The motto of the Las Vegas Metropolitan Police Department is to be the safest community in America. Just by briefly looking over the home page to their website we can find out a lot about their values as officers, and what is important to them in their community. Being known for having one of the liveliest nightlife’s in the country in conjunction with unfortunately being none for being the setting for one of the deadliest mass shooting events in modern U.S. history, the department itself would have to have some great managers and leaders on the force to handle such extremes. When looking through initially you can find various tabs to sift through in regards to services that the department offers, tourist safety, community partnerships, transparency, news and upcoming events, as well as many other things. There are many factors at play when looking into the management style of a particular department, many of which we have discussed so far in this course. The department, in my opinion, will always be a direct reflection of the person or people in charge of running it, this can be in terms of how racially and gender diverse the department is, their interactions with the community, response to crimes and large events, disciplinary issues on the part of individuals or a group of officers, and other things of that nature.
To begin, I think that looking at the process of hiring new officers and investigators is important because it will allow us to get a glimpse of what the department looks for in newcomers. In general, the application process is much like any other department where things such as the applicants' background are looked into, as well as their fitness level, driving history, disciplinary history, etc. Upon further review, you will also find information regarding different employment stages where it discusses how the Office of Human Resources, the Background Section, and the Organizational Development Bureau and how they take part in the Professional Standards Division. According to the LVMPD, the Professional Standards division has designed a systems approach for attracting, hiring and training” (LVMPD). The hiring process is then broken down into the 5 stages which consist of recruiting, talent management, personnel management, backgrounds section, and organizational development. Each stage is further broken down to adequately explain how the recruiting, hiring and training processes are done and what groups or personnel are involved. In regards to recruiting it states, “With the assistance of the community, the LVMPD encourages applicants to prepare for a career in law enforcement. Recruiters hold symposiums, visit special interest groups, conduct employment seminars, conduct fitness preparation sessions, and meet one-on-one with potential applicants. Men and women interested in law enforcement are encouraged to visit with recruiters who will explain their career options and answer questions” (LVMPD). Talent management deals with “selection and classification related tasks” (LVMP), these tasks can range from job analysis to screening applications and administering tests. The personnel management team deals with the employment process, as dealing with newcomers after being hired. The backgrounds section is self-explanatory in itself as it ensures that candidates who have made it through the selection process and are eligible for employment are properly investigated to ensure that all information given is true. Finally, the organizational development bureau works with the Police Recruit Academies, Detention Services Division Training Section administers and the Corrections Recruit Academies all work with in-service training for current employees.
When looking into what the text discusses in regards to recruiting potential employees much of the qualifying information that would make a great investigator are still some of those I believe would make a good officer and are in line with the qualities of many law enforcement organizations, including the Las Vegas Metropolitan Police Department. Civilians also have their own method of applying to the department which from what I can see is a lengthy process, rightfully so because you would want some of the best candidates on the force. Using civilians, whether volunteering or applying to join the department can be smart because you would be getting assistance from people within the area or community you are serving rather than an out of state officer who may be qualified but doesn’t necessarily understand the dynamics of the community they are serving.
When we move into the overall transparency of the department, we can see a bit of how they run their department. In the 2016 annual report from the Las Vegas MPD, they touch on everything from their values and goals to statistics regarding various different forms of crime. One thing that we have discussed in this course briefly in discussion boards was the idea of trust and independence with supervising the investigative unit and how can we make investigators accountable without stepping on their toes or taking away the sense of trust that they have. Like many police departments countrywide the LVMPD has required that their officers be equipped with body cameras to not only track the progress of officers but to address the concerns of citizens all over the country regarding law enforcement accountability. The outcry and demand for body cameras first arose a few years ago when citizens, predominantly minorities would become victims of excessive force or police shootings for situations by which the public believe did not warrant lethal force. As many officers went to trial and were given lesser sentences or no indictment at all, the public demanded for the release of any type of video or audio evidence of the encounters to either prove or disprove officers claims of what happened, thus body cameras were born. According to the LVMPD report “LVMPD began outfitting officers with BWC in 2014 and, as of the time of this publication has completed the training and deployment of over 1,800 body-worn cameras for officers who have daily operational interactions with the citizens in the community” (Lombardo, 2016, pp. 4). The use of body cameras as a whole has increased accountability and changed the actions of law enforcement all over the country, to an extent. The department has reported seeing a decrease in the use of force including reports and complaints from citizens in regards to uses of force from officers who wear body cameras.
