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National Black Police Association
US NBPA Report
Report by Tony C SmikleNBPA Vice President
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Contents Page NosHistory 3
Introduction 4
Itinerary 5
Keynote address - Bishop T D Jakes 6
Strategic meetings and Dallas Chief of police David Kunkle 8
New Leadership: Overcoming Old Obstacles - A Conversation 9
UK delegation 10
Workshop – Leadership is an art 11
Workshop – Achieving community cohesion in Kent 13
Workshop – Preparing to be Chief 17
Memorial march 19
Workshop – Community policing the Bermuda experience 20
Workshop – Juvenile Detention Alternatives 21
Workshop – What do black police think? 23
Workshop – New Concepts In Criminal Justice Training
Conclusion 24
Acknowledgments 25
Letter from NBPA President 26
Workshop list 28
Dallas media – news reports 29
Conference credits and certificates 31
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US NBPA HISTORY
In November 1972, the National Black Police Association was chartered as a not-for-profitcorporation in the state of Illinois following the historic meeting in St. Louis, Missouri. Therewere thirteen African American Peace Associations present at the meeting.
The National Black Police Association was established:-
To improve the relationship between Police Departments as institutions and the Blackcommunity
To evaluate the effect of the policies and programs within the Criminal Justice Systemupon the Black community
To serve as a mechanism to recruit Black police officers on a national scale
To work toward police reform in order to eliminatepolice corruption, police brutalityand racial discrimination; and
To educate police officers to perform with professionalism and compassion.
The NBPA established five (5) geographical regions throughout the United States and each ofthese regions operates and maintains an office. Each region elects an Executive Committeethat represents all of the NBPA chapters and individual members in residing in their respectiveregions.
The NBPA hosts an Annual Education and Training Conference for its members and othersinterested in law enforcement.
The conference is designed to provide workshops, discussion groups, and the disseminationof pertinent information to those who attend. The conference also provides an opportunity tonetwork with fellow officers from across the country and around the world.
US NBPA MISSION STATEMENT
To increase the awareness of the community; to be the conscience of the Criminal JusticeSystem; and to enhance the quality of life in the African American Community
UK NBPA MISSION STATEMENT
“The NBPA will work in the interests of the UK police services and be an integral partner toensure equitable service for all & for the Black and Minority Ethnic (BME) staff who werepresent.
We will also advocate the needs & expectations of BME communities by delivering andsupporting strategies & initiatives which have a positive impact on all”
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Introduction
The NBPA UK has been sending a delegation to the US NBPA since 1998 and has utilised thisevent to develop members and create unique partnerships with international organisations thatshare our experiences and have made significant progress compared to the UK experience,we take this opportunity to participate in workshops, network learn and discuss a range ofissues.
The conference and workshops - There needs to be honest dialogue and reflection, to buildthose facilitative leadership skills across all generations. There needs to be a de-romanticizingof the experiences of the civil rights movement and NBPA advocacy.
We need to be realistic about the expectations of what we can do. To be prepared for the longhaul. We need to get beyond this place being all about us, and us alone, so that we can lookoutside of ourselves, so we can cut ourselves some slack, so we don’t burn ourselves out.
We need to build more partnerships, look around to action and take an active interest in whatother people are doing; and not just pretend we’re the only ones doing this work.
We need to look forward in unexpected places. We need to open our arms...to really build amovement that includes everyone.
We have to start getting political by reaching out to politicians, figuring them out, learning howto plant seeds in their minds, to move them to supporting us. We must commit to the civic andorganizational education of younger generations.
SOME OF THE QUESTIONS THAT NEED ANSWERS
Who will lead a future NBPA dedicated to progressive social change in the difficultdecade ahead?
What resources and skills will they need to meet the challenge?
Who is and should be held accountable and to whom should leaders beaccountable to?
If generational gaps create disenchantment with aspiring leaders, what should wedo to create an organizational atmosphere to bridge the gaps between the NBPAexternal values and internal culture?
How much of our personal lives should be expended for organizational activities?
Do we have what it takes to attract and retain new members; and if we don’t havewhat it takes – are we willing to change our organisational approaches and ourorganisational selves?
Do we value new leaders enough to become supporters, mentors, advisors, andfollowers?
This report gives an overview of some of the US NBPA conference 2009 from a UKperspective.
