Mcp15 winter final by Betsy Pierre

2015 ETI

Program Information

Marijuana

Legalization Discussion

Constructing Our 2015 Legislative Agenda

Social Media

Strategy for Departments

Home County

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IN THIS ISSUE

Contents WINTER 2014-15

IN THIS ISSUE 5

Executive Director’s Note

Building for the Future

President’s Perspective

Reflecting on 2014 Accomplishments, More Work Ahead in 2015

9 MCPA Members’ Insightful Feedback Members Share Their Input on Important Issues

12 Regional Representative Hiring Diverse Candidates to Reflect Our Communities

15 Chaplain’s Message

An External Conscience

16 Department of Public Safety

ON THE COVER Constructing Our 2015 Legislative Agenda

Bloomington Police Chief Jeff Potts and Duluth Police Chief Gordon Ramsay the Minnesota Chiefs of Police Association’s 2015 Legislative Committee Co-Chairs.

21 Community Outreach and Changing Demographics Creating Community

FEATURES

25 2015 ETI Program and Registration Plug In: The CLEO Connection The 2015 ETI program is highlighted. Read about keynote speakers, general sessions, breakouts and networking activities. Full registration and hotel information is included.

29 Marijuana’s Legalization Discussion

Conquering Fear with Facts: The Ebola Virus

19 MCPA Foundation

Foundation Sets a New Direction

23 Big Lake-Changes in Evidence Collection

Changes in Evidence Collection and Management

34 Department Profile Rogers Police Department on the Move and Growing

40 Vendor Profile KDV 41 MN Law Enforcement Torch Run Minnesota Law Enforcement Torch Run

Continues to Impress the World

42 Special Olympics Minnesota Polar Plunge Season is Back 43 Ad Index

360° Discussion at ETI on Marijuana’s Legalization Trend With Minnesota’s medical marijuana law scheduled to be fully implemented and operational July 1, the ETI Tuesday keynote speakers will provide law enforcement leaders the necessary tools to stay ahead of this issue.

31 Social Media Strategy for Departments Ease Into Your Department’s Social Media Strategy Exploring social media from both the community building and investigative side can be a daunting task for some law enforcement leaders. This article shares some department’s experience with using social media tools to engage their communities and conduct investigations.

minnESOTA police chief

LEGISLATIVESPECIAL

Executive Director’s Note

Building for the Future Like a lot of people, the holidays are a time when I look forward and back. I reflect on what I believe I did right and what I know did wrong over the past year (my wife is happy to help refresh my memory on the latter). It's a “Lessons Learned” approach. But I try not to dwell too much on the past. And building for the future starts now with one of the Association’s strategic goals: raising our voice at the legislature. The winter 2014-2015 edition of the Minnesota Police Chief takes a closer look at what we’re doing legislatively in the upcoming session, including President Gordon Ramsay’s work on the Department of Human Services mental health task force (pg. 7) and a snapshot of how some current issues impact all of you (pg. 9), thanks to our new survey tool. You’ll also find a number of articles in this issue that detail current or past success stories but include valuable information you could use in your own agencies to overcome future obstacles. For example, in his piece, Creating Community (pg. 21), St. Cloud Police Chief Blair Anderson writes about his effective partnerships and successful initiatives that are bringing his police officers closer to the city’s diverse populations. From the Minnesota Chiefs of Police Association’s (MCPA) member survey we conducted in May, we know that building bridges with minority communities is one key issue. Recruiting diverse police applicants from those communities is another. In his quarterly column (pg. 12), Three Rivers’ Park District Police Chief Hugo McPhee, the Association’s 1st Vice President, writes about the effort he’s spearheading on this topic. His working group, made up of large agency CLEOs, is examining the current hiring practices and exploring ways to address issues that may be keeping minorities - and women - from entering the profession. At the same time, the law enforcement community in Minnesota is working together to address the need for more quality police applicants, regardless of race or gender. In late November, several board members from the MCPA, Minnesota Sheriffs’ Association, Minnesota Police and Peace Officers Association and the Minnesota POST Board met and agreed to work collectively to try and attract the best and brightest to law enforcement. Going forward, we also decided to take a good hard look at the process people must go through to become a police officer in Minnesota. Once an applicant is on the job, training that officer is an even tougher task today than it was, say, 20 years ago. Technology has changed the profession. Keeping cops up to speed on new tools like ALPR, body-worn cams and even social media is very difficult. The MCPA’s Joe Sheeran writes about social media in this issue (pg. 31) He focuses on how some Minnesota agencies have successfully empowered their staff to use Facebook and Twitter as a force multiplier for external communications and how some agencies, large and small, have benefitted greatly from the use of social media in investigations. The MCPA will host a breakout session on social media at the 2015 Executive Training Institute (ETI) in April. We’ll also be talking about medical and recreational marijuana use at ETI. Kevin Sabet, one of the nation’s leading marijuana policy experts, and Bill Kirchoff, author of “How Bright is Your Badge”, will be Keynote Speakers at the ETI. As a preview, Sabet and Kirchoff share their thoughts on what law enforcement in Minnesota should be doing right now to stay ahead of the issue (pg. 29). On the subsequent pages, you’ll also read about the great work of the MCPA Foundation in 2014 (pg. 19) and the evidence collection and management changes that Big Lake Police Chief Winter 2014-15

Andy Skoogman executive director Minnesota Chiefs of Police Association

Executive Director’s Note

Joel Scharf is implementing in his agency for 2015 (pg. 23). It’s important to remind you that the MCPA board this past year developed six new strategic goals. One of those goals is to provide strong personal and professional support to members.

It’s important to remind you that the MCPA board this past year developed six new strategic goals. One of those goals is to provide strong personal and professional support to members. Looking back, it’s one of the things I believe we got right in 2014. I also believe this magazine plays a key role in achieving that goal. It’s a place to share important information; look for timely, relevant and useful content on these pages in every issue. I hope you enjoy reading the articles, and, of course, learn a lesson or two along the way.

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LEGISLATIVESPECIAL

President’s Perspective

Reflecting on 2014 Accomplishments, More Work Ahead in 2015 As we enter a new year and close out another, I wanted to review 2014 and touch briefly on 2015. We started the year with an opportunity to hire a new executive director for our Association. While there were many great candidates, board members chose to go an unconventional route and hired an executive director who had never been a police officer. While this was an unconventional move, it paid off and I know most of you would agree that our new executive director, Andy Skoogman, has brought tremendous value to our organization. He has been working hard to meet as many of you as possible and has brought about many positive changes. Andy helped us through creating our new strategic plan, giving us a three year plus road map as well as forming a conservative and reasonable budget. As we head into 2015 and I hand over the reins to a new Association president, we are doing well and are focused on issues that impact our members. At our 2014 Executive Training Institute (ETI), I rolled out an initiative to examine solutions to the increase in mental illness-related calls our police officers are dealing with on the street. A recent survey administered by our Association indicated the majority of departments in Minnesota are seeing significant increases in the amount of mental illness related calls. Chiefs have noticed concerning gaps in our systems where mental illness is at the center of the revolving door.

Chief Gordon Ramsay President Minnesota Chiefs of Police Association Duluth police department

Mental Illness Roundtable In September, we hosted a mental illness roundtable and I’d like to thank the following chiefs for stepping up to help: Chief Rick Mathwig of Roseville, Chief Roger Pohlman of Red Wing, Chief Chris Boyer of North Mankato, Chief Dave Bentrud of Waite Park, Chief Rodney Seurer of Savage, Captain Jeff Swiatkiewicz of Plymouth, Chief Rob Yant of Marshall, Chief Greg Brolsma of Fairmount and retired Chief Erv Weinkauf of New Ulm. This group identified three priorities as part of our action plan: • Address the revolving door of the civil commitment process • Engage our partner agencies to help us more effectively help people with mental illness • Increase Crisis Intervention Training funding and operations to address inconsistencies within our systems Several chiefs have also been active with a Department of Human Services working group on incarceration and mental illness. This group first met in July and much of the discussion has been around the initial contact by law enforcement. The feedback our members have been providing is critical to help shape policy and future legislation. We all know that our county jails have become our new “asylums” and, according to a recent report by the National Sheriffs’ Association and Treatment Advocacy Center, the number of people with serious mental illness in prison and jails now exceeds the number in state psychiatric hospitals tenfold. This is an issue we will continue to focus on in 2015. Winter 2014-15

President’s Perspective

2015 Legislative Priorities As we gear up for the next legislative session, we will work closely with our elected officials on privacy issues related to new technology. Legislators have stated it loud and clear that they want us to engage them in discussions related to new technology. In October, several chiefs testified before a legislative committee on data privacy issues related to license plate readers and body cameras. We will be working closely with the legislature to address their concerns. For those of you considering this technology there are model policies on the Association’s web site. We are more active at the Capitol than we have ever been and we will need your help so our voice is heard at this legislative session. Now is the time to touch base with your legislators. Introduce yourself to those recently elected and re-connect with those you previously knew. In today’s political environment, building relationships with your local legislators is more important than ever. Please don’t hesitate to call me anytime if I can be of any assistance. (218-730-5020 or gramsay@duluthmn.gov)

minnESOTA police chief

MCPA Members’ Insightful Feedback

LEGISLATIVESPECIAL

Members Share Their Input on Major Issues The new staff at the Minnesota Chiefs of Police Association headquarters has been turning the tables a bit lately, “interrogating” chiefs with member surveys on a wide range of topics, from their use of the 1033 Military Surplus Program to their experience with the rising trend of mental health related calls. The feedback from these surveys has been insightful, thoughtful and thorough. It’s been a tremendous help ensuring the Association provides accurate and comprehensive information when fielding questions on these issues from media, legislative leaders, chiefs, public safety professionals and other stakeholders. Below is a snapshot of how our members responded on three major issues covered in the member surveys. These are issues we’ll be addressing with legislators in the upcoming legislative session.

