Analyst Talk - Rethinking Crime Analyst Hiring with Dr. Jessica Herbert

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Welcome to Analyst Talk with Jason Elder.
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It's like coffee with an analyst or
whiskey with an analyst while organizing
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a spreadsheet, linking crime events,
uncovering patterns, identifying a
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series, and getting the latest updates on
associations, training, and technology.
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So have a good walk, drive safely, or
enjoy your run while joining us as we
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define the law enforcement analysis
profession one episode at a time.
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How we doing, Alice?
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Jason Elder here with another LEA Podcast
Deep Dive, a special presentation.
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We are welcoming back to the show
Dr. Jessica Herbert, who just got
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done with a special research project.
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She reviewed 850 analytical postings,
including 483 crime analysis positions,
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to examine whether agencies are hiring
for knowledge, skills, and abilities
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needed for modern analytical work.
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So Jessica, how we doing, first off?
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I'm great.
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. How are you?
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I'm glad to be back on the show.
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Yes.
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Yes.
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And you reached out, so I
wanna give you kudos for that.
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I always like when people reach out to me
and say, "Hey, can I be on the podcast?"
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And I said, "Sure, let's get you on the
podcast." I think this particular project
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is very interesting, and I'm really
interested in talking about the results.
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I guess before we get into the
findings, though, w- what were you
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trying to learn with your research?
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Why did you decide to study job
postings in the first place?
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Yeah.
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Yeah.
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Yeah, perhaps a different research
question in the world- Yeah … of, of
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crime analysis and criminal justice work.
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So I think the couple things to share with
everyone is that right in the beginning
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of 2025, some things shifted in the world.
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And with that, I found myself
with a bit of extra time.
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And I think we talked about
this at some point in the prior
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podcast, but, I'm somebody who has
had multiple pivots and shifts.
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And sometimes they're really scary,
and sometimes they make a lot of sense
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and I'm excited- Yeah … about them.
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And so this was last year in 2025 when I
just found myself having some extra time.
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I, said how is it that things
just appear and disappear?
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The the way we always knew it
happen, seems to be normal, and
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then sometimes we're shocked
when something shifts and pivots.
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And one of those things that, just
was coming back around career-wise,
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coaching-wise with individuals
was, like, what exactly is this
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crime analysis role, right?
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And so yeah, so it just took me down
this path of, And I get a lot of
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leaders asking me, "How do I hire?
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What am I looking for?
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How do I know?" "What's the
differences?" Are people trainable
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or teachable or coachable?
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Do I want them to know all of
the things before they come in?
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Like, all of those things constantly
came back up as questions.
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And then of course, you get e- I
get questions from the analyst in
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the role or the analyst in the,
academia thinking about applying.
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And so I just, with my extra time and
my research brain needing a project,
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I said, "I wanna take a look at h- how
did roles appear? Why do roles shift?"
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Why do they change, tr- transform?
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Why do they disappear from the market?
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And what happen- like, how do we
determine those things, right?
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Because that helps us think differently
about how we hire, who we hire and,
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how do we support our workforce when
our workforce is going through a lot
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of changes, some of those changes
expected and some of those are not.
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So that's what started me down this
path, and I had some time to scrape
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some websites and pull down all of the
job postings for three years, and s-
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get away at coding and asking research
questions to that, that data set.
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Yeah.
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So I guess as you were reviewing all
this data, what were some of the biggest
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disconnects you found between maybe the,
the skills that they were asking for
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and maybe the actual analytical work?
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Yeah.
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So first I was… I went into this
thinking "Oh, I'm gonna get maybe
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100 job requirements," right?
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Yeah.
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It's government, it doesn't hire that
much, and- … and that fast, right?
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And so I was really shocked.
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My data set was from July
of 2022 to February 2025.
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And so I was really shocked that there was
850- job postings that based on my search
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had the term analyst, analysis right?
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The… I've got a whole
list of 25, 30 key terms-
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…
To give me that 850 list.
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And then I started to break down
that list to say, okay, what is
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core crime analysis work, right?
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Meaning the title is Crime Analysis,
and the job is, somewhere in the job
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description or job responsibilities, it
talks about statistics, tactical analysis,
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strategic analysis managing data, all
of these things that we know to be
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analytical work and then creating other
categories for the other roles, right?
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So sometimes I would see things
like investigative analyst and
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I'm like, "Okay that's not a crime
analyst. That's somebody who's
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doing investigation support."
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Or program analyst or management analyst
and again, like, taking a look at the
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job requirement to say, is it written
as a, a management analyst but then
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it describes crime analysis or is that
really somebody who might sit in a budget
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office or, handle grants or things of
that nature, and again, isn't really
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responding to command group or to police
leadership on data about crime, right?
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So I think that was the first… as I
was peeling apart those 850 RECs into
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three categories that's where I really
started to… I was like, "Oh yeah, here's
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some of the differentiation," right?
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The 483 crime analysis jobs that,
through the job requirement and the
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roles and responsibilities, those
we've seen this before, right?
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There's 40 different names.
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Yeah.
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Yeah.
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Crime analyst, crime intel
analyst- … intel analyst data crime
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analyst, crime data analyst right?
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Yeah.
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All these other versions.
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And so I took that listing and
compared it to an industry standard
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of anal- like a, an entry level and
senior level analyst position, right?
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So less about crime, more about
skillsets of, what does it take to
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be, called an analyst in general.
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And I think that's where I started to
see the different, even more differences
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of some job requirements mention
statistics, mention the use of certain
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platforms, and some of them didn't at all.
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And so like just didn't even mention
that you needed to know Excel or know
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Tableau or Power BI or Python or SQL
or GIS or, those types of things.
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So it was, both skill-based and technology
platform-based that was just like I'm
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not sure what they're hiring for or
if they know what they're hiring for
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because it's not specific enough to know
that this person should be good in math
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or should be good in data management-
or should be good in administrative
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data sets or things of that nature.
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So I think that was
the first thing, right?
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And I think I remember fr- from our
conversation on the first time I
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was on the show, we g- we got into a
small side quest of there's n- there
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needs to be more math in the role.
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Yes.
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I don't know why that stuck.
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It stuck with me.
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I think we probably talked about
it multiple times over the years.
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But right so being able to see that
in the job requirement, to see that
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there's a lot of job requirements
that still aren't mentioning math,
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still aren't mentioning the skill set
that's needed to do some of the work
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that we know our analysts are doing
across the country all the time, right?
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That they're gonna be required to
know when they sit in the chair.
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Yeah.
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Did, did you get a feeling for in
terms of these job postings, did
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they feel they were fresh and new,
created just for that position open?
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Or this is something that was just rinse
and repeat the same job postings- Yeah
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that's been like that for
probably 10, 15 years?
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Yeah, that's like my pet peeve, right?
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Every time I work with an agency and
they're like yeah, we're hiring again.
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We're just using the one from last
time." And I'm like- Or we've never
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hired for this position before, so
we're just…" I called a buddy of
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mine at an agency, down the street,
and because they have an analyst.
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And so they're gonna share that job rec
with me, and I'm just gonna use that one.
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And I just have to take a pause there
because that's probably the biggest,
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yeah, that's the biggest pet peeve
of yes, phoning a friend- … getting
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a sample, checking to see what else
somebody else's thing looks like, right?
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It's, it's a good starting point to
wrap around what the structure of
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a job rec or otherwise should be.
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However, the reality is that we do
the same thing with policies, right?
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We just borrow policies
from the next agency over.
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And right?
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The, but the reality is that there's
something that you need in your
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analyst that the other agency isn't
using, or you don't understand what
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the agency is doing, the other agency
is doing with their analyst to know
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the difference of how to hire for one.
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So I felt like the, the one… since
I work with agencies to develop their
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hiring requirements and their hiring
processes and the tests and things
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of that nature I, the ones that
were vague about either platforms or
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processes or knowledge bases, I'm like,
oh, they don't know what they want.
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Sp- 'cause that vagueness is really broad.
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And so they could get perhaps a lot
of applications, whereas the job
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requirements that said, must know mapping.
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As somebody on the market for a job, you
would say I don't have mapping skills.
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Should I still apply or not?"
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Or how do I get those mapping skills
so that I can start to apply for those?
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Because that's part of what job
requirements do, is that they signal
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to the market, what we're looking
for to hire, but also h- what should
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academia be training, what should
associations be supporting, what
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should, individuals be doing so that
they can come play in the sandbox?
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It's, that's the signal out.
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So I felt like a lot of the job
requirements that were vague or
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didn't use a lot of ag- agency or city
specific terminology were, the canned,
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reports or the once upon a time.
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We hired and or we've always had it
this way, and so we've never adjusted
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because otherwise they would be adjusting
for those things, Yeah … for that.
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.
And was that the heavy majority of
the, the 400-ish that you reviewed?
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Yeah, I think today crime analysts, a
majority of crime analysts are using
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some level of technical skill, right?
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Meaning they've had to learn
Python because they work in ArcGIS.
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They've had to learn SQL because
they are on some kind of Azure
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or- … server platform or that's
how they have to pull things out.
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That's…
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Yeah, that's how they get their data.
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Yeah.
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That's how they get their data.
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Well- in crime analysis, of
those 483 postings, only 9% of
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those postings mentioned Python.
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9%. And then another 28%
mentioned SQL or advanced SQL.
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So that's still a third of postings.
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But, Jason, I've worked in
36 states across the country.
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I've talked to hundreds of
analysts over the years.
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I honestly can't think of an analyst
that doesn't know how to do one
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or both of those at this point.
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So to, to to me, the 30% or 10% being
mentioned in the job requirement-
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…
Is wildly low.
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And because police organizations don't
have the ability to train computer
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languages you can train people on crime,
you can train people on other things.
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In a, an organization full
of cops, you're not having a
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computer science training, right?
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So it's like the ones- the one skill
that you want somebody to come in the
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door with is the one thing that they
are gonna use the most, but you're gonna
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have the least ability to train them.
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You're never gonna be
able to do that, right?
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Like- Yeah … there's
pro- I shouldn't say never.
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There are plenty of cops out there
that have a geek streak or you
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know- yeah … that's like- Have
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The geek squad or whatever
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it is that they- Yeah.
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The, the- Yeah … like-
Yeah … they've got a side
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quest of, computer programming or
something at why they've been an officer.
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So I shouldn't say never.
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There are-
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Yeah … there are those.
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But just to know that in order to
extract your data, to use your data,
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and to display it across the, the
platforms that you use every day, right?
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To do it accurately and to, to, to
use things in ArcGIS or create things
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in Power BI or Tableau or or just
automate your reporting, knowing SQL
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or knowing Python are two of some of
your technical skill sets, and they're
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mentioned in 30% and 10% of those
job requirements for today's hiring,
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and I think that's the wrong signal
to the field from the organizations.
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So on the other side of that, what
were some of the maybe ones giving too
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big a percentage, or you saw maybe o-
more often than you thought you would?
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What's have taken up too much weight?
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Yeah.
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00:13:25,929 --> 00:13:27,069
I would say this, right?
226
00:13:27,119 --> 00:13:30,889
To know that some newer job
requirements but that you knew
227
00:13:30,899 --> 00:13:33,369
people had to write again, right?
228
00:13:33,389 --> 00:13:37,629
And these weren't necessarily categorized
underneath the crime analyst jobs, but
229
00:13:37,629 --> 00:13:41,359
these were the RTCC analyst jobs, right?
230
00:13:41,359 --> 00:13:41,389
Okay.
231
00:13:41,389 --> 00:13:46,079
So now we're hiring specifically for our
real time- Real time … crime center
232
00:13:46,079 --> 00:13:52,637
or real time intel center, and we call
that a- a, an RTCC analyst or analyst
233
00:13:52,637 --> 00:13:55,107
that will work in our real-time center
234
00:13:55,327 --> 00:14:00,257
And those job requirements 86%
of them mentioned the re- records
235
00:14:00,257 --> 00:14:03,597
management system and manipulation
of the record management system.
236
00:14:03,927 --> 00:14:07,227
76, 77% of them said that you
have to have GS- GIS mapping.
237
00:14:07,307 --> 00:14:12,157
50% mentioned the use of cameras
and license plate readers.
238
00:14:12,457 --> 00:14:14,467
44% mentioned social media monitoring.
239
00:14:14,627 --> 00:14:18,837
33% mentioned CAD, which is interesting
considering that in a real-time
240
00:14:18,837 --> 00:14:22,307
center you should be operating in
CAD more than your RMS, but, yeah.
241
00:14:22,307 --> 00:14:22,327
Yeah.
242
00:14:25,427 --> 00:14:26,367
So a little odd.
243
00:14:26,387 --> 00:14:29,777
A little… but that's perhaps a
different conversation of, like, how our
244
00:14:29,777 --> 00:14:33,427
real-time center is actually getting to
real time versus retroactive, but that's
245
00:14:33,427 --> 00:14:34,677
a different- Yeah … different talk.
246
00:14:34,687 --> 00:14:34,707
Yeah.
247
00:14:35,087 --> 00:14:40,077
And then of course, smaller percentages
for very what I call boutique technology,
248
00:14:40,077 --> 00:14:44,807
which is, things like ShotSpotter or,
other kind of, sp- only specific cities
249
00:14:44,807 --> 00:14:46,057
would have these types of things.
250
00:14:46,107 --> 00:14:49,427
So it was interesting to see that
this traditional crime analysis
251
00:14:49,497 --> 00:14:54,897
posting or the crime analysis postings
overall just didn't really talk tech.
252
00:14:54,957 --> 00:14:59,407
But definitely you knew they had
to rewrite a listing for this RTCC
253
00:14:59,407 --> 00:15:01,547
because it's a new thing on the market.
