is less a matter of giving people analysis to influence
ROLE MODELS Never underestimate the power of observational learning. If you see yourself as a change agent, you probably are something of a dreamer, someone who uses imagination to create new possibilities that do not currently exist. Well, most people don’t operate that way. It’s great to be a visionary, but communicating a vision is not enough. Get some people on board
Making a change requires a kind of leap of faith, a decision to move in the direction of the unknown on the promise that something will be better. But there is no proof that it will be better. their thoughts than influencing their feelings. The heart of change is in the emotions. The flow of see-feel-change is more powerful than that of analysis-think-change.
Making a change requires a kind of leap of faith, a decision to move in the direction of the unknown on the promise that something will be better. But there is no proof that it will be better. People will only take active steps toward the unknown if they genuinely believe and feel that the risks of standing still are greater than those of moving forward. Making a change is all about managing risk. To make the case for change, be sure to set out in stark, truthful terms why you believe the risk situation favors change. Use numbers whenever possible because we in the West pay attention to numbers. At the very least, numbers get our attention. Then when the rational mind is engaged, the emotional mind, which is typically most decisive, can begin to grapple with the prospect of change. If you sell the idea of change based on idealistic, unseen promises of reward, you won’t be nearly as effective in moving people to action. The power of the human fight-or-flight response can be activated to fight for change.
REVERING THE ELDERS Your officers may also feel connected to other people who are identified with the old way. Loyalty helped our ancestors hunt and defend against the aggressions of hostile tribes. So we are hard-wired to form emotional bonds of loyalty. If you ask people in an organization to do things in a new way, as rational as that new way may seem to you, you will
PHOTO: ©ISTOCKPHOTO.COM
FIGHT OR FLIGHT
with your idea, so that you or they can demonstrate how the new way can work. Operationally, this can mean setting up effective pilot programs that model a change and work out the kinks before taking your innovation “on the road.” For most people, seeing is believing. Less rhetoric and more demonstration can go a long way toward overcoming resistance. People fear they lack the competence to change. This is a fear people will seldom admit. But sometimes, change in organizations necessitates changes in skills, and some people feel they won’t be able to make the transition very well. They don’t think they can do it. Some of them may be right. But in many cases, their fears will be unfounded, and that’s why part of moving people toward change requires an effective motivator. A successful change campaign includes effective new training programs, typically staged from the broad to the specific. This means that initial events should be town-hall-type infor-
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mation events, presenting the rationale and plan for change, specifying the next steps, outlining future communications channels for questions, and detailing how people will learn what is required of them, from whom, and when. Then training programs must be implemented and evaluated over time. In this way, the initial fear of a lack of personal competence for change can be minimized by showing how people will be brought to competence throughout the change process. Now you have to deliver.
JUST PLAIN TIRED Another reason that people resist change is they feel overloaded and overwhelmed. When you’re introducing a change effort, be aware of fatigue as a factor in keeping people from moving forward, even if they are telling you they believe in your idea. If an organization has been through a lot of upheaval, people may resist change just because they are tired; this tends to happen at precisely the time when more radical change is most needed. To overcome this resistance, you need to reemphasize the risk scenario that forms the rationale for change, be very generous and continuously attentive with praise, and show understanding for people’s complaints throughout the change process.
QUASHING RUMORS Healthy skeptics perform an important social function. They vet the change idea or process so that it can be improved upon along the road to becoming reality. So listen to your skeptics and pay attention because some percentage of what they have to say will prompt genuine improvements to your change idea. Be aware that people fear hidden agendas among would-be reformers. When seeking to promote change in an organization, not only can you expect to encounter resentment for upsetting the established order and for thinking you know better than everyone else, but you may also be suspected of wanting to increase your own power or even wanting to eliminate potential opposition through later stages of change. Interest in change had better be for the right reasons, and not for personal or factional advantage. It’s better to be as open with communication as possible without reacting unduly to accusations and provocations in order to show good faith and genuine interest in the greater good of the organization. If the change project will imply a reduction in workforce, then be open about that and create an orderly process for outplacement and in-house retraining. Avoid the drip-drip-drip of bad news coming out in stages or through indirect communication or rumor. Get as much information out there as quickly as possible and create a process to allow everyone to move on and stay focused on the change effort.
