SUMMER 2010 Volume 11, Number 3

UPDATE

In ThIS ISSUE:3 Information Technology

4 Employee Surveys

6 Mark Your Calendars

Newsletter of the Virginia Center for

Policing Innovation

ProVIdINg UNParallElEd TraININg & SErVICES To law ENforCEMENT ProfESSIoNalS aNd ThE CoMMUNITIES ThEY SErVE

Think of a public safeTy iniTiaTive ThaT you’re working on right now. Imagine that your law enforcement agency has just begun working with the community to solve a particular problem. You sit down with the community representative for the first time and discover this: your solution to the issue conflicts with the fundamental needs and wishes of the community and the community’s proposed solution conflicts with your organizational needs. Each party has their own idea. Each believes, because of their own perspectives and experiences, that their solution is truly the right one. The solutions are conflicting. what happens?

well, what’s the first thing you would do? what are we taught from the earliest age? Compromise. Begin by hearing each other, negotiate, and then find the compromise. a good compromise can lead to a win/win situation for everyone, right? That sounds completely reasonable, doesn’t it? Not as much as you’d like to think.

how many times has each of us used this line of reasoning to achieve a win/win situation? Is compromise really the right tool? The right mind set? how does that actually work and what exactly does the term win/win really mean?

last week, I was educated in the true meaning of the words. VCPI’s director of Programs, adam wojcicki, and I participated in a train-the-trainer program for franklinCovey’s The 7 Habits for Law Enforcement, hosted graciously by the Carolinas Institute for Community Policing and supported by the Bureau of Justice assistance. In a nutshell, 7 habits is about personal development and leadership, and though the habits are applicable to anyone, anywhere, the application to the law enforcement profession is profound. Creating The 7 Habits for Law Enforcement was a bit of genius.

dr. Steven Covey, author of The 7 Habits of Highly Effective People, would probably not appreciate me boiling the entire 4th habit: Think Win/Win into this simplified premise, but it’s the simplicity of it that fascinates me. go back to your conflict. Your proposed solution conflicts with the community’s proposed solution. Imagine the two ideas listed side by side at the top of a piece of paper. as negotiations take place and a compromise is reached, the two ideas are diluted. Each party has to give up something to the other, creating a compromise that is a solution less than what either party first envisioned. Visually, the process works downward. This is not a win/win solution. what if the two ideas were placed side by side at the bottom of the page and the process worked upward? The two parties were focused not on negotiations and compromise, but on building a third alternative that is ultimately better than either of the ideas first presented. really think about that for a minute. give up the ideas of competition, of negotiations, of compromise and consider the possibilities of building a new idea or new solution altogether.

The habit of winningBy Lynda S. O’COnneLL, VCPI exeCutIVe dIreCtOr

7 aggregator Sites

8 Spotlight on Training

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VCPI UPdaTE�

This project was supported by Cooperative agreements: US doJ, CoPS grant 2009CKwXK017, NIJ grant 2007IJCXK026, and the Virginia Center for Policing Innovation. Points of view or opinions contained within this document are those of the author and do not necessarily represent the official position or policies of the U.S. department of Justice or the National Institute of Justice.

VIRgInIa CEnTER foR

PolICIng InnoVaTIon

413 Stuart Circle, Suite 200 richmond, Va 23220 Phone: 804.644.0899

fax: 804.644.0309

read past VCPI Updates, stay informedof new developments and special

projects, and register for upcoming training on our website:

www.vcpionline.org

The VCPI Update is

published quarterly

by the Virginia Center

for Policing Innovation

as a service to law

enforcement

professionals and

the communities

they serve.

Community policing as a philosophy is one of the most closely aligned examples of a true win/win situation. That’s what we strive to do in our problem-solving approaches, right? I think this is where it gets really interesting. doing this as part of a problem-solving initiative is one thing, but really living this habit is another. win/win is a hard concept to embrace in a culture that encourages, fosters, and rewards competition. Combine that with the law enforcement environment and it’s even more difficult. So, with the possibilities of the third alternative in mind, how many opportunities to build this do we miss on a daily basis…. in our communities, at work, and at home?

living the 7 habits is hard. dr. Covey frequently comments on the difficulty of living the habits, the possibilities realized by doing so, and the consequences of not. he even admits that the better you get at each habit, the more difficult they actually become as layers of new difficulties and applications are unveiled. The competitive nature in me likes this challenge. and it makes me feel better since I completely flunked the 4th habit today.

