Northwest Indiana Law Enforcement Academy

EMPLOYMENT OPPORTUNITIES

FOR DETAILED INFORMATION ABOUT THE HIRING PROCESSES OF LOCAL POLICE DEPARTMENTS, PLEASE GO HERE:
http://www.nilea.com/hiring_process.cfm

TRAINING OPPORTUNITIES

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Managing the Property and Evidence Room
DATES: 2/22/2012 through 2/23/2012
INSTRUCTOR(S): Joseph Willis
LOCATION: Public Agency Training Council Training Center - 5235 Decatur Blvd, Indianapolis, IN 46241
HOTEL: Hampton Inn & Suites - Indianapolis, IN 317-856-1000, $69.00 single/double Plus All Taxes
Identify with PATC to receive discounted rate
COURSE REGISTRATION FEE: $250.00 Includes all training materials, and a Certificate of Completion.

Instructor Bio:
Joseph Willis (retired) is a 25 year veteran of the Keene (NH) Police Department. His most current assignment was with the Special Services Division. He has been an instructor for Property and Evidence Management courses around the country for three years. He instructs for new recruits in the field of property collection, preservation, packaging and submission of Property/ Evidence. Until his retirement he was the team leader for the departments Collision Analysis Team, team leader for the Hostage Negotiation Team. He earned a Bachelor of Arts Degree magna cum laude from Franklin Pierce University. He is a certified PBt instructor, member of the International Associate for Property and Evidence and New England Association for Crisis Negotiators. During his career with the Keene Police, he served as a Juvenile Detective/Prosecutor, Major Crimes Detective, Platoon Case Manager, Undercover Narcotics Detective for the NH Attorney Generals Drug Task Force and finally as the Property and Evidence Manager.

Pre-Payment is NOT required to register or attend this seminar

CLICK HERE TO REGISTER FOR THIS SEMINAR

Course Objectives:

To provide participants with a basic understanding for the legal and ethical requirements in order to properly operate a professional evidence / property management system. To familiarize fellow law enforcement professionals with the techniques and responsibilities involved in the function of a property room environment. Encourage one another to exchange ideas to improve the understanding and functionality of the property management system within their own agency.

Property Room Problems and Solutions
Policies and Procedures
Packaging
Security
Management Theories
Events and Trends
Property Room Layout
Storage Management
Documentation
Purging
Dispositions
Audits and Inventories
Miscellaneous Handouts and Sample Forms

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Weapons of Mass Destruction Tactical Operations Course
Monday March 5-Friday March 9, 2012
7:00 am to 5:00 pm
Michigan City Police & Fire Training Center
2501 East Michigan Blvd
Michigan City, Indiana

Space is limited! Please contact Sergeant John Deaner with the Michigan City Police Department at 219-874-3221 x 320, or via email jdeaner@emichigancity.com to register.

This course is designed to provide tactical officers with knowledge, skills and abilities to safely conduct tactical operations in Weapons of Mass Destruction and hazardous materials environments. The course focuses on training officers for effective response, prevention and/or mitigation activities available to the tactical officer.

First priority will be given to members of District 1's Law Enforcement Strike Team.
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Investigating Citizen Complaints & Officer Misconduct for Supervisors
DATES: 3/6/2012 through 3/8/2012
INSTRUCTOR(S): Richard Lober
LOCATION: Public Agency Training Council Training Center - 5235 Decatur Blvd, Indianapolis, INHOTEL: Hampton Inn & Suites - Indianapolis, IN 317-856-1000
$69.00 single/double Plus All Taxes
Identify with PATC receive discounted rate

COURSE REGISTRATION FEE: $275.00 Includes all training materials, and a Certificate of Completion.
Pre-Payment is NOT required to register or attend this seminar

CLICK HERE TO REGISTER FOR THIS SEMINAR
Course Objectives

Each law enforcement agency is responsible for having an effective and professional process for investigations of complaints made against its officers and employees. Supervisors assigned to investigate such must insure that all internal investigations are handled in a prompt, fair & impartial manner. The public, the accused officer and Agency Leadership expect supervisors/investigators to effectively deal with performance and/or misconduct incidents. Misconduct investigations are unlike most other investigations and require a fact-finding approach and transparency in order to retain the public’s confidence and trust. A police agency must demonstrate to the public and its members that only the highest ethical standards of law enforcement will be practiced by the agency and that the investigation of complaints follow established professional standards. Immediate and proper intervention of potential employee performance or misconduct incidents, at the appropriate level, serves to promote morale within the agency and promotes interaction and support of the community.

