Fall 2010/Volume 5, Number 1
NOBLEâ€™s 32 President Patrick R. Melvin Goals for the Coming Year
The official publication of the National Organization of Black Law Enforcement Executives
Table of Contents 3
From the Executive Editor
NOBLE’s 32nd President: President Melvin’s Agressive Goals for the Next Year
Who Wants to Win the President’s Challenge?
7 Patrick R. Melvin– NOBLE National President Jessie Lee – NOBLE Executive Director/ NOBLE Actions Executive Editor Najuma Thorpe – NOBLE Actions Editor Eileen Flowers – Copy Editor Aaron Brooks – Circulation
Youth Violence and Youth Education: Why It’s So Important to NOBLE
Continuing Education: Partnerships for NOBLE Members
NOBLE 2010-2011 Executive Board
©Copyright 2010, by the National Organization of Black Law Enforcement Executives. Reproduction without express permission is strictly prohibited.
Police Officers and Depression: The Hidden Secret
Offender Reentry: The Basics
Message from President Melvin
Present a Workshop at the CEO Symposium or Annual Conference
NOBLE CEO Mentoring Program: Preparing Law Enforcement Leaders
Special Message to Sponsors
NOBLE 2011 Annual Conference
Transportation Security Administration Expands Its Commitment to Diversity
On the Cover: NOBLE National President Patrick R. Melvin
NOBLE Actions is published quarterly. Fall 2010, Volume 5, Number 1. Subscriptions for non-members are available upon request for a fee of $15. NOBLE Actions is published by the National Organization of Black Law Enforcement Executives (NOBLE), 4609-F Pinecrest Office Park Drive, Alexandria, VA 22312. POSTMASTER: Send address changes to the National Organization of Black Law Enforcement Executives, 4609-F Pinecrest Office Park Drive, Alexandria, VA 22312. Phone: (703) 658-1529; Fax: (703) 658-9479; Email: email@example.com; Website: www. noblenational.org. ©2010 National Organization of Black Law Enforcement Executives, all rights reserved. The opinions and ideas appearing in this magazine are not necessarily representative of the policies of NOBLE. Manuscripts and advertisements are welcome, although NOBLE reserves the right to edit manuscripts and refuse advertisements. Contact editor for advertising rates and information. Appearance of advertisement does not imply endorsement or a guarantee of the advertiser’s claim.
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From the Executive Editor Dear NOBLE Actions Readers: It is a critical time in our nationâ€™s history. As law enforcement executives, we have been challenged by an array of major issues confronting the various departments within law enforcement, including personnel issues, rising crimes, and efforts to enforce laws and protect the citizens. The good news is that NOBLE understands the urgency and has always been ready to meet the challenge. NOBLE Actions is focusing on a new strategic direction and is being launched to address the pressing and growing issues that are affecting our citizens and the police force at all levels. The crime rate remains at unacceptable high levels. Our officers and departments are faced with many complex challenges. These pressures, coupled with the economy, also weigh heavily on us. The focus of NOBLE Actions will be to address these issues and to provide recommendations and resources for addressing your concerns. That being said, NOBLE Actions will continue to provide information regarding the significant activities, initiatives and changes that NOBLE is undertaking nationwide. As always, we are seeking contributors to the magazine. If you have written articles or have an interest in contributing to NOBLE Actions, please do not hesitate to contact the National Office at (703) 658-1529. Read NOBLE Actions, and let us know what stories or issues you would like for us to research and cover in the future. We look forward to hearing your comments, suggestions, and receiving your articles for publication. Regards,
Jessie L. Lee, Jr. Executive Director
NOBLE news NOBLE’s 32nd President President Melvin’s Agressive Goals for the Next Year
W Over the next year, NOBLE will focus on programs in offender reentry, youth education, safety and the use of body armor, and seat belt usage.
hen sworn in as the 32nd National President on Wednesday, July 14 at the NOBLE National Conference in Baltimore, President Patrick R. Melvin outlined his goals for NOBLE for the next year. President Melvin, who has been a NOBLE member since the mid 90’s, is clearly committed to taking NOBLE to a higher level and improving NOBLE’s financial stability. President Melvin plans to focus on both new initiatives and important causes from previous years. NOBLE will continue its efforts in offender reentry. Over the next year, we will continue to build relationships with leaders in providing ex-offender services. We will also look to best practices, such as those in President Melvin’s hometown, and seek to develop suggestions for jurisdictions nationwide. NOBLE will also continue its focus on youth education. The youth program has grown exponentially each year, and the 2011 conference will mark the 10th anniversary of the Annual Youth Conference. NOBLE is committed to providing educational and networking opportunities for youth, and we are also committed to seeking ways to reduce youth violence in our communities. We will continue to examine ways to decrease violence
among youth, and the 10th Annual Youth Conference will be the best one yet. President Melvin has outlined two new initiatives for the next year: reducing the loss or injury to operational personnel and seat belt usage. Approximately 3,000 law enforcement personnel have been saved from death or serious injury by protecting themselves with body armor. However, less than 60% of the heads of agencies require their personnel to wear body armor. Given the risks that officers face daily, it is imperative that NOBLE takes a leadership position on this topic. Similarly, requiring seat belt usage protects officers as well, yet it is a critical step that personnel often fail to do. According to the National Highway Traffic Safety Administration (NHTSA), 55% of traffic fatalities for persons over 16 were unrestrained. Please encourage your family, friends and colleagues to use their seat belts. Over the next year, NOBLE will develop strategies and initiatives to increase seat belt usage. However, President Melvin’s most aggressive plans lie in the reduction of NOBLE’s debt. The plan is to reduce the mortgage debt by 10% – with a plan to eliminate the debt in 3 years. There are several ways we plan to meet this challenge.
