Minnesota Police Chief, Summer 2017 -- ETI Review by MN Chiefs of Police Assoc.

ETI IN REVIEW Awardees and conference highlights

ADVANCED CLEO AND COMMAND Real world solutions revealed

EXCELLENCE IN INNOVATION Wellness and Social Media

Home County

Contents

IN THIS ISSUE

FALL 20162017 SUMMER

Executive Director’s Report

MCPA’s strategic planning

President’s Perspective 21st century leadership

16 Department of Public Safety

FirstNet is here

18 Chaplin’s Message Saying goodbye 42 Mentoring in the community Bigs in Blue-Cops as a Force for Good

ON THE COVER

44 Vendor Profile

ETI Online

Despite expanding ETI attendance

46 Ad Index

Thomson Reuters

over the last two years, there are roughly 150 chiefs and countless supervisors who are unable to attend

NEW FOR 2017

the conference. That’s why the MCPA has developed ETI Online. It features two of the breakout sessions for free with POST Credits. PAGE 14

FEATURES

ETI IN REVIEW

Awardees and Conference Highlights Patty Wetterling spent 27 years in the spotlight as the search for her son played out on a public stage. She provided heartfelt, candid insight on that experience in her remarks to conclude ETI 2017. The conference also covered a variety of topics, including a lineup of national experts on countering the negative law enforcement narrative, building stronger community relations, and keeping up morale following the triple homicide of law enforcement officers in Baton Rouge.

25 EXCELLENCE IN INNOVATION Wellness and Social Media

The MCPA Executive Board had several outstanding submissions for this year's Excellence in Innovation Awards. Nominees helped address a wide range of concerns facing Minnesota public safety agencies. In the end, initiatives to improve officer wellness and social media took top prizes. Learn more about these solutions in the column.

34 ADVANCED CLEO AND COMMAND ACADEMY Real world solutions revealed

Over the last nine months, law enforcement leaders participated in the inaugural Advanced CLEO and Command Academy. Their work revealed real-world solutions to some of the major challenges facing 21st century policing.

Spring 2017

MCPA Statewide Awards

Executive Director’s Report

Looking in the mirror isn’t always fun but necessary for success I turned 50 in April and received my first AARP subscription solicitation in the mail. I recycled it. I’m in denial. But it’s difficult. I’m reminded every morning of my lost youth when I look in the mirror. It’s not my favorite part of the day, but, if I want to maintain some professionalism - not to mention general hygiene - it is necessary. I look at my job as the Executive Director of our Association the same way. We need to constantly be looking in the mirror in order to succeed - to make sure that we are meeting the needs of our members. ANDY SKOOGMAN EXECUTIVE DIRECTOR MINNESOTA CHIEFS OF POLICE ASSOCIATION

We did some of this self-examination in early June. We held our third strategic planning session in the past six years. The MCPA Board, Region Reps and their invitees got together at Ruttger’s Bay Lake Lodge for a day and a half and talked about three main things: 1. How do members feel about the general direction and specific services being offered by the Association? 2. How can we improve on what we’re doing? 3. Where should the Association be spending its resources to best meet the needs of the members and enhance the profession? Thanks to the more than 30 chiefs from agencies large and small, urban and rural, who took the time to attend and for your insight and ideas. Also, thank you to the roughly 220 chiefs who took the recent member survey. The survey results drove our discussion at Ruttger’s and are helping us develop our new strategic goals that will guide us over the next three years. Some of the key topics we’ll address in the strategic plan include: • • • •

Recruiting and retaining high-quality officers Broadening the association’s professional development opportunities Countering negative perceptions of police Continuing to raise the Association’s voice at the capitol

The Board of Directors is fleshing out a more precise plan that will include details on what steps need to be taken to achieve each goal. Look for more information on our new direction soon in C-Notes and in the Fall Magazine. The good news is that we seem to be moving in the right direction. According to the member survey, close to 90 percent of respondents are supportive or very supportive of the Association’s direction over the last three years. Even better is when we compare the 2017 Member Survey results to previous survey results in 2011 and 2014. Over the past six years, there’s been an increase of respondents rating the value of the association as excellent. Yes, there’s always room for improvement and we’re constantly working to develop programs and initiatives that meet the evolving needs of members. But with these positive results, it’s pretty fun to look into the mirror these days – the “work mirror” that is. 4

MINNESOTA POLICE CHIEF

HOW SUPPORTIVE ARE YOU OF THE DIRECTION THE ASSOCIATION HAS TAKEN THE PAST THREE YEARS?

2011-2017 VALUE OF MCPA COMPARISON 60 55%

47%

50%

10%

42%

41%

52%

2011 2014

40% 33%

2017

20 10%

Supportive

Not supportive

Very supportive

Somewhat supportive

8% 1% 2% 2%

Excellent

Good

Fair

Poor

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President’s Perspective

Positioning state’s law enforcement leaders for 21st century policing challenges I am honored to serve the Minnesota Chiefs of Police Association as your president and I am grateful for the many opportunities and experiences I have had over the last several years as a Board Member.

CHIEF MICHAEL GOLDSTEIN PRESIDENT MINNESOTA CHIEFS OF POLICE ASSOCIATION PLYMOUTH POLICE DEPARTMENT

In today’s turbulent world, law enforcement is facing immense challenges: public trust and civil rights concerns, hometown security measures balanced against privacy rights; the proper use of technology; the decriminalization of lower level offenses; use of force concerns, the alleged militarization of law enforcement, which is an unfortunate mischaracterization; the proliferation of organized crime – a.k.a. the Cartels and on a more global level, terrorism.

I am grateful for the opportunity to respond to these calls for service. If we did not, who would? Beyond those difficult concerns, police departments have evolved into the de facto 24/7 social service agency charged with solving more issues and complex problems such as mental health emergencies, the opioid epidemic along with our day-to-day calls for service. At the Association’s past ETI, we honored the excellent work, achievements and acts of bravery that our officers exhibit every day in confronting these challenges. I was humbled by the stories and to think, the awards are only recognizing a fraction of the great and noble work being done each day by our officers from across the state. We respond to, and help manage the consequences of, human made, technological and natural emergencies and disasters. While we are commonly called to the mundane, we are also called to the chaotic, to the disorder and the despair that our community members face on their worst of days. And sometimes, those worst of days fall upon us, when a police officer pays the ultimate sacrifice and is killed in the line of duty. But, like many of my law enforcement partners, I am grateful for the opportunity to respond to these calls for service. If we did not, who would? It is an awesome responsibility that I absolutely relish and respect. With that in mind, I have absolutely cherished my time in the various leadership and training roles I have been granted as part of the Association. In that I firmly believe we have one of the most active, functional and respected chiefs associations in the country. I know this because one of my roles over the last several years has been to engage with the state associations from across the country at national conferences, and from my observations, most cannot compare. Our Association’s accomplishments are many and are impressive. Despite challenges we contend with as a profession, I remain enthused by our Association’s

MINNESOTA POLICE CHIEF

collective mission to bring the highest quality police services to the people of Minnesota and by our vision to be the recognized voice for professional law enforcement in Minnesota. Through our Association’s work at the Legislature, our