LOSING STATUS The proposed change can threaten people’s notions of themselves. When resistance springs from these identity-related roots, it is deep and powerful. To minimize its force, change leaders must be able to understand it and then address it,
acknowledging that change does have costs but also larger benefits. Real change reshuffles the deck a bit. Reshuffling the deck can bring winners and losers. Some people will gain in status, job security, and quality of life with the proposed change, and some will likely lose a bit. Change does not have to be a zero sum game, and change can bring more advantages to more people than disadvantages. But we all live in the real world and, let’s face it, if there were no obstacles aligned against change then special efforts to promote change would be unnecessary. Some people will be aligned against change because they will clearly, and in some cases correctly, view the change as being contrary to their interests. There are various strategies for minimizing this and for dealing with steadfast obstacles to change in the form of people and their interests, but the short answer for dealing with this problem is to do what you can to present the inevitability of the change given the risk landscape, and offer to help people to adjust. There has never been a real organizational change effort that did not result in some people choosing to leave the organization, and sometimes that’s best for all concerned.
MINIMIZING RESISTANCE In today’s economy, change is all-pervasive in organizations, including law enforcement agencies. It happens continuously, and often at rapid speed. Because change has become an everyday part of organizational dynamics, employees who resist change can actually cripple an organization. Resistance is an inevitable response to any major change. Individuals naturally rush to defend the status quo if they feel their security or statuses are threatened. If management does not understand, accept, and make an effort to work with resistance, it can undermine even the most well-intentioned and well-conceived change efforts. Leon Coetsee states, “Any management’s ability to achieve maximum benefits from change depends in part on how effectively they create and maintain a climate that minimizes resistant behavior and encourages acceptance and support.”
CAUSE AND EFFECT It is important to distinguish between the symptoms of resistance to change and the causes behind it. These behaviors fall into two categories: active resistance or passive resistance. Symptoms of active resistance include finding fault, ridiculing, appealing to fear, and manipulating. Passive resistance symptoms include agreeing verbally but not following through, feigning ignorance, and withholding information. “There is always the danger of identifying a symptom of re-
Not All Change is for the Better
S
ometimes someone’s idea of change is just not a good idea. Sometimes people are not being recalcitrant, or fearful, or muddle-headed, or nasty, or foolish when they resist. They just see that the change is wrong or half wrong. Not all resistance is about emotion. To win people’s commitment for change, you must engage them on both a rational level and an emotional level. Be mindful that a failure to listen to and respond to people’s rational objections and beliefs is ultimately disrespectful.
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TRANSITION
sistance when you are really looking for its cause,” says Bhutan. “To diagnose the causes, we must understand a person’s state of mind because the most important factors that go into a person’s state of mind are his or her facts, beliefs, feeling, and values.” Employees resist change because they have to learn something new. In many cases there is not a disagreement with the benefits of the new process but rather a fear of the unknown future and about their ability to adapt to it. “Most people are reluctant to leave the familiar behind. We are all suspicious about the unfamiliar; we are naturally concerned about how we will get from the old to the new, especially if it involves learning something new and risking failure,” says Peter De Jager. Low tolerance for change is defined as the fear that one will not be able to develop new skills and behaviors that are required in a new work setting. According to research by John P. Kotter and Leonard A. Schlesinger, if an employee has a low tolerance for change, the increased ambiguity of having to perform his or her job differently will likely cause a resistance to the new way of doing things. An employee may understand that a change is needed but may be emotionally unable to make the transition and resist for reasons he or she may not consciously understand. Robert Folger and Daniel P. Skarlicki investigated resistance to change as a response to the treatment employees receive in the change process. Specifically they focused on resentment-based resistance— reactions by disgruntled employees regarding the perceived unfairness of the change. They claim that “resent-based resistance behaviors, which can range from subtle acts of non-cooperation to industrial sabotage, are often seen by the perpetrators as subjectively justifiable—a way to ‘get even’ for perceived mistreatment and a way for employees to exercise their power to restore perceived injustice.”
