Article Submission to the IACP – Police Chief Magazine
Submitted February 9, 2010
The Untruthful Employee - Is Termination the Only Response?
By: Chief Ronal Serpas and Captain Michael Hagar, Metropolitan Nashville
Police Department, Nashville, TN
Over the last many years law enforcement leaders have come under increasing
pressure to answer the question: “What do I do with a law enforcement employee
who has been proven to be untruthful in the work place?” Many departments
have also been confronted with significant and far reaching court decisions that
play a prominent role in this decision making process, as well as vigorous
debates and lengthy court battles with labor organizations around the issue of
truthfulness expectations in policy and disciplinary actions. Beyond court
decisions and day to day management issues, in recent years the US
Department of Justice has issued far reaching instructions on the conduct of
federal law enforcement cases that may involve local and state police employees
who have a history of being untruthful in the work place. There have been
articles titled, “Disclosing Officer Untruthfulness to the Defense: Is a Liars Squad
Coming to Your Town?”1, “Chief's Counsel: Should Police Officers Who Lie Be
Terminated as a Matter of Public Policy?”2 and similar discussions in this
magazine and others. In light of these critical and evolving issues, a recent
decision from the Tennessee Court of Appeals analyzing the procedures and
practices of the Metropolitan Police of Nashville Davidson County, TN can be
instructive. Without disregarding the import and consequences of Brady v
Maryland3 and Giglio v. United States4, this article proposes that it should be the
public policy of law enforcement agencies that untruthful conduct by a law
enforcement agency employee has a most damaging effect to the day to day
efficient and effective service of policing. Moreover, the use of untruthful
statements to avoid disciplinary action further undermines the efficient and
effective service expected of American police departments. Truthfulness by
employees is not only an issue of witness credibility in a court of law; it is the
fundamental nature of law enforcement service and strikes to the core of our
ability to provide effective and efficient service. As a result, untruthful conduct,
when found, must be met with the most serious of disciplinary action –
termination.
1 Disclosing Officer Untruthfulness to the Defense: Is a Liars Squad Coming to Your Town?,
Police Chief Magazine, November, 2005.
2 Chief's Counsel: Should Police Officers Who Lie Be Terminated as a Matter of Public Policy?,
Police Chief Magazine, April, 2008.
3 Brady v. Maryland, 373 U.S. 83 (1963)
4 Giglio v. United States, 405 U.S. 150 (1972)
Serpas and Hagar
Page 1 of 9
http://www.policechiefmagazine.org/magazine/index.cfm?fuseaction=display&article_id=744&issue.
1#1 Key Concepts in Building Law Enforcement Legitimac.docxkarisariddell
1
#1: Key Concepts in Building Law Enforcement Legitimacy
Law enforcement legitimacy is very important for both the agencies and the communities they serve and protect. There must be public trust and confidence in the police for their overall mission and objectives to be attained. There must also be a sense of obligation and responsibility by the citizenry to accept police authority. For legitimacy to exist, a belief that police actions are morally justified and appropriate to the circumstances should be shared by the public. The Illinois Criminal Justice Information Authority (ICJIA) is just one organization in the U.S. that promotes the notion that when police are perceived to be procedurally just in their actions, public recognition of police legitimacy improved along with the ability of police to carry out their responsibilities effectively (http://www.icjia.state.il.us/articles/procedural-justice-in-policing-how-the-process-of-justice-impacts-public-attitudes-and-law-enforcement-outcomes).
#2: Prevailing Opinions of the Legitimacy of Law Enforcement in the U.S.
Many general opinions on the legitimacy of law enforcement may be formed by the perception of police behavior being lawful vs. procedurally just. The general public have a limited understanding of the law as it pertains to statutes and the Constitution, but most people have a strong understanding of behavior that is considered procedurally just and unjust. In other words, an officer’s behavior may be within the legal scope of authority but completely wrong as being procedurally just. Officer behavior during traffic stops, searches, attitudes, verbal commands and overall interpersonal exchanges with the public all contribute to the public opinion of legitimacy in law enforcement (http://www.cops.usdoj.gov/RIC/publications/cops-p241-pub). Prevailing opinions among member of communities of color tend to be more negative toward legitimacy of law enforcement because of issues pertaining to racial profiling, higher arrest rates, mistreatment and over enforcement, in comparison to predominantly white communities.
#3: The Impact of Racial Profiling and Disproportionate Contact with Ethnic Groups
Both racial profiling and disproportionate contact with certain racial groups undermine legitimacy because it destroys trust between law enforcement and those respective racial groups. It erodes the belief that police actions are morally justified and should be supported and adhered to. Racial profiling also undermines the effectiveness of law enforcement by having the opposite affect on the goal of detecting and reducing crime. Policing efforts focused on race allows other important factors to go undetected when seeking to detect and reduce crime. If minority groups have lower hit rates compared to whites, an entire swath of criminal activity goes undetected to the detriment of the community. Additionally, the use of statistical discrimination have further advanced the not.
Legitimacy and Procedural Justice A New El.docxsmile790243
Legitimacy and Procedural Justice:
A New Element of Police Leadership
A Report by the Police Executive Research Forum (PERF)
March 2014
Edited by Craig Fischer
U.S. Department of Justice, Bureau of Justice Assistance
This project was supported by Grant No. 2009-DB-BX-K030 awarded by the Bureau of Justice
Assistance. The Bureau of Justice Assistance is a component of the Office of Justice Programs,
which also includes the Bureau of Justice Statistics, the National Institute of Justice, the Office
of Juvenile Justice and Delinquency Prevention, the SMART Office, and the Office for Victims
of Crime. Points of view or opinions in this document are those of the author and do not
represent the official position or policies of the United States Department of Justice or of
individual members of the Police Executive Research Forum.
1
INTRODUCTION
The job of leading a local law enforcement agency has always been a complex one,
requiring skills in mastering complex policy issues, developing organizational structures and
systems, managing employees, and addressing the various and sometimes conflicting
expectations of the community, political leaders, agency employees, and the news media.
1
Many experienced police chiefs are saying that the 21
st
Century has brought a trend
toward even greater complexity in their jobs. New types of technology are revolutionizing how
police departments operate, and often the challenge is to make sound decisions about how to
integrate multiple forms of technology. The widespread adoption of community policing has
resulted in community members having higher expectations of accountability and efficiency in
their police departments. National and international economic conditions have strained local
police budgets. The workforce is changing in ways that affect police recruiting and retention.
These are just a few of the challenges that must be understood and constructively managed by
today’s chief executives in policing.
In fact, perhaps the greatest job qualification for today’s police executives is the ability
to recognize and respond to the swiftly changing issues and opportunities facing them. Police
chiefs often speak of their role as being “agents of change.” Never before has managing change
been a larger element of their jobs.
Today’s police departments appear to be succeeding, at least by the measure of crime
rates. Violent crime rates nationwide are half what they were two decades ago, and many
1
Leadership Matters: Police Chiefs Talk About Their Careers. Police Executive Research Forum, 2009.
2
jurisdictions are experiencing record low crime rates not seen since the 1960s. In addition, there
are indications that a variety of types of wrongful police behaviors, ranging from corruption to
unlawful shootings, are at lower levels ...
Micro Lecture - Week 8Wow—We are here already. The eight weeks .docxbuffydtesurina
Micro Lecture - Week 8
Wow—We are here already. The eight weeks goes really fast.
What’s next for law enforcement? I included the article Toward a New Professionalism in Policing, because it outlines Travis’s view of where policing is going: (1) Increased Accountability, (2) Legitimacy, (3) Continuous Innovation, and (4) National Coherence. (https://www.ncjrs.gov/pdffiles1/nij/232359.pdf) I remember reading this article in March 2011, and wondering how these themes would play out throughout the country. There is no question we are in an era of increasing accountability for the police and the justice system as a whole. We covered accountability in this course extensively.
Additionally, we spent a week covering the need for increased police legitimacy and there continues to be significant growth in this area. In fact, the President’s 21st Century Policing Task Force report spoke directly to the need for increased legitimacy and provided clear recommendations. Copy this link to web browser: (http://www.cops.usdoj.gov/pdf/taskforce/taskforce_finalreport.pdf). Re-building trust in policing is vital for real progress of criminal justice in the United States, and there are continuous innovations being developed to lower crime and build trust with the community. The law enforcement practices that rely on high rates of arrest and stiff punishments are being abandoned across this country. This is especially true for drug use and low level crimes. Hopefully, the innovations of restorative justice and substance abuse treatment continue to improve to meet the increased need to handle these low level criminal offenses without courtroom based interventions. Finally, National Coherence is occurring throughout the country through increased establishment of best practices/standards for law enforcement and the increased use of regional law enforcement task force groups.
One of our chapters this week directly discussed issues related to police reform around the world. Indeed, all law enforcement has ethical obligations to serve the community in fair and equitable ways. As I read this week’s chapter, the recommendations for policing in Bosnia-Herzegovina (1996) really stood out to me:
· Police must function in accordance with the law.
· Police conduct must be regulated by a professional code of conduct.
· The highest priority of policing is the protection of human life.
· Police must serve the public and are accountable to the public and must communicate their action to the public to establish the legitimacy of police action.
· A central focus of policing is the prevention of crime.
· Police must act in such a way as to respect human rights.
· Police must act in a nondiscriminatory manner. (Text book, page 353)
You might recognize these United Nations principles as themes from our discussions over the course. Even though the principles were created for another country, we can see the struggle still playing out in American Policing. If you noti.
1#1 Key Concepts in Building Law Enforcement Legitimac.docxkarisariddell
1
#1: Key Concepts in Building Law Enforcement Legitimacy
Law enforcement legitimacy is very important for both the agencies and the communities they serve and protect. There must be public trust and confidence in the police for their overall mission and objectives to be attained. There must also be a sense of obligation and responsibility by the citizenry to accept police authority. For legitimacy to exist, a belief that police actions are morally justified and appropriate to the circumstances should be shared by the public. The Illinois Criminal Justice Information Authority (ICJIA) is just one organization in the U.S. that promotes the notion that when police are perceived to be procedurally just in their actions, public recognition of police legitimacy improved along with the ability of police to carry out their responsibilities effectively (http://www.icjia.state.il.us/articles/procedural-justice-in-policing-how-the-process-of-justice-impacts-public-attitudes-and-law-enforcement-outcomes).
#2: Prevailing Opinions of the Legitimacy of Law Enforcement in the U.S.
Many general opinions on the legitimacy of law enforcement may be formed by the perception of police behavior being lawful vs. procedurally just. The general public have a limited understanding of the law as it pertains to statutes and the Constitution, but most people have a strong understanding of behavior that is considered procedurally just and unjust. In other words, an officer’s behavior may be within the legal scope of authority but completely wrong as being procedurally just. Officer behavior during traffic stops, searches, attitudes, verbal commands and overall interpersonal exchanges with the public all contribute to the public opinion of legitimacy in law enforcement (http://www.cops.usdoj.gov/RIC/publications/cops-p241-pub). Prevailing opinions among member of communities of color tend to be more negative toward legitimacy of law enforcement because of issues pertaining to racial profiling, higher arrest rates, mistreatment and over enforcement, in comparison to predominantly white communities.
