Our programs are designed to operationalize a new, research-based framework of community policing rooted in PEACE OFFICER.
This framework includes practices and policies for departments, officer wellness, educating the public in how to engage with their local police, community healing programs, technology and research.
Peace Officer Initiative By introducing the words “PEACE OFFICER “ for example, on public safety vehicles or uniforms, a new framework is available to the department that positively shapes both the community and the police. It’s a community policing initiative that doesn’t diminish any of the reform changes which a department may have underway or planned, nor does it diminish any of the work its officers are doing to control crime. Instead, it’s framework through which every policy and practice can be filtered, including recruiting, hiring, training, promoting, rewarding and retention. The external components are the PEACE OFFICER markings which are used to signal to the public that the department intends to change. The internal components are the tools which the department uses to convey the meaning of PEACE OFFICER and how officers’ jobs will or will not change as a result. Fore example, the way police work is done is unlikely to change; but the way officers interact with citizens is likely to. For our toolkit and help with operationalizing PEACE OFFICER for your department, reach out to us here: Request more information.
“Returning to our roots as PEACE OFFICERS is how we operationalize the kind of changes we are seeing our communities express desire for today.”
Chief Jim Bueermann (ret.)
Officer Cognitive Resilience Training For all officers, Cognitive Resilience Training is a one-day, evidence-based program that offers mainstream, intensive cognitive training to address stress, anxiety, depression, and pain. When studied in police officers and military veterans, this training resulted in reduced PTSD, burnout, anger and fatigue, and increased resilience and emotional intelligence allowing them to make better decisions while at work in their communities and in the field. Request more information.
Community Feedback Loop. Addresses the increasing need for open communications between departments and the communities they serve with a unique, specially branded website created to collect feedback that is channeled directly to the police chief or designates for a response. Designed to gauge the effectiveness of the measures taken by the department over time on citizen interactions resulting in continuous improvement, Community Feedback Loop is a comprehensive and durable mechanism for a department to have an ongoing bi-directional interaction with their community, as well as a visible action a department can take that that is both effective and represents a continuous commitment to better community engagement. Request more information.
Community 7 Simple Steps for Positive Policing. The 7 Simple Steps for Positive Policing is an active conversation for communities across the country to co-produce public safety where the complexity of police culture, training, hiring and reward systems of police departments are understood by both parties. The 7 Simple Steps for Positive Policing is an active conversation for communities across the country to co-produce public safety where the complexity of police culture, training, hiring and reward systems of police departments are understood by both parties. Learn more.
Public Policy Research Studies Following the programs and training provided, researchers are available to perform rigorous academic studies to demonstrate that various components and overall initiative had the desired results, including giving every department the opportunity to conduct its own self-review. Request more information.
Department Self Review For the department, an analysis for the purpose of evaluating important areas such as:
- Community perceptions of the department and its officers;
- Students’ perceptions of the department, its role as SRO if applicable, and officers;
- Businesses’ perceptions of the department and its officers;
- Community volunteers’ perceptions of the department and its officers; and
- Officers’ perceptions of the department, the community, their role in the community and their jobs.
These reviews are performed through surveys of all groups using online resources and paper surveys when necessary. All surveys are generated in the direction of the department and can also include questions about operations, administration, and investigations that may also reveal underlying policies and practices to be addressed. Further, although designed to be quick and cursory, department self-reviews can reveal underlying issues with a department’s purpose, organizational alignment, mission, accountability, command-and-control, hiring, staffing, diversity, promotion, community-oriented policing, and degree of public trust. Self-reviews generally span a period of one month, depending on the city and department size, after which a report is generated and delivered to the department for review and consideration. Request more information.
Police2Peace ® is a non-profit corporation granted public charity status by the IRS. All donations are tax-deductible to the fullest extent of the law.