the resources needed to perform his or her job. The psychological dimension addresses aspects of the employment relationship that incorporate the elements of mutual trust, loyalty, and commitment. Strebel says that when these personal compacts are disrupted it upsets the balance and increases the likelihood of resistance. He suggests that management view how change looks from the employees’ perspective and to examine the terms of the personal compacts currently in place. Robert Kegan and Lisa Laskow Lahey describe a psychological dynamic called a “competing commitment” as the real reason for employee resistance to organizational change. The change is not challenged, but rather it is resisted or not implemented at all because the employee faces additional issues or concerns related to the change. When an employee’s hidden competing commitment is uncovered, “behavior that seems irrational and ineffective suddenly becomes stunningly sensible and masterful but unfortunately, on behalf of a goal that conflicts with what you and even the employee are trying to achieve,” Kegan and Lahey say. PHOTO: ©ISTOCKPHOTO.COM
SUPERVISING AN AGENCY IN
There has never been a real organizational change effort that did not result in some people choosing to leave the organization, and sometimes that’s best for all concerned.
PERSONAL COMPACTS Paul Strebel, professor and director of the Change Program for international managers at the International Institute for Management Development, attributes resistance as a violation of “personal compacts” management has with employees. Personal compacts are the essence of the relationship between employees and organizations defined by reciprocal obligations and mutual commitments that are both stated and implied. Any change initiatives proposed by the organization would alter their current terms. Personal compacts comprise formal, psychological, and social dimensions. The formal dimension is the most familiar. It is the aspect of the relationship that addresses the basic tasks and performance requirements of the job and is defined by job descriptions, employee contracts, and performance agreements. Management, in return, agrees to supply the employee
POSITIVE RESISTANCE
Managers often perceive resistance negatively, and employees who resist are viewed as disobedient and obstacles the organization must overcome in order to achieve the new goals. However, in certain instances, employee resistance may play a positive and useful role in organizational change. Insightful and well-intended debate, criticism, or disagreement do not necessarily equate to negative resistance, but rather may be intended to produce better understanding as well as additional options and solutions. De Jager claims, “The idea that anyone who questions the need for change has an attitude problem is simply wrong, not only because it discounts past achievements but also because it makes us vulnerable to indiscriminate and ill-advised change.” What some managers may perceive as disrespectful or unfounded resistance to change might be motivated by an individual’s ethical principles or by their desire to protect what they feel is the best interests of the organization. Employee resistance may force management to rethink or reevaluate a proposed change initiative. It also can act as a gateway or filter, which can help organizations select from all possible changes the one that is most appropriate to the current situation. “Resistance is simply a very effective, very powerful, very useful survival mechanism,” says De Jager.
A PSYCHOLOGICAL PROCESS The process of change is simply moving from the current way of doing things to a new and different way of doing things. It isn’t the actual change that individuals resist, but rather the transition that must be made to accommodate the change.
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“Change is not the same as transition. Change is situational: the new site, the new boss, the new team roles, and the new policy. Transition is the psychological process people go through to come to terms with the new situation. Change is external, transition is internal, and unless transition occurs, change will not work,” Bridges says. An understanding of the theory of transitional phenomena would provide valuable insight into organizational change, and why it might be met with employee resistance. This theory, according to Gareth Morgan “suggests that change will occur spontaneously only when people are prepared to relinquish what they hold dear for the purpose of acquiring something new or can find ways of carrying what they value in the old into the new.” In the event that it does not exist naturally, it may be necessary for the organization to create transitional phenomena. This would help in the “letting go” of the current way and moving forward to the new way. Morgan adds, bringing about organization change “can rarely be done effectively by ‘selling’ or imposing a ‘change package,’ an ideology, or a set of techniques. The theory of transitional phenomena dictates that in situations of voluntary change the person doing the changing must be in control of the process.” The resistance of officers to change is a complex issue facing law enforcement management. The process of change is ubiquitous, and employee resistance has been identified as a critically important contributor to the failure of many wellintended and well-conceived efforts to initiate change within the organization.