#3: The Impact of Racial Profiling and Disproportionate Contact with Ethnic Groups
Both racial profiling and disproportionate contact with certain racial groups undermine legitimacy because it destroys trust between law enforcement and those respective racial groups. It erodes the belief that police actions are morally justified and should be supported and adhered to. Racial profiling also undermines the effectiveness of law enforcement by having the opposite affect on the goal of detecting and reducing crime. Policing efforts focused on race allows other important factors to go undetected when seeking to detect and reduce crime. If minority groups have lower hit rates compared to whites, an entire swath of criminal activity goes undetected to the detriment of the community. Additionally, the use of statistical discrimination have further advanced the not.
Legitimacy and Procedural Justice A New El.docxsmile790243
Legitimacy and Procedural Justice:
A New Element of Police Leadership
A Report by the Police Executive Research Forum (PERF)
March 2014
Edited by Craig Fischer
U.S. Department of Justice, Bureau of Justice Assistance
This project was supported by Grant No. 2009-DB-BX-K030 awarded by the Bureau of Justice
Assistance. The Bureau of Justice Assistance is a component of the Office of Justice Programs,
which also includes the Bureau of Justice Statistics, the National Institute of Justice, the Office
of Juvenile Justice and Delinquency Prevention, the SMART Office, and the Office for Victims
of Crime. Points of view or opinions in this document are those of the author and do not
represent the official position or policies of the United States Department of Justice or of
individual members of the Police Executive Research Forum.
1
INTRODUCTION
The job of leading a local law enforcement agency has always been a complex one,
requiring skills in mastering complex policy issues, developing organizational structures and
systems, managing employees, and addressing the various and sometimes conflicting
expectations of the community, political leaders, agency employees, and the news media.
1
Many experienced police chiefs are saying that the 21
st
Century has brought a trend
toward even greater complexity in their jobs. New types of technology are revolutionizing how
police departments operate, and often the challenge is to make sound decisions about how to
integrate multiple forms of technology. The widespread adoption of community policing has
resulted in community members having higher expectations of accountability and efficiency in
their police departments. National and international economic conditions have strained local
police budgets. The workforce is changing in ways that affect police recruiting and retention.
These are just a few of the challenges that must be understood and constructively managed by
today’s chief executives in policing.
In fact, perhaps the greatest job qualification for today’s police executives is the ability
to recognize and respond to the swiftly changing issues and opportunities facing them. Police
chiefs often speak of their role as being “agents of change.” Never before has managing change
been a larger element of their jobs.
Today’s police departments appear to be succeeding, at least by the measure of crime
rates. Violent crime rates nationwide are half what they were two decades ago, and many
1
Leadership Matters: Police Chiefs Talk About Their Careers. Police Executive Research Forum, 2009.
2
jurisdictions are experiencing record low crime rates not seen since the 1960s. In addition, there
are indications that a variety of types of wrongful police behaviors, ranging from corruption to
unlawful shootings, are at lower levels ...
Micro Lecture - Week 8Wow—We are here already. The eight weeks .docxbuffydtesurina
Micro Lecture - Week 8
Wow—We are here already. The eight weeks goes really fast.
What’s next for law enforcement? I included the article Toward a New Professionalism in Policing, because it outlines Travis’s view of where policing is going: (1) Increased Accountability, (2) Legitimacy, (3) Continuous Innovation, and (4) National Coherence. (https://www.ncjrs.gov/pdffiles1/nij/232359.pdf) I remember reading this article in March 2011, and wondering how these themes would play out throughout the country. There is no question we are in an era of increasing accountability for the police and the justice system as a whole. We covered accountability in this course extensively.
Additionally, we spent a week covering the need for increased police legitimacy and there continues to be significant growth in this area. In fact, the President’s 21st Century Policing Task Force report spoke directly to the need for increased legitimacy and provided clear recommendations. Copy this link to web browser: (http://www.cops.usdoj.gov/pdf/taskforce/taskforce_finalreport.pdf). Re-building trust in policing is vital for real progress of criminal justice in the United States, and there are continuous innovations being developed to lower crime and build trust with the community. The law enforcement practices that rely on high rates of arrest and stiff punishments are being abandoned across this country. This is especially true for drug use and low level crimes. Hopefully, the innovations of restorative justice and substance abuse treatment continue to improve to meet the increased need to handle these low level criminal offenses without courtroom based interventions. Finally, National Coherence is occurring throughout the country through increased establishment of best practices/standards for law enforcement and the increased use of regional law enforcement task force groups.
One of our chapters this week directly discussed issues related to police reform around the world. Indeed, all law enforcement has ethical obligations to serve the community in fair and equitable ways. As I read this week’s chapter, the recommendations for policing in Bosnia-Herzegovina (1996) really stood out to me:
· Police must function in accordance with the law.
· Police conduct must be regulated by a professional code of conduct.
· The highest priority of policing is the protection of human life.
· Police must serve the public and are accountable to the public and must communicate their action to the public to establish the legitimacy of police action.
· A central focus of policing is the prevention of crime.
· Police must act in such a way as to respect human rights.
· Police must act in a nondiscriminatory manner. (Text book, page 353)
You might recognize these United Nations principles as themes from our discussions over the course. Even though the principles were created for another country, we can see the struggle still playing out in American Policing. If you noti.
1#1 Helping Community Relationships by Using Ethical Practi.docxjeremylockett77
1
#1: Helping Community Relationships by Using Ethical Practices in Uses of Force.
By use of ethical practices in the application of force, law enforcement agencies foster greater trust and legitimacy with the communities they serve. The message that is communicated to the community is that the use of force will be used in situations that are necessary where the use of force is sufficiently warranted to contain/stop a threat or danger. It also sends the message that a person’s civil rights and human dignity are principles that officers respect even in difficult and dangerous situations. An officer’s use of force that is consistent with the law and agency policy upholds the rule of law, and by doing so, affords a criminal suspect due process and preservation of their constitutional rights. Using an ethical approach in the use of force helps officers avoid traps of the “us vs them” mentality, as well as, a military style approach where officers view themselves as combat soldiers and criminal suspects are the enemy. By applying an ethical approach to the use of force, officers also avoid the mentality and belief that the ends justify the means as a utilitarian belief system (Elliott & Pollock, 2104).
#2: Compstat and Zero Tolerance - Challenges faced when pressured to reduce crime and produce certain outcomes in a short period.
Some of the challenges have to do with avoiding reactionary responses to crime. If there is pressure on a police agency to reduce crime and achieve certain outcomes in a short period of time, there may be a tendency to cut corners and fall into the trap of “by any means necessary” as pointed out by Elliott and Pollock in The Ethics of Force. Effective utilization of Compstat can help to avoid such pitfalls given that it provides real time data on which crimes are being committed and where they are happening. Police leadership can then deploy necessary resources and responses to affected areas of the community. By smartly using Compstat, Zero Tolerance enforcement becomes manageable and effective. Additional challenges occur if there is resistance toward the use of Compstat by rank and file officers, as well as, supervisors and command staff. Compstat must also be tailed-made to fit in with the particular culture and environment of the respective agency adopting its use. A one size fits all approach will not be affective nor embraced by staff in the long term.
#3: Specific Advantages of Police Community Partnerships in reducing crime.
Advantages in promoting police community partnerships start with the focus on the police being partners with the community they serve. Officers gain a level of trust by forming solid community partnerships. The fruits of those relationships lead to a better understanding of the role and mission of the police. It also strengthens a trusting relationship with the community where identifying and reducing crime becomes a shared responsibility between the police and the comm ...
Report POLICEOFFICERPage 1 of 11Report was generated on S.docxkellet1
Report: POLICEOFFICER
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POLICEOFFICER
by Abigail Navarro
General metrics
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POLICEOFFICER
ETHICS 5
Running Head: ETHICS 1
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ETHICS
Institution Af�liation
Student Name
Date
Introduction
1
Report: POLICEOFFICER
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Ethics can be described as a code or system based on obligations and universal
moral duties that show how someone should behave in his or her line of duty.
On the other hand, values are more of core belief guiding our actions and
choices and de�ne the purpose of our existence, (Radelet, 2016). In the current
society, it has become dif�cult to address the concern as well as questions
involving ethics and ethical behavior.
Value of ethics
Values are used to guide workers and agencies. In law enforcement values may
differ depending on the function. Some of the values in law enforcement
include integrity, professionalism, respect, and accountability. Values have an
impact on the decisions that we make in our personal and professional life,
(Meese, et al., 2015). Values guide us towards ethical decisions and ethical
behavior. When a police of�cer behaves ethically they are able to gain the
community trust and support, they earn respect, and they establish a high
professional and personal reputation. The oath serves as a groundwork for
instilling ethical behavior. In situations where making an ethical decision may
be dif�cult police of�cers take a certain te.
Using procedural justice as an orienting framework, a "contact-based policing" paradigm is supported by the findings of this original qualitative case study that examines police officer interpretations of officer-initiated contacts.
Civilian review of police’s internal disciplinary and procedural mechanisms to address complaints are examined in this paper. Civilian oversight is a prominent feature of modern police efforts to improve community relations. The organizational theme of civilian oversight is characterized by terms used to critique police practices. Cultural competence, community policing, and mediation are key elements in reforming police practices and criminal justice goals. Modern theologians such as Christine Hayes and John Dominic Crossan offer insights about sociological concepts of biblical justice. Through the lens of restorative and distributive justice this paper examines complaint intake and criminal justice goals of San Diego's Civilian Review Board on Police Practices. Community policiing initiatives offer a holistic application of a socially just, transparent, and accountable process for building and restoring lawful communities. The views of prominent sociologists, active and retired police officers, and researchers are solicted in this exhaustive paper. Ultimately, this research will examine impacts and priorities for civilians to review police practices and develop and restore collaborative networks between police and their communities.
Resource Guide for Enhancing Community Relationships and Protecting Privacy a...Dawn Dawson
Attorney General Eric Holder “information, tools, and best practices to maintain public safety while safeguarding constitutional rights during First Amendment-protected events.”
CRIME ANALYSIS FOR PROBLEM SOLVERSIn 660 SSmall SSteps R.docxwillcoxjanay
CRIME ANALYSIS FOR PROBLEM SOLVERS
In 660 SSmall SSteps
Ronald V. Clarke & John E. Eck
U.S. Department of Justice
Office of Community Oriented Policing Services
COPS
COMMUNITY ORIENTED POLICING SERVICES
U.S. DEPARTMENT OF JUSTICE
Center ffor PProblem-OOriented PPolicing
This project was supported by cooperative agreement #2003CKWXK048 by the Office of Community Oriented
Policing Services, U.S. Department of Justice. The opinions contained herein are those of the authors and do not
necessarily represent the official position of the U.S. Department of Justice. References to specific companies,
products, or services should not be considered an endorsement of the product by the author or the U.S. Department
of Justice. Rather, the references are illustrations to supplement discussion of the issues.