GOALS FOR THIS TRAINING:

Attendees will learn the importance of ethical standards for persons assigned to conduct internal investigations of its officers and core values associated with the proper handling of all internal investigations.
Attendees will learn about the impact of internal investigations on officers’ conduct and ethical decision-making.
Attendees will learn the differences between performance matters and serious misconduct and the supervisor’s role in handling such incidents.
To inform the attendees of the importance of an open, unbiased and responsive complaint intake process and their impact on the process.
To define the different types of reviews involving internal reviews of alleged misconduct (complaint review, inquiry, investigation) and achieve the objectives of personnel investigations.
To acquaint attendees regarding the interviewing techniques associated with internal investigations. The attendee will learn the differences in interviewing civilians, witness officers and subject officers. The attendee will also learn the difference between an interview and an interrogation.
To inform the attendees of union contract rights and Law Enforcement Officer Bill of Rights and their applicability to internal complaints/investigations.
To inform attendees about the constitutional limitations of taking compelled statements from public employees or regarding work-place searches in both the administrative and criminal settings and provide recommendations for agency policy/practices.
To acquaint the attendees with the Weingarten doctrine, regarding the right to union representation, and its applicability to speaking to employees about potential misconduct matters.
To acquaint the attendees about the benefits of Early Intervention Systems as well as other effective proactive measures that can reduce incidents of misconduct within their agencies.
To inform the attendees about their personal exposure and liabilities for failing to effectively manage and investigate their personnel.
To inform attendees about the legal considerations, particularly for supervisors/managers, when dealing with complaints of discrimination or sexual harassment.

Introductions and Ethics Scenarios:
Students will introduce themselves and discuss their leadership experience and any experiences handling employee performance or misconduct matters. Additionally, as an “ice breaker”, students will be broken into groups and given several ethical situations related to the work place. The groups will discuss the issues and their action plan and present them to the class.

Ethical and Professional Responsibilities of the Investigator/Supervisor:
The impact that an internal investigation has on the citizen complainant, the accused officer, the organization, the community and the media requires an awareness of such considerations and responsibility to conduct internal investigations in an unbiased, timely, thorough and transparent manner.

Citizen Complaint Intake:
One of critical areas that “sets the tone” for the public and a professional law enforcement agency is how its handles complaints or grievances from the community it serves. It is not uncommon for some law enforcement activities to result in misunderstandings or complaints by citizens regarding such actions. An open, responsive complaint process can be indicative of a willingness of a police department to serve the community and provide a forum to redress a person’s complaint. Additionally, an open, responsive and impartial process can identify officers who have performance or potential misconduct issues that need to be remedied. Leadership understands that such a viable process can balance the interests of the citizen, the accused officer and management, while also promoting the integrity of the agency.

Basic Investigative Steps and Report Writing:
Whether handled by an investigator assigned to I.A. or a supervisor, consistency in the handling of an employee performance matter or conducting an internal investigation of alleged misconduct serves the purpose of establishing the credibility and independent fact-finding mission of the agency. When employee performance matters or investigations are conducted in an “ad hoc” manner, which do not reflect a thorough, prompt, objective and professional outcome, the process, rather than the allegation(s) can become of focus of criticism.

Union Contract Protections & Law Enforcement Officer’s Bill Rights:
There are statutory requirements involved in many internal investigations of law enforcement or corrections officers. Following these procedural and substantive provisions is essential to protecting the accused officer’s rights and the credibility of the investigation. Additionally, consequences can be attached to the investigator or supervisor who fails to safe guard these protections.

Administrative Investigations vs. Criminal Investigations:
With the advent of 5th Amendment protections from the Garrity decision in 1967 and its progeny, certain immunities have been applied to compelled or semi-compelled statements taken by managers, supervisors, or investigators assigned to internal investigations units. What are the different legal and investigative considerations for an investigation of administrative misconduct being conducted by a supervisor or manager vs. I.A. and what are the consequences for failure to properly identify such considerations. Can such intended or unintended consequences damage the agency’s credibility with the public and within its own ranks?

Administrative Interview Techniques:
Administrative interviews are unique from traditional interviews involving criminal investigations. With the focus on fact-finding, openness, impartiality and thoroughness, different interview techniques are employed when questioning citizen complainants, witnesses, witness employees and the subject officer.

Investigator Liability:
From the investigator or immediate supervisor to the Chief of Police, courts have imposed civil liability for failure to investigate or take action regarding employee misconduct. In some instances, such civil liability has extended personally to an internal investigator or supervisor. What areas have been identified as potential legal land-mines for the investigator in a law enforcement/corrections agency?

Discrimination/Sexual Harassment Investigations:
As law enforcement agencies recruit and select a more diverse work force, internal complaints based upon disparate treatment or bias have become more frequent. Since both the complainant and the subject employee work within the same agency/work area, there are different considerations from an external complaint. Additionally, many courts have imposed stricter rules for conducting such investigations. Supervisors, in particular, who either engage in discriminatory practices or who become aware of such misconduct, face greater scrutiny in how such complaints are reported, handled and investigated.

Sexual Misconduct:
What happens when a police officer uses their position of authority to exploit citizens for sexual purposes…seven profiles of this type of behavior will be examined and strategies for prevention will be discussed.