In many cases, vast amounts of resources are expended by organizations to adjust employees to a new way of achieving desired goals. The natural propensity for individuals to “defend the status quo” presents a set of challenges that management must overcome in order to bring about desired change. Management must also seriously take into account and consider the myriad of problems that may result if they are not responsive to issues of resistance in the workplace. In order to facilitate a smooth transition from the old to the new, organizations must be competent in effective change management. The process of change management consists of getting those involved and affected to accept the introduced changes as well as manage any resistance to them. There are no concrete textbook answers and solutions to the problem. Since each individual is different, his or her perceptions and reasons for resisting are also different. As a result, researchers and scholars can only theorize on how to lessen or remove employee resistance to change, but in the final analysis, the only way to do so effectively is to understand the unique circumstances within each individual that is causing their particular resistance. ■ F B I N A A Capt. Hubert J.M. King is the evening watch commander for the Washington D.C. Metropolitan Area Transit Authority, Metro Transit Police Department. King earned his M.S. in management in public safety leadership from Johns Hopkins University in Baltimore. He is a graduate of Session 246 of the FBI National Academy.
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MESSAGE FROM OUR CHAPLAIN
B I L LY G I B S O N
What, Me Worry? FORGET TRIVIAL MATTERS AND FOCUS ON YOUR FAITH TO CARRY YOU THROUGH TROUBLING TIMES.
W
AY BACK in the early 1950s, a publication called “Mad Magazine” was founded. It was intended as a collection of humor and satire, and it pretty much lived up to that expectation. However, the big drawing card to the magazine was its fictional mascot, Alfred E. Neuman. No one really knows who the original inspiration for this character was, but it was and continues to be his expression that draws attention. Alfred is distinguished by jug ears, a missing front tooth, one eye lower than the other, and a goofy grin that expresses he doesn’t have a care in the world. His signature phrase is “What, Me Worry?” When you look at his face you can readily understand why this kid would never have a worry about anything. I don’t think any of us would ever want to look like Alfred, but I do think most of us would love to have his “no worry” attitude. Have you ever thought of yourself as a worry-wart or better yet, has anybody ever called you a worry-wart? Well, a worry-wart can be described as someone who worries about every little thing that comes along. If you don’t fit that mold, you probably know someone who does. And it’s no wonder, especially now. Our country, as well as the rest of the world, has gone through some troubling times in the past couple of years, and a lot of people have found a lot of things to be worried about. Some have lost their car, their home, money in the stock market, and worse yet, their job. Our economy remains in a downturn and it seems to many that there is no light at the end of the tunnel. We are living in stressful times. Wouldn’t it be wonderful to live a worry-free life? Well, it is quite possible to do so if your belief and faith are the anchors of your life. You have to realize that worrying does not come naturally but rather is a learned behavior. Worry comes when you take responsibility for what God has promised to provide, but you either don’t listen or fail to rely on his promises. In Phillipians 4:6-7 the apostle Paul puts it this way: “Do not worry about anything, but in everything, by prayer and petition, with thanksgiving, present your request to God. And the peace of God, which transcends all understanding, will guard your hearts and your minds in Christ Jesus.” Some time ago, I saw a survey in a magazine concerning worry. This survey revealed that 40% of the things we worry about either never happened or will never happen. And 30% of the things we worry about are about the past. Concern about our health and security comprises 12% of the things we worry
about, and a full 10% of our worries are about trivial matters. That means that of all the worries we have in life, only 8% deserve any concern. No one can make it any clearer than the words of Jesus himself in Luke 12:22-26: “Therefore, I tell you, do not worry about your life, what you will eat; or about your body, what you will wear. Life is more than food, and the body is more than clothes. Consider the ravens: They do not sow or reap, they have no storeroom or barn, yet God feeds them. And how much more valuable you are than the birds! Who of you by worrying can add a single hour to his life? Since you cannot do this very little thing, why do you worry about the rest? I don’t think our future will be any less stressful than the times we live in now. We will continue to see constant change and greater challenges, and within the next five years most of today’s technology will be obsolete. All these changes will require a lot of adjustment, and before we can adjust there will be even more changes. So you have to decide if you are going to be a worry-wart or live a worry-free life. After all, it is a personal choice. Just remember, pain is inevitable but misery is optional. In Phillipians 4:11-13, the apostle Paul gives us these comforting words: “For I have learned to be content whatever the circumstances. I know what it is to be in need, and I know what it is to have plenty. I have learned the secret of being content in any and every situation, whether well fed or hungry, whether living in plenty or in want. I can do all things through him who gives me strength.” May God bless you as you place your trust in Him to provide you with a worry-free life. By the way, Mad Magazine is still published today. ■ F B I N A A
You have to decide if you are going to be a worry wart or live a worry-free life.