Crime Analysis for Problem Solvers
IIn 660 SSmall SSteps
Ronald V. Clarke
John E. Eck
Guardian
Ha
nd
le
r
M
anager
CRIMEO
ff
en
de
r Place
Target/Victim
Crime Analysis for Problem Solvers in 60 Small Steps
his is a revised and extended version of a manual, Become a Problem-
Solving Crime Analyst, that we wrote for the Jill Dando Institute of Crime
Science at University College London, with financial support from the
Home Office. We are most grateful to the Institute and to the Home Office
for allowing us to produce this version for the United States. We are also
grateful to the Office of Community Oriented Policing Services for
commissioning the work. In the Acknowledgements page of the earlier
version we thanked many colleagues and friends on whose work we had
freely drawn. Those who have materially assisted us in completing this
version by supplying material for inclusion, commenting on drafts, or in
other ways, include: Stacy Belledin, Rachel Boba, Karen Bullock, Barbie
Brookover, Christopher Bruce, Andy Brumwell, Graham Farrell, Rob
Guerette, Samantha Gwinn, Shane Johnson, Johannes Knutsson, Gloria
Laycock, Nancy Leach, Deborah Loewen, Tamara Madensen, Mangai
Natarajan, Cynthia Pappas, Ken Pease, Nanci Plouffe, Barry Poyner, Jerry
Ratcliffe, George Rengert, Nick Ross, Kim Rossmo, Rana Sampson,
Matthew Scheider, Karin Schmerler, Michael Scott, Nick Tilley, Susan
Wernicke, Matt White, and Deborah Lamm Weisel. We thank all of them.
A
C
K
N
O
W
LE
D
G
EM
EN
TS
T
Crime Analysis for Problem Solvers in 60 Small Steps
A
U
TH
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R
S
Ronald Clarke is university professor in the school of Criminal Justice at Rutgers,
The State University of New Jersey, and visiting professor at the Jill Dando
Institute of Crime Science, University College London. He worked for many years
in the Home Office Research and Planning Unit, where he contributed to the
development of situational crime prevention and the British Crime Survey. He is
associate director of the Center for Problem-Oriented Policing and chair of the
judges for the annual Herman Goldstein Award for Excellence in Problem-
Oriented Policing. He can be .
CHAPTER 2What Makes a Good Police Officer-The most honest and direct r.docxnoel23456789
CHAPTER 2
What Makes a Good Police Officer?
The most honest and direct reply to this question is “a good person who happens to be a police officer.†The original question suggests that a police officer is something other than human. We all get caught up in labeling and assigning titles to identify people who we may not understand instead of identifying them by their individual accomplishments. By labeling an entire group, especially when we do not understand the group, it is very easy to associate bad behavior from one person in the group as a trait of every person in that group. The truth is that not everyone in any group shares the same traits. The hope is that police departments hire people with good traits that are common to good people.
A good police officer is a good person who happens to be a person who seriously accepts the awesome
responsibility. The few basic traits a good person possesses are compassion, honesty, integrity, truthfulness, grace, mercy, a belief in justice, --and most important of all, humility. Humility is at the top of the list because in order for one to truly be humble, they must possess all the previous mentioned traits. These are traits that cannot be taught; they are ones that come from the heart and are forged into the spirit of a person through their upbringing and life experience.
Considering the Role and Responsibility of Power
It is logical that one would believe the above-mentioned traits that define a good person would also define a good police officer. This may not be the case as there is one component to this equation that is unique to a police officer that the average person does not have. That component is power. All people, no matter who they are, experience a change in their perspective. A person who does not possess all the good traits may have a perspective that is not in line with what is considered good.
A simple comparison is, in business and industry, the most a person with power can do is take another
person’s job away. Depending on the moral fiber of that industry boss, the abuse of their power may become easy for them and they may use that as a shortcut to get out of retraining someone or dealing with a complicated situation. The quick solution phenomenon of removing a person from a company as a matter of convenience rather than cause may result in the industry boss losing their moral compass, thus losing their compassion for others.
This phenomenon can also be present in persons who have enormous power, such as police officers. Police officers have the ability to take away a person’s freedom. The officer must keep their morality, humility, and compassion for others, and practice grace and mercy every day. Keeping these virtues at the forefront of their thinking demands that the officer employ a different manner of thinking and a lifestyle that upholds these virtues. They must know their job and the people they serve so well that they have the ability to know when their actions wi.
Quadratic Formula Suneil RandhawaGBA 5212Chevrolet Car.docxmakdul
Quadratic Formula
Suneil Randhawa
GBA 5212
Chevrolet Car Dealership
The quadratic formula will be very useful in my scenario at a car dealership.
The quadratic formula can be used to calculate the values of the cost in production and or distribution as well as the revenues from the car sales.
This will help the dealership to make sure they are making the correct profit and if not can see where they are lacking.
Situation
Here is one of the situations where Quadratic formula can help my dealership realize whether or not it is making profits. For example, my dealership sells each car for $30,000 per unit. The car manufactures fixed costs are $3,600,000 per year, whereas the variable costs are $7500 per car. So we are figuring out the number of cars our dealership should sell in a year to make $100 million profits at the end of the year.
Profits= Total Revenues – Total costs
Total Revenues= price of each car times the number of cars sold (x)
Total costs=fixed costs + variable costs (i.e., cost of producing each car times the number of cars produced)
100,000,000=30,000X – (3,600,000 + 7500X)
103,600,000 = 22,500x
X= 4,604.44
Implementation
This implies that for Chevrolet to make a profit of $100 million in a year, it will have to produce and sell at least 4604 cars. With this information, Chevrolet may set its monthly targets, work hard to increase its sales, as well as save them from overproduction problem.
Part 3
After brushing up on the topic of quadratic formula, I feel like I can be a more rational and responsible person.
I now see quadratic expressions as useful tools that everyone should be familiar with.
I realized that quadratic expression is very realistic in our every day life; as a result, I can apply it even in my monthly expenditures.
In a business aspect this knowledge of the use of this formula is very key to the success of all MBA graduates. You can use this information to enhance the business you will be working for exponentially.
References
Ignaciuk, P., & Bartoszewicz, A. (2012). Linear-quadratic optimal control of periodic-review perishable inventory systems. IEEE Transactions on Control Systems Technology, 20(5), 1400-1407.
Koo, D. (2013). Elements of optimization: with applications in economics and business. Springer Science & Business Media.
New Perspec tives in Policing
J U N E 2 0 1 1
Police Discipline: A Case for Change
Darrel W. Stephens
Executive Session on Policing and
Public Safety
This is one in a series of papers that will be pub
lished as a result of the Executive Session on
Policing and Public Safety.
Harvard’s Executive Sessions are a convening
of individuals of independent standing who take
joint responsibility for rethinking and improving
society’s responses to an issue. Members are
selected based on their experiences, their repu
tation for thoughtfulness and their potential for
helping to disseminate the work ...
As a human resources manager, you need to advise top leadership (CEO.docxrossskuddershamus
As a human resources manager, you need to advise top leadership (CEO, Vice Presidents, and Senior Managers) information on the importance of leadership style in creating a culture that embraces diversity. Create a PowerPoint presentation to compare and contrast how the different styles of CEO leadership can affect team building, so that cultural diversity can be used to a competitive advantage in the workplace. Provide ideas for how to effectively build a team that supports and embraces cultural diversity, and recommend the leadership styles that encourages the creation of a culture of diversity.
Incorporate appropriate animations, transitions, and graphics as well as “speaker notes” for each slide. The speaker notes may be comprised of brief paragraphs or bulleted lists. Support your presentation with at least five (5) scholarly resources. In addition to these specified resources, other appropriate scholarly resources may be included. Be sure to include citations for quotations and paraphrases with references in APA format and style where appropriate.
Length: 12-15 slides (with a separate reference slide).
Notes Length: 100-150 words for each slide.
.
As a homeowner, you have become more concerned about the energy is.docxrossskuddershamus
As a homeowner, you have become more concerned about the energy issue facing our communities. You want to see your neighbors become more involved in energy conservation efforts, but your attempts to gain support on your own have failed. You have decided to propose an Energy Resource Plan to your HOA for approval at the next meeting. Your goal is to convince the HOA to support and endorse your Energy Resource Plan.
Review
the following Energy Resource Plan outline
:
·
Introduction
o
Provide information about why conserving energy is important.
·
Renewable versus nonrenewable
o
Briefly distinguish between these types of energy.
·
Methods to conserve and help the environment
o
What may each member do, personally, to conserve energy and help the environment at the same time?
o
Provide at least three methods.
·
Government efforts
o
How may the government be involved in conservation efforts?
·
Conclusion
o
Wrap up the meeting with a brief summary of your main points.
o
Provide some motivation for conserving energy with a memorable slogan, statement, or song, for example.
Write
a 350- to 700-word paper that includes all elements of the outline.
Post
your paper as an attachment.
.
As a healthcare professional, you will be working closely with o.docxrossskuddershamus
As a healthcare professional, you will be working closely with other health care professionals. The best way to create a positive patient experience is to be able to understand the role that each healthcare professional plays in the care of a patient. For this assignment, select two of the following allied health professions (physician, dentist, pharmacist, nurses, advance practice nurse, or health services administrator) and take a deeper look into their specific functions and contributions to health care.
In a paper of 750-1,000 words please discuss the following:
What is their function/medical training?
In what type of setting can each profession be found traditionally? Is this changing today?
Discuss how the expanding roles of allied health in health care delivery have affected each profession.
How has the health care workforce shortage affected each profession?
Provide a minimum of two references.
.
More Related Content
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1#1 Helping Community Relationships by Using Ethical Practi.docxjeremylockett77
1
#1: Helping Community Relationships by Using Ethical Practices in Uses of Force.
By use of ethical practices in the application of force, law enforcement agencies foster greater trust and legitimacy with the communities they serve. The message that is communicated to the community is that the use of force will be used in situations that are necessary where the use of force is sufficiently warranted to contain/stop a threat or danger. It also sends the message that a person’s civil rights and human dignity are principles that officers respect even in difficult and dangerous situations. An officer’s use of force that is consistent with the law and agency policy upholds the rule of law, and by doing so, affords a criminal suspect due process and preservation of their constitutional rights. Using an ethical approach in the use of force helps officers avoid traps of the “us vs them” mentality, as well as, a military style approach where officers view themselves as combat soldiers and criminal suspects are the enemy. By applying an ethical approach to the use of force, officers also avoid the mentality and belief that the ends justify the means as a utilitarian belief system (Elliott & Pollock, 2104).
#2: Compstat and Zero Tolerance - Challenges faced when pressured to reduce crime and produce certain outcomes in a short period.
Some of the challenges have to do with avoiding reactionary responses to crime. If there is pressure on a police agency to reduce crime and achieve certain outcomes in a short period of time, there may be a tendency to cut corners and fall into the trap of “by any means necessary” as pointed out by Elliott and Pollock in The Ethics of Force. Effective utilization of Compstat can help to avoid such pitfalls given that it provides real time data on which crimes are being committed and where they are happening. Police leadership can then deploy necessary resources and responses to affected areas of the community. By smartly using Compstat, Zero Tolerance enforcement becomes manageable and effective. Additional challenges occur if there is resistance toward the use of Compstat by rank and file officers, as well as, supervisors and command staff. Compstat must also be tailed-made to fit in with the particular culture and environment of the respective agency adopting its use. A one size fits all approach will not be affective nor embraced by staff in the long term.
#3: Specific Advantages of Police Community Partnerships in reducing crime.
Advantages in promoting police community partnerships start with the focus on the police being partners with the community they serve. Officers gain a level of trust by forming solid community partnerships. The fruits of those relationships lead to a better understanding of the role and mission of the police. It also strengthens a trusting relationship with the community where identifying and reducing crime becomes a shared responsibility between the police and the comm ...