I firmly believe we have one of the most active, functional and respected chiefs associations in the country. myriad training courses that impact executive leadership, the training for mid-level managers, first-line supervisors and officers who aspire to hold formal leadership roles, our evolving Peer Support program and the other important functions we provide or participate in, our Association has a great deal to recognize and celebrate. As some of you have heard in my trainings, in my role as police chief, I practice Servant Leadership. The premise behind Servant Leadership is that one has to serve before they can lead. And that leading by serving is not for the faint of heart. In that vein, another statement you might have heard me make is the old military adage that: “You cannot carry out your mission if you do not take care of your troops.” As such, I am making that same commitment to the Association as its president. In my new role, I will continue to ensure that we are addressing the important issues facing our profession. Your feedback at our Critical Issues Forums, regional meetings and recent strategic planning session will help guide our direction. Further,

WE WORK IN THE SERVICE OF OTHERS

You cannot carry out your mission if you do not take care of your troops. I want to ensure that we are addressing some of the proposed action items found within the 21st Century Policing Report to better our profession; especially, Pillar 6, Officer Wellness and Safety; as it is vitally important that we offer the appropriate care for our personnel’s physical, mental, and spiritual fitness needs. And, while we extend that to those that we lead, we need to do so for one another as well through the Peer Support Program.

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The progressive and proactive nature of this Association through the work of both the board and its membership is quite frankly, astonishing as we have amassed some of the most talented policing professionals one will ever find to lead and serve here in Minnesota. And, I would be remiss if I did not recognize and thank the Association’s dedicated staff. I’d also like to thank outgoing board members Director Cari Gerlicher and Chief Hugo McPhee for their dedication and service to the Association. I am looking forward to the upcoming year where we will once again strive to meet our member's needs and be the recognized voice of Minnesota law enforcement. 9

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Spring 2017

LEGISLATIVEWRAP UP

Police Training Sees Significant Increase from State Despite a tumultuous 2017 legislative session that featured high profile funding battles, the MCPA fared well on several key legislative goals. Two of the Association’s main legislative issues were increasing the reimbursement for police training and increasing criminal penalties on individuals impersonating a peace officer. Both initiatives made it into the omnibus public safety budget bill that Governor Dayton signed into law. The Association and I also ended up getting involved in a few other issues of interest.

Police Officer Training Reimbursement TOM FREEMAN FAEGRE BAKER DANIELS LLP MCPA GOVERNMENT RELATIONS ADVISOR

The MCPA joined forces with our law enforcement partners (Minnesota Police and Peace Officers Association, Minnesota Sheriffs’ Association, and the Board of Peace Officer Standards and Training) to draft legislation that would increase the reimbursement to agencies for training. The goal of the training would be to find ways for our state to implement the recommendations put forward by the President’s Task Force Report on 21st Century Policing and upholding our mission of bringing the highest quality of police services and leadership. This effort is also a key step in building better community relations. Here are some highlights on this issue that Governor Dayton signed into law: •

Per officer reimbursement increases from about $320 per year to just under $1,000 over the next four years (Starting in 2018)

•

With the additional training dollars, peace officers will be required to obtain a total of 16 Continuing Education credits (during a 3-year, 48 credit licensing cycle. This does not add to the overall number of CEs) in the combined areas of crisis intervention and mental illness crises; conflict management and mediation; and recognizing and valuing diversity and cultural differences. While chiefs and officers have discretion to complete the 16 credits using any combination of these categories, they must have at least one credit of training for each. (Starting in 2018) (Go to http://bit.ly/2ruKBNx, p. 47 for the specific details of this legislation)

•

$400,000 of ongoing funding for the Pathways to Policing program starting in 2019. This program provides grants to compensate local law enforcement agencies who hire diverse, second-career individuals while they are completing their licensure requirements.

Rep. Tony Cornish (R-Vernon Center) and Senator Warren Limmer (R-Maple Grove) drafted and guided through this nearly $9 million for police training. Unfortunately, to control long-term costs, the training language includes only four years of funding. While this is disappointing, the MCPA will work at the legislature to highlight the successes of the initiative and secure longer-term funding.

MINNESOTA POLICE CHIEF

POLICE DEPARTMENTS IDENTIFY WITH IDENTISYS™ Fortunately, the Pathways to Policing’s $400,000 in annual funding is in perpetuity, and was a large victory for the MCPA. Thank you to all of the chiefs who participated at the capitol through testimony, legislative outreach, and input along the way.

Police Officer Impersonation The second key legislative priority was a proposal authored by Rep. Nick Zerwas (R-Elk River) and Sen. Bill Ingebrigtsen (R-Alexandria) that would more clearly define what it is to impersonate a police officer. The bill would enhance the penalties for impersonating a police officer from a misdemeanor to a gross misdemeanor and requiring uniformity in security guard uniforms and vehicles. The bill was included in the House Omnibus Public Safety budget bill. The bill was in response to an increase in police impersonation in high profile cases such as the Barway Collins case in Crystal. The proposal became extremely controversial during the budget negotiations as several security guard companies testified in opposition to the mandatory uniform changes. Ultimately, the legislative leaders and Rep. Zerwas were able to strike a deal to increase the penalties but come back in future years to work on the uniform and vehicle language. The language was signed into law by Governor Dayton along with the rest of the public safety budget.

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Other Issues As always at the legislature other legislative issues arise during the session that the MCPA plays an integral role in shaping. One key issue was amending court transcription statutes to ensure that body camera evidence cannot be excluded because a full written transcript was not provided. This issue was brought forward by the Hennepin County Attorney’s office and was signed into law in the omnibus budget bill. A standalone measure of note passed almost unanimously and was signed by Governor Dayton that will allow cities, and law enforcement agencies, or school district to spend money and solicit contributions for National Night out events in the jurisdiction or for any event that it determines will foster positive relations between law enforcement and the community. The bill was brought forward by Sen. Michelle Fischbach (R – Paynesville) and Rep. Jeff Howe (R – Rockville). Spring 2017

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Professional Development

Capitalize on MCPA’s latest FREE Online Training opportunity Despite record Executive Training Institute (ETI) attendance the last two years, around 150 Minnesota chiefs still aren’t going to our annual conference. Why?

BOB JACOBSON PROFESSIONAL DEVELOPMENT DIRECTOR MINNESOTA CHIEFS OF POLICE ASSOCIATION

A survey following ETI 2016 of chiefs who didn’t attend indicated a lack of financial resources and staffing constraints as major barriers. Based on this feedback, the idea was born to bring elements of ETI to the full membership at no cost. This initial offering is modest to gauge interest and introduce the idea. Two, hour-long video segments—one featuring ETI’s body camera breakout discussion, the other covering the basics of small agency social media—are available at no cost at MNChiefs.org. So far, about two dozen law enforcement leaders ranging from small rural chiefs to the metro’s larger agencies have watched the videos, participated in the online assessment and received POST credits. Those who’ve participated in ETI Online call it a tremendous training resource. “For people like me that can never attend ETI, I think it is a very valuable tool I would like to see expanded,” says Chief Rob Prescher of the Madelia Police Department. “Having the ability to watch the videos as if I attended the courses in St. Cloud was great,” says Chief Mitchell Scott from the Rosemount PD. “I was able to watch them at my convenience.”

