NEOGOV Insight - Application Detail 00259 - Police Chief Contact Information -- Person ID: 12931329 Name: Bernadette A. DiPino Home Phone: Email: Address: Ocean City, Maryland 21842 US Alternate Phone: Former Last Name: Hays Personal Information Driver's License: Can you, after employment, submit proof of your legal right to work in the United States? What is your highest level of education? Yes, Maryland , Yes Bachelor's Degree Education College Salisbury State University 9/1991 - 5/1995 Salisbury, Maryland Did you graduate: Yes College Major/Minor: Liberal studies (political science, sociology, literature) Degree Received: Bachelor's Work Experience Chief of Police 4/1988 - Present Town of Ocean City 6501 Coastal Hwy Ocean City, Maryland 21842 (410) 723-6633 Hours worked per week: 40 Monthly Salary: $12,000.00 # of Employees Supervised: 270 Name of Supervisor: David Recor - City Manager May we contact this employer? Yes Duties Manage and oversee all police related operations, budget, grants, policy development and implementation, collective bargaining agreements and crime fighting strategies including community policing. Reason for Leaving Still employed. Eligible to retire Police Detective/Officer 9/1985 - 4/1988 Baltimore County Police 700 East Joppa Rd Towson, Maryland 21286 (410) 887-2214 Hours worked per week: 40 Monthly Salary: $1,500.00 # of Employees Supervised: 0 Name of Supervisor: Leo Matrangola - Lt. May we contact this employer? Yes Duties Patrol officer and investigator for various crimes including vice-narcotics, criminal investigations and traffic Reason for Leaving Transfered to Ocean City Police Dept. Family move Certificates and Licenses Type: Maryland Certified Officer Number: 131604 Issued by: Maryland Police Training Commission Date Issued: 1 /1986 Date Expires: 6 /2013 Skills Office Skills Typing: https://secure.neogov.com/...iew_resume.cfm?Print=Y&JobID=475280&ResumeID=30798948&GetJSUserIDFromResume=yes[8/20/2012 4:24:16 PM] NEOGOV Insight - Application Detail Data Entry: Other Skills see resume various skills Expert - 26 years and 9 months Additional Information Additional Information See Resume for full details References Professional Dare, Dennis Former City Manager 14139 Sea Captain Rd. Ocean City, Maryland 21842 (410) 250-1650 dennis1650@gmail.com Professional Craze, Jim Police Chief Greenbelt, Md (240) 508-8971 jcraze@greenbeltmd.gov Professional Gavrilis, John Chief of Police Maryland Transit Administration (443) 271-2826 jgavrilis@mtamaryland.com Professional Harmel, Larry Executive Director Maryland Chiefs of Police Association (410) 299-2011 lharmel@jhu.edu Professional Kruger, Karen Attorney (443) 955-4655 kkruger@fblaw.com Professional Laramore, Chris Fire Chief (443) 880-8950 claramore@oceancitymd.gov Professional Marsh, Barry Retire FBI (410) 596-2737 mrshbrr@verizon.net Professional Massey, David Police Chief Ocean Pines former Ocean City Police Chief (443) 513-0049 DMassey@oceanpines.org Resume https://secure.neogov.com/...iew_resume.cfm?Print=Y&JobID=475280&ResumeID=30798948&GetJSUserIDFromResume=yes[8/20/2012 4:24:16 PM] NEOGOV Insight - Application Detail Text Resume Bernadette DiPino Ocean City, Maryland 21842 EDUCATION: Bachelor of Arts Degree, Liberal Studies, Salisbury State College, May 1995 GPA: 3.85 Kappa Kappa Phi Honor Society Inductee Federal Bureau of Investigation National Academy, Graduate 204th Session, January 7- March 16, 2001 GPA: 4.0 CERTIFICATIONS: o Maryland Certified Police Officer since 1985 Graduated top 5 Baltimore County Police Academy class vice-president o FBI Security Clearance o Maryland Certified Instructor o Graduate of Executive Leadership Training (1 of only 400 in country to date) PROFESSIONAL EXPERIENCE: Ocean City Police Department Ocean City, Maryland Chief of Police: current position appointed March 17, 2003 (nine years) o Selected from 144 candidates in worldwide search. o Manages and leads the second largest municipal police agency in Maryland with 105 full-time police officers, 110 seasonal police officers, and 60 civilian employees o Prepares and manages an $18,000,000 annual budget (saved over $2.5 million dollars in tax money in the last four years) o Manages a collective bargaining agreement with a strong police union (instrumental in the negotiation process ensuring management rights) o Leads with a strong community policing philosophy (developed a concept called TEAM, teaching effective alcohol management, which is a collaborative partnership between the police and liquor establishments to develop best practices and strategies for managing bars and night clubs) o Successfully directs police strategies and deployment (over the last nine years consistently showing a reduction in serious crime.) (8.9% reduction in 2011) (Successfully civilianized police positions to create efficiencies and put police resources back into the community) o Routinely develops and maintains federal, state and local law enforcement, community, business and government partnerships in an ongoing effort to collaboratively and creatively reduce and prevent crime and crime issues (currently houses a federal agency in police headquarters giving the Ocean City Police access to vital resources and personnel) o Coordinates disaster planning for the agency (attended several National Hurricane Conferences and mitigated several hurricanes, Nor'easters, and a tornado) o Responsible for department policy (updated outdated policy and implemented a Matrix of discipline standardizing outcomes in police misconduct cases) o Develops national policy standards (member IACP commission which developed policy for handling and preventing police sexual assaults and misconduct) o Extensive media training and experience (successfully navigated national media interviews for several high profile cases) o Plans and implements departments goals (Chief's priorities are high visibility, strict enforcement of the law, and professionalism) o Extensive leadership training (violence against women leadership training, reducing liability training) Acting Chief of Police: appointed Oct. 1, 2002-March 16, 2003 Upon former chief's retirement assumed full duties and responsibilities of police chief while town conducted international search for new chief Acting Major: appointed July 2002-September 30, 2002 Was selected to replace the current chief as interim leader while city conducted search for new chief. Lieutenant: appointed 1998-2002 o Commanded various shifts and divisions within the police department including commanding the department's quick response team (SWAT/Hostage Negotiators) o Testified before Senate Committee: Laser pointer bill was made into State Law, 1999 https://secure.neogov.com/...iew_resume.cfm?Print=Y&JobID=475280&ResumeID=30798948&GetJSUserIDFromResume=yes[8/20/2012 4:24:16 PM] NEOGOV Insight - Application Detail Sergeant: 1995-1998 Police Officer First Class: 1993-1995 Narcotics Detective: 1988-1993 Baltimore County Police Department 1985-1988 Baltimore County, Maryland Patrol Officer Selective Enforcement Unit Investigator Detective-Vice-Narcotics Unit Professional Affiliations: o o o o o o o o Member-Maryland Municipal League- Police Executive Forum: past Secretary Appointee to IACP Executive Committee representing states of Maryland, Delaware, New Jersey Member IACP Foundation Board Life Member-Maryland Chiefs of Police Association: Past President Maryland Representative for State Association of Chiefs of Police (SACOP) FBI National Academy Associate Member Life member of Mid Atlantic Association of Women in Law Enforcement Member of National Association of Women in Law Enforcement Board Appointments: o Vice Chair- Maryland Police Training Commission (Governor appointed board responsible for standards and training curriculum for Maryland police officers) o Governor appointee to commission to develop policy for Missing and Vulnerable Adults o Member of Governor commission to study Death penalty in Maryland o Pre-trial Justice Working Group, Criminal Justice System Sub-committee IACP representative o Member of Wilmington College Criminal Justice Advisory Board o Former member of Wor-Wic Community College Foundation Board Community Involvement: o St. Luke's Catholic Church - Mass coordinator, Lecture, Eucharistic minister o Honorary Volunteer Firefighter: Ocean City Volunteer Fire Department o Coordinator for Ocean City Police Annual Christmas Needy Drive Professional Recognition: o Officer of the Year: Baltimore County Police, American Legion, 1987 o Officer of the Year: Ocean City Neighborhood Watch, 1993 o Officer of the Year: Mid Atlantic Association of Women in Law Enforcement, 1997 o Chief of Police Award: Outstanding performance in 1 year narcotics operation, 1989 o Outstanding Performance of Duty: Worcester County Drug & Alcohol Award, 1993 and 2006 o Commitment Award: Ocean City Neighborhood Watch, 1995 o Citizen of the Year: Knights of Columbus, 2006 o Person of the Year: Ancient Hibernians, 2006 Departmental Awards: o o o o o o o o o o o o o o o o Commendation, 1989, Disarming suicidal subject Commendation, 1990, Homicide Investigation Excellent Police Service, 1993, Suicide subject investigation Excellent Police Service, 1995, Apprehension two homicide suspects Excellent Police Service, 1995, Performance at homicide shooting Rancho Apts. Excellent