MILITARY SURPLUS MILITARY SURVEY MILITARY SURPLUS SURPLUS SURVEYSURVEY your department used or planned to use the Has yourHas department used or planned to use the 1033 Equipment Surplus Equipment Program? 1033 Surplus Program?

your thoughts on the program? What areWhat your are thoughts on the program?

Otherspecify) (Please specify) Other (Please

9.89% 9.89%

14.44% 14.44%

Supportive, Supportive,

YES

but it but it should beshould be restrictedrestricted to excludeto exclude high-powered high-powered weaponry,weaponry, multi-wheeled multi-wheeled vehicles, vehicles, and mine-resistant armored armored and mine-resistant ambush protected ambush protected vehicles vehicles and aircraft. and aircraft. 11.11% 11.11%

YES

0.11% 90.11%

Highly supportive Highly supportive in all aspects in all aspects 74.44% 74.44%

AUTOMATED LICENSE PLATE READERS AUTOMATED LICENSE PLATE READERS (LPR) (LPR) Does yourhave agency have Plate License Plate Readers? Does your agency License Readers? Winter 2014-15

If you don’t LPR technolgy, If you don’t have LPRhave technolgy, why not?why not?

Don’tenough know enough Don’t know

and aircraft. 11.11% 11.11%

Members’ Insightful Feedback

Highly supportive Highly supportive in all aspects in all aspects 74.44% 74.44%

automated license plate readers (LPR) AUTOMATED LICENSE PLATE READERS AUTOMATED LICENSE PLATE READERS (LPR) (LPR) Does yourhave agency have Plate License Plate Readers? Does your agency License Readers?

YES

If you don’t LPR technolgy, If you don’t have LPRhave technolgy, why not?why not?

Don’tenough know enough Don’t know about the technology about the technology

YES

16.22% 16.22%

9.26% 9.26%

Don’t see Don’t see the value the value 12.04% 12.04%

.78% 83.78%

Cost/Budget Cost/Budget 78.70% 78.70%

MENTAL HEALTHHEALTH CALLS CALLS

MENTAL 2015 AWD FORD PI STATE yourseen agency seen an increase inCONTRACT mental health Has yourHas agency an increase in mental health related calls over the last five years? PRICE related calls over the last five years? $23,483.00 (These calls could be classified several ways, (These calls could be classified in severalinways, such as check welfare or suicide such as check welfare or suicide threat.) threat.)

More than More than 50% increa 50% increase

Have notHave triednot tried  Information Sharing and Resources to calculate to calculate Free Crime Prevention Trading Cards the increase the increase

5.05% 5.05%

YES

Membership has its benefits.

The MN Crime Prevention Association is a non-profit organization that offers many benefits to law enforcement officers and crime prevention practitioners. The MCPA works collaboratively to promote, develop 20.41% 20.41% and advance prevention programs.

so, can you estimate the If so, canIfyou estimate the percentage increase? percentage increase?

YES

4.95% 94.95%



Discounts 27.55% on MCPA Sponsored Training 27.55%



Quarterly Newsletter



Email Updates



Website Member Only Access



POST Certified Training and Certification Coming April of 2015

TIM CARRUTH 218-262-3881 timcarr@yahoo.com

Less than Less than 50% but50% but American Crime Prevention Institute more than 10% increase more than 10% increase

BOB O’HARA 218-349-8955 rwohara01@aol.com

52.04% Law Enforcement Officers Security Assessment Seminar 52.04%

The MCPA will be underwriting the cost of this week long valuable training for MCPA Members.

To join the MCPA or for more information

WE HAVE A FEW UNITS IN STOCK PLEASE CALL

www.mncpa.net Give Your Agency the Benefits Provided by Membership.

minnESOTA police chief

Cost/Budget Cost/Budget 78.70%78.70%

Mental health calls MENTAL HEALTH MENTAL HEALTH CALLSCALLS If so, you estimate the If so, can youcan estimate the percentage increase? percentage increase?

Hasagency your agency an increase in mental Has your seen anseen increase in mental health health related calls over the last five years? related calls over the last five years? callsbecould be classified in several (These (These calls could classified in several ways, ways, such as check welfare or suicide such as check welfare or suicide threat.)threat.)

More than More than 50% increas 50% increase Have not tried Have not tried to calculate to calculate the increase the increase

5.05% 5.05%

20.41%20.41%

27.55%27.55%

YES

4.95%94.95%

Less50% thanbut 50% but Less than more10% thanincrease 10% increase more than 52.04%52.04%

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Regional Representative

Hiring Diverse Candidates to Reflect Our Communities

Chief Hugo McPhee first Vice President Minnesota Chiefs of police association Three Rivers Park District

We should never lower our standards for professionalism in law enforcement and that starts with hiring the right people from the start. Hiring qualified police officers is an on-going challenge for chiefs. This article is the second in a series that follows the work being done by several large law enforcement agencies and the Minnesota Chiefs of Police Association in efforts to enhance overall hiring best practices, retaining qualified candidates and also ways to cultivate diversity in both initial hiring practices as well as promotional processes. Some of our early work is shared below and relates to what screening tools we use as hiring criteria not just during interviews, but also in background investigations and at psychological pre-employment screenings. We all know someone we thought was an ideal candidate for the job and recruited them to apply for our agency. Then, surprisingly they do not pass the initial interview process, background check or the psychological screening. How many times have we, in search of that one ideal candidate, finished yet another selection process only to find we have just 2-3 potential hires, marginal at best, or no one we feel comfortable hiring. So we start the process all over. Perhaps we are looking at our hiring and promotional processes with a different lens than what we could be using. Without lowering our standards, are we screening out would-be qualified applicants because they didn’t answer a question exactly right, they didn’t dress up enough for the interview, they had a couple of traffic violations in the past, they had an altercation in high school or perhaps a neighbor said they were a partier in college? These are all legitimate concerns and probably can be tracked to future success in some university longitudinal study. But how much weight do we, or more importantly our staff who actually do the early interviews and background checks, place on these “character flaws”? When I was with the Fergus Falls Police Department, I actually gave final candidates interview questions a day or two before the interview with the intent that the applicant be in a lower stress environment with ample opportunity to put forth their best answer possible. In theory, I then had the best possible work product for the given applicant and scenario. My experience was that with questions offered in advance answers were far more insightful and reflective than responses offered by candidates in previous processes who had the questions sprung on them during the interview. Are we looking for the best and most reasoned response to the given question or are we looking at how well someone thinks under pressure? There are better screening tools for the latter.

More importantly, from a legal perspective, are the criteria we are judging applicants by truly bona fide occupational qualifications. More importantly, from a legal perspective, are the criteria we are judging applicants by truly bona fide occupational qualifications. A bona fide occupational qualification (BFOQ) is

minnESOTA police chief

an employment qualification that specifically relates to an essential job duty or duties and is considered a core or necessary component for successful performance in a given job. For example, having minimal expertise in firearms qualification is a BFOQ for a licensed peace officer. Filing for bankruptcy five years ago may not in and of itself be, unless a large component of the job relates to budgeting and money matters or the bankruptcy is part of a series of missteps. Maybe the bankruptcy was due to a corporate downsizing and bankruptcy was an uncontrollable event. Asking questions that are not true BFOQ and then making hiring or other employment decisions based on those non-BFOQ findings is illegal and carries significant penalties if proven. Many chiefs have the impression that an unusually high number of applicants are failed or screened out by the psychological pre-employment screening processes. Based upon data offered by the three main psychological testing firms in the greater metro area, their candidate fail rate is only in the 12-15 percent range, meaning most candidates readily pass the screening interview and testing not that the pre-screening measures are easy. Rather, agencies typically screen out unsuitable applicants before they get to the psychological process. Additionally, fail rates are closely tracked to ensure no disparate impact occurs with diverse candidates failing the psycholocial tests. Conversely, chiefs attending the roundtable offered anecdotal evidence that many candidates are screened out at various other stages of the hiring process such as the panel interview or background investigation. Are the criteria we use to weed candidates out also capable of weeding candidates in? By that, I mean are our processes set up to only exclude candidates by design or do we craft questions to find positive attributes

One thing hasn’t changed in 30 years our commitment to patients Mayo One has gone through a lot of change since we started flying patients in 1984. Late 1980s carrying red blood cells for patients Upgrade to Instrument Flight Rules (IFR Navigation) Early activation (auto-launch) training offered to law enforcement Night Vision Goggles for all crew in 2006 New EC145 helicopters in 2008 Expansion of non-precision GPS approaches to several area hospitals Use of thawed plasma and Tranexamic Acid (TXA) While a lot has changed at Mayo One in thirty years, our primary value—the needs of our patients come first—has always remained constant. You can count on our commitment to work with you to provide the best care to the patients we serve together.

