City of Rochester’s Post

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Jaw drop. To the cop on the street it always seemed that events like NYE and 4th of July sneak up on ‘the job’ every year. This is HUGE for morale and more importantly, families. I think not knowing if your days off will be your days off till the day prior must be in the top three reasons cops leave this job early. Won’t be perfect to start, but what a fantastic start! Issues that may come about would be those officers who may sign up for too many details and overworking themselves and on the other side, how would it be perceived for some officers to make a significant more overtime than others, aka ‘keeping it even’. Maybe some kind of metric where officers will be required to maintain a certain number as well as a ‘cap’. One idea may be to ‘block’ RDOs, should a member have a child’s birthday, anniversary etc, they can select a certain number of RDOs in which they request to not work a detail. A lot of items to consider, but getting it off the ground is the hardest step, BRAVO SIR!

The NYPD is the most antiquated police system in the world. It’s hardly something leadership should be proud of. The commission should take a hard look at other police departments around the world to see how the most effective leadership works. Not only are the policies outdated and officer pay hardly enough to live nowadays, effective communication-agency-wide is poorly communicated and organized. Equipment that is so old, uses unclear radios, and needs a massive upgrading too. Recruitment is at an all-time low due to a poor morale and NYPD image. NYC leadership prefers to party-down at discos and clubs (Mayor Adam’s) rather than train and manage a failing police force. I hope they take a good look at their own.

Building in exposures to deceleration, acceleration, change of direction and (near) top-end speed is often overlooked in police academy PT. Unfortunately, these are also often the areas where we commonly see injury. Preparing recruits and improving tolerance to these activities will improve resilience and durability over the long run. #police #policeacademy #firstresponders #strengthandconditioning #tacticalstrengthandconditioning

Who invented modern-day policing? Did you know that when the current policing model was established, police officers weren’t even allowed to vote? Check out my newest YouTube video for more. #policing #lawenforcement #policefoundations

Let's breakdown the three most important factors in becoming a police officer in 2024!

The culture within police departments can significantly influence officers' behavior and public interactions. Delving into the ideology and culture of police offers insights into how norms and values shape policing. A must-read for anyone in the criminal justice field. #OrganizationalCulture #CriminalJusticeReform

What a horrible idea! This has been tried before and has usually ended up in disaster and scandal. Just a few examples are: LAPD - Rampart Scandal, Miami PD - River Cops Scandal, Memphis PD - Tyre Nichols Scandal, and Washington DC Metro Police - Rush To Hire Scandal. Just another example of Cities and Law Enforcement Agencies not paying attention to history and making the same mistakes over and over again. When you hire unqualified and unsuited people for Law Enforcement positions you are doing a disservice to the profession, your agency, your officers, and your community. Never lower your hiring standards! International Association of Chiefs of Police Police Executive Research Forum National Police Chiefs' Council National Police Association National Policing Institute National Association of Women Law Enforcement Executives National Sheriffs' Association Police Strategy Forum California Police Chiefs Association CA Commission on POST Southern Police Institute

Great video, with great insight about being a Police Officer.

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