Police Service, 1997, Search Warrant executed by QRT Excellent Police Service, 2000, Performance during Royalton Fire Excellent Police Service, 2001, Performance at 45th Street Village Meritorious Service, 1992, Commitment to Narcotics Unit Special Commendation, 1998, Quick actions with child in respiratory distress Unit Citation, 1990, Outstanding Narcotics Unit Unit Citation, 1995, Outstanding Community Policing Unit Unit Citation, 1996, Outstanding Boardwalk Shift Unit Citation, 1998, Outstanding Shift performance Unit Citation, 1999, Outstanding QRT tactical call out, suicidal male Unit Citation, 2001, QRT incident, recovered 3 kidnapped children https://secure.neogov.com/...iew_resume.cfm?Print=Y&JobID=475280&ResumeID=30798948&GetJSUserIDFromResume=yes[8/20/2012 4:24:16 PM] NEOGOV Insight - Application Detail Instructor: o o o o o o o o o o o o o o o o Certified instructor for State of Maryland Firearms Defensive Tactics (FBI training) Self defense for women Straight baton Domestic violence Suicide/Crisis intervention Handling mentally unstable people Cultural diversity Effective communication Community policing Policy for handling sexual assaults and sexual misconduct by police officers SWAT tactics Leadership panel (sat on panel discussing leadership experience/lessons learned) Drug program (like DARE) Maintaining relationship between Chief and Elected officials Community Policing Experience o Certified Community Policing Instructor since 1995 o Trained over 1000 police officers o Developed and implemented community policing philosophy department wide for OCPD 1995-1996 o Managed Community Policing Unit for OCPD (Bike and Mounted Units) o Developed and maintain numerous partnerships with various city departments as well as business owners and citizens o Management philosophy as Chief of Police: Community Policing Managed, developed or participated in the following Community Policing initiatives: o RAAM-reduction of alcohol availability for minors: a program geared at education and enforcement of alcohol laws to bar owners, liquor storeowners, and under 21 individuals (manage and participated in) o TEAM-teaching effective alcohol management a program aimed at partnering with nightclubs to develop standard practices and share success stories with fellow nightclub owners. Ensure nightclubs and alcohol establishments share in civic responsibility of ensuring patrons get home safely from their establishment. (created and implemented program) o Play it Safe-a citywide program geared toward providing safe, alcohol and drug free activities for high school graduates. Program is geared toward reducing alcohol related deaths and injuries to recent high school graduates. (participated in and supports programs as well as member of committee who raises money and organizes program) o Pedestrian Safety-program which targets drivers who fail to yield to pedestrians in cross walk. Drivers are rewarded when they stop for pedestrians. (created concept) o Night Club safety initiatives-partnered with alcohol establishments to standardize rules for management of clubs (created and implemented concept) o Neighborhood Watch-citizen groups who watch out for their neighborhoods to report crime, implement crime prevention strategies and assist the police with information about suspicious activities and behaviors. (participated in meetings and support as a manager of the police department) o Citizen outreach training programs-develop and teach crime prevention concepts including identity theft and preparedness (created advanced citizens police academy concept and topics) o Citizen engagement through the use of technology-in an attempt to ensure citizens received unfiltered information traditionally received from the media, the OCPD developed mediums to share information with citizens. Citizens can now sign up to receive emails with all OCPD press releases. (created and manages) o Instructor for citizen's police academy o Uses Twitter account to keep citizens informed (OCPDChiefDiPino) Attachments Attachment File Name File Type Answers to Five Questions Answers to Five Questions Other Agency-Wide Questions 1. Q: I understand that the City of Sarasota only hires U.S. Citizens and lawfully authorized alien workers. Identification and proof of citizenship or authorization will be required if a conditional job offer is made. Are you a U.S. Citizen or National or a lawful permanent resident or person granted refugee or asylum status and authorized to work in the United States? https://secure.neogov.com/...iew_resume.cfm?Print=Y&JobID=475280&ResumeID=30798948&GetJSUserIDFromResume=yes[8/20/2012 4:24:16 PM] NEOGOV Insight - Application Detail A: Yes 2. Q: Can you perform the duties of the position for which you are applying? A: Yes 3. Q: Please select the appropriate response regarding your employment with the City of Sarasota: A: Never Employed by the City of Sarasota 4. Q: If "Former City of Sarasota Employee" provide dates employed, job titles, departments worked, and reasons for leaving: A: 5. Q: Do you have relative(s) working for the City of Sarasota? A: No 6. Q: If "Yes", provide name(s), relationship to you, and position with the City: A: 7. Q: Have you ever been convicted of a crime or forfeited bond? Answering "Yes" to this question does not necessarily disqualify you from employment with the City of Sarasota; however, misstatements or omissions of material fact could cause an offer of employment made by the City of Sarasota to be withdrawn, or employment with the City terminated. A: No 8. Q: If you answered "Yes" to the above conviction/bond question, please provide full details including dates and locations: A: 9. Q: Has your Driver's License ever been suspended or revoked? A: No 10. Q: If "Yes" provide full details including dates and reasons: A: 11. Q: Do we have permission to check with your current employer? A: Yes 12. Q: Were you discharged or forced to resign from previous employment? A: No 13. Q: If "Yes" provide full details including dates, reasons, names and addresses of employers: A: 14. Q: Where did you initially learn about the position you are applying for today? A: Other Website 15. Q: If "City Employee" please give their name: A: 16. Q: If any of the "Other" boxes were checked please specify: A: IACP web page 17. Q: Have you served in any U.S. Military Service? A: No https://secure.neogov.com/...iew_resume.cfm?Print=Y&JobID=475280&ResumeID=30798948&GetJSUserIDFromResume=yes[8/20/2012 4:24:16 PM] NEOGOV Insight - Application Detail 18. Q: Veteran's Preference (Florida Residents Only per Chapter 98-33, Laws of Florida) Chapter 295.07, Florida Statutes, provides preference in appointment and retention in employment to veterans of any period of wartime service as defined in subsection 1.01(14), Florida Statutes. Subsection 1.01(14), Florida Statutes, as amended by Chapter 92-80, Laws of Florida, effective April 8, 1992, defines the terms "Veteran" and the periods of wartime service as follows: 1.01 Definitions: (14) The term "Veteran" means a person who served in the active military, naval, or air service and who was discharged or released therefrom under honorable conditions only or who later received an upgraded discharge under honorable conditions, notwithstanding any action by the United States Department of Veterans Affairs on individuals discharged or released with other than honorable discharges. To receive benefits as a wartime veteran, a veteran must have served during one of the following periods of wartime service: (d) World War II: December 7, 1941 to December 31, 1946 (e) Korean Conflict: June 27, 1950 to January 31, 1955 (f) Vietnam Era: February 28, 1961 to May 7, 1975 (g) Persian Gulf War: August 2, 1990 to January 2, 1992 (h) Operation Enduring Freedom: October 7, 2001 TBD (i) Operation Iraq Freedom: March 19, 2003 - TBD The applicant must have served at least one day during a wartime period to be eligible for Veterans' Preference. Active duty for training does not qualify for Veterans' Preference. Please mark the box below related to the type of Veterans' Preference you are claiming: A: 19. Q: To claim Veterans' Preference, the following documentation must be included at the time you submit your application. (1) Veterans, disabled veterans, and spouses of disabled veterans shall furnish a Department of Defense (DOD)Document Form DD-214 or military discharge papers, or equivalent certification from the Veterans Administration (VA), listing military status, dates of service and discharge type. (2) Disabled veterans shall also furnish a document from the DOD, the VA, or the Division of Veterans Affairs certifying that the veteran has a serviceconnected disability. (3) Spouses of disabled veterans shall also furnish either a certification from the DOD or the VA that the veteran is totally and permanently disabled or an identification card issued by the Division of Veterans Affairs; spouses shall also furnish evidence of marriage to the veteran and a statement that the spouse is still married to the veteran at the time of the application for employment; the spouse shall also submit proof that the disabled veteran cannot qualify for employment because of the service-connected disability. (4) Spouses of persons on active duty shall furnish a document from the DOD or the VA certifying that the