Winter 2014-15

Regional Representative

Are the criteria we are using to weed candidates out also capable of weeding candidates in? as well? Is it better to screen out a handful of likely good candidates in fear of inadvertently including some marginal or poor candidates? Shouldn’t we also look at ways to be more inclusive of hiring potential candidates and take reasonable chances on hiring the right persons for our positions? What was once a clear disqualifying event 10 years ago in a background investigation, such as brawling outside of a bar, nowadays maybe isn’t as big an issue. Some studies indicate that use of force incidents are highest among male officers who perceive a situation as dangerous and then over react out of unfamiliarity. Fear or egoism-machismo takes over and they end up using more force than is necessary, sometimes to prove a point. One area worthy of mention when discussing failed or washout rates for new hires is the Field Training Officer (FTO) process. Do some candidates fail FTO because the recruit doesn’t exhibit the desired or valued characteristics of the trainer? Do some FTOs view a successful officer according to what they value or deem is important to success on the job? Are these “successful” attributes in alignment with your view as a chief? Most certainly there is some disconnect in this area in many of our agencies. In talking to various chiefs from across the state, we all focus on generally accepted maxims we think are predictors for future success in law enforcement. Past performance in similar relevant areas or a history of self-efficacy are typical great predictors of future success. Others include hard work, volunteerism, empathy, compassion, prior experience in service occupations, etc. Master of Science in Are you looking for a promotion? These positive traits have clear If you are, stand out against other implications for success in our candidates with a Master of Science in line of work. Public Safety Executive Leadership ublic We should never lower our through St. Cloud State University! standards for professionalism in law enforcement and that starts with hiring the right people We offer a 36 hour, non-thesis based afety from the start. Sometimes, the graduate program for those working in best candidates are the ones who public safety that can be complete in as have experienced both sides of little as 2 - 3 years. the law and have the most street xecutive cred. Here’s to making sure Don’t live in or near St. Cloud? that what we are screening for No problem; we offer flexible class options: represents truly relevant, core job functions and not automatically • on campus eadership discounting candidates who • online may have had a minor infraction • Interactive TV in their past but were able to learn from it and be better for For more information, contact: it. Innocent from birth is not a Dr. Mitchell P. Weinzetl requirement for hire. P: 320.308.2158

P S E L

E: mpweinzetl@stcloudstate.edu

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Chaplain’s Message

An External Conscience I had a conversation with a cop recently who was facing some significant professional and personal challenges. He’s someone I’ve known professionally for several years, but we aren’t particularly close since our paths seldom cross with any frequency. As we were talking, I asked him if anyone was looking after his personal well-being as he went through this challenging time. Since we weren’t likely to have much contact in the future, I wanted to make sure he had on-going care resources available, resources that he would actually utilize. Like most cops, he replied that he was fine and had plenty of resources. I asked again who he had watching him, someone that knew him well enough to notice if his behavior and health were changing in a negative way. And I asked if that person was someone who would intervene appropriately if needed. After pestering him for an answer for a while, he finally replied, “Fine, I’ll activate my external conscience.” I had never heard the term external conscience before, but now it has become something I use with some frequency. I do a fair amount of training these days, particularly on the topic of personal health and fitness. As most of you reading this are aware, the foundation of this training is based on the concept of promoting “Physical Health of the Body, Mental Health of the Mind and Spiritual Health of the Soul”. One of the exercises we use is a discussion identifying the different health care providers available for each of the three categories of health. We talk about the doctors, nurses, physical therapists and others who provide physical health care. We look at the different providers of mental health care that include psychiatrists, psychologists, therapists and counselors. We conclude by exploring our spiritual health care providers, such as pastors, rabbis, priests, imams, lay ministers and yours truly, chaplains! After this we talk about the two providers that are universal to all health care categories. The first and most important is you! You need to personally take responsibility for your health care services. But the second is just as important. It is someone close to you who knows you well. It is someone you trust such as a family member, close friend, colleague or even one of the above listed providers when you share a close personal relationship. This is a person who can pay attention to your health from the outside, someone who can be objective and honest. I previously called this person a trusted friend. Now I have a more scholarly term, your external conscience! When we go through the exercise of naming types of health care providers, the next step is actually naming the person who fills those roles. Sometimes we get to name the individual person we want to care for us but, especially with our physical health, we often get whoever is available from a specific care team (none of our three kids was delivered by our primary OB doctor). The same is true for picking your external conscience provider. Find an individual (and some backups) that know you well and that you trust. Then ask them if they would be willing to be your care provider when those inevitable challenges of life hit you head on. And offer your services to them when needed as well. I really believe that with a quality external conscience care provider, your life will be healthier, happier and more fulfilling. For you and all those around you!

Winter 2014-15

PASTOR DAN CARLSON CHAPLAIN EX-OFFICIO BOARD MEMBER Minnesota Chiefs of Police Association

Department of Public Safety

Conquering Fear with Facts: Minnesota’s Public Safety Community Works Together on the Issue of Ebola Virus

Mona dohman Commissioner department of public safety

Since early July, when the Ebola outbreak in West Africa intensified, the Minnesota Department of Health (MDH) has been engaged with partners including the Department of Public Safety (DPS), preparing for an Ebola case in Minnesota that would require a coordinated response. On October 23, more than two months ago and shortly after the first appearance of Ebola in the U.S., representatives from about 20 state agencies gathered in St. Paul to participate in a two-hour “tabletop exercise” sponsored by DPS and MDH. More than 100 people came to address the topic of Ebola because the core responsibility of government is public safety and we do our best when we plan together. Homeland Security and Emergency Management Director Kris Eide expanded on that thought at the meeting and added, “There is a big Ebola problem in West Arica. There is a big fear problem in the U.S. We should not listen to hysteria; we should look at facts.“ Minnesota Commissioner of Health Dr. Ed Ehlinger presented the case for a calm and measured approach by state officials, health professionals, public safety officials and the general public. “Being frightened by Ebola is normal,” he said. “We have no experience with it. Other risks, like car crashes and flu viruses are greater, but we understand them. We’ll get there with Ebola, but it takes time. What’s important now is setting up the systems and communication networks we need.” That network, of course, includes our law enforcement professionals and other emergency responders. As I write this column, there are no Ebola cases in Minnesota and none are expected, but this potentially deadly disease is being treated in the U.S. and it is predicted to take a long time to run its course in other countries. There’s a lot to know about it and perhaps less to fear than some people assume.

Contact: Bruce Schwar tzman, AIA 222 Nor th Second Street Minneapolis, MN 55401 B s c h w a r t z m a n @ b k v g r o u p . c o m Phone: 612.339.3752 www.bkvgroup.com EOE

Providing facility assessments, master planning, renovation, and new design to police departments since 1978.

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Minnesota has a practiced incident response process that would apply in a case of Ebola and MDH would lead the state in response to the presence of Ebola here. Director of Infectious Disease Control Kris Ehresmann explained that MDH includes more than 25 Ebola-trained staff members. That agency is providing an information hotline for medical clinics and the public; they’re also continuing educational outreach to West African community members in Minnesota. Their staff is fully prepared to follow federal regulations and state policies. Communications directors from various agencies are also prepared to coordinate information for the public, responders statewide, state agencies, schools, transit systems, the media and others. Visit the MDH website for information you may need if the situation changes in the U.S. The MDH homepage is located at www.health.state.mn.us and the “Ebola” button is prominent. Click it and find fact sheets, FAQs, news and updates and important print materials you can reproduce and share. There’s a section on “How We’re Preparing for Ebola in Minnesota” that will be updated for your information and it contains ideas you might use locally as you play your professional role. Planning, preparing, keeping each other informed, this is the way Minnesota agencies work when there’s an emergency or disaster, be it natural, man-made or completely out of the blue like the Ebola situation. It’s our role to be informed and proactive and to maintain the public’s confidence in our readiness to help. DPS and MDH stand ready to help you as well, so make use of contact information on our websites any time you need it. We’re always at our best when we’re working together. Thanks for everything you do.

Winter 2014-15

Minnesota Chiefs of Police Foundation

Foundation Sets a New Course After receiving feedback from chiefs, business owners and community leaders, the Minnesota Chiefs of Police Foundation (MCPF) is excited to announce we’ve rebranded and have a new mission statement (see mission below). We believe these updates will better motivate stakeholders and potential donors, more accurately reflect our priorities and truly align the Foundation with the Association.

To advance police leadership through partnerships and resources required to address the evolving challenges facing Minnesota’s communities. Developing this statement was a long, contemplative process that involved one-on-one meetings, group work sessions, analysis of neighboring states’ police chiefs’ foundations and an examination of the board’s existing mission, role and future goals as they relate to supporting Minnesota Chiefs of Police Association’s (MCPA) leadership training. We decided outcomes of the statement should: • Allow all police chiefs, regardless of budget, an opportunity to attend association training • Enhance leadership though training ensuring high quality, professional police agencies in Minnesota • Provide the knowledge and skills to go beyond reactive to proactive policing • Help agencies grapple with emerging threats to Minnesotans’ safety and well-being The work group identified two target audiences for the mission statement: business owners and community leaders. In approaching businesses, we focused on the statement we heard that, “Crime is evolving and affects the performance and reputation of my business. If there was a way to reduce or address it, I’d be interested in learning more.” For community leaders, the consensus was, “I’m most concerned about how I can help improve the quality of life for those within my community. It’s important to me personally to be well connected and informed.” With that information, the Foundation established a mission statement that would increase peace of mind by working with the Association to provide the necessary resources and leadership training to reduce crime and keep people safe.

Fulfilling the Mission When it comes to fulfilling this mission, the Foundation is well on its way. In 2014, we sponsored ten full scholarships for departments to send CLEOs and supervisors to both the Leadership and CLEO and Command Academies. We helped fund the highly coveted speakers at the Executive Training Institute as well as partially funded a nationally known leadership expert to speak to a regional association. We’ve offered stipends for 20 chiefs to apply for CLEO Certification, MCPA’s new professional development and continuing education initiative. And we supported the family of Mendota Heights police officer Scott Patrick, who was killed in the line of duty in May, with a donation to the family’s fund. The entire Foundation board is very proud of what we provided MCPA members in 2014 and we’re confident with a new mission statement and a clearer vision we’ll do even more in 2015.

Winter 2014-15

Sara Anderson president Minnesota Chiefs of Police Foundation

SAVE THE DATE Minnesota Chiefs of Police Foundation

GALA

April 11, 2015

Dellwood County Club

Minnesota Chiefs of Police Foundation But we need your help starting with supporting the 2015 Gala. Next year’s event is scheduled for April 11 at the Dellwood Country Club. This is a great event and we’re looking forward to seeing all of you there! Our goal is to surpass last year’s fundraising total, which reached almost $50,000. Look for more details, including affordable sponsorship opportunities, on our page on the MCPA website, www.mnchiefs.org and in C-Notes in the future. Thanks to our volunteers, supporters and sponsors who spent many hours working and collaborating on the new mission statement, Gala and other fundraising efforts, the MCPF has an impressive list of 2014 accomplishments. I can’t express the amount of gratitude that we have for those who share our passion to make communities safer through high quality, professional law enforcement leadership. If we keep up this momentum and continue creating awareness about our mission, the Foundation can make a serious impact ensuring Minnesota communities are safer in 2015 and beyond.