Report POLICEOFFICERPage 1 of 11Report was generated on S.docxkellet1
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ETHICS 5
Running Head: ETHICS 1
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ETHICS
Institution Af�liation
Student Name
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Introduction
1
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Ethics can be described as a code or system based on obligations and universal
moral duties that show how someone should behave in his or her line of duty.
On the other hand, values are more of core belief guiding our actions and
choices and de�ne the purpose of our existence, (Radelet, 2016). In the current
society, it has become dif�cult to address the concern as well as questions
involving ethics and ethical behavior.
Value of ethics
Values are used to guide workers and agencies. In law enforcement values may
differ depending on the function. Some of the values in law enforcement
include integrity, professionalism, respect, and accountability. Values have an
impact on the decisions that we make in our personal and professional life,
(Meese, et al., 2015). Values guide us towards ethical decisions and ethical
behavior. When a police of�cer behaves ethically they are able to gain the
community trust and support, they earn respect, and they establish a high
professional and personal reputation. The oath serves as a groundwork for
instilling ethical behavior. In situations where making an ethical decision may
be dif�cult police of�cers take a certain te.
Using procedural justice as an orienting framework, a "contact-based policing" paradigm is supported by the findings of this original qualitative case study that examines police officer interpretations of officer-initiated contacts.
Civilian review of police’s internal disciplinary and procedural mechanisms to address complaints are examined in this paper. Civilian oversight is a prominent feature of modern police efforts to improve community relations. The organizational theme of civilian oversight is characterized by terms used to critique police practices. Cultural competence, community policing, and mediation are key elements in reforming police practices and criminal justice goals. Modern theologians such as Christine Hayes and John Dominic Crossan offer insights about sociological concepts of biblical justice. Through the lens of restorative and distributive justice this paper examines complaint intake and criminal justice goals of San Diego's Civilian Review Board on Police Practices. Community policiing initiatives offer a holistic application of a socially just, transparent, and accountable process for building and restoring lawful communities. The views of prominent sociologists, active and retired police officers, and researchers are solicted in this exhaustive paper. Ultimately, this research will examine impacts and priorities for civilians to review police practices and develop and restore collaborative networks between police and their communities.
Resource Guide for Enhancing Community Relationships and Protecting Privacy a...Dawn Dawson
Attorney General Eric Holder “information, tools, and best practices to maintain public safety while safeguarding constitutional rights during First Amendment-protected events.”
CRIME ANALYSIS FOR PROBLEM SOLVERSIn 660 SSmall SSteps R.docxwillcoxjanay
CRIME ANALYSIS FOR PROBLEM SOLVERS
In 660 SSmall SSteps
Ronald V. Clarke & John E. Eck
U.S. Department of Justice
Office of Community Oriented Policing Services
COPS
COMMUNITY ORIENTED POLICING SERVICES
U.S. DEPARTMENT OF JUSTICE
Center ffor PProblem-OOriented PPolicing
This project was supported by cooperative agreement #2003CKWXK048 by the Office of Community Oriented
Policing Services, U.S. Department of Justice. The opinions contained herein are those of the authors and do not
necessarily represent the official position of the U.S. Department of Justice. References to specific companies,
products, or services should not be considered an endorsement of the product by the author or the U.S. Department
of Justice. Rather, the references are illustrations to supplement discussion of the issues.
Crime Analysis for Problem Solvers
IIn 660 SSmall SSteps
Ronald V. Clarke
John E. Eck
Guardian
Ha
nd
le
r
M
anager
CRIMEO
ff
en
de
r Place
Target/Victim
Crime Analysis for Problem Solvers in 60 Small Steps
his is a revised and extended version of a manual, Become a Problem-
Solving Crime Analyst, that we wrote for the Jill Dando Institute of Crime
Science at University College London, with financial support from the
Home Office. We are most grateful to the Institute and to the Home Office
for allowing us to produce this version for the United States. We are also
grateful to the Office of Community Oriented Policing Services for
commissioning the work. In the Acknowledgements page of the earlier
version we thanked many colleagues and friends on whose work we had
freely drawn. Those who have materially assisted us in completing this
version by supplying material for inclusion, commenting on drafts, or in
other ways, include: Stacy Belledin, Rachel Boba, Karen Bullock, Barbie
Brookover, Christopher Bruce, Andy Brumwell, Graham Farrell, Rob
Guerette, Samantha Gwinn, Shane Johnson, Johannes Knutsson, Gloria
Laycock, Nancy Leach, Deborah Loewen, Tamara Madensen, Mangai
Natarajan, Cynthia Pappas, Ken Pease, Nanci Plouffe, Barry Poyner, Jerry
Ratcliffe, George Rengert, Nick Ross, Kim Rossmo, Rana Sampson,
Matthew Scheider, Karin Schmerler, Michael Scott, Nick Tilley, Susan
Wernicke, Matt White, and Deborah Lamm Weisel. We thank all of them.
A
C
K
N
O
W
LE
D
G
EM
EN
TS
T
Crime Analysis for Problem Solvers in 60 Small Steps
A
U
TH
O
R
S
Ronald Clarke is university professor in the school of Criminal Justice at Rutgers,
The State University of New Jersey, and visiting professor at the Jill Dando
Institute of Crime Science, University College London. He worked for many years
in the Home Office Research and Planning Unit, where he contributed to the
development of situational crime prevention and the British Crime Survey. He is
associate director of the Center for Problem-Oriented Policing and chair of the
judges for the annual Herman Goldstein Award for Excellence in Problem-
Oriented Policing. He can be .
CHAPTER 2What Makes a Good Police Officer-The most honest and direct r.docxnoel23456789
CHAPTER 2
What Makes a Good Police Officer?
The most honest and direct reply to this question is “a good person who happens to be a police officer.†The original question suggests that a police officer is something other than human. We all get caught up in labeling and assigning titles to identify people who we may not understand instead of identifying them by their individual accomplishments. By labeling an entire group, especially when we do not understand the group, it is very easy to associate bad behavior from one person in the group as a trait of every person in that group. The truth is that not everyone in any group shares the same traits. The hope is that police departments hire people with good traits that are common to good people.
A good police officer is a good person who happens to be a person who seriously accepts the awesome
responsibility. The few basic traits a good person possesses are compassion, honesty, integrity, truthfulness, grace, mercy, a belief in justice, --and most important of all, humility. Humility is at the top of the list because in order for one to truly be humble, they must possess all the previous mentioned traits. These are traits that cannot be taught; they are ones that come from the heart and are forged into the spirit of a person through their upbringing and life experience.
Considering the Role and Responsibility of Power
It is logical that one would believe the above-mentioned traits that define a good person would also define a good police officer. This may not be the case as there is one component to this equation that is unique to a police officer that the average person does not have. That component is power. All people, no matter who they are, experience a change in their perspective. A person who does not possess all the good traits may have a perspective that is not in line with what is considered good.
A simple comparison is, in business and industry, the most a person with power can do is take another
person’s job away. Depending on the moral fiber of that industry boss, the abuse of their power may become easy for them and they may use that as a shortcut to get out of retraining someone or dealing with a complicated situation. The quick solution phenomenon of removing a person from a company as a matter of convenience rather than cause may result in the industry boss losing their moral compass, thus losing their compassion for others.
This phenomenon can also be present in persons who have enormous power, such as police officers. Police officers have the ability to take away a person’s freedom. The officer must keep their morality, humility, and compassion for others, and practice grace and mercy every day. Keeping these virtues at the forefront of their thinking demands that the officer employ a different manner of thinking and a lifestyle that upholds these virtues. They must know their job and the people they serve so well that they have the ability to know when their actions wi.
Quadratic Formula Suneil RandhawaGBA 5212Chevrolet Car.docxmakdul
Quadratic Formula
Suneil Randhawa
GBA 5212
Chevrolet Car Dealership
The quadratic formula will be very useful in my scenario at a car dealership.
The quadratic formula can be used to calculate the values of the cost in production and or distribution as well as the revenues from the car sales.
This will help the dealership to make sure they are making the correct profit and if not can see where they are lacking.
Situation
Here is one of the situations where Quadratic formula can help my dealership realize whether or not it is making profits. For example, my dealership sells each car for $30,000 per unit. The car manufactures fixed costs are $3,600,000 per year, whereas the variable costs are $7500 per car. So we are figuring out the number of cars our dealership should sell in a year to make $100 million profits at the end of the year.
Profits= Total Revenues – Total costs
Total Revenues= price of each car times the number of cars sold (x)
Total costs=fixed costs + variable costs (i.e., cost of producing each car times the number of cars produced)
100,000,000=30,000X – (3,600,000 + 7500X)
103,600,000 = 22,500x
X= 4,604.44
Implementation
This implies that for Chevrolet to make a profit of $100 million in a year, it will have to produce and sell at least 4604 cars. With this information, Chevrolet may set its monthly targets, work hard to increase its sales, as well as save them from overproduction problem.
Part 3
After brushing up on the topic of quadratic formula, I feel like I can be a more rational and responsible person.
I now see quadratic expressions as useful tools that everyone should be familiar with.
I realized that quadratic expression is very realistic in our every day life; as a result, I can apply it even in my monthly expenditures.
In a business aspect this knowledge of the use of this formula is very key to the success of all MBA graduates. You can use this information to enhance the business you will be working for exponentially.
References
Ignaciuk, P., & Bartoszewicz, A. (2012). Linear-quadratic optimal control of periodic-review perishable inventory systems. IEEE Transactions on Control Systems Technology, 20(5), 1400-1407.
Koo, D. (2013). Elements of optimization: with applications in economics and business. Springer Science & Business Media.
New Perspec tives in Policing
J U N E 2 0 1 1
Police Discipline: A Case for Change
Darrel W. Stephens
Executive Session on Policing and
Public Safety
This is one in a series of papers that will be pub
lished as a result of the Executive Session on
Policing and Public Safety.
Harvard’s Executive Sessions are a convening
of individuals of independent standing who take
joint responsibility for rethinking and improving
society’s responses to an issue. Members are
selected based on their experiences, their repu
tation for thoughtfulness and their potential for
helping to disseminate the work ...
As a human resources manager, you need to advise top leadership (CEO.docxrossskuddershamus
As a human resources manager, you need to advise top leadership (CEO, Vice Presidents, and Senior Managers) information on the importance of leadership style in creating a culture that embraces diversity. Create a PowerPoint presentation to compare and contrast how the different styles of CEO leadership can affect team building, so that cultural diversity can be used to a competitive advantage in the workplace. Provide ideas for how to effectively build a team that supports and embraces cultural diversity, and recommend the leadership styles that encourages the creation of a culture of diversity.
Incorporate appropriate animations, transitions, and graphics as well as “speaker notes” for each slide. The speaker notes may be comprised of brief paragraphs or bulleted lists. Support your presentation with at least five (5) scholarly resources. In addition to these specified resources, other appropriate scholarly resources may be included. Be sure to include citations for quotations and paraphrases with references in APA format and style where appropriate.
Length: 12-15 slides (with a separate reference slide).
Notes Length: 100-150 words for each slide.
.
As a homeowner, you have become more concerned about the energy is.docxrossskuddershamus
As a homeowner, you have become more concerned about the energy issue facing our communities. You want to see your neighbors become more involved in energy conservation efforts, but your attempts to gain support on your own have failed. You have decided to propose an Energy Resource Plan to your HOA for approval at the next meeting. Your goal is to convince the HOA to support and endorse your Energy Resource Plan.