NOBLE news One way is by asking members to work with their employers and set up automatic deductions for NOBLE – similar to the deductions you make for the United Way or the Boys and Girls Club. If your employer is not able to set-up this direct deduction, contributions can be made to the “Reduce the Debt” campaign. At the end of the year, since the contributions are tax-deductible, you will receive a form for tax purposes at the end of the year. Another strategy to reduce the debt is to secure corporate adoptions from organizations that believe in NOBLE’s mission. NOBLE will also have the Each One Reach One Membership Drive. The President is challenging each NOBLE member to recruit on additional member. If each NOBLE member gets just one person to join, it would bring another $550,000 to the organization in one year. But the main campaign for reducing the debt is the NOBLE President’s Challenge. The President is challenging each chapter to raise money for the organization. The President’s Challenge is a friendly competition between the chapters. President’s Challenge – Bronze Award Chapters that raise a minimum of $5,000 for the Reduce the Debt campaign by June 30, 2011 will receive the President’s Challenge Bronze Award. The President’s Challenge Bronze Awardees will be recognized in the conference journal, receive a quarter page ad in the conference journal, will be listed in the Executive
Update, and will be listed in NOBLE Actions. President’s Challenge – Silver Award By raising $10,000 toward the Reduce the Debt campaign by June 30, Chapters will win the President’s Challenge Silver Award. Awardees will be recognized in the Executive Update, featured in NOBLE Actions, listed in and receive a half-page ad in the conference journal, and will be listed on a plaque that will hang prominently in the NOBLE National Office. President’s Challenge – Gold Award The President’s Challenge Gold Award will be awarded to chapters that raise at least $15,000. These awardees will be recognized in the Executive Update, featured in NOBLE Actions, receive a full page ad in the conference journal, and will be recognized on NOBLE’s web site. The winners will also be featured on the National Office plaque. President’s Challenge Award for Leadership The group that surpasses all others in fundraising for the Reduce the Debt campaign will receive the NOBLE President’s Challenge Award. Winners will receive recognition in the Executive Update, a full page ad in NOBLE Actions, a full page ad in the conference journal, a listing as the inaugural winner on the National
Office plaque, a suite at the 2011 conference in Lexington, and will be awarded a traveling trophy in Lexington that they will hold until a new winner is crowned in Little Rock. “It’s going to take all of us, working as a team and coming up with new ideas, to reduce the debt. I am confident that we have the vision, expertise and commitment to bring the organization to the black,” said President Melvin. We have made positive changes over the past few years, and we are working to continue this momentum. By working together, NOBLE can not only reduce its debt, but it can work to continue making a difference in our communities by developing strong programs and initiatives.
Who wants to win the NOBLE President’s Challenge? President Melvin is challenging NOBLE Chapters to raise money to help improve the organization’s financial status. » President’s Challenge – Bronze Award: Raise a minimum of $5,000 » President’s Challenge – Silver Award: Raise at least $10,000 » President’s Challenge – Gold Award: Raise at least $15,000 » President’s Challenge Award for Leadership Given to the group that surpasses all others Recognized groups will receive recognition at the conference, ads in NOBLE Actions and the Conference Journal and recognition in the Executive Update. But the biggest reward is the contribution to NOBLE. Contact the NOBLE National Office at (703) 658-1529 to learn more! 6
NOBLE feature Youth Violence and Youth Education: Why it’s so Important to NOBLE
outh violence and youth education have been important to NOBLE for the past several years – and it will continue to be an issue of focus moving forward. But why? Because there is a clear need. Although black youth accounted for just 17% of the youth population ages 10 through 17, black juveniles were involved in 51% of juvenile Violent Crime Index arrests and 32% of juvenile Property Crime Index arrests (according to the U. S. Department of Justice). NOBLE realizes that in order to reduce youth violence in our communities, we must make a concerted effort to both provide educational opportunities for youth and research to determine the core causes of youth violence. NOBLE has made an effort to address the problem in both areas. This coming conference will mark the 10th Anniversary of the NOBLE Annual Youth Conference. The conference has expanded each year, and offers both training and frank discussions to prepare youth for the future. The conference attendees also include youth from area where each conference is held – further enabling NOBLE to expand its reach into communities. In addition, over the past few years, NOBLE has also worked with
Howard University to hold Youth Town Hall forums across the United States. With the assistance of a grant from the Wal-mart Foundation, NOBLE held Youth Town Halls in Philadelphia, Baltimore, Richmond, Newark and Washington, DC. From those meetings, a white paper was developed. NOBLE then held town hall meetings in Detroit, Chicago, New Orleans, St. Louis, Houston, Oakland, Seattle and Portland. Some of the solutions to youth violence that came from the town hall meetings included the development of peer-to-peer mentor programs, development of afterschool programs for children ages 4 and up, building activity centers such as the Boys & Girls Clubs, and providing community resources. NOBLE included this information in white papers and made it available to members. With both the Town Hall meetings and the Youth Conferences, the emphasis has been to have the discussions led by the youth in attendance. This gives NOBLE an opportunity to hear the challenges and concerns from the people who are living it every day. Over the next year, NOBLE will continue to work with youth and local jurisdictions to mitigate youth violence and educate youth.