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US NBPA Conference itinerary
Saturday 15 August 2009 Travel from UK to USA
Sunday 16 August 2009 Workshops 9am-4.30pm
Monday 17 August 2009 Workshops 9am-4.30pm Board meeting 5pm-7pm
Tuesday 18 August 2009 Prayer breakfast 9am-10.30am Opening session 11.30am-1pm Plenary session 2.30pm-4.30pm Host city reception 7pm-9.30pm
Wednesday 19 August 2009 Workshops 9am-5pm Charity basketball 6.30pm-9pm Scholarship charity event 9pm-11pm
Thursday 20 August 2009 Workshops 8am-11am Awards luncheon 11am-1pm Workshops 1.30pm-4pm Memorial march and service 5pm-9pm Jazz club reception 9pm-late
Friday 21 August 2009 Workshops 9am-12md Regional meetings 2pm-3.30pm General session 4pm-6pm Century club reception 7.30pm-8.30pm
Saturday 22 August 2009 Networking day NBPA awards banquet 7pm-11pm
Sunday 23 August 2009Return from USA to UK
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T D Jakes on the cover of Time Magazine
Keynote address
Prayer breakfast address by Bishop T D Jakes
Thomas Dexter "T. D." Jakes Sr. (born 1957) is an Americanentrepreneur and chief pastor of the The Potter's House, a 30,000member church in Dallas, Texas It is a non-denominationalmegachurch with a capacity of 8,500.
Jakes has received numerous honors, including 13 honorarydegrees and doctorates. He has also received Grammy and DoveAward nominations for Gospel album "Live at The Potter's House."PBS Religion and Ethics Newsweekly named Jakes amongAmerica's "Top 10 Religious Leaders." Time magazine featured Jakeon the cover of its September 17, 2001
In 2001 Time magazine voted T D Jakes as “Best Preacher”
Bishop Jakes spoke eloquently and passionately on the conference theme “New leadershipovercoming old obstacles”
He stated that:-
Everything rises and falls by the leader Leadership equals influence We need to use partnerships between faith groups and the criminal justice system Work to rehabilitate not incarcerate Faith can be a crime deterrent People slip through the cracks in the CJS Identify core values that we share Build trust and confidence Educate – because when we know better we do better Support the anti terror agenda by contacting members via the internet We housed 2500 people during Hurricane Katrina Politicians recognise the value of the church Each church has strengths and weaknesses We often work with people in crisis Criminals come to church too We have power – we are role models The best role models should be in the home Police are expected to be exceptional, extraordinary and be perfect Inside is an ordinary person who sometimes does not live up to expectations The uniform/badge does not make you superhuman We also deal with regular issues – be honest we are just people When stressed people can become a liability Because of the work we do we can become cynical, negative and believe the worst of
everything We need to maintain a balance of positivity
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If you are still the old person inside, new ideas and new leadership will not work Training does not fix everything We need to function from a healthy place Angry, burnt out people are a ticking time bomb Feed the job with your time and effort, remember to feed yourself If you marry a job you will find that you have a poor companion We need to learn how to let go of things that are harmful to us If you don’t drop it, it will drop you
The most moving and thought provoking speech of the conference was in my opinion given byBishop Jakes
Bishop Jakes is presented with an original Buffalo soldier sword by Southernregion President Malik Aziz and NBPA President John Hayes
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Strategic meetings
During the week long conference Linda, Beverley and I engaged in a number offormal/informal meetings individually and jointly with:
John Hayes NBPA US President Roy Smiley ABLE Canada President Leslie Seymour NBPA US former President Doris M Byrd NBPA US former President Marcus Jones NBPA US former President Ron Hampton NBPA US Executive director Chris Bullen ABLE Canada former President Malik Aziz NBPA US Southern region President Larry Potts NBPA US Mid Western region President
We discussed in detail:
Women in policing Subscriptions – management of ring fenced finances Conference planning Meeting management and protocols Fundraising events
o Tournamentso Recruitment fairso Sponsorship
How ABLE bought a building and leasing arrangements Agreement for Presidential attendance at international conferences Scholarships and the establishment of the Karin Mulligan memorial trust
Dallas Chief of police David Kunkle
Chief Kunkle spoke about his careerand personal highlights.
He articulated his support to the NBPAand thanked Malik Aziz for his supporton local issues.
Chief Kunkle not only attended theconference opening session heensured that 75 officers and staff fromDallas PD attended the NBPAconference.
He also allowed a number of UKdelegates to attend his Chief officergroup Compstat meeting to presentforce mementos.