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minnESOTA police chief

Community Outreach and Changing Demographics

Creating Community By Blair Anderson, Chief of Police, St. Cloud Police Department

For all of us changing demographics, ethnic diversity and multi-generational immigrant groups is a reality. In order to effectively integrate these groups into our established communities we, as law enforcement professionals, have to develop and implement outreach strategies aimed at immigrant populations while being ever mindful not to alienate others. In St. Cloud, we use a multi-pronged approach to accomplish the goal of having a unified community: Youth Intervention and Community Outreach. The police department has continued to strengthen partnerships with the African American Male Forum (black male community leaders who mentor youth), the Somali community, Hands Across America (helps new immigrants settle and integrate into the community) and our local chapter of the NAACP. In doing so, we have established several initiatives that we believe are in the best interest of the community at large and not one particular group. We utilize the Boy’s and Girl’s Club of America to run our PAL youth summer program which provides activities, reading programs and meals to area youth between June and August. Every summer we partner with ISD 742 to sponsor and run a youth leadership academy for at-risk boys between the ages of 13 and 16. School resource officers continue to mentor those youth after returning from the week-long academy, which is held at Camp Ripley, where cadets are taught Winter 2014-15

Blair Anderson, Chief of Police, St. Cloud Police Department

“... we as law enforcement professionals have to develop and implement outreach strategies aimed at immigrant populations while being ever mindful not to alienate others”.

everything from table etiquette to conflict resolution. Team building exercises, confidence courses, physical training and nutrition are also key components to the academy. The over-arching objective is to take a comprehensive approach to building better citizens through early and sustained intervention in the lives of our area youth. I have authorized my officers to mentor youth while on duty in a program we partner with Big Brothers Big Sisters of Central Minnesota called, “Big’s in Blue.” We also utilize Community Service Officers (CSO) to serve as liaisons with our immigrant populations to resolve conflict, educate others with respect to cultural norms and differences and to help new immigrants transition into our community as smoothly as possible. For example, we recently had an incident involving two Somali youths. Our CSO Liaison and one of our lieutenants met with the elders who facilitated a restorative justice solution to the incident. We work with local clergy to assist families in need of a variety of services or emergency aid. We hold community meetings to explain how and why traffic stops are made, our behavior expectations of them during an interaction and most importantly, that a high level of service and professionalism is a minimum expectation by my administration when officers are interacting with the public. Often times in those meetings, we as police officers spend a lot of time dispelling rumors that are borne out 21

Community Outreach and Changing Demographics

The over-arching objective is to take a comprehensive approach to building better citizens through early and sustained intervention in the lives of our area youth. of fear and fear mongering. I direct my staff to keep in mind how fearful it would be if they were suddenly uprooted and moved to another country where language barriers, cultural ignorance, and in some cases, hatred targeted at immigrant groups is pervasive. From that mindset comes a level of compassion that allows us as law enforcement professionals to properly serve each citizen equitably while alienating none. We meet regularly with our neighborhood groups, of which there are at least a dozen, to address issues that range in severity from nuisance to criminal. We partner with St. Cloud State University’s (SCSU) office of Student Life and Development on initiatives that affect the student body such as the U Choose Diversion program.

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We also partner with SCSU on a crime and safety initiative. We now have three officers assigned to the campus and surrounding area. Our Campus Area Police Services team (CAPS), are primary responders on any calls for service at the university in the area designated and agreed upon beat. We carved a university beat from our normal twelve beats which encompasses the university and Southside neighborhood. The university president, the mayor, the city administrator and I conferred and agreed that this was a worthwhile endeavor in the interest of public safety. Our Community Crime Impact Team (CCIT), made up of one sergeant and three officers, works with our local business associations, neighborhood groups, Rotary Clubs and nongovernment partners on everything

from surveillance camera projects to solutions for crowd control at bar close on the weekends. Mayor Dave Kleis and other community leaders implemented the Create CommUNITY Initiative. A group of local leaders from all walks of life and occupations facilitate workshops, community meetings and the annual “Conversations on Race.” This is a structured program featuring testimonials from our immigrant communities, ethnic and cultural awareness, music, art and of course, an honest, open and necessary conversation on race and race relations that is inclusive and respectful of all of our citizens. This is a small sample of the initiatives and partnerships we have created and sustained in St. Cloud. We are very proud of our community and the partnerships we have forged. We have a very engaged community in St. Cloud, which is critical to the success of any community outreach effort. In St. Cloud, we believe in promoting and sustaining a healthy community for all to live, work and play.

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minnESOTA police chief

Big Lake – Changes in Evidence Collection

Big Changes in Evidence Collection and Management at Big Lake By Joel D. Scharf, Chief of Police, Big Lake Police Department

When I assumed the position of chief of police for the city of Big Lake Police Department two years ago, I found a department that had fallen behind in the technology world. The Big Lake Police Department serves a population of just under 11,000 residents that lie directly between Minneapolis and St. Cloud. Our department has twelve sworn officers and two administrative assistants. For a department of our size we are active. One of the first concerns voiced by officers was a lack of basic items such as digital recorders and cameras that functioned properly for fieldwork. I began soliciting quotes to upgrade our current dictation - digital recorder system and new cameras. However, I thought there must be a better tool I could put into our officers' hands for routine processing of scenes. While working on my iPad, I had the thought that there must be a way to integrate all of its capabilities into a platform in the field that would allow our officers to carry just one item. We began experimenting with a couple iPads and tried a variety of options that were hindered by the lack of an internet connection or the amount of data we were trying to push through the system. About this time I was at the 2014 Executive Training Institute and visited the booth of iCrimeFighter (ICF). Through a demonstration, we realized that we could utilize their product to Winter 2014-15

A testing situation with Officer Eric Sonnenburg and City Administrator Jessica Green.

tie together audio recordings, photos, video and dictation in one place from the field. The system is straightforward and user friendly, which is important as some of our officers are not, let’s say, tech savvy. For instance, when you respond to a call, you create a case in the ICF app. In the created case, you can capture and import photos and video utilizing the iPad’s camera, but leveraging ICF’s camera function. You can do the same by utilizing the iPad’s microphone to capture audio statements, utilizing the recording feature within ICF. This recording feature is also what we are currently using to dictate reports and attach them from the field for transcription.

Once a case in ICF is complete, it’s uploaded to ICF's secure server. This connection is secure and adheres to the National Institute of Justice Standards for security and encryption. Data on the ICF Server can be viewed by the officer who uploaded it. Additionally, those with administrative rights can alter or delete this data and/or view the data of others. Our records staff then downloads the data from the ICF Server. The entire package is bundled into a ZIP file that makes transmission fast and efficient. Records staff then imports the files into the appropriate locations in the CAD/ RMS system or transcription. For the hardware portion of the project, we purchased an iPad Mini 23

Big Lake – Changes in Evidence Collection and protective case for each officer. The officers are able to download the applications they feel appropriate for their use. As a result, we have found the use of iPads has gone far beyond scene processing into utilizing applications for weather, emergency management, drug identification and others. The list is endless. Officers also have an application that lets them take photos of documents, convert them to a PDF and disseminate via email. These forms can then be forwarded directly to dispatch for stolen autos or missing persons for NCIC entry. At the same time, the documents are forwarded to a special email address set up in records to receive and process the documents into CAD/RMS.

Each iPad is set up to synchronize with our Microsoft Exchange Server to provide access in the field to email, contacts and calendars. Officers are encouraged to take the iPads home with them to keep in touch with work on a voluntary basis. There is a clear understanding that the iPads fall under the department’s electronic device policy and are subject to appropriate use and inspection. For an internet connection in the field, we opted to install Cradlepoint Access Points in each of our squad cars. The Cradlepoint has direct connection to our cellular data provider, serving a dual role as the access point for our MDC’s and WiFi zone. Cradlepoint provides a secure WiFi zone around each squad car up to 150 feet which

allows the connection of up to six mobile devices. In addition to being an effective data source for our iPads, this serves as a strong resource in critical or emergency management incidents. I am not endorsing a specific product but rather insight into a success story we have experienced with these types of products and vendors. Facts are the addition of iPads to the tool chest our officers have at their disposal has simplified their scene processing and placed an amazing amount of information in their hands in the field. The system is cost effective even for a smaller agency such as ours. There is also a release anticipated for our CAD/ RMS/Mobile System in an iPad format that is even more exciting.

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minnESOTA police chief

ETI Education

Phone: 763-295-5420 E-Mail: eti@pierreproductions.com Program subject to change without notice

April 20-22, 2015 E EXECUTIVG IN TRAIN TE INSTITU

EX RCEMENT LAW ENFO

The CLEO Connection River’s Edge Convention Center • St. Cloud, Minnesota

The 2015 ETI will run Monday-WEDNESday ETI begins Monday, 9:00 a.m. | Registration opens 7:30 a.m. An Advanced Skills Session will be held Sunday from 6:00-8:00 p.m.