Much like any change in regular society, there is often pushback when it comes to people’s personal expectation of privacy in regards to body cameras. We then have to question when does accountability cross the line of an invasion of privacy. In this particular situation I do not see any blatant invasion of an officer’s expectation of privacy because all body cameras have the ability to be turned off, the only requirement is that when on the job, they are on to ensure proper conduct and accountability for their actions should the encounter go wrong or end up violent. Being an outsider to the situation it is easy to see both sides; when we discussed the idea of accountability in our course I brought up the question of whether or not body cameras would promote the idea of a lack of trust in law enforcement officers from their superiors, which is a very valid question, however being civil servants it is also important for law enforcement to remember that having the trust of their community is equally, if not more important. I believe that body cameras should be a way or reminding officers that their actions matter, without feeling like big brother is watching them. A good way to look at it is how it was discussed in the text which states “Similar to fire drills, the goal of any accountability mechanism is to get people to do them without thinking about them” (McDevitt, 2012, pp. 85).
From reading through the report it is my understanding that the style of supervision that may have existed prior to Sherriff Joseph Lombardo seemed much more like an active or traditional supervisory style. This is evident in the same text in which they discussed the use of body cameras, it was stated that “LVMPD’s continued decrease in the use of force incidents is attributed to numerous changes made since 2012 when then-Sheriff Douglas Gillespie requested assistance from the Department of Justice to analyze some LVMPD processes. The most recent addition has been the implementation of body-worn cameras (BWC), as recommended by the DOJ’s COPS Office” (Lombardo, 2016, pp. 4). Former Sheriff Gillespie clearly saw an issue with the use of force and lack of transparency either from their own eyes or from what they learned from concerned citizens. The style that fits what this department may have been like prior to the shift, leans more towards active supervisory. The National Institute of Justice states that “Patrol officers with active supervisors were twice as likely to use force3 against suspects as officers whose supervisors employ other styles. In addition, active supervisors themselves used force against suspects more often than other types of supervisors” (Ashcroft et al., 2003, pp. 7). Issues with use of force can arise from officers being led by negative examples, as it states that supervisors who are considered active tend to use force as well, and their style of supervising is much more hands-on by showing their subordinates what should be done, if they are not doing it the way they think it should be done.
The shift in the supervisory style as a direct response to the changing dynamics of the country was a wise choice in my opinion. Some of the things the website touches on that reflect this shift, is how involved in their communities the officers are, and the partnerships that the Las Vegas MPD has within their communities that allow them to better serve them. This style I think aligns directly with that of an innovative supervisory style. An innovative supervisory style is described as a “tendency to form relationships (i.e., they consider more officers to be friends), a low level of task orientation, and more positive views of subordinates. These supervisors are considered innovative because they generally encourage their officers to embrace new philosophies and methods of policing” (Ashcroft et al., 2003, pp. 4). This is not to say that the idea of community policing in itself is new, but the expansion of the practice being used is much more prevalent and widely known due to many citizens countrywide stating an overall distrust in police for various reasons, one of which being that police are often seen in communities but do not interact unless it’s for a negative reason. The text goes on to state “Innovative supervisors are defined by their expectations for community policing and problem-solving efforts by subordinates. For example, 96 percent of these supervisors reported that they “agree strongly” that “a good patrol officer will try to find out what residents think the neighborhood problems are,” compared to 48 percent of traditional supervisors, 68 percent of supportive supervisors, and 68 percent of active supervisors” (Ashcroft et al., 2003, pp.4).
