Issuu

BlueLine.ca

SEPTEMBER/OCTOBER 2024

CASE LAW

OUT OF THE COLD

Judicial rebuke for police Feeney warrant violations p. 16

Niagara Falls vanishing act p. 22

COVER STORY

From crisis to solutions

Navigating police recruitment in Canada p.10

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Contents

10 September/October 2024

Columns 4 8 16 30

Volume 36 Number 5

Features

Departments 6 6 7 7 9 22 29

COVER STORY

10 From crisis to solutions

Navigating police recruitment in Canada. By Brittani Schroeder.

14 Next generation public safety interoperability: The future of information sharing Technology alone is NOT the solution. By Lance Valcour.

News By the numbers Dispatches Calendar Off the Shelf Out of the Cold Marketplace

26 Education & Training Directory

18 Optimizing interview techniques for children

A train-the-trainer approach. By Sonja P. Brubacher, Meredith Kirkland-Burke and Valarie Gates.

COVER PHOTO: CST. MARTIN CROMWELL AND CST. PAUL DESROCHERS. CREDIT: HALIFAX REGIONAL POLICE.

Editor’s Commentary Q&A Case Law Back of the Book

Check out Blue Line’s 2024-2025 Education & Training Directory for options to bolster your resume, tool bag and more.

20 Creating inclusive police forces

Strategies for supporting women in law enforcement. By Eva Silden.

24 Law enforcement and martial arts

Key factors to consider before you train. By Chris Mandigma.

14 @Blue_LineMag

September/October 2024 | BLUE LINE

EDITOR’S COMMENTARY BY BRITTANI SCHROEDER

www.BlueLine.ca

Tackling police recruitment together

his September/October print sources Manager at Regina Police Service, edition marks my third anniwho provided valuable insights from an versary as editor of Blue Line. administrative perspective. You can read It’s hard to believe how swiftly the full story on page 10. time has flown. One moment, it feels like One key takeaway from these discussions just yesterday I embarked on this journey is the importance of learning from one with the dedicated Canadians who choose another regarding recruitment strategies. to devote their lives to serving our comWhile it may seem that everyone is drawing munities. In reality, these three years have from the same pool of candidates, and it been an extraordinary period of learning might feel like a competitive race, sharing and growth alongside all of you in our successes and strategies is the realm of law enforcement. I am While it crucial. Doing so can collectively so excited for this adventure to may seem enhance our ability to serve our continue. that communities more effectively. Throughout my time as editor, everyone is Sharing best practices and innovone subject has consistently drawing ative approaches can lead to sigemerged in nearly every conversa- from the nificant improvements in how tion I’ve had: recruitment. Even if same pool you attract and retain talent. the discussion doesn’t initially of On the topic of recruitment, I’d centre on this topic, it often weaves candidates, like to announce that we are now its way into the conversation sooner and it might accepting nominations for our or later. Over the past few years, feel like a 2025 Rookie of the Year. With this every police service in Canada has competitive award, Blue Line aims to recognize grappled with the challenge of re- race, and encourage a standard of excruiting sufficient members to meet sharing our cellence that exemplifies leadertheir authorized staffing levels. For successes ship as an activity, not a position, a fortunate few, the recruitment of and and pride in service to the public. new members has been relatively strategies is We hope to highlight promising smooth. However, for many, this crucial. new officers who are effectively remains a persistent issue with no paving the way for the policing of easy solution in sight. The situation betoday and tomorrow, and creating positive comes even more complex when we considwaves among their peers, agencies, comer the recruitment of experienced officers. munities and beyond. Nominations will be In the last month, I’ve had the opporaccepted until Nov. 29, 2024. The winner tunity to engage with police personnel will be featured in the March/April 2025 from across the country to discuss these magazine. Nomination forms can be downongoing recruitment challenges. At the loaded at blueline.ca. 119th Canadian Association of Chiefs of As always, I encourage you to reach out to Police (CACP) Annual Summit and Trade me if there’s a topic you believe deserves Show, held in August in Halifax, I spoke attention, a new initiative your police serwith Chief Stu Betts of Peterborough Povice has launched, or an officer you think lice Service, Supt. Stephanie Johnson of should be featured. Your input is invaluable Halifax Regional Police and Deputy Chief in helping us cover the issues that matter Constable Todd Matsumoto of Surrey most to the law enforcement community. Police Service. Our discussions centred on You can contact me at bschroeder@ the various struggles, successes, and fuannexbusinessmedia.com. ture of police recruitment. Additionally, I Until next time, happy reading and be spoke with Alissa Sullivan, Human Rewell.

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The Avon CS-PAPR™ is the newest generation of CBRN Powered Air Purifying Respirator (PAPR) designed for use in Combination Unit Respirators. The capability to change levels of protection dependent on the threat, now provides the wearer with increased duration on target and safer operation. Avon Protection is recognized as a world leader in respiratory and ballistic protection, delivering life critical solutions for Militaries and First Responders worldwide. As an innovative capability provider, we understand the unique requirements of the modern warfighter and tactical operator. This depth of specialization and understanding has ensured products are designed to protect our users in the most extreme of environments. We have been supplying protection solutions to the UK Ministry of Defence and other allies since the 1920’s and are a primary supplier of integrated protective equipment to NATO, Canadian Armed Forces and the United States Department of Defense Army, Navy, Marines, Air Force and Special Operations Forces.

Utilizing the Avon MP-PAPR module along with the patented combination hose module, the wearer can seamlessly switch between APR, PAPR and SCBA modes of protection. The single air hose connection for all modes allows the wearer to retain a clear mask cheeks for optimum weapon sighting. The low profile shape of the Avon CS-PAPR delivers best in class integration with SCBA systems, benefiting the wearer with reduced weight and size compared to traditional systems. Modular Methodology allows the user to either add the Avon CS-PAPR to existing fielded systems such as the FM53/4 APR and ST53 SCBA, use as a regular PAPR (Avon MP-PAPR) or revert back to the Avon EZAir configuration.

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NEWS Project Odeon dismantles significant illegal opioid producers

Hamilton Police Service, along with the Ontario Provincial Police (OPP), York Regional Police, Toronto Police Service and several other law enforcement agencies, have dismantled a significant producer of fentanyl and other synthetic drugs in the Greater Hamilton and Toronto Area (GTHA). Project Odeon began after police discovered a clandestine laboratory during an overdose death investigation in Nov. 2021 at a residence. Investigators subsequently suspected a link between this death, an earlier overdose resulting in hospitalization and a death at a Toronto condominium. These all occurred within days of each other. “As police, we have witnessed firsthand the devastating impact of opioids. These substances have not only led to a surge in addictions and overdoses but have also strained our resources as we respond to calls for service,” says Supt. Marty Schulenberg. By tracing the origins of some of the lab equipment, investigators could identify a company in the United States. This business sold three laboratory equipment items to an Oshawa-based company. From here, investigators were able to piece together an extended drug network. Warrants were executed in Hamilton, Mount Albert, Smithville, Toronto, Whitchurch-Stouffville, and Vaughan. In total, investigators seized: • An operational fentanyl drug lab. • A dismantled fentanyl drug lab. • Approximately 3.5 tons of chemical byproduct from fentanyl production. • 800 gallons of chemicals commonly used in the production of fentanyl. • Lab equipment commonly used in the production of fentanyl.

Saint John Police’s recruitment camp attendees.

• 64.1 kg of illicit drugs, including 25.6 kg of fentanyl, 18 kg of methamphetamine, 6 kg of ketamine. • A loaded Glock firearm and ammunition and four extended magazines. • Over $350,000 of seized proceeds. “Dismantling a clan lab requires up to 50 personnel from police, fire, EMS, the Ontario Fire Marshall and Health Canada. Through Project ODEON, we were able to assist the Hamilton Police Service in safely dismantling not one, but two, clandestine labs,” said OPP Det. Supt. Paula Milne. Hamilton Police Service thanked the Canadian Border Services Agency, Canadian Intelligence Service Ontario, Financial Transactions and Reports Analysis Centre of Canada (FINTRAC), Guelph Police Service, Niagara Regional Police Service, Ontario Provincial Police, Public Prosecution Service of Canada (PPSC), Toronto Police Service and York Regional Police Service for supporting Project Odeon. – Courtesy of Hamilton Police Service ALBERTA

CPS celebrates youth with positive ticketing

For the eighth year in a row, Calgary Police Service (CPS) has partnered with Circle K to celebrate youth for their positive contributions to the community. Through Operation Freeze, frontline CPS officers can acknowledge youth they see performing random acts of kindness or displaying helpful behaviour by

giving them a coupon for a complimentary Froster drink, redeemable at Circle K stores across Alberta. CPS officers can reward youth for demonstrating good behaviour, including wearing a bike helmet; looking both ways before entering an intersection; being kind to others and helping out, such as holding the door for someone or picking up garbage; or locking up their bikes, garages, cars and homes. “Rewarding young Calgarians for their small acts of kindness can make a big impact in the relationship we are always working to strengthen between Calgarians and the Calgary Police Service,” shared A/Sgt. Youssef Abbas. NEW BRUNSWICK

Saint John Police host Inclusion and Diversity Recruitment Camp

The Saint John Police Force has hosted a second successful Inclusion and Diversity Recruitment Camp. The camp is an initiative aimed at providing underrepresented community members with an opportunity to explore a career in policing. The camp was held Aug. 22 at Saint John Police Headquarters. Throughout the day, participants gained insight into the many rewarding positions available within the Saint John Police. Through a series of engaging and interactive sessions, attendees could interact with current officers, learn about the various roles and responsibilities within law enforcement, and gain hands-on experience in policing. “What was encouraging to me as chief and a resident was the diversity of cultures, languages, education, genders and experiences of the people who participated in the camp who are looking at enhancing, enriching and making positive contributions to our community through some form of public service,” said Chief Robert M. Bruce.

BY THE NUMBERS In March 2024, Statistics Canada released recent data on Indigenous victims of homicide in Canada, 2022. For more information, please visit www150.statcan.gc.ca.

225

Of the 849 police-reported homicide victims for whom information on Indigenous or non-Indigenous identity was available, 225 were identified as Indigenous.

BLUE LINE | September/October 2024

of Indigenous homicide victims were considered to be missing persons at the time of their death.