I had a discussion with a business colleague about a problem on a program we’re working on together. we both had our own perspectives and ideas about the best solution. So, without thinking about the third alternative, we both fell into old habits (none of which are included in Covey’s 7) and after hours of discussion, the “solution” to the problem we came up with was nothing either of us had envisioned, was nothing either of us was happy about, and both of us “lost.” It was a lose/lose, not a win/win. The good news is that the third alternative will work tomorrow as well and I can try it again. (for those Covey fans out there, you’ll note this is a concentrated effort in focusing my attention on the circle of influence and not the circle of concern.)

like much of what is contained in the 7 habits, the 4th habit: Think Win/Win is not easily mastered. obviously, I’m practicing. I’m better at some of them than others and I’ll keep working on all of them. That’s just what lynda leventis-wells, director of the Carolinas Institute for Community Policing (CICP), challenged each of us to do after completing the CICP program: “Take what you’ve learned, apply it in your life, and share it. go out and create a win/win for all of us.” Now that we have a better picture of just exactly what that means, we can.

VCPI has partnered with CICP to deliver The 7 Habits for Law Enforcement course in Virginia. The course is currently scheduled at the Chesterfield County Police academy in Chesterfield, Virginia on September 15-17, 2010 and at the Cardinal Criminal Justice academy in Salem, Virginia in January 2011.

Visit VCPI’s website at www.vcpionline.org for details.

Seats are limited, so register early!

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SUMMER 2010 Volume 11, Number 3 �

in order To efficienTly deliver high qualiTy effective service to communities, law enforcement must be on the cutting edge of technology. Effective law enforcement organizations must be proactive problem solvers with visionary leadership constantly striving to find innovative and creative means of providing law enforcement services. law enforcement must take community policing and problem solving to the next level. There must be a relentless pursuit of new and better ways of taking care of business.

Information Technology is one area in which the lynchburg, Virginia Police department is striving to be on the cutting edge. lPd is fortunate to be ahead of the technology curve with a Chief Information officer that is a former police officer, Mr. david Taylor. david served the lPd as a police officer for 12 years before transitioning to Computer operations. for the past 24 years he has served as the Information Systems Coordinator responsible for all the department’s information systems including records management. It is no doubt a tremendous benefit to have a CIo who thinks like a CoP when it comes to information technology design, implementation, and functionality.

Mr. Taylor recently designed Pawn Tracker a program which searches pawn shop data against reported stolen property. In partnership with lynchburg pawn shops, electronic pawn records are integrated into the department’s records Management System. Pawn Tracker queries stolen property records and electronically alerts the assigned detective when there is a match to property in his or her case. The email alert received by the detective includes the pawn ticket number, date of pawn transaction, description of the property, person who pawned the item, and the name of the pawn shop. Prior to the development and implementation of Pawn Tracker, detectives would manually search the pawn records submitted by the pawn shops to search for stolen property. however, with increasing investigation caseloads it is not practical to continually search pawn records every day for each property case. Pawn Tracker was first implemented in March 2010 with the Computer operations Team back entering 111,000 pawn records. To date, the system has had 24 hits on pawned stolen property which has resulted in several cases being cleared. This is a great example of utilizing information technology to work smarter not harder.

adding to the effectiveness of Pawn Tracker is lPd’s Mobile field reporting. Mr. Taylor also designed and implemented the department’s custom Mobile field reporting System. The system enables officers to complete all incident reports and field contacts electronically in the vehicle via the Mobile data

Terminal. as soon as the officer submits the stolen property report electronically, Pawn Tracker immediately searches pawn records for a match. granted, the lPd is just one of many law enforcement agencies utilizing electronic reporting; however, the agency was fortunate to have a CIo with the skill set to develop a system specific to the needs of law enforcement. david’s background allows him to think like a police officer while developing information technology systems and implementing solutions specific to the needs of the lPd. as agencies work to integrate information technology it is important to note that this is not always the case when you purchase off the shelf software.

another area where information technology can increase the success of law enforcement services is in information sharing. historically, law enforcement has not always effectively shared information, reducing the ability to solve crimes and to enhance public safety. Intelligence sharing is another example of working smarter not harder. The lynchburg Police department is utilizing information technologies as a means to efficiently share information with law enforcement partners throughout the United States. The department recently implemented Sungard P2P (Police 2 Police), which enables data sharing with other participating agencies while maintaining control over records management systems and databases. P2P uses secure site encryption technology to enable incident, name, vehicle, pawn transaction and property queries. It also integrates