SUNDAY

NEW

MONDAY

EVENING ADVANCED SKILLS SESSION

MORNING KEYNOTE SPEAKER

Tina Lewis Rowe

A Checklist for Your Challenges

6:00-8:00 p.m. – Best Western Kelly Inn

The time to prepare yourself and your team for daily and emergency challenges is long before you confront these challenges. This highly interactive and engaging session will give you a Challenge Checklist to help you respond to daily and emergency challenges in ways that show leadership, courage and poise under pressure. (Limited Registration)

Hospitality Suite Opens Sunday Evening 7:00-10:00 p.m. Best Western Kelly Inn

LIVING YOUR LEGACY Leaving a legacy of committed excellence is the goal of most chiefs and their command staff, but leaving it requires living it in a way that is consistent, insistent and persistent. Tina Lewis Rowe served with the US Marshall Service during the Oklahoma City bombing and is a retired Denver Police Department captain. Her presentation will provide ETI attendees immediately applicable techniques for keeping their staff accountable. She will also provide insight on identifying, refreshing and strengthening the internal and community legacy that is attached to you as a law enforcement leader through more effective motivation and communication methods.

afternoon GENERAL SESSION MCPA: the state of the association Executive Director Andy Skoogman will provide members with an overview of the Minnesota Chiefs of Police Association. He will review results of the member survey conducted in 2014, educate attendees on the strategic goals, initiatives, trainings, advocacy work, tactical plan and vision for the Association. The session will showcase the progress, accomplishments and changes the Association has seen over the past year and will inform attendees of what to expect from the Association in the next 6-12 months. Law nt eme Enforc open Expo p.m. 3-5:30

2015 LAW ENFORCEMENT EXPO Dedicated Expo time. Free of charge to all law enforcement professionals!!

President’s Reception (Registered Attendees Welcome)

SPECIAL SESSION Richard Lett has 30 years of service with Scotland Yard. He has planned, implemented and delivered major UK and International protection operations. Richard has amazing experiences handling security for the Royal Family, the Queen’s Jubilee Celebration and the London Olympic Games. He will share inside details of handling international security and provide attendees with interesting and colorful anecdotes.

TUESDAY

Law nt eme Enforc open o p Ex .10 a.m.m. p 0 :3 3

MORNING KEYNOTE SPEAKERS Kevin A. Sabet Bill Kirchhoff

Seven Great Myths about Marijuana Marijuana at City Hall: Choices with Consequences In this Keynote presentation, Kevin A. Sabet and Bill Kirchhoff will provide attendees with insights into the debate on legalized marijuana. Public safety groups have to start talking about the hard facts of legalized marijuana in a wide variety of settings. Legal access to marijuana means more impaired drivers on the road. Well-financed corporations will be able to devise slicker marketing techniques that end up making marijuana more attractive to young people. In order to counter these messages, the law enforcement community and its allies must re-frame the debate. Don’t miss Sabet’s insightful presentation which will be paired with longtime city manager Bill Kirchhoff’s address offering an emphasis of the unique problems police departments will face.

Luncheon Honoring Retired Chiefs Immediately followed by Business Meeting

AFTERNOON Breakout Sessions How Bright is Your Badge?

Nationally recognized speaker, Bill Kirchhoff, city manager, employment specialist and police researcher will provide useful resources, helpful advice and substantive information on issues related to career development as a police executive.

LEAGUE OF MINNESOTA CITIES INSURANCE TRUST-What’s Hot Now Rob Boe, Public Safety Project Coordinator, will share with attendees what the LMCIT is seeing regarding litigation and officer injuries over the last 18 months. Attendees will understand what actions they can take to reduce the risk of litigation and officer injuries.

New Chiefs: Plugging into MCPA’s Circuit of Resources This session is for CLEOs and/or command staff on the job fewer than 24 months. Participants will leave with a stronger connection to the MCPA, especially staff, and understand the basic resources/services the Association provides (training, information sharing, media guidance, legislative outreach, voice for law enforcement).

EVENING Awards Social and Banquet Connect with friends and colleagues on this special evening and join in the celebration as the Association honors the 2014 awardees.

IVE EXECUTN TRAINI TGE INSTITU

X CEMENT E

R LAW ENFO

WEDNESDAY MORNING Association Prayer Breakfast

(Separate Registration Required)

AFTERNOON Breakout Sessions Are You Truly Prepared for Retirement?

Breakout Sessions Autism 101: Preparing Your Department for the Inevitable Encounters with the 1 in 68 Attendees will receive general information for the response to calls for service involving autistic individuals. The session will offer information, skills and tactics in properly dealing with those who are autistic.

Embracing Social Media for Building Community and Investigations This panel discussion will feature chiefs, analysts and social media managers from agencies large and small throughout Minnesota already taking advantage of social media in building community relations and informing the public. Also, hear of the behind the scenes social media tools used for intelligence gathering in investigations. Attendees will leave with a practical set of tasks to start or expand their social media operations.

Legislature-How to Contact/Interact/ Influence This session will provide attendees with strategies, best practices and tools for connecting with local legislators. Attendees will also walk away with a better understanding of the importance of reaching out to lawmakers and the impact their actions can make on the legislative process.

Making the Maltreatment Case EasierThe Team Approach Attendees will learn of promising practices for law enforcement in maltreatment investigations involving children, adolescents or vulnerable adults. They will learn how to build a healthy multidisciplinary team and pinpoint essential elements of this team development in their own jurisdictions.

This session is a candid conversation about being mentally prepared for retirement. A panel of chiefs who have experienced retirement will provoke serious thought about what CLEOs are going to do after they walk away from the profession.

How to Get Sued Attendees will discern and discuss the ethical issues that are frequently violated, resulting in a police chief being disciplined. Through examples attendees will be able to identify three main areas of a chief’s role which result in frequent litigation. They will learn to determine those areas of danger when getting involved in political issues at the local level.

Safe Harbor Participants will gain a greater understanding of the shocking issue of human trafficking and domestic and sexual assault incidents. They will also learn challenges law enforcement agencies face when investigating and prosecuting human trafficking and the examination of programs and relationships that will foster a more holistic community response.

Video: It’s More Than Just Body Cameras Video is one of the hottest topics in law enforcement today. This session will examine video from a variety of angles, including, but not limited to, body-worn cameras. Attendees will learn about constitutional issues, policy considerations, storage options and data requests. Session supported by

April 20-22, 2015

The CLEO Connection River’s Edge Convention Center • St. Cloud, Minnesota

Executive Training Institute (ETI) Registration

Important Registration Info

April 20-22, 2015 Take advantage of the early discounted rates! SAVE! Be sure registration is postmarked on or before March 20, 2015. Be sure to review the Registration Information to the right while registering. Online Registration Now Available-www.mnchiefs.org Name _____________________________________ Title___________________________ Department/Affiliation______________________________________________________ Address ___________________________________ City____________________________ State/Zip__________________________________________________________________ E-mail____________________________________________________________________ Telephone ________________________________ P.O.S.T.#_________________________ Region# __________________________ Check here if you are a new Chief o Yes o No Special request (ADA, Dietary, etc.)_____________________________________________ Full ETI Registration* Circle choice(s) Member

Pre 3/20/15

Post 3/20/15

Cost

$325

$375

__________

$530

__________

Membership is on an individual basis and is not departmental.

Non-Member

$485

*Be sure to register below for the nightly Hospitality Suite, the Sunday Special Session and the Association Prayer Breakfast.

Before registering, be sure to review this important ETI information.

Special Requests: It is our goal to make your ETI experience enjoyable; please let us know of any special needs or requirements (ADA, dietary, etc.) you might have via the special request line on your Registration Form. The Minnesota Chiefs of Police Association will do its best to meet these needs. Full ETI Registration Includes: • Access to sessions Monday-Wednesday • Access to Law Enforcement Expo • Access to the following social/networking functions: Monday-Wednesday lunch Monday President’s Reception Tuesday Evening Awards Social & Banquet Separate registration is required for the Sunday evening Advanced Skills Session, Hospitality Suite and the Association Prayer Breakfast. Note: Members of the Minnesota Chiefs of Police Association, other state Chiefs of Police Associations and the Minnesota Sheriffs’ Association may register under the member rate. New member applications can be obtained from the Minnesota Chiefs of Police Association Administrative Offices at 651-457-0677 or online at www.mnchiefs.org.

Sunday Advanced Skills Session

$50

$60

__________

Daily Registrations** Monday Tuesday Wednesday

$175 $175 $175

$195 $195 $195

__________ __________ __________

Daily Registrations Include: • Monday: Access to the day’s sessions, the Law enforcement Expo, lunch and President’s reception. • Tuesday: Access to the day’s sessions, the Law Enforcement Expo and lunch. • Wednesday: Access to the day’s sessions and lunch.

__________

ETI Law Enforcement Expo Only Includes: • Access to the Law Enforcement Expo only.

**Must have at least one full registration from your department to be able to register any staff at the daily rate.

ETI Law Enforcement Expo Only Exhibit Only FREE FREE Misc./Additional Functions Hospitality Fee

$30

__________

(Fee covers Sun, Mon, & Tues nights)

Association Prayer Breakfast Additional Tuesday Banquet

$20

$25

$40

$45

__________

(One banquet ticket is included in a full ETI registration.)

__________

Companion Program Companion Program $65 $70 Companion’s Name _______________________________________

__________

(Please enclose a check for the total amount due.) Total: $__________ Make checks payable to the Minnesota Chiefs of Police Association. Mail payment and registration to: Minnesota Chiefs of Police ETI Management Office, P.O. Box 1583, Monticello, MN 55362-1583 Visit www.mnchiefs.org and click on ETI Register Now for online registration 763-295-5420 • ETI@pierreproductions.com • www.mnchiefs.org

Must have at least ion one full registrat ent rtm pa de from your er to be able to regist r de un ff any sta the daily rate.

You must be a law enforcement professional to register for the Expo.

Companion Program Includes: Access to the following social/networking functions: • Monday President’s Reception • Tuesday Lunch honoring retired chiefs • Tuesday Evening Awards Social & Banquet Cancellations: Cancellation requests must be in writing and received by the ETI Management Office no later than March 20, 2015. Cancellation requests received by March 20, 2015 will be assessed a $50 cancellation fee. Refunds will be processed after May 15, 2015 . Transferring Registrations: Registrations may be transferred if the transfer request is in writing and bears the signature of the original registrant.