person on active duty is listed as missing in action, captured in line of duty, or forcibly detained or interned in line of duty by a foreign government or power; such spouses shall also furnish evidence of marriage and a statement that the spouse is married to the person on active duty at the time of that application from employment. (5) The unremarried widow or widower of a deceased veteran shall furnish a document from the DOD or the VA certifying the service-connected death of the veteran, and shall further furnish evidence of marriage and a statement that the spouse is not remarried. (6) Spouses of persons eligible to claim preference shall furnish certification from the VA that the veteran has a total and permanent service-connected disability. A: Not Applicable. I did not serve in the U.S. Military. Supplemental Questions 1. Q: Are you a State of Florida certified Police Officer? (If you answer No to this question, you must become certified within six months of employment.) A: No 2. Q: Do you have a valid Driver's License? A: I have an out of state Driver's License 3. Q: Which of the following best describes your highest level of education? A: Bachelor Degree 4. Q: How many years of police operations experience do you have? A: 15+ years 5. Q: How many years of managerial experience do you have? A: 10-14 years 6. Q: Which best describes your level of public speaking experience? https://secure.neogov.com/...iew_resume.cfm?Print=Y&JobID=475280&ResumeID=30798948&GetJSUserIDFromResume=yes[8/20/2012 4:24:16 PM] NEOGOV Insight - Application Detail A: Advanced 7. Q: Describe your most difficult public speaking experience and what you learned from it. A: The most difficult public speaking experience for me was during a sensitive criminal investigation. The case gained national exposure and I had to manage the operations side of the case as well as handle the media inquiries. I have extensive training in media relations. This event caused me to learn to deal with national TV like FOX news and Nancy Grace as well as handling the local media. Quick decisions had to be made as to what could be released as we continued to maintain the integrity of the investigation. I learned there is no such thing as off the record for national media as well as how to keep the media satisfied as they waited for updates. In the end our agency looked professional and handled the incident appropriately. The case involved a woman who buried her self-aborted babies in and around her home. It was challenging to deal with national exposure and the pressure to look and act professional across the nation placed a heavy burden on me and the agency. Training and some experience with the media prepared me to handle this but until you are confronted with it first hand on this level, you really don't understand the intensity and stress you experience. I was/am happy with my handling of that event. 8. Q: How many years of patrol supervisory/managerial experience do you have? A: 15+ years 9. Q: How many years of investigations supervisory/managerial experience do you have? A: 15+ years 10. Q: Have you directly supervised a variety of departments/functions? A: Yes 11. Q: Number of employees supervised: A: 200+ employees 12. Q: How many years of government experience do you have? A: 5-9 years 13. Q: How many years of law enforcement experience do you have? A: 15+ years 14. Q: How many years of budget management experience do you have? A: 10+ years 15. Q: How many years of experience do you have dealing with collective bargaining, labor relations issues, administration of labor agreements and grievance processing? A: 5-9 years 16. Q: Have you represented management's position at collective bargaining sessions, and if so, please describe: A: While I do not sit at the table during collective bargaining sessions, I appoint trusted commanders to represent management and me at the table. I know everything that happens at the table and I ultimately have the authority to say yes or no about a management rights issue. In my opinion, it is not good to have the person who can say yes or no at the table to negotiate. Collective bargaining was enacted the year I became chief. The union fought for many years to get a referendum to allow collective bargaining with binding arbitration on the voter's ballot and it passed. I am involved in every decision made for the contract and have ensured management's rights have been preserved. I studied collective bargaining agreements from across the nation to ensure we did not get an agreement which took away our right to hire, fire, transfer, promote, discipline or manage our department in any way. I am very familiar and active during with the whole process. 