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Leading the Charge: Why Public Agencies Must Pioneer Technology Adoption

Posted on by Amy Vracar

Recently, Benchmark Analytics attended the AWS Summit in Washington, DC, where it was emphasized that government agencies, especially those in public safety, should lead in adopting technology. Recognizing and implementing technology-first strategies is crucial for agencies to maintain relevance, efficiency, and effectiveness in their operations. Here are several compelling reasons why prioritizing and being at the forefront of technology adoption is paramount:

  1. Security and Compliance

As cyber threats become more sophisticated and prevalent, it is crucial for government agencies to adopt advanced security technologies to protect sensitive data and ensure the integrity of their operations. This includes:

  • Implementing Modern Technologies: Modern security technologies, such as artificial intelligence and machine learning, can significantly enhance threat detection and response capabilities. These technologies can analyze vast amounts of data in real-time, identify unusual patterns, and detect potential security breaches before they can cause significant damage.
  • Using Automated Systems: Automated systems can then initiate immediate responses, such as isolating compromised networks or alerting security personnel, thereby reducing the window of vulnerability.

Additionally, a critical component of security and compliance is ensuring that all employees are knowledgeable about best practices and potential threats. Regular training programs can educate staff on recognizing phishing attempts, handling sensitive data securely, and following established security protocols.

  1. Enhanced Efficiency and Productivity

One of the most significant advantages of integrating technology into operations is the marked increase in efficiency and productivity. The adoption of digital tools and systems allows for the streamlining of processes, which reduces the reliance on manual paperwork, minimizes the time required to complete various tasks, and improves the handling and retrieval of information — making it faster and more reliable.

For example, in a law enforcement agency, this can include:

  • Use of Force Reporting Tools: The process of receiving, documenting, and managing use of force reports is crucial for law enforcement agencies for several reasons, including properly documenting incidents to ensure accountability to the public and stakeholders. Analysis of use-of-force data also allows agencies to identify trends, patterns, and areas for improvement. This information informs training programs and policy development aimed at minimizing the need for force and enhancing officer safety and community relations.
  • Internal Affairs Investigations: This involves the process of investigating complaints and allegations against officers. Effective handling of internal affairs (IA) investigations with IA software ensures that allegations of misconduct or wrongdoing by officers are thoroughly and impartially examined. This process upholds the agency’s commitment to integrity and accountability.
  • Training and Certification: This workflow manages the training schedules, certification processes, and continuing education requirements for officers. It includes tracking attendance, test scores, and certification renewals. Managing training and certification workflows is essential for law enforcement agencies to ensure operational readiness, uphold legal standards, foster public trust, mitigate risks, and support officer development and retention.
  1. Data-Driven Decision Making:

By harnessing the power of data, law enforcement agencies can make more informed and evidence-based decisions. Advanced data analytics tools can process and analyze large datasets to uncover insights and patterns that would be impossible to detect manually. This approach allows law enforcement agencies to base their decisions on concrete evidence, leading to more effective and strategic operations. Examples of this include:

  • Community Engagement: Data analytics can also improve community engagement and relations. By analyzing data on public concerns, complaints, and interactions with law enforcement, agencies can better understand community needs and address them effectively. This fosters trust and cooperation between the police and the community they serve.
  • Early Intervention Systems: By tracking and analyzing data on officer behavior and performance, law enforcement agencies can ensure accountability.

Research-based early intervention systems (EIS) help identify officers who may be at risk of behavioral issues or misconduct before serious problems occur. This allows agencies to take proactive measures such as additional training, counseling, or support, potentially preventing future incidents. Additionally, EIS supports officer well-being by identifying officers who may be experiencing stress, burnout, or other personal challenges early on allows agencies to provide necessary support and resources. This can improve overall officer well-being and job satisfaction.

For example, Benchmark Analytics’ First Sign® Early Intervention supports data-driven decision making. Through its advanced analytics, First Sign provides predictive insights into potential future incidents or behavioral patterns. This foresight allows agencies to intervene proactively, preventing problems rather than reacting to them.

