Ronan police department needs experienced leadership
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As a retired law enforcement officer, I am writing this in response to an article written by Megan Strickland, published in the Valley Journal April 30.
A well run, organized and experienced police department is what every citizen wants. A poorly run department is a reflection of its leadership and city management.
Although the Ronan Mayor and City Council’s goal was to move away from the “good ol’ boy” mentality, they failed in that arena. It’s clear that a fundamental understanding of law enforcement, personnel and requirements escapes them. I suggest and encourage the council to seek input from experienced law enforcement professionals. I stress: experienced.
Employing a chief, a leader, requires moral courage to make the distinction between choosing a longtime friend or a highly qualified and vastly more experienced officer. Council members, ask yourselves this question: “What is in the best interest of the community?” and “Will this choice limit the city’s exposure to civil and criminal liability in the event something goes wrong?”
Much more is required than time on the job to make a good cop, supervisor, administrator and good leader. It takes many years of on-the-job learning and training to become a competent street cop, let alone a sergeant or chief. Working knowledge of the law, case law and legal practices as well as complete understanding of jurisdictional restrictions and use of search warrants is mandatory. Does an inexperienced officer have a good working knowledge of officer safety tactics?
Would a recruit, fresh out of the academy, have the expertise and skill to competently conduct a homicide investigation or a rape investigation? No.
Mr. Fiorentino was correct in stating that there were many more highly qualified applicants. Why would the Mayor, who has ultimate responsibility, choose a rookie fresh out of the academy to guide an already troubled police department? That task requires special skill. Wouldn’t he be motivated to choose one who possesses the ability to turn the department around and improve its professional image? How does the Mayor and Council explain or justify passing over several more qualified applicants?
It is glaringly clear that neither Mayor nor Council understands what is required of a street cop. A three-to-four-week training process is wholly inadequate and risks both officer and public safety. Clearly, an experienced field training officer would not approve fielding a new officer with only three to four weeks of training. Lack of experience and proper training jeopardizes complete, thorough and effective investigations. Proper training decreases the potential for deadly mistakes in an unforseen use of force incident.
The City of Ronan does not have a certified field training officer. The City fathers, with final approval of the Mayor, have options: contracting with an experienced and certified Field Training Officer as a consultant, for one; hiring a chief who is already a certified field training officer is another option. A properly trained officer benefits the community and limits the city’s liability. John Mitchell’s inexperience is clearly evident with respect to his own conduct, interpersonal departmental strife and the training needs necessary for a qualified and competent officer. If you don’t know or aren’t sure, ask an expert in the field.
The Mayor is the Chief Executive Officer of the City and has ultimate responsibility and authority for decision making, personnel hiring and the overall condition of the city. The Mayor is responsible for approving all new hires. In a previous article, Mayor Aipperspach attempted to lay blame for earlier mistakes and hiring problems elsewhere, indicating they were “hired on the fly.” Responsibility sits squarely in his lap. His statement is misleading. I suggest the Mayor of Ronan consider more closely following Montana law and accepted hiring practices.
The proper hiring process begins with submission of the employment application to the City human resources representative. The representative records the acceptance of the application and is required to forward the application to the members of the police commission (A Police Commission is required by Montana law). After review of all applicants the police commission forwards its recommendation of qualified applicants selected to an interview board. This board is normally comprised of one or more experienced members of law enforcement, a member of the community (City Council person or Mayor) and a member of human resources. One or more experienced members of law enforcement assists greatly in the interview/evaluation process since this is their area of expertise.
The applicants are questioned about their qualifications, life experience related to law enforcement, personal history and conduct. They are being evaluated for their ability to communicate, decision-making skills and ability to work with the public. They are also examined for their ability to problem solve and knowledge of the demographics of the community to which they are applying. The interview board is responsible for assessing and scoring each applicant/candidate and required to establish a hiring order list based on aggregate scores. This list should be presented to the City Council and Mayor for final consideration. Once the police applicant is hired the City must insure that the recruit meets the strict set of employment requirements for Peace officers prescribed by law. This is a time-tested method of hiring implemented by numerous highly regarded law enforcement agencies throughout the country and should be utilized by the City of Ronan.
The city is also responsible to comply with all employment requirements such as medical and psychiatric fitness examinations. They must be completed and properly documented.
Since the Mayor has been the CEO of the City of Ronan these past years, Ronan has reached a milestone. According to FBI crime statistics (Uniform Crime Report), Ronan has the highest crime rate, per capita, in the entire state of Montana; the highest rate of crimes against persons, crimes against property and sexual assaults per capita. It affects every person who lives, works, owns a business in or attends school in Ronan. High crime rates decrease property values, so it hits our wallet.
With regard to the Mayor’s comments about past employees, he should refrain from commenting on or about job performance issues as it violates the former employee's privacy rights.