254
00:15:01,997 --> 00:15:06,097
It's a new signal to the market,
and with that we know that we need
255
00:15:06,097 --> 00:15:11,787
somebody who can operate these
systems and work within these systems.
256
00:15:11,797 --> 00:15:15,337
And so they wrote the job requirement
to signal to the agency of this
257
00:15:15,347 --> 00:15:17,557
is gonna be the things that
you're gonna be using for that.
258
00:15:18,497 --> 00:15:20,617
So that's, that was one interesting thing.
259
00:15:20,707 --> 00:15:23,937
And then to the other point of your
question of like to, to the inverse
260
00:15:23,937 --> 00:15:26,137
of the crime analysis, right?
261
00:15:26,137 --> 00:15:26,727
There's a lot of…
262
00:15:26,787 --> 00:15:31,307
There were still a lot of crime analysis
positions that were still reading
263
00:15:31,467 --> 00:15:36,487
like, oh, you're here to support
investigative work, or it's really more
264
00:15:36,487 --> 00:15:40,007
research and, information collection.
265
00:15:40,177 --> 00:15:45,397
So again, going back to our f- first
podcast session of like there's not
266
00:15:45,397 --> 00:15:47,677
enough math in the- in that aspect.
267
00:15:47,687 --> 00:15:52,477
So I think that's where there's still
this abundance of mentioning you're
268
00:15:52,487 --> 00:15:57,927
supporting officers in their job
rather than crime analysis leading the
269
00:15:57,927 --> 00:16:01,767
organization, which is where we know it's,
that's where it's the powerhouse, right?
270
00:16:01,787 --> 00:16:07,127
Of like, not being down in the weeds
of operations, but more at the strategy
271
00:16:07,127 --> 00:16:10,667
level of driving the organization and
the resources of the organization.
272
00:16:10,687 --> 00:16:13,007
So I think that was the
inverse that I also saw.
273
00:16:13,147 --> 00:16:18,925
When you're getting to the point
of listing required Knowledge,
274
00:16:18,925 --> 00:16:21,115
skills, and abilities on a posting.
275
00:16:21,215 --> 00:16:25,225
. There's some that are required, some
are preferred, some are just mentioned.
276
00:16:25,395 --> 00:16:30,945
You get to the point where as , the
leaders are deciding on candidates,
277
00:16:31,155 --> 00:16:36,295
they're gonna have to make the decision
which ones do they analysts have to
278
00:16:36,345 --> 00:16:41,325
have walking into the door versus the
ones that they're gonna have to teach.
279
00:16:41,475 --> 00:16:43,875
And you talked a little bit
about the struggles on in
280
00:16:43,875 --> 00:16:47,965
terms of certain computer-based
training that can be a challenge.
281
00:16:47,995 --> 00:16:51,505
But talk a little bit more about
that, the differentiating between
282
00:16:51,505 --> 00:16:55,325
the two s- knowledge coming into
the door and knowledge that will be
283
00:16:55,335 --> 00:16:57,305
trained as the analyst progresses.
284
00:16:57,445 --> 00:16:57,875
Yeah.
285
00:16:57,935 --> 00:17:04,085
I think this is where, in the industrial
org HR space, there's, two ways
286
00:17:04,085 --> 00:17:06,285
that we think about hiring, right?
287
00:17:06,365 --> 00:17:11,895
There's the f- first wave, which is more
what have you done in the past and what
288
00:17:11,945 --> 00:17:14,275
do you have coming in the door, right?
289
00:17:14,285 --> 00:17:15,365
So that's your resume.
290
00:17:15,475 --> 00:17:16,645
This is where I went to school.
291
00:17:16,655 --> 00:17:16,675
Yeah.
292
00:17:16,675 --> 00:17:17,655
This is who I worked for.
293
00:17:17,655 --> 00:17:18,905
This is who I interned for.
294
00:17:18,905 --> 00:17:19,835
These are the things that I did.
295
00:17:19,845 --> 00:17:20,805
That's your resume.
296
00:17:20,865 --> 00:17:25,425
And then the, the true part of
hiring happens after that, which is
297
00:17:25,505 --> 00:17:28,675
about determining fit and culture.
298
00:17:28,855 --> 00:17:33,555
And so for folks that are hiring, for
organizations that are hiring their
299
00:17:33,555 --> 00:17:38,865
first crime analyst, they're looking
for a certain personality fit- … in
300
00:17:38,865 --> 00:17:43,335
addition to preexisting knowledge,
skill, and ability because they
301
00:17:43,335 --> 00:17:45,605
don't have any basis for them, right?
302
00:17:45,685 --> 00:17:48,295
They don't even have anybody
for, to train them, right?
303
00:17:48,945 --> 00:17:49,245
Like-
304
00:17:49,335 --> 00:17:49,545
Yeah
305
00:17:49,585 --> 00:17:52,965
…
there's no peer or, there's no…
that's the like, oh, go out with
306
00:17:52,975 --> 00:17:55,005
Officer for 15 weeks in FTO.
307
00:17:55,025 --> 00:17:56,085
They'll show you the ropes.
308
00:17:56,085 --> 00:17:59,485
Like- … there's not that equivalent
to an agency that's hiring their
309
00:17:59,485 --> 00:18:03,715
first analyst, and that's often
difficult for them to hear.
310
00:18:03,925 --> 00:18:06,965
I shouldn't say difficult, but
it's the kind of aha moment for
311
00:18:06,965 --> 00:18:08,955
them to hear is that you're right.
312
00:18:09,075 --> 00:18:14,445
I'm not gonna be able to provide a
peer or a mentor in-house, so I might
313
00:18:14,445 --> 00:18:20,465
want to write a job requirement that
requires preexisting skill set at a
314
00:18:20,465 --> 00:18:25,425
level where I'm gonna get somebody with
five, six, seven, 10 years of experience-
315
00:18:25,565 --> 00:18:28,215
That's gonna want to be
the first one for me.
316
00:18:28,923 --> 00:18:33,873
And that's different than agencies
that are hiring for, a team of
317
00:18:33,873 --> 00:18:38,133
analysts or, they want somebody
that's, perhaps fresh out of college.
318
00:18:38,143 --> 00:18:41,513
They're willing to take a
true, entry-level person, like
319
00:18:41,513 --> 00:18:43,793
their first kind of full job.
320
00:18:44,153 --> 00:18:48,543
But right, like they can do that when
they have other analysts in the unit
321
00:18:48,633 --> 00:18:52,663
to mentor them, to train them, to show
them the ropes, not just in the office
322
00:18:52,663 --> 00:18:54,933
environment, but also on the job.
323
00:18:54,963 --> 00:18:57,823
And like I've worked with agencies
that they would hire and they're
324
00:18:57,823 --> 00:19:00,753
like, "Oh, it's, required that you
have ac- that you have knowledge
325
00:19:00,753 --> 00:19:03,103
of these technology, platforms."
326
00:19:03,103 --> 00:19:05,583
And I was like, but yet if they've
never worked in law enforcement, they
327
00:19:05,583 --> 00:19:07,743
would never have access to that, right?
328
00:19:07,763 --> 00:19:07,783
Yeah.
329
00:19:07,843 --> 00:19:10,983
So you have to be thoughtful about
what you're putting underneath
330
00:19:11,133 --> 00:19:16,453
should have versus prefer to know how
you're including or excluding folks.
331
00:19:16,463 --> 00:19:20,333
You can inherently be excluding a
lot of candidates solely because they
332
00:19:20,333 --> 00:19:22,453
haven't worked in law enforcement yet.
333
00:19:22,553 --> 00:19:27,363
But maybe they were an analyst in
private business, in cyber industry,
334
00:19:27,373 --> 00:19:32,493
in the military, and so there's
comparable technology platforms to that.
335
00:19:32,673 --> 00:19:35,483
I considered that when I didn't
see a whole lot of tech being
336
00:19:35,483 --> 00:19:38,623
written in the- … in the job
recs of is this entry-level or not?
337
00:19:39,093 --> 00:19:43,603
The fact that crime analysis doesn't
have levels to know like whether this
338
00:19:43,613 --> 00:19:47,833
is a level one or a level three analyst
is one of the, the challenges of being
339
00:19:47,833 --> 00:19:51,863
able to see that in the, the signals to
the market through the job rec, right?
340
00:19:51,863 --> 00:19:55,993
So a crime analyst is a crime analyst
is a crime analyst, which is like the
341
00:19:55,993 --> 00:20:00,733
most frustrating thing for everyone is
that, is the person who doesn't have
342
00:20:00,733 --> 00:20:04,643
any experience that's trying to get
in has the same title as the person
343
00:20:04,643 --> 00:20:06,263
who's been doing it for 10 years.
344
00:20:06,483 --> 00:20:11,883
And that's why rewriting the job rec
to really isolate we're looking for
345
00:20:11,883 --> 00:20:16,043
somebody for experience, that has
experience, that has things in the past
346
00:20:16,143 --> 00:20:20,993
because as an organization, we can't
support a new person or because we're
347
00:20:20,993 --> 00:20:24,623
trying to grow something, so we want
somebody who's mature and that we can
348
00:20:24,633 --> 00:20:27,013
get in there and help grow with us.
349
00:20:27,073 --> 00:20:32,583
That's a different fit that you learn of
during the interviewing and the testing
350
00:20:32,583 --> 00:20:37,943
process for analysts, not necessarily
always from the resume from those things.
351
00:20:38,003 --> 00:20:38,368
Yeah.
352
00:20:38,368 --> 00:20:43,888
I find it fascinating that there's been
a lot of analysts on my show were told
353
00:20:43,888 --> 00:20:48,208
either in the current job that they had
or their very first analyst job that
354
00:20:48,248 --> 00:20:53,878
..
they were hired, "There's your desk,
there's your computer. Go do." Yeah.
355
00:20:54,018 --> 00:21:01,526
And they had the opportunity to carve
out Whatever their interest was in.
356
00:21:01,576 --> 00:21:04,246
I'm sure , if they stepped out of
bounds somewhere, they would be
357
00:21:04,286 --> 00:21:07,086
told, "Hey, yeah, don't do that."
But for the most part we're…
358
00:21:07,286 --> 00:21:08,866
They had a lot of autonomy.
359
00:21:08,966 --> 00:21:13,256
They had a lot of- Yeah … of, I always
call them a little bit of a free radicals.
360
00:21:13,276 --> 00:21:17,156
They, they can go all the way up to
talk to the chief, all the way down
361
00:21:17,216 --> 00:21:21,336
to talk- Yeah … to the patrol and
have that mobility, which you know, a
362
00:21:21,336 --> 00:21:25,446
lot in, in, a lot of other positions
at the police department, due to the
363
00:21:25,446 --> 00:21:27,446
hierarchy, there's not that- Sure
364
00:21:27,456 --> 00:21:28,076
freedom, right?
365
00:21:28,126 --> 00:21:28,246
Yeah.
366
00:21:28,356 --> 00:21:33,346
So I find it interesting that when
now you're hiring for somebody you're
367
00:21:33,346 --> 00:21:38,256
replacing that person that came in and
carved out this, job description and,
368
00:21:38,306 --> 00:21:43,366
they could either be deciding like,
"Okay, we want this new position to
369
00:21:43,366 --> 00:21:47,056
be similar, to be doing the similar
things that this first person carved
370
00:21:47,056 --> 00:21:51,476
out," or they could be like, "Oh,
we're just gonna do the same thing.
371
00:21:51,486 --> 00:21:53,706
Here's your computer, here's your desk.
372
00:21:53,946 --> 00:21:55,986
Go carve out your path."
373
00:21:56,096 --> 00:21:56,476
Yeah.
374
00:21:56,866 --> 00:21:56,896
And-
375
00:21:56,946 --> 00:22:00,876
I think that's the key thing that
we need to be hiring for, right?
376
00:22:00,946 --> 00:22:04,616
As an organization, we have to
acknowledge whether or not we are
377
00:22:04,616 --> 00:22:07,016
positioned to support the role.
378
00:22:07,066 --> 00:22:13,746
So roles appear in the market because
an organization creates them, right?
379
00:22:13,796 --> 00:22:18,086
And an organization creates them
because of technology, because of
380
00:22:18,086 --> 00:22:23,126
compliance or regulatory needs, because-
… scaling and specialization, right?
381
00:22:23,176 --> 00:22:25,336
We've got time in the b-
we've got the budget, right?
382
00:22:25,336 --> 00:22:28,826
So those are all the reasons
why we create the role.
383
00:22:28,926 --> 00:22:35,276
And I th- I think a lot of people,
a lot of agencies got lucky when
384
00:22:35,276 --> 00:22:37,936
they hired that role, right?
385
00:22:38,086 --> 00:22:40,756
Their current job or their first
job, and they were like, "Here's the
386
00:22:40,756 --> 00:22:42,606
computer. Go forth and figure it out."
387
00:22:42,936 --> 00:22:43,146
Yeah.
388
00:22:43,536 --> 00:22:48,466
Is that one of the inherent
skills of an analyst is the
389
00:22:48,466 --> 00:22:52,586
ability to take unstructured
things and make them structured.
390
00:22:52,706 --> 00:22:56,506
And so when you have that
level of autonomy or management
391
00:22:56,516 --> 00:22:59,146
support, of like just go and do-
392
00:23:00,014 --> 00:23:00,234
Yeah.
393
00:23:00,334 --> 00:23:03,944
The, the analyst is "I'm gonna
structure this very much based on
394
00:23:03,944 --> 00:23:06,234
my interest and my strengths." Yeah.
395
00:23:06,354 --> 00:23:10,124
And because the agency either
didn't have anyone or didn't have
396
00:23:10,124 --> 00:23:13,654
anything or it was different than
the last person, they embraced it.