69 %

In homicides involving an Indigenous victim, death was most often caused by stabbing (96) or shooting (56).

of Indigenous homicide victims were First Nations people.

www.BlueLine.ca

PHOTO: SAINT JOHN POLICE FORCE

ONTARIO

NEWS DISPATCHES Michael Pearce has been appointed as the new chief of police for the LaSalle Police Service. Pearce brings more than two decades of policing experience, proudly serving with the Chatham-Kent Police Service and previously with the York Regional Police. His most recent role was as the inspector in charge of the community patrol branch. The Smiths Falls Police Services Board has appointed Jodi Empey as police chief for the Town of Smiths Falls. Empey joined the Smiths Falls Police Service as a recruit in 1994 and continued to move up the ranks throughout her 30-year career. She held the position of Deputy Chief in 2022 and was appointed to Acting Police Chief on Jan. 1. Empey was the first female deputy chief and is now the first female chief of the police service. The Sarnia Police Service (SPS) would like to congratulate Deputy Chief Julie Craddock on her appointment as the new Deputy Chief of the Anishinabek Police Service (APS). A 30-year veteran of policing, Craddock has served with the SPS as deputy chief since March 2023. As Sarnia’s first female Indigenous deputy, she has made a lasting positive contribution to the community and to the police organization. She shared, “This is an unexpected opportunity to serve within a First Nations Police Service and to fulfill a lifelong personal connection to Indigenous policing.” Ron Hansen, previously an inspector at Halton Regional Police Service (HRPS), has been selected as the newest deputy chief for the Sarnia Police Service. Hansen began his career with HRPS in 1995. During his 29 years with HRPS, he gained experience in a range of operational roles, including criminal investigations, intelligence, strategic management, and frontline operations. He was also a member of the O.P.P.-led Provincial Weapons Enforcement Unit (PWEU), where he was involved with firearms trafficking investigations.

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Blake MacLeod has been selected as the new Officer in Charge (OIC) of the Vernon North Okanagan RCMP Detachment. MacLeod began his career out of Depot at the City of Kelowna. A promotion to corporal took him to the Sea-to-Sky region, and then in 2009, MacLeod returned to the Okanagan. He has served as the acting officer in charge since Shawna Baher left in late Nov. 2023. Chief Martin Gaudet retired from the Fredericton Police Force on Aug. 29. In a statement, Gaudet shared some of his most significant milestones, including implementing body-worn cameras, developing robust recruitment strategies, and the reinstatement of the School Resource Officers in the Fredericton area schools. The Canadian Association of Chiefs of Police (CACP) has elected Commissioner Thomas Carrique, of the Ontario Provincial Police (OPP), to serve as the new President of the association for a two-year term. Carrique became the commissioner of the OPP in April 2019, following a policing career that began with the York Regional Police in 1990. As an officer, he worked in a variety of roles including uniform patrol, criminal investigations, investigative services, traffic, marine, and public order. The Ontario Association of Chiefs of Police has announced that Roger Wilkie, deputy chief of Halton Regional Police Service, will serve as the association’s President for 2024-2025. Wilkie began his career with the Halton Regional Police Service in 1996. Wilkie was promoted to deputy chief in 2018 and currently oversees district operations and information technology. It is with heavy hearts that the family of retired Police Chief Barry Vincent King of the Sault Ste. Marie Police and Brockville Police Services announced his passing on Aug. 3 after a battle with cancer. King was 82 years old.

The Ottawa Police Veterans Association is proud to work with National Service Dogs in sponsoring Copper, a lab/ golden retriever mix. Copper is presently in training, and his skills will determine his role as a PTSD dog, a Facility dog, or an OSI Dog. PROMOTIONS, RETIREMENTS, RECOGNITION • If you have an officer in your agency recently promoted or retiring or an individual you wish to have recognized (major award or recently deceased) you can let Blue Line magazine know by emailing: bschroeder@annexbusinessmedia.com.

CALENDAR 2024 Safety of Our Cities Conference Date: Sep. 16 – 18, 2024 Location: Mississauga, Ont. www.safetycitiesconference.ca 2024 Crisis & Strategic Communications Conference Date: Oct. 9 – 10, 2024 Location: Niagara Falls, Ont. www.oacp.ca 27th Annual Fraud and Anti-Counterfeiting Conference Date: Oct. 15 – 17, 2024 Location: Toronto, Ont. lipkuslaw.regfox.com IACP 2024 Date: Oct. 19 – 22, 2024 Location: Boston, MA, U.S.A. www.theiacpconference.org AWIPS Women’s Wellness & Leadership Conference Date: Oct. 22 – 23, 2024 Location: Medicine Hat, Alta. www.eventbrite.ca Security • Police • Fire • Aviation Career Expo – Edmonton Date: Oct. 29, 2024 Location: Edmonton, Alta. www.emergencyservicesexpo.ca Find more calendar events online at blueline.ca/events.

September/October 2024 | BLUE LINE

Q&A Recently, editor Brittani Schroeder spoke with Chris Clark, Director of Training at Lac La Biche County’s Law Enforcement Training Centre, about the role and training of community peace officers in Alberta.

Community peace officers (CPO) are appointed by the provincial government and are employed by authorized employers, such as communities, police services, public education institutions and health services. The authorities of CPOs change based on each authorized employer, but the core authorities fall under the Traffic Safety Act, Gaming Liquor & Cannabis Act, Trespass to Premises Act, Petty Trespass Act, Dangerous Dogs Act, Provincial Offences Procedures Act, Animal Protection Act, Tobacco Smoking and Vaping Reduction Act as well as others. The primary role of a CPO is to assist in bridging the gap between community issues and the police. This allows peace officers to deal with certain issues and allows the police of jurisdiction to deal with the more serious issues.

Q: What does training look like to prepare a CPO for their role?

Training for CPOs has been constantly evolving since the program started, but training always focuses on the core officer safety components. These components include legal and law studies, communication, control tactics, ethics, physical fitness, notebooks and report writing, cultural diversity, health and safety and a few other minor components. In 2020, a CPO training program began in Lac La Biche that includes all the basics that are taught in the regular eight-week 8

program but also adds several other courses that are essential for CPOs to do their jobs and better maintain public safety in their communities. These additional courses include scenario training days and exposure to nighttime situations. In total, the recruits are exposed to about 300 scenarios that test their skills and abilities with use-of-force and communication. Other important knowledge that has been proven to assist in the day-to-day work of CPOs is gained through training in speed measurement (RADAR/LiDAR training), emergency vehicle operations, shotgun training (for the purpose of euthanizing animals), mental health awareness, emergency response and incident command, stop the bleed, Municipal Government Act and Unsightly Properties, and orientation to emergency services partnerships. We find that recruits are sometimes going to a community where they are the only CPO. This means that having all the appropriate education delivered in recruit training

BLUE LINE | September/October 2024

allows new officers to have a much better understanding of their roles and how they impact overall community safety.

Q: Why should CPOs be trained with law enforcement components?

Community peace officers are tasked with some of the same functions as police. Since CPOs are unarmed, it’s inherently important that they make observations, such as from the environment and the people that they are dealing with, and continually conduct risk assessments to preserve their safety and public safety. Communication and the ability of an officer to de-escalate situations will increase officer safety by creating things like time and distance and also allow for critical decision-making abilities while reducing an officer’s sympathetic nervous system (SNS) response. Activation of the body’s SNS reduces our ability to make safe, critical decisions that are based on thought. During these times of stress, making the appropriate decisions can be hindered and

officers will sometimes non-intentionally reduce their safety. Community peace officers are equipped with a baton and OC spray and through training they must be taught to utilize these tools when appropriate to cause thought interruption with a subject and goal reorientation. This then increases the officer’s ability to gain control, create time and distance from the subject or tactically disengage and wait for backup. During training, it’s important to expose recruits and experienced officers to scenarios that will cause SNS activation. This creates stress inoculation drills that instill confidence and create neuropathways in the brain to develop quick thought processes to increase their safety and public safety.

Q: What do you see ahead for CPOs and their roles within municipalities?

Throughout many conversations with law enforcement and police agencies, municipalities, post-secondary institutions, the Government of Alberta’s Public Safety and Emergency Services departments, and other partners, we see that there is a strong and wellplanned future for CPOs in Alberta. This will continue to expand as the province of Alberta moves forward with their plans to increase public safety and examine the relationship between workload sharing for peace officers, provincial agencies and the police throughout the province. Editor’s note: This interview has been condensed and edited for clarity.

www.BlueLine.ca

PHOTO: A THOUSAND PROMISES PHOTOGRAPHY

Q: What role do community peace officers play in Alberta?

OFF THE SHELF Conflict Management in Law Enforcement, 5th Edition By James Pardy ISBN: 978-1774624487

James Pardy’s Conflict Management in Law Enforcement provides a comprehensive guide to the topic for anyone involved in various areas of law enforcement and justice services. This book equips frontline officers with essential knowledge and practical skills related to conflict resolution, mental health awareness, working with diverse communities, and addressing issues of abuse and victimization. Chapters explore the intricacies of conflict and crisis encounters, focusing on strategies to discern their nuances. Readers are equipped with techniques for honing active listening abilities and mastering verbal de-escalation skills, which are essential for effectively navigating high-stress situations. One is also introduced to the complexity and unpredictability of responding to mental

health crisis encounters, which is an area of increasing concern among law enforcement officers. Illustrative examples are incorporated to aid in identifying signs of mental illness and implementing crisis intervention strategies in collaboration with mental health professionals. A significant addition to the new fifth edition is the inclusion of the 2023 Ontario Public-Police Interactions Training Aid from the Ministry of the Solicitor General, replacing the former Ontario Use of Force Model. This edition also introduces a new chapter titled Interacting with Diverse Communities. This chapter acquaints readers with Ontario’s Mobilization and Engagement Model of Community Policing. Its primary aim is to encourage law enforcement officers to reflect on their interactions with individuals from diverse backgrounds, cultures, and communities. The emphasis lies in cultivating “cross-cultural competence” and promoting respectful communication, which encompasses cross-cultural investigations and

understanding of 2SLGBTQ+ perspectives. Doing so promotes effective engagement by officers, not only in the workplace but with the diverse communities they serve. The book concludes with a discussion on crime victims, covering common types of crime reported to the police, and delves deeply into the needs of victims and their legislative rights through the inclusion of the Canadian Victims Bill of Rights, along with Ontario’s Victims’ Bill of Rights, 1995. Law enforcement professionals, whether aspiring students or veterans looking to update their skills, will find this resource invaluable. Conflict Management in Law Enforcement, Fifth Edition equips readers with the tools needed to navigate various common types of conflict, promote safety, and build trust within their communities. Its focus on practical learning scenarios ensures that officers are well-prepared for the challenges they will face in the field. – Dr. Camie Condon, Program Coordinator, Honours Bachelor, Crime Intelligence Analysis, Seneca Polytechnic.