Overall, embracing technology-first strategies is essential for government organizations, like law enforcement agencies, to uphold their commitment to public service, enhance security measures, and promote a forward-thinking and sustainable future. By leveraging tools like First Sign, agencies can proactively address challenges, improve decision-making processes, and ultimately, create safer and more resilient communities. This proactive approach not only meets the demands of today’s dynamic landscape but also lays the foundation for continued innovation and excellence in public service.

Balancing Awareness and Operations: Key Training Insights for Law Enforcement

Posted on by Amy Vracar

Benchmark Analytics recently participated in the International Association of Directors of Law Enforcement Standards and Training (IADLEST) Annual Conference in Phoenix, Arizona, where law enforcement leaders including Peace Officer Standards and Training (POST) Directors and Command Staff, convened from across the United States. The conference focused on critical training issues, challenges, and advancements in law enforcement. A notable topic of discussion was the differentiation between awareness and operational training, emphasizing the importance of equipping officers with both types of training for comprehensive preparedness in the field.

Understanding Awareness and Operational Training
Distinguishing between awareness training and operational training is essential for crafting robust law enforcement training programs. Awareness training aims to enhance knowledge and comprehension of specific topics, issues, or procedures. It primarily informs individuals about critical information and elevates their understanding, typically without immediate application in practical, real-world scenarios. Topics covered often include policies, regulations, safety protocols, and overarching best practices.

Operational training is designed to teach individuals how to apply their knowledge and skills in real-world situations. It emphasizes practical, hands-on experience and decision-making in scenarios that closely simulate actual conditions they will encounter in their law enforcement roles. This type of training ensures that participants can effectively execute tasks and respond to dynamic environments, enhancing their ability to perform their duties proficiently and safely. Operational training can utilize virtual reality or simulated scenarios to enhance realism and effectiveness, because they provide valuable, immersive experiences that prepare officers for real-world situations.

Both types of training are needed for a comprehensive law enforcement training program because awareness training aims to ensure that officers are well-informed about important aspects of their roles, helping them understand what is required or expected of them. Operational training ensures that officers can effectively execute tasks and respond to dynamic environments, enhancing their ability to perform their duties proficiently and safely.

The Role of Continuous Professional Development
There’s also a considerable emphasis on initial academy training for awareness and operational skills, yet refresher courses often receive less attention. Ongoing training allows officers to stay current with evolving laws, procedures, and technologies, ensuring they can effectively enforce laws and protect communities in an ever-changing environment. Professional development also enhances officers’ skills and knowledge, enabling them to handle complex situations with confidence and competence.

Continuous training in both operational and awareness areas enhance officers’ career development by expanding their skill sets and knowledge base. It prepares them for promotional opportunities, specialized assignments, and leadership roles within the agency. Moreover, ongoing professional development ensures officers remain adaptable to new challenges and advancements in law enforcement practices, promoting long-term career success and effectiveness.

The Value of Comprehensive Training Management
A training management system (TMS) provides significant benefits to officers both during their time in the academy and throughout their careers, particularly concerning awareness and operational training:

  • Centralized Training Coordination: TMS streamlines the scheduling, tracking, and management of training activities.
  • Efficient Resource Utilization: TMS optimizes resource allocation, including instructors, facilities, and materials. In the academy, this ensures that training sessions on awareness (e.g., policies, safety protocols) and operational skills (e.g., firearms, tactical maneuvers) are conducted efficiently. In their career, officers can access online modules or attend workshops that provide ongoing updates and refreshers on critical topics, enhancing their readiness.
  • Tracking and Compliance: TMS enables accurate tracking of training progress and compliance with certification requirements.
  • Personalized Learning Paths: TMS supports personalized learning paths tailored to individual officers’ needs and career goals.
  • Continual Improvement and Feedback: TMS facilitates continuous improvement by collecting feedback from officers and instructors. In the academy, this ensures that awareness and operational training modules are relevant and effective. Throughout their careers, officers can provide input on training content based on practical experience, helping to refine and update curriculum materials to reflect real-world challenges and best practices.