Review
the following Energy Resource Plan outline
:
·
Introduction
o
Provide information about why conserving energy is important.
·
Renewable versus nonrenewable
o
Briefly distinguish between these types of energy.
·
Methods to conserve and help the environment
o
What may each member do, personally, to conserve energy and help the environment at the same time?
o
Provide at least three methods.
·
Government efforts
o
How may the government be involved in conservation efforts?
·
Conclusion
o
Wrap up the meeting with a brief summary of your main points.
o
Provide some motivation for conserving energy with a memorable slogan, statement, or song, for example.
Write
a 350- to 700-word paper that includes all elements of the outline.
Post
your paper as an attachment.
.
As a healthcare professional, you will be working closely with o.docxrossskuddershamus
As a healthcare professional, you will be working closely with other health care professionals. The best way to create a positive patient experience is to be able to understand the role that each healthcare professional plays in the care of a patient. For this assignment, select two of the following allied health professions (physician, dentist, pharmacist, nurses, advance practice nurse, or health services administrator) and take a deeper look into their specific functions and contributions to health care.
In a paper of 750-1,000 words please discuss the following:
What is their function/medical training?
In what type of setting can each profession be found traditionally? Is this changing today?
Discuss how the expanding roles of allied health in health care delivery have affected each profession.
How has the health care workforce shortage affected each profession?
Provide a minimum of two references.
.
As a future teacher exposed to the rising trend of blogs and adv.docxrossskuddershamus
As a future teacher exposed to the rising trend of blogs and advocacy pages on the Internet, it is important to identify credible, scholarly resources as the basis of best practices in the classroom.
To sample what information is available, locate one source (NAEYC, First Things First, Zero to Three, etc.) to support developmentally appropriate practices that you can share with families. For your selected source:
Describe how the resource can be used to support your selected issue.
Include a description of why that source would benefit your future classroom.
Describe what types of information is available at that source.
Use APA format to cite resources.
.
As a fresh research intern, you are a part of the hypothetical.docxrossskuddershamus
As a fresh research intern, you are a part of the hypothetical National Anthrax Eradication Program. Your first task is to present a detailed summary on this lethal disease.
Using the the Internet, research, acquire, compile the primary data and respond to the following:
What organism produces this disease and how?
What are the four different locations where an anthrax infection can occur? Describe each of these locations. What are the reasons why these locations allow the infection to occur?
What are the different scientific methods that have been tried, tested, and implemented towards Anthrax prevention and cure in the past decade?
Why is Anthrax such a potent weapon of bioterrorism? What are its characteristics that make it so?
.
As a fresh research intern, you are a part of the hypothetical Nat.docxrossskuddershamus
As a fresh research intern, you are a part of the hypothetical National Anthrax Eradication Program. Your first task is to present a detailed summary of this lethal disease.
Using
the Internet, research, acquire, compile the primary data, and respond to the following:
1. What organism produces this disease and how?
2. What are the four different locations where an anthrax infection can occur? Describe each of these locations. What are the reasons why these locations allow the infection to occur?
3.What are the different scientific methods that have been tried, tested, and implemented towards Anthrax prevention and cure in the past decade?
4.Why is Anthrax such a potent weapon of bioterrorism? What are the characteristics that make it so?
cite your sources in your work and provide references for the citations in APA format.
.
As a former emergency department Registered Nurse for over seven.docxrossskuddershamus
As a former emergency department Registered Nurse for over seven years, I recall the most significant complaints were our long wait times. For some patients, the wait time could be substantial. Since emergency departments aren't on a first-come, first-serve basis, wait times were often unpredictable and lengthy. Patients are triaged based on their level of acuity. Long Emergency Department (ED) Length of stay (EDLOS) is associated with poor patient outcomes, which has led to the implementation of time targets designed to keep EDLOS below a specific limit. (Andersson et al., 2020, p. 2)
The method conducted for the concept analysis on EDLOS was the Walker and Avant approach. They were able to research a way of measuring the concept empirically by identifying all concepts used. (Andersson et al., 2020) Nurses can use the Walker and Avant approach when there are limited concepts available to a nurse to explain a problem area. The process of concept analysis for nurses first transpired in 1986. (McEwen & Wills, 2019) Walker and Avant specifically designed an approach to concept analysis to help graduate nurses explain methods to examine phenomena that interests them. (McEwen & Wills, 2019) The basic concept analysis approach by Walker and Avant is as follows; 1. Select a concept 2. Determine the aims or purposes of the analysis. 3. Identify all the concept possible uses possible. 4. Determine the defining attributes. 5. Identify the model case. 6. Identify any borderline, related contrary, invent, and illegitimate cases. 7. Identify the antecedents and consequences. 8. Define the empirical referents. (McEwen & Wills, 2019, Tables 3-2)
Authors Aim and Purpose
As a former Emergency Department Nurse, I find it fascinating how the author chose to do the concept analysis on this topic. According to the author, when patients are forced to stay for extended lengths of time in the emergency department, this leads to poor patient outcomes, overcrowding, and an overall inefficient organization. (Andersson et al., 2020) I recall when a febrile child was left in the Emergency Department for a long time. The child became so agitated their respiratory status worsened. The authors aim to clarify the meaning of long EDLOS and identify the root causes of an emergency department length of stay of more than six hours. (Andersson et al., 2020)
Defining Attributes on the Concept Examined
In the emergency department, length of stay (LOS) is a widely used measurement. Emergency department length of stay (EDLOS) is defined as the time interval between a patient's arrival to the ED to the time the patient physically leaves the ED. The defining attributes discovered that waiting in a crowded emergency department was just that, waiting. Waiting was the most acknowledged attribute associated with EDLOS. (Andersson et al., 2020) If the patients didn't have to wait, they wouldn't be a problem/complaint and had no time targets.
Another attrib.
As a doctorally prepared nurse, you are writing a Continuous Qua.docxrossskuddershamus
As a doctorally prepared nurse, you are writing a Continuous Quality Improvement project plan on
Reducing readmission/hospitalization rates for patients with Heart Failure
;
1.
Describe how the Quality program is measured, data is collected, monitored, and analyzed.
2.
Determine performance measures, and develop indicators to measure performance, core measures, etc.
3.
Discuss a data collection plan including data collection methods such as chart review, etc. Health Insurance Portability and Accountability Act of 1996 (HIPAA) policies must be followed.
4.
Consider following structure, process, outcomes, and patients’ experience measures. You must use nationally recognized and standardized measures if possible. See the
HCQA Health Plan Employer Data and Information Set (HEDIS) measures
a tool which lists inpatient and ambulatory performance measures in health care.
Document this assignment in 6 pages document and include 5 References.
.
As a consumer of information, do you generally look for objectivity .docxrossskuddershamus
As a consumer of information, do you generally look for objectivity in news reporting or do you also want opinions? Why?
During the past election, did you follow a political story or candidate on the Internet? Did you follow similar stories on candidates through television or in your local paper? What were are differences between Internet reporting and television and newspaper reporting? From your observations, what do you think are the general effects of the Internet on politics?
200 words
.
As a center of intellectual life and learning, Timbuktua. had ver.docxrossskuddershamus
As a center of intellectual life and learning, Timbuktu
a. had very little intellectual life.
b. was a major point of congregation, bringing together knowledge from around the Muslim world. Correct
c. grew to be strong in spite of opposition from Malian kings.
d. was second only to Mogadishu in the number of universities.
.
ary AssignmentCertified medical administrative assistants (CMAAs) .docxrossskuddershamus
ary Assignment
Certified medical administrative assistants (CMAAs) need to be aware of the many medical options that are available in their community.
For this assignment, develop a document that contains the community resources for breast cancer patients.
Discuss the steps that will be taken to gather and present the information.
Include a procedure to update the information on a regular basis.
.
As (or after) you read The Declaration of Independence, identify.docxrossskuddershamus
As (or after) you read
The Declaration of Independence
, identify three examples of each of the three elements in Aristotle's Triad: ethos, pathos, and logos. That means you need to provide a total of
nine
examples in the form of direct quotes from
The Declaration of Independence. Also, be sure to clearly label which element (ethos, pathos, or logos)
.
ARTWORK Markus Linnenbrink HOWTOSURVIVE, 2012, epoxy resin .docxrossskuddershamus
ARTWORK Markus Linnenbrink
HOWTOSURVIVE, 2012, epoxy resin
on wood, 13" x 17"
Spotlight
64 Harvard Business Review July–August 2014
SPOTLIGHT ON THE NEW MARKETING ORGANIZATION
Aditya Joshi is a partner at
Bain & Company, a leader in
the Customer Strategy and
Marketing practice, and the
head of the firm’s Marketing
Excellence area.
Eduardo Giménez is a
partner at Bain and a
member of the firm’s
Consumer Goods practice
in Europe, with a focus on
marketing organizations.
Decision-Driven
Marketing
Good decision processes break down silos
and improve performance. by Aditya Joshi
and Eduardo Giménez
Marketers have always had to build brands, create demand, promote sales, and help their companies earn custom-ers’ loyalty. But today’s turbulent environment means they must play critical new roles: They must be strate-gists, allocating scarce resources to support company priorities and increasing return on investment. They must be technologists, tracking and capitalizing on the most useful of the sophisticated technologies that are flooding their field. And they must be scientists, because the future of their business may not look much like the
HBR.ORG
July–August 2014 Harvard Business Review 65
requires a new mind-set for all the parties concerned
and a shared commitment to rethinking how deci-
sions are made and work is done. To be sure, some
companies will find that they need to consider orga-
nizational changes as well. But the decision perspec-
tive helps them establish a firmer foundation for any
restructuring and drives progress in the interim.
Typically, three categories of marketing-related
decisions cross organizational seams:
Strategy and planning decisions involve aligning
marketing goals with business and customer strat-
egies and aligning the priorities of marketing and
sales. These decisions typically address questions
such as:
• On which customer segments and product lines
should we focus marketing support?
• What is the optimal level of spending, and what
is the right allocation among vehicles and channels?
• What is the testing and learning plan?
Execution decisions, the marketer’s traditional
purview, are more challenging than they used to
be. A proliferation of marketing vehicles and digital
technologies has vastly increased the complexity of
creating and delivering messages and offers in an en-
vironment where ever-faster execution and relent-
less budget pressure are the norm. These decisions
include issues such as:
• Which product features should we highlight in
our marketing efforts?
• What incentives should we give customers to
get them to try or buy our offerings?
• What is the right mix of traditional and digital
marketing vehicles?
Operations and infrastructure decisions cover
all the new capabilities that are increasingly impor-
tant to marketing’s success. They address questions
such as:
• How will new marketing technologies and tools
be evaluated, boug.
arugumentative essay on article given belowIn Parents Keep Chil.docxrossskuddershamus
arugumentative essay on article given below
In “Parents Keep Child’s Gender Secret”, Jayme Poisson writes an article about the true story of a Canadian couple raising their child without ever revealing the child’s gender (keeping it secret from anyone not in their immediate family). This has incited many strong reactions from readers and locals alike. Poisson’s piece allows us to form our own opinions about this subject and forces us to examine why we consider gender so important to the development of a child.