397
00:23:13,794 --> 00:23:14,254
Right?
398
00:23:14,374 --> 00:23:18,114
And analysts are really good at… for
the analysts that might be listening
399
00:23:18,114 --> 00:23:21,404
to this that have done the, kind of
behavioral profiles and coaching and
400
00:23:21,404 --> 00:23:26,224
stuff with me, they're gonna be like, "Oh
yeah, that's my C and D profile", right?
401
00:23:26,324 --> 00:23:32,454
My, , those two factors are, what
allows analysts to bring structure to
402
00:23:32,454 --> 00:23:36,664
an unstructured environment, whether
that's a really messy data sheet or the
403
00:23:36,664 --> 00:23:41,974
fact that they're plopped into a cubicle
somewhere in the police department and
404
00:23:41,984 --> 00:23:43,754
they're just told to figure it out, right?
405
00:23:43,754 --> 00:23:47,234
And they piece those things
together, hopefully not as painful
406
00:23:47,234 --> 00:23:48,614
as people think it might be.
407
00:23:48,624 --> 00:23:50,884
And they have a system
and things of that nature.
408
00:23:51,254 --> 00:23:54,584
And I think that's the fit
that we're hiring for, right?
409
00:23:54,594 --> 00:23:58,774
Is like you should be able to
identify people in the job req.
410
00:23:58,974 --> 00:24:03,044
You should signal in the job req
that this is an autonomous job or
411
00:24:03,044 --> 00:24:05,084
this is somebody with a high EQ.
412
00:24:05,774 --> 00:24:11,304
Somebody who, can speak up and speak out
and manage, both the police chief as well
413
00:24:11,304 --> 00:24:12,664
as the patrol officer on midnights, right?
414
00:24:12,664 --> 00:24:16,914
Because that communication style
is very different, and they have to
415
00:24:16,914 --> 00:24:18,564
be able to maneuver those things.
416
00:24:18,984 --> 00:24:23,554
And because we don't see those signals
in the job requirement, it comes down
417
00:24:23,554 --> 00:24:28,074
to getting people to think through
their interview process or think through
418
00:24:28,074 --> 00:24:32,494
any testing process or interactive
process they have during that to say,
419
00:24:32,494 --> 00:24:36,604
"Is this person gonna be a right fit
or, are we gonna have a challenge?"
420
00:24:36,664 --> 00:24:40,184
So for the analysts out there that would
consider themselves more introverted,
421
00:24:40,444 --> 00:24:44,164
getting up and doing a briefing to
command staff is like a nightmare perhaps.
422
00:24:44,244 --> 00:24:44,454
Yeah.
423
00:24:45,254 --> 00:24:48,494
But doesn't mean that
you can't do it at all.
424
00:24:48,524 --> 00:24:52,504
It just means that you just, need some
time to prepare- Yeah … and find your
425
00:24:52,504 --> 00:24:54,874
groove and everything like that, right?
426
00:24:55,134 --> 00:24:58,044
But I think those are, like, those are
the things that we need to think about
427
00:24:58,074 --> 00:25:02,794
either in the job requirement or just the
hiring process of what is the fit, right?
428
00:25:02,844 --> 00:25:06,094
We need somebody who can get up,
stand up and do roll call or stand
429
00:25:06,104 --> 00:25:10,624
up and do command staff meetings or,
in some f- shape, form, or capacity.
430
00:25:10,744 --> 00:25:14,484
Even if they go to their hamster ball for
the rest of the day after that meeting.
431
00:25:15,604 --> 00:25:16,454
That's fine.
432
00:25:16,764 --> 00:25:20,444
But we still need their ability to
s- step up to it or a way to coach
433
00:25:20,444 --> 00:25:23,824
and support them to prepare for
those things, to make it theirs.
434
00:25:23,874 --> 00:25:29,674
And so that inherent kind of structure
that analysts bring and characteristics
435
00:25:29,674 --> 00:25:34,460
why they, that they have, which is why
they're in this- This field is a benefit
436
00:25:34,470 --> 00:25:38,780
to the agency, but the agency doesn't
hire specifically for that, and they
437
00:25:38,780 --> 00:25:40,630
don't know how to really identify that.
438
00:25:40,760 --> 00:25:43,820
And I think that's one of the things that
always come up in my conversations with
439
00:25:43,830 --> 00:25:48,220
both analysts and leaders, that they're
like, "Oh yeah, that is the factor."
440
00:25:48,260 --> 00:25:51,740
And I'm like, "Great, that's what you
need to find in the next one," right?
441
00:25:51,790 --> 00:25:56,520
Because if you hire the person that has
the resume and you're under pressure
442
00:25:56,520 --> 00:26:01,390
to get someone in because you're losing
someone if you don't hire that fit,
443
00:26:01,480 --> 00:26:06,240
you're gonna constantly compare them
to, Jason who left or Jessica who left.
444
00:26:06,480 --> 00:26:06,590
Yeah.
445
00:26:06,670 --> 00:26:08,660
And they're never gonna succeed, right?
446
00:26:08,700 --> 00:26:11,210
Because the- Yeah … you can't
fill somebody else's shoes, right?
447
00:26:11,560 --> 00:26:14,750
But you can find the fit and
then recognize how that grows
448
00:26:14,750 --> 00:26:17,260
in your organization that
fits nicely with them then.
449
00:26:17,420 --> 00:26:17,730
Yeah.
450
00:26:17,960 --> 00:26:23,270
And my o- my concern always is - when
you talk about fit, when you talk about
451
00:26:23,270 --> 00:26:28,040
that interview process, especially
if you're getting into a three-panel
452
00:26:28,070 --> 00:26:33,590
interview, if you're in something that
is really maybe uncomfortable and very
453
00:26:33,600 --> 00:26:40,790
intimidating for the analyst those
that are maybe more extroverted or more
454
00:26:40,790 --> 00:26:45,330
that have the gift of gab are really
going to excel in that situation.
455
00:26:45,620 --> 00:26:49,650
And those maybe the ones that you talk
about hyperventilating after they do
456
00:26:49,650 --> 00:26:52,000
it are going to struggle with that.
457
00:26:52,030 --> 00:26:56,320
But there, there may be a situation
with the position, the role that you
458
00:26:56,320 --> 00:27:00,830
want, that person that's struggling
is actually the better fit.
459
00:27:00,960 --> 00:27:01,370
Yeah.
460
00:27:01,890 --> 00:27:06,710
So here's… I guess this is also the
difference of traditional hiring versus
461
00:27:06,830 --> 00:27:08,840
what we see as more modern hiring.
462
00:27:08,840 --> 00:27:11,490
And this can be very
frustrating for folks, right?
463
00:27:11,560 --> 00:27:15,910
Especially in today's market where we're,
like, going up against AI to screen us out
464
00:27:15,920 --> 00:27:19,400
before we ever even get an opportunity-
… to, get into things, right?
465
00:27:19,700 --> 00:27:22,840
Organizations should be thinking
about their hiring as, "How
466
00:27:22,840 --> 00:27:24,120
do we find the best way?
467
00:27:24,260 --> 00:27:28,540
How do we build the process to
find the best candidate throughout
468
00:27:28,540 --> 00:27:32,440
that process?" And we do that with
pu- public safety officers, right?
469
00:27:32,460 --> 00:27:36,330
There's background checks and,
physical tests and mental tests
470
00:27:36,340 --> 00:27:37,730
and all of these other things.
471
00:27:38,220 --> 00:27:42,150
But it's interesting when we come to
hiring civilian staff, it's this really
472
00:27:42,150 --> 00:27:46,750
traditional fill out a resume, fill
out this form, come sit in front of
473
00:27:46,750 --> 00:27:49,200
three-panel really awkward conversations.
474
00:27:49,410 --> 00:27:52,200
Whether you're introverted or
extroverted, everybody's stressed.
475
00:27:52,550 --> 00:27:52,750
Yeah.
476
00:27:53,000 --> 00:27:54,380
And it's really, whatever.
477
00:27:54,420 --> 00:27:57,200
And then we're supposed to
make that, that determination.
478
00:27:57,856 --> 00:28:02,116
And the reality is that you should
be hiring and creating hiring
479
00:28:02,116 --> 00:28:04,856
processes to mirror the role, right?
480
00:28:04,886 --> 00:28:09,496
Which is, have the individual prepare
something and come and present it-
481
00:28:09,636 --> 00:28:11,496
As part of their interview.
482
00:28:11,816 --> 00:28:16,086
Because the introverted person, when
prepared, when they know what the
483
00:28:16,166 --> 00:28:20,586
assignment is, they get up in front
of whatever classroom, community
484
00:28:20,586 --> 00:28:24,796
church, community center- … youth
group command group, they'll get
485
00:28:24,796 --> 00:28:26,866
up and present if they're prepared
486
00:28:27,212 --> 00:28:31,402
,
so their introversion or
extroversion is irrelevant, right?
487
00:28:31,732 --> 00:28:32,212
Almost.
488
00:28:32,842 --> 00:28:34,842
Because everyone likes to be prepared.
489
00:28:34,852 --> 00:28:34,872
Yeah.
490
00:28:35,042 --> 00:28:38,352
And so if you give them the
opportunity to be prepared, then
491
00:28:38,352 --> 00:28:40,012
they have the ability to do that.
492
00:28:40,012 --> 00:28:43,472
And in the traditional sense of show
up and sit in front of these three
493
00:28:43,472 --> 00:28:47,262
people across this table, and I don't
know the questions that a- that they're
494
00:28:47,262 --> 00:28:49,302
gonna ask me, that's nerve-wracking.
495
00:28:49,312 --> 00:28:49,332
Yeah.
496
00:28:49,342 --> 00:28:50,112
No one's prepared.
497
00:28:50,472 --> 00:28:52,412
You guys are prepared as the interviewer.
498
00:28:52,412 --> 00:28:52,642
Yes.
499
00:28:53,932 --> 00:28:54,182
Yeah.
500
00:28:54,282 --> 00:28:56,712
But me on the other side of the
table I don't know what they're gonna
501
00:28:56,712 --> 00:29:00,752
question, i've read the internet's,
opinion about job questions, you
502
00:29:00,752 --> 00:29:02,672
know- Yeah … for days, right?
503
00:29:02,672 --> 00:29:06,572
I've wor- I'm not prepared, so no wonder
why the person sitting across from you is
504
00:29:06,572 --> 00:29:11,572
nervous and anxious and unsure, or they've
just gotta process a little bit longer
505
00:29:11,682 --> 00:29:14,472
what you're asking them before responding.
506
00:29:14,862 --> 00:29:18,662
And I I, again, I go back to the
behavioral reports that I do when
507
00:29:18,692 --> 00:29:23,562
I'm coaching crime analysts, is that
more times than not, they are an
508
00:29:23,572 --> 00:29:27,952
internal processor, which means they
wanna take your question, sit with
509
00:29:27,952 --> 00:29:30,072
it for a little bit, and answer.
510
00:29:30,232 --> 00:29:32,202
That little bit could be 20 seconds.
511
00:29:32,262 --> 00:29:35,282
In an interview, 20
seconds is really long.
512
00:29:35,382 --> 00:29:35,692
Yeah.
513
00:29:35,692 --> 00:29:35,832
Yeah.
514
00:29:35,882 --> 00:29:43,002
And officers who are interviewing the
analyst that are type A, 911, get it done-
515
00:29:43,192 --> 00:29:43,362
Yeah
516
00:29:43,362 --> 00:29:47,892
…
let's go, have an answer, that
20 seconds feels like two hours.
517
00:29:48,212 --> 00:29:48,322
Yeah.
518
00:29:48,522 --> 00:29:53,182
So we've in- we've gone about
this the wrong way, right?
519
00:29:53,212 --> 00:29:53,972
Because you're right.
520
00:29:54,022 --> 00:29:57,302
The introverted person might be the
better person for the job, but we've
521
00:29:57,302 --> 00:30:02,302
set them up for failure by doing this
really awkward hiring process that
522
00:30:02,302 --> 00:30:06,992
doesn't allow them to show their skillset
and to bring their best self because
523
00:30:06,992 --> 00:30:08,562
we didn't allow them to get prepared.
524
00:30:08,702 --> 00:30:08,912
Yeah.
525
00:30:09,732 --> 00:30:15,412
So I'm imagining, when a certain
skill such that I think I commonly see
526
00:30:15,412 --> 00:30:23,212
when it comes to job announcements is
detail-oriented, well-organized, good
527
00:30:23,212 --> 00:30:29,652
recall, critical thinking, pattern
recognition, my favorite, which
528
00:30:29,652 --> 00:30:33,832
is written and oral communication,
and- … yet we don't teach that
529
00:30:33,832 --> 00:30:35,752
at all, but it's always- on there.
530
00:30:36,142 --> 00:30:41,722
Are those st- those classic skills are
they still the ones we should be after,
531
00:30:41,742 --> 00:30:47,422
or in today's age we need to modernize
some of these classic skill sets.
532
00:30:47,582 --> 00:30:48,022
Yeah.
533
00:30:48,062 --> 00:30:48,982
I laugh, right?
534
00:30:49,022 --> 00:30:49,732
Because right?
535
00:30:49,732 --> 00:30:52,362
The detail, organized right?
536
00:30:52,362 --> 00:30:55,572
Like, all of those things are to
compensate for the organization
537
00:30:55,572 --> 00:30:59,772
that you're working with that is
not- … detail-oriented or organized.
538
00:30:59,822 --> 00:31:01,512
Let's be honest, let's be honest.
539
00:31:01,562 --> 00:31:06,602
This is why we… . when you're working
in an organization that has 80% of its
540
00:31:06,612 --> 00:31:11,532
staff decentralized, working different
shifts, doing different things, and
541
00:31:11,532 --> 00:31:15,592
different processes, the ability to
be organized is really difficult.