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BL_CanPoliceCollege_Sept24.indd 1 @Blue_LineMag

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࡟ Enquêtes en cybercriminalité : ࡟ Expertise judiciaire numérique : Maîtrisez les compétences nécessaires Apprenez à analyser de manière pour faire face aux cybermenaces et experte les appareils numériques pour répondre efficacement aux incidents. découvrir des preuves cruciales. ࡟ Enquêtes sur l’exploitation des enfants en ligne : Apprendre les techniques spécialisées permettant d’identifier, de suivre et de poursuivre avec succès les criminels impliqués dans l’exploitation des enfants en ligne.

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10:35 AM9 September/October 20242024-09-05 | BLUE LINE

COVER STORY

From crisis to solutions Navigating police recruitment in Canada By Brittani Schroeder

National challenges

According to a study released by Statistics Canada, by May 15, 2023, there were 71,472 police officers across Canada, which was almost 900 more officers than on the same date in 2022. However, “despite this increase in police strength in 2023, the rate of police strength in Canada continued the downward trend that started more than 10 years earlier,” the study shared. This downward trend is being seen

in police services across the country. “The perception of policing has changed,” said Sullivan. “It’s become a more complicated occupation with many social demands.” Betts agreed, adding, “No one tells the doctor how to set a bone, nor would you tell a pilot how to fly an airplane or a firefighter how to put out a fire. But everyone wants to tell the police what they should be doing, how they should solve crimes, and how they should use the tools they are given. It can be tough to recruit into a profession where there isn’t likely a lot of appreciation for the knowledge, skills and training an officer receives, develops and hones.” Keeping those universal challenges in mind, each service then has its unique struggles with recruiting new and experienced members. For HRP, the housing shortage throughout Halifax Regional Municipality has created new challenges for recruiting experienced officers. As Johnson shared, there is a shortage of homes, and the cost of living has increased. “Experienced police officers in Vancouver, Calgary and Toronto who were hoping to move to an area with a lower cost of living and profit by selling their current home have found that this is no longer an advantage,” she explained. Surrey Police had additional factors to consider in their recruiting, which added to the challenges it was

“Gone are the days when we can sit back and wait for people to apply.” – Alissa Sullivan, Regina Police Service. 10

BLUE LINE | September/October 2024

Officers (left to right): PC Dominic Moukarzel, DC Ian Maxwell, PC John Bangay, PC Camille DeMarsh.

already facing as a new service. With hundreds of experienced officer positions to fill, they had to ensure that SPS’s high hiring volume did not negatively impact neighbouring communities. “If we were only to recruit experienced officers from neighbouring police services, there was a risk that we would destabilize other communities. We can’t solve our problems by creating new problems for others,” explained Matsumoto. So, SPS needed to look outside British Columbia to see what members from other provinces could offer them.

Some lessons learned

Though the challenges seem to be piling up, each service has seen successes during their recruitment efforts over the last few years. As SPS builds their organization, the culture of the service has been its focus. By putting forward a strong wellness program built into the culture and their collective agreements, they hope to serve their members personally and professionally. “We know that this job isn’t just www.BlueLine.ca

PHOTO: PETERBOROUGH POLICE SERVICE

anadian police services are grappling with significant recruitment challenges. Across the country, police leaders are striving to build diverse and resilient teams. The task at hand is to fill experienced officer vacancies and attract a new generation of officers who reflect the communities they serve and can address the multifaceted issues of today’s world. Blue Line sat down with Chief Stuart Betts of Peterborough Police Service (PPS), Supt. Stephanie Johnson of Halifax Regional Police (HRP), Deputy Chief Constable Todd Matsumoto of Surrey Police Service (SPS), and Alissa Sullivan, Human Resources Manager at Regina Police Service (RPS), to discuss the recruitment challenges facing the country and how these services have tried to overcome them.

ners to gain more experience, which would better position them for a career in policing. Sullivan continued, “Previously, if applicants were unsuccessful, off they went, and that would be it. But now we’re spending more time with applicants if we see potential.”

Attracting diverse applications

about policing. Study after study has shown that above wages, well-being is at the top of the list,” said Matsumoto. Their wellness program also includes a contracted psychologist for members and their families, as they recognize that an officer’s support system extends far beyond their colleagues and employers. Similarly, at PPS, building a culture where leaders listen and empower their members to help solve problems has been a significant step forward. “We all talk about this shrinking pool of applicants, but what are we actively doing to inspire more?” asked Betts. He shared that he had to take a leap of faith, let pilot projects run, adjust schedules as necessary, and embrace change. Once he “got out of the way”, others who were inspired to do something for the greater good of the organization and profession could take risks to see what goals could be achieved. A key lesson learned for HRP was that people who grew up in Halifax often long to move back home to the East Coast. “Our ‘Police out East’ recruitment campaign not only fo@Blue_LineMag

“The ads we placed in Blue Line were immensely helpful.” – Supt. Stephanie Johnson, HRP

cuses on bringing home experienced police officers, but the opportunities here for their spouses – for example, teachers or health care workers,” said Johnson. At RPS, the biggest takeaway has been to have a personal touch. “While the primary challenge is people not wanting to become officers anymore, the second challenge is those who do are highly sought after by several different agencies. So that personal touch, long-term mentoring approach that we have here is key,” shared Sullivan. Members of the RPS recruitment team will sometimes work with applicants for years to properly prepare them for policing and a successful application and hiring. This could include finding individuals alternate employment with community part-

In the same study released by Statistics Canada, only 8 per cent of all police officers in Canada in 2023 identified as part of a racialized group, and 4 per cent of all police officers identified as Indigenous. It is crucial to have a police service that accurately represents your community, as is putting in the time to attract diverse recruits. To handle this task, members of HRP spend considerable time in Nova Scotian communities, speaking to different community groups. “We’ve worked very hard to ensure that our police organization is one of the most diverse for its size in Canada,” said Johnson. Like HRP, members of PPS spend a lot of time on community engagement, ensuring diverse communities have positive interactions with the police and understand they’re there to serve everyone. “There is sometimes a desire to put diverse officers into positions where they are only engaging with the communities they reflect, in the hopes of attracting more applicants in that community. While this may have some positive effects, I want to ensure that everyone in the organization is a good ambassador when they engage with any community group. I also don’t want our officers to think we hired them because they reflected a particular community. They are hired because they are the best of the best,” said Betts. Building on their long-term mentoring program, RPS has programs specifically designed for applicants with diverse backgrounds. “We’ll bring in individuals who may need a little coaching, which could be in fitness, language or communication skills,” Sullivan explained. Regina Police also has the Treaty 4 Citizens September/October 2024 | BLUE LINE

COVER STORY

The keys to success

Given the numerous ways to reach potential applicants, from in-person to digital methods, we aimed to identify which approaches had been tried and proven most successful for these police services. In RPS’s case, having community partners and making connections in the community have been the most beneficial tools in their recruitment process. They’ve also recently developed and launched a recruitment strategy that aligns with the service’s overall strategic plan. “We need to be measuring what’s working so that we can spend more concerted effort and focus on the areas that are working. It’s data-driven decisions for success!” said Sullivan. The team at SPS has found great success through targeted information sessions. These sessions target specific genders—like women-only sessions—and officers in specific locations nationwide. “The feedback we’ve received from the women-only sessions has been overwhelmingly positive, as this gives an avenue for interested women to ask questions they might not be comfortable asking in front of a group of men,” 12

BLUE LINE | September/October 2024

An instructor from Fleming College demonstrates the Push/Pull apparatus during a free Prep Test session.

shared Matsumoto. SPS has also utilized social media and geofence marketing to target recruitment ads to specific areas. He continued, “Blue Line also hosts specific career expos that we’ve attended ever since 2022, which is a great way to attract new people.” For HRP, creating a recruitment video to be shared on all digital social platforms was a successful outreach tool. The team received over 700 applications for this year’s fall cadet class. For experienced officer recruitment, “The ads we placed in Blue Line were immensely helpful. We could see a direct correlation from when the ads went out to the applications that started rolling in,” said Johnson. Both of these avenues created a model that she would suggest to any service looking to recruit. Peterborough Police greatly succeeded when they reinvigorated their relationship with a local post-secondary institution that teaches police foundations. “We had a college with students who had already demonstrated an interest in policing as a career, and we were not engaging with them to our fullest extent,” said Betts. His team started hosting free shuttle run practice groups for the students to work on their fitness, specific to the police fitness test, and soon, a women-only practice group will be available. They also host their recruit graduation ceremonies at the school. In addition, the college approached a PPS recruiter to instruct in the police foundations program, covering recruitment levels I and II and topics such as how to create an interview portfolio and prepare for an interview. The instructor also covers the differences between municipal, provincial and federal policing, as well as OACP benchmarks and processes, psychological test assessments and their purpose in the hiring process. In this way, there has been an increased exposure of the police service,

which has translated into an increased number of applicants.