Although black youth accounted for just 17% of the youth population ages 10-17, black juveniles were involved in 51% of juvenile Violent Crime Index arrests.
NOBLE news Continuing Education: Partnerships for NOBLE Members
OBLE has partnerships with several organizations to provide members with continuing education
to learn more
opportunities. NOBLE has partnered with Marist College to provide members with discounted tuition pricing for graduate and adult undergraduate degree programs offered at Marist College’s main campus in Poughkeepsie, its satellite locations throughout New York State, or online. NOBLE and Marist share a commitment to diversity, and both organizations place a high value on the importance of community and the principle of service. NOBLE members, along with their families, will receive the following benefits: • a 25% tuition discount on nondiscounted graduate and adult undergraduate degree programs • NOBLE members will have an opportunity to enroll in an online Master of Public Administration (MPA) degree program with other law enforcement professionals featuring
tuition pricing of $333 per credit • application fees will be waived for all graduate and adult undergraduate degree programs In addition, NOBLE has partnered with Walden NOBLE Executive Director Jessie Lee with Marist College representatives. University standards, experienced faculty, and (see their ad on page 4). NOBLE career advancement. Walden graduates, and Walden University have created in turn, enrich and advance the lives of a partnership that offers NOBLE countless others they serve. members a 10 percent tuition savings NOBLE also has a relationship with for any program or certificate, without Excelsior College, an accredited leader the application fee. (Note: the offer is in online education. Topics include not valid for Tennessee residents.) criminal justice and homeland security. Walden University is an accredited Members can apply approved academy institution celebrating 40 years of and military training toward your serving the higher education needs degree. of working professionals. Walden is distinguished by high academic
NOBLE Online www.noblenational.org Click on Conferences and Training, then Professional Development Marist Phone: (845) 575-3800 or (888) 877-7900 Email: firstname.lastname@example.org Web: www.marist.edu/admission
Walden Phone: (866) 492-5336 Web: www.WaldenU.edu or Noble.WaldenU.edu Excelsior Phone: ( 888) 285-8649 Email: email@example.com Online: https://www.excelsior.edu/ Excelsior_College/Partnerships/NOBLE
NOBLE news NOBLE 2010-2011 Executive Board NATIONAL PRESIDENT Patrick R. Melvin Assistant City Manager City of Maricopa, Arizona
SERGEANT-AT-ARMS John I. Dixon, III Chief of Police Petersburg Bureau of Police
NATIONAL FIRST VICE PRESIDENT Jiles H. Ship Administrator of Investigations New Jersey Division of Criminal Justice
ASSOCIATE MEMBERS REPRESENTATIVE Jacqueline F. Carter Sergeant Harris County Sheriff ’s Office Houston, Texas
NATIONAL SECOND VICE PRESIDENT Maurita J. Bryant Assistant Chief of Police Pittsburgh Bureau of Police
FEDERAL ASSISTANT TO THE PRESIDENT Wilbert L. Plummer Special Agent in Charge Drug Enforcement Agency
IMMEDIATE PAST PRESIDENT Ernest E. Green, III Deputy Chief of Police University City Police Department
SPECIAL ASSISTANT TO THE PRESIDENT Ronald L. Davis Chief of Police East Palo Alto (Ca.) Police Department
TREASURER Eugene E. Williams Chief of Patrol Chicago Police Department RECORDING SECRETARY Cynthia Herriott Deputy Director National Drug Court Institute Alexandria, VA FINANCIAL SECRETARY Odetta Johnson Commander Richmond (Va.) Police Department PARLIAMENTARIAN Gabriel A. Morgan, Sr. Sheriff Newport News (Va.) Sheriff ’s Department
SPECIAL ASSISTANT TO THE PRESIDENT Carolyn M. Williams Assistant Special Agent in Charge Bureau of Alcohol, Tobacco, Firearms and Explosives Newark Field Division SPECIAL ASSISTANT TO THE PRESIDENT FOR INTERNATIOINAL AFFAIRS Mark D. Ridley Deputy Director Naval Criminal Investigative Service
REGION TWO VICE PRESIDENT Spencer L. Giles Chief of Police Baltimore Housing Authority Police Force REGION THREE VICE PRESIDENT John “Jack” Boyd, III Retired U.S. Secret Service Uniformed Division REGION FOUR VICE PRESIDENT Earnest McCowen, Jr. Chief of Police (Retired) Lincoln Heights, OH REGION FIVE VICE PRESIDENT Carl A. Haydel Captain Orleans Parish Sheriff ’s Office REGION SIX VICE PRESIDENT Rodney D. Wallace Lieutenant Pasadena (Ca.) Police Department GENERAL COUNSEL Marcia K. Thompson NOBLE National Office NATIONAL CHAPLAIN Samuel Mays EXECUTIVE DIRECTOR Jessie L. Lee, Jr. NOBLE National Office
REGION ONE VICE PRESIDENT Siddeeq W. El-Amin Captain (Retired) Plainfield (NJ) Police Division
Police Officers and Depression: The Hidden Secret By Lois Y. Lawson-Briddell, Ph.D.