542
00:31:15,902 --> 00:31:20,232
And, which is why we see so many different
ways in which people fill out reports,
543
00:31:20,232 --> 00:31:26,302
or spell highway, or like- … whether
or not street is spelled f- we see all
544
00:31:26,302 --> 00:31:29,822
of these things, which is why we, w-
again, we're signaling of these are
545
00:31:29,822 --> 00:31:34,612
things that need to happen because,
by the way, the organization is not.
546
00:31:34,622 --> 00:31:34,642
Yeah.
547
00:31:35,032 --> 00:31:37,482
So we need you to bring those skills in.
548
00:31:37,932 --> 00:31:40,942
So I think those skills
will always be relevant.
549
00:31:40,982 --> 00:31:43,362
I do think they're changing a bit, right?
550
00:31:43,372 --> 00:31:47,972
Because we saw this with the
birth of Google and, right?
551
00:31:47,972 --> 00:31:51,922
The ability to recall things is that
you didn't really need me to have a good
552
00:31:51,922 --> 00:31:55,562
memory, you just needed me to be good
at my Boolean searches in Google- Yeah
553
00:31:55,642 --> 00:31:56,612
to find it.
554
00:31:57,012 --> 00:31:58,452
And we're finding the same thing with AI.
555
00:31:58,502 --> 00:32:02,472
Do you really need me to be structured,
or are you gonna rely on AI to
556
00:32:02,482 --> 00:32:07,162
structure that data for you, or to
write your code for you, or to write
557
00:32:07,756 --> 00:32:11,946
And so I th- I think this is gonna be,
Again, we- I can come back and talk
558
00:32:11,956 --> 00:32:13,876
about this topic on another episode.
559
00:32:14,696 --> 00:32:18,796
But right, like I think that's gonna be
something left to see because we do have
560
00:32:18,796 --> 00:32:23,326
a different generation that's coming
into the workforce that has been raised
561
00:32:23,326 --> 00:32:28,496
on AI- … that did use AI in their
schooling, however beneficial or not.
562
00:32:28,796 --> 00:32:31,896
And they are demonstrating that
they don't have recall, they
563
00:32:31,906 --> 00:32:35,546
can't remember facts, they don't
recognize patterns because they're
564
00:32:35,546 --> 00:32:37,766
reliant on the computer to do that.
565
00:32:38,076 --> 00:32:41,716
And now we're look- if we're gonna use
that same job rack that says, "Hey, I
566
00:32:41,716 --> 00:32:44,966
need to give you a set of data, and I
need you to tell me what's interesting"-
567
00:32:45,546 --> 00:32:49,036
We have a upcoming workforce that
might not be able to do that.
568
00:32:49,186 --> 00:32:54,296
However, they may be able to
appropriately use the tools, the
569
00:32:54,296 --> 00:32:56,846
newer tools in technology to do that.
570
00:32:56,906 --> 00:33:00,406
Although I think we're still a
bit away from that being accurate.
571
00:33:00,466 --> 00:33:02,966
, Again, another episode… Actually,
I think you've probably talked
572
00:33:02,966 --> 00:33:04,156
to everybody about this, right?
573
00:33:04,226 --> 00:33:08,766
Dirty data- Yeah … with an AI tool
on top of it is just gonna be dirty AI.
574
00:33:09,576 --> 00:33:11,936
So I think we're gonna
be in the same boat.
575
00:33:11,936 --> 00:33:14,926
So but and I think that's gonna be
the interesting part, is we still
576
00:33:14,926 --> 00:33:19,216
need that pattern recognition, that
attention to detail, that organization.
577
00:33:19,216 --> 00:33:22,896
You still have to think
logically, the deduction and
578
00:33:22,896 --> 00:33:23,866
induction- Yeah … reasoning.
579
00:33:24,266 --> 00:33:29,196
But we do have a workforce that's coming
out that has not learned those things in
580
00:33:29,196 --> 00:33:34,746
the same way as the past- and we're gonna
see a wildly different performance of
581
00:33:34,746 --> 00:33:36,466
them coming into the job market that way.
582
00:33:36,596 --> 00:33:36,896
Yeah.
583
00:33:36,946 --> 00:33:41,321
, We spent a lot of time earlier this
year on, on AI and getting different
584
00:33:41,321 --> 00:33:45,271
perspectives, but yeah, what you just
described there is a whole other episode.
585
00:33:45,271 --> 00:33:47,691
So we'll just, Yeah … move
on if you will.
586
00:33:47,751 --> 00:33:50,331
I think they're still important
for the analysts in the job and
587
00:33:50,331 --> 00:33:51,861
the ones entering the workforce.
588
00:33:51,861 --> 00:33:55,941
The, yeah, you… Regardless
of whether AI lives or dies-
589
00:33:56,399 --> 00:33:57,949
whatever it starts to look like.
590
00:33:57,959 --> 00:33:57,979
Yeah.
591
00:33:58,039 --> 00:33:58,489
Right?
592
00:33:58,589 --> 00:34:04,489
Detail-oriented, organized, systematic
processes, stability, right?
593
00:34:04,549 --> 00:34:08,079
Like that kind of those, those
characteristics are still gonna be
594
00:34:08,079 --> 00:34:09,759
valuable for the analytical field.
595
00:34:09,799 --> 00:34:11,389
You cannot Yeah.
596
00:34:11,799 --> 00:34:13,299
On the other side of the spectrum there.
597
00:34:18,591 --> 00:34:19,261
Chris Mason.
598
00:34:19,261 --> 00:34:22,091
I'm from the Riverside County Sheriff's
Department here in California.
599
00:34:22,491 --> 00:34:23,611
I wanna ask a question.
600
00:34:23,621 --> 00:34:27,461
How do you know if you've ever earned
the respect of the people around
601
00:34:27,461 --> 00:34:30,151
you, whether they're investigators,
deputies, or administrators?
602
00:34:30,151 --> 00:34:32,621
Well, I'm here to give you a couple
of, , tidbits on how you would know.
603
00:34:32,991 --> 00:34:37,411
If you walk in the morning and they are
cutting up with you and messing with you,
604
00:34:37,591 --> 00:34:39,541
you have probably earned their respect.
605
00:34:39,831 --> 00:34:44,261
If they have given you a moniker
instead of calling you by your real
606
00:34:44,261 --> 00:34:47,461
name, they probably have respected you.
607
00:34:48,051 --> 00:34:52,501
If they invite you out to lunch,
which they don't normally do, you have
608
00:34:52,501 --> 00:34:55,901
probably, with sworn in particular,
you have probably earned the
609
00:34:55,901 --> 00:34:57,661
respect , of your constituents there.
610
00:34:58,021 --> 00:35:00,701
And if they're not doing any
of these things, well, then
611
00:35:00,701 --> 00:35:02,051
you have some marketing to do.
612
00:35:02,231 --> 00:35:06,971
This is Abigail, and my PSA is
you should always be just a little
613
00:35:06,971 --> 00:35:10,941
bit kinder than necessary in law
enforcement, because you have no idea
614
00:35:11,081 --> 00:35:12,641
how that's gonna impact somebody else.
615
00:35:12,771 --> 00:35:15,981
I know for me, I've had a couple
of instances where law enforcement
616
00:35:15,991 --> 00:35:19,351
officers or agents literally just
stopped by my desk and asked, "Hey,
617
00:35:19,431 --> 00:35:21,081
can I do anything for you today?"
618
00:35:21,211 --> 00:35:25,151
And it felt so revolutionary because
it was like, this never happens.
619
00:35:25,461 --> 00:35:29,361
And so I decided, we all gotta kinda
pay it forward in that same way.
620
00:35:29,361 --> 00:35:32,971
So just find someone to be kind
to, even if it's for absolutely
621
00:35:32,971 --> 00:35:34,521
no reason, and pass that on.
622
00:35:39,816 --> 00:35:46,866
, For the agencies, should they be hiring
more for subject matter expertise, like
623
00:35:46,876 --> 00:35:52,336
getting into your GIS, your statistics,
your programming, data engineering,
624
00:35:52,726 --> 00:35:58,916
or are they better hiring somebody
that is more an adaptable analyst
625
00:35:58,926 --> 00:36:02,086
that can work on various problems?
626
00:36:02,126 --> 00:36:06,006
- Jack of all trades maybe is, is- Yeah
… is the way that could be described.
627
00:36:06,156 --> 00:36:09,986
I don't know if that's the spectrum I
can compare, can say yes or no to, right?
628
00:36:09,986 --> 00:36:09,996
Yeah.
629
00:36:09,996 --> 00:36:14,326
That's a, a little… so I
think organizations need to have
630
00:36:14,326 --> 00:36:16,856
intention in defining the role
631
00:36:17,342 --> 00:36:23,012
Not copping out and using something
from the next agency or something
632
00:36:23,012 --> 00:36:28,582
that's 10 years old or, so I think they
have to sit and do and redo that job
633
00:36:28,722 --> 00:36:34,002
requirement and be clear about what
it is that you're hiring for, right?
634
00:36:34,222 --> 00:36:39,162
And I think whether they choose to
write that job requirement around a
635
00:36:39,162 --> 00:36:43,082
lot of technical aspects because they
know that's what the role is and what
636
00:36:43,082 --> 00:36:48,252
the fit is, then that works for them
for that particular agency, and it
637
00:36:48,252 --> 00:36:50,392
may not translate to other agencies.
638
00:36:50,452 --> 00:36:54,742
And if they choose to keep it, "Oh, you
might be asked to do a variety of tasks
639
00:36:54,742 --> 00:36:59,742
we just need you to generally learn X, Y,
and Z," then then they gotta know that's
640
00:36:59,742 --> 00:37:04,102
what they've brought in, which means they
need to support the analyst and their
641
00:37:04,182 --> 00:37:05,952
development and then their training.
642
00:37:06,412 --> 00:37:10,752
And I think this, this is where when
we see agencies don't have a training
643
00:37:10,752 --> 00:37:14,622
program or an onboarding program for
their analyst, either way, right?
644
00:37:14,632 --> 00:37:17,612
The technical person with all
the skillsets that they've hired,
645
00:37:17,772 --> 00:37:21,662
or, the person that might be more
generalist and broad because that's
646
00:37:21,662 --> 00:37:25,852
what the agency needs, you still need
to have a, a, an onboarding plan.
647
00:37:26,002 --> 00:37:27,702
You still need to have a training plan.
648
00:37:27,712 --> 00:37:32,342
You still need to have a line item in
your budget to support their professional
649
00:37:32,372 --> 00:37:36,582
development, whether that's sending
them to courses and certifications
650
00:37:36,712 --> 00:37:40,852
or, other professional development,
coaching, communication, right?
651
00:37:40,872 --> 00:37:43,732
We never teach oral and written
communication skills, right?
652
00:37:43,782 --> 00:37:46,062
You still have to have those things.
653
00:37:46,212 --> 00:37:50,432
But I think organizations need to have
more intention about what it is they're
654
00:37:50,432 --> 00:37:54,692
trying to hire, and I think that's
sometimes hard for policing organizations
655
00:37:54,692 --> 00:37:59,342
to do because they are working at such
a deficit and scarcity- … that they're
656
00:37:59,342 --> 00:38:01,262
just like, "What does this mean?"
657
00:38:01,372 --> 00:38:01,652
Right?
658
00:38:01,652 --> 00:38:05,112
Like- Yeah … what is the difference
between knowledge, skill, and ability?
659
00:38:05,122 --> 00:38:09,742
What… How do I help or hurt myself
by making this broad or more specific?
660
00:38:10,182 --> 00:38:16,252
Or what is the process to go from
resume resume entry to screening,
661
00:38:16,592 --> 00:38:21,272
to interviewing or testing or
presentation- … to selection, right?
662
00:38:21,382 --> 00:38:25,626
This is where when you don't
have- A system for that, then
663
00:38:25,756 --> 00:38:27,386
we're all just figuring it out-
664
00:38:27,516 --> 00:38:29,216
…
And hoping for the best.
665
00:38:29,296 --> 00:38:33,036
And I think that's where you see a
lot of analysts say, "This isn't for
666
00:38:33,036 --> 00:38:37,556
me," or, "It's time for me to move to
another job," or, "After five years
667
00:38:37,556 --> 00:38:39,616
I'm out." Those types of things.
668
00:38:39,676 --> 00:38:41,326
Because it's just, they're not supported.
669
00:38:41,456 --> 00:38:41,716
Yeah.
670
00:38:42,196 --> 00:38:47,416
It's funny, I was just talking to an
analyst today and he mentioned that,
671
00:38:47,466 --> 00:38:50,446
if I go to the conference, it's coming
out of the training budget that's
672
00:38:50,486 --> 00:38:55,996
designated for me." And that always
gives me a little bit of anxiety, 'cause
673
00:38:56,016 --> 00:39:02,026
one of my, one of my many soapboxes on
this podcast is this idea of training,
674
00:39:02,036 --> 00:39:06,586
especially at conferences, where you
call it training and you could just
675
00:39:06,586 --> 00:39:11,746
sit there and listen to a talking
head for eight hours, four days- Yeah
676
00:39:11,756 --> 00:39:16,456
a week, and then on the f- half a day
on the fifth day and call that training.
677
00:39:16,586 --> 00:39:17,076
And-
678
00:39:17,076 --> 00:39:17,556
Yeah
679
00:39:17,766 --> 00:39:22,026
…
really, what are you coming home
with to implement into your agency?
680
00:39:22,056 --> 00:39:25,766
There's a lot of awareness there,
but that's not necessarily training.
681
00:39:25,766 --> 00:39:29,786
That's very different from what
you might see with the sworn side.