Kenji Yoshino writes about the term covering. ‘Covering’, as Yoshino uses it, means to ‘tone down a disfavored identity to fit into the mainstream’ (552), and Yoshino argues that though Americans value the idea of the melting pot as a model for our culture, that ideal can have unintended negative consequences. Despite our avowed appreciation for multiculturalism, the unstated public expectation is still for people of all genders, sexual orientations and races to conform to rigid expectations.
Prompt:
Yoshino discusses the pressures we face to “cover”. Apply this concept and cross-reference Poisson’s piece and the decision Storm’s parents have made to keep their child’s gender a secret. In what ways is it a strategy to resist covering? Is it an effective one? Is some measure of covering necessary in our society? Make an argument about how cultural expectations and individual (or parental) choices should affect or does affect gender identity.
Essay Guidelines:
Quote the assigned readings to support your answer. Do not do additional research. Be sure to demonstrate your comprehension of the pieces by quoting and discussing relevant passages to support your thesis. Essays that draw support solely upon personal experience will not receive a passing grade. Additionally, make sure that you are not merely summarizing the readings
.
artsArticleCircling Round Vitruvius, Linear Perspectiv.docxrossskuddershamus
arts
Article
Circling Round Vitruvius, Linear Perspective, and the
Design of Roman Wall Painting
Jocelyn Penny Small †
Department of Art History, Rutgers University, New Brunswick, NJ 08901, USA; [email protected]
† Mail: 890 West End Avenue, Apartment 4C, New York, NY 10025-3520, USA.
Received: 1 April 2019; Accepted: 2 September 2019; Published: 14 September 2019
����������
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Abstract: Many scholars believe that linear perspective existed in classical antiquity, but a fresh
examination of two key texts in Vitruvius shows that 1.2.2 is about modularity and symmetria,
while 7.Pr.11 describes shading (skiagraphia). Moreover, these new interpretations are firmly based on
the classical understanding of optics and the history of painting (e.g., Pliny the Elder). A third text
(Philostratus, Imagines 1.4.2) suggests that the design of Roman wall painting depends on concentric
circles. Philostratus’ system is then used to successfully make facsimiles of five walls, representing
Styles II, III, and IV of Roman wall painting. Hence, linear perspective and its relatives, such as
Panofsky’s vanishing vertical axis, should not be imposed retrospectively where they never existed.
Keywords: linear perspective; skenographia; skiagraphia; Greek and Roman painting; Roman fresco;
Vitruvius; Philostratus
Two systems for designing Pompeian wall paintings have dominated modern scholarship: a
one- or center-point perspective and a vanishing vertical axis.1 Neither method works for all the
variations seen on the walls of Styles II–IV. The vanishing vertical axis is considered a precursor of
linear perspective, whereas center-point construction is a form of linear perspective. Many scholars
believe that linear perspective was invented by the Greeks, only to be forgotten during the Middle
Ages and “reinvented” in the Renaissance.2 In contrast, I propose that linear perspective was not
known in any form in antiquity but, rather, was an invention of the Renaissance, which also created its
putative ancient pedigree.
1. Background
1.1. Definitions
First, it is important to define four key terms.
“Perspective” applies loosely to a wide range of systems that convert a three-dimensional scene
to two dimensions. Most scholars, however, mean “linear perspective” when they use the unqualified
term “perspective”. No standard definition exists for linear perspective, but only linear perspective
obeys the rules of projective geometry. Formal definitions refer to “station points” (the point or
place for the “eye” of the “viewer” and/or “artist”), vanishing points, horizon lines, and picture
planes, among other aspects. Horizontal lines converge to the “center point” or, in the case of
1 This topic is remarkably complex with a massive bibliography. Small (2013) provides a reasonable summary of the
scholarship to its date of publication. Since then, I have realized that the standard interpretations of key texts and objects
needs to be totally rethought. This artic.
ARTS & NATURE MARKETING PROJECT OF SHEFFIELDYang yux.docxrossskuddershamus
ARTS & NATURE
MARKETING PROJECT OF SHEFFIELD
Yang yuxuan(b8047004) Li zedong(b8035381)
Hu xujia(b8047009) Yan Qihan(b8047013) Liang yaoztu(b8047027)
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ibaotu.com
1
Microsoft Office 用户 (Office) -
Our company is a professional marketing agency with a lot successful experience in different marketing area. The company was found in 1998 and since then we are always be the first choice of many big company.
About our company
Company
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ibaotu.com
Our company is a professional marketing agency with a lot of successful experience in different marketing area. The company was founded in 1998 and since then we are always the first choice of many big companies.
2
Control & budget of objects.
Baker
The design of the marketing objects
William
The idea of the hook
Jason
Collection of data and information
Frank
The design of the marketing objects
Allen
01
02
03
04
05
Members
Thanks these members for their contributions
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ibaotu.com
There are 5 people in our team: Baker, he is responsible for the control & budget of our objects. Frank, he is responsible for the collection of data and information that we can use. William and Allen are responsible for the design of the marketing objects. And then Jason, he is responsible for the idea of the “hook” .
3
Introduction
Situation Analysis
Marketing Communication Objectives
Marketing Communication Strategy
CONTENTS
Marketing Communication Tactics
Action
Control
Reference
2
1
3
7
5
8
4
6
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for this presentation, we will introduce our awesome ideas to make Sheffield a more popular place. Here is the content, we will talk about the situation of Sheffield, marketing communication objectives, marketing communication steategy and tactics. And the last part is action and control.
4
02
Situation Analysis
This part will complete situation analysis of Sheffield.
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ibaotu.com
5
W
T
O
S
Lesser culture connotation
WEAKNESSES
1. Development of economy
2. Change in ideology of society
OPPORTUNITIES
Strong tourism competitors around Sheffield, for example Nottingham and Leeds
THREATS
1. Good geographic position.
2. Strong art atmosphere
STRENGTHES
SWOT
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ibaotu.com
In this part I will complete Situation Analysis of Sheffield by mainly using SWOT analysi
6
As a tourism city, one recent survey placed Sheffield 26th in a table of the best UK tourist city.
Tourism City
Sheffield lies in the most southerly part of Yorkshire, it is the meeting point of .
A
R
TI
G
O
O
R
IG
IN
A
L
Revista Científica da Ordem dos Médicos www.actamedicaportuguesa.com 31
RESUMO
Introdução: A violência no local de trabalho é um dos principais fatores de risco no mundo do trabalho. Os trabalhadores da saúde
apresentam um risco superior. O nosso estudo teve como objetivo caracterizar a violência física e verbal num hospital público e definir
estratégias de prevenção e vigilância em saúde ocupacional.
Material e Métodos: Estudo observacional transversal monocêntrico, conduzido num hospital público em Lisboa com trabalhadores
da saúde. Foi realizado um inquérito qualitativo com entrevistas em profundidade a seis trabalhadores e um inquérito quantitativo
com questionários a 32 trabalhadores. Aceitou-se um nível de significância de 5% na avaliação das diferenças estatísticas. O teste de
Mann-Whitney e o teste exato de Fisher foram usados para calcular os valores de p.
Resultados: Os principais resultados são: (1) 41 episódios reportados na fase quantitativa; (2) 5/21 [23,81%] vítimas notificaram o in-
cidente; (3) 18/21 [85.71%] vítimas reportaram estados de hipervigilância permanente; (4) 22/28 [78,57%] participantes não conheciam
ou conheciam mal os procedimentos de notificação; (5) 24/28 [85,71%] consideravam possível minimizar o problema.
Discussão: A violência é favorecida pelo acesso livre às zonas de trabalho, ausência de agentes de segurança e polícia ou falta da
respetiva intervenção. A baixa notificação contribui para a ausência de medidas organizacionais. O estado de hipervigilância relatado
reflete o efeito prejudicial da exposição a fontes de stress e ameaça.
Conclusão: A violência no local de trabalho é um fator de risco relevante, com impacto negativo na saúde dos trabalhadores e merece
uma abordagem individualizada no âmbito da saúde ocupacional, cujas áreas e estratégias prioritárias foram definidas neste estudo.
Palavras-chave: Fatores de Risco Profissionais; Prevenção; Saúde Ocupacional; Trabalhadores da Saúde; Violência no Local de
Trabalho
Workplace Violence in Healthcare: A Single-Center Study
on Causes, Consequences and Prevention Strategies
A Violência no Local de Trabalho em Instituições
de Saúde: Um Estudo Monocêntrico sobre Causas,
Consequências e Estratégias de Prevenção
1. Escola Nacional de Saúde Pública. Universidade NOVA de Lisboa. Lisboa. Portugal.
2. Emergency Department. Hospital Professor Doutor Fernando da Fonseca. Amadora. Portugal.
3. CISP - Centro de Investigação em Saúde Pública. CHRC - Comprehensive Health Research Center. Escola Nacional de Saúde Pública. Universidade NOVA de Lisboa. Lisboa.
Portugal.
4. Occupational Health Department. Centro Hospitalar Universitário de Lisboa Central. Lisboa. Portugal.
Autor correspondente: Helena Sofia Antão. [email protected]
Recebido: 22 de outubro de 2018 - Aceite: 10 de julho de 2019 | Cop.
Artist Analysis Project – Due Week 61)Powerpoint project at le.docxrossskuddershamus
Artist Analysis Project – Due Week 6
1)
Powerpoint project at least 10 slides.
2)
3 or more cited references from journals, magazines, newspapers, not all websites, not Wikipedia
3)
An analysis is a scholarly review of a famous artist and his or her work, not just whether we liked it or not.
4)
Use vocabulary and terms you learned in this class and apply them to your art choice.
5)
Try focusing your topic on one aspect of the art, i.e.
a.
Pick an artist/movie director/dancer/singer/novelist/actor etc. and research that person. Read reviews and critiques of their work, read or watch biographies (YouTube), you might choose to compare two of their works, or compare and contract two artists in the same field, learn about the art technique and why it is used, what it represents, what it tells us about our humanity, etc.
I need this back by 3:00 p.m. today and will check copyscape.
.
Artist Research Paper RequirementsYou are to write a 3 page double.docxrossskuddershamus
Artist Research Paper Requirements
You are to write a 3 page double spaced paper in 12 point font using Microsoft word.
You are to choose 3 digital artists who’s work is available to view on the internet.
Do not use any of the old masters like Picasso, Rembrandt, etc….. this needs to be a modern artist working in the digital arts and design field.
At least one of the artists must be from a country other than the United States.
You are to cover the following areas for each artist:
Biography who they are and where they studied,
Things that influenced their work and inspired them,
The artists philosophy on their work,
Artistic genres, or movements that their work fits into or is associated with.
You are to write about their work – provide url links to images of their work on line. Write about what you see in their work, how it impacts and influences your own design artistic ideas.
Write about the composition, color, scale, and other aesthetics of their art.
.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Ethnobotany and Ethnopharmacology:
Ethnobotany in herbal drug evaluation,
Impact of Ethnobotany in traditional medicine,
New development in herbals,
Bio-prospecting tools for drug discovery,
Role of Ethnopharmacology in drug evaluation,
Reverse Pharmacology.
We all have good and bad thoughts from time to time and situation to situation. We are bombarded daily with spiraling thoughts(both negative and positive) creating all-consuming feel , making us difficult to manage with associated suffering. Good thoughts are like our Mob Signal (Positive thought) amidst noise(negative thought) in the atmosphere. Negative thoughts like noise outweigh positive thoughts. These thoughts often create unwanted confusion, trouble, stress and frustration in our mind as well as chaos in our physical world. Negative thoughts are also known as “distorted thinking”.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Article Submission to the IACP – Police Chief Magazine Submi.docx
1. Article Submission to the IACP – Police Chief Magazine
Submitted February 9, 2010
The Untruthful Employee - Is Termination the Only Response?