e would all tend to agree that police officers have a very dangerous job. Sadly, the state of our economy has contributed to the risks that police officers face by elevating the tension levels of the general public as they struggle to deal with record unemployment, healthcare costs, foreclosures, and general recession angst. Not since the Great Depression (no pun) have we collectively faced a hostile economy that tears at the fabric of our mental and emotional well being and has changed how people respond to one another. Consequently, the inherent risks and dangers that police officers normally face are increased as a result of this
nationâ€™s fiscal burdens that have infused every crevice of our society with fear of a lost job, home, or both. However, despite the perils of their profession and a compounding of it by our economy, the greatest risk and danger to police officersâ€™ lives is depression. It is a threat that is rarely mentioned regardless of the fact that it retains a higher victim rate among police officers than violence. Officers do not feel free to discuss this situation with one another and avoid any discussion concerning depression with superiors. They are more apt to discuss a work related incident or a crime encountered onduty. Depression is as dangerous as the killer on the street. Depression is a well-kept secret; a dangerous secret. Depression can easily be covered up because it is often confused with
the normal feelings associated with a stressful day, marital problems, or financial concerns such as an inability to concentrate, fatigue, and a change in mood. The inability to sleep, or sleeping a lot, can be rationalized as working long hours or working on various shifts that throws oneâ€™s sleep pattern off. Feelings of wanting to be alone, or lost of interest in things that once were of interest can be attributed to the daily stress and hassles at work. These can be symptoms of depression, and unlike the normal feelings of being tired, or unable to sleep; symptoms of depression do not go away in a few days. They linger and pull at you, and if left untreated, results in a very serious mental health problem. Depression affects approximately 19 million American adults each year (National Institute of Mental
Health, 2000). Depression does not discriminate. It strikes regardless of age, gender, race or ethnicity, socioeconomic level or profession. Police officers are not exempt from depression. Police officers are a part of the American adult population and therefore, as with all other adults, police officers can become and are victims of this illness – depression. Police officers do not want to be seen as weak; however, untreated depression is the number one cause for suicide. According to the National Institute of Mental Health (NIMH) an estimated 15 percent of chronic depression cases end in suicide. Men with depression complete suicide at a rate four times higher than women; men complete 20% of all suicides in the United States (Hoover, 2004; NIMH, 1999). The research is very limited and the available statistics of officers experiencing depression or who have died by suicide is inconclusive. Police officers have readily available to them the lethal weapon to carry out any suicidal ideation. An estimated 95 percent of police suicides involved the use of the officer’s service weapon (Violanti, 1995). The National Institute of Mental Health (NIMH) reports that depression affects more adults than cancer, AIDS, or coronary heart disease. This illness has placed one of the largest burdens on individuals, families, and society through billions lost in employment, health care costs, suffering and destruction endured by people with depression. Depression is a complex illness that affects the mind, mood and body. The Diagnostic Statistical
Manual-IV divides the criteria for depression into two categories, those with psychological symptoms and those with physiological symptoms. The psychological symptoms are persistent sadness, anxious, or an empty mood feeling; reduction of interest and/or pleasure in activities, including sex, restlessness, irritability, or excessive crying, feelings of guilt, hopelessness and worthlessness and recurrent suicidal thoughts (DSMIV-TR, 2000). The physiological symptoms are sleep disturbance (either experiencing insomnia or hypersomnia; appetite and weight changes; attention and concentration difficulties; decreased energy and unexplained fatigue and psychomotor disturbances (DSMIV-TR, 2000). An individual may be experiencing depression if five or more of the above psychological and/or physiological symptoms are present every day for at least two weeks and these symptoms interfere with the daily routine activities such as work, selfcare, children or social life. Police officers’ profession places them in daily contact with critical incidents, often horrific crimes, workplace discrimination (real or perceived), lack of cooperation and trust among coworkers, job dissatisfaction, and inherent danger of physical violence and potential sudden death. These life stressors contribute to adverse physical effects (such as fatigue, high blood pressure, ulcers, diabetes) and psychological/ behavioral effects (such as depression) experienced by an individual. Life stress and trauma have been shown to influence the onset of
depression. The term depression is not only silenced, but the symptoms of depression are usually disguised by physical symptoms such as being tired, chronic or recurring backaches or headaches, overeating, abdominal pain, musculoskeletal pains in the shoulder, and neck. It is more acceptable to suffer chronic pain than to say that you are depressed. It is long overdue that appropriate attention is given to the mental wellbeing of law enforcement officers. The shame and stigma of depression must be dealt with and removed. Just as the department would be concerned about and encourage an officer to seek medical attention for cardiovascular problems, or cancer, or diabetes, so too should the same intensive and sincere encouragement and treatment be required for one’s mental health when battling depression.
