The chief or sheriff walks towards the podium with a smile ready to make an announcement. The media is in attendance focusing on the backdrop of the podium surrounded with local politicians and staff members. In the opening remarks, the “P word” is said – we are starting a new program. A hush falls on the audience, every veteran officer has heard this come and go, it is like the circus coming to town. So here it goes, another new program. The “P word” was dropped.
Program
There are many words used in public service but the one word that makes me cringe is program. Why, you ask. If you are a veteran cop with ten or more years, stop and count how many new and innovative ‘programs’ you have suffered through. Usually when the new chief or sheriff takes office this word becomes their battle cry. Before you stop reading and say, where am I going with this – I am a chief and have done it and watched others do the same. It is now time to review what we are really doing, we need to avoid the pitfalls the past has created.
There is the old story of the first- time chief sitting at the office desk for the first time and there is an envelope addressed “To: The New Chief”. The large envelope contains a letter and three numbered smaller envelopes. The congratulatory letter flows with well wishes and some advice. “When you have your first real crisis- open envelope #1.” After a few months, first crisis occurs – the first envelope is opened. Paper inside reads “Blame it on the prior chief”. New chief did so, and crisis passed. Some months passed, another crisis occurs. The second envelope was opened. The paper said, “do something but call it a new program”. Again, this worked until another major crisis occurs. The third envelope was opened. Only words on the paper- “Prepare three envelopes.”
Problems with the P Word
After many years as a chief and more as a command officer, here are my views which create tribulations surrounding the word and its concepts.
First and foremost, every program has a start date but where is the end date? If this is truly a permanent departmental cultural change and not a temporary change, where is the paper trail? Many new executives enter with a reform change mindset. The clutch word for the program is contained in memos, emails, mentioned in staff meeting and proclaimed to all. However, do you have departmental policy validating the program within policy, procedure or standards? Furthermore, do you have departmental training that instills the program into your department daily operations? If you have it on paper does it match your policy? If not, your accreditation process will catch this. It states from your office but does not match policy and internal process. Does your training match the new initiative? It maybe only word play but again, if it is said in the classroom, it will be said on the streets and in the courts, matters not what is said in staff meeting.
Money Trail
Programs when fueled by grants will have an end date. Sooner or later, the money stream dries up. Even if these are descending grants (money reduces over the years) pretty soon the budget monster will consume it. My evidence was the Community Policing money train which derailed for most all a few years back. Recall the Homeland Security money highway from Post-911, toys and equipment galore and now a trickle to only the select few. Other grants from philanthropic foundations are often one-time and short-lived at best. Grants and funding schemes are far more addictive to chiefs and sheriffs than most understand.
Many new programs are initiated by a new political leader, again will this survive to the next reelection? Often new programs offer false hopes to some and career opportunities to others. For many they cling to them in hopes of sustainability. New jobs are created and the blessed find their own little niche. They land that cushy office job – inside work and no heavy lifting. They become the faces and defenders of it within the ranks. The trend here is the sustainability of the new program? Will it pass the next budget cycle? Police budget reality 101 states, that the vast majority of your budget is personnel (wages – benefits) and the daily sustainability of operations – leftovers will have to fund the rest. Sad truth many of these programs are dropped in the ashes after the funding disappears. This new program was not a line item last year, so wedging it in other areas will be caught by the budget office. Now to validate this or shut down another program to fuel the new?
Departmental Culture
With every change within a police agency, there are cultural and departmental changes that must be addressed. Larger departments always have that one precinct/division that is the test lab. Again, there is always that one precinct (my memories of the 3rd Precinct) that marched to a beat of a different drummer. It is not the de novo catch word and phraseology of what is expected but is really done with its application. Often the terms or concepts are overused and wrongfully applied, but there we did it for today.
Reality statement
No, I am not anti-change or the old guy who does not like innovation. I still have the bitter aftertaste of some programs that were wrong to begin with but felt good to some at the time. I strongly caution new chiefs or sheriffs of the overuse of the word. The problem is that we slap the P Word on something and it will become our salvation. I have seen this play out many times and it can be done. Yes, I said that it can be done, if it is done correctly as I have mentioned. A press conference with outlandish promises will haunt you, the camera never forgets (nor does your staff). Real cultural change with policy, training and sustained funding will work. However, this has proved wrong so many times in the past. What may sound good today will be bitter when this program is abandoned next year, what is next? Yogi Berra once said, “It's like déjà vu all over again”.