We’d like to thank our exclusive ETI Online partner Schedule Anywhere (scheduleanywhere. com) for helping bring these trainings to MCPA members free of charge.

Chief Scott and others plan to share the sessions with members of their departments, especially on issues where the best path forward isn’t quite clear. “I actually thought I had a good handle on the body camera issue,” he says. “But the speakers on the video covered a few more areas that generated a healthy discussion within my department.” About half of the law enforcement leaders who have watched either of the videos attended ETI but chose a different breakout session than those featured online, thus maximizing their experience. Law enforcement leaders’ desire to widen online learning expands beyond just ETI. In the 2017 Spring Member Survey, about 80% of responding chiefs indicated they were either interested or highly interested in professionally produced compelling free video-based training. Know that the Professional Development Committee and I are working on new online courses that should be rolled out in the coming months. Look for more information in C-Notes and on the MCPA website, mnchiefs.org.

MINNESOTA POLICE CHIEF

ETI ONLINE COURSES Available at MNCHiefs.org

BODY-WORN CAMERA IMPLEMENTATION From complying with the public comment section and independent audits to setting internal policy on how officers should use this evidence gathering and transparency tool, many police chiefs have many questions around the new body camera law. This session provides an overview of the law and best practices in implementing body cameras.

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Every year, more law enforcement agencies start social media programs to establish stronger community relations and solve crimes. Many agencies who have not yet started using social media cite time and staffing restraints as a barrier to entry. This session aims to get agencies rethinking that paradigm, looking instead at online tools as a force multiplier. Excellence in Innovation Award winner Chief Paul Hoppe (Wyoming PD) talks about using social media as a community engagement and crime solving tool.

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Spring 2017

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More public safety bandwidth = Safer Minnesotans There are many times as police officers when we wish we had our own lane on the roads for responding to calls. For the most part, people follow the law and pull over for our flashing lights, but when traffic is really bad, sometimes that is more easily said than done.

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Although we might not have a dedicated lane on the roads, we’re in the process of making it happen where the internet is concerned. The Minnesota Department of Public Safety’s Emergency Communication Networks (ECN) division has been working with FirstNet to find a solution to manage broadband traffic for first responders. FirstNet is a first responder network authority that has been obligated by Congress to take action to ensure the building, deployment and operation of the Nationwide Public Safety Broadband Network. In the latest development, FirstNet has determined that it will work with AT&T for the next 25 years to build out the first dedicated wireless broadband network for first responders like you and your staff. Later this year, we’ll submit a buildout plan to Governor Dayton for his consideration. The data you’ll be able to access through this historic and innovative dedicated network will allow you to respond to calls much more quickly and effectively. And although this concept seems perfectly intuitive, getting to this point was no simple feat. Since October 2016, a group of 36 communications professionals from across Minnesota has been working with ECN to come up with the buildout plan. They’ve outlined three proof points for inclusion in the state plan: • Quality of service, so that you won’t have to compete with the public on a commercial network. • Priority, so that a certain amount of space is dedicated to public safety use (this is where the metaphor of having our own lane on the highway comes in). • Preemption, so that you can remove lower-priority users in an emergency when network resources are scarce or fully occupied. Once this dedicated network is in place, it will prove an invaluable tool to you and your staff when there are major threats to public safety. Think of all the things you use the internet for when you’re not working: Sending photos of your kids to their grandparents, watching your favorite shows. Those activities can take up an awful lot of bandwidth.

MINNESOTA POLICE CHIEF

And when you are working, you and your first-responder colleagues use internet at your office and in the field, and will only continue to do so more—to download maps or plans of burning buildings, to text one another or dispatch, or to send video of an active scene to a command post. That’s why it’s so important for FirstNet to prioritize internet traffic based on role (what services are needed most at the moment, for example), emergency, and type of use. Most of the time, the public’s internet speed would merely slow down (to allow more and faster bandwidth to the first responders who need it), but if absolutely necessary, it might temporarily stop altogether. If you follow ECN on Facebook (MinnesotaECN) or Twitter (@MnDPS_ECN), you’ll see frequent FirstNet updates. And next time your staff uses the internet to check a vehicle registration or map a perimeter, remember that having dedicated broadband for first responders will only help make the internet a more powerful tool. And that will help us keep all Minnesotans that much safer.

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Spring 2017

Chaplain’s Message

Reflections on the Chaplin’s evolving role After more than a decade as MCPA’s Chaplin, I’ll be stepping down this December. I gave this decision considerable thought, conversation and prayer. Many factors contributed. There is nothing sensational nor dramatic in this story, other than my impending entry into the seventh decade of my life, and the fact that I simply know it is time to move on. With the help of a peer chief, I found words in scripture that helped me validate my decision. In Deuteronomy 1: verses 6-7, Moses is sharing a message with the Israelites that he received from God… “The Lord our God spoke to us saying… “You have stayed long enough… Resume your journey and go.”

PASTOR DAN CARLSON CHAPLAIN EX-OFFICIO BOARD MEMBER MINNESOTA CHIEFS OF POLICE ASSOCIATION

I simply know it is time to move on. In my remaining columns, I’ll describe the evolving role of MCPA’s Chaplain, share ideas of where the chaplaincy might go in MPCA’s future, and share personal thoughts and experiences about what this journey has meant to me. I was “elected” Chaplain at the 2006 MCPA ETI. Back then, the Chaplain was a voting member of the MCPA Board of Directors, serving one year terms. The requirement to apply for election to Chaplain was the same as for all elected board members, with the Association bylaws assigned two duties to the post: (a) The Chaplain will be responsible for the invocation at meetings of the members, consulting with clergy where circumstances may require. (b) The Chaplain shall perform such additional duties as shall be determined by the Board of Directors or President. It was standard stuff for lay people appointed as chaplains to association boards – provide ceremonial prayers and care for people as time allows. The position and its responsibilities have changed considerably since then. In 2007, the MCPA changed the bylaws, making the Chaplain an Ex-officio Board member, appointed by the association president. This change enabled me to remain the MCPA Chaplain despite being retired and no longer a voting member. By 2010, I was a fully ordained by the Evangelical Lutheran Church in America. The Association further amended the bylaws to reflect the evolving responsibilities of Chaplain: The Chaplain shall be responsible for promoting spiritual health and fitness of the association and its members. Shall provide direct spiritual care and support resources to individuals as requested. Shall provide the invocation at meetings of the members and represent the association at ceremonial events as directed by the association. Shall identify, evaluate, communicate and, if requested, coordinate additional spiritual care and support resources available to the association. These responsibilities continue to define the spiritual care services I provide to the Association. I have been blessed with the support of many individuals and organizations, a blessing that has

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EXPERT VEHICLE BUILDS AND MODIFICATIONS allowed me to perform my chaplaincy duties full time to law enforcement professionals throughout Minnesota. The result has been the establishment of hundreds of individual spiritual care relationships as well as dozens of agency care relationships. With the abundance of requests for those services, I also spend considerable time advising and supporting agencies in developing their own chaplain resources. It has absolutely been an extreme honor and privilege!