Lois Y. Lawson-Briddell, Ph.D., M.S.W., is President/CEO of Paradigm Shift, LLC References American (2000).
manual of mental disorders (4th ed.). Washington, D. C.: American Psychiatric Association. J.M. Volanti, “The Mystery Within: Understanding Police Suicide,” FBI Law Enforcement Bulletin, February 1995. National Institute of Mental Health (2002).
Depression research at the
National Institute of Mental Health, Bethesda, MD.
NOBLE feature Offender Reentry the Basics
More than 95% of the prison population will be released into their communities at some pont. About 2/3 of released prisoners will recidivate.
ccording to the United States Department of Justice (DOJ), Office of Justice Programs (OJP), reentry is the integration of offenders back into their communities after prison or jail, and involves programs that will help smooth this transition. Reentry programs are typically divided into three phases: programs that prepare offenders while they are still in prison, programs the offer services immediate after the release from prison, and programs that provide long term supervision and support. According to OJP, the best strategy involves programs from all three phases. According to OJP (reentry. gov), more than 95% of the prison population today will be released back into their communities are some point, and each year more than 650,000 offenders are released. The DOJ’s Bureau of Justice Statistics (BJS) estimates that twothirds of released prisoners will recidivate, or commit new offenses, within three years of their release. In many cases, prisoners are ill-prepared to return to society. Reintegrating includes finding employment, rebuilding relationships with family, locating housing and many other aspects that have become, in ways, foreign.
According to the BJS, 93% of prisoners are between the ages of 20-54. Furthermore, more than half of incarcerated adults have minor children. The stressors of providing for a family and reconnecting with relatives are often a cause for recidivism. Proper management of reentry needs—such as job skills, addiction treatment, housing and health care—could reduce the crime rate and recidivism. It is important to provide these services and support to ex-offenders to increase the changes that they will succeed after release. Through its partnership with the National Exhoodus Council, NOBLE has been working to increase awareness of the challenges of offender reentry. Over the next year, NOBLE will continue to increase outreach in these areas. NOBLE will study best practices nationwide and communicate these success stories to the membership. The goal is, by the next conference, NOBLE will have helped spread the work of the importance of offender reentry as a necessity in improving our communities.
Offender Reentry Resources U. S. Department of Justice, Office of Justice Programs -Overview of reentry programs. www.reentry.gov
that are used by correctional agencies to help offenders prepare to live as law-abiding citizens. www.openinc.org
American Correctional Association - ACA is a multidisciplinary organization of professionals who represent all aspects of corrections and criminal justice. www.corrections.com
Reentry Policy Council - RPC serves policymakers at the local, state, and federal levels from all branches of government. www.reentrypolicy.org
American Probation and Parole Association - APPA explores issues relevant to the field of communitybased corrections. www.appa-net.org
Reentry National Media Outreach Campaign - The Campaign offers media resources that will facilitate community discussion and decision making about solution-based reentry programs. www.reentrymediaoutreach.org
Association of State Correctional Administrators ASCA is a nonprofit organization that works to improve correctional services and practices nationwide. www.asca.net The Center for Children of Incarcerated Parents - CCIP documents and develops model services for children of criminal offenders and their families. www.ee-ccip.org Offender Preparation & Education Network, Inc. OPEN develops educational materials and programs
Reentry Net - Reentry.Net is a clearinghouse of materials for attorneys, social service providers, and policy reform advocates on reentry and the consequences of criminal proceedings. www.reentry.net Street Law, Inc. - Street Law has developed several educational programs and curriculums for use with juvenile justice and young offender reentry programs. www.streetlaw.org
Message from National President Melvin
would like to personally thank the individuals who have all made the decision to become NOBLE Life Members within the last 90 days. These members are not only talking about it, they are being about it. They have shown their commitment to NOBLE and the law enforcement profession, and I want to thank them for their continued support. I also want to thank all Life Members for their loyalty to NOBLE. I am challenging other NOBLE members to show their commitment and dedication to NOBLE by participating in the Life Membership Drive. By becoming a NOBLE Life Member, you are affirming your support for NOBLE and pledging to continue to help us improve our great organization. You can make monthly payments, as long as the fee is paid in full by June 30, 2011. The cost is $1,525 for Regular Members and $1,095 for Associate Members. For addition information about becoming a NOBLE Life Member, you may contact Aaron Brooks at (703) 658-1529, firstname.lastname@example.org or email@example.com. Please visit the NOBLE website @ www.noblenational.org.