Malik Aziz, Preston Gilstrap, John Hayes and Chief Kunkle
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Plenary session:
Theme – New Leadership: Overcoming Old Obstacles - AConversation
President Linda Johnson participated as a panel member besideJohn Hayes (President NBPA US), Chris Bullen (ABLE Canada –Vice President), Damon Jones (President - North West region).
The session was facilitated by a former past Chair of the NBPA US,Preston Gilstrap.
Areas discussed:
The mission statement of the NBPA US The mission statement of the NBPA UK Leadership skills needed for the future Leadership is product not rhetoric Actions speak louder than words People need to talk to the issue and not personality We need to speak truth to power
Linda Johnson respondsTo questions from the floor
Deputy Chief David O. Brown accepts Bobbys helmet from the NBPA President
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UK delegation
Gerry Brown BTP Jakir Miah BTP Steve Kappel Cleveland Ivan Hughes Cleveland Wendell Henry Kent Kulbir Pasricha Kent Trevel Henry Kent Linda Johnson NBPA Bev Jamerson NBPA Tony C Smikle NBPA Ali Dizaei Met David Mc Farlane Met Patricia Fenton Met Patrick Johal Dyfed Powis Gary Atkinson PSNI Richard Williams PSNI Zadvinder Padda West Mercia
Tony C Smikle and Zadvinder Padda West Mercia Police Authority
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Attended workshops
Workshop
Leadership is an art - Part II Hazel Willis - CEO Willis WorldSherrie Locket – NBPA US General SecretaryLarry Potts – NBPA US Regional PresidentLinda Johnson – NBPA UK PresidentTony C Smikle – NBPA UK Vice President
Based on the book by Max Depree - Leadership Is An Art
Aim To recognise the importance of leadership
Objectives
By the end of the session students will be able to:
1. Identify types of leadership models as defined in “leadership is an art” by Max Depree
2. To have a greater understanding of positive leadership traits and how to apply them
Linda and I were asked to assist and support Hazel by facilitating part of the leadershipworkshop.
Following two meetings with the above named participants Linda and I designed a lessonplan and produced handouts to ensure that the session was both interactive and informative.
Overview
The first responsibility of a leader is to define reality. The last is to say thank you. In betweenthe two, the leader must become a servant and a debtor. That sums up the progress of anartful leader. We discussed:-
Concepts of leadership
ideas about leadership
leadership practices, writing, teaching, and learning.
True leaders are sought after and cultivated
Leadership is not an easy subject to explain.
" Leaders don' t inflict pain; they bear pain"
The goal of thinking hard about leadership is not to produce great or charismatic or well-known leaders.
The measure of leadership is not the quality of the head, but the tone of the body
The signs of outstanding leadership appear primarily among the followers
Are the followers reaching their potential?
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Picture of a horses head
Are they learning/Serving?
Do they achieve the required results?
Do they change with grace?
Manage conflict?
How does one become an artful leader?
Winning the heart and spirits of the people
The appropriate services, products, tools, and equipment that people in theorganization need in order to be accountable
The institutional value system which leads to the principles and standards that guidethe practices of the people in the institution
Succession plan that identifies, develop, and nurture future leaders
A sense of quality and continuity in the institution
A new reference point for what caring, purposeful, committed people can be in theinstitutional setting
Maturity as expressed in a sense of self-worth, a sense of belonging, a sense ofexpectancy, a sense of responsibility, a sense of accountability, and a sense ofequality
Excellence and commitment and competence
Business literacy, understanding the economic basis of a corporation;
Ideas, openness, dignity, joy, healing, and inclusion
Provide and maintain momentum through a clear vision of what the organizationought to be; and effectiveness - doing the right thing
This was an interactive session with a number exercisesincluding an opportunity to view optical illusions and discusshow perspectives can influence exactly what we see.
We were able to engage the delegates in a participativediscussion which was both fun and inspirational.
Feedback from the delegates identified that they not onlyenjoyed the workshop but that they wished that the facilitatorshad been given more time to manage the discussion andpresent additional leadership material.
Further information is available from:-
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Workshop
Achieving community cohesion in Kent – Kulbir Pasricha (Area Diversity manager)
Kulbir introduced the concept of community cohesion to the US delegates who currently do nothave this approach as part of their organisations strategy.