Information Technology: Work Smarter Not HarderBy Mr. daVId tayLOr, ChIef InfOrMatIOn OffICer Of the LynChBurg POLICe dePartMent and MajOr h. Wayne duff, jr. dePuty ChIef Of POLICe Of the LynChBurg POLICe dePartMent

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VCPI UPdaTE�

in 2009, a Trio of public-safeTy professionals joined forces to study how organizational efficiency and effectiveness could be improved by increasing employee engagement and performance. when Michael Phibbs from the richmond City Police department, Jackson Baynard from the henrico County division of fire, and Michael wriston, Phd initially began they were focused on two key questions:

1. what are the underlying factors that drive changes in an individual’s level of engagement within a public-safety agency?

2. what are the differences between police and firefighters within public safety?

what they developed was an in-depth look into public-safety issues that impact performance at both the individual and organizational levels. The variables of profession, organization, division, operational unit and demographics were used to measure the change in an individual’s engagement from the time of entering the profession through retirement or career change. The study also examined how organizational responsiveness impacts an individual’s attitude. how equipment issues, training opportunities, and the potential for challenging assignments and advancement shaped an individual’s mind-set was also studied. It was hypothesized that these factors as a whole influence overall engagement and performance at the individual level while impacting effectiveness at the organization level.

Three organizations participated in the original study: the richmond City Police department, the richmond City fire department and the henrico County division of fire. The

survey, which was administered through surveymonkey.com, had a 38 percent rate of return. from the data, Phibbs, Baynard and wriston have created a baseline by which other organizations may compare.

a few of the key findings of the survey are summarized as follows:

organizational Branding

The baseline survey results show that employee performance began to drop almost from the beginning of their careers, if their pre-employment perception of the organization did not match the organizational realities. Theory would expect to find such a drop beginning in the middle or late stages of an individual’s career, not in the early stages. It is shocking that 30 percent of public-safety employees indicated that they knew nothing about their organizations before getting hired. If you track these individuals you can see where performance issues may arise. Understanding and embracing the concept of branding an organization’s particular police style increases the likelihood of a good fit between an individual employee and the organization as a whole. It is also interesting to note that in examining the data, it was found that the minor differences that occur in the smaller units combine to help create an organization’s overall individuality.

organizational Responsiveness

The response patterns for performance and engagement were relatively consistent from organization to organization. over 51 percent indicated that they are fully engaged but felt their organizations were not responsive. By increasing

Employee Performance andEngagement in Public Safety Survey: Creating Effective Organizations through Better Understanding of EmployeesBy MIChaeL PhIBBS, IntegrItaS LeaderShIP SOLutIOnS, LLC

have you taken the Cold Case analysis Training for law Enforcement and Prosecutors online? This online course gives law enforcement and prosecutors the opportunity to learn about cold case investigation from

the initial file review and development of a squad to building a case for successful prosecution. This is a tuition-free course funded through the National Institute of Justice. do not miss out on this exceptional

training opportunity! register today at www.vcpionline.org; complete at your pace.

SUMMER 2010 Volume 11, Number 3 �

what officers perceive as responsiveness, organizations can adapt and evolve into a culture where high performance is the norm. on the other hand, organizations that ignore their employees will see negative performance issues develop, continue, or grow. The economic impact associated with these negative performance issues typically equate to increased administrative and operational costs.

Effective Communication

at the basic level, the study reinforced the need for supervisors to not only learn the concepts and techniques of effective evaluations, but also to practice them. It is suggested that they role play in order to develop a level of comfort to prepare for difficult, but necessary, conversations with subordinates. Supervisors need to ask tough questions, such as: “how am I doing?” and “how much of the problem is the subordinates’ and how much of the problem is mine?” opening and maintaining lines of communication are critical to increasing effective performance. In developing two-way communication the likelihood of outstanding performance increases, becoming the norm and not the exception.

while these are just a few of the key findings, they do provide insight. In fact, after seeing the results, one chief indicated that while some of the results had been expected the data now exists to support the expectations. In some cases the study discovered that despite an organization’s belief that positive changes had been implemented to correct problems, those problems were still present and creating an undercurrent affecting performance. one organization was so impressed that they stated that although they had already begun making changes prior to the survey, they wanted to do the study again in two years to find out if the changes being implemented were impactful.

an organization’s overall performance is driven by its operational effectiveness and the level of engagement of its most valuable asset—the individual. Surprisingly, the survey results suggested several relatively simple and inexpensive ideas which, when implemented, can increase performance levels. from a fiscal perspective, increased performance reduces administrative and operational costs. Therefore, investing time in understanding the employees within your organization increases engagement and performance at the individual level and has the potential to reduce long term costs at the organizational level.