Questions? Contact us at 763-295-5420 or ETI@pierreproductions.com

Marijuana’s Legalization Trend

360° Discussion at ETI on Marijuana’s Legalization Trend By Joe Sheeran, Outreach Coordinator, Minnesota Chiefs of Police Association

With Minnesota’s medical marijuana law scheduled to be fully implemented and operational July 1, the push for legalized recreational marijuana gaining momentum in parts of the country, the Executive Training Institute (ETI) Program Committee booked a speaker line up that will provide law enforcement leaders the necessary tools to stay ahead of this issue. Keynote Speakers at ETI One the nation’s leading marijuana policy experts, Kevin A.Sabet has worked at the White House Office of National Drug Control Policy (ONDCP) under both Presidents George W. Bush and Obama. On Tuesday, April 21, he’ll address the Seven Great Myths About Marijuana and discuss the multi-million dollar campaign big corporations are waging to legalize the drug. Sabet advises chiefs and their allies how to reframe the debate and win back public support against marijuana legalization. Following Kevin, Bill Kirchhoff’s presentation, Marijuana at City Hall: Choices with Consequences, will focus on the unique problems police departments will face as they address the issue of marijuana workplace drug polices. After a nearly 30-year career as a city manager, Bill Kirchhoff believes that many in law enforcement will one day have to deal with marijuana’s Schedule 1 declassification, opening the door to broader medical marijuana use among law enforcement employees. In an interview, Kirchhoff stated that chiefs and their city managers will need strong workplace drug policies in place

Winter 2014-15

to prevent the types of lawsuits and lost morale that could kill careers.

Reframing the Debate With less than 24 hours before polls opened in Oregon, Alaska, Florida and Washington D.C., four places with a major marijuana policy on the ballot, Kevin Sabet was busy working with advocates to counter the millions spent to legalize the drug in some form. “We’re fighting a national narrative that legalization is inevitable,” said Sabet. “It’s not. People in Colorado have buyer’s remorse. They’re saying it’s not what we bargained for.” Apparently, that message isn’t getting out in the volume it needs. The day after I spoke to Sabet, voters in the nation’s capital and two more western states voted to fully legalize marijuana. About 58 percent of Florida voters supported the state’s medical marijuana measure at the ballot box but state law had required a 60 percent majority for passage. Sabet acknowledges drug treatment advocates, chiefs and other allies need to amp up their campaign to combat what he calls a big money push by billion-dollar corporations who stand to grow their profits through legalized marijuana.

These companies fund front groups to play up myths that marijuana isn't harmful or addictive, he says. "If only seven percent of the population uses marijuana, why do more than 50 percent of people want to legalize it?” Sabet asks. "Voters think it's just about police throwing people in jail." The law enforcement community and its allies must re-frame the debate. Public safety groups have to start talking about the hard facts in a wide variety of settings. Legal access to marijuana means more impaired drivers on the road and more kids using because of well-financed, Madison Avenue marketing techniques that make marijuana more attractive to young people. While Sabet is fairly young himself, in his mid-30s, he has 18 years of experience working on drug policy. He’s currently director of the Drug Policy Institute at the University of Florida and an Assistant Professor in the College of Medicine. From 20092011, he served as a Senior Advisor at the White House Office of National Drug Control Policy (ONDCP). He began at the White House in 2000 under President Clinton and returned from 2003-2004 (under the Bush 29

Marijuana’s Legalization Trend administration) after receiving a master’s degree from the University of Oxford in England. In 2007, his thesis, “Toward reducing total harm: Analyzing drug policies in Baltimore and New York,” earned him a Ph.D. from the prestigious school.

Preparing for the Transition When Sabet started as a University of California Berkley freshmen, Bill Kirchhoff was wrapping up a 27-year public service career 385 miles down the Golden State Freeway in Redondo Beach. This “different ends of a state at the dawn and late afternoon of two careers scenario” serves as a metaphor for the perspective from which each speaker will approach his ETI presentation. Sabet is the young gun working to stop marijuana legalization’s

momentum. Kirchhoff, the seasoned city manager, who has overseen five police departments from the Midwest to Southwest, is taking a pragmatic approach, warning chiefs to prepare for the day when marijuana is no longer a Schedule 1 drug, widening its use for medical purposes. “If you’ve been fighting this drug most of your career, how do you make the transition?” Kirchhoff asks. “What happens when employees are allowed to use marijuana?” Just to be clear, he is not advocating for the reclassification but wants chiefs and fellow city managers to take two major steps in case it does happen: tighten up workplace drug policies, ensuring their clarity and comprehensiveness and prepare your command staff to make the transition. He fears that a lack of planning will

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Discount for employees of MN Police Departments Applies to select regularly priced Sprint monthly data service.

Mention this code for the Sprint Discount Program. Corporate ID: GLLMN_ZZZ Activ. Fee: $36/line. Credit approval required. Plan: Offer ends 1/15/2015. No discounts apply to access charges. Includes 20GB of on-network shared data usage, 100MB off-network data usage and unlimited domestic Long Distance calling and texting. Int’l svcs are not included. Max of 10 phone/tablet/MBB lines. SDP Discount: Avail. for eligible company employees or org. members (ongoing verification). Discount subject to change according to the company’s agreement with Sprint and is avail. upon request for select monthly svc charges. Discount only applies to data service for Sprint Family Share Pack. Not avail. with no credit check offers or Mobile Hotspot add-on. Other Terms: Offers and coverage not available everywhere or for all phones/networks. Restrictions apply. See store or sprint.com for details. © 2014 Sprint. All rights reserved. Sprint and the logo are trademarks of Sprint. Other marks are the property of their respective owners. N145494CA

lead to accusations of employee rights violations, poor morale and lawsuits, all of which could devastate a chief’s career. Kirchhoff has come to this conclusion after about a year and a half researching the issue. He is most amazed at the lack of thought with which city leaders, some of whom he now consults, have given to preparing for wider use of legalized marijuana among their workers. The research has also changed his opinion of marijuana’s medicinal value. “The scientific literature has moved me from ‘marijuana is bad stuff’ to realizing it can be a viable option to treat certain medical conditions,” he says. Much of this research will be in his next book. Kirchhoff is widely known among law enforcement leaders for authoring, How Bright Is Your Badge? and Command Performance. His other career highlights include having two agencies he managed, the Lakewood, Colorado Public Safety Department and the Arlington, Texas Police Department, ranked among the Ten Best U.S. Suburban Police Departments by a panel of experts hired by the Ladies Home Journal. He’s received the International City/ County Management’s Public Safety Program Excellence Award for his development of the Safer Cities Program and was a member of the U.S. Department of Justice’s COPS Advisory Board. Kirchhoff served three terms as a commissioner on the national Commission for the Accreditation of Law Enforcement Agencies (CALEA) where he participated in developing policing standards and the evaluation of more than two hundred law enforcement agencies over eight years.

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minnESOTA police chief

Social Media Strategy

Ease into Your Department’s Social Media Strategy By Joe Sheeran, Outreach Coordinator, Minnesota Chiefs of Police Association

When police captured accused murderer Ty Hoffman after a month-long search, Shakopee Police Department’s Twitter feed basically broke the story and in the process saved the department valuable time and resources that would have been spent fielding media calls to confirm the news. Whenever there’s police action, news outlets receive tidbits of the incident from scanners and tip callers, which have to be verified through dispatchers or an official public safety source. Anticipating these calls might soon be coming, the department sent out a simple Tweet: “Confirmed that Ty Hoffman was arrested in Shakopee without incident. More information will follow soon.” “News agencies responded very positively to this social media strategy,” said Shakopee Police Chief Jeff Tate. “Before social media, our phones would have been ringing off the hook,” said Janna Grassel, Shakopee’s crime prevention specialist who runs the department’s social media sites. While this is a high-profile example, hundreds of times each week Minnesota law enforcement agencies use social media to help shape news stories or interact with their communities. “I’d hate to Google my department and see only the negative,” said Grassel, who has established a fairly robust online presence for the Winter 2014-15

You can see in this string of Tweets the department used social media to limit news calls and get reporters to the press briefing.

Shakopee Police Department. Most of the success in getting out the word on the Hoffman arrest wouldn’t have been possible without Grassel first building a strong online following. You want to stop the fallout from events like Ferguson. “Use your social media tools to engage communities ahead of time and communicate online what your department is doing in the days following incidents,” says

Detective Rudy Perez, who works the Los Angeles Unified School District Police’s threat assessment unit. Recognizing that smart phones and other devices to access social media will only increase the need for online investigation skills, Rogers Police Chief Jeff Beahen hosted Perez’s training. The Southern California cop spent a frigid December day showing police from nearly 40 area departments the best techniques for using social media in schools to prevent and investigate crimes and threats. Perez’s department of 500 officers, 25 detectives, eight K9 units and a modified special tactics unit protects 640,000 students, plus teachers, staff and parents at roughly 900 schools in the Los Angeles region. He says social media is a valuable resource because of how freely people share information, both knowingly and inadvertently. Some of the mischief that students brag about online involves non-violent infractions like hacking into school computer systems and changing the electronic marquis out front, or worse changing their grades and those of their friends. However, distinguishing pranks from potential crimes mixed in the online chatter isn’t always obvious. A skilled social media investigator understands how each medium works. He or she knows things like what people use Twitter for versus Facebook, or a direct message versus Snapchat. They know where to look 31

Social Media Strategy

Minnesota Chiefs of Police Association’s social media breakout session at the ETI will help chiefs think through some of the following questions: Where do I start? How do I build a sustainable budget for technology and personnel? Where do I find the right people to run a social media operation? How do I keep my department from getting sued or jeopardizing a prosecution?