Looking forward

Unfortunately, Betts, Johnson, Matsumoto and Sullivan did not have a crystal ball to consult for answers when considering the future of recruiting. “Gone are the days when we can sit back and wait for people to apply. Services need to be out there marketing and proactively recruiting and showing individuals what the career truly is,” said Sullivan. To Betts, the future is now, and it’s all about taking an active role in local education institutions to engage future police members. “If we want to compete in a market where everyone is looking for the best and brightest, then we need to go to where they are and inspire them to want to join our ranks in service to the community,” he stated. Never in Matsumoto’s history had he seen police services offering high signing bonuses to experienced officers, but now it’s almost commonplace. He shared, “I think as time progresses, at least in the immediate future, you’ll see more competitive strategies to be the agency that attracts police officers. Realistically, we’re all after the same officers, so that will be the way forward.” There was a shared theme regarding their hopes for the future: more people. But more than that, they hoped that policing would once again be viewed as an honourable profession. “We’ve had some tough years in policing lately, but I’ve been doing this for 26 years and loved it. It is a fantastic career,” said Johnson. Matsumoto concluded, “If I had the power to change anything, it would be to change the societal views of policing. I want communities to see it once again as a noble profession.” www.BlueLine.ca

PHOTO: PETERBOROUGH POLICE SERVICE

Police Academy, where the service partners with the First Nations University of Canada and the Saskatchewan Police College for a two-week immersive experience for Indigenous and visible minority candidates. In this program, attendees experience what it is like at police college and write the entrance exam. To assist female applicants, the Service also hosts “POPAT” (Peace Officers Abilities Test) classes where they can work on their fitness to be ready for the physical portion of the recruitment process. Regina’s and Surrey’s services are also part of the “30 by 30 Initiative”, which aims to have 30 per cent of police recruits be women by 2030. Matsumoto believes that the first step toward SPS being a diverse police service is recognizing that it is located in one of the largest diverse populations in Canada. “We have targeted hiring towards communities traditionally underrepresented in the policing world,” he shared. Officers at SPS wear multiple nameplates while in uniform: first in English, then their traditional language, and any other language they speak. This is so that when they respond to calls for service, an extra layer of connection is built between the members and the communities they serve.

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INTEROPERABILITY

Next generation public safety interoperability The future of information sharing By Lance Valcour

Next generation information sharing

Hardly a week goes by without another announcement from leading 14

BLUE LINE | September/October 2024

Canadian and worldwide law enforcement leaders about exciting technological innovations being deployed. Most recently, the news has been filled with three such innovations: Next Generation 9-1-1 (NG9-1-1), Drones as a First Responder and Android Team Awareness Kits, and Next-Generation Artificial Intelligence (Next-Gen AI). While the public safety community has been working towards NG91-1 for many years, its true promise for improving situational awareness is just beginning to be realized. At the same time, the concepts of Drones as a First Responder and Android Team Awareness Kits are just beginning to take hold in Canada. Artificial intelligence, or AI, has also existed for decades. I worked on an AI project and later took a leave of absence to run an AI company in the late 1990s. AI has exploded into our personal and professional lives over the past few years with negative and positive impacts. While all three of these capabilities, and many more, are exciting

and hold massive promise for community and officer safety, their policy, privacy and governance roadmaps are, in many ways, more important than the actual technologies involved.

NG9-1-1: What’s next

TECHNOLOGY ALONE IS NOT THE SOLUTION.

Public safety agencies across North America have been working towards NG9-1-1 for nearly 20 years. While the recent focus has been on standardizing and updating 9-1-1’s critical infrastructure, the long-term vision includes a totally revamped and enhanced 9-1-1 capability. In their 2018 NG9-1-1 Transition Roadmap for Canadian PSAPs, the Canadian 9-1-1 Coalition wrote, “The promise of Next Generation 9-1-1 (NG9-1-1) is not just about updating current 9-1-1 call centres. It’s about disrupting the current paradigm, and rethinking the way emergency communication centres connect citizens with responders, with the best available information and tools.” The Province of New Brunswick provides one example of how this vision is coming to life: www.BlueLine.ca

PHOTO: EGDIGITAL / GETTY IMAGES

omputers in police cars? Are you nuts?” My first technology project was in 1979 when the Ottawa Police Force (now Service) decided to roll out its Computer Aided Dispatch and Records Entry, aka “CADRE,” project. A few weeks before this announcement, I had been walking the beat, something officers had to do for the first five years. It was an amazingly cold winter, with temperatures close to -40 degrees. An opportunity arose to work in the Communications Centre for a year, and I decided that would be better than freezing every day. A few weeks later, being the only rookie in the section, I was assigned to support our portion of the project. While that assignment changed my career and life, I had no idea how much technology would impact policing and public safety close to 50 years later.

“NG 911 will bring more information to 911 centres, but using that information is a separate step. In New Brunswick, Public Safety Answering Points will become responsible to coordinate emergency response by being domain and situationally aware, synthesizing and sharing all pertinent information to support the right responders getting to the right location with the right information in the fastest time resources allow,” said Andrew Easton, Assistant Deputy Minister and Provincial Security Advisor, New Brunswick Justice and Public Safety.

Advancements in advanced situational awareness

The vision of enhancing NG9-1-1 capabilities is directly tied to improved access to timely and accurate data, or what is generally called “Advanced Situational Awareness.” Android Team Awareness Kits (ATAK, often shortened to TAK) and Drones as a First Responder (DFR) are two exciting components of this vision that have already begun to deliver results. As is often the case, these technologies build on decades of work by our military partners, with ATAK (think blue force tracking on steroids) and DFR flowing from the U.S. military. ATAK leverages commercially available—and someday our own Public Safety Broadband Network—cellular networks and standard-issue Android phones. The ability to locate our resources and share these locations via the cloud (as approved and authorized, of course) is a game changer. DFR takes the work done by numerous Canadian public safety agencies via their Remotely Piloted Aircraft Systems (RPAS) and turns them into a form of “Capability as a Service.” By pre-positioning the airframes strategically across a jurisdiction and enabling what is known as “Beyond Visual Line of Sight” authorities via Transport Canada enhanced licencing (still a work in progress), regional agencies can instantly call upon the closest resource and have critical oversight data flowing in minutes. This concept has greatly succeeded in the United States and Europe, especially Belgium. As a leading Canadian expert, Capt. Steve Clark, Hamilton Fire Department, states, “Implementing a DFR program will revolutionize emergency response by delivering @Blue_LineMag

immediate aerial insights, reducing response times, and ensuring safer outcomes for both victims and responders.”

Leveraging Next-Gen AI: Opportunities and safeguards

The vision and benefits of enhancing the quantity and quality of data, often in photos and videos, flowing from the public to responding agencies (or the reverse) have been clearly outlined for years. However, how these agencies will be able to quickly synthesize, interpret, and convert the massive amount of data into actionable intelligence is far less clear. At the same time, there is an ever-increasing understanding of the impact Post Traumatic Stress Injuries have on our members. With this in mind, there are serious concerns about who will be required to view these photos and videos, often containing extremely disturbing images.

“The promise of Next Generation 9-1-1 (NG9-1-1) is … about disrupting the current paradigm, and rethinking the way emergency communication centres connect citizens with responders.” Next-Gen AI may hold the answer to these concerns. It can, among many other things, almost instantaneously analyze thousands of images, identify the most relevant ones, and redact the most troubling aspects to assist our members’ mental health. It can then present the images to communications staff members in a timely fashion. While Next-Gen AI holds massive promise for use in public safety and emergency management, it comes with significant concerns. “As the saying goes, ‘when you invent the ship, you invent the shipwreck,’ so we need to collectively ensure that we’ve got the right policy guardrails and data governance frameworks in place to guide successful deployments,” said Alison Brooks, Ph.D., IDC, Research Vice President, Worldwide Public Safety.

True enablers: Policy, privacy and governance

Technology is the easy part. The far more complex issues revolve around policy, privacy and governance. For example, imagine a scenario where multiple active shooting incidents are taking place across an urban region. Officers, including tactical teams, from multiple jurisdictions respond, potentially even from the Canadian Special Operations Forces Command. ATAK servers can accept location data from each member’s cellular devices and display their location to other responders and real-time operations staff. While the technical aspects of this capability are relatively straightforward, the policy, including privacy and governance issues around who gets to see what data when, is complex. In my experience, it could take substantial time and effort— well worth it, of course, to work on data-sharing agreements, especially with our Canadian Special Forces partners.

Conclusion

There has never been a more exciting time for the future of information sharing among public safety and emergency management agencies. With many saying that the world appears to be “off its axis,” it’s critical that our leaders have access to timely and accurate information. Leveraging next-generation capabilities requires a delicate and ongoing balance between the art of what’s technically possible and the responsibility of ensuring Canadians’ rights and freedoms are protected. The good news is that Canada has a long history of getting this balance right and has an abundance of outstanding public safety and emergency management leaders to show us the way.

CACP Canadian Public Safety Interoperability Workshop

Join us for the fourteenth-of-its-kind public safety interoperability event in Toronto from February 2 to 4, 2025. The CACP Canadian Public Safety Interoperability Workshop promises to be an interactive, problem-identifying, and problem-solving event with delegates from across Canada and beyond. Insp. (Ret.) Lance Valcour, O.O.M., CACP Life Member & Coordinator, CACP Canadian Public Safety Interoperability Workshop.

September/October 2024 | BLUE LINE

CASE LAW

Judicial rebuke for police Feeney warrant violations

he Ontario Court of Appeal has chastised the police for their conduct in performing a no-knock Feeney entry, overturning a trial judge’s decision to stay charges. In R. v. Brown, 2024 ONCA 453, the accused had come to the attention of police through private communications intercepted as part of Project Sunder, a multi-jurisdictional investigation of a gang suspected of criminal activity, including trafficking in firearms and narcotics. In anticipation of takedown day, warrants were obtained to arrest multiple suspects and search numerous residences. This included a Feeney warrant to enter Brown’s residence to arrest him for firearms and drug trafficking offences. A detective swore the ITO for the Feeney warrant to arrest Brown. This detective expressed the view that Brown had engaged in drug and weapons trafficking and that he would be present in his residence when the 16

BLUE LINE | September/October 2024

warrant was to be executed. The ITO did not seek authorization for a noknock entry, nor did the detective explicitly state that there were grounds to suspect that prior announcement would expose police or any other person to imminent bodily harm or death. The Feeney warrant was issued but did not authorize a no-knock entry. Six police officers—all members of the guns and gangs unit, including a supervisory officer in charge—were tasked with executing the Feeney warrant before dawn. It was expected that Brown and his girlfriend would be in the basement apartment, which was only accessible through the garage. The detective who swore the Feeney ITO was not involved in its execution. Without knocking or otherwise announcing their presence, the police used a battering ram to break down Brown’s door, causing about $500 of damage. All six officers rushed into the apartment, guns

“The officer in charge of the team that executed the Feeney warrant did not understand the difference between a search warrant and a Feeney warrant.”