682
00:39:29,796 --> 00:39:30,206
They're gonna…
683
00:39:30,346 --> 00:39:31,376
It's gonna be hands-on.
684
00:39:31,386 --> 00:39:34,246
They're gonna teach you exactly what
you need to teach, and then you're
685
00:39:34,246 --> 00:39:36,446
gonna go back out on, onto the market.
686
00:39:36,456 --> 00:39:39,006
So I get- Yeah … a little bit
of a pet peeve in terms of- I'll
687
00:39:39,006 --> 00:39:40,356
join your pet peeve … training.
688
00:39:40,356 --> 00:39:43,756
I'll… Yeah, I think that's why I always
call it professional development, right?
689
00:39:43,766 --> 00:39:43,786
Yeah.
690
00:39:43,796 --> 00:39:47,156
Because I'm, I need you to
do training because you need
691
00:39:47,156 --> 00:39:49,006
to learn a new skill, right?
692
00:39:49,006 --> 00:39:51,876
You need to practice
doing something, right?
693
00:39:52,186 --> 00:39:58,426
But I need you to professionally develop
to gain soft skills, to emotionally
694
00:39:58,426 --> 00:40:02,586
manage yourself, to be ready for to
be ready for management and promotion.
695
00:40:03,096 --> 00:40:06,676
To deal with conflicts in the
workforce or, various other things.
696
00:40:07,096 --> 00:40:07,616
And right?
697
00:40:07,636 --> 00:40:12,160
There is value to going to
conferences, but- It's not training.
698
00:40:12,330 --> 00:40:12,510
Yeah.
699
00:40:12,580 --> 00:40:16,810
And there's value going to trainings,
that's not professional development.
700
00:40:16,840 --> 00:40:20,430
Because I can go and learn skills all
day long and just rack up a resume of
701
00:40:20,430 --> 00:40:23,080
certifications, but I can be an asshole.
702
00:40:24,150 --> 00:40:27,380
And… Or I can be
horrible during a briefing.
703
00:40:27,690 --> 00:40:27,910
Yeah.
704
00:40:27,940 --> 00:40:31,980
And, and that's where it's like, th-
these are where, working with a coach,
705
00:40:31,980 --> 00:40:35,830
working with a career g- guidance
person, or, other kind of… tagging
706
00:40:35,830 --> 00:40:40,120
up with mentors, and mentors that
actually know how to mentor, right?
707
00:40:40,130 --> 00:40:44,060
Not just "Let me show you how I do it,"
but, like, how am I interested in your
708
00:40:44,060 --> 00:40:50,240
behavioral and cognitive development as a
human so that you can be your best self?
709
00:40:50,400 --> 00:40:56,640
Whether that means you, you do command
gr- command briefings, wonderfully, or you
710
00:40:56,640 --> 00:41:01,010
just, continue to learn how to manage them
every time you have to do them, right?
711
00:41:01,060 --> 00:41:04,570
, I think that's where organizations,
particularly for crime analysts,
712
00:41:04,570 --> 00:41:06,240
continue to falter, right?
713
00:41:06,240 --> 00:41:09,220
Because y- there, there's one of
you or there's only five of you.
714
00:41:09,440 --> 00:41:10,880
So you're a small number.
715
00:41:10,910 --> 00:41:13,770
You're a small percentage
of the whole, organization.
716
00:41:13,820 --> 00:41:18,750
And when you don't have a dedicated budget
and you don't have actual management or,
717
00:41:19,050 --> 00:41:21,160
leadership that's supporting you, right?
718
00:41:21,160 --> 00:41:23,900
This is where you don't get
professional development.
719
00:41:24,040 --> 00:41:27,940
You don't get a training
plan or an onboarding plan
720
00:41:27,990 --> 00:41:29,680
that helps you be successful.
721
00:41:30,110 --> 00:41:34,570
You don't get an SOP that supports,
to act as a basis for you to learn
722
00:41:34,570 --> 00:41:36,760
from and for you to grow from.
723
00:41:37,060 --> 00:41:40,160
And so I think that's, I think that's
where we continue to see there's
724
00:41:40,160 --> 00:41:44,670
some signals from the organization
that, it, are mixed, right?
725
00:41:44,840 --> 00:41:48,560
Clearly the organizations are hiring,
given the volume of folks going on
726
00:41:48,560 --> 00:41:50,210
the market in the last three years.
727
00:41:50,300 --> 00:41:53,770
But at the same time internally
to the organization, they're just
728
00:41:53,770 --> 00:41:56,700
not supported, and I think that
still has to change for the field.
729
00:41:56,830 --> 00:41:57,080
Yeah.
730
00:41:57,080 --> 00:42:01,590
I think, too, what I've heard from a
lot of analysts is, yeah, th- they're
731
00:42:01,600 --> 00:42:03,610
choosing what training they're going to.
732
00:42:03,800 --> 00:42:08,940
And also I've heard from other analysts
that they're out in some type of rotation
733
00:42:09,010 --> 00:42:14,058
with the other analysts, so they get to
go once every three years to- yeah … a
734
00:42:14,058 --> 00:42:14,560
training or something like that.
735
00:42:14,560 --> 00:42:15,700
I'm on the even years,
736
00:42:15,720 --> 00:42:15,990
you're on
737
00:42:15,990 --> 00:42:16,870
the odd years.
738
00:42:16,870 --> 00:42:17,170
Yeah.
739
00:42:17,170 --> 00:42:17,190
Yeah.
740
00:42:17,190 --> 00:42:17,870
Something like that.
741
00:42:17,870 --> 00:42:19,920
But again, it's not to that plan.
742
00:42:19,920 --> 00:42:23,274
It's not part of that
onboarding- process, right?
743
00:42:23,324 --> 00:42:28,494
And I think it is it can be very
difficult given the small number, but
744
00:42:29,044 --> 00:42:36,814
there definitely has to be some more
forethought on how the analyst is
745
00:42:36,814 --> 00:42:41,694
going to progress a- after the first
day that they show up for the job.
746
00:42:42,224 --> 00:42:43,524
Yeah, absolutely.
747
00:42:43,604 --> 00:42:46,504
And I think those are the things
that… I just think of, like, all
748
00:42:46,504 --> 00:42:48,494
the new things I've done, right?
749
00:42:48,534 --> 00:42:50,914
And sometimes I elect into
those new things, right?
750
00:42:50,914 --> 00:42:50,924
Yeah.
751
00:42:50,924 --> 00:42:53,814
I started this podcast saying
that I had just some extra time.
752
00:42:53,914 --> 00:42:58,184
And so I'm like let me do something
that's a little bit of what I do,"
753
00:42:58,204 --> 00:43:02,639
as a researcher, as a a, an analyst,
a data scientist a person who
754
00:43:02,669 --> 00:43:08,109
coaches people around transitions
and jobs and things of that nature.
755
00:43:08,579 --> 00:43:12,689
And but, right at the same time, it's
like going into something to say what
756
00:43:12,689 --> 00:43:14,589
does this plan actually look like," right?
757
00:43:14,589 --> 00:43:17,419
What does this… how does… I
think I w- even when I reached out
758
00:43:17,419 --> 00:43:21,179
to you, I was like, "I have a lot of
information, but I'm still figuring
759
00:43:21,179 --> 00:43:22,789
out how does it shape the field?"
760
00:43:22,789 --> 00:43:26,119
Like, how does it- … help the field
and what avenue can it help the field?
761
00:43:26,799 --> 00:43:31,059
And I think that's where analysts
are, in- internally to their own
762
00:43:31,079 --> 00:43:36,689
organization, because they do have a
special amount of autonomy, I think
763
00:43:36,689 --> 00:43:41,539
they have to advocate for themselves of
like, how do we put this plan in place?
764
00:43:41,559 --> 00:43:43,619
Like, how do we… Like,
how do we develop this plan?
765
00:43:43,619 --> 00:43:45,969
Here are the things that would've
been helpful for me to know,
766
00:43:46,009 --> 00:43:48,029
instead of me just figuring it out.
767
00:43:48,399 --> 00:43:53,259
And how do we put those things in place
so that they signal to the organization
768
00:43:53,259 --> 00:43:57,399
internally, "Hey, this is important
and we need this every year," right?
769
00:43:57,409 --> 00:44:02,365
Or, "We need a dedicated budget." The
last few years I've been working with
770
00:44:02,365 --> 00:44:08,285
agencies on their real-time crime
centers and, r- right from day one yep.
771
00:44:08,415 --> 00:44:08,815
Gotcha.
772
00:44:08,875 --> 00:44:09,995
You're buying all the tech.
773
00:44:10,075 --> 00:44:11,385
Where's your training budget?"
774
00:44:11,465 --> 00:44:12,695
"
What's your training plan?
775
00:44:12,795 --> 00:44:15,735
You're just gonna pull fr- people
from investigations or patrol, or
776
00:44:15,735 --> 00:44:18,265
you're gonna tell your crime analysts
they're now gonna sit at this desk?"
777
00:44:18,715 --> 00:44:19,775
What does that look like?
778
00:44:19,825 --> 00:44:22,605
What does that, what does 30
days of success look like?"
779
00:44:22,655 --> 00:44:24,595
What does 90 days of success look like?
780
00:44:24,595 --> 00:44:25,905
And what if it's not working?
781
00:44:26,005 --> 00:44:30,145
Because let me tell you, when you sit in
a room that's full of computer screens,
782
00:44:30,245 --> 00:44:35,335
you've got radio traffic, you've got
ambient ta- conversation, you've got three
783
00:44:35,335 --> 00:44:39,255
to four screens in front of you, you got
big screens on the wall, and you're using
784
00:44:39,255 --> 00:44:44,365
somewhere between 50 to 150 applications
a day, it's not made for everyone.
785
00:44:44,845 --> 00:44:46,425
It's not a job for everyone.
786
00:44:46,655 --> 00:44:51,615
And the analyst who needs their time
to reflect and think and process,
787
00:44:51,715 --> 00:44:54,615
look at the data, step back from
the data, look at it again…
788
00:44:55,175 --> 00:44:59,645
that environment is not necessarily
the same offering that same workflow.
789
00:44:59,645 --> 00:45:03,565
And so this is where we really
have to be intentional about what's
790
00:45:03,565 --> 00:45:07,485
the workflow, what's the work,
what's the role, what's the fit?
791
00:45:07,515 --> 00:45:07,535
Yeah.
792
00:45:07,665 --> 00:45:12,555
And then, we're in the process,
particularly for RTCCs or RTICs we're in
793
00:45:12,555 --> 00:45:17,935
the process of figuring out exactly what
that role should be defined as an operator
794
00:45:17,935 --> 00:45:22,805
or an analyst or a pilot or, just another
rotation for an officer to go in there.
795
00:45:22,955 --> 00:45:29,505
How much should specific technologies
play a part in the hiring process?
796
00:45:29,555 --> 00:45:34,825
Is it s- is it something we should see
we use this software and ther- therefore
797
00:45:34,825 --> 00:45:39,745
that should be listed and that should
be expected to know that software?
798
00:45:39,745 --> 00:45:40,765
How do you feel about that?
799
00:45:40,935 --> 00:45:45,555
Really, this is a tough one for me
because I have a gr- a grounding
800
00:45:45,555 --> 00:45:48,655
belief that people can do anything.
801
00:45:50,725 --> 00:45:57,423
Given time, resources, and support
and, not to sound way naive about
802
00:45:57,423 --> 00:45:59,923
it, that is accurate, right?
803
00:45:59,933 --> 00:46:05,563
You or I could decide to be a fighter
pilot, and given enough time, resources,
804
00:46:05,563 --> 00:46:08,043
and support, we could be fighter pilots.
805
00:46:08,123 --> 00:46:09,243
It's not gonna be tomorrow.
806
00:46:09,253 --> 00:46:09,293
Yeah.
807
00:46:10,753 --> 00:46:12,223
Regardless of what our dreams are.
808
00:46:12,223 --> 00:46:12,243
Yeah.
809
00:46:12,253 --> 00:46:15,293
It might not even… I'm pretty sure
it's not even gonna be this year.
810
00:46:15,883 --> 00:46:19,533
And so I think that's one of the things
that agencies have to think about,
811
00:46:19,573 --> 00:46:25,483
is that if that person does not have
that skill set coming in you're going
812
00:46:25,483 --> 00:46:31,273
to have to provide time, resources,
and support for them to learn that
813
00:46:31,273 --> 00:46:33,163
skill set or that platform coming in.
814
00:46:33,773 --> 00:46:40,013
So it, it is hard to say, "I need you to
have experience in RMS or CAD or ALPRs,"
815
00:46:40,043 --> 00:46:44,033
because if they haven't worked in law
enforcement before, chances are the,
816
00:46:44,063 --> 00:46:47,957
none of those things, you know- maybe
if you've worked in if you've worked
817
00:46:47,957 --> 00:46:52,087
in a casino for security, you- Yeah
… like that's probably the comparable.
818
00:46:52,097 --> 00:46:54,137
That's where you could
recruit from next, right?
819
00:46:54,147 --> 00:46:58,477
Is the pay differential is severe, but,
… you could try to recruit from there
820
00:46:58,837 --> 00:47:02,997
because that's where you would have like
a client records management system, right?
821
00:47:02,997 --> 00:47:08,747
You have a, in, in casino security, you
have facial recognition, camera operations
822
00:47:09,147 --> 00:47:12,407
license plate readers to all the
facilities, and you have a client records
823
00:47:12,407 --> 00:47:15,497
management system of all the transactions
that are happening in the facility.
824
00:47:15,917 --> 00:47:15,937
Yeah.
825
00:47:15,947 --> 00:47:18,137
So yeah, you could recruit from there.