I have been blessed with the support of many individuals and organizations, a blessing that has allowed me to perform my chaplaincy duties full time to law enforcement professionals throughout Minnesota. We need your input! Over the next several months the MCPA Board will explore how we can continue providing spiritual care and support services to the association. The circumstances surrounding my tenure as chaplain were unique and it’s unlikely a new Association Chaplain will carry out the position in the same way. It also appears these services might be better provided through a coordinated, regional effort. Please contact me, members of the MCPA Board, or your Regional Representative with ideas, suggestions, or observations that may help with the transition. I will continue to be active in my full-time ministry to public safety personnel. My goal is to reduce the geographic scope of my work. I’ll remain active in my MCPA Region as Chaplain for the Hennepin County Chiefs Association and increase my service to Hennepin County agencies, moving the ministry closer to home.

Spring 2017

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ETI 2017 Highlights

Learning how to Lead in Turbulent Times For 27 years, Patty Wetterling lived in the spotlight as the search for her son Jacob stretched on. She has been a courageous, inspiration to those in law enforcement and those struggling through similar tragedies. On behalf of the MCPA’s members and ETI attendees, the Association would like to extend a sincere thanks to Patty Wetterling for presenting the closing remarks at this year’s Executive Training Institute. She provided a candid, heartfelt account of her experience from the

Spring 2017

night of the disappearance through the sentencing of Jacob’s killer and her current thoughts on law enforcement, whom she says she considers family. Also, during that final day of ETI, BCA Superintendent Drew Evans led two round table debriefs on the early days of the investigation and what finally led to the capture and sentencing of Danny Heinrich. Overall, ETI covered a variety of topics, including a lineup of national experts on countering the negative

law enforcement narrative, building stronger community relations, and keeping up morale following the triple homicide of law enforcement officers in Baton Rouge. Law enforcement leaders gave the conference high marks, according to the attendee survey, with nearly 90 percent of respondents rating the educational programing above average to excellent.

ETI 2017 Highlights

Presenter Jeff Ansell conducts mock interview with Deputy Chief Mary Nash (St. Paul PD)

Chief Carl Dabadie (Baton Rouge PD) talks about keeping up officer morale following the ambush attack of two officers and a sheriffâ&#x20AC;&#x2122;s deputy.

Eric Daigle (Daigle Law Group, LLC)(pictured above) and Dr. Bill Lewinski (Force Science Institute) (pictured left) square off in the debate over whether officers should view body camera footage after a deadly use-of-force incident.

MINNESOTA POLICE CHIEF

St. Cloud Police Chief Blair Anderson kicked off four days of learning and networking with an excellent debrief of the Crossroads Mall attack, which ended when off duty Avon officer Jason Falconer took out the knife-wielding attacker.

Summer 2017

More than 450 Minnesota law enforcement leaders attended ETI 2017

ETI 2017 Highlights

Chief Matt Clark (University of Minnesota PD) leads the Community Building panel discussion

MCPA would like to extend a special thanks to the 2017 ETI Chief Presenting Sponsors Thomson Reuters and Lockridge Grindal Nauen P.L.L.P. (LGN) MCPA Executive Director Andy Skoogman chats with Ann Lenczewski of LGN

MCPAâ&#x20AC;&#x2122;s new Expo Hall Presentation Stage provided attendees a more in-depth experience to learn about certain vendors, products and services.

BCA Superintendent Drew Evans leads a panel discussion on the Jacob Wetterling investigation with Special Agent Ken McDonald, BCA, Retired Sheriff John Sanner, Stearns Co, and Supervisory Special Agent Shane Ball, FBI

MINNESOTA POLICE CHIEF

Great Ideas in Policing

Wellness and Social Media Initiatives capture 2017's Excellence in Innovation Awards The MCPA Executive Board had several outstanding submissions for this year's Excellence in Innovation Awards. They helped address a wide range of concerns facing Minnesota public safety agencies, including helping drug addicts pay for treatment, an officer exchange program with Somalia, a systematic approach to contact people in crisis in the days following an initial incident, and a hands-on community engagement program to report and prevent crimes.

Large Agency Awardee

the agency's more serious messages.

The Plymouth Police Department started its wellness program one step at a time. First it cleaned out an old storage room in the basement and turned it into a workout facility. Slowly it built from there. Today, the program has expanded to include a mental and spiritual health component. The department also hired a peace officer who is also a physician at Hennepin County Medical Center to help guide the

The MCPA’s Executive Committee reviewed all the nominations and judged the nominees’ initiatives on four criteria.

After a thorough examination of the programs, the Executive Board Awarded the Plymouth PD for its three-pronged (mind, body, spirit) approach to wellness in the large agency category and the Wyoming PD for its community engagement through social media strategy in the small agency (15 or fewer officers) category. Honorable mentions went to Albert Lea (large agency) for its partnerships with business owners to prevent retail thefts and Eveleth, helping older citizens with special needs live more independently (small agency).

program in conjunction with the department's two wellness officers. The program is voluntary and has expanded among the rank and file through positive peer pressure.

Spring 2017

Small Agency Awardee With fewer than 10 staffers, the Wyoming Police Department has leveraged the wits and online savvy of its team to create a social media platform that's gained a national reputation. Its social media posts regularly attain millions of views. The program is working to build community engagement and deliver

• Level of Innovation of the program or initiative • Effectiveness of the program or initiative • Ability to Replicate the program or initiative • Overall Impact the program or initiative is having

LARGE AGENCY SUBMISSIONS Albert Lea Police Department BCA Police Department Bloomington Police Department Lakeville Police Department Metro Transit Police Department Plymouth Police Department Red Wing Police Department Shakopee Police Department

SMALL AGENCY (15 OR FEWER OFFICERS) Belle Plain Police Department Eveleth Police Department Wyoming Police Department

MINNESOTA POLICE CHIEF

MCPA Statewide Awards

MN Chiefs honor officers, citizens for bravery and service OFFICER OF THE YEAR Given in recognition of an outstanding Minnesota Police Officer whose actions exceed expectations after having been injured, faced imminent personal hazards to life above and beyond the call of duty, demonstrated courage in dangerous or emergency conditions which results in successful resolution of the situation.

Chief Corey Neills congratulates Officer Jason Falconer, Avon Police Department (center). Officer Falconer was off duty when he stopped a knife-wielding suspect who had just stabbed several people in a St. Cloud mall.

They rushed into burning homes, wadded through frigid waters, talked would-be jumpers to safety, brought killers to justice, and made split-second decisions to stop armed suspects. They exemplify what it means to be partners, problem solvers and protectors and lead in turbulent times. The Minnesota Chiefs of Police Association honored the following men and women at the annual awards banquet Monday, April 24 during ETI.

Spring 2017

MCPA Statewide Awards

MEDAL OF HONOR Awarded for actions in a single event which demonstrate bravery, heroism, and/or self-sacrifice; clearly distinguishing the individual for gallantry and bravery under life-threatening circumstances.