We initially asked the delegates to think about someone that they knew that they didn’t like andwhat was it about them that made them feel that way:
They listed the following:-
They persist in making me drink Dishonest band two faced Worthless Authoritarian, officious bean counter Only talk about police work Look down on people and stereotype Cause division and strife Snuff, chew and spit Stuck in their ways Beg and lie Take credit for others work Exaggerate Tell tales Judgemental & ignorant Give back handed compliments
www.kent.police.uk
Achieving community cohesion in Kent
KulbirPasrichaArea Diversity Managerfor North Kent
www.kent.police.uk
Definition of community cohesion
The definition of community cohesion established by the LocalGovernment Association and partners in 2002, sees a cohesivecommunity as one where:
• there is a common vision and a sense of belonging
• the diversity of people's different backgrounds and circumstancesis appreciated and positively valued
• those from different backgrounds have similar life opportunities
• strong and positive relationships are being developed betweenpeople from different backgrounds and circumstances in theworkplace, in schools and within neighbourhoods
Source: local Government Association and partners, 2002
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www.kent.police.uk
Race relations
• Brixton riots – Scarman
• Broadwater Farm – Murder of PC Keith Blakelock
• Stephen Lawrence – McPherson Inquiry‘institutional racism’
• Kerner commission – ‘Unintended consequencesof dysfunctional systems and processes’
www.kent.police.uk
• Local Statutory Partners
• Police Community Liaison Group
• Independent Advisory Group
• Crime Disorder ReductionPartnership
• Community Liaison Officers
• Diversity Workshops
Working with the community
• Community events
www.kent.police.uk
Community engagement
• Keeping people informed: Those
feeling informed about police activities
and those whose views are sought on
crime/ASB are significantly more likely
to be confident.
• Involvement: The public want to be
more involved in helping the police
identify local priorities and issues.
• Knowledge: They want to know
what the police have done in
response.
• Feedback is key: We must tell them
what happened, particularly, whether
people have been arrested and
brought to justice.
Communityengagement
Identifyingpriorities
Acting oninformation
Feedback ofresults
www.kent.police.uk
Results
• Evolution
• Hate Crime Detected Rate
• Satisfaction Hate CrimeVictims
• 9th in Country from 26th
• Stonewall – 4th in country
• Domestic abuse
We then discussed their understanding of the term “community cohesion” and board blastedthe results.
We then clarified their responses by providing the definition of community cohesionestablished by the Local Government Association and partners in 2002, sees a cohesivecommunity as one where:
there is a common vision and a sense of belonging the diversity of people's different backgrounds and circumstances is appreciated and
positively valued those from different backgrounds have similar life opportunities strong and positive relationships are being developed between people from different
backgrounds and circumstances in the workplace, in schools and within neighbourhoods
Having provided the PowerPoint presentation to the delegates Kulbir presented the informationabout community cohesion in Kent, detailing the geographical profile of the area, places ofinterest and the structure of Kent Constabulary. The presentation included embedded videoclips from numerous stakeholders in Kent.
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The delegates identified methods that they used to communicate with different communitiesand the benefits from this type of contact.
After detailing the community engagement cycle we discussed the benefits of communitycohesion.
This allowed us to overlay their responses from the earlier exercise and clarified howcommunication and dialogue is essential to address and minimise conflict and disputes.
Further information is available from [email protected]
Retired Sheriff Tyrone Carter with Kulbir Pasricha
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Workshop
Cultural diversity training - Prof Ron Hampton, Dr Sinclair Jeter and Dr Angelyn Flowers
US diversity training includes the term sensitivity awareness which is not part of the UKtraining language.
In parts of the US diversity training is court ordered.
The facilitator are all part of a team from the University District of Columbia in Washington andcontains a strong academic slant
Stereotyping:Simply the practice of placing items in categories based on observablecharacteristics – useful for survival, problematic as it uses observable characteristics todistinguish persons from the dominant group
Inherent Characteristic: That is possessed by everyone
Examples of stereotyping were discussed
Stereotyping is harmful because, it operates to deny the individuality of the personbeing stereotyped and artificially restricts the individual to an expected type of behaviourwith social repercussions if they do not conform
Biases occur when we have preconceived notions, or stereotypes about particulargroups
In many cases, we may not be consciously aware of the preconceived notions that arein our minds
Ism defined as: Prejudice + Institutional power. Transforming bias or prejudice intosomething that impacts the outcome of individual or groups of people
The law enforcement officer has a unique role to play in a free society: They arerepresentatives of the state, they are legitimately entitled to carry and use force againstindividuals , They are the individuals whose action are the first step in depriving othersof their, property, liberty or their life
The concept and impact of Driving While Black (DWB) was discussed
Disproportionate adverse interactions between minority groups and the criminal justicesystem is likely to create friction and distrust
Unfair discrimination by officers can undermine community confidence and result inpunitive measures against the officer(s) involved
In addition to the workshop I also received an academic diversity qualification.