826
00:47:18,187 --> 00:47:21,417
You'd be way below salary- … but you
could recruit from there to find it.
827
00:47:21,517 --> 00:47:26,557
But some of the other technology like
GI- you know, ArcGIS or, having some
828
00:47:26,557 --> 00:47:30,967
of these computer skills like SQL,
Python d- certain platforms like,
829
00:47:31,057 --> 00:47:35,417
having some proficiencies in Excel
or Excel com- comparable things.
830
00:47:35,477 --> 00:47:41,867
I do think people have to start hiring
specifically for those recognizing
831
00:47:41,987 --> 00:47:46,417
that there's still a range of
skillsets that are happening, right?
832
00:47:46,427 --> 00:47:50,327
So somebody who uses Tableau could
apply for a company that use, or
833
00:47:50,377 --> 00:47:54,447
apply for an organization that
uses Power BI, or vice versa.
834
00:47:54,507 --> 00:47:58,407
The fact that they've used a
business intelligence tool before
835
00:47:58,557 --> 00:48:02,367
can at least indicate that they
have the ability to learn again.
836
00:48:02,377 --> 00:48:06,797
They still need time, resources, and
support to learn Power BI because it, it
837
00:48:07,017 --> 00:48:08,957
operates a little bit differently, right?
838
00:48:08,967 --> 00:48:09,967
Than Tableau.
839
00:48:10,097 --> 00:48:13,897
But it, not that government's gonna go
to Google Looker anytime soon, but you
840
00:48:13,897 --> 00:48:17,027
could do the same thing and say "Okay,
you've learned this type of platform
841
00:48:17,027 --> 00:48:18,807
before, you can learn another one."
842
00:48:19,017 --> 00:48:22,897
But that support looks different,
that time, resource, and support
843
00:48:22,947 --> 00:48:26,767
looks different for someone who's
already shown that they can…
844
00:48:27,157 --> 00:48:28,717
They have the muscles to do it-
845
00:48:28,777 --> 00:48:32,487
…
Versus someone who's like, "I have no
idea." Like- Yeah … "I've never used
846
00:48:32,487 --> 00:48:36,267
Excel." And it's like, okay that's a
different s- time, resource, and support.
847
00:48:36,277 --> 00:48:36,297
Yeah.
848
00:48:36,767 --> 00:48:41,837
And so I need to have classes with,
the community college on Microsoft,
849
00:48:42,267 --> 00:48:44,507
basic and intermediate, right?
850
00:48:44,527 --> 00:48:49,017
Before I send you to Power Pivot
and Power Query and Power Automate
851
00:48:49,057 --> 00:48:50,937
classes and things of that nature.
852
00:48:51,037 --> 00:48:56,537
But, yeah, so I do think there's a,
there's this balance of if you name it,
853
00:48:56,627 --> 00:49:01,027
then be clear about how you're gonna know
that they're good at that and they're
854
00:49:01,027 --> 00:49:02,657
not just putting it on their resume.
855
00:49:02,997 --> 00:49:07,947
And then, give them the time, resources,
and support to either learn it or grow it,
856
00:49:08,177 --> 00:49:11,697
if you think that they're capable of being
a learner and interested in doing it,
857
00:49:11,927 --> 00:49:12,307
yeah.
858
00:49:12,357 --> 00:49:12,657
Yeah.
859
00:49:12,997 --> 00:49:17,137
Let's talk about SOP, standard
operating procedure, and analysts.
860
00:49:18,407 --> 00:49:24,037
' - I don't believe that in many agencies
the analyst position is part of
861
00:49:24,187 --> 00:49:25,677
the standard operating procedure.
862
00:49:25,737 --> 00:49:29,667
Could be wrong on that, but I think
from what I heard it's not very much.
863
00:49:29,737 --> 00:49:35,057
From what we've discussed about today
is if there was a standing operating
864
00:49:35,057 --> 00:49:40,397
procedure for the position, that
would make, I think, resolve some of
865
00:49:40,407 --> 00:49:45,107
the issues that we're talking about
with the disconnect between the job
866
00:49:45,107 --> 00:49:47,077
announcement and the actual position.
867
00:49:47,167 --> 00:49:50,947
Because that's what they would
be relying on in terms of hiring,
868
00:49:50,947 --> 00:49:53,827
would be, okay, what does the
standard operating procedure say?
869
00:49:53,827 --> 00:49:58,017
What are, what skill sets are innate
in that standard operating procedure?
870
00:49:58,297 --> 00:50:01,797
However, I also described how
the analysts can be used to being
871
00:50:01,797 --> 00:50:03,997
this free radical that jumps- Yeah
872
00:50:04,267 --> 00:50:05,487
all over the place.
873
00:50:05,497 --> 00:50:10,627
So I feel that while it structurally
for the whole organization it
874
00:50:10,637 --> 00:50:13,957
might be better for the analyst
position, I think the individual
875
00:50:13,957 --> 00:50:16,497
analysts a- would absolutely hate it.
876
00:50:17,527 --> 00:50:18,087
So- They do.
877
00:50:18,087 --> 00:50:18,697
They do hate it … so I do
878
00:50:18,707 --> 00:50:19,027
wanna give
879
00:50:19,027 --> 00:50:19,067
you
880
00:50:19,067 --> 00:50:21,787
an oppor- yeah, talk a-
Yeah … talk a little bit about
881
00:50:21,787 --> 00:50:23,157
standard operating procedure.
882
00:50:23,567 --> 00:50:23,987
Yeah.
883
00:50:24,007 --> 00:50:28,657
I the look of an analyst when I
say, "Where's your analytical plan?
884
00:50:28,657 --> 00:50:33,297
Let me see your code and how you put this
report together," in the crime analysis
885
00:50:33,297 --> 00:50:37,037
field it is the, somewhere between the
glassy look of "I don't understand what
886
00:50:37,037 --> 00:50:40,727
just came out of your mouth," or the
look of "Oh my gosh, that's so much
887
00:50:40,737 --> 00:50:45,607
more work that I have to do to, to
document these things, to memorialize
888
00:50:45,607 --> 00:50:47,457
these things in o- otherwise," right?
889
00:50:47,877 --> 00:50:51,027
And if they're an analyst that's ever had
to train another analyst, they're gonna
890
00:50:51,037 --> 00:50:55,157
be like, "Why have I not documented? Why
have I not written these things down?"
891
00:50:55,177 --> 00:50:57,797
Because it all exists in your head-
892
00:50:58,017 --> 00:51:01,147
…
And in your practice, and maybe a
OneNote that you've got organized
893
00:51:01,147 --> 00:51:03,177
off to the side on how you do things.
894
00:51:03,367 --> 00:51:04,337
.
And so yeah.
895
00:51:04,367 --> 00:51:06,087
I, this is the… I don't know.
896
00:51:06,127 --> 00:51:06,647
I'm with you.
897
00:51:06,647 --> 00:51:09,977
This is, for me in particular,
I would be a free radical.
898
00:51:10,337 --> 00:51:11,507
I am a free radical.
899
00:51:12,807 --> 00:51:16,637
And so I very much, I look at policies
and procedures and I'm like, "How can I
900
00:51:16,647 --> 00:51:21,357
bend them?" "How can I get around them,
and what needs to change with them?"
901
00:51:21,367 --> 00:51:24,827
But that's why I'm on the outside of
the organization coming in, right?
902
00:51:24,827 --> 00:51:26,227
Because this is what I help with.
903
00:51:26,517 --> 00:51:26,537
Yeah.
904
00:51:26,587 --> 00:51:30,967
So I do understand the pain of being
on the inside and saying, "Oh, how
905
00:51:30,967 --> 00:51:34,037
do we write it down? Or how do we
put it all together? Like, where does
906
00:51:34,037 --> 00:51:39,237
it exist?" So I think there's three
things that I want organizations and
907
00:51:39,277 --> 00:51:45,427
analysts to think about that policies
would be beneficial of, right?
908
00:51:46,167 --> 00:51:53,317
So first, understand the difference
between policy operating manual or, or
909
00:51:53,317 --> 00:51:57,417
whatever other kind of like operating
document for your unit, right?
910
00:51:57,427 --> 00:51:58,767
There's a difference between those.
911
00:51:58,807 --> 00:52:00,047
Policies are public.
912
00:52:00,147 --> 00:52:04,237
They're boundaries, kind of general
guidelines like freedom frameworks of
913
00:52:04,247 --> 00:52:09,547
what you can and cannot do that are bound
by state code, federal code, and other
914
00:52:09,557 --> 00:52:12,617
kind of, parameters to your organization.
915
00:52:13,157 --> 00:52:18,587
And the level of detail sometimes needed
for a job is that operating manual, right?
916
00:52:18,587 --> 00:52:21,917
Like the, the report on
Tuesday, how does it get made?
917
00:52:22,237 --> 00:52:24,337
That's not a policy document, right?
918
00:52:24,367 --> 00:52:28,877
That's a how do we do work document,
and that's exist within the units.
919
00:52:29,297 --> 00:52:31,487
So the… So that's
the first thing, right?
920
00:52:31,517 --> 00:52:36,407
Think about what do we need to have at
the policy level that helps signal to
921
00:52:36,747 --> 00:52:42,297
our community, to the state, to the feds,
that we are operating within legal bounds,
922
00:52:42,297 --> 00:52:47,207
within authority, with consideration
of, pr- privacy protections and human
923
00:52:47,207 --> 00:52:49,967
protections and, industry standards.
924
00:52:49,967 --> 00:52:52,787
Like what does that document
look like that helps you
925
00:52:52,787 --> 00:52:55,897
understand what the job is, right?
926
00:52:56,017 --> 00:53:01,757
Because the analyst that's just producing
reports, supporting investigations, has
927
00:53:01,757 --> 00:53:06,817
a different job than the analyst doing
real-time ops or, grant, management.
928
00:53:07,157 --> 00:53:10,437
And those thing, like those are things
that are not in the policy, right?
929
00:53:10,437 --> 00:53:13,847
Like those differences are not there
and perhaps they should be, right?
930
00:53:13,877 --> 00:53:17,387
Because that helps an organization,
and it helps with training.
931
00:53:17,387 --> 00:53:18,567
It sets that foundation.
932
00:53:18,787 --> 00:53:22,727
The second thing I think organizations
and analysts need to be thinking about is
933
00:53:22,727 --> 00:53:29,127
that the policing organization has really
large policy manuals that get them in
934
00:53:29,147 --> 00:53:31,687
and out of trouble all the time, right?
935
00:53:31,687 --> 00:53:37,337
They rely on that policy manual for
how they train in their academies and
936
00:53:37,347 --> 00:53:41,657
their field training officer positions,
like their f- their FTO periods.
937
00:53:42,207 --> 00:53:46,217
And they hold their officers
accountable to those policies
938
00:53:46,307 --> 00:53:47,827
throughout the rest of their careers.
939
00:53:47,957 --> 00:53:54,707
And the fact that the organization has
overlooked the ability of writing part
940
00:53:54,707 --> 00:54:01,327
of their policy manual to manage their
professional positions is the number one
941
00:54:01,487 --> 00:54:08,637
reason why their professional positions
don't evolve and they don't understand
942
00:54:08,667 --> 00:54:12,667
how to use them to their advantage
And let me explain that a little.
943
00:54:12,767 --> 00:54:18,117
I've been in more than one agency that
had the right skill set in-house, but the
944
00:54:18,117 --> 00:54:22,537
person was sitting in some other office
in some other role and nobody knew, right?
945
00:54:22,687 --> 00:54:28,237
And had they had a policy that
managed that role, they would've seen
946
00:54:28,237 --> 00:54:33,267
that person in performance reviews
or management of that person was
947
00:54:33,377 --> 00:54:37,027
over-performing in areas that they
would be better placed somewhere else.
948
00:54:37,127 --> 00:54:42,687
And I've been in agencies where
sometimes the professional staff are HR
949
00:54:42,687 --> 00:54:45,567
problems in a variety of different ways.
950
00:54:45,677 --> 00:54:49,707
And because no policies exist,
. there's no lever to push and pull
951
00:54:50,107 --> 00:54:52,057
to handle that employee problem.
952
00:54:52,397 --> 00:54:56,347
So whether that person shows up late all
the time, whether they're unprofessional
953
00:54:56,367 --> 00:55:02,187
to other staff, whether they're, having
relationships with other people in the
954
00:55:02,187 --> 00:55:06,717
organization whatever these things are
they're abusing their leave, they're
955
00:55:06,717 --> 00:55:11,387
not doing their reports on time,
they're not doing their work in a, a
956
00:55:11,437 --> 00:55:16,587
efficient or sufficient manner to where
other analysts are then compensating
957
00:55:16,587 --> 00:55:21,637
for them, that leaves HR and the
management staff, like, at, there's…
958
00:55:21,667 --> 00:55:23,017
I have no foundation.
959
00:55:23,147 --> 00:55:27,057
I can't hold up a policy that says
you're supposed to do it this way, and
960
00:55:27,057 --> 00:55:31,027
that here's the 18 times you haven't
done it this way, and that I need to put
961
00:55:31,027 --> 00:55:32,687
you on a performance improvement plan.
962
00:55:32,967 --> 00:55:37,347
There's- … there's literally, this
is where your policy, which is used in
963
00:55:37,347 --> 00:55:41,837
the other part of the organization as
a tool to both get conform- people to
964
00:55:41,857 --> 00:55:45,917
conform and hold people accountable,
and then it just doesn't exist to this
965
00:55:45,937 --> 00:55:49,887
other part, and it's not just for the
professional analyst roles, it's for other
966
00:55:49,897 --> 00:55:54,967
professional staff roles as well, and
that's where we see, there's this overall
967
00:55:54,967 --> 00:56:00,515
lack of management, lack of performance
or misunderstanding about performance
968
00:56:00,535 --> 00:56:03,285
that, causes chaos in the organization.