The Benchmark TMS records all training completed by officers throughout their career, providing clear visibility into the types of training they have received. It goes beyond merely tracking training hours. It also allows supervisors to easily ensure that their officers are consistently up to date with new training and regularly refreshing previously learned skills.

  • Comprehensive Tracking: Provides clear visibility into training history.
  • Supervisor Oversight: Ensures consistent updates and refreshers.
  • Enhanced Proficiency: Supports continuous professional development and operational readiness.

To learn more about the Benchmark TMS, click here.

Benchmark’s Continued Collaboration with AWS

Posted on by Amy Vracar

Government organizations – including law enforcement agencies – often grapple with the responsibility of managing highly sensitive data digitally. A resilient, secure, and compliant cloud infrastructure is critical for data agility, efficiency, and effectiveness. AWS GovCloud, launched in 2011, was developed as a specialized system to meet these distinctive security and compliance requirements of the public sector.

Benchmark and AWS

AWS GovCloud is transforming local and state government operations and how they engage with data, by incorporating extra safeguards to protect sensitive information. AWS GovCloud adheres to rigorous compliance standards, including FedRAMP High, ITAR, DoD SRG, CJIS, and HIPAA, ensuring an unparalleled level of security and regulatory adherence.

Becoming an AWS Public Sector Partner

As a data and analytics company focused on personnel management within law enforcement, Benchmark is proud to host our suite of platforms on AWS GovCloud. The advantages of choosing a solution hosted on AWS GovCloud are numerous, and include:

  1. Enhanced Security: AWS GovCloud was built to manage sensitive data and regulated workloads with an additional layer of protection for heightened security assurance.
  2. Compliance: AWS GovCloud meticulously aligns with an extensive array of stringent compliance standards, including but not limited to FedRAMP High, ITAR, DoD SRG, CJIS, and HIPAA.
  3. Data Sovereignty: GovCloud provides an unyielding commitment to data sovereignty, alleviating concerns regarding the geographical location of data.
  4. Tailored Services: AWS GovCloud presents a suite of specialized services meticulously designed to cater to the unique demands of government agencies and organizations.
  5. Seamless Integration: AWS GovCloud seamlessly integrates with other AWS partners, ensuring a harmonious synergy. This strategic integration empowers organizations to harness the full spectrum of AWS capabilities while upholding compliance standards.
  6. Scalability and Flexibility: GovCloud seamlessly delivers unparalleled scalability and flexibility. This emboldens government agencies and organizations with the capacity to innovate, expand, and modernize their IT infrastructure with utmost efficiency.

Over the years, Benchmark and AWS have achieved remarkable milestones together — including in 2022 when Benchmark graduated from the AWS Accelerated Partner Program and gained acceptance into the AWS Public Sector Partner initiative. This accomplishment was the result of combined efforts from Benchmark’s sales, marketing, and technical teams, including completing the AWS Foundational Technical Review (FTR).

The AWS FTR enables AWS Partners to demonstrate that their software solutions meet industry best-practices based on the AWS Well-Architected Framework as well as standards for evaluating systems architecture and operational practices. The AWS Well-Architected Framework is built around six pillars:

  1. Operational excellence
  2. Security
  3. Reliability
  4. Performance efficiency
  5. Cost optimization
  6. Sustainability

These pillars focus on technical design principles and best practices, including running and monitoring systems and protecting data and information.

Acceptance in AWS ISV Accelerate and AWS Marketplace

In 2023, Benchmark continued its dedication to growing its collaboration with AWS, with acceptance into AWS ISV Accelerate and a position on the AWS Marketplace.

The AWS ISV Accelerate Program is a co-sell initiative designed for organizations offering software solutions that run on or integrate with AWS. This program not only accelerates the sales cycle but also fosters new business opportunities, demonstrating a mutual commitment between AWS and Benchmark.