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Workshop
PREPARING TO BE CHIEF OF POLICE
Keith Humphrey chief of police Lancaster, Texas PDRobert Brown chief of police Duncanville Texas PDDr. Theron L. Bowman chief of police Arlington, Texas PDRoy Minter City of Denton, chief of police, Texas PD
Chief Keith HumphreyChief Robert BrownChief Theron BowmanChief Roy Minter
Theron Bowman Roy MinterKeith Humphrey Robert Brown
Contemplating the prospect of becoming the chief of police must begin early in one’s career sothat there is ample time to prepare to be qualified for that position. Making deliberate careerpath choices, seeking out diverse career opportunities; and the mentoring guidance of otherleaders will help build a skill set requisite for being a chief of police.If, after considering the ramifications of assuming the roles and responsibilities of chief ofpolice, one still wants to pursue the path, it is important to keep in mind that there are manyroads to the top of the mountain.
Education & Training Professional Experience Department Size Additional Qualifications Policy-Procedure Constructs & Law Personnel Development Leadership Transitioning & Succession Administrative & Operational Imperatives
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Key questions
Why does one seek the job as Chief?
What qualities are needed to become a Chief of Police?
What are the challenges of being a Black Chief?
What does a successful CV look like?
How do you prepare for a Chief officer’s selection process?
How difficult is it to manage budget?
What issues may cause a Chief officer’s career to come to an end?
How does one manage an organisation from the top?
This was a unique opportunity to discuss with 4 Black Chief officers how they support eachother and assist in challenging issues.
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Memorial march to Pilgrim Rest Missionary church
Each conference the US NBPA march through a Black community, culminating in a serviceat a local church where there is a role call of fallen officers.
Uniform and non uniform officers and staff from the conference joined with communitygroups to participate in the memorial march.
Gary Atkinson (PSNI) President Linda Johnson NBPA (UK) and Richard Williams (PSNI)
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Workshop
Community policing – The Bermuda experience: Sgt Troy and A/C/I Naimah Williams
Community policing is a philosophy - not programs - that promotes organizationalstrategies, which support the systematic use of partnerships and problem-solvingtechniques, to proactively address the immediate conditions that give rise to publicsafety issues such as crime, social disorder, and fear of crime.
The Bermuda Police Service (BPS) developed a Policing Strategy for the Communityand a Crime Management Strategy. Both of these strategies now contribute towardsthe objectives of community oriented problem- solving, targeting and partnershipbuilding... the BPS 2007-2011 Strategic Plan is designed to bring out the best in theorganization and those that work within it.
This Plan sets out the approach that the BPS will undertake to address the issues thatwill have the most significant impact on service-delivery over the next four years. This Plan hasbeen separated into three strands consisting of a range of elements.
Bermuda is a former British colony It size is 22 sq miles in the North Atlantic ocean A population of 66,000 Perception exists of more crime Low confidence in the police Perception of lack of visible police Poor call handling Lack of skills in some ranks Ineffective use of technology An increase in tourism is expected Crime is expected to rise PACE introduced to the island Community focussed policing is essential A problem solving approach has been adopted Plan to decrease fear and increase confidence Control, enforcement and crime management Hot spots and proactive policing are part of the solution Partnerships, information management and improved communication systems will
support community policing
The change equation Dp x Av = Ac
Pt
Ac = Acceptance of change
Dp = Dissatisfaction with the present
Av = Attractiveness of the vision
Pt = Pain of the transition
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Workshop
Juvenile Detention Alternatives Initiative - Michael L. Lindsey, JD, PhD ~ JDAI SiteCoordinator Dallas County Juvenile Department
Purpose:To demonstrate that jurisdictions can establish more effective and efficient systems to accomplishthe goals of juvenile detention and maintain public safety in the process.
JDAI promotes:
reduced reliance on secure confinement
improved public safety
a reduction in racial disparities and bias
saving taxpayers’ dollars
stimulating overall juvenile justice reforms
Designed to support the Casey Foundation’s vision that all youth involved in the juvenile justicesystem have opportunities to develop into healthy, productive adults.
Since its inception in 1992 JDAI:
Annie E Casey FoundationAnnie E Casey FoundationJuvenile Detention Alternatives InitiativeJuvenile Detention Alternatives Initiative
(JDAI)(JDAI)
Michael L. Lindsey, JD, PhD ~ JDAI Site CoordinatorDallas County Juvenile Department
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has repeatedly demonstrated that jurisdictions can reduce reliance on secure detention whilemaintaining public safety.
has grown to approximately 100 sites in 22 states and the District of Columbia.