Present a Workshop at the CEO Symposium or Annual Conference The NOBLE Education and Training Committee is seeking workshop recommendations for the 2011 CEO Winter Symposium and the 2011 Annual Conference. The goal is to ensure that next yearâ€™s workshops reflect the interests of the NOBLE members and attendees at each of these events. If you are interested in presenting a training session at a NOBLE Event, please visit www.noblenational.org (under Conferences and Training) to download the Workshop Proposal Form. Workshop proposals should be submitted by close of business Thursday, October 14, 2010. All workshop proposals will be carefully reviewed by the Education and Training Committee, which is scheduled to meet on Thursday, October 28, 2010, in Washington, DC. If you have questions, please contact: LaVerne Reaves LaVerne.Reaves@atf.gov (202) 648-8409
Mark Logan Mark.Logan@atf.gov MloganSR@verizon.net (202) 648-8415 (202) 494-5127
NOBLE feature NOBLE CEO Mentoring Program: Preparing Law Enforcement Leaders
OBLE recognized the importance of providing training and leadership opportunities that will prepare members for advancement. For this reason, NOBLE started the Mentoring Potential Chief Executive Officers Program. This CEO mentoring program, which was started in July 2006, seeks outstanding candidates who have been preparing themselves
to be a CEO and want the benefit of mentoring and coaching. The program prepares participants for the CEO selection process, discusses how to successfully manage a law enforcement agency, helps participants develop professional develop plans, and much more. The first class of the program graduated in July 2008. Of the seven graduates, four became law
enforcement CEO. The second class graduated this past July, and members of that six-member class have already become CEOs. The third class began in July. For more information on the program, please contact Patrick Oliver, Director of Criminal Justice at Cedarville University, at poliver@ cedarville.edu or (937) 766-3851.
NOBLE wants to extend a special THANK YOU to our sponsors. Platinum Sponsors
Local Conference Sponsors
Harris Communications Motorola Corporation Verizon Wireless
Fechheimer Federal Law Enforcement Foundation, Inc.
Mastech Enterprise Target Corporation TASER International Walden University
ADT Brekford Corporation Harris Corporation Intelect Corporation Johns Hopkins Medical March Networks Motorola Sprint Stronghold Security TASER International Verizon
Youth Leadership Conference Sponsors Bounty Alert Brigance Investment, LP Bureau of Justice Assistance Centerplate Chicago Chapter of NOBLE Coca-Cola Company Consolidated Logistics Enterprise Rent-A-Car General Electric
Hamilton & Irma Robinson Isaiah Mapp Larry Battle Metro Detroit Chapter of NOBLE NOBLE Region One NOBLE Region Two NOBLE Region Three NOBLE Region Four NOBLE Region Five
NOBLE Region Six PepsiCO SunTrust Bank The Breakfast Club Verizon Washington Metropolitan Chapter of NOBLE
NOBLE feature In Memoriam
A tribute to NOBLE Members no longer with us Listed below are NOBLE members that have passed on since the Annual Conference (July 14, 2010). Atkins Warren, NOBLE Founding Member, Former National President NOBLE Founding Member and our 4th National President Atkins Warren passed on August 6, 2010, following a bout with Parkinson’s Disease. Atkins Warren was one of the first Black Chiefs of Police in a major city in the United States, serving as Chief of Police in Gainesville, Florida, from 1980 to 1984. He began his professional career on May 3, 1948 with the St. Louis, Missouri, Metropolitan Police Department, where he served in nearly all operational areas. Beginning as a patrolman, he rose through the ranks to become Lieutenant Colonel in charge of Internal Affairs, Inspection and Evaluation, and Watchman Divisions. He left to accept the Chief of Police position in Gainesville, Florida, in September 1980. Before joining the St. Louis Police Department, he served in the U.S. Coast Guard. Mr. Warren joined the Community Relations Service in 1984 serving in a variety of positions at the National Headquarters Office in Washington, DC between 1984 and his appointment as Regional Director in 1990. These included: Special Assistant to the Director (1988 to 1990), Associate Director for the Office of Technical Assistance and Support (1987-1988), and Administration of Justice Specialist (1984-1986). Mr. Warren received a Bachelor of Arts in Sociology, cum laude, from Webster University in Webster Groves, Missouri in 1975, and a Master of Arts in Public Administration from Webster University in 1979. During the Los Angeles riots in the 1990’s he was handpicked to join the ranks of a select few chosen to directly communicate with the LAPD, the Governor’s office, Sheriff ’s office and U.S. Attorneys and the Attorney General during an intensive on-site two month period. A founding member of NOBLE, Warren served as its national president from 1981-1982. He is also a life-member