drawn, and found Brown and his girlfriend in bed, covered by a blanket. When police pulled the blanket away, both Brown and his girlfriend were found to be nude. Brown was handcuffed, pulled off the bed and assisted in getting dressed. Brown’s girlfriend was directed to go to the living room, given a blanket to cover herself and told to sit on the couch. In the Ontario Court of Justice, the officer in charge of executing the Feeney warrant testified. He admitted he did not know whether the Feeney warrant authorized a noknock entry or if a dynamic entry had been requested or authorized in the ITO because he never read the warrant. Two other officers involved in executing the warrant also testified they did not read it. The Crown conceded the method of police entry breached Brown’s Charter rights under s. 8 (unreasonable search or seizure) and s. 9 (arbitrary detention), something the trial judge agreed with, in addition to finding a s. 7 breach (the right to life, liberty and security of the person). The trial judge held no exigent circumstances existed to justify an unannounced forcible entry, either before or after the Feeney warrant was issued. As a result, the judge stayed the charges related to the firearms offences under s. 24(1) of the Charter; the drug offences, however, were allowed to proceed. Both Brown and the Crown appealed to Ontario’s top court. Brown wanted all charges stayed, not just the ones related to firearms. The Crown claimed that even a partial stay was not warranted. Before addressing the appropriate remedy in this case, the Court of Appeal noted that the officer in charge of the entry “did not read the warrant” and “testified that he did not understand there was any difference between a Feeney warrant and a search warrant.” The Appeal Court found the failure to obtain authorization for an unannounced entry into Brown’s residence was not an accidental oversight and agreed that the police “had no regard for what they were judicially authorised to do. The officer in charge www.BlueLine.ca

PHOTO: ANTONIO_DIAZ / GETTY IMAGES

BY MIKE NOVAKOWSKI

of the team that executed the Feeney warrant did not understand the difference between a search warrant and a Feeney warrant,” it said. “In fact, neither he nor the other officers who executed the Feeney warrant even read it, even though it was only a page long.” In the end, the Court of Appeal concluded a judicial admonition, rather than a stay or partial stay of proceedings, would suffice to mitigate the risk of ongoing or future harm to the justice system as a result of the Charter violations in this case, but the door was left open for a stay in the future: A strongly worded reprimand by this

court of the disregard shown … for Mr. Brown’s Charter rights while executing the Feeney warrant would both dissociate the court from the Charter violations and warn police of the consequences of failing to ensure that these rights are protected. In the wake of such a reprimand, if similar police misconduct were to occur in another case, it would be open to an application judge to find that a stay of proceedings was the only just and appropriate remedy. In addition, the Appeal Court recognized that a reduction of sentence could also be a feature of a just and appropriate remedy.

If Brown were to be convicted of any of the firearms-related charges, his sentence could be reduced to reflect the impact of the Charter breaches on him. This would demonstrate the court’s concern with police disregarding Brown’s Charter rights while emphasizing the need for judicial authorization for a no-knock execution of a Feeney warrant.

Mike Novakowski is Blue Line’s case law columnist.

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3:55 PM September/October 2024 2024-01-11 | BLUE LINE 17

INTERVIEWING

Optimizing interview techniques for children A train-the-trainer approach By Sonja P. Brubacher, Meredith Kirkland-Burke and Valarie Gates

What did we do?

We chose six police services based on interest and availability and designated two “interview specialists” at each who met specific criteria (e.g., conduct child interviews regularly, 18

Figure 1. Performance Changes in Open-ended Question Use and Interview Behaviours from Pre to Post Training in Mock and Field Interviews.

have participated in a specific training program for interviewing children). Each service was expected to hold monthly group peer reviews and provide one individual supervision to approximately four trainees at each site, over one year. At the beginning of the project, the specialists received two half-day workshops. The first refreshed question type definitions, the use of open-ended questions to elicit a narrative account and phases of an interview protocol. The second covered peer review and supervision, including procedural suggestions for conducting group and individual sessions. Specialists were given guides they could use to help evaluate interviews. Trainees submitted a field interview and participated in a 20-minute mock interview at the start and end of the project. All interviews were evaluated for the types of questions asked

BLUE LINE | September/October 2024

and adherence to best practices for interviewing children. At the end, we also sought the specialists’ perceptions. We evaluated the types of questions asked in the interviews. Questions were labelled as open-ended, interrogative, closed and leading. The interviews were also evaluated against a checklist of 28 positive behaviours and interview components (e.g., delivering ground rules, using open-ended question types, providing appropriate socio-emotional support and gathering key details).

How did performance change?

The key items we measured were the percentage of open-ended questions asked, positive behaviours observed and the number of leading questions, in mock and field interviews pre- and post-training. Of the 18 trainees we collected pre-measures, post-measures

could only be collected from 11. Paired samples t-tests showed that trainees improved on all measures (see Figure 1). Even though there were improvements across the board, some skills were easier than others. The checklist behaviours showed the greatest improvements from pre- to post-training compared to open-ended and non-leading question use, and improvements in performance on mock interviews were greater than for field interviews. These findings are consistent with prior research. For example, in an interview training spaced over 12 weeks, follow-up interviews conducted six to 24 months later showed that while open-ended question use declined slightly, checklist behaviours remained strong (Lawrie et al., 2021). This evidence suggests that open-ended questions are harder to learn and maintain than positive behaviours. It has been said that using open-ended questions to skillfully elicit a narrative account is a high-level complex skill that requires intensive initial training and may benefit from ongoing practice.

What did the specialists think?

Specialists found the project beneficial and approximately half mentioned that being part of the project increased a sense of teamwork in their service. These specialists were enthusiwww.BlueLine.ca

PHOTO: SONJA P. BRUBACHER

nterviewing children and vulnerable witnesses is a highly specialized skill. It requires intensive foundational training and refresher activities to maintain interview quality (Brubacher et al., 2020; Lamb, 2016). Refresher activities may include supervision and peer review. Although individualized review is considered the most effective format of ongoing quality assurance for forensic interviews, it is expensive and can be more time-consuming than group review (Lamb et al., 2002; Steen, 2013). While academics and other forensic interview experts can be used as effective sources of interview feedback, the pool of experts who can provide these services is limited (Steele, 2018). Therefore, it may benefit police services to build inhouse capacity to monitor interview quality on an ongoing basis. Within services, motivated and qualified individuals can develop highly specialized knowledge in interviewing that would make them effective leaders (i.e., ‘interview specialists’) in maintaining ongoing supervision and peer review (Steele, 2018), with occasional support from external experts.

astic about being able to share challenges and get coworkers’ perspectives on interviews. Two critical components for the success of in-house supervision and peer review were organizational buy-in and the quality of initial training. Taken together, comments from the specialists hinted at a tiered approach to training as the most effective foundation for an ongoing model of supervision and peer review. A suggested approach is: • Trainees: New child interviewers individually complete a half-day, self-paced module to acquaint them with interview phases, definitions of question types and other relevant concepts. • Intermediate: Interviewers attend a full-length child interviewing course, conduct interviews with children

semi-regularly, and participate in group peer review. • Specialist: Seasoned interviewers can supervise colleagues’ interviews. Periodic training twice per year would ensure skills are maintained. Specialists’ perspectives differed regarding what aspects of the project they found most useful for their service. Some preferred group peer review, while others found individual supervision was most valuable. Individual supervision is less intimidating, but is time-consuming if done formally. Some police services overcame this problem by chatting informally with a trainee immediately after an interview about how it went. Group supervision was considered more economical than individual supervision, but it was clear that some parameters needed to be in place.

Key challenges, and where to now?

A major challenge we experienced was the loss of participants. One service had to withdraw completely, and another specialist and nearly half the trainees took unexpected leaves, were reassigned, or were otherwise unable to participate in post-training assessments. Since the conclusion of the project, at least five more specialists have been reassigned (permanently or temporarily). Turnover is a key challenge for the efficacy of train-thetrainer models, particularly when experienced trainers leave their positions (Brownson et al., 2018). This hurdle can’t be fixed by more research on best practices or funding for effective intensive training. Instead, it needs to be remedied by having the appropriate policies

in place for managing ongoing supervision on a large scale, such as the development of a provincial team of child interview specialists who can consult on the most challenging cases and who can facilitate supervision and peer review. The present research shows that a train-the-trainer model can have value in improving interview skills within services, but must be supported by top-down policies. Dr. Sonja Brubacher is a Canada-based adjunct senior research fellow and forensic interview trainer with the Centre for Investigative Interviewing. Meredith Kirkland-Burke is a social worker, child forensic interviewer and trainer on the Suspected Child Abuse & Neglect Program at the Hospital for Sick Children. Valarie Gates is an Inspector with Operational Support Division, Barrie Police Service.

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INCLUSION

Creating inclusive police forces Strategies for supporting women in law enforcement By Eva Silden

timately mischaracterizing and devaluing women’s contributions to police work” (O’Connor Shelley et al. 2011, p. 353). Bikos (2016) and Rabe-Hemp (2009) have suggested that police culture rests on a suite of masculine traits that are resistant to change. Feminist scholars such as Fielding (1994) and Murray (2021) refer to this as the ‘cult of masculinity’ an ‘old boys club’, predicated upon particular norms of behaviour, language, and discourse that place some at the centre and others on the periphery. While conducting my PhD research, I found that many women who work in policing may not enter their profession thinking about gender and how this might impact their careers, but many women in policing reported becoming profoundly aware of being treated differently, having fewer opportunities, less mentoring, and having to transform or re-arrange themselves to try to fit in (Silden, 2023; Shjarback & Todak, 2019; Rabe-Hemp, 2008, 2009, 2017). Only 50 years ago, women were permitted to join as sworn officers across Canada. For only 50 years, women have been part of but not wholly integrated into the institution of policing. Despite recent attempts to increase the number of women and other diverse populations to reflect the composition of

BLUE LINE | September/October 2024

the community, only 23 per cent of all sworn officers across Canada today are women (Statistics Canada, 2022). As an outcome of my research, five recommendations were created that would lead to potential improvements in policing by creating an environment more likely to attract more diverse candidates, including more women, to the profession.

Recommendation one

Re-engineering the recruitment process with a significant focus on diversity will likely increase applications. Racialized and minority groups avoid policing due in part to the organizational culture, and human resource professionals and recruitment officers are unable to interest minority groups in pursuing policing. This is problematic because many policing agencies are experiencing high retirement rates along with some attrition. However, the number of applicants remains low, with many policing agencies struggling to attract enough qualified recruits. Policing agencies could also consider a ‘rebranding’ in addi-

tion to educating current officers on equity, diversity and inclusion (EDI). The recruitment process could be managed by policing human resources experts in conjunction with external EDI experts to create new pathways in recruiting and hiring.