Eagan Officers Alison Burstein, Michael Reuss and Lt. Nathan Tennessen receiving the Medal of Honor from Chief Rodney Seurer (Savage PD). The officers stopped a suspect who was trying to lure police into danger.

Deputy Ron Hensinger, Stevens County Sheriffâ&#x20AC;&#x2122;s Office (center) with Chief Jim Minion (Wheaton PD) and Chief Ross Tiegs (Morris PD). Deputy Hensinger acted bravely and with precision to naturalize an armed suspect who led police on an hour-long chase.

Wyoming Chief Paul Hoppe congratulates his officer Matt Paavola on receiving the Medal of Honor. Officer Paavola left the cover of his armored vehicle to take out a suspected shooting in the direction of a community festival.

Plymouth Officers Steve Larson and Quincy Grabau receive the Medal of Honor from Chief Rodney Seurer (Savage PD) The officers were securing an apartment complex when they took and returned fire from a suspect.

MINNESOTA POLICE CHIEF

LIFESAVING AWARD Awarded for a single act in which the officer displayed extraordinary performance in his/her duty to save the life of a person that would have likely died if not for the officer’s action.

East Grand Forks Officers Eric Burman and Alex Schilke were presented with the Lifesaving Award for wadding into frigid waters to save a submerged motorist.

St. Peter Officer Joshua Klaseus (pictured with his chief Matthew Peters) was presented the Lifesaving Award for going into a burning home to save a family.

Starbuck Officer Elliott Draz (center) was presented with the Lifesaving Award for wadding into frigid waters to save a woman stuck in the middle of a lake. He’s with Officer Amber Wasiloski and Chief Mitch Johnsrude.

Center, from left to right, Sgt. Jim Ousley and Chief Jeff Potts (Bloomington PD) with leaders from their agency. Sgt. Ousley received the lifesaving award for talking a suicidal woman safety off the ledge of a Mall of America parking ramp. Chief Potts received the President’s Award for his work at the capitol on behalf of the MCPA.

Spring 2017

MCPA Statewide Awards

CITIZEN VALOR Awarded to a citizen who voluntarily aids a police officer or fellow citizens during a criminal act or other life-threatening situation thereby putting their personal safety in jeopardy.

DISTINGUISHED SERVICE Awarded for exceptional achievement in the leadership of crime prevention, detective work, community service and related duties over a sustained period.

Keith A. Holst, Red Wing

Michael Scheffert, Montgomery

Sgt. Andy Morgan, Grand Rapids PD, being awarded the distinguished service award for his sustained work.

Members of the Bemidji PD and BCA were awarded with the distinguished service awards for their work on a complex homicide investigation.

MINNESOTA POLICE CHIEF

Burnsville PD’s Sgt. Maksim Yakovlev and Chief Eric Gieseke. Sgt. Yakovlev was given the Meritorious Service Award. Chief Gieseke was given the President’s award for his work pioneering body cameras.

MERITORIOUS SERVICE Awarded for acts well above what’s expected in the performance of duty.

Chief Paul Schnell, Maplewood Police Department

Chief Mike Goldstein, Plymouth Police Department

Chief John Harrington, Metro Transit Police Department

RICHARD W. SCHALLER AWARD Awarded to a chief(s) who is respected in his/her community and/or displays exemplary service to the MCPA. Such individuals will have had a statewide impact on the profession. Spring 2017

GAIN A NEW PERSPECTIVE

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MINNESOTA POLICE CHIEF

Spring 2017

MINNESOTA POLICE CHIEF

21st Century Policing Challenges

Bringing real world solutions to 21st century policing challenges Over the last nine months, law enforcement leaders participated in the inaugural Advanced CLEO and Command Academy. Their work revealed real-world solutions to some of the major challenges facing 21st century policing. This summer and early fall, the MCPA will roll out the reports and research conducted by the inaugural Advanced CLEO and Command Academy class here in the magazine and in C-notes. Stay connected to see the reports as theyâ&#x20AC;&#x2122;re published or visit the Advanced CLEO and Command page at MNChiefs.org.

Packed room listens to the Advanced CLEO and Command Academy presentations at ETI 2017. Special thanks to St. Cloud State, the Academyâ&#x20AC;&#x2122;s exclusive training partner.

Spring 2017

The Worst Job I’ve Ever Loved

The Worst Job I’ve Ever Loved: Leading in a powerful culture As I approach the end of my career in policing, I can honestly say that serving as a police chief has been the worst job I’ve ever loved. In this essay, I will conduct an analysis of how well I navigated leading within the prevailing police culture. By culture I mean, “the set of shared attitudes, values, goals and practices that characterizes an institution or organization” (Merriam-Webster, 2017). Though police work encompasses a broad range of duties and functions that in part define police culture, it is my proposition that police culture is unique.

CHIEF PAUL SCHNELL MAPLEWOOD POLICE DEPARTMENT ADVANCED CLEO AND COMMAND ACADEMY CLASS OF 2017

It is not my attempt to lay blame on police culture for the challenges that are being faced by the profession. After all, culture is often influenced by the political and social dynamics that exist at any given time. There is little doubt that broad geopolitical events, including protests and riots, have affected policing in the United States, including Minnesota. High-profile police shootings and other use of force incidents have drawn the attention of a broad cross-section of the people, especially communities of color. The attention cast upon law enforcement has been remarkable and the demand for police reform is notable. Add the spike in the police officer assassinations and accusations of wholesale racism, and it is easy to see why reform efforts are resisted. When these conditions exist, it is a natural response for police leaders to minimize exposure and give voice to controversial issues. As a result, many law enforcement officers, especially operational or patrol-based police officers, can feel as though they are under attack by loud vocal segments of the community and are at the same time abandoned by police executives and elected leaders when vocal and positive support for law enforcement is not voiced. At the same time the pressures grows, police leadership, especially police chiefs, are called upon to enact transparency or reform efforts. Over the past year or two, few police chiefs have avoided being called upon by their communities, or their elected or appointed leaders to provide explanations about the realities of local policing and police practices. As police chiefs implement reform efforts, such as policy reviews, community dialogues, and other attempts at deepened engagement and transparency, line-level staff can feel they are the explicit focus of these efforts. Simply put, police reform measures can be regarded as or come into direct conflict with the more traditional police culture.