Core strategy:
1) Collaboration - between major juvenile justice agencies, governmental entities, andcommunity organizations
2) Use of accurate data - to diagnose the system’s problems and indentify real solutions
3) Objective admissions criteria and instruments - to replace subjective decisions thatinappropriately place children in custody
4) Alternatives to detention - to increase the options available for arrested youth
5) Case processing reforms - to speed up the flow of cases so that youth don’t languish indetention
6) Reducing use of secure confinement for “special” cases - like technical probationviolations, behavioral health needs & mitigating warrants
7) Deliberate commitment to reducing racial disparities- by eliminating biases and ensuringa level playing field
8) Improving conditions of confinement - through routine inspections
Overrepresentation of Minority Youth inOverrepresentation of Minority Youth inPublic Detention Centers: 1985Public Detention Centers: 1985 –– 19991999
56.6%
43.4%
56.4%43.6%
WhiteYouth
MinorityYouth
19851995
MinorityYouth
Source: Census of Public and Private Juvenile Detention, Correctional and Shelter Facilities, 1985-1999.
62.0%38.0%
1999
WhiteYouth
MinorityYouth
WhiteYouth
2/3 of Detainees are Kids of Color
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By the end of 2008, JDAI will be present in 100 jurisdictions in 25 states and the District of Columbia,working in systems that hold 65% of all youth detained in this country, almost 17,000 youth.
Public safety improved: 47%: Average reduction in the Juvenile Crime Indicator in the four JDAImodel sites:
Tax dollars saved: $17 million (Amount of money Multnomah County redeployed over a 10year period)
For more information about the Annie E. Casey Foundation and JDAI please visit: www.aecf.org
Michael L. Lindsey, JD, PhD, President – Nestor Consultants Dallas, Texas, email:[email protected]
Workshop
What do black police think? Dr. Sylvia hill university of the district of Columbia and Ronald E.Hampton NBPA executive director
The workshop was a survey in line with a similar survey conducted by the Department ofJustice shows glaring perceptual disparities between white, Black, and other minoritypolice officers related to the treatment of the Black citizenry by America’s lawenforcement community.
The question:Are these perceptions mirrored by other Black criminal justice practitioners in the courts,prosecution, corrections and community supervision?
We took some time out to examine, analyse and determine if these perceptions aremirrored across other criminal justice systems. The data collected will be presented at afuture event.
Workshop
New Concepts In Criminal Justice Training: Trevel Henry: TrainingManager – Kent Police College
Teaching is a relational activity which helps identify questions forexploration, suggests resources for alternative answers, encouragesexperimentation, challenges by raising questions for further learning,and supports work as a peer in life-long learning. It is criticallyimportant that what is being taught is taught correctly.
Legitimacy of a Criminal Justice System Criminal Justice and Popular Culture Surveillance vs. Rights of Privacy
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Mass Incarceration vs. Restorative Justice International Police Force Universal Criminal / Civil Jurisdictions Global DNA Database Surveillance / Helmet Cameras Decriminalization of Public Order Crimes Transnational Organized Crime – Terrorism - Corruption Global Piracy – Insurgency - Securitization Cyber-terrorism Human Trafficking, Slavery, International Family Law Communications and Technology Advancements Reliance on Education vs. Training Elements of the Police Mandate P Peacekeeping vs. Order Maintenance Models * Crime Prophylactic Model* Police Knowledge Model, * Social Work Model, * Community Cooperation Model Police Discretion or Subversion of Law
Conclusion
In light of the amount of information that was obtained and shared from the conference in Dallas it isright and proper that the NBPA UK should be represented by the Cabinet.
The international arena is part of our day activities and requires us to be a part of it.
The UK delegation added a more inclusive dynamic to the week and assisted the NBPA USdelegates to understand how we operate and function.
A formal agreement which is to be documented between ABLE and the NBPA US will ensure thatthere is consistent participation and reasonable reciprocal arrangements to internationalconferencing.
Appendix I Letter from NBPA PresidentAppendix II List of conference workshopsAppendix III Local news articlesAppendix IV Conference university credits and certificatesAppendix V Letter from Willie Ford – Dallas PDAppendix VI Email – Thanx from Kulbir Pasricha, Kent Police
T C SmikleNBPAVice President
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Acknowledgements
Linda Johnson, Beverley Jamerson and I would like to thank those within policing and the NBPA whohave supported our attendance at the US NBPA educational and training conference.