Several other organizations have expressed an interest in participating in the study. If you have such an interest or wish to discuss the study finding in more detail, contact Michael Phibbs at mike.phibbs@integritasleadership.net.

with the oSSI Master Name subsystem to provide mug shots, demographic data, warnings, alerts, and any involvements.

lPd also joined the Virginia law Enforcement Information Exchange (lInX). lInX consolidates existing information from Southeastern and Central Virginia’s law enforcement agencies to maximize the benefits of individual agency efforts in gathering, collating and analyzing of data; to prevent and respond to terrorist and criminal threats; to support preventive, investigative and enforcement activities; and to enhance public safety and force protection for the region’s law enforcement community. Currently, there are 46 agencies on the local, county, state and federal levels including universities, airport and port authority police departments. The participating lInX agencies understand that by leveraging technology and collaborating through information sharing, greater success in preventing and solving of crime and terrorism is achievable. lInX will also be interfaced with the National Information Sharing Strategy (NISS), which will provide connectivity to all regional information sharing systems. 1

on the horizon, the lynchburg Police department is in the process of implementing Police-to-Citizen (P2C) which utilizes

the internet to host a portal for citizens to retrieve, enter, and print reports. Citizens can search accident reports, view the daily bulletin, view missing persons, view the agency’s event calendar and enter basic incident reports.

In a time when we are all facing funding reductions, we must challenge ourselves to find opportunities. Information technology advancements in law enforcement have proven to be a means of working smarter by increasing efficiency and thus effectiveness. as stated earlier, effective law enforcement organizations must be proactive problem solvers with visionary leadership constantly striving to find innovative and creative means of providing law enforcement services. There may be a better way, and we can only discover it if we challenge ourselves to never accept the status quo.

If you would like to learn more about the information technologies being utilized by lynchburg Police department please contact Major h. wayne duff at h.wayne.duff@lynchburgva.gov or CIo david Taylor at david.taylor@lynchburgva.gov.

1 http://www.ncis.navy.mil/lInX/virginia.html

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sTarTing This summer, vcpi will be accepTing registrations for several tuition-free, highly specialized training opportunities being offered in Virginia through funding provided by the Bureau of Justice assistance (BJa) and in partnership with rCPI organizations from florida and South Carolina. The topics and issues addressed in each of the training sessions vary greatly, but both cover vital, current educational and professional development needs within the law enforcement profession. one is a Train-the-Trainer program on Law Enforcement Suicide Prevention, and the other is FranklinCovey’s Diversity Centered Leadership for Law Enforcement.

on august 31st, the florida regional Community Policing Institute (fl rCPI) and VCPI will run the Law Enforcement Suicide Prevention TOT at the rappahannock regional Criminal Justice academy in fredericksburg, Virginia. This 8-hour program is designed for law enforcement trainers who wish to teach a block of instruction on suicide prevention and intervention techniques within a law enforcement setting. The program will heighten awareness and develop an understanding of the indicators, the issues involved, potential solutions, and important protocols to consider. It will also provide instructional materials for on going in-service and roll-call training within your agency or academy. These tools will include an Instructor guide, PowerPoint presentation, video files, law Enforcement Suicide Prevention Toolkit, and Cd roMs.

at the conclusion of the Law Enforce–ment Suicide Prevention TOT course, trainers will be able to:

u Understand the stress, pressures, and culture in law enforcement that can lead to suicidal ideation

u Identify behaviors and communication that should not be ignored

u recognize how to train law enforcement in suicide prevention

u Stress the importance of establishing department policy, protocol, and procedures

due to the importance of this BJa funded project, it is critical that the appropriate people participate in this program as they will be asked to provide this training to staff at their agencies. Ideal candidates include officers with instructional

experience who are involved in a peer support program, and who understand the importance of awareness, education and prevention of law enforcement suicide.