Culture reflects paradigm Abraham Maslow’s (1962, p. 15)1 famous quote, “If all you have is a hammer, everything looks like a nail,” reflects the powerful role of paradigms as the lens through which we understand and interact with the world around us. Several years ago, futurist Joel Barker spoke at the Minnesota Chiefs Annual Executive Training Institute (ETI). Mr. Barker explained the work of Thomas Kuhn and Kuhn’s paradigm theory. Kuhn (1962)2 said a paradigm is a model that describes commonly accepted viewpoints and rules about a subject and how that subject should be understood. During Mr. Barker’s ETI presentation he suggested that one way of seeing the future is to pay attention to what’s happening at the edges of a given paradigm. Barker 36

MINNESOTA POLICE CHIEF

calls early adopters of a new paradigm “paradigm pioneers.” Though being on the “cutting edge” of a paradigm might seem pioneering or exciting, Barker describes it as a risky place to be. You see, so-called “paradigm pioneers” must adopt the new paradigm without evidence that the new paradigm will in fact be adopted. It seems to me that many of the police reform efforts being suggested demand that police leaders move toward the edges of the prevailing or traditional paradigm of policing. Current police culture or paradigm is a combination of the historical views of policing combined with the influences of social and political realities. There is little doubt that policing faces many challenges. Despite the overwhelming support which nearly all law enforcement agencies experienced after the Dallas sniper attacks and the generally positive regard for police reflected in national surveys, narratives of the police culture suggest that officers are regarded with contempt and should be distrusted. There is no doubt that policing has vocal critics, resulting in the media and large social advocacy groups (i.e. Black Lives Matter, NAACP or ACLU), becoming the focus of considerable distrust and anger from prevailing police culture. The Pew Research Center (2017)3 published survey data intended to give a sense of what police think about a range of issues. I suggest that the prevailing police paradigm might be reflected in these data. Pew Research found that more than two-thirds of officers believe that the deaths of blacks during police encounters in recent years are isolated incidents rather than signs of a broader problem between blacks and the police. Further, 85% of public survey respondents say they understand the risks and challenges that police face, while police say just 14 percent of the public understands the true reality of their jobs. The gap in perceptions is stark.

Leading a powerful culture As I now stare down the final months of my career in policing and reflect upon my effectiveness as a police chief, I’ve left much unfinished business. Operating toward or near the edge of the prevailing police paradigm reflects

Spring 2017

what I’ve always viewed as part of my role as a police leader. Sometimes this put me at odds with large segments of my own department. As I leave police leadership, I feel bad about the frustration I’ve caused to the officers, sergeants, and command staff with who whom I’ve worked. No chief seeks to leave their career as an outsider to the very culture all police grow up in. I’ve always believed that if leaders want to influence and change the negative aspects of police culture, they must keep one foot outside the culture and one foot inside the culture. This is no easy task, because once the leader is deemed as “outside” the police culture, effectively leading is a major challenge. I stand in deep admiration of the police chiefs who outwardly challenge head on the negative elements of the police culture, which keeps us disconnected from the communities we serve. I admire the chiefs who also fully and respectfully engage with the community – especially community members who challenge and question the practices and very legitimacy of our work. And, I admire the police chiefs who can accomplish the above challenges and still maintain deep and meaningful connections with the police officers they lead. I know that I didn't balance these objectives particularly well. Those chiefs who are successful at balancing these objectives might be the “paradigm pioneers” Mr. Barker described to us at ETI years ago. During my career, I’ve seen first-hand the harshness of police culture, which separates us from those we serve, stifles creativity, and creates intolerance of the full range of difference within our own ranks. I’ve also witnessed the best elements of police culture when another officer or some agency calls for help – you can be assured help is coming. Leaving police leadership with some regret over my leadership failings and pride in my successes, I can truly say being a police chief is best and worst job I’ve ever loved. 1

Maslow, A. H. (1970). The Psychology of Science, a reconnaissance. Chicago, IL: Gateway Publishers.

Kuhn, T. S. (1962). The structure of scientific revolutions. Chicago, IL: The University of Chicago Press.

Wormald, B. (2017, January 06). Do you know what police think? Retrieved April 1, 2017, from http://www.pewsocialtrends.org/ interactives/what-do-police-think/

Organizational Change

Organizational Change How do we make officers who are coming into the profession understand community policing at its core? When I started toward my Law Enforcement degree, community policing was only a basic concept and nothing more. I knew what it was but it wasn’t grinded into me like firearms (double tap), defensive tactics (ready stance & pain compliance), pursuit driving and what statute we pencil in on a citation.

CHIEF ERIC KLANG PEQUOT LAKES POLICE DEPARTMENT ADVANCED CLEO AND COMMAND ACADEMY CLASS OF 2017

Things have changed. Schools now are looking to spend two full semesters on community policing. Agencies are being recognized for their community building programs. As I’ve watched things develop from recent officer-involved shootings here in Minnesota and across the nation, I can’t help but wonder what would have been different if the community dialogue had been intentionally developed before a significant situation happened? Would the outcome have been different? I still believe that community policing cannot be a policy, but must be a mindset from the top down to the bottom up. I remember early on in my career we were tasked with assisting the Brainerd International Raceway (BIR) at the National Hotrod Racing Association NHRA in providing police services. Prior to this, BIR hired its own security personnel to curb the craziness at the races like sex, drugs, rock ‘n roll and of course the mud runs. My first night onsite at BIR was pure madness. We had an extraction team, consisting of metrobased SWAT officers, whose sole responsibility was to take out troublemakers we identified. They would swoop into the “zoo area” and pull out the targets. As soon as the partygoers saw the signature van coming to our location, they would immediately crowd up and start throwing full beer bottles at the van and us. They would attempt to wedge themselves between us and the person we were arresting. It was one of my career’s scarier duties. I was wearing a neatly fully pressed uniform that looked good on me, a look that was professional. I could not believe that people were treating me/us with such disrespect. After all, “we were the good guys.” There was absolutely no respect for us as officers. The next year I decided to take a different approach outside the realm of the nightly briefings we had, which consisted of administration telling us to keep a low profile and not make any arrest unless you absolutely needed to. The officers would hang out at the front gate until it got dark and then use the cover of night to enter BIR, this way they wouldn’t need to engage with the party goers. They would find a secluded spot and stay out of sight, only intervening when the situation dictated. My approach was different. After the briefing, I would head in with my six-man team and begin to meet face-to-face with everyone in my coverage area. I figured if I got to meet these folks early on, before heavy drinking started, I/we could build a relationship. I had no idea what I was doing but it seemed to make sense subconsciously. After all, how could someone hate a person they believed they had a relationship with? Heck, I even ate their food and drank their pop to work on building this relationship. What’s interesting about this story is this is exactly like what is laid out in one of the six pillars: Building Trust and Legitimacy. How does one build trust if they do not have a relationship with the person or community? It’s all about relationships, relationships, relationships.

MINNESOTA POLICE CHIEF

How can we build this guardian mindset when we are only teaching/instructing our officers to have the warrior/survival mindset? We are training our officers to develop mental toughness and keep a hardened focus when dealing with the criminal element. The balance between guardian and warrior is a fine line where crime rate is higher.

worth it” to get into a confrontation with the crowd who didn’t respect us. Even some of you reading this would start to cry malfeasance. Yes, I get that too but if you do not have legitimacy and respect you will not be able to police the community no matter how right you think you are or how wrong you think they are.

Another main struggle for agencies is policing short staffed. Many agencies don’t have the staffing to build these relationships. Officers respond to calls and then move onto the next. Officers need time to spend “mixing it up” with the people they are protecting. I’m not sure how I feel about the requirement to live in the area you police but I totally understanding the idea behind it. Do I think that kind of approach would work? For sure!

Whether we’ve started or not we will all be going through organizational change in the near future. The presidential task force has put together six pillars for us to be the corner stone of the nation policing model. For some of us, it will be an easy transition because we have gotten on board and seen the value first hand in our own organizations.