By: Chief Ronal Serpas and Captain Michael Hagar,
Metropolitan Nashville
Police Department, Nashville, TN
Over the last many years law enforcement leaders have come
under increasing
pressure to answer the question: “What do I do with a law
enforcement employee
who has been proven to be untruthful in the work place?” Many
departments
have also been confronted with significant and far reaching
court decisions that
play a prominent role in this decision making process, as well
as vigorous
debates and lengthy court battles with labor organizations
around the issue of
truthfulness expectations in policy and disciplinary actions.
Beyond court
decisions and day to day management issues, in recent years the
US
Department of Justice has issued far reaching instructions on
the conduct of
federal law enforcement cases that may involve local and state
police employees
who have a history of being untruthful in the work place. There
have been
2. articles titled, “Disclosing Officer Untruthfulness to the
Defense: Is a Liars Squad
Coming to Your Town?”1, “Chief's Counsel: Should Police
Officers Who Lie Be
Terminated as a Matter of Public Policy?”2 and similar
discussions in this
magazine and others. In light of these critical and evolving
issues, a recent
decision from the Tennessee Court of Appeals analyzing the
procedures and
practices of the Metropolitan Police of Nashville Davidson
County, TN can be
instructive. Without disregarding the import and consequences
of Brady v
Maryland3 and Giglio v. United States4, this article proposes
that it should be the
public policy of law enforcement agencies that untruthful
conduct by a law
enforcement agency employee has a most damaging effect to the
day to day
efficient and effective service of policing. Moreover, the use of
untruthful
statements to avoid disciplinary action further undermines the
efficient and
effective service expected of American police departments.
Truthfulness by
employees is not only an issue of witness credibility in a court
of law; it is the
fundamental nature of law enforcement service and strikes to
the core of our
ability to provide effective and efficient service. As a result,
untruthful conduct,
when found, must be met with the most serious of disciplinary
action –
termination.
3. 1 Disclosing Officer Untruthfulness to the Defense: Is a Liars
Squad Coming to Your Town?,
Police Chief Magazine, November, 2005.
2 Chief's Counsel: Should Police Officers Who Lie Be
Terminated as a Matter of Public Policy?,
Police Chief Magazine, April, 2008.
3 Brady v. Maryland, 373 U.S. 83 (1963)
4 Giglio v. United States, 405 U.S. 150 (1972)
Serpas and Hagar
Page 1 of 9
http://www.policechiefmagazine.org/magazine/index.cfm?fuseac
tion=display&article_id=744&issue_id=112005
http://www.policechiefmagazine.org/magazine/index.cfm?fuseac
tion=display&article_id=744&issue_id=112005
http://www.policechiefmagazine.org/magazine/index.cfm?fuseac
tion=display&article_id=1458&issue_id=42008
http://www.policechiefmagazine.org/magazine/index.cfm?fuseac
tion=display&article_id=1458&issue_id=42008
http://www.policechiefmagazine.org/magazine/index.cfm?fuseac
tion=display&article_id=744&issue_id=112005
http://www.policechiefmagazine.org/magazine/index.cfm?fuseac
tion=display&article_id=1458&issue_id=42008
Ethical dilemmas have plagued many professions for centuries.
However, few
draw the attention, or more properly, the publicity, than those
involving law
enforcement officers. In a law enforcement agency, employees
are in a unique
occupation unlike any other because they testify under oath as a
job
4. requirement, and many testify frequently. They complete factual
reports based
upon their investigation and observations. These reports are
relied upon by
others, by internal groups to further investigations and often
used as critical
evidence in courts of law. These officers take enforcement
action, they secure
evidence, they maintain confidential information, they have
access to privileged
information, they handle drugs, money, guns, they process
crime scenes, they
maintain reports of crimes and accidents, and importantly, they
are authorized by
law to dispossess others of their constitutional rights and to use
deadly force
when appropriate. Simply put, a law enforcement official’s
word, and the
complete veracity of those words, is the fundamental
expectation of our service.
In all areas of a law enforcement agency, employee credibility
is essential to the
ability of the agency to carry out its mission. As agencies
remove sworn
personnel from some non-enforcement type roles and hire and
train civilian
personnel, many of these ethical issues also arise. In Nashville
for example,
civilian employees handle property and evidence, process crime
scenes, enter
and maintain crime reports, process crime statistics that drive
law enforcement
activities, and similar duties where a strong ethical duty exists.
In no small way,
we can also state that the fundamental duty of any employee of
5. a law
enforcement agency falls into the same category of complete
expectations of
absolute truthfulness in furtherance of the efficiency and
effectiveness of service
to the community.
The effectiveness of a law enforcement agency and its members
depends upon
community respect and confidence. The trust earned by the
department allows
its employees to operate efficiently. It is vitally important that
all employees of a
law enforcement agency conduct themselves in a manner
demonstrating
unquestionable integrity, reliability, and honesty consistent with
public
expectations. Whether interacting with citizens, testifying in
any court or legal
proceeding, or providing information in any official setting, the
efficiency,
effectiveness and success of a law enforcement agency rests
upon the reliability
of the member representing that agency.
From the very beginning, police officers are taught the
principles of the IACP Law
Enforcement Code of Ethics. The code begins by stating, the
“fundamental duty
is to serve the community” and it includes the pledge that “I
recognize the badge
of my office as a symbol of public faith, and I accept it as a
public trust…”. All
employees of the Metro Nashville Police Department and many
others
understand the obligation of accepting the public trust and
6. service to the
community. As we seek to provide clear standards and training
for our members,
we create policy statements, mission statements, ethical
manuals, and other
documents that seek to remind employees of these obligations,
as well as clearly
Serpas and Hagar
Page 2 of 9
demonstrate to the public at large the expectations for behavior
we hold critical.
These documents also end up becoming support for
departmental charges or as
evidence in politically elected or appointed boards who review
disciplinary
actions within police agencies. It was this factor that drove the
Metro Nashville
Police Department to reevaluate our policies, procedures, and
training -
specifically governing truthfulness.
The first goal of our department, and many others, is to provide
fair, efficient and
effective service to all our citizens consistent with our
established mission
statement, policies, procedures, rules, regulations, ethical
codes, and
administrative or executive orders as established by the
department or
government. To advance that mission, it is vitally important
that all departmental
employees conduct themselves in a manner demonstrating
7. unquestionable
integrity, reliability, and honesty. Whether interacting with
citizens, testifying in
any court or legal proceeding, or providing information in any
official setting, the
success of a law enforcement agency rests upon the reliability
of the member
representing that agency. This has become our guiding
principle with respect to
employee conduct. All other employee conduct is really a
derivation of those
general principles, whether it is a truthfulness issue or deficient
work
performance, they all directly relate to integrity.
If the public relies on the Police Officer or police employees to
maintain the public
trust, who can they, the public, then rely on to maintain the
trust of those law
enforcement officers and agency employees? It is the Chief
Executive Officer
and supervisors, at all levels, who create and enforce sound and
rational policies
to make it clear that untruthfulness and a lack of integrity by
any employee will
not be tolerated. It is the reviewing administrative bodies or
politically elected
officials, who are selected to represent the communities, who
support the
department heads in the fair enforcement of the policies and
further convey the
message that law enforcement officers must always behave in a
manner that
does not discredit themselves, their agency, or the community
they represent.
8. Recognizing that a fundamental and unequivocal duty of all
employees is to
promote the efficient and effective operation of department and
government
operation through the pursuit of lawful objectives, any conduct
which detracts
from this respect and confidence is detrimental to the public
interest. The
Louisiana Court of Appeals, in Rodriguez v. Board of Com'rs,
Port of New
Orleans held, and the Tennessee Court of Appeals found
persuasive, that “there
was a real and substantial relation between his untruthful
conduct and the
efficiency of the public service”5 Such behavior is therefore
prohibited under
applicable departmental policy.
When circumstances suggest that a member has engaged in
prohibited conduct,
it is the policy of the department to investigate and impose
disciplinary action
when appropriate. Simply stated, legal cause exists for
disciplinary action, when
5 Rodriguez v. Board of Com'rs, Port of New Orleans, 344
So.2d 436 (La.Ct.App. 1977)
Serpas and Hagar
Page 3 of 9
there is a real and substantial relation between the conduct of an
employee and
the efficient operation of the public service.6
9. In 2004 as many departments were considering the effects of
Brady and Giglio7
and as the US Department of Justice was revising its U.S.
Attorney manuals to
add police misconduct to its procedures for disclosing potential
impeachment
information8, the Metropolitan Police Department of Nashville-
Davidson Co, TN
implemented a sweeping change to its disciplinary and
deportment policies. In
June 2004, a complete overhaul of the disciplinary process was
published which
resulted in a grid or matrix for sanctions for sustained
violations of departmental
policies in general. But this revisions also provided specific
and detailed policies
regarding truthfulness and false or inaccurate reports – both
becoming for the
first time presumptive terminable offenses if the allegations
were sustained. The
MNPD also provided a specific charge for failing to report
misconduct and for
failing to cooperate/withholding information. A violation of
these provisions varies
by the nature of the conduct but can range up to termination.
The current policy
provisions state:
Honesty & Truthfulness
Employees shall be honest and truthful. Truthfulness shall apply
when an employee makes a materially false statement with the
intent to deceive. A statement is material when, irrespective of
its
admissibility under the rules of evidence, it could have affected
10. the
course or outcome of an investigation or an official proceeding.
False or Inaccurate Reports
Employees shall not knowingly make or allow or cause to be
made
a false or inaccurate oral or written report of an official nature.
Failure To Report Misconduct
Any department employee who observes or becomes aware of
any
act of misconduct by another employee of the government shall
immediately report the incident to their immediate supervisor or
the
most appropriate Metropolitan Nashville Police Department
(MNPD) supervisor (Violation of this provision may be charged
up
to and including the category of the underlying offense not
reported).
Failure to Cooperate/Withholding Information
6 Id. at 439.
7 Brady v. Maryland, 373 U.S. 83 (1963), Giglio v. United
States, 405 U.S. 150 (1972).
8 United States Attorneys’ Manual,
http://www.justice.gov/usao/eousa/foia_reading_room/usam/titl
e9/5mcrm.htm#9-5.100, retrieved
Feb. 6, 2010.
Serpas and Hagar
Page 4 of 9
11. http://www.justice.gov/usao/eousa/foia_reading_room/usam/titl
e9/5mcrm.htm#9-5.100
In accordance with established rights under law, employees
shall not
withhold any information pertinent to the investigation of any
matter,
whether internally or externally, investigated by any official
entity.
Additionally, any employee who withholds information or fails
to cooperate
with any internal investigation may be disciplined in addition to
any other
disciplinary action based upon conduct disclosed by the primary
investigation.9
Drawing upon those guiding principles and clear policy, it is
recognized that the
truthfulness and credibility of a member of a law enforcement
agency directly
affects two important areas-the effectiveness and the efficiency
of the agency at
conducting its operations. Many people confuse effectiveness
with efficiency.