969
00:56:03,675 --> 00:56:05,025
And I think those two things.
970
00:56:05,375 --> 00:56:08,465
So yeah, so first thing,
understand the difference between
971
00:56:08,465 --> 00:56:10,045
policy and operating manual.
972
00:56:10,065 --> 00:56:13,835
Because those things help you hire, help
you hold people accountable, and also help
973
00:56:13,835 --> 00:56:17,005
you train and exist beyond the job, right?
974
00:56:17,065 --> 00:56:19,195
You need somebody else to fill in for you.
975
00:56:19,205 --> 00:56:21,145
You need to train somebody
else at some point.
976
00:56:21,565 --> 00:56:23,085
You need to be able to scale.
977
00:56:23,655 --> 00:56:27,045
And the agencies that don't do
those things, they're not scaling.
978
00:56:27,575 --> 00:56:30,035
They're not… They
have no succession plan.
979
00:56:30,065 --> 00:56:35,155
They have gaps between hiring analysts,
even after an analyst leaves or
980
00:56:35,235 --> 00:56:39,075
they retire, that they just, And
so they never really get ahead.
981
00:56:39,315 --> 00:56:44,515
And then when they, using or establishing
the SOPs you have to be able to put
982
00:56:44,515 --> 00:56:49,285
those in place to help everyone perform,
I think that's, that has to happen.
983
00:56:50,005 --> 00:56:54,545
And then the third thing that I'll say
is that like I, I zoom back out on this
984
00:56:54,545 --> 00:57:02,345
third one because there is not a job
role that exists that has survived in
985
00:57:02,405 --> 00:57:07,355
any industry that doesn't have some
type of SOP or doesn't have some type
986
00:57:07,355 --> 00:57:12,155
of like package document that explains
like, "Here's the KSAs, here's the
987
00:57:12,155 --> 00:57:13,975
expected performance, here's what…"
988
00:57:14,075 --> 00:57:15,975
Because otherwise the job just goes away.
989
00:57:16,065 --> 00:57:19,775
And the fact that these are things
that the crime analysis field or the
990
00:57:19,785 --> 00:57:24,245
professional field for within policing
hasn't formalized around, it makes
991
00:57:24,245 --> 00:57:26,845
it a very volatile job market, right?
992
00:57:26,855 --> 00:57:29,665
And I think that's why we see so
much variation over the country,
993
00:57:29,875 --> 00:57:35,055
is that the professionalization of
professional staff hasn't happened
994
00:57:35,065 --> 00:57:38,915
even though the professionalization
of police happened in the '70s, right?
995
00:57:38,925 --> 00:57:41,575
Because that's when we started to
put all these policies in place and
996
00:57:41,575 --> 00:57:46,535
establish things like a training
academy and post standards and, and
997
00:57:46,535 --> 00:57:50,775
so there's benefits to that, that I
think we're missing out on as a field.
998
00:57:50,925 --> 00:57:55,605
And particularly as the field is in
this kind of potential split again of
999
00:57:55,605 --> 00:58:00,005
what the analyst role does or doesn't
do with technology that, we've been
1000
00:58:00,005 --> 00:58:03,465
at a bit of a disservice of ourselves
that we don't have these policies in
1001
00:58:03,465 --> 00:58:06,975
place and these foundations in place
to hold ourselves accountable to.
1002
00:58:07,145 --> 00:58:12,425
, For the positions to disappear, and you
mentioned it, the, the volatility that
1003
00:58:12,445 --> 00:58:14,565
these analyst positions could have.
1004
00:58:15,215 --> 00:58:19,125
Let's talk through that scenario a
little bit so we really drive home
1005
00:58:19,125 --> 00:58:24,215
this idea of what it truly means
for a position, a role to disappear.
1006
00:58:24,355 --> 00:58:24,915
Yeah.
1007
00:58:25,045 --> 00:58:28,755
I think this is the scary part right
now that like the tech industry is
1008
00:58:28,755 --> 00:58:31,075
seeing, things disappear because of AI.
1009
00:58:31,125 --> 00:58:34,965
And of course we're seeing the bad
decision that is for a lot of things.
1010
00:58:34,985 --> 00:58:40,085
And so l- let me recap why
positions appear, right?
1011
00:58:40,085 --> 00:58:45,085
So positions appear because
organizations signal out through
1012
00:58:45,085 --> 00:58:48,675
job requirements that there's a
d- there's a demand for something.
1013
00:58:48,725 --> 00:58:54,605
And the organizations make those signals
because technology enables, right?
1014
00:58:54,605 --> 00:58:58,935
Like there's new tools, new platforms,
new things, and so new roles or
1015
00:58:58,935 --> 00:59:00,475
roles appear because of that.
1016
00:59:00,955 --> 00:59:03,625
We saw that with cloud
infrastructure, right?
1017
00:59:03,635 --> 00:59:06,495
The role of DevOps engineering, right?
1018
00:59:06,495 --> 00:59:09,625
Or AWS engineers, like they didn't exist.
1019
00:59:09,665 --> 00:59:13,885
Engineers existed, but not AWS eng-
engineers before cloud technology.
1020
00:59:13,895 --> 00:59:17,155
So technology enables roles to exist.
1021
00:59:17,265 --> 00:59:21,805
Regulatory and compliance
enables roles to exist, right?
1022
00:59:21,805 --> 00:59:25,455
So things like GDPR or other
privacy protections means that we
1023
00:59:25,455 --> 00:59:29,335
need data protection officers or
data governance officers to exist.
1024
00:59:29,335 --> 00:59:29,775
Sure.
1025
00:59:29,775 --> 00:59:30,225
Right?
1026
00:59:30,335 --> 00:59:34,715
And then organiz- when organizations
scale and specialize, that's where we
1027
00:59:34,715 --> 00:59:37,435
start to see roles appear and exist.
1028
00:59:37,445 --> 00:59:40,365
So we don't just have
this catch-all person.
1029
00:59:40,565 --> 00:59:44,505
We now have a tactical analyst
or a strategic analyst or
1030
00:59:44,505 --> 00:59:46,365
an RTCC analyst, right?
1031
00:59:46,465 --> 00:59:50,705
So these are all the reasons why
crime analysis existed, right?
1032
00:59:50,705 --> 00:59:55,095
When we went to electronic, electronic
records and CAD systems and all of
1033
00:59:55,115 --> 00:59:58,805
those types of things, like this
is where we needed a crime analyst
1034
00:59:58,805 --> 01:00:00,325
to come in to help with records.
1035
01:00:00,325 --> 01:00:04,355
We needed records staff to come in
and help with organizing information.
1036
01:00:04,825 --> 01:00:11,565
With all the laws of how to report to the
state, whether it's NIBRS or FBI, UCR or,
1037
01:00:11,755 --> 01:00:16,985
use of force or other transparency consent
decrees, things like that, like there's
1038
01:00:16,985 --> 01:00:18,795
a need for to have analysts on board.
1039
01:00:19,395 --> 01:00:21,705
And so that's why they appear.
1040
01:00:21,845 --> 01:00:25,535
Those exact reasons are why
they disappear as well, right?
1041
01:00:25,545 --> 01:00:31,265
Because for the technology, the
automation starts to replace jobs.
1042
01:00:31,655 --> 01:00:37,535
I remember way back, like 17 something,
20 years ago, people were like, "I
1043
01:00:37,535 --> 01:00:41,051
don't know," "There's this-" Like
we're gonna start automating like
1044
01:00:41,081 --> 01:00:45,461
maps or something because Arc is
on like version 2.0 and apparently-
1045
01:00:45,461 --> 01:00:46,221
it's staying.
1046
01:00:46,231 --> 01:00:49,601
And I'm just like, "Trust me, this
thing is difficult." Like it's
1047
01:00:49,601 --> 01:00:51,321
gonna be a whole nother specialty.
1048
01:00:51,831 --> 01:00:55,241
It's not gonna automate
any kind of mapping, right?
1049
01:00:55,251 --> 01:00:55,271
Yeah.
1050
01:00:55,281 --> 01:00:59,271
You're still gonna have to have a person
that develops those, those aspects, right?
1051
01:00:59,561 --> 01:01:02,251
I think we had a, a fear of automation
like when we started to see s-
1052
01:01:02,261 --> 01:01:04,391
self checkout aisles and- Yeah
1053
01:01:04,391 --> 01:01:05,191
Things like that.
1054
01:01:05,201 --> 01:01:07,911
Like, all of a sudden we're not
gonna have jobs at grocery stores.
1055
01:01:07,931 --> 01:01:10,571
And the reality is that we still have
jobs at grocery stores and stores,
1056
01:01:10,571 --> 01:01:11,981
they just look different, right?
1057
01:01:11,981 --> 01:01:12,217
Yeah.
1058
01:01:12,217 --> 01:01:12,925
That's a good
1059
01:01:12,925 --> 01:01:13,161
point.
1060
01:01:13,161 --> 01:01:17,831
And AI… And AI is like the newest
kind of technology evolution that's
1061
01:01:17,831 --> 01:01:20,061
like taking away jobs, right?
1062
01:01:20,091 --> 01:01:24,241
And, maybe that's true- Yeah … however
l- long or short term that is.
1063
01:01:24,261 --> 01:01:27,671
But like the reality is that those things
are just gonna make jobs look different.
1064
01:01:28,081 --> 01:01:32,491
So analysts that are used to reading
reports and reentering things in
1065
01:01:32,491 --> 01:01:36,611
Excel, yeah, your job is n- like if
that's still your job today, your
1066
01:01:36,611 --> 01:01:40,221
job is definitely in danger because
you should be automating, right?
1067
01:01:40,221 --> 01:01:40,241
Yeah.
1068
01:01:40,251 --> 01:01:41,381
You should be writing the script.
1069
01:01:41,411 --> 01:01:44,101
You should attach it to business
intelligence, and you should automate it.
1070
01:01:44,101 --> 01:01:44,311
Yeah.
1071
01:01:44,311 --> 01:01:46,741
And you should not have to think
about that report every time.
1072
01:01:46,751 --> 01:01:46,771
Yeah.
1073
01:01:47,601 --> 01:01:50,931
The other reason why roles
disappear is that underlying
1074
01:01:50,931 --> 01:01:53,951
processes start to change, right?
1075
01:01:53,991 --> 01:01:56,601
Or they disappear or
products change, right?
1076
01:01:56,781 --> 01:02:01,141
So like of course we don't
have video store clerks anymore
1077
01:02:01,151 --> 01:02:02,891
because there's no video stores.
1078
01:02:03,001 --> 01:02:03,381
But
1079
01:02:03,381 --> 01:02:05,591
we still have clerks
that run stores, right?
1080
01:02:05,601 --> 01:02:05,621
Yeah.
1081
01:02:05,631 --> 01:02:06,771
It just looks differently.
1082
01:02:06,781 --> 01:02:09,691
So I think that's one thing that
when I think about crime analysis,
1083
01:02:09,701 --> 01:02:14,241
it's like if the process and the
workflow is changing, are we really…
1084
01:02:14,431 --> 01:02:17,591
Is the priority for policing
still analyzing crime?
1085
01:02:18,005 --> 01:02:21,745
Or is it managing the technology
for real time operations?
1086
01:02:21,925 --> 01:02:24,115
And that's… I don't
think it's a yes or no.
1087
01:02:24,135 --> 01:02:28,565
I think that's where we're starting to see
the f- the split of the role again, right?
1088
01:02:28,745 --> 01:02:31,685
And then like another reason
why roles disappear is that
1089
01:02:31,685 --> 01:02:33,755
skill and demand mismatch.
1090
01:02:33,905 --> 01:02:37,955
So one of the reasons why academia
started all these crime analysis
1091
01:02:37,965 --> 01:02:42,475
programs is that there was the
demand for this skill on the market.
1092
01:02:42,805 --> 01:02:47,195
Now we're signaling to the market that we
have a different skill set needed, right?
1093
01:02:47,195 --> 01:02:50,265
'Cause those crime analysis
programs aren't teaching machine
1094
01:02:50,265 --> 01:02:51,905
learning and AI and, Yeah
1095
01:02:52,015 --> 01:02:54,865
Like- Yeah … hopefully they're teaching
mapping and business intelligence-
1096
01:02:54,865 --> 01:02:56,745
… and Power Query and Excel, right?
1097
01:02:56,745 --> 01:02:57,115
Yeah.
1098
01:02:57,115 --> 01:03:00,535
But they're not teaching some of this
tech stuff that we're seeing on the job
1099
01:03:00,535 --> 01:03:03,625
market, and so that's where we start
to see this, the, this bifurcation.
1100
01:03:04,345 --> 01:03:08,265
So I think for crime analysts today
who are sitting in these roles
1101
01:03:08,265 --> 01:03:11,615
wondering where "Where's my job going?"
1102
01:03:11,755 --> 01:03:15,175
Because often your job is not
going to a promotion, right?
1103
01:03:15,175 --> 01:03:17,725
If you're staying with your
agency your job is your job.
1104
01:03:17,955 --> 01:03:18,205
Yeah.
1105
01:03:18,565 --> 01:03:21,605
It's really about what does
your work start to look like?
1106
01:03:21,635 --> 01:03:27,355
And that, I think that's where even in
their own aut- autonomy of roles- they
1107
01:03:27,355 --> 01:03:33,265
have this, this opportunity to contribute
to that work plan of the future, to
1108
01:03:33,265 --> 01:03:35,495
say what does your role look like?
1109
01:03:35,495 --> 01:03:36,765
How do you up-skill?