Much like when I was required to work at BIR. I was forced into an area that needed policing. This changed how I policed that area. Because I didn’t have the respect from the people, I had to overlook things that I never would have out on the street. I observed underage drinking and people smoking pot. I had to let that go and say to myself “it’s not

For this reform to happen, we will need to identity the underlying issues that stand in our way of leaning towards organizational change. These issues vary by geography, demographics, economics and a host of other factors which we cannot possibly touch in one article but hopefully by day’s end we can say that we are a little bit better than we were yesterday.

ORGANIZATION EFFICIENCY and SAFETY

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Introducing Minnesota Chiefs of Police Associationâ&#x20AC;&#x2122;s 2017-18 Board of Directors PRESIDENT Chief Michael Goldstein

VICE PRESIDENT Chief Daniel Hatten

Plymouth Police Department 3400 Plymouth Boulevard Plymouth, MN 55447

Hutchinson Police Department 10 Franklin Street SW Hutchinson, MN 55350

Phone: 763-509-5160 mgoldstein@plymouthmn.gov

Phone: 320-587-2242 dhatten@ci.hutchinson.mn.us

Term expires: 04/19

Term expires: 04/20

SECOND VICE PRESIDENT Chief Jeff Potts

THIRD VICE PRESIDENT Chief Dave Bentrud

Bloomington Police Department 1800 W Old Shakopee Road Bloomington, MN 55431

Waite Park Police Department 19 13th Ave. No. Waite Park, MN 56387

Phone: 952-563-4901 jpotts@bloomingtonmn.gov

Phone: 320-229-3661 david.bentrud@ci.waiteparkpd.mn.us

Term expires: 04/21

Term expires: 04/22

SECRETARY Chief Stephanie Revering

TREASURER Chief Tim Fournier

Crystal Police Department 4141 Douglas Drive North Crystal, MN 55422

New Hope Police Department 4401 Xylon Avenue North New Hope, MN 55428

Phone: 763-531-1010 stephanie.revering@crystalmn.gov

Phone: 763-531-5141 tfournier@ci.new-hope.mn.us

Term expires: 04/19

Term expires: 04/20

SERGEANT-AT-ARMS Chief Joel Scharf

IMMEDIATE PAST PRESIDENT Chief Rodney Seurer

Big Lake Police Department 790 Minnesota Ave E Big Lake, MN 55309

Savage Police Department 6000 McColl Drive Savage, MN 55378

Phone: 763-263-2500 jscharf@biglakemn.org

Phone: 952-882-2600 rseurer@ci.savage.mn.us

Term expires: 04/18

The Minnesota Chiefs of Police Association is pleased to present its 2017-18 Board of Directors. These professionals are dedic 40

MINNESOTA POLICE CHIEF

DIRECTOR Chief David Ebinger

DIRECTOR Chief Eric Klang

Moorehead Police Department 915 9th Avenue North-PO Box 779 Moorhead, MN, 56560

Pequot Lakes Police Department 4638 County Road 11 Pequot Lakes, MN 56472

Phone: 218-299-5141 david.ebinger@moorheadpolice.com

Phone: 218-568-8111 eklang@pequotlakes-mn.gov

Term Expires 04/19

Term expires: 04/18

DIRECTOR Chief Mike Mastin

DIRECTOR Chief Roger Pohlman

Bemidji Police Department 612 Minnesota Ave NW Bemidji, MN 56601

Red Wing Police Department 430 West 6th Street Red Wing, MN 55066

Phone: 218-333-8437 mmastin@ci.bemidji.mn.gov

Phone: 651-267-2600 roger.pohlman@ci.red-wing.mn.us

Term expires: 04/19

Term expires: 04/18

DIRECTOR Chief Michael Risvold

DIRECTOR Chief Jeff Tate

Wayzata Police Department 600 East Rice Street Wayzata, MN 55391

Shakopee Police Department 475 Gorman Street Shakopee, MN 55379

Phone: 952-404-5340 mrisvold@wayzata.org

Phone: 952-233-9421 jtate@shakopeemn.gov

Term expires: 04/20

DIRECTOR Chief Eric Werner

CHAPLAIN EX-OFFICIO Pastor Dan Carlson (Retired Chief )

Maple Grove Police Department 12800 Arbor Lakes Parkway N Maple Grove, MN 55369

Minnesota Chiefs of Police Association Public Safety Ministries Inc. 25440 Smithtown Road Excelsior, Minnesota 55331

Phone: 763-494-6101 ewerner@maplegovemn.gov Term expires: 04/19

Phone: 612-554-4405 dan.carlson@publicsafetyministries.org

cated to achieving the highest standard of professional policing and enhancing the quality of police executives in Minnesota. Summer 2017

Mentoring in the community

Bigs in Blue-Cops as a Force for Good BY CHIEF SCOTT NADEAU AND SGT. JUSTIN PLETCHER

Society is changing, and so too must law enforcement if we are to continue to reach our community effectively. As our agencies work towards the goals of 21st Century policing, we are all seeking ways to improve relationships, proactively solve problems, and build trust in our communities. Sometimes the best way to protect others is to provide them mentorship. Rather than being a warrior, protecting others from harm, sometimes we must act as a guardian, providing proactive mentorship that may help our young people avoid the decisions that lead to harmful situations. Mentoring is an authentic way to connect with the community in a way that balances law enforcement while building relationships and an atmosphere of trust and understanding. After being sworn in as Chief of Police for the City of Columbia Heights in 2008, I too became aware of the need to improve relationships with youth. My conversations with school officials, community members, and even the youth themselves centered on partnerships and how the police could improve relationships while being more impactful in the lives our community’s kids. The one theme that continued to emerge was this: many of our community’s kids needed a mentor. Having been a Big Brothers Big Sisters (BBBS) of the Greater Twin Cities mentor for over twelve years, I knew who to call to help our agency connect with our community’s kids in a tested and trusted program that would have a real impact. After a modest start, our program has grown in five years to about 25 active matches. It has been a force for positive change in our 42

community that has earned recognition locally and nationally. It has not only been a game changer in improving relationships with our kids and building public trust, but is a great way for our staff to get a more balanced and positive view of children and teenagers in our city. Our staff finds meaning and purpose in their relationships with their matches, or “Littles.” In a recent survey of police department staff who are active mentors, or “Bigs,” 100% of participants find significant value in the program, both personally and organizationally.

program that matches youth facing adversity with police officers in their communities, building positive, trusting, lasting relationships. These relationships can help build stronger bonds between law enforcement and the families they serve. From smaller communities like Columbia Heights to larger cities such as Boston, Los Angeles, and Philadelphia, BBBS is working to accomplish the important goal of mentoring our community’s youth while giving police the opportunity for positive engagement and communitybuilding activities. BBBS of the Greater Twin Cities