They strive to become more efficient, but their effectiveness
doesn't always
improve. Sometimes, the price of greater efficiency is less
effectiveness. With
respect to truthfulness in a law enforcement agency, it can
easily be summarized
- effectiveness: producing desired effects, reaching desired
goals. Efficiency is
considered to be producing the desired effects without wasted
12. efforts. Even
simpler is to consider that efficiency refers to quantity where
effectiveness refers
to quality.
The practical effect of a loss of credibility or the creation, or
allowing to be
created a false or inaccurate report, or an untruthful oral or
written report in any
area of official communications, failure to report misconduct, or
failing to
cooperate and/or withholding of information dramatically
impairs the ability of the
department to operate at its most efficient level. All of these
examples are
breaches of the public trust described in the Code of Ethics.
Also important is
our ability to be effective in all our operations. A loss of
efficiency results in loss
of effectiveness. An inability to be effective makes the agency
less efficient.
There can be no balancing of these self imposed inefficiencies
or ineffective
behaviors in favor of the employee against the public’s
expectation of efficient
and effective police service. Therefore, an employee who, by a
loss of credibility
or loss of integrity, clearly subjects their work product to
legitimate and inevitable
attack and brings unnecessary scrutiny to the entire department
which
unnecessarily tarnishes the image of those who serve honorably.
Once
character and credibility has been destroyed by the actions of an
employee, the
employee will be tainted forever. Such conduct, particularly
13. untruthfulness of an
official nature, not only impairs the effectiveness of the officer
to conduct further
business on behalf of the department, but unreasonably impairs
the ability of the
department to operate efficiently. Clearly, the Chief Executive
and the agency
must take timely and decisive action to restore the integrity and
efficiency of the
service.
For almost two years, these clear policy statements went
uncontested by agency
employees. In the thirteen years prior to June 2004, eight
departmental
employees had been terminated for offenses characterized as
truthfulness or
9 MNPD General Order 09-03, Deportment and Personal
Appearance, October 16, 2009.
Serpas and Hagar
Page 5 of 9
dishonesty. Many of these offenses were so egregious as to
warrant no other
conclusion. None were for basic integrity issues or for what
may be
characterized as a zero tolerance for truthfulness. In October,
2005 these new
policies would be tested. In the four years it would take to fully
litigate that case,
ten more employees, sworn and civilian would be terminated for
truthfulness
14. related offenses.
The 2005 case, Garner v. Civil Service Commission of
Metropolitan Government
of Nashville10, now adjudicated by the Tennessee Court of
Appeals, arose from a
case that began when Officer Chris Garner, a six year veteran
assigned to the
Specialized Investigations Division, was running late to work.
He contacted his
supervisor via a cell phone direct connect feature. A
subsequent investigation
revealed his report of being late was not accurate. In fact he
had been stopped
for speeding by a state trooper, clearly in opposition of his own
statements that
reported heavy traffic conditions was the cause of his tardiness.
He also was
untruthful about why he had been stopped by the state trooper.
A simple
investigation into why an employee had been late for work
became an
exacerbated drawn out series of untruthful and false statements
by an employee
for the only apparent reason of avoiding discipline for being
tardy. The court
uses phrases such as “to aggravate the matter, he repeatedly
provided false
reports to his immediate supervisor…to avoid discipline and he
continued to
falsely answer questions…presented …during the ensuing
investigation”.11 He
was ultimately charged under the aforementioned policy
violation of false or
inaccurate reports. Garner requested and appeared at a
departmental hearing
15. before a disciplinary board and presided over by a Deputy
Chief, he was
recommended for termination; the final determination to
terminate was
authorized by the Chief of Police. Pursuant to rights granted
under the Civil
Service system of the city, he appealed his termination to the
Civil Service
Commission and was referred to an Administrative Law Judge
(ALJ). At the
hearing before the ALJ, the officer took the position that any
statements he may
have made did not violate any MNPD policy because the
statements were not "of
an official nature". The ALJ held that “Officer Garner
intentionally lied to
Sergeant Chestnut ... in order to avoid further disciplinary
action. Because
disciplinary action taken by the Police Department constitutes
business of an
official nature, any oral or written reports pertaining to or that
could result in
disciplinary action constitute reports of an official nature.”12
The Civil Service
Commission upheld the administrative judge's findings and
order. That decision
was appealed to the Chancery Court of Davidson County. After
a trial, the
Chancery Court reversed the Commission, holding that “the
Commission's
findings of fact that petitioner made false statements to his
supervisor are
supported by substantial and material evidence but that the
Commission erred in
its conclusion of law that the statements constituted an official
report.”
16. 10 Garner v. Civil Service Commission of Metropolitan
Government of Nashville, 2009 WL
3616614, (Tenn.Ct.App., 2009)
11 Garner, 2009 WL 3616614 at 7.
12 Id. at 1.
Serpas and Hagar
Page 6 of 9
Essentially, the Chancery Court held that the statements made
by the officer to
his supervisor were too informal to qualify as official
statements. It was the
reasoning of the Chancery Court that in order for the statements
to apply in the
employment context the officer would have to be called into the
supervisor's
office, asked the questions, and make the untruthful statements
in that office.
The Police Department and the City appealed. During the
appeal, it was not
disputed that the officer made false statements to his supervisor
during four
telephone conversations and thereafter in response to questions
by this
supervisor; the issue is whether any of the false statements to
his supervisor
constituted “an oral report of an official nature.” Ultimately,
the Court of Appeals
reversed the trial court and upheld the termination, stating in
part, “the matter of
discipline within the Police Department is an official matter”
17. and “Garner made
false reports to his immediate supervisor in a failed attempt to
avoid disciplinary
action and that the false statements were of an official
nature…by making false
reports of an official nature…constitutes a “Category AA”
offense punishable by
termination of employment; therefore, the termination…was in
compliance with
the official policies of the Police Department.” 13
Case law on termination relating to untruthfulness when the
untruthfulness is
related to official duties is well established through court
rulings in LaChance v.
Erickson and DeMauro v. Loren-Maltese.14 Important
however, from the holding
of the Tennessee Court of Appeals, was the recognition of the
findings from the
Louisiana Supreme Court in Rodriguez v. Board of Comm’ners,
Port of New
Orleans, 344 So.2nd 436 (La. Ct. App, 1977) which recognized
that “[n]ot all
conduct, however disapproving, will or is likely to impede the
efficiency of the
public service.”
In cases such as Leggett v. Northwest State College and
Brickman v. New
Orleans Aviation Bd., other courts have also held that a false
statement or report
must have a “real and substantial relation to the efficiency of
the public service”
for it to be of an official nature.15 “Legal cause for
disciplinary action exists if the
facts found by the commission disclose that the conduct of the
18. employee impairs
the efficiency of the public service. Of course there must be a
real and
substantial relation between the conduct of the employee and
the efficient
operation of the public service; otherwise legal cause is not
present, and any
disciplinary action by the commission is arbitrary and
capricious.”16. Based upon
the persuasive case law from Louisiana and the clear policies of
the department,
the Tennessee Court of Appeals reasoned that when Officer
Garner made his
reports, he knew he might be disciplined and the statements
were to avoid
discipline. The Court of Appeals determined that "the matter of
discipline within
13 Garner, 2009 WL 3616614 at 7.
14 LaChance v. Erickson, 522 US 262 (1998), DeMauro v.
Loren-Maltese, #98C8318, 2001 US
Dist. Lexis 12409 (N.D. Ill), et al.
15 Leggett v. Northwest State College, 140 So.2d 5, 9-10
(La.1962); see also Brickman v. New
Orleans Aviation Bd., 107 So.2d 422, 428 (La.1959).
16 Leggett, 140 So.2d at 9-10
Serpas and Hagar
Page 7 of 9
http://web2.westlaw.com/find/default.wl?tf=-
1&rs=WLW10.01&referencepositiontype=S&serialnum=196213
2823&fn=_top&sv=Split&referenceposition=9&pbc=24688ECF
&tc=-
1&ordoc=2020295715&findtype=Y&db=735&vr=2.0&rp=%2ffi
20. enforcement
officers is both a serious and terminable offense”, and even
more importantly,
“does not require progressive discipline”.18 The Supreme
Court of New Jersey
said it plainly in that some “disciplinary infractions are so
serious that removal is
appropriate notwithstanding a largely unblemished prior
record”.19
The effects of this case provided an excellent reminder for the
leadership of the
police department and for members of the department.
Recognizing that a
fundamental and unequivocal duty of all employees is to
promote the efficient
and effective operation of department and government operation
through the
pursuit of lawful objectives, any conduct which detracts from
this respect and
confidence is detrimental to the public interest. It is equally
detrimental to the
effectiveness of the department, the efficiency of department
operations and the
morale of all members. Such behavior is therefore prohibited
under applicable
departmental policy. In that most, if not all, of the policies and
procedures of
police departments across the country are designed to promote
the efficiency
and effectiveness of a department's ability to carry out its
mission and serve the
public.
Complete candor and fully truthful responses are required when
employees are
21. providing information or responding to inquiry related to any
official duty. When
circumstances suggest that a member has engaged in prohibited
conduct, it is
the policy, and necessarily an ethical obligation, of the
department to investigate
and impose disciplinary action when appropriate. Consider that
all disciplinary
actions for departure from expected standards of conduct, not
only integrity or
truthfulness, are really based upon the standard that the conduct
would "impede
the efficiency" of the department, thus giving legal cause for
the disciplinary
action. As agency heads, we do not terminate employees
lightly, without just
cause and without due deliberation. For it is a significant, often
traumatic, event
for not only the employee, but for the agency and even for the
community. The
law enforcement employee is a steward of the people’s trust and
often his or her
oath of office was taken with the pledge that they will serve
their community
honestly and faithfully. A betrayal of that oath is a violation of
policy and is a
violation against the community as a whole and the disciplinary
action taken by
an agency head is taken on behalf of the community. Lest we
forget our
17 Garner, 2009 WL 3616614 at 8
18 City of Tampa and Hillsbororough County Police Benevolent
Association, 109 LA 453, 458 (Sill,
1997)
22. 19 John Carter v. Township of Bordentown, Docket No A-16-
06, June 20, 2007.
Serpas and Hagar
Page 8 of 9
Serpas and Hagar
Page 9 of 9
obligation as agency heads to act on behalf of the community.
Courts and
administrative hearing boards from Washington State to
Tennessee and from
New Jersey to California continue to uphold the principle that
untruthfulness,
when committed by a law enforcement officer related to official
business or to
avoid discipline, is a terminable offense.
The most important lesson derived from this event within our
department and the
resulting Tennessee Court of Appeals decision would be the
reminder that one of
our most important obligations, as Chiefs and supervisors, is to
establish clear
and unambiguous policies which promote the effective and
efficient operation of
department operations and to properly counsel and advise those
employees we
are responsible for. We must emphasize and counsel
employees, both in
policies and practice that employees must always demonstrate
the professional
integrity expected of them by the public in their behavior. An
23. important aspect of
that counsel is to share the importance of adhering to the
integrity standards
described in the oath of public service that, as law enforcement
officers, we all
proudly take. It is the duty, a fundamental duty, of police
officers to adhere to
these principles and of police supervisors to ensure appropriate
levels of
accountability. It is a right of citizens to expect nothing less
from their law
enforcement agencies and officers to act efficiently and
effectively, with integrity.