To confirm and hold your seat in this course once you have registered online, you must send a letter of recommendation from your Chief or Sheriff to VCPI Training Coordinator, Sheila gunderman via email at sgunderman@vcpionline.org or fax to (804) 644-0309 prior to august 17, 2010. The letter should include: agency support and recognition of the importance of this project; assurance that the trainer will be given every opportunity to educate, through roll-call or in-service training, sworn and non-sworn staff on awareness, education and prevention of law enforcement suicide; assurance that the trainer will provide data on these in-house trainings (i.e. date and how many staff attended training) to the fl rCPI for required reporting to the Bureau of Justice assistance.

This fall, the Carolinas Institute for Community Policing (CICP) and VCPI will run two sessions of FranklinCovey’s Diversity

Centered Leadership for Law Enforcement. one will be conducted october 20-21 at the Southwest Virginia Criminal Justice Training academy in Bristol, Virginia and the other will take place on November 9-10 at the richmond Police academy in richmond, Virginia. diversity training in many organizations is as much an effort to reduce legal exposure as it is to help people work better together. But to what end? while we might think we see the world as it is, we in fact perceive it the way we are. Imagine a law enforcement environment where professionals recognize the value of diversity and move beyond judgments and bias to become role models of cultural leadership and change. Embracing this concept is not only important to complying with the law, but essential for building a high performance agency.

FranklinCovey’s Diversity Centered Leadership for Law Enforcement Professionals workshop teaches individuals to expand their perspective of diversity and become diversity leaders for others. as a result of the training, participants will:

u Understand the broad scope of diversity issues while being challenged to examine their personal behaviors and how these behaviors affect success

u gain a willingness to accept and promote positive change

u learn the importance of leading ethically and with moral courage

u apply a process for identifying and breaking through their personal barriers to diversity

This two-day facilitator-led program helps participants learn to manage an increasingly diverse workplace and customer

SUMMER 2010 Volume 11, Number 3 �

goT privacy? you may Think you do. you seT your facebook page to private, allowing only friends to see photos and status updates. You never fall for online scams and immediately report phishing attempts to your email provider. Your home phone number is unlisted and you pay particular attention to keeping yourself out of the public eye.

Still think you’re maintaining your privacy? well, think again. Your life may not be as private as you like to think it is thanks to new internet ‘services’ popping up on the web.

Social networking aggregator sites may be compiling your personal information. Social networking aggregation is a process of pulling information from multiple social networking sites and compiling it onto one page.

These sites can be useful for people who want to combine their feeds, status updates and information onto one page. They can also be useful tools for law enforcement. But, while users have the ability to organize their own data on certain aggregator sites that require user sign-up, other sites are tracking users without their knowledge and they’re putting that data on one public page on the web.

These sites are capable of compiling information from a variety of social networking sites. They then couple this with other information obtained from real estate sites which show your home’s value along with an aerial photo. They find your marital status, your median income, your level of education and even your likes and dislikes as far as music, reading material, hobbies and pets.

Essentially, the aggregated information must initially be put on other sites in order for it to be compiled. You may have a facebook or MySpace page with photos or have a linkedIn page with your professional information listed. Your real estate information may be found on Zillow and your cell phone information on Intellus. Some aggregator sites take all that information and compile it onto one site. and this information

is free and available to anyone who wants it without your knowledge. Pay a small fee and even more information is available.

Is it fair to say that you shouldn’t use social networking sites if you want your information to stay private? Some would argue yes. others would disagree, stating that if you put your information on social networking sites, you have it there for your friends in your network to see – not anyone else. why don’t you decide for yourself? a good example is www.spokeo.com. go to the site and enter your cell phone number and see if an aerial photo of your house comes up. or type in your name and location and see what information has been compiled. Then decide whether or not your expectations of privacy are being met.

Besides the fact that most people are unaware that their information is being aggregated and published, a big problem with these sites is that the information they are providing may not always be accurate and could even be misleading. for example, searching for a friend or family member may result in a hit; however, the photos that show up may be of total strangers. If you are one of those people who would like your information to remain private, look for the opt-out feature provided on most sites. for example, to opt out of Spokeo, simply go to the site (www.spokeo.com) and click on the privacy button at the bottom of the page. You will have to provide an email address before you can delete your information.