17. Q: Regarding the above question, what unions were involved and what actions did you personally initiate to improve labor/management relations? A: The FOP (Fraternal Order of Police) currently manages my department's collective bargaining https://secure.neogov.com/...iew_resume.cfm?Print=Y&JobID=475280&ResumeID=30798948&GetJSUserIDFromResume=yes[8/20/2012 4:24:16 PM] NEOGOV Insight - Application Detail contract. I currently have a very good relationship with my union leadership. I have an open door policy for the union leadership and periodically meet with the union president to discuss issues. Each union leader has my cell phone and is encouraged by me to call at anytime if there is an issue they want or need to discuss. I also include the union in processes to develop and implement policy and practices. It is better to have their buy in during the process so they can't complain about it and can actually help ensure the policy or practices are followed, understood, and implemented. While I enlist union input, I still make the policy decisions. 18. Q: Have you initiated and implemented best practices in your law enforcement career? If yes, please describe: A: When appointed to Chief of Police I developed a long-term strategic plan. I had three areas I wanted to address during my tenure- planning, standardization and use of technology to make our department more efficient and effective. The standardization dealt with the initiating and implementing of best practices into our general orders manual and standard operating procedures. Our general orders manual had not been updated since 1988. We did not even have standard operating procedures. To date we have incorporated significant changes to our general orders manual and have incorporated standard operating procedures. I hired and use an outside consultant to assist in this process. I have one command staff member who as part of his duties develops, updates and writes policy. We are not accredited with CALEA but use their standards manual as well as IACP (International Chiefs) best practices and standards for our agency. We were able to develop and implement a policy that has helped with moral and efficiency in our agency- a matrix of discipline policy. Over the years I often heard police officers complain the disciplinary process was unfair and was applied differently to some officers. While this wasn't true I was unable to prove it because disciplinary matters are confidential and personnel matters. To ensure the rules and policies were clear and easy to understand the matrix was developed. The command staff gave feedback as well as the union. The matrix clearly spells out what are violations of policy and practice and then clearly details the discipline for each offense. The latitude to raise or lower the recommended discipline has parameters to follow to justify going above or below the recommended discipline and the chief of police has the final say in the matter. Since implementation of the matrix there have been no complaints or grievances about the disciplinary process. 19. Q: What was the most difficult change initiative you have managed? What would you do differently? A: The most difficult change initiative for me has been appointing my own command staff. After over nine years as chief I finally have a command staff I personally tested and selected. When I first made chief I asked my supervisors, the police commission at the time, to allow me to revamp my command staff. I had four captains then. Three of the captains were not supportive of my appointment. Two of the three had competed against me for the chief's job. The third captain made it clear that he was not in support of my appointment. Over the years through management strategies and retirements I was eventually able to hold processes to select my own staff. The one thing I would have done differently was to hold my ground and ask to change the commanders as a condition of my appointment. Even though the years were challenging, I learned how to handle and overcome difficult people and situations. Our agency was able to move forward with modern and progressive initiatives in spite of the resistance to change by these commanders. I learned the value of buy in and collaboration. I also found an inner strength and vision that would not be deterred just because I had a difficult group of people to lead. I found putting the right people in my command staff has made for a more productive department as well as reduced liability for the city, the agency and me. This challenge has made me a better leader in dealing with adversity. 