Billy Gibson
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STAYING ON THE YELLOW BRICK ROAD
E.J. O’MALLEY
Undisputed Heavyweight Supplements? DO YOUR HOMEWORK TO MAKE SURE ANYTHING YOU ADD TO YOUR DIET IS SAFE AND EFFECTIVE.
E
VERYONE is looking for that edge in training and nutrition. Should you believe the hype regarding supplements? My job is to sift through all of the research and relay pertinent information to my students so they can make their own choice. Ultimately, the decision to take any supplement is an individual one that should be made cautiously. To do so, you must entertain three questions regarding any supplement: Is it legal? Is it safe? Does it work? Financial cost, side effects, contamination, and inferior absorption are the big risks in this game. At the end of the day, I want to know if these products will keep me playing with my kids or put me on the injured reserve list.
OMEGA 3’S AND ANTIOXIDANTS I’m going to look past the “meathead” supplements in the weight room and focus on what can make us better from a disease prevention perspective. Two of the hottest supplements on the market today are omega 3’s and antioxidants. The research looks very promising for both. There is more than one reason to ensure you consume enough omega 3’s in your diet. The American Heart Association now endorses omega 3’s as heart healthy, and my eye doctor has recommended that I regularly include fatty fish in my diet or supplement with omega 3 capsules. According to my doctor, research has shown the consumption of omega 3’s can help protect adult eyes from macular degeneration, dry eye, high eye pressure, and glaucoma. I’m inclined to take this advice. Antioxidants are also believed to be important to good health. Heavy doses are found in fruits and vegetables, but many dieticians recommend taking a daily multivitamin as an insurance policy because our society is not eating enough of these nutritious foods. If you decide to follow this advice, I suggest you take a multivitamin that provides no more than the 100% daily value for nutrients, as any more could be harmful. At www.choosemyplate.gov you can find information on the new food “pyramid,” which says half of your plate at every meal should contain fruits and vegetables because of the number of antioxidants and other dietary benefits. This is a good rule of thumb. You may have heard that you can get your antioxidants from coffee and tea. There is some validity to this: A serving of coffee and tea each contains approximately 1,000 units of antioxidants. But most apples contain more than 5,000 units. You do the math.