Recommendation two

The promotional process could be streamlined and made more inclusive. There are two possible options for doing this. One is, instead of requiring interested individuals to put together promotional packages which are very time and labour-intensive, those who meet the criteria of a certain number of years of service and so forth should automatically be put into the pool of qualified candidates. This removes the need to spend significant time and effort creating a promotional package. The second option, for those policing agencies that wish to maintain the use of promotional packages, is for the applicant’s identity to be double-blind. Each applicant could be assigned a number and ensure www.BlueLine.ca

PHOTO: KALI9 / GETTY

n the past, there hasn’t been enough attention paid to the gendered environment of policing and its impact on the women who choose this profession, their career progression, and their promotional opportunities. Examining typically masculine occupations, such as policing, is seen as long overdue by many for several reasons. Research has found that women make up more than half of our country’s population and should be equally represented in public safety endeavours as our public agencies and organizations move towards better reflecting the composition of our communities (Morabito & Shelley, 2015). Class action lawsuits have also made it apparent that some women who are present within policing organizations are victims of sexual harassment and abuse by their male colleagues and superiors (Tunney, 2018, 2022; Dufresne & Clancy, 2016; Merlo, 2013; Lonsway et al., 2013). Studies suggest that masculinity and male-centric perspectives and practices are the default setting of policing around the world. Hegemonic masculinity is deeply embedded in police culture, which “glorifies violence and enhances the ‘masculine’ characteristics of the job while undermining many duties socially constructed as ‘feminine,’ ul-

that identifying features are removed from the information in the package. External professionals could be brought in to review and rank the applicants based on their double-blind promotional package. In the event a policing agency uses the pool of qualified candidates without the use of promotional packages, external experts can still be used in the process to ensure fairness with an eye to EDI.

Recommendation three

Childcare is a challenging issue faced by those who engage in shiftwork. Some women put off or choose not to have children to advance in policing, which is a signal that policing may be biased against women. Access to a dedicated daycare on-site would allow far more flexibility and options when considering a career in policing. While parental leave is becoming more common, especially for fathers, establishing a ‘use-it-or-lose-it’ leave contributes to normalizing fathers’ use of parental leave. When a parent takes maternity or parental

BL_GrandPrairie_SeptOct24.indd 1 @Blue_LineMag

leave, backfilling their position is required to maintain a continuum in their unit, but also to reduce the tensions that result when a woman is scheduled to go on maternity leave knowing that her team will have to continue their work with one less team member.

made similar changes to their sex crimes unit. While it is crucial to avoid essentializing women, there are a multitude of reasons why women are a better choice to staff such a unit, as exemplified by the Unfounded Report and MMIWG.

Recommendation four

Policing continues to evolve in new and exciting directions. While there are many challenges for police leaders to improve hiring, retention and promotion, the above recommendations offer some possible solutions to creating a more inclusive and diverse police service.

My research shows that women continue to be excluded from the tables where important decisions are made. In 2024, these decisions must be made by a diverse, collaborative and gender-inclusive group. Women should be encouraged to apply for union executive membership and barriers to their contributions and participation should be removed.

In summary

For a full list of refrences, please vist www.blueline. ca/creating-inclusive-police-forces-strategies-for-supporting-women-in-law-enforcement

Recommendation five

Each policing agency should continue to have specialized training for the sex crimes unit and have them staffed primarily or exclusively by women. Some policing agencies in British Columbia, for example, have

Eva Silden is an instructor of Criminology and Criminal Justice. Her primary research interest is centred on women’s leadership in policing, how women in policing navigate and negotiate gender in their careers, and the barriers, constraints, and opportunities for women’s leadership in policing.

9:38 AM September/October 2024 2024-09-12 | BLUE LINE 21

OUT OF THE COLD

BY STEPHEN METELSKY

n Jan. 1, 2017, at 12 a.m. sharp, the New Year’s Eve festivities were well underway in Niagara Falls, Ont. Eight days later, remnants of the annual tradition had all but disappeared. However, on Jan. 9, the mysterious case involving Landry Ntwari’s sudden disappearance was just about to unravel when he checked into a downtown Niagara Falls hotel. The Burlington resident was in an unknown state of mind on this specific trip to Niagara. This was his sixth Falls visit since Oct. 2016 and it would be quite different from the others. It was Ntwari’s twenty-eighth birthday that day. The celebratory atmosphere soon morphed into a sombre tone when Ntwari vanished into thin air the following day. It’s a case that has baffled his family and the police in two jurisdictions – the Halton and Niagara regions. Ntwari is still a reported “missing person” in Halton with his last known sighting having been in Niagara Falls. So, what happened to Landry Ntwari? There are more unanswered questions than answers in this case, with little factual evidence to rely on. Ntwari had never revealed to anyone why he had travelled to Niagara Falls on six occasions between Oct. 2016 and that fateful last trip on Jan. 9, 2017. It is unknown if he had travelled with or met up with anyone on these trips. The last known time Ntwari was seen was when a security camera captured an image of him walking alone in the popular tourist area of Fallsview Boulevard and Dunn Street—near the Marriott and Tower Hotel. The two hotels are located at this intersection, and Ntwari had checked into one of them. Even with his frequent visits to Niagara Falls, he was not known to any of the hotel staff, police said. The last known sighting of Ntwari was at 7:15 p.m. on Jan. 10, 2017. 22

BLUE LINE | September/October 2024

There are more unanswered questions than answers in this case, with little factual evidence to rely on.

Since then, he has disappeared without a trace, and no one has heard from him. He hadn’t been gambling in Niagara Falls – the early investigation ruled that out. There was also no record of him crossing the border into the United States. He didn’t have a criminal record, and when investigators delved into his background, there were no signs of him being involved in anything “untoward” – police confirmed. Ntwari had also never been reported as a missing person before this incident. Could something nefarious have happened to Landry Ntwari? When he ventured into the streets of Niagara Falls at 7:15 p.m. that evening, he had not yet checked out of his hotel room, and some of his personal

If callers wish to remain anonymous, call Crime Stoppers at 1-800-222-TIPS (8477).

items had been left behind, which he never returned to retrieve. Ntwari was a very private person who avoided divulging every aspect of his life to others. He also didn’t have a large social circle of friends, police said, nor did the family know the exact reasons why he had travelled to Niagara Falls. So, what was the enticing factor that lured Ntwari to Niagara Falls from his home in Burlington? Was his last visit to celebrate his birthday? Investigators referred to Ntwari’s last Niagara excursion as more of “a getaway” than a birthday celebration. Did Ntwari voluntarily decide to disappear on his own, or did he meet up with foul play later that evening on Jan. 10, in a case Halton police called, “a bit of a mystery”? There was no other tangible evidence left in the room Ntwari had been renting in Burlington, nor in the hotel room in Niagara Falls that he never returned to, aside from some personal items. On January 10, 2017, at 7:15 p.m., Ntwari was 28 years old. He is a black male, standing between 5’5 and 5’6, weighing approximately 154 pounds. He had short black hair and was wearing black shoes, light-coloured pants, a long-sleeved jacket or hoodie, and a scarf. From the photograph, it also appeared Ntwari was wearing a backpack and dark-coloured gloves and was likely holding a coffee cup with a white lid in his left hand. This mysterious missing person file is still open and unsolved. Police are hopeful a witness or anyone with viable information will come forward that can facilitate a new lead in this case. If you have any information regarding the disappearance of Landry Ntwari, contact the Halton police homicide and missing persons tip line at 905-825-4776.

Stephen Metelsky, M.A., is an author, professor and (ret.) sergeant. Follow him on Twitter @StephenMetelsky.

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PHOTO: HALTON REGIONAL POLICE HANDOUT

Niagara Falls vanishing act: The case of Landry Ntwari

TRAINING

Law enforcement and martial arts

ne of the most common questions I hear from in-service officers, police applicants and security guards is, “What are the best martial arts to know

for this job?” Before I provide my list of preferred martial arts for law enforcement, some factors must be considered, such as time, instructors, class schedule, facilities, and practicality. Joining a martial arts club is similar to going to the gym to lift weights or going for a 5 km run. You will either do it or won’t, and you can’t expect results if you’re not consistent. The difference martial arts makes is that you will have a variety of training partners from which you can learn. So, how much time are you going to put in? As we already know, more than what is provided in the annual defensive tactics (DT) recertification is needed, and it should be designed to make officers sufficiently effective on the streets. Unfortunately, the yearly DT recertification for most agencies is just a “checkmark in the box.” These skills are also perishable over time. Now, focus on who will be teaching you. What qualifications do the instructors have? Having a black belt in a given martial 24

BLUE LINE | September/October 2024

art does not necessarily guarantee expertise, nor does it mean they can effectively transfer traditional methodologies into the context of current policing issues of arrest and subject control. While some instructors may have very good techniques and are able to skillfully apply those techniques for their own purposes, when knowledge is transferred to a new context, it needs to be aligned with the demands of the new situations in which it will be applied. Finding a martial arts club to train in is like purchasing a house. You’re doing a recce of something in which you wish to invest. How far is the training club, and does the class schedule offer variable times to accommodate an officer’s shift schedule? Remember, the further away the training club is, or the lack of available classes, can allow for excuses for not going. Is the club, including the mats, washrooms and common areas, kept clean? You would also want to know the general demographic of people who train at the club: are they law enforcement friendly, or are they potentially part of the ACAB or biker gang community? Next, let’s talk about the martial art itself. The ease with which you learn will depend on who is teaching. As a practition-

er of Pekiti Tirsia Kali and Brazilian JiuJitsu, I can say that these are technically not the easiest. In addition, are the lessons tailored and the techniques modified by the instructor to suit the law enforcement environment? Are factors such as weapon disarms, concealed weapon deployments, and donning of duty gear considered in the training curriculum? Subject control is multi-faceted; many variables must be considered once an officer has decided to engage a subject handson. Considerations such as being able to transition to force options within close quarters and evade, reposition and transition to response options at a distance should be included. Given the multifaceted and ever-changing nature of subject control and use-of-force, no single martial art will be the perfect solution for either an officer or an academy training program. Keeping the above considerations in mind, here are what I believe to be three ideal choices: Muay Thai, also known as Thai boxing, focuses primarily on striking with punches, elbows, knees and kicks and will also include clinching (stand-up-grappling) to set up other close-range striking and a variety of sweeps and throws. Many of the primary www.BlueLine.ca