Steps towards better interactions with the community from the Las Vegas MPD are broken down at various different levels of interaction. One of these interactions that I believe fall in line with the idea of community policing discussed by the National Institute of Justice regarding innovative supervisory styles, is the idea of 1st Tuesdays at the LVMPD. 1st Tuesday is the first Tuesday of every month where community members are welcomed to open forums at various substations and allowed to address their concerns and thoughts with the officers who are in charge of patrolling their neighborhoods. This kind of initiative promotes accountability, transparency, and open dialogue which is important in making sure community policing is done correctly. The department also has a Multicultural Advisory Council, which is considered a resource which can aid in cultural awareness and competency. The group not only consists of community members of different racial and ethnic backgrounds but sexuality as well, while working with a representative from the ACLU. Having this time of committee can ensure that officers are making appropriate interactions with members of their community while being mindful of the cultural norms that often vary from person to person. Another program that I believe is important to have, not only in all states but as part of communities is the Hope for Prisoners program. This program aid men and women, young and old who are returning home from incarceration whether it be federal, state or jail to have more of a fighting chance when re-entering society while also attempting to lower the rate of recidivism. According to the Bureau of Justice statistics study in 2005, which tracked thousands of newly released offenders across 30 states “Within three years of release, about two-thirds (67.8 percent) of released prisoners were rearrested. Within five years of release, about three-quarters (76.6 percent) of released prisoners were rearrested” (TCR Staff, 2018). In the year 2012, the Las Vegas MPD took it upon themselves to not only become partners with this organization promoting proper reentry into the community, but they also encouraged their officers to be more involved with those exiting incarceration. This I do believe is a great move on the part of the department because it not only shows that law enforcement is committed to protecting the community, but also that they are committed to aiding even those who may have broken the law but are seeking a second chance. This shows the community that their commitment is much deeper than just fighting crime but also making sure returning members of society have the resources and tools to do better once being released.
In an effort to continue on the proper path to having a more well-rounded and conscious department, I think the addition of having internal oversight and constitutional policing is important. Having this information on the site, available for all to see definitely promotes a sense of transparency and opens room for the community to trust what the law enforcement in their area is doing. Captain Jamie Prosser is the Bureau Commander of this section which was created in 2012 by Sherriff Gillespie. This office was created in an attempt to address the issue of excessive use of force, especially deadly force by law enforcement officers. This is a good idea from a managerial point of view because it allows for self-reflection and correcting one’s previous mistakes by using deadly force when it may or may not have been warranted. This office works in conjunction with the ACLU and the NAACP and has taken into consideration some of the suggestions they have given regarding their use of force policies. It is also wise on the part of the department to give civilians access to information regarding these deadly force incidents outside of what they may see on the news. The site not only provides videos which can be found on their site or through a link to their YouTube, but it also provides civilians with the District Attorneys decision, as well as the teams’ investigative report, and the review from the office of internal oversight. It is important that cases such as these be reviewed thoroughly in an attempt to prove whether the events that occurred would be considered justified, while still allowing the public some form of transparency into what happened and why. There are roughly 8 years’ worth of documents and videos available to the public. When we discussed the accountability of investigators during the semester, this would have been a great example to touch upon. A department recognizing a fault, and making themselves held accountable by making any information regarding cases using deadly force available for the public to see.