of the International Association of Chiefs of Police; a member of the Police Executive Research Forum, the Missouri Police Chiefs Association, the Kappa Alpha Psi Fraternity, and a former member of the Florida Police Chiefs Association. For years Mr. Warren and his team of CRS professionals provided Cultural Diversity & Community Early Warning Signals Training to NOBLE conference attendees and at regional trainings throughout the country to help prepare leaders to respond following a crisis. Hundreds of NOBLE members took advantage of this valuable training and used the lessons to help form relationships in the community. Most recently, Mr. Warren saw his NOBLE provide a departmental assessment for his beloved Gainesville Police Department. Mr. Warren is survived by his wife Ms. Carrie Parker Warren of Gainesville, FL. Richard Fox, Detective, Pittsburgh Bureau of Police Detective Richard Fox lost his battle with cancer on Friday, August 13, 2010. He is survived by his wife retired Detective Debra Fox. His mother Ms. Alma Speed Fox, Executive Director of Freedom Unlimited was one of last year’s Civil Rights Committee Awardees. Richard was a police officer since 1988, and a Sex Assault Detective since 1994. Richard had a passion for helping victimized women and children. Even before Richard became a member of the Pittsburgh Chapter, he was very supportive of the Chapter’s scholarship and recruitment initiatives. Because he was so supportive and loved by so many members, the Pittsburgh Chapter hosted a tailgate party for visiting Fraternal Order of Police members from across Pennsylvania in support Richard’s quest to run for state office. Richard was recently reelected as the PA State Guard for the FOP.
NOBLE feature Jessie E. Fleming, Analyst, National White Collar Crime Center (retired) Jessie Fleming passed on Sunday August 15, 2010, following a long illness. She served faithfully as the Administrative Assistant to several National Presidents, as an copy editor for NOBLE Actions, was a member of the Civil Rights Committee and was the Editor of the Central Virginia Chapter’s CVC Informant Newsletter. Allen K. Kelsey, FBI Allen K. Kelsey entered into service with the Federal Bureau of Investigation (FBI) as a file clerk on June 12, 1978. Al worked tirelessly in this position until he was promoted and was transferred to the FBI Security Division in May, 1982. Always the consummate “leader and family man” Al was forced to take a leave of absence from the FBI from 1982 to 1984, in order to attend to his father who had became critically ill. Striving for continued excellence, “Big Al” or “Kelsey” as he was affectionately referred to by family and friends, returned to the ranks of the FBI and resumed his position with the Security Division until his untimely death on August 15, 2010. Throughout his law enforcement career, Al was a huge supporter of several civic organizations and was especially fond of the National Organization of Black Law Enforcement Executives (NOBLE), where he maintained an active membership as a leader in the Washington, DC Chapter of NOBLE. Al will always be remembered as a true professional and leader in the FBI and his presence will be sorely missed in the law enforcement community.
Al is survived by his wife Amelia and two sons, Allen Jr. and Avery Marcus and a host of other family members, friends and associates. Retired Assistant Chief Arthur B. Hill NOBLE Member retired Assistant Chief Arthur B. Hill passed in late July. Chief Hill was a Life member of NOBLE and a long standing member of the New York Chapter. He was very instrumental in all of the inner workings and decisions of the NOBLE New York Chapter. We are glad to have had the opportunity of not only knowing Chief Hill, but learning from him as well. He is one of the pioneers that will definitely be missed.. Clifton Davis, Jr., Deputy Chief, Las Vegas Police Department Clifton Davis, Jr., Deputy Chief at the Las Vegas Police Department, passed on August 5, 2010 in his hometown of Shreveport, La. at the age of 64. Chief Davis was hired by what was then the Clark County Sheriff ’s Department in 1969, and may have been the first black man hired by the Department. He was promoted to deputy chief in 2003, and he is said to be the second black man to reach that rank. The first was NOBLE founding member Larry Bolden, who reached that rank in 1979. Chief Davis joined the Las Vegas Police Department in 1973 when it merged with the sheriff ’s department and retired in 2005. He was regarded as a pioneer in the department who strived to do the right thing and recognized that quality in others.
Be sure to join NOBLE in the Bluegrass Region for the 35th Annual Training Conference and Exhibition in Lexington Kentucky!