1110
01:03:36,955 --> 01:03:41,865
How do you transform your job?"
Like, how do how would you go from
1111
01:03:41,875 --> 01:03:47,475
spending a certain time during the
week reading reports to coding reports
1112
01:03:47,535 --> 01:03:49,345
or doing natural language processing?
1113
01:03:49,445 --> 01:03:51,725
What would it take for
that transition to happen?
1114
01:03:52,015 --> 01:03:52,035
Yeah.
1115
01:03:52,045 --> 01:03:56,705
And what time, resources, and support
do you need for those things to happen?
1116
01:03:57,155 --> 01:04:03,225
Because the, the re-skilling and that
internal mobility and transformation is
1117
01:04:03,225 --> 01:04:07,955
almost inevitable for these agencies and
these analysts that are sitting there,
1118
01:04:07,975 --> 01:04:11,735
and that's where, you don't wanna… You
don't want your job to disappear just
1119
01:04:11,735 --> 01:04:13,965
because you didn't transform with the job.
1120
01:04:14,075 --> 01:04:17,975
And everything in law enforcement right
now is indicating that those jobs are
1121
01:04:17,975 --> 01:04:23,395
transforming because of tech, because
of new units like RTCCs and DFR programs
1122
01:04:23,395 --> 01:04:24,975
and things like that getting born.
1123
01:04:25,425 --> 01:04:29,095
And I think this is that an opportunity
for analysts to continue to evolve
1124
01:04:29,605 --> 01:04:32,625
and… But they need the time,
money, the time, resources, and
1125
01:04:32,625 --> 01:04:36,525
support from their organizations,
from the associations, right?
1126
01:04:36,535 --> 01:04:40,185
From training or conferences
or coaches that do this work
1127
01:04:40,215 --> 01:04:41,645
that help them get there.
1128
01:04:41,795 --> 01:04:42,155
Yeah.
1129
01:04:42,615 --> 01:04:47,535
And that's where my head was going
there as we finish up here, is, some
1130
01:04:47,535 --> 01:04:51,185
of these problems that we talked
about . it could be difficult for
1131
01:04:51,185 --> 01:04:53,785
individual agencies to solve them.
1132
01:04:53,945 --> 01:04:57,315
Who needs to become the
ambassador for change for this?
1133
01:04:57,455 --> 01:05:01,715
You talked a little bit about it there
with whether it's association chiefs,
1134
01:05:01,875 --> 01:05:05,555
supervisors, HR, whatever it may be.
1135
01:05:05,585 --> 01:05:07,605
How do we change this conversation, to-
1136
01:05:07,645 --> 01:05:08,155
Yeah
1137
01:05:08,195 --> 01:05:08,445
…
for
1138
01:05:08,445 --> 01:05:10,685
Well, I think there's a lot of ways.
1139
01:05:10,745 --> 01:05:12,515
And it's multi-layered, right?
1140
01:05:12,565 --> 01:05:12,865
Yeah.
1141
01:05:13,185 --> 01:05:17,125
I think the number one the thing
that's gonna impact the most is that
1142
01:05:17,135 --> 01:05:21,905
the rising leaders in law enforcement
that are gonna be in charge of hiring
1143
01:05:21,905 --> 01:05:25,795
and budgeting they have to tap in, and
they have to start signaling to the
1144
01:05:25,795 --> 01:05:29,725
market differently because it's those
signals that the market is listening to.
1145
01:05:30,359 --> 01:05:34,529
If those leaders hadn't hired
analysts, ASU and George Mason
1146
01:05:34,529 --> 01:05:37,929
and Florida State would have never
started crime analysis programs.
1147
01:05:38,309 --> 01:05:38,459
Yeah.
1148
01:05:38,639 --> 01:05:43,119
I- so I think we have to we have to
signal appropriately to the from the
1149
01:05:43,119 --> 01:05:48,539
job inside out to get the rest, the
outsiders, because that's not just for
1150
01:05:48,539 --> 01:05:54,009
your higher education to change their
programs to match the skill that's needed.
1151
01:05:54,539 --> 01:05:58,929
It's also a signaler to the other training
vendors that are out there, right?
1152
01:05:58,989 --> 01:06:00,129
I'm a small business.
1153
01:06:00,369 --> 01:06:03,669
I'm not gonna create a training
that I wouldn't s- wouldn't
1154
01:06:03,679 --> 01:06:05,259
be able to sell, right?
1155
01:06:05,259 --> 01:06:05,329
Yeah.
1156
01:06:05,329 --> 01:06:08,249
I wanna create a training that I
know is gonna answer to the market's
1157
01:06:08,249 --> 01:06:11,769
need and people are gonna sign up
for, 'cause that's the whole point
1158
01:06:11,769 --> 01:06:13,009
of putting it together, right?
1159
01:06:13,009 --> 01:06:13,059
Yeah.
1160
01:06:13,059 --> 01:06:15,209
And spending the time on it
and everything else, right?
1161
01:06:15,749 --> 01:06:20,679
And so I think that's where the, the
leaders inside, these up-and-coming
1162
01:06:20,689 --> 01:06:25,029
leaders that are over RTCCs, that are
over analysts, that have been working
1163
01:06:25,269 --> 01:06:29,369
with an analyst since they first got
hired in their jobs 'cause for those
1164
01:06:29,369 --> 01:06:33,899
of us that have been in the analytical
field for 10, 15 years your new cop is
1165
01:06:33,909 --> 01:06:37,499
now your lieutenant or captain, 'cause
they've been on the job for 10, 15 years.
1166
01:06:38,009 --> 01:06:38,029
Yeah.
1167
01:06:38,039 --> 01:06:44,049
So these are folks… This is the
first generation of mid to lower level,
1168
01:06:44,119 --> 01:06:50,065
leaders in a policing organization that
have only known Policing with data-
1169
01:06:50,155 --> 01:06:52,285
…
And with analysis for the first time.
1170
01:06:52,425 --> 01:06:55,915
In all this time, this is the
first wave of leadership that has
1171
01:06:55,975 --> 01:07:00,225
only known the world as, as that
exists in policing, and so they can
1172
01:07:00,225 --> 01:07:01,695
be the largest advocates for it.
1173
01:07:01,925 --> 01:07:05,785
So I think that's why that's
piecemeal and why change is so
1174
01:07:05,785 --> 01:07:09,795
slow in policing because it's these
individual leaders that do this.
1175
01:07:09,895 --> 01:07:12,475
I think that's how the market
has responded in the past.
1176
01:07:12,585 --> 01:07:17,065
When I look across other organizations
and how other organizations in other
1177
01:07:17,065 --> 01:07:21,625
fields manage this, it is the member
organizations that are providing the
1178
01:07:21,625 --> 01:07:26,975
certification or providing these things
that have a stronger voice and a stronger
1179
01:07:26,975 --> 01:07:31,835
role of creating standards and creating
SOPs and creating those types of things.
1180
01:07:31,965 --> 01:07:34,795
And I'll say it because I haven't been
a member for quite some time- … for
1181
01:07:34,845 --> 01:07:38,605
reasons that perhaps are obvious-
Yeah … is that they're… I just don't
1182
01:07:38,605 --> 01:07:40,735
see it stepping up to the plate, right?
1183
01:07:40,735 --> 01:07:44,745
I just don't see that it's providing
those types of things, right?
1184
01:07:44,755 --> 01:07:46,815
I just don't know that there's
member organizations that are
1185
01:07:46,815 --> 01:07:48,395
providing those things at that level.
1186
01:07:48,915 --> 01:07:53,575
And I talked to enough, regional
training coordinators for regional crime
1187
01:07:53,575 --> 01:07:58,465
analysis associations that this topic
has come up time and time again, right?
1188
01:07:58,505 --> 01:08:02,035
Of, like, where, where is
this professional development?
1189
01:08:02,045 --> 01:08:05,035
How come… I feel like there's
this… I'm being asked to do
1190
01:08:05,035 --> 01:08:07,765
something, and there's not somebody
out there that's training it.
1191
01:08:07,865 --> 01:08:11,445
And, so if the regions are feeling
it, it means that the international
1192
01:08:11,445 --> 01:08:16,115
association has to step up and get a
stronger voice in this aspect for that.
1193
01:08:16,195 --> 01:08:18,885
So I think that's the other way to do it.
1194
01:08:18,995 --> 01:08:23,490
I think the third organizations, and
then I'll end with that, of, like, how
1195
01:08:23,490 --> 01:08:28,260
do we change this, is actually some
of your nonprofit organizations that
1196
01:08:28,290 --> 01:08:33,670
rely on the crime analysts and those
crime analysis roles to help inform
1197
01:08:33,900 --> 01:08:35,990
about transparency and accountability.
1198
01:08:36,422 --> 01:08:40,682
I've worked with a lot of great nonprofits
across this country that partner with
1199
01:08:40,682 --> 01:08:45,022
their police departments, and they're
huge advocates of, like, how valuable
1200
01:08:45,022 --> 01:08:49,802
this information is to help change
and move things in their community.
1201
01:08:50,162 --> 01:08:54,432
And that's a an impact that I think
most crime analysts don't often get the
1202
01:08:54,432 --> 01:09:00,222
opportunity to realize, that your data
helps some mom sleep better at night.
1203
01:09:00,412 --> 01:09:00,642
Yeah.
1204
01:09:00,802 --> 01:09:05,342
Or helps a community member understand
what's really going on with their public
1205
01:09:05,342 --> 01:09:09,262
safety services so that they c- they
feel like they can ensure that the
1206
01:09:09,262 --> 01:09:11,052
right leaders are in place for them.
1207
01:09:11,102 --> 01:09:13,782
And I think that's- Yeah … I think
that's really important to include
1208
01:09:13,782 --> 01:09:18,282
the nonprofit partners as part of
those advocates for the roles that
1209
01:09:18,362 --> 01:09:21,432
are producing this information to
keep those accountabilities in place.
1210
01:09:21,442 --> 01:09:21,462
All
1211
01:09:21,692 --> 01:09:22,392
right.
1212
01:09:22,532 --> 01:09:25,062
Jessica, this has been fantastic.
1213
01:09:25,092 --> 01:09:28,802
For the listeners, if they
wanna contact you with questions
1214
01:09:29,132 --> 01:09:30,012
how should they contact you?
1215
01:09:30,112 --> 01:09:30,542
Yeah.
1216
01:09:30,552 --> 01:09:34,752
I would love any questions, particularly
if it's something that they themselves
1217
01:09:34,752 --> 01:09:39,852
wanna know about the data analyst I
did or other things that I provide.
1218
01:09:39,912 --> 01:09:45,492
My email is probably one way,
jessica@analyticsbyidea.com.
1219
01:09:45,542 --> 01:09:49,382
I'm on LinkedIn, so you can find me
there as well and direct messages.
1220
01:09:49,412 --> 01:09:51,202
I'm always happy to answer those.
1221
01:09:51,762 --> 01:09:55,872
. And if you're interested, things around
coaching or leadership development
1222
01:09:55,872 --> 01:10:00,702
is of interest to you, I have another
cohort opening up for analytical
1223
01:10:00,702 --> 01:10:05,162
supervisors that's starting off this
fall, and that's underneath my coaching
1224
01:10:05,162 --> 01:10:08,632
company, which is Asbatra Coaching,
and you can find me on Instagram
1225
01:10:08,672 --> 01:10:11,522
@asbatracoach for that information.
1226
01:10:11,692 --> 01:10:12,202
All right.
1227
01:10:12,232 --> 01:10:15,922
And we'll put links to all that
information in the show notes.
1228
01:10:16,092 --> 01:10:17,702
Jessica, this is great.
1229
01:10:17,812 --> 01:10:21,962
Kudos for you for coming, being
so productive when you're bored.
1230
01:10:22,530 --> 01:10:26,050
And who knows what's gonna
happen next time that you have a
1231
01:10:26,050 --> 01:10:27,880
little extra time on your hands.
1232
01:10:28,160 --> 01:10:29,180
It can be dangerous.
1233
01:10:29,180 --> 01:10:30,130
It can be dangerous.
1234
01:10:30,170 --> 01:10:34,050
And I wanna give a shout-out to Deborah
Osborne, because I talked with her about
1235
01:10:34,050 --> 01:10:38,660
some of this information, and she's the
one that said, "Talk to Jason." And I
1236
01:10:38,660 --> 01:10:42,710
was like, "Oh, yes." So I definitely
wanna say for Deborah, who's also,
1237
01:10:42,810 --> 01:10:45,950
producing information when she has
time, Sure … I appreci- I appreciate
1238
01:10:45,950 --> 01:10:49,840
the like-minded folks out there in, in
making sure that I get this information
1239
01:10:49,840 --> 01:10:51,680
out to other analysts, so thank you.
1240
01:10:52,100 --> 01:10:52,460
All right.
1241
01:10:52,490 --> 01:10:53,290
Very good.
1242
01:10:53,610 --> 01:10:55,490
Thank you so much, and you be safe.
1243
01:10:55,670 --> 01:10:56,090
All right.
1244
01:10:56,240 --> 01:10:56,470
Bye.
1245
01:10:56,520 --> 01:10:58,860
.
Thank you for making it to
the end of another episode of
1246
01:10:58,860 --> 01:11:00,240
Analyst Talk with Jason Elder.
1247
01:11:00,300 --> 01:11:03,750
You can show your support by sharing
this and other episodes found on
1248
01:11:03,750 --> 01:11:03,880
our website@www.leapodcasts.com.
1249
01:11:08,250 --> 01:11:11,400
If you have a topic you would like
us to cover or have a suggestion
1250
01:11:11,400 --> 01:11:13,840
for our next guest, please send us
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1251
01:11:16,115 --> 01:11:18,090
Till next time, analysts, keep talking.