With the department continually moving into the 21st century it is important that the way things are done and how the department as a whole is running changes as well. In the past week, the department has made the news for making a bigger push to utilize technology in order to solve crimes, adding an entire unit that using facial recognition technology and many other technological advances in order to find suspects without using weapons or violence. This type of technology also utilizes sensors in order to pick up sounds from gunshots and possibly even be able to triangulate where they originated from. This was all discussed by Joe Bartels of ABC13 in Las Vegas. Utilizing newer technology is a great move from a management point of view because it can help in cutting down on misidentification and possibly wrongful convictions and deaths. In the past month alone we saw two men in completely different states were wrongfully gunned down by law enforcement who came in and saw who they presumed to be the suspect and fired before being sure. This is an unfortunate occurrence that often repeats itself and I do believe that something should be done to fix it. If technology such as those discussed in the article in regards to the LVMPD were used nationwide many of these wrongful deaths would decrease, along with crime. Bartels states “Eight gunshots were picked up by a sophisticated network of sensors that triangulate the location and possible caliber of the firearm. This one sounds like rapid gunfire in the area of East Craig Road and North Las Vegas Boulevard. Seconds later, police use their public safety camera to zoom into the area and locate two people they may want to talk to in connection with the illegal gunfire” (Bartels, 2018). Having technology that can view who was in the area at the time of the gunshots or the crime and who was may have fled the scene or still be lingering makes it easier for law enforcement to pinpoint who should be talked to when they arrive at the scene.
This type of technology can not only aid law enforcement in making sure that they apprehend the right person after a crime happens, but it can also make sure that crimes are captured around the time that they occur. A large issue in many urban communities is lack of trust in law enforcement, so it is not a surprise when you realize that often times, crimes are not reported or witnesses do not come forward, for various reasons. Lt. Koren who spoke with Joe Bartels states “The fascinating part of it, about 65% of those were not reported to police, so these are crimes we would have never known about it if we hadn't used this gunshot detection system” (Bartels, 2018). Crimes happen around the country daily and go unreported for many different reasons, the text discusses some of those reasons being “egotism, personal pride, fear, mistrust of police, perverse motivation…etc.” (McDevitt, 2012, pp. 124-131). Not only does the Las Vegas Metropolitan PD promote wanting people to come forward if they see or hear something, but they also have a crime stopper hotline which promises anonymity, and lessens the aspect of fear.
The way that this department is run as a whole seems to be functioning well for both them and the community. Their commitment to their community and transparency is extremely visible which is an important factor in promoting good relationships with the people you are protecting and serving. With the ever-changing social climate of the nation I do believe that law enforcement officers being more accessible to the public and in the community is beneficial not only to their overall image in the public eye but to civilians as well. We have discussed countless times how the supervisory style of a department is visible to the public, based on how officers are viewed and interact with one another and civilians. It is clear that this department utilizes its position and visibility to their advantage by allowing the community to truly be a part of the unit. The crime scene detail, which is a part of their crime scene investigations unit is a testament to this because the group is stated to be a civilian unit which is staffed by a Director, 7 Supervisors, 45 Crime Scene Analysts and various support personnel (LVMPD).
References
2018 Update on Prisoner Recidivism: A 9-Year Follow-up Period (2005-2014). (2018, May 23). Retrieved from https://www.bjs.gov/index.cfm?ty=pbdetail&iid=6266
Ashcroft, J., Daniels, D. J., & Hart, S. V. (2003, June). How Police Supervisory Styles Influence Patrol Officer Behavior. Retrieved from https://www.ncjrs.gov/pdffiles1/nij/194078.pdf
Bartels, J. (2018, December 01). Las Vegas Police turn to technology to fight crime. Retrieved from https://www.ktnv.com/shot-spotter-technology-identifies-486-possible-gun-shot-crimes-in-first-year-of-operation
Hope for Prisoners. (2009, November). Retrieved from https://hopeforprisoners.org/
Las Vegas Metropolitan Police Department. (n.d.). Retrieved from https://www.lvmpd.com/en-us/Pages/default.aspx
Lombardo, J. (2016). Las Vegas Metropolitan Police Department Annual Report. Retrieved from https://www.lvmpd.com/en-us/Documents/2016AnnualReport.pdf
McDevitt, D. S. (2012). Managing the Investigative Unit (2nd ed.). Springfield, IL: Charles C Thomas.