It is important to be diligent about maintaining your privacy online. do a simple google or other search-engine search of your name and location every so often to see what information is being made available about you. In a world where information is being exchanged with more and more frequency and ease, maintaining privacy is going to become more and more challenging for those who want to stay out of the public eye.

Social Networking aggregator Sites: Useful Tools or Violations of Privacy?By SuSan ayerS, VCPI PrOjeCt COOrdInatOr

base. The workshop covers such topics as:

u Valuing the differences in othersu demographic changes and their impactu Communication skillsu Equal Employment opportunity (EEo) vs. diversityu Stereotypingu racial profilingu high performance teamsu developing an awareness of personal belief systemsu Personal leadership

registration for both of these programs is now available,

and it is anticipated that seats will fill quickly. Please visit www.vcpionline.org to view full course descriptions and to register today.

In addition to these events, there are many excellent training opportunities being provided by VCPI throughout the summer/fall months, including: Scenario-Based Executive Level Training; Patrol Drug Interdiction; Outlaw Motorcycle Gang Investigations; Searches of Electronic Media and Computers; Forensic Crime Scene Investigation for First Responders; and Advanced Highway Criminal Interdiction and Hidden Compartment Training. Check www.vcpionline.org for dates, locations, costs, and to register.

VCPI UPdaTE�

PassionThe virginia cenTer for policing innovaTion is passionaTe abouT our mission to advance public safety by providing unparalleled training and services for law enforcement professionals and the communities they serve. This passion for

VCPI’s mission is held by all those involved in VCPI endeavors including its staff, board members, instructors, partners, course participants and many more. This passion

fuels and energizes our work and creates a momentum that has propelled VCPI forward.

recognizing this passion and commitment to excellence, VCPI has promoted two of its staff. as VCPI’s Training Coordinator, Sheila gunderman has devoted over six years to ensuring that VCPI offers the best training

experiences to law enforcement. That devotion to quality has earned Sheila the position of Training Manager. adam wojcicki, VCPI’s Project Manager, has

just been named VCPI’s director of Programs. adam has dedicated his passion to the development of quality curriculum for the past three years and will now expand

his charge into all of VCPI’s programs.

here at VCPI we celebrate passion both inside and outside of the organization: topics of interest, training you wish more would participate in, important news or an upcoming event. If

you have a passion that impacts public safety professionals please do not hesitate to contact any VCPI staff member to share it! our contact information is available at www.vcpionline.org.

In 2005, digital evidence from a floppy disk led investigators to the BTK serial killer, a criminal who had eluded police capture since 1974 and claimed at least 10 victims. digital evidence from a mobile phone led international police to the terrorists responsible for the Madrid train bombings, which resulted in the deaths of at least 190 people in 2004. digital evidence collected from computer networks at universities and military sites in the 1980s led to the discovery of international espionage supported by a foreign government hostile to the United States.1

Electronic media is constantly changing and criminals quickly identify new ways to thwart law enforcement. Most officers are able to identify basic computer parts and peripherals, but did you know that digital evidence can be disguised to look like common items such as toys, key chains, pens and even food? do you know how to avoid the most common pitfalls when it comes to the admissibility of digital evidence? digital evidence is fragile; do you know the most common sources of corruption that can destroy a case?

This VCPI spotlight highlights a course which reflects the needs and requests of the public safety community as is demonstrated throughout the VCPI course catalog. Searches of Electronic Media and Computers provides officers with the knowledge needed to search, seize, and preserve electronic media for evidentiary purposes.

This course is designed to suit the needs of patrol officers who are first responders, as well as the detectives who conduct intricate investigations ranging from homicides to sex crimes.

Course topics include:

u Preparation, articulation and documentation in cases involving electronic media

u legal issues related to electronic media equipment

u Identifying, collecting, preparing and preserving evidence

u Crimes involving computers and electronic media devices

u how data is stored and types of storage devices

u Investigative techniques

Participants will have an opportunity to put lessons learned to use with a mock search/seizure/evidence preparation exercise at the conclusion of this 8-hour course. This course is currently on the VCPI training calendar for September 8, 2010 at the rappahannock regional Criminal Justice academy in fredericksburg, Virginia. This course has been approved for 4 hours legal and 4 hours career development in-service credit through the Virginia dCJS.

registration and course information is available at www.vcpionline.org.