There are two opportunities to join this discussion on Wednesday, April 22 at 8:30 and 10:15 a.m.

to build context, what shorthand and nicknames people use on social media and what’s trending in popular culture. For example, it’s not uncommon for investigators to spend valuable time and resources tracking what looks to be a serious threat only to find it’s a song lyric. While electronic investigations can take a complex path that requires special expertise of both social media and a particular community, every department needs someone who understands the basics, says Perez. “If someone comes into your department and says I’m being harassed, chances are there’s an online component to that investigation,” says Ryan Kapaun, a law enforcement analyst with Eden Prairie Police

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Department. Does your department have someone who knows where to start that investigation? Exploring social media from both the community building and investigative side can be a daunting task for some law enforcement leaders. Here are some basics to get you thinking. Look for resources that are already available. Shakopee’s Janna Grassel, who has established a strong online presence, actually spends just five percent of her time managing the agency’s social media pages and the rest working as the department’s crime prevention specialist. The recent University of Wisconsin River Falls graduate is a frequent social media user with a criminal justice degree and former CSO.

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“I started running the department’s social media page on a trial basis, getting posts approved by supervisors,” Grassel says. Now she’s more comfortable knowing what’s safe to release and what should get approval. A good balance of crime alerts, community safety tips and department announcements, like promotions and retirements are important. “If you only put out crime alerts, you may be giving an impression your community is a dangerous place,” she

says. “Don’t be afraid to mix in a little humor.” Finding the right online investigator is a little more complicated than finding a quality external social media manager. In Detective Perez’s case, the chief recognized his digital talent and gave him the position. In most cases though, it takes planning and budgeting. In the short term, Eden Prairie’s Kapaun and LA’s Perez agree that getting as much of your staff as possible to social media training is critical.

Don’t miss Ryan Kapaun at this spring’s Executive Training Institute (ETI) breakout session: Embracing Social Media for Community Building and Investigations.

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Department Profile Rogers Police Department

Rogers Police DepartmentNew Location, New Resources By Jeff Beahen, Chief of Police, Rogers Police Department

INTRODUCTION TO DEPARTMENT, CITY, CHIEF OF POLICE Tell us about your career and how you got started, then how you evolved into your current department. I was hired as a patrol officer with the City of Elk River in May of 1980, working under Chief Thomas Zerwas. At that time, the agency was small – a chief and four patrol officers. I was promoted to corporal and then to patrol sergeant. In the later part of 1985, I left Elk River, which had grown to a force of nine officers, and was hired by the Anoka Police Department as a patrol officer. Under the leadership of Chief Andrew C. Revering, I had the good fortune of being assigned duties as a criminal detective, chief range officer and patrol sergeant. In May of 1998, I returned back to Elk River as their first assistant chief. The agency had grown to twenty-three sworn officers and was in need of this newly created position. In April of 2003, Chief Zerwas retired after spending 23 years as the chief and I was selected to be his replacement. I served as chief there until November of 2010. I “retired” and went to work for the Bureau of Criminal Apprehension, where I was assigned the role of eCharging DWI Deployment Coordinator in the MNJIS Section. For nineteen months I traveled across Minnesota training over 150 law 34

Flag raising October 11th at the new Rogers Police Department.

enforcement agencies on the newly created eCharging application. June of 2012 brought a significant change to my life and career when I accepted the position of Chief at the Rogers Police Department. Rogers is a very young agency, having only been a full-time police department for just over eleven years. I am only the fourth chief the agency has employed. (Including both part-time and full-time chiefs.) The City of Rogers had a population of around 800 residents in 2000 and with the annexation of Hassan Township, the city has grown to over 12,000 residents with a daytime

population of 27,000. Approximately, 140,000 vehicles per day travel through the intersection of Interstate 94 and Highway 101. This transient traffic creates a high demand on public safety services. That coupled with a large business and retail base, meant the community was seeking a chief with experience who could help guide and direct the department and staff in ways of effectively handling these increased demands. What are your duties? My duties are no different than any other chief - managing people, resources and budgets. What seems different is the need to always be minnESOTA police chief

available for calls. I wear a uniform every day as the daily workload often exceeds the ability for the patrol staff to respond. This is challenging as often the true duties of being chief are frequently put off as I respond to personal injury crashes on I-94, or shoplifters in custody at one of the major retail stores. This multi-level of

having officers working un-supervised, but rather providing a level of comfort that the mission of the agency was being followed. A COPS grant provided a second school resource officer (SRO) in 2013. The two SRO’s work at Rogers High School and Middle School, with provision for additional services for

a remodel of a two story existing warehouse/office facility located just off of I-94. The eight-year old building was for sale and current market conditions allowed the purchase of the property for a very reasonable price. A space needs assessment had already been completed and using the services of HTG Architects, a design for the new

Left Photo: Rogers Police Dept officers at ribbon cutting. Middle Photo: Sgt. Jason Foster and Officer Joseph Zerwas with a victim who suffered cardiac arrest and was saved via CPR and an AED. Right Photo: Rogers officers volunteering their time to provide logistical support at the funeral for Officer Scott Patrick.

function creates long days and the need to often work weekends. Not what I bargained for when I “un-retired”, but part of the job when an agency is experiencing explosive growth in calls for service and urban development. Tell us about your department – highlights, changes, challenges, officers, etc. The department is currently 16 sworn officers, with one full-time and two part-time CSO’s. The patrol division is supported by two full-time clerical staff. All investigations are handled by the Hennepin County Sheriff’s Office Detective division although the plan is to add a detective to our force in 2015. The department had two sergeants when I started. One sergeant retired and three new sergeants were promoted allowing supervisory coverage on all of the patrol shifts. Officers work twelve hour shifts, with each team consisting of a patrol sergeant and two patrol officers. The span of supervision was needed, not because of mistrust of Winter 2014-15

the three elementary schools. This provision is needed because of the growth in the school district - there are over 5,400 students who attend school in Rogers each day. The second in command, Captain Michael Miller, retired on November 28. He was formally a trooper with the Minnesota State Patrol before he began his career as a Captain with Rogers in 2002. There are current plans to add two additional officers in 2015, bringing the sworn staff up the 18. A new state-of-the-art police facility was constructed in 2014 and the agency began operations in this facility on August 25. Prior to this, the department was in a very old facility that had previously been City Hall, Public Works and the Fire Department. Police operations were shoved into a 1,000 square foot building with no modern conveniences and inadequate or non-existent technology. The new building was actually

space was created, and the building project began. RJM Construction Management and the City entered into a construction process with a guaranteed maximum pricing (GMP) contract which gave the community a guarantee that the project would not exceed the fiscal capabilities of the City budget. The remodeling of the existing facility went very well and the resulting “new” facility has provided the police department with all of the technology, space and function required for this agency to function effectively. Features of the new building include: • An open and welcoming public lobby that still provides the security and ballistic protection required. The lobby features a historical display case and a multimedia presentation screen that promotes current events, lists crime prevention tips and broadcasts public service announcements. • A large briefing and training room 35

Department Profile Rogers Police Department • A secure detention and booking area • Indoor parking for police vehicles • Video recorded interview rooms • Individual officer workstations • Secure property and evidence storage areas • Future room for expansion

An open house was held to officially dedicate the building on October 11th. The Rogers High School Band and Choir provided music and played the National Anthem as the flag was raised by a police honor guard detail. Over 2,000 residents toured the facility that afternoon. The overall impression of the new facility was extremely positive and very supportive.

COMMUNITY RELATIONS

First responder training in new building.

Tell us about how the department and the community interact. How they work together, challenges they’ve had to overcome, how the population affects the policing now, in the past, changes in the future. The growth Rogers has experienced has been challenging to everyone in the area. For the residents there is comfort in knowing the neighborhoods face very little crime. The majority of the calls for police service in Rogers are related to the commercial district. Retail thefts, losses from business and property offenses in the well-developed commercial areas of the city are what drive the crime rates up.

Residents still have their share of concerns, the majority around increased traffic levels and complaints related to vehicular travel. Quality of life crimes in a new community are rare, but as Rogers enters its “teen” years, code violations and concerns about older properties have begun to become more frequent. The department has taken a very proactive approach to code enforcement, with a full time CSO assigned to this area. They work closely with the City Planner to develop processes that address these issues before they become true nuisances. There is significant growth continuing in Rogers, with multiple, large industrial complexes being constructed and several more planned in 2015. Fed Ex is building a 90-acre regional distribution facility that will bring an additional 500 trucks per day to local arterial roadways starting midyear in 2015. Additional residential developments are being platted, with a 240 unit apartment complex planned off of County Road 81. What are the goals for the department’s future? The goals are to prepare the department to meet the demands of the changing community. Everyone realizes this is not a slow progression, but rather a change that can be seen almost daily. The staff must develop processes for those offenses we predict will increase, as well as those offenses that are infrequent but can be planned for as the demographics change and the calls for services increase. Part of this planning means we are making sure that the right staff are hired and placed into the right positions. They also have to be provided the training and resources to prepare themselves

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for the next 5-10 years. This can be the agency’s greatest challenge as governing bodies have a tendency to provide the financing and establish budgets reactively, with little emphasis on future needs short of what can be built into capital expenditure accounts. Sinking funds can be used for technology and buildings, but there are infrequently not proactive funding sources for what we predict we will need, as adding those funds to budgets now increases the tax levy. A move often opposed by seated city councils. In what ways is the department proactive in the community, with training, in staying current? My emphasis as chief is to promote and involve myself and staff in community based events and programs that evoke a positive feeling about the agency and staff. In the past year, we have been involved in the Yellow Ribbon Campaign, participated in the dedication of the newly constructed community Veteran’s memorial, volunteered staff time to assist at Line of Duty Funerals, helped set up the Police Memorial Day Celebration at the Capitol, became involved in both Rotary and Lion’s events and just this past summer won the Battle of the Badges Blood Drive through the