We would like to thank the NBPA US for their hospitality and permitting all UK delegates to attend ata discounted rate as full NBPA US members
We appreciate the excellent hospitality of the Dallas Chapter of the NBPA who transported the UKdelegation to and from the DFW airport and around the City. Plus the evening hospitality room.
Finally we would like to thank Dallas PD, the staff were fantastic throughout the week, assisting theUK delegation to visit, HQ and the training department plus ride along activities with Gang unit,SWAT team and Helicopter units on live investigations.
NATIONALBLACKPOLICE
ASSOCIATION24 Laburnum Road
WakefieldWF1 3QP
Registered Charity No. 1093518
www.nationalbpa.com
E-mail:
Telephone 01924 292421
Fax 01924 292416
Appendix I
Letter from NBPA President to NBPA NEC
US NBPA Conference 2009
Colleagues,
The Cabinet of the NBPA have decided that it is appropriate to attend the USNBPA conference this year.
In discussion in May 2009 with the Cabinet and the chair of the scrutinycommittee this decision was reached following a vote, in line with ourestablished business protocols.
Since this decision was reached a number of members have emailed theNBPA with a range of personal comments and criticisms regarding thisdecision.
In order to conduct NBPA business the Cabinet has requested on numerousoccasions for the vacancies to be filled and for volunteers to assist us inaddressing a range of systemic issues which we have inherited.
The absence of a full compliment of cabinet members has ensured that theopportunities to develop cabinet staff, develop the NBPA and operate at anappropriate strategic level have been significantly impacted by these gaps.
As an international support network we have a responsibility to ourmembership and our organisation to participate and be seen to participate atevents and training conferences. We have been unrepresented at the NBPAUS conference for the last two years.
We are the European standard bearers when it comes to the NBPAmovement and sends an extremely poor message when we are advocating toother countries that they should regularly participate and speak at our eventsand then we do not engage with reciprocal arrangements.
Amongst the benefits for the NBPA that will result as a bi-product of ourattendance are the following:-
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Demonstrate the NBPAs effectiveness Develop future police leaders Key discussions with National US leaders to develop the following
NBPA objectives:1. Women in policing2. Natural Born Leaders and communities initiatives3. Subscriptions/ governance policies
Develop cross cultural understanding Build a global corporate culture Share understanding of national and local issues Represent the NBPA UK Develop and plan for the future of the NBPA UK Role model inclusion by representation
A comprehensive report will be completed and shared with the NEC andBPAs, this will cover all aspects of the week including a number of workshops.
The US NBPA have consistently supported our annual events, including the2006 conference which brought their entire training conference to theManchester.
The costs to the NBPA will be kept to a minimum through a combination offunding via force, funding via BPAs and additional private contributions by themembers attending.
This will include personal expenditure and the use of annual leave. The costto the NBPA for cabinet members to attend conference will be detailed in afinancial report which will shortly be circulated by the treasurer Zaf Qazi.
Just to remind you that it is the cabinet and not the NEC whom are trusteesfor the NBPA and as such we take all financial decisions very carefully andvery seriously.
This cabinet operates in a fair and equitable manner extending opportunitiesas well as tasks to all members of the cabinet. As such it was felt that bygiving all the cabinet members the opportunity to develop and representNBPA was preferable to sending one or two fully funded cabinet members.This is the rational for having 3 part -funded cabinet members rather than oneor two fully funded cabinet members.
Linda JohnsonActing PresidentNational Black Police Association
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Appendix II
Complete workshop list
Promotional Assessment Centre
Law enforcement prevention and deterrence of terrorist acts -Awareness levels
Sister to Sister
Cultural diversity training
Leadership is an art
Mid-Level Drug/Narcotics Investigations
What do Black police think?
Domestic violence intervention and treatment: Working with youthfuloffenders
Motorola CCTV
Radioactive leadership
New concepts in criminal justice training
Sheriffs – Constables – Marshalls
Advance homicide investigations Part I & II
Special district law enforcement
New leadership overcoming old obstacles
Achieving greatness while wearing the uniform: A paradigm forsuccess in law enforcement
Community policing the Bermuda experience
Wrongful convictions
Mr President and Mr Attorney General – What about juvenile reforms?
Achieving community cohesion in Kent
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Appendix III
National Black Police Association meets in Dallas11:08 AM Mon, Aug 17, 2009 | Permalink | Yahoo! Buzz
Steve Thompson/Reporter Bio | E-mail | News tips
The National Black Police Association is holding its 37th national
conference here in Dallas this week. It's from Aug. 16-23 at the Fairmont
Dallas Hotel at 1717 North Akard street.