Early Intervention Systems:
The proper implementation of an Early Intervention System (EWS) and the role of the supervisor is a proactive leadership approach to dealing with potential performance or misconduct matters. Successful implementation and practice can salvage an employee’s career and identify potential “problem employees” before they become serious or explosive misconduct situations. What are the indicators to build into a system and what are the appropriate responses once an officer has been identified…Pro’s and Con’s of engaging this type of system and strategies for implementation.

Work Place Searches:
Internal investigations sometimes involve the need to search the work area or item that a public employee uses. With the expanded use of computers, additional considerations have arisen on work place areas that may need to be searched. These searches can involve administrative as well as criminal allegations. With constitutional limitations placed upon unreasonable searches & seizures, how and when can a supervisor or manager conduct such searches?

Case Scenarios:
To reinforce some of the more complex legal and investigative considerations, it is helpful to incorporate actual scenarios to the analyze facts and law.

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Detective and New Criminal Investigator
DATES: 3/12/2012 through 3/16/2012
INSTRUCTOR(S): Multiple Instructors
LOCATION: Public Agency Training Council Training Center - 5235 Decatur Blvd, Indianapolis, IN 46241
HOTEL: Hampton Inn & Suites - Indianapolis, IN 317-856-1000
$69.00 single/double Plus All Taxes. Identify with PATC receive discounted rate
COURSE REGISTRATION FEE: $395.00 Includes all training materials, and a Certificate of Completion

Course Objectives
Beginning the Criminal Investigation:
Defining crime | Evidence & scene issues | Investigative training skills required | The investigator’s responsibilities | The preliminary inquiry

The Crime Scene:
Fourth amendment considerations | Judicially created exceptions | Search warrant requirements | Crime scene search & protection of area | Evidence maintenance

Sex Crimes:
The basic principles of deviant sexual behavior | Paraphilias | 32 Investigative strategies for investigating sex crimes

Robbery Investigations:
Overview & elements of robbery investigations | Legal considerations of robbery investigations | Robbery classifications | Investigative strategies | Crime prevention and education

Police-Media Relations:
Legal and moral responsibilities of law enforcement | Quotable quotes | The role of the media | Case law involving First and Sixth Amendment rights | Four types of contact with the media

Management of Your Cases:
Prioritizing your case loads | Recommendations for submissions to the prosecutor

Case Study: Florida Serial Homicide Investigation – Aileen Wuornos

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Reid Technique of Interviewing and Interrogation: hosted by Purdue University Calumet Police Department
May 22-24, 2012
Hobart Police Substation, Westfield Soutlake Mall
$420/ person for this 3 day seminar, Register online at www.reid.com

For Further Information, contact Dee Rohrer, 877-887-1488, drohrer@reid.com

You will learn:

How to assess the credibility of statements
How to structure the interview to maximize the flow of information
How to use behavior provoking questions in the interview process
The Reid Nine Steps of Interrogation
How to develop interrogation themes and handle denials
How to overcome objections and use alternative questions

Training Manual Includes specialized information on interview and interrogation techniques for domestic terrorist activities.

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1-Day Investigating Use of Force for Field Supervisors
WHEN: May 30, 2012 - 8:30 am – 3:30 pm / Registration 8:00 am – 8:30 am
WHERE: Lake County Convention and Visitors Center, 7700 Corinne Dr., Hammond, IN 46323
COURSE FEE: 1 -2 people $200 per person, 3 or more from same agency $175 per person.
Checks or Purchase Orders Payable to: John E. Reid and Associates, Inc.
Please send to our office prior to seminar (209 W. Jackson Blvd., Ste. 400,
Chicago, IL 60606 Attn: Lou Sagan) or bring the first day of class.
Credit cards must be called in prior to seminar

ABOUT THE SEMINAR
This training program was developed from working with agencies undergoing review by the U. S. Dept. of Justice.
The program is designed for first-line supervisors as well as their supervisors – sergeants, lieutenants,
commanders – anyone involved in the review of use of force.
IN THIS SEMINAR YOU WILL LEARN
• How to effectively and efficiently investigate use of force cases
• How to recognize and identify the subtle clues often overlooked in the investigation
• How to avoid common pitfalls in police practices, including tactical and training issues leading to pattern
and practice claims and civil rights investigations

TOPICS

What Constitutes Deadly Force
Phases of a Use of Force Event
Organizational Factors that Influence a Dept.'s Use of Force Experience
Supervision and Use of Force
Court Decisions Re Use of Force
Use of Force Investigation
Procedures
Negligence Issues (Appointment, Retention, Assignment, Entrustment, Failure to Supervise, Failure to Train and Failure to Direct)
Factors to Consider in Determining if Force was "Objectively Reasonable"
Decision Point Analysis
Case Studies

Northwest Indiana Law Enforcement Academy
705 East 4th Street
Hobart, Indiana 46342
Phone: 219-940-3405
Fax: 219-940-9432
Training Provider #: 35-1679834

Northwest Indiana Law Enforcement Academy

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