In the 1970’s there was a bill that allowed police officers who earned their college degree to be paid extra money called the Quinn Bill. The Police Career Incentive Pay Program was enacted by the Massachusetts Legislature to encourage police officers to earn degrees in law enforcement and criminal justice according to the Massachusetts Department of Higher Education website. The funding for this ended in 2012 when the Commonwealth of Massachusetts stopped paying its share to cities and towns across the state. Officers hired after 2009 were not eligible for this program. In many cases, officers earned thousands of dollars on top of their base salary to continue their education. Many officers went on to earn advanced degrees and came to depend on this funding.
“Public safety is a priority, and it is essential that we have a highly trained and educated police force to keep our community safe.’’Hon. Setti Warren, Mayor of Newton, MA
In Newton alone the money to pay its police officers with earned an earned college degree amounts to an annual budget amount of 1.3 million dollars according to Mayor Setti Warren who believes it is worth it. Newton and many other communities in Massachusetts have continued payments to officers even after the state subsidies were no longer available. It is the right thing to do. In a similar way, reimbursing cops for “wellness training” should include subsidies for mindfulness and voluntary critical incident defusing sessions with peers following high lethality-high acuity events such as an active shooter incident.
Officer wellness is a vital component to resilient community policing. Officers who are resilient and mentally healthy provide better response to citizens in crisis. Just as it is important for law enforcement officers to be rewarded for continuing their education legislation may be enacted that provides funding for officers who undergo behavioral health and fitness training when it is associated with job-related trauma and mental illness. Peer support and crisis intervention training (CIT) teach LEO’s the skills needed to support fellow officers in need and deescalate people in the field who are in mental health crisis. By doing so, they avoid use of force and potential civil action against the police from use of physical force or incidents of officer involved shooting (OIS).
Officers are urged to sign up once they are released from formal field training and agree to be open to behavioral health follow-up moving forward. They do so after seeing the department psychologist to review incidents they have experienced in their early careers. Once cleared they agree to participate in regular defusing sessions in the aftermath of high profile incidents. At the same time, they may keep an electronic behavioral health profile with dates of traumatic cases and their role and response to each. If the LEO wishes to share these self-reports the department psychologist may have access to the case files and individual behavioral health responses. Family members would have access to the department psychologist if deemed necessary. There would be mandatory meetings with the department psychologist following OIS incidents and at other times depending upon department regulations and protocols.
Once a police officer opts to join the Career Behavioral Health Resiliency program he or she would receive a stipend that would be commensurate with the total time allotted to their participation wellness and resiliency programming. They can go all in and receive an annual incentive for both the resilience they achieve and for being part of the peer support network that might include mentoring another officer who is struggling with career embitterment or from the effects of repeated trauma. In some cases, an officer may choose not to mentor a fellow officer but agree to personal growth and mindfulness activities along with participation in educational offerings. The program would be a win-win all around by raising the behavioral health and emotional stamina of the troops in the field and the chain of command.
I suggest proposing a law enforcement version of “no man left behind” ethos espoused in the U.S. Military. There should be a path to recovery for most police officers who are willing to receive this current “best practice” standard of care leaving no man or woman behind. Dr. John Violante, a University of Buffalo research scientist and former N.Y. State Trooper believes “police officers have a moral duty to care for members of law enforcement who are in crisis”. This will put an annulment on the stigma associated with the human response to trauma that often leaves officers feeling alone and ostracized by the men and women with whom they serve. By using a robust peer support network and collateral police psychology model officers may develop a sense of normalcy for intervention following high acuity calls.
The International Association of Chief’s of Police (IACP) has a broad-based Mental Wellness program it is reporting on its website that highlights the importance of this kind of support. “The IACP, in partnership with the University of Pennsylvania (Penn) and the Bureau of Justice Assistance (BJA)’s VALOR Initiative, is customizing a program specifically designed to help officers and agencies by enhancing resilience skills. The cost of such a program will reap rewards in the form of career longevity, officer well-being, officer morale, quality of community policing, and greater faith and trust in law enforcement in general.
copyright 2019 Direct Decision Institute