20. Q: Describe a change initiative you have led in the area of law enforcement: A: When at an IACP (International Chiefs of Police) conference a few years ago I attended a seminar about sexual assaults committed by police officers. It was more of a round table discussion about the topic and a sharing of ideas as to whether such a problem existed in the law enforcement world. Based on that session and my participation in it, I was selected to sit on a committee to develop policy and practices related sexual misconduct and sexual assaults committed by police officers. Our group produced a product for the IACP and I have taught the topic to three significant groups-once at the IACP conference in Chicago this past fall, once to a group of women commanders from Illinois at the Hamburger Institute in Chicago and once to a group in Dallas for the Violence Against Women conference. I have also sat on a committee studying injuries to police officers and how to develop best practices to reduce and eliminate them. I am currently a member of a Pre-trial justice working group as part of the criminal justice system sub-committee for the IACP. The group, which is made up of various groups including defense attorneys and victim advocates, is looking to develop best practices in the justice system related to how and on what conditions an arrested person is released. 21. Q: Do you have any advanced police training? If yes, please explain: https://secure.neogov.com/...iew_resume.cfm?Print=Y&JobID=475280&ResumeID=30798948&GetJSUserIDFromResume=yes[8/20/2012 4:24:16 PM] NEOGOV Insight - Application Detail A: Yes. FBI National Academy 10 week course in advanced administrative police leadership 2 week command school Maryland Police Training Commission SWAT team Commander school Hostage Negotiator schools Firearms instructor/trainer school FBI defensive tactics instructor certification school Advanced police liability training Community policing certified instructor training Graduate of Executive Leadership training (violence against women) 1 of only 400 in country to attend to date Maryland Instructor School 2 week DEA school Various leadership classes and seminars hosted by Maryland Chiefs, FBINA, MML police executive group, and IACP Basic Anti Terrorism Tactics for Law Enforcement conferences Schedules to attend Leadership in Police Organizations in Fall 2012 and instructor training in winter 2013 to teach the Leadership course. 22. Q: Do you have experience with Community Policing and Problem-Oriented Policing best practices? If yes, please describe: A: Yes. When I was promoted to Sergeant in 1995 I was put in charge of the brand new community policing unit. I attended training, became a Maryland certified community policing instructor and taught the topic to every officer hired and working in our agency. I also taught to hundreds of new police officers on the Eastern Shore of Maryland at the Criminal Justice Academy. I eventually talked my chief at the time into changing from a community policing unit which had bike and mounted officers attached to it to a department wide philosophy. I talked myself out of a position, but believed in the concept so much I knew it needed to be practiced by everyone in our agency to really work and be successful. To this day our department uses community policing and problem solving to deal with crime and crime related issues. It is the center of my crime fighting approach. Officers feel satisfaction and empowered to deal with crime in creative and original ways. They are encouraged to think of new and original ways to deal with crime other than just arresting people. While arresting and detecting criminals will always be part of law enforcement, applying SARA (scanning, analyzing, responding and assessing) to problems and crimes, uses resources more efficiently and effectively to reduce crime and the harm from crime. One of the first initiatives I implemented using community policing and problem oriented policing was lining up public transportation buses in front of crowded night clubs and bars to drive intoxicated patrons safely home. I placed officers on these buses to ensure safety to the riders and driver. By having extra buses in front of the establishments crowds who normally had to wait at bus stops watching full buses pass, who fought and damaged those full passing buses, now has valet bus service. The fights and damaged buses diminished significantly. Officer injuries related to this incidents became non-existant. We still do this practice today some twelve or so years later. https://secure.neogov.com/...iew_resume.cfm?Print=Y&JobID=475280&ResumeID=30798948&GetJSUserIDFromResume=yes[8/20/2012 4:24:16 PM]