In addition to joining ISV Accelerate, Benchmark’s inclusion in the AWS Marketplace represents another significant milestone. This digital catalog simplifies the discovery, testing, purchasing, and deployment of software on Amazon Web Services (AWS). AWS customers can now access and acquire Benchmark Management System® (BMS), First Sign® Early Intervention, and Case Action Response Engine® (C.A.R.E.) directly through their Marketplace accounts.

“We have entered a new era of policing as cities can take advantage of methodical, data-driven systems to systemize and engage officers who are engaged in problematic conduct, while simultaneously identifying and supporting officers who are successfully on track,” said Chris Casula, Chief Partnerships Officer, Benchmark Analytics. “By accessing BMS, First Sign and C.A.R.E. on AWS Marketplace, customers can now take the first step in capturing important people data all in one place.”

To learn more about Benchmark’s collaboration with AWS Marketplace, read our press release here.

Duty to Intervene: Converging Public and Policing Priorities

Posted on by Nicholas Frankel

A frequent point of debate surrounding alleged misconduct caught on video is the nature and extent of a fellow officer’s duty to intervene. To a member of the public viewing a news report or social media video of these types of events, the perceived lack of intervention in what appears to be clear misconduct can create confusion and further an emotional response to videos of these events. Despite common public perception, rarely are these instances of indifference on the part of multiple officers but rather part of a complex ecosystem of factors including but not limited to inadequate training, culture, and seniority.

This article takes a high-level look at the duty to intervene in law enforcement: how we got here, what the current state of mandates are, and how agencies are responding. Future articles will look at the facets of this issue in greater detail.

What is duty to intervene?

Duty to intervene regulations require an officer who witnesses misconduct or excessive use to “interrupt” the event using words. Laws vary between states, municipalities, and jurisdictions but generally, they require that an officer intercedes in circumstances where misconduct or excessive force might cause harm to a suspect or member of the public. In many cases, these regulations complement duty to report regulations requiring officers to report excessive force or misconduct to superior officers, internal affairs, or other relevant bodies.

From mid-2020 to the present day, there’s been a wave of state-level legislative efforts crafted in reaction to public calls for increased transparency and accountability in the wake of high-profile policing incidents. Duty to intervene requirements have been visible and prevalent aspects of these efforts. The perception that officers witnessed excessive force and did not intervene was a significant driver of the public outrage that sparked protests around the country and world which, in many cases, led to legislation altering or enhancing duty to intervene requirements. Since 2020, 13 states have passed legislation mandating a duty to intervene – in addition to countless municipalities and agencies creating their standards for intervention.

A Complex Issue

While legislative fixes satisfy public demand for movement on accountability, they leave much of the issue’s complexity to agencies and regulators to tackle. Often intervening in instances of misconduct isn’t an easy task and there are barriers to officers simply “stepping in” when the need arises. Recent media analysis coupled with a paper from the International Association of Chiefs of Police (IACP) identifies some of these barriers:

Chain of command: Many departments operate with a chain of command structure similar to that of the military. These structures can often implicitly or tacitly discourage questioning a superior officer, making it potentially challenging to step in to interrupt actions covered under duty to intervene mandates.

Fear of retaliation: There is a perception that doing something that may cause another officer trouble, whether with internal affairs or another outside regulatory body, can lead to retaliation. This can look like being passed over for promotion or a desired assignment or being ostracized within an agency.

Insufficient training: Intervening usually isn’t as simple as putting oneself “in the middle” of an instance of potential misconduct or excessive use of force. In many of these instances, emotions are running high, and direct appeals to reason or physical restraint may not be the most effective tactics. A growing area of law enforcement training is seeking to address this knowledge gap and build an understanding of what effective intervention looks like.

Training to Intervene

Training for intervention, like other training seeking to address structural issues, is more than just imparting a set of procedures – it instead seeks to build on already present and positive cultural elements within an agency. In 2014, The New Orleans Police Department (NOPD) developed and deployed the Ethical Policing is Courageous (EPIC) peer intervention training program. According to former Commissioner Michael S. Harrison, the program emphasizes a cultural shift away from intervention being viewed as disloyal and instead of being considered as loyalty “on the front end,” characterizing the approach as “let’s let me help you not make this mistake in the first place.