There is no question that our efforts with BBBS have extended well beyond mentorship. Increased positive presence in the schools has strengthened collaboration with teachers, and district staff have created countless inroads to positive and effective communication with our youth and their families. This year, BBBS of America is launching an initiative to connect police and kids in need of mentors in communities both large and small across the country. Bigs in BlueSM is a oneto-one mentoring MINNESOTA POLICE CHIEF

is making plans to partner with additional communities and law enforcement agencies in the Twin Cities metro area to launch new “Bigs in Blue” programs. The time commitment typically involves a police staff member (“Big”) meeting with their “Little” one hour per week during the school year. In Columbia Heights, both sworn and non-sworn staff members serve as “Bigs,” and we allow our staff to mentor on-duty. For those who work outside regular business hours, we compensate them for the time they commit to mentoring youth. While most of our “Bigs” are police employees, over time it has also grown to include other city staff: fire fighters, HR and finance, and community members such as youth pastors. We take every opportunity to invite citizens to become mentors; it’s a great way to connect with community stakeholders, forging new and strengthened bonds with those who want to have a positive impact. If you are a Chief who would like to help the kids in your community; if you are looking to balance your

officers’ responsibilities on the street with more positive outreach experiences; if you want your department to build trust by creating positive outcomes; if you want to forge a stronger relationship with your schools and child-serving strategic partners; please call me. I’d be happy to answer any questions and put you in touch with the team at Big Brothers Big Sisters. Big Brothers Big Sisters has offices in the Twin Cities, as well as in Central Minnesota (St.Cloud) and Southern Minnesota (Owatonna). They are the nationally recognized experts in helping establish and support positive, high-quality matches, and would be happy to meet with you or host an informational session and explain the processes involved in starting a program for your agency. For information please contact Chief Scott Nadeau at SNadeau@ columbiaheightsmn.gov, or Rick Gibson, Director of School Programs at rgibson@bigstwincities.org, or visit www.bigstwincities.org and learn how you can get involved!

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For more information, contact Kristen LeRoy at kleroy@lmc.org or (651) 281-1268.

Vendor profile: Thomson Reuters

Thomson Reuters The Minnesota Chiefs of Police Association (MCPA) values its vendor relationships. It is proud to highlight industry vendors who bring vital products and services to the law enforcement community. We are pleased to feature this Q and A with Tim Radaich, vice president, Government, Thomson Reuters. For more information please contact: Paul Godlewski Marketing Director Thomson Reuters 651-687-1280 paul.godlewski@ thomsonreuters.com

What is CLEAR? Thomson Reuters CLEAR is an investigative research platform that provides access to billions of accurate, current and connected public records within an intuitive, online interface investigators can access from a fixed location or through mobile technology. CLEAR’s public records data helps investigators identify, locate and connect subjects of their investigations. The platform and its built-in, comprehensive reports can be easily customized for specific investigations and strategic sharing of those results.

We are proud to work closely with law enforcement agencies across the country to provide, what we like to refer to as, the investigative data they need in a “needle-rich haystack.” For example, CLEAR was instrumental in helping the San Bernardino Police Department locate the shooters who attacked the Inland Regional Center in December 2015; it was the only investigative resource that identified a current address for the suspects. And last November, CLEAR was central to the case of an abducted infant in Detroit, who was located and returned to her family within hours of her disappearance. Both cases were recognized as Thomson Reuters Everyday Heroes finalists, and they remind us that accurate, trusted information can make all the difference when seconds matter. 44

MINNESOTA POLICE CHIEF

Minnesota has more than400 law enforcement agencies of all sizes and needs, who is the ideal user for this product? The ideal user for this product is a detective, investigator, officer or analyst who, in the course of their traditional investigative work, needs comprehensive public records information to conduct surface level or deeper investigations. They may need to locate suspects, persons of interest or individuals using addresses, phone numbers and/or driver’s license data. CLEAR can quickly simplify a search and help an investigator zero-in on key details. CLEAR also can identify assets or affiliations and connect individuals or organizations to create a larger picture. Simply put, CLEAR is for any law enforcement professional looking for the information needed to help move an investigation forward or solve the case. Tell us some success stories in Minnesota or our region Thomson Reuters largest operation is located right here in Minnesota, and much of Thomson Reuters CLEAR team is located here as well. I truly believe this benefits our law enforcement customers in Minnesota. Many law enforcement agencies in the state use CLEAR to quickly close their investigations, and we believe it’s important to go above and beyond to support law enforcement professionals. One way we do this is with 24/7/365 support of our customers to make sure they know how to use CLEAR to its full potential. Thomson Reuters training model sets us apart from our competitors, as does our commitment to enhance and improve CLEAR with features including Web Analytics tools, real time incarceration data and alerts, and more. And coming this summer, we will be releasing new capabilities that law enforcement will be sure to appreciate. Stay tuned. Talk about ensuring CLEAR’s compatibility with Minnesota’s strict data practices laws. To put it plainly, Thomson Reuters takes data privacy and security seriously. We gather all public records data from government agencies and reputable, third-party firms. Thomson Reuters reviews and monitors federal, state and local legislation to maintain compatibility with privacy rights, including Minnesota regulations. We also work closely with our customers to ensure that they are appropriately trained and credentialed to access public records data, and we take additional steps to make sure all data is used appropriately. In fact, we terminate access to any user who misuses public records data.

Spring 2017

ADVERTISER INDEX EXECUTIVE BOARD PRESIDENT Michael Goldstein Chief of Police, Plymouth 952-882-2600 VICE-PRESIDENT Dan Hatten Chief of Police, Hutchinson 320-587-2242 SECOND VICE-PRESIDENT Jeff Potts Chief of Police, Bloomington 952-563-4901 THIRD VICE-PRESIDENT Dave Bentrud Chief of Police, Waite Park 320-229-2661 SECRETARY

Stephanie Revering Chief of Police, Crystal 763-531-1010

TREASURER Tim Fournier New Hope Police Department 651-531-5141 SERGEANT-AT-ARMS

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Joel Scharf Chief of Police, Big Lake 763-263-2500

IMMEDIATE PAST PRESIDENT Rodney Seurer Chief of Police, Savage 952-882-2600

DIRECTORS David Ebinger Chief of Police, Moorhead

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Eric Klang Chief of Police, Pequot Lakes

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Mike Mastin Chief of Police, Bemidji

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Roger Pohlman Red Wing Police Department

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Jeff Tate Chief of Police, Shakopee

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Eric Werner Chief of Police, Maple Grove

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The Minnesota Police Chief, the official magazine of The Minnesota Chiefs of Police Association, is published quarterly to serve the police leadership in Minnesota. Association members receive Minnesota Police Chief as a benefit of membership. The Minnesota Police Chief is published by the Minnesota Chiefs of Police Association, 803 Old Highway 8 NW, Suite 1, New Brighton, MN 55112. It is the policy of the Minnesota Chiefs of Police Association that all articles reflect only the views of the author and that publication of articles or advertisements within Minnesota Police Chief does not constitute endorsement by the Association or its agents of products, services, or views expressed herein. No representation is made as to the accuracy here of and the publication is printed subject to errors and omissions. Editorial contributions to the Minnesota Police Chief are always welcome. Contributions should be sent to the Managing Editor and are subject to review and acceptance by the Magazine Committee. Editorial contributions will be handled with reasonable care; however, the publisher assumes no responsibility for the safety of artwork, photographs, or manuscripts. SENIOR EDITOR Joe Sheeran Joe@mnchiefs.org 651/457-0677

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