When you look at the world of law enforcement technology today, it essentially falls into three specific buckets or categories. First, you have the hardware world, which we all know is very critical. These consist of products like sirens, radios, breathalyzers — things that police need to do their job every day. Second, there are record management systems (RMS) and other like-systems that help catalog, track and manage criminal incidents and follow-up on investigations. This is very highly evolved software in what is a highly competitive landscape. Third, we have the world of human capital management . . . and this is the part of law enforcement technology that has not been properly addressed.

Achieving Efficiency and Compliance with One Holistic Enterprise SolutionThe human capital management marketplace today is full of good providers who are trying to do one thing: It could be that they’re trying to capture use-of-force . . . or they’re trying to oversee internal affairs case management . . . or they’re trying to administer training. You name it — whatever it is, they’re only trying to solve a singular challenge or issue. This fragmentation across multiple providers becomes increasingly problematic when you realize that police departments, like any other organization, need as holistic and turnkey perspective as possible for making informed decisions and developing course-corrective action plans to meet professional standards criteria.

Discover Benchmark’s proprietary 7-category police force management tool developed by our team of researchers and data scientists.

So, what’s the ideal tactic? Consider an enterprise approach to your police force management and early intervention strategy, where one system can manage all of your human management needs. And when you do, ask the tough questions that will get you to the most effective solution for your department. Does it comply with the body of standards proposed by the Commission on Accreditation for Law Enforcement Agencies (CALEA)? Does it incorporate the best practices and elements of the ethics toolkit developed by the International Association of Chiefs of Police (IACP)? What about the performance guidelines on officer conduct recommended by the Department of Justice (DOJ)? A true enterprise system built specifically for police professional standards and early intervention will meet these criteria and much more.

Bottom line — try to avoid the complexities of working with multiple software providers. Streamline your processes and workflows, increase your overall organizational efficiency and effectiveness, and achieve total agency compliance — all through one single-source enterprise management tool.

To transform police administration today, we simply need better information. We have to arm police chiefs, command staff and frontline supervisors with crisper, clearer information to make better, more informed professional standards decisions.

Look across so many different industries and you’ll see that there’s so much good information driven by research and analytics around human capital management — that is, the business of managing people.

And when you think about it, policing is very much a people business — in the sense that it’s not a profession that can be done through robotics; it’s not a profession that doesn’t involve people interacting.

Future of police administration.

And so how we think about managing and supporting that workforce is absolutely critical. And the way we’re going to continue to evolve police departments and police department administration, is rethinking the information we provide to everyone who’s empowered to make decisions, so they ultimately make better decisions around early warning and early intervention. A lot of those decisions are internally focused: How does the organization become better managed? What information is needed to drive culture more effectively inside policing organizations? What information is needed to support officers?

We ask officers to do so much . . . we ask them to put themselves in harm’s way. We ask them to work with and deal with folks who are mentally ill. We ask them to deal with the toughest, most hardened criminal elements. We ask them to deal with traumatic situations all the time. So how can we can look in the mirror and say in a very honest way that we can ask human beings . . . people . . . police officers . . . to do that incredibly difficult work and not rethink how we then back them up and how we support them?

As you evaluate your current professional standards and early intervention systems and look to the future for improvement, doesn’t it make sense to rethink and transform how you manage your workforce — like so many other industries today? Consider the role that research, data and analytics can play in helping make more educated, objective and proactive decisions. It could be a game-changer for advancing the goals of your department and enhancing the careers of your officers.

Read about our pledge to Uphold the Honor of the Badge. We’re dedicated to transforming police force administration, professional standards management and early intervention through research and analytics.

We’ve all seen the headlines. And perhaps for some, it’s more than a headline — but rather a living reality. Across the U.S., law enforcement agencies big and small have been experiencing a shortage of officers to meet the demands of the cities and towns they so diligently serve. There are several reasons why, but a few stand out as critical factors.

Continue reading “How to Minimize Your Impact from the Current Officer Shortage”