PHOTO: CHRIS MANDIGMA

Key factors to consider before you train By Chris Mandigma

strikes are implemented into police training programs as part of the striking modules for police defensive tactics due to their efficacy and the simplicity of the gross motor movements required, which allow them to be learned in a shorter time. Engagement with a subject will most likely start while standing, and one of the critical things Muay Thai can teach an individual is distance management. If you can’t find a Muay Thai club, find a boxing club – distance management alone and developing the timing and coordination to strike desired targets can be superior. Brazilian Jiu-jitsu (BJJ) focuses heavily on ground-based grappling using holds and joint locks. It gets tricky, though, because some clubs do not have a beginners-only class, and you just get thrown in with the wolves. The other common issue is that some clubs focus purely on the fight starting on the ground, and takedowns are rarely taught, if ever. While a BJJ curriculum can be quite expansive, the biggest takeaways for an officer, security guard or

police applicant are understanding how to escape from being held onto the ground, how to survive to get to a standing position, and the basic concepts of controlling a subject through leverage. Wrestling is a grappling art that starts from the standing position, with each opponent attempting to take the other down via clinch fighting, throws, sweeps and takedowns. Once on the ground, each tries to dominate the other through positioning, leveraging, holding and pinning. Wrestling involves footwork and developing enhanced balance, while strength, agility and speed are all combined to control a person. Unfortunately, wrestling is less prevalent in Canada and finding a wrestling school is rare, unlike in the United States. Wrestling would’ve been higher on my scale if it had been more popular in Canada. Muay Thai was at the top of my list because we should be proficient on our feet to avoid being on the ground in an unfavourable position. I will always advocate training in Muay Thai and either BJJ or

wrestling simultaneously. Seek to develop the ability to manage distance from the subject and have a good takedown defence. For police officers, the rules of the street are very different. There are small windows of opportunities that an officer can take advantage of before a subject decides to draw concealed weapons, attempt a weapon disarm on an officer, officer’s tools becoming dislodged or inoperable, the subject’s pain threshold in conjunction with drugs/alcohol, and mental health crisis. There are no weight classes on the street, and the variables and situational factors can be infinite. Some martial arts may seem intriguing, have flashy techniques and slick weapon disarms, but the probability of executing them in a real-world engagement is low. Do your research and ask questions. Chris Mandigma is a subject matter specialist in close quarter combatives and defensive tactics. He is a use-of-force trainer, firearms instructor and consultant. Reach out to info@tirsiatactical.com.

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EDUCATION AND TRAINING

Education & Training Directory 2024-2025 anEDGE anEDGE is Canada’s number 1 law enforcement application preparation company. We are a comprehensive solution for preparing, coaching, and mentoring individuals aspiring for careers in all Canadian law enforcement agencies, including the RCMP, Municipal Police, CBSA and Corrections. Our seasoned team of police officers, Fortune 500 HR professionals, and training specialists provide personalized 1:1 coaching, mentoring and guidance throughout the whole recruiting process, including interviews and deferrals. Schedule a free consultation to see how anEDGE can help you. www.anedge.ca.

Annex Bookstore Annex Bookstore provides education and training materials, reference books and texts to law enforcement professionals across Canada, providing the information they need to train, operate and successfully grow in their career. Annex Bookstore is a division of Annex Business Media, a dynamic B2B company comprised of over 60 forward-thinking media brands. All of these brands are built to serve Canadian industries with timely and relevant information and resources. www.annexbookstore.com/ police.

BCIT Forensics The British Columbia Institute of Technology (BCIT) offers the most comprehensive Forensic Science programming in Canada, with courses and programs that cover crime and intelligence analysis, digital forensics and cybersecurity,

forensic science, fraud and financial crime investigation, and forensic health sciences. Professional development opportunities include courses, microcredentials, advanced certificates, and degrees. Many of our courses are offered online and some programs can be completed remotely, with multiple intakes per year. Learn more at bcit.ca/forensics.

College of Certified Psychophysiologists The Certificate in Police Mental Wellness Program was designed to train and equip both sworn and non-sworn personnel working within public safety agencies to be able to provide education and assistance to those working on the front lines in a peer support role. This program is being offered to Blueline readers at a special tuition price of $500 USD (reg. $1000 USD). Contact us today for more information at 1-844-955-7759 or info@ccp.college. Learn more at www.ccp-college.com/ bluelineoffer.

Commissionaires Canada Commissionaires values your transferrable skills and your military, police or RCMP background. As a not-for-profit organization, 90 per cent of revenues are returned to our workforce in the form of salaries, benefits and training. We’re dedicated to providing meaningful employment for veterans, helping them transition back into the workforce. Join Commissionaires and put your skills and experience to work, ensuring the safety and security of people and property

BLUE LINE | September/October 2024

in a wide variety of environments, including healthcare, education, airports and seaports, and noncore police services. commissionaires.ca/en/careers/ veterans

CPKN – Canadian Police Knowledge Network The Canadian Police Knowledge Network (CPKN) is a national not-for-profit that is committed to driving excellence in professional development for policing. Since 2004, we have developed relevant, cost-effective learning solutions that respond to the evolving needs of Canadian police and public safety professionals. As a collaborative network, we work closely with the policing community to create educational resources that save on time, budget, and resources. CPKN offers an extensive catalog with over 160 courses that are informed and vetted by subject matter experts across the country. To learn more: www.cpkn.ca.

Dalhousie University The Police Leadership Program has been providing courses and various certificate options to those working in law enforcement since 1993. Online courses are designed to build on previous education and experience to help all officers on their continuous journey of learning. Every officer can be a leader. All ranks are welcome. Course developers and instructors have a high level of academic credibility combined with direct policing experience. For more information and to enroll visit www. dal.ca/openlearning or contact openlearning@dal.ca, 1-800-565-8867.

Dyck Insurance Agency Ltd. Red Tunic Insurance was created specifically for RCMP (NPF) Members to offer national discounted home and auto insurance rates for current and retired members. You protect and serve our communities, and we take pride in appreciating what you do by protecting you. Because we are a broker, we can offer you more choice in provider, ultimately yielding better coverage and better price. Thank you for what you do. www.redtunicinsurance.ca. 1-833-673-7269.

Emond Publishing Emond’s trusted resources are an invaluable reference tool for Canadian policing, front-line, and public safety professionals. These educational and practical handbooks, on topics like cybercrime, interviewing and investigation, community policing, and mental health for first responders, are packed with handson guidance, real-life examples, and best practices that will equip you to operate confidently and effectively in the field. Start your collection today at u. emond.ca/blueline.

Fanshawe College Learn from professors who actively work in the industry, with Fanshawe College’s two-year Protection, Security and Investigation diploma program. Gain practical and diverse specialized skills through hands-on training, to professionally excel in an important and rewarding career.

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For more information, visit: www. fanshawec.ca/programs/ psi1-protection-security-andinvestigation/next.

George Brown College Develop professionally with Continuing Education at George Brown College. Complete programs at your own pace to earn credentials. Learn on a course-by-course basis. Benefit from a mix of online, on-campus and hybrid courses in Emergency Management, Incident Management, Security, Intelligence and Counterterrorism. We also offer Emergency Management Ontario (EMO) certified courses. For more info, contact: Melo K. at 416-415-5000, ext. 6651, or kmelo@georgebrown. ca. Register now at coned. georgebrown.ca/emergency.

Georgian College A leader in providing police and community safety education and training, Georgian College is pleased to offer a fully online Honours Bachelor of Police Studies degree program. Police professionals can fast-track with advanced standing. Qualified first class constables can receive up to 20 credits (50% of the program), with an additional exemption of 10 courses (25% of the program) for those with previously completed post-secondary education. Course faculty are highly regarded professionals in the field. Apply today, intakes offered each semester: www.georgiancollege. ca/academics/programs/ honours-bachelor-police-studies/ part-time/#program-information.

HALEO Preventive Health Solutions Since 2015, HALEO has been revolutionizing sleep care by

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making clinically proven solutions for insomnia and other sleep disorders more accessible. Our virtual clinic specializes in personalized support for shift workers and first responders, delivered by highly trained therapists through our intuitive app. With services ranging from detailed sleep screenings to expert management of sleep disorders, we’ve helped thousands across North America boost their health and performance. Reclaim your rest and optimize your effectiveness— because your job demands your best, and so does your sleep. haleoclinic.com.

Hudson Supplies Manufacturer’s source for LEAF products ranging from buckles for tactical gear, quick release buckles for emergency release systems, packframes for backpacks, metal snaps for bags, g-hooks for plate carriers, cobra buckle for deployment belts, repair buckles to FASTmag® magazine holders. We are the importer for Flashbang Magazine and Tasmanian Tiger Brands. New 2024 product: Modular Handgun System Holster P17/P18. We work with a network of authorized dealers and distributors in Canada. hudson4supplies.com/blueline.

Humber Faculty of Social and Community Services Humber College’s Faculty of Social and Community Services provides specialized education and training for students pursuing a career in the justice sector and wanting to make a difference in their community. We support working professionals to achieve their academic goals on an accelerated timeline, by awarding credit for relevant prior learning. We offer flexible options including online, hybrid, and condensed scheduling. Learning from faculty who have extensive, diverse knowledge across the sector, you will graduate with a range of security, problemsolving, and administrative skills. We are dedicated to delivering

more than an education - we are changing lives! Learn more at communityservices. humber.ca/future-students/ explore/full-time/relatedprograms/justice-programs.html.

International Police Mountain Bike Association Training is an investment, not an expense. A well-trained bike officer improves community relations, tackles crime, and reduces vehicle expenses and emissions. From operator to instructor, maintenance officer to bicycle response team member, IPMBA sets the standard for public safety cyclist training and operations. IPMBA promotes the use of bikes for public safety, provides resources and networking opportunities, and offers the best, most complete training for public safety cyclists. ipmba.org.

