After collaborating with seasoned law enforcement officials, I&O psychologists, clinical psychologists, neuroscientists, social science scholars, collegiate and secondary grade student groups, youth community leaders, parent groups, and compiling results from structured community focus groups in several communities of concern, the states' work group has developed preliminary targets toward a comprehensive proactive plan addressing community policing and transparency. The work group announced the initiative’s progress this afternoon and invited public feedback about specifics of the initiative. After gratefully acknowledging the active participation of citizen, clinical, scholarly, and law enforcement collaborators, a spokesperson outlined five of the initiative’s main targets that are open for public comment and input. Specifically: (follow this fictitious announcement below)
I. Public Servant Retention:
a. Mandatory and fully paid time-off for anti-racism training (dispatch, active service, legal, and management) through established and vetted university partner programs in existence for greater than 5 years at the time of announcement
b. Target 100% of state legal and law enforcement officers and 100% of local officials within minority majority locales trained within 6 months of rollout; staged training for 100% of legal and law enforcement officials of the state across the organizational chart within 24 months of rollout.
II. Public Servant Recruitment:
a. Emphasis on recruiting and retaining additional officers educated in the social sciences
b. Mandatory and fully paid time-off for anti-racism training for 100% of all legal and law enforcement hires across the organizational chart
III. Public Servant Selection:
a. Pre-service testing and screening
i. Neuroscience implicit bias testing (pre-service screening and mandatory post-incident debriefing) through specializing university partner programs in existence for greater than 5 years at the time of announcement for all legal and law enforcement officials
ii. Behavior-based assessment by established and vetted anti-racism teams through university partner programs in existence for greater than 5 years at the time of announcement
iii. Tiered application recommendations based on testing results and publicly mediated state-citizen risk thresholds
IV. Public Servant Incentives:
a. Organizational development consulting with indisputable and established university anti-racism and transparency specialists including industrial and organizational psychologists, behaviorists, and anti-racism social scientists regarding performance-based and training-based incentives, consequences, reporting, and organizational processes across the legal and law enforcement organizational chart
V. Public Servant Training:
a. Returned emphasis on nonviolent de-escalation strategies
b. Returned emphasis on non fatal/definitively temporarily disabling marksman training
The work group and accountants of the state project that through high fidelity implementation, the cost of implementing the initiative will be far less than the current financial costs to the state and communities, and the human and psychological costs to officers, citizens, and their families. The work group welcomes open comments about the five targets emerging from its ongoing multidisciplinary collaborations.
* This announcement is not real; but, if it were, what comments would you contribute to the process?