Bulldog Stadium at Fresno State
Engaging in Law Enforcement and Public Safety Institutional Assessment and Change
Law enforcement leaders in the 21st Century must be aware of current established department policies and procedures. They must also be ready to assess themselves and their agencies and proactively identifying needed changes. Law enforcement leaders in the 21st Century must be committed to continually implementing change into their organizations that will keep up with their community's changing needs. The University of San Diego’s Law Enforcement and Public Safety Leadership Program has prepared me to successfully participate in this institutional assessment and change within my organization.
In my first paper, Budget Analysis, I start by introducing the Fresno Police Department's Mission. I explain the resources that will be receiving budget allocation, explaining how those expenditures are reasonable, and identifying proposed expenditures that might need restructuring to ensure they align with the Mission and current goals of the agency. As a law enforcement leader in the 21st Century, I am aware that managing a budget is a serious obligation. I honor the trust the public has placed in me in allocating and administering public funds. I will ensure department resources are allocated responsibly according to the agency’s Mission Statement and current goals. I will restructure department expenditures as needed and will be transparent in the allocation of resources.
In my second paper, Creating a Workplace Conflict Resolution Plan, I announce the creation of a workplace conflict resolution plan. The proposed conflict resolution plan includes three conflict resolution techniques: a comprehensive conflict resolution system, creating a conflict culture analysis, and providing conflict coaching, joint staff-volunteer teams, and peer mediation. While the three selected conflict resolution techniques have been proven effective conflict resolution tools, they are just three of many others that can help maneuver and resolve conflict. The purpose of creating a Workplace Conflict Resolution Plan is to be proactive in identifying and utilizing techniques that can help diffuse conflict and tension in the workplace. It is essential that all parties feel as esteemed and appreciated employees and an active participant in the conflict resolution. As a law enforcement leader, I recognize the importance of creating an inclusive environment for all, employ effective conflict resolution tools, minimize department liability, and disrupt potential hostile work environments.
In my third paper, California Gang Task Force Fresno Bulldogs, I collaborate with three other classmates to create a Multi-Agency Task Force MOU for a Task Force created to target the Bulldog Criminal Street Gang. The result of the collaboration is a comprehensive MOU that will serve as a guide to the Task Force members, including but not limited to Data Collection, Risk Management, Training, Funding, Operational Planning, Critical Incident Management, and Informant Management. While completing the assignment, I learned the importance of openly communicating with members of other agencies, creating a comprehensive document that meets the needs of the newly formed Task Force while ensuring it does not conflict with any participating agency’s’ current MOU. As a law enforcement leader, I commit to building relationships, collaborating with other law enforcement professionals within and outside my agency, and creating Task Forces that will advance our collective missions. I also commit to developing comprehensive and relevant department policies to support those Task Forces.
| BudgetAnalysis.pdf |
| CreatingAWorkplaceResolutionPlan.pdf |
| CaliforniaGangTaskForceFresnoBulldogs.pdf |