Iron Defence Security Corporation Iron Defence Security Corporation delivers elite cybersecurity training specifically designed for law enforcement agencies. Our programs focus on real-world scenarios, offering expert-led courses in areas such as cyber threat intelligence, digital forensics, and advanced network security. Tailored to meet the unique challenges faced by law enforcement, our training equips officers with the critical skills needed to combat cybercrime effectively and safeguard digital evidence. Enhance your department’s capabilities with our specialized training programs, ensuring your team stays ahead of evolving cyber threats. Contact us at 1-888-781-3244 Toll-Free or email us at info@ irondefencesecurity.email to learn more. Visit www. irondefencesecurity.ca for additional details.

Lethbridge College Lethbridge College has been redesignated and renamed Lethbridge Polytechnic, a change reflecting our focus on career readiness, applied research and meeting the needs of students at all stages of their lives. What hasn’t changed is our decades of experience providing justice programming where students learn to promote peace, protect communities and ensure public safety. We offer two-year diplomas (Criminal Justice – Policing and Criminal Justice – Corrections) and both can lead into our Criminal Justice Bachelor Degree. The programs are flexible for full-time students or working professionals. We also offer cadet training in partnership with policing agencies, and many of our faculty engage in applied research through our Centre for Public Safety Applied Research (CPSAR) which works with partner agencies to solve real-world problems. Apply at lethpolytech.ca/justice.

Mobile Innovations Mobile Innovations delivers proven, focused apps for Law Enforcement; supporting 40+ agencies and 15,000 active officers using Android, iOS, and Windows devices. iPatrol: brings RMS, DEMS and CAD to an officer’s smartphone; enables the ‘connected officer’. Officer tracking, digital notes, and forms/ reports. OSL: officer scheduling and logistics, OT, bank balances and approvals at their fingertips. AI: solutions for dictation/ transcription, non-emergency call taking, dispatcher assistant, and shift/emergency call-out capabilities. Call 647-447-1145 or visit mobinnoco.com.

September/October 2024 | BLUE LINE

EDUCATION AND TRAINING

Queen’s University IRC For over 85 years, Queen’s University IRC has been a leader in professional development programs for busy HR and LR professionals. Our award-winning programs in labour relations, human resources, and organization development are delivered by industry experts, available both in-person and virtually, and grounded in adult learning principles. Elevate your career with coveted IRC certificates in Labour Relations, Human Resources, and Organization Development, and access exclusive Thought Leadership resources to stay ahead of industry trends. Visit us at irc.queensu.ca.

Seneca Polytechnic Get ready for an exciting career in public safety, legal studies, or law enforcement. Seneca offers cutting-edge programs in Police Foundations, 911 Emergency Services Communications, Paralegal & Justice Studies, along with an innovative Honours Bachelor of Crime & Intelligence Analysis degree program, the only undergraduate degree of its kind in Ontario. Classes are offered in flexible, hybrid and online delivery methods to fit your schedule. Learn more about our programs and how to hire our students and graduates. Visit www.senecapolytechnic.ca.

Sentinel Security – THE ARENA THE ARENA Training Academy is focused on fitness and skill readiness for those exploring a career in law enforcement. Individualized fitness assessment enables tracking of personal progress to goals. Our training

builds endurance and mental fortitude through Strength and Conditioning classes, Shuttle Run drills and PREP | PIN circuit practice. BOOK NOW Stay fit once in uniform with 25% off packages using Discount code FIRSTRESPONDER25. For more information visit: www. thearenatoronto.com.

Stoeger Canada Beretta Defense Technologies is a concept that has grown from the needs of government and law enforcement agencies to cover a wide range of complicated scenarios by providing a unique combination of services, weaponry and equipment - from firearms, ammunition, and optics – to match every operational need. BDT products are sold through Stoeger Canada (1990) Ltd, a Beretta Group Company. Stoeger Canada is the exclusive Canadian distributor for Centanex, Burris and Ase Utra suppressors. For Canadian Agency and customer inquiries, please contact David Macdonald, Manager of Defence & Law Enforcement, at dmacdonald@stoegercanada.ca.

TEN-8

Software Technologies

Ten-8 Software Technologies Inc. TEN-8 transforms and streamlines scenario-based police training with real-time evaluations, voice-to-text, and video capture. This seamless web and mobile platform ensures instant sharing for full transparency and generates permanent, easily retrievable training records. By digitizing paper-based workflows and enhancing trainee feedback, TEN-8 redefines the training process, making it efficient and comprehensive. It’s not just a tool, but a complete solution that elevates police training to the next level. www.ten-8technologies.com.

BLUE LINE | September/October 2024

Test Ready Pro TestReadyPro.com (TRP) is a proven resource for success in police recruitment. We collaborate with recruitment officers to help candidates succeed in the hiring process, saving time and expense, and ensuring the right candidates are prepared. With over 20K members, we also support your marketing efforts. For recruits, we prepare you for every step, including the OACP CSS, fitness, resume, and interviews. For Police Foundations Colleges, we provide comprehensive online teaching and learning materials.

Tirsia Tactical Tirsia Tactical is an internationally recognized authority in law enforcement training in the use of defensive tactics and firearms for both law enforcement and security. Our program has been developed to enhance officers’ skills, knowledge, and readiness and our courses are designed and tailored to augment existing academy training programs in line with current industry best practices. The instructor cadre is made up of highly regarded professionals in the industry and we offer recruit officer and instructor programs around the world. www.tirsiatactical.com.

Trident Training Solutions Trident Training Solutions has comprehensive training programs ideal for law enforcement and security agencies. Our training structure is scalable and flexible based on the client’s needs. We incorporate a blended program of

virtual training sessions, an online school, and in-person instructorled classes to allow flexibility. We specialize in de-escalation strategies, legislative authorities, defensive tactics and use of force with a strong focus on practical training. tridenttrainingsolutions.ca/.

University of Guelph-Humber Part-time online program. Earn your Bachelor of Applied Arts specialization in Justice and Public Safety. Receive credit for work experience, training and postsecondary study. Complete in 2 to 2.5 years. Students in this program are police officers, paramedics, firefighters, and other frontline public safety workers, and range from new employees to managers, command staff and senior executives. Apply by June 1, 2025 to start September 2025. Open up opportunities: 416.798.1331 ext. 6056, futurestudent@guelphhumber.ca. www.guelphhumber.ca.

Wilfrid Laurier University Study when and where you want with one of our part-time or full-time online Policing and Public Safety degrees at the graduate or undergraduate level. With start dates in the Fall, Winter, and Spring, what are you waiting for? Explore our Centre for Public Safety and Well-Being where we offer specialized police training developed by experts specializing in Human Trafficking, Emergency Management Planning, Police Leadership and Gladue Principles. For current offerings or to inquire about custom training needs, visit www.bit.ly/wlupublicsafety.

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BACK OF THE BOOK BY MICHAEL SOULIERE

The power of compassion in policing

BLUE LINE | September/October 2024

We must recognize that behind every encounter lies a unique story.

ripple effect of kindness within policing. This journey epitomizes the transformative power of compassion in law enforcement. It speaks to the ethos of the first responder community, where discretion and empathy serve as guiding principles. My experiences stand as a testament to the enduring impact of one act of compassion, echoing through generations and shaping the fabric of our profession. As I reflect on this remarkable journey, one moment stands out: it was the day Sgt. Dekker and I, once strangers on opposite sides of the

law, became colleagues at the Brantford Police Service. It’s a testament to the unexpected connections and the profound influence we can have on each other’s lives, even as strangers. It reaffirms the belief that every interaction, no matter how fleeting, holds the potential to change the path someone is on. Sgt. Dekker’s compassion is a reminder of the transformative power we all possess, and the responsibility we bear as police officers to wield it wisely, shaping individual lives and entire communities. To my fellow officers, whether you’re just starting out or are seasoned veterans, I say: While our role is to uphold the law, we must recognize that behind every encounter lies a unique story. We haven’t walked in the shoes of those we meet; therein lies an opportunity. We face that same fork in the road at every juncture – the choice between compassion and rigidity. It’s a choice that reverberates beyond the immediate moment, shaping the lives of those we encounter and our legacy within the community. Let us remember that in enforcing the law, there are countless ways to do so with empathy and understanding, ultimately fostering a safer and more compassionate society for all. In the autumn of 1998, I had just been promoted to sergeant, and I was speaking to a soon-to-retire Sgt. Dekker. He said, “Who knew in 1976 that you and I would end up as sergeants together with the Brantford Police?” Michael Souliere, with a Master of Arts in Leadership from Royal Roads University, started his career by serving in the Canadian Forces Military Police for six years. He then dedicated 14 years to the Brantford Police Service, reaching the position of Sergeant I-C Forensic Services, with a focus on community policing. He’s also spent 19 years instructing at the Ontario Police College and is currently a Professor at Fanshawe College in the Police Foundations Program. He can be reached at mr6shoe@hotmail.com.

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PHOTO: MIKE SOULIERE

ife has its ups and downs, and some moments really change everything. One of those moments happened when I was a teen living in Brantford, Ont. At the very young age of 14, when I didn’t know what I wanted to do or where I wanted to go, my life took a pivotal turn on the streets of Brantford. Riding a trail bike without plates, I found myself in what felt like a very scary pursuit with the police. Fear coursed through me as the consequences loomed, yet I couldn’t bring myself to stop. Officer Rens Dekker of the Brantford Police Service finally intercepted me, but what followed wasn’t the expected reprimand; instead, it was a compassionate gesture that changed my life. Years later, as a fellow officer in the same service, I had the privilege of reiterating this encounter with Sgt. Dekker. I expressed how his understanding and second chance had created a path for me. His compassion sparked within me the desire to positively impact lives, leading to my pursuit of a career in law enforcement. In my own journey as a police officer, I encountered a group of youths teetering on the edge of delinquency. Drawing from the lessons of compassion instilled by Sgt. Dekker, I opted for understanding over punishment. Through the collaborative efforts of the court system and the Crown, these youths were given a chance at redemption, mirroring the opportunity I had been granted years before. Some time later, while serving as an instructor, a familiar face crossed my path at the Ontario Police College (OPC) – one of the apprehended youths, now an officer with the Ontario Provincial Police. His revelation that my act of compassion had influenced not only his career but also inspired another youth in the group to join the Toronto Police Service underscored the profound

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STRONGER COMMUNITIES. There are 4,000 commissionaires supporting law enforcement across the country so sworn officers can focus on the job only they can do. commissionaires.ca