Among the speakers will be Dallas police Chief David Kunkle and Bishop
T.D. Jakes, senior pastor of The Potter's House.
The organization's Website, www.blackpolice.org, seems to be down.
But you can find cached versions of some of the information on Google:
Also, after the jump I'm pasting the NBPA statement on the arrest of
Henry Louis Gates by Cambridge police...
National Black Police Association is calling for a National Conversation on
Race and Law Enforcement.
Recently, in the city of Cambridge, Massachusetts a prominent African
American scholar Henry Louis Gates was arrested at his home. The arrest
took place after Mr. Gates arrived home from a trip to China and could not
get into this home. A neighbor called the police thinking that someone
was breaking in the house next door. Once the police officers arrived at
the scene and verified that Mr. Gates was the resident of the home, the
event should have been over.
Mr. Gates was placed under arrest and transported to the police station
and charged with disorderly conduct in his own home. Later, President
Barack Obama responding to a question from the press during a health
care reform press conference stated "The Cambridge police acted stupidly
in arresting somebody when there was already proof that the were in their
own home .... what I think we know - separate and apart from this
incident - is that there is a long history in this country of African-
Americans and Latinos being stopped bylaw enforcement
disproportionately, and that's just a fact.
The National Black Police Association supports President Obama and
Professor Henry Gates. Therefore, we are calling on President Obama to
conduct a National Conversation on Race and the Police. The reality is
African Americans and other people of color experience racial profiling a
thousand times a day. Professor Gates was very fortunate that the
30
charges against him were dropped. He committed no crime, but most
African American men are not that fortunate. They are arrested,
sometimes beaten and not able to secure the services of a good lawyer to
defend them against a corrupt criminal justice system.
We must bring an end to this serious problem in the African American and
Latino community regarding police citizen contact. To that end, the
National Black Police Association is committed to "speaking truth to
power."
National Black Police Association conferenceconcludes today
7:55 AM Sun, Aug 23, 2009 | Permalink | Yahoo! Buzz
Tanya Eiserer/Reporter Bio | E-mail | News tips
The National Black Police Association's 37th national conference ends
today here in Dallas.
I'm told that about 300 people attended the conference, including about
30 international guests from locales as far away as in the United Kingdom.
The event was held at the Fairmont Dallas Hotel in downtown Dallas.
For those of you who came from far away, we hope that you had great
time in Big D.
http://crimeblog.dallasnews.com/archives/2009/08/national-black-police-
associat-1.html
31
Appendix IV
32
Appendix V7 Sept 09
Hello Everyone
Hopefully everyone made it home safely.
I just wanted to take this time to let all of the Police Officers from the UnitedKingdom that I had the pleasure of meeting and getting to know a little bitabout.
What a joy it was for me. Even though I drove a lot of officers around theliveliest crew were “Wendell”, David, and Trevel.
I will always remember our trip to Rudy’s Chicken. I not only enjoyed thejokes, but I really learned a lot about how we are in the same fight for fairtreatment just in different locations.
I have always believed that no one else could possibly understand our plightin the United States unless you lived here. Well, because of our exchange ofideas and experiences I have found that officers in the United Kingdom notonly have to defend themselves against the criminals without guns, but theymust also defend themselves against the very people that are supposed to betheir comrades in arms.
It is this type of stress that all of us go through that are non police officers whowill never understand.
That’s why I really hope your trip to Dallas , Texas was a stressfree experience. I feel I have found new comrades in arms in the fight againstracism and unfair treatment of all minority officers.
If there is anything I can ever do for you please don’t hesitate to contact me. Ireally mean this!!!!!!!!
If I have omitted anyone please forgive me.
Willie Ford Dallas Police DepartmentEmail Address: On request
33
Appendix VI
10 September 2009
Dear Tony
I hope you are keeping well. My feet have not touched the ground sincereturning to work but I am still "buzzing" from the experiences and contactsmade from the above in USA. I would like to take this opportunity to thank youfor your support and commitment in assisting me on delivering the workshop"Achieving Community Cohesion In Kent."
I have received positive verbal feedback from Ron Hampton,Chair NBPA USAand accordingly wish to thank you for contributing to this success andlearning.
I hope to have other opportunities to work with you and look forward tomeeting you again very soon.
Kind Regards
Kulbir PasrichaKent Police