Memorial Blood Bank. These involvements have created community friendships and bonds that bridge the gap between the former township and the old City of Rogers. We have become involved and engaged

Working with local Cub Scout troop earning their crime scene investigation merit badge (CSI).

and the positive out of these minimal ventures has been returned threefold. The trust is there and our officers and staff have gotten the respect they have been due. Is there a general renewed feeling about the police department in your community? The Rogers Police Department is young and without decades of experience behind us, we have had to prove our merits to our community members. Improved website communication, more structured responses to calls for service and the proven ability to handle major

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incidents when they occur, have been the backbone of our desire to professionalize the agency. Changing the way an agency does things is one task. Changing the culture of an agency is another. Having staff understand their roles and knowing why processes are changing and to have them buy into that change, are primary factors in the department’s success. Personal investment, involvement in making decisions and having a voice in making changes occur, encourages the staff’s investment and promotes their satisfaction. There is no doubt in anyone’s mind that the image of the agency has changed greatly during the past two years. The support of the community has gone from suspicion and distrust, to full support and full trust. It is that support which creates a supportive culture from outside, which helps during budget requests and other times when the voices of the community guide the direction of our short and long term budget and programming processes. How is your overall crime rate? Changed from years’ past? Calls for service in Rogers have risen at rates higher than any I have ever experienced. We handled just over

Contact: Stu Robinson at 763.657.3723 Earl Lingerfelt at 763.657.3710 37

Department Profile Rogers Police Department 11,000 calls in 2012, just over 14,000 in 2013 and expect to top 18,000 calls for service in 2014. Our Part I and II crimes have increased 15 percent each year over the past three years. This is alarming, but almost all are related to retail losses/ shoplifting in our large commercial areas of the city. We have formed a Business Coalition to keep the retail businesses informed of theft trends and to provide a venue for immediate notification when losses are occurring. The department has also begun to involve itself in regional retail theft coalitions as well as become far more involved in the intelligence sharing groups in the area.

PROFESSIONAL OBSERVATIONS What is the best change you have seen in law enforcement? Aside from the loss of the traditional cop moustache (just kidding!), the ability to share information across multiple jurisdictions in just seconds. In 1980, we existed on 3x5 cards and paper documents and the only way to get information was to drive somewhere and get it. There were no MDC’s, no video cameras in the squad (or on the body) and a 110 camera with a rotating flashcube for crime scene photos. Technology has improved so much that it is hard to imagine being able to be effective back then with so very few tools at our disposal. How does the education that the Minnesota Chiefs of Police Association

(MCPA) provides (Executive Training Institute ((ETI)) for instance) help you in your role as chief? MCPA has changed so much over the years. My first few ETI’s were held at a hotel in Brooklyn Park. Attendance was very small and speakers were local and their topics were usually pretty basic. Today our curriculum is as impressive as any state organization can provide and our weekly networking and webbased communications are the lifelines of any chief. I have been doing this a long time and you can’t possibly keep track of all the legal changes or the issues we all face. I am so thankful that I personally have the ability to stay abreast of changes and issues. Frankly, credit to chiefs before us all. I don’t know how they did it.

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PERSONAL REFLECTIONS What is one event you would like to What event in your department makes forget? you proud? None. Police work is a calling and Our recent open house and not everyone will feel the same respect the positive reception from our for the profession that others do. In community. This was the culmination spite of tragic events, deaths, critical of so much work from not only police incidents, this department is proud staff, but public works and park staff of our compassionate service to our as well. The building is the final step community and those we serve. We toward becoming the modern, effective hope and pray that when needed, we agency we have been striving to be. will perform in an exemplary manner. GFA adcomfortable 1-3_a pg:Layout 5 3/26/09 1:15 PM Page 1 Clean, spaces keep staff content. Comfort goes a long way!

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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,1951 Woodlane Drive, Woodbury, MN 55125. 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.

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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 Betsy Pierre betsy@pierreproductions.com 763/295-5420

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Vendor Profile KDV

KDV 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 KDV in this issue.

952.563.6800 320.251.7010 www.kdv.com Loren Viere Managing Partner 320.251.7010, lviere@kdv.com Representative to Minnesota’s law enforcement community Matt Mayer, CPA 952.563.6873 mmayer@kdv.com

KDV has been serving Minnesota since 1945. Located in Bloomington and St. Cloud, KDV’s philosophy is to help their clients meet their business, financial and technology needs by focusing on creating unwavering relationships, providing innovative solutions, doing the right thing and always getting better. What product(s)/service(s) does KDV bring to the law enforcement community? Property and evidence room audits, including assistance in establishing and evaluating internal control processes and procedures. Is there something you are particularly proud about KDV as it relates to Minnesota’s law enforcement community (i.e. a new product, an innovative service, a situation where a true win/win situation was created)? Internal control concepts can be a complicated area and our law enforcement communities have never been under more scrutiny. In our experience, the law enforcement community is not granted many opportunities for training or exploring best practices in the area of internal control concepts. We are proud that we’ve been able to develop a product and an approach that brings these concepts and skill sets to law enforcement. Without fail, at our exit conferences, our clients see significant value in the work that we performed. How has your involvement with the MCPA helped your business? We are a well-established firm in the municipal financial audit community and through our network of finance employees we have been able to get introductions to law enforcement personnel. Our participation with MCPA has allowed us to broaden our audience specifically to those who will benefit from what our product offers. Additionally, being connected through the MCPA has helped us gain a better understanding of what the law enforcement community is facing and changes that are occurring, which has allowed us to better serve our clients. Looking into the future, do you see any trends that will strongly affect the law enforcement community in your area of specialty? Recent Minnesota Office of the State Auditor best practices have established expectations for all law enforcement agencies in the State related to property and evidence. We are here to help interpret and implement these directives.

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Minnesota Law Enforcement Torch Run

Minnesota Law Enforcement Torch Run (LETR) Continues To Impress the World By Rodney Seuer, Chief of Police, Savage Police Department, MN Law Enforcement Torch Run Executive Council Member

Congratulations, Minnesota! The Minnesota Law Enforcement Torch Run Program received top honors at the International Law Enforcement Torch Run Conference held in New Orleans, Louisiana, September 10 – 12, 2014. With over 1,000 law enforcement officers from around the world in attendance, the Minnesota delegation proudly accepted the awards on behalf of the men and women within the law enforcement community who participated in events across the state throughout the year. The Minnesota Law Enforcement Torch Run (LETR) program was recognized as the top program in the world in raising funds and awareness for Special Olympics Athletes. This could not be possible without community engagement, partnership with Special Olympics Minnesota, our law enforcement affiliates and the

national games. Annually, more than 85,000 dedicated, compassionate and volunteer law enforcement officers participate in the torch run throughout 35 nations, 12 Canadian provinces and 50 US states, having raised more than $50 million for local Special Olympics programs in 2013 and over $500 million since its inceptions in 1981.

Minnesota Law Enforcement Torch Run delegation receives top honors at LETR Conference.

support of the Chief Law Enforcement Officers (CLEO’s) and their respective command staff throughout the state of Minnesota. The Law Enforcement Torch Run for Special Olympics is the movement’s largest grass-roots fundraiser and public awareness vehicle. At its most basic level the Torch Run is an actual running event, in which officers and athletes run the Flame of Hope to the Opening Ceremonies of local Special Olympics competitions and state and Winter 2014-15

Today, the Torch Run is more than just a run and encompasses a variety of fundraising vehicles such as t-shirt and merchandise sales, special events to include Polar Bear Plunges, Tip-A-Cop, building sits, golf tournaments, Jail-NBail and host of others. The Law Enforcement Torch Run transforms communities by inspiring people to open their minds, to accept and include people with intellectual disabilities, celebrating differences among all people, recognizing and

respecting the similarities we all share. For athletes and officers alike, the Law Enforcement Torch Run for Special Olympics is a story of success, love, respect and commitment between law enforcement officers and Special Olympics athletes. To the CLEO’s and their organizations that have been involved in the LETR program, THANK YOU for your continued support. If your organization is not involved, would like to get involved or are interested in the LETR program supporting over 8,000 Special Olympics Athletes, you may contact any one of the following LETR Executive Council members or go to the MN LETR website: http:// specialolympicsminnesota.org/getinvolved/. Sergeant Jim Nystorm, U of M PD, Co-Director MN LETR program, nystr017@umn.edu. Officer Jennifer Fordham, Mendota Heights PD; Co-Director MN LETR program, jennyf@mendota-heights. com. Chief Rodney Seurer, Savage PD, MN LETR Executive Council, rseurer@ ci.savage.mn.us. Captain Kevin Torgerson, Olmsted County Sheriff’s Office, MN LETR Executive Council, Torgerson.kevin@ co.olmsted.mn.us. 41

Polar Plunge Season is Back

Special Olympics MinnesotaNew Polar Plunge Season

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The Polar Bear Plunge is presented by Minnesota law enforcement as part of the year-round Law Enforcement Torch Run to benefit Special Olympics Minnesota. It is a unique opportunity for individuals, organizations and businesses to support Special Olympics athletes by jumping into frigid Minnesota waters. Participants of the Polar Bear Plunge raise a minimum of $75 and take a dip into one of Minnesotaâ&#x20AC;&#x2122;s frozen lakes. Plungers can also choose to raise additional funds, earning more incentives along the way. With four new locations this year, there is a

Polar Bear Plunge for everyone - come experience this fun and exciting event for yourself! Funds raised help to provide yearround sports training and competition to more than 8,000 children and adults in Minnesota with intellectual disabilities. The Polar Bear Plunge has come a long way, having raised over $3 million in 2014 with over 15,000 participants! For more information on the Polar Bear Plunge and to register online, visit www.plungemn.org. Questions? Contact us at plunge@somn.org.

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