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NOBLE feature Transportation Security Administration Expands Its Commitment to Diversity
he Transportation Security Administration (TSA) takes pride in our relationship with NOBLE as part of its commitment to diversity by developing and executing measures to increase the diversity of the TSA workforce at all levels of the organization. The relationship also allows TSA the opportunity to leverage the vast law enforcement experience of NOBLE leadership in fulfilling its vital mission of protecting the Nation’s transportation systems to ensure freedom of movement for people and commerce. The relationship between TSA and NOBLE also shares the added value of having a cadre of TSA leaders/employees who are committed to the missions of both organizations. We thank those employees for continuing to represent TSA in an honorable manner and being valuable and active members of NOBLE and we are proud to highlight a few of them: David Wynn, Federal Security Director (FSD) at JacksonEvers International Airport and NOBLE National Officer; Dr. Cedric Alexander, FSD at Dallas/Fort Worth International Airport and standing NOBLE National Committee Chairman; and Mitchell “Mitch” Brown, Deputy Area Director for the Southeast Region and NOBLE Member.
The TSA story continues through its sustained commitment to diversity. In 2007, TSA’s Senior Leadership Team approved a Building and Maintaining Diversity at TSA initiative and Diversity Action Plan. They addressed how the agency would conduct itself with regards to executing its diversity strategies. The detailed action plan laid out the groundwork necessary to define TSA as THE agency of choice for those seeking a diverse employer and a career in the homeland security arena. TSA’s senior leadership team members serve as recruiters and mentors in many diversity efforts and TSA’s Office of Civil Rights and Liberties and Office of Human Capital professionals work to ensure that TSA fulfills its commitment to diversity by creating strategies consistent with the Building and Maintaining Diversity at TSA initiative. For example, TSA held a 2008 Diversity Day program where the agency, TSA-wide, celebrated its talented and diverse workforce with presentations by Senior Leadership, cultural activities and food exhibitions. In 2008, TSA also piloted its first senior hiring officials’ diversity training and created a road show-type TSA diversity training event at five different regional TSA sites including its Headquarters in Arlington, VA. In the effort to recruit a more diverse candidate pool to senior management
and/or executive positions, TSA’s Executive Resource Council (ERC) reviews demographic data for all TSES, FSD, SAC and L Band positions and (continued on page 20)
Donaldson Appointed Federal Air Marshal Service Liaison
Federal Air Marshal Garrett Donaldson has been appointed by NOBLE Executive Director Jessie Lee to serve as a liaison between the executive leadership of the Federal Air Marshal Service (FAMS) and NOBLE. This liaison position was proffered by the FAMS to further the strong partnership between the two organizations. Donaldson’s role will be to facilitate communication and collaboration on issues of mutual importance to NOBLE’s membership and the Federal Air Marshal Service. Donaldson is President of the Doeg Nelson (Arizona) chapter.
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(continued from page 19) candidates under consideration for leadership development programs in TSA. This process allows the ERC to understand current diversity data and align human capital strategies toward mission needs and diversity principles. In past years, the TSA Office of Human Capital has used headhunter organizations for targeted recruitment of diverse candidates for senior positions. The following demographic chart shows the progress the ERC has made with respect to increasing diversity. Further proof of TSA’s commitment to diversity is demonstrated in the Best Places to Work in the Federal Government 2009 report released by the Partnership for Public Service in May 2009, which
revealed that TSA’s overall index improved by 23 percent since 2007, in terms of job satisfaction among employees. This represents the largest jump among any large subcomponent agency in the federal government ranking. The report can be found at http://data.bestplacestowork. org/index.php/bptw/index . TSA’s demographic data also exhibits progress in attracting and retaining a diverse pool of candidates. In terms of minority representation, TSA ranks higher, in five minority groups, than the Civil Labor Force statistics. In October 2008, then TSA Deputy Administrator Gale Rossides hosted a diversity speaker on key issues regarding diversity, inclusion, and cultural competency and said: “Diversity is a priority at TSA. We are fortunate to have a very diverse and multi-
generational workforce. Therefore, developing an inclusive environment that enables everyone to be engaged is important to us. For TSA, diversity is not an abstract concept or program. It is a key ingredient in our ability to maximize the tremendous talent in our organization and enable us to effectively execute and support interaction with two million people from all over the world every day.” Further, Acting Administrator Rossides said: “Maximizing our diversity is about bringing in the views, perspectives and richness of varied experiences of our employees so that decisions are as informed as possible and our executions are smooth. It is about driving better performance, which results in better security. It is about respecting, appreciating and enjoying our similarities and differences.” Much can be attributed to the TSA/ NOBLE relationship for playing a pivotal role in TSA’s success of becoming THE agency of choice for those seeking a diverse employer and a career in the homeland security arena. To learn about employment opportunities available at TSA, please visit www.usajobs.gov .
Careers at Transportation Security Administration Protect all thatâ€™s good about our nation by securing its transportation infrastructure. Earn competitive compensation and Federal benefits, including health insurance options, retirement plan, flexible work schedule and more. Executive and leadership opportunities available from law enforcement to technology and from security operations to management! We are looking for dedicated people with the skills and desire to work towards our mission. Please apply online: https://tsajobs.tsa.dhs.gov or call 1.877.872.7990
U.S. Citizenship Required. TSA is an Equal Opportunity Employer.
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