GET THE SKINNY ON SUPPLEMENTS There are many more supplements out there that you can
purchase over the counter. But before you decide to start taking any of them, do your due diligence. First, check with your doctor to determine if any medications you’re taking could interfere with your supplement of choice. After taking this precaution, you may want to also consult a registered dietician, the subject matter expert on nutrition. Regardless of what you decide, it can only benefit you to get better at reading food labels. Educating yourself about what you put into your body will help you better maintain your health, with or without supplements. Whatever you do, be sure to do your homework. Research first; don’t just make an impulse purchase that you could regret. For additional information on dietary supplements and your health, check out these Websites: • U.S. Pharmacopeia: www.usp.org • Consumer Lab: www.consumerlab.com • Supplement Watch: www.supplementwatch.com • NSF International: www.nsf.org • National Cancer Institute: www.cancer.gov
FOCUS ON FOOD FIRST Here is my home run message. The future should involve independent testing for all over-the-counter supplements, but it is not currently mandated. Dietary supplements may or may not assist your overall diet and should not be considered a substitute, especially if yo cannot be assured of their effectiveness by an impartial party. Fix your performance nutrition game before analyzing supplements. I preach all the time to my students to first focus on real food and not processed food. This approach requires a plan and creating lists before shopping at the grocery store. Yes, it might mean more preparation and paying more attention to what you eat, but start bringing the lunch pail to work and change will occur. If you continue going out to eat with people who care less about what they put in the gas tank and follow their example, best of luck. You will continue to derail all your hard work in training if you keep eating like a teenager. You may find that supplements can benefit your health, but focusing on fitness and performance must include monitoring what you put into your body. ■ F B I N A A E.J. O’Malley is a health and fitness instructor at the FBI Academy, Physical Training Unit. He earned his B.S. from Lock Haven University of Pennsylvania and his M.S. from Virginia Commonwealth University. He holds certification from the National Strength and Conditioning Association. w w w.f b i n a a.o r g
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MEMBER SPOTLIGHT
2011 IACP President Elected Sheriff of Virginia County
M
ARK MARSHALL, Session 196, has served the state and local law enforcement community for 25 years, the last 19 as Chief of Police in Smithfield, Va. He has been a member of the FBI NA Virginia chapter since 1999, and has recently been elected sheriff in Isle of Wight County, Va. For those unfamiliar, Smithfield is in the area of the country known as Hampton Roads, a metropolitan area of approximately 2 million people that is also the home of the world’s largest naval base. A native of the Washington, D.C./Baltimore area, Marshall was previously with the Virginia Marine Resources Commission. He is also a past president of the Hampton Roads Chiefs’ Association. In 2006 Marshall was elected as Vice President for the International Association of Chiefs of Police (IACP) and in October of 2010 became the 96th president of the IACP. He has recently completed his one-year term, just in time to start transitioning to his job as sheriff in Isle of Wight County. Under Marshall’s leadership, Smithfield PD was among the smallest agencies to achieve state accreditation. When he ran for the office of sheriff, he pledged to bring increased integrity and professionalism to the Isle of Wight Sheriff’s Office through state accreditation. He also plans to increase salaries. “It’s underfunded for the mission it has to accomplish,” Marshall told the Newport News, Va., Daily Press. “My job is to give them (employees) the tools, equipment, and training to do their jobs … and I’m going to give them (supervisors) an honest assessment of our needs and what it will take to rebuild this agency.” Marshall also has many other commitments to keep him
busy. To start with, he is currently the Chairman for Virginia’s LInX (Law Enforcement Data Exchange) statewide information-sharing project. This initiative includes the sharing of data among local, state, and federal agencies and in 2005 won the International Association of Chiefs of Police (IACP) Award for Excellence in Technology. He also serves on the Advisory Policy Board (APB) for the FBI’s CJIS Division. The Division produces a variety of products and services for the entire law enforcement community, including NCIC, IAFIS, III, and N-DEx (National Data Exchange), to which Marshall has been a principal advisor. In addition, Marshall sits on several Global Justice Information Sharing Initiative (Global) committees that are advisory bodies to the attorney general and Department of Justice on matters of information sharing and intelligence. He currently is on the Criminal Intelligence Coordination Council (CICC) and served on Global’s committee that developed operating standards for intelligence fusion centers. His education includes a Master’s degree in Public Administration (MPA) from Old Dominion University and a Bachelor of Arts in Criminology from Saint Leo University. In addition to the FBI National Academy, he graduated from the Police Executive Leadership program through the University of Richmond and the Virginia Police Chiefs Foundation. Marshall has authored numerous published articles and continues to regularly conduct seminars and presentations at national and international venues. He has been married to his high school sweetheart, Deborah, for more than 30 years. They have two grown children, Joshua and Rachel. ■ F B I N A A
“My job is to give employees the tools, equipment, and training to do their jobs … and I’m going to give supervisors an honest assessment of our needs and what it will take to rebuild this agency.”
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