Since the program was enacted, NOPD has shown a decline in use-of-force complaints. While it is likely multiple factors have contributed to these declines in adverse events, the signs are encouraging. Building off the EPIC Model’s effectiveness, leaders at Georgetown University Law Center’s Program on Innovative Policing have developed the Active Bystander for Law Enforcement (ABLE) training program. ABLE utilizes a top-down “train the trainer” model. The training method seeks to promote buy-in by engaging the skills of high-performing officers who have earned the respect of their peers and tasking them to lead training sessions rather than relying on resources outside the department for training.

The ABLE program takes a holistic approach to intervention, emphasizing ten standards that emphasize accountability, community support, moral courage, and officer wellness. As of late 2021, the program has been adopted by more than 140 law enforcement agencies and is shown to lead to fewer disciplinary actions and job losses among officers and improvements in community/police relations and officer job satisfaction. New modules for non-sworn civilian staff and corrections officers are currently under development.

The duty to intervene often isn’t as simple as it sounds and there are no quick fixes. Research-based training programs point to shifting the culture around intervention – reframing the practice as not punitive or disloyal but as one rooted in accountability and the notion of looking out for one’s colleagues and their best interests. Successful implementation of duty to intervene mandates serves both the public interest in transparency and accountability while reducing misconduct claims and contributing to officer wellness.

Benchmark Management System® (BMS) offers comprehensive top-to-bottom management modules that capture all of an agency’s day-to-day operational data points in one location. Capturing training data with this tool can help agency leaders track which officers are due for training courses and assist in identifying candidates for “train the trainer” methodologies.

Go Beyond a Standalone Software Application with a Law Enforcement Software Suite

Posted on by Amy Vracar

Law enforcement software has changed immensely over the past decade. We have seen software innovations that help improve administrative workflows, such as use of force or internal affairs reports, as well as software that captures and utilizes data to help police chiefs make decisions on how to best serve their communities. More often than not, these innovations are presented as single-point solutions — versus as part of an integrated, holistic suite of offerings.

These standalone software applications are designed to address one specific agency need, such as training management, performance evaluations, or Covid-19 personnel tracking. While these systems capture and track information for the task they were built for, in the end they are disparate cogs in a machine that requires seamless integration and connectivity.

The Complexities of Standalone Software Applications
Until recently, the market has driven how agencies are able to purchase software solutions for their myriad of needs. And by that we mean, one by one: one platform for early warning and intervention . . . one platform for training . . . one for Covid-19 tracking . . . and so on and so on. And while these single-point purchases solve individual challenges in the short-term, over time they can lead to increased complexities within the agency and its administrative process.

The Benefits of a Single-Provider Software Suite

For example, agencies that utilize multiple software applications can experience integration challenges and find it difficult to compare and correlate data across applications. As a result, many administrative hours are spent on manual processes or even spreadsheets, in order to link information together from these different standalone systems. This takes valuable team time away from conducting more important core duties. And on top of all that, by the time all the information is integrated as needed, it may already be outdated and inaccurate. The unintended consequences? Agencies possibly making critical decisions based on inaccurate information . . . or making a hasty and potentially risky decision without benefit of the full information picture . . . OR, in lieu of that complete picture, taking no action at all.

Additionally, IT departments spend time and money maintaining, upgrading or acquiring new versions of each standalone application. When one application has a new version, it may require additional integration and maintenance with the other standalone systems in order for it to work, which in the end leads to an increase in hours and costs to maintain. All this, and we still see some agencies “make do” with multiple software applications, even if that strategy may not serve their various stakeholders in the most efficient and effective way possible.

The Benefits of a Single-Provider Software Suite
A single-provider software suite is a collection of software applications that have correlative features and functionality for law enforcement agencies. These suites also share a similar user interface and have the ability to easily exchange data with each other. Agencies who utilize a single-provider software suite experience numerous benefits. Here are a few below:

  • Data in one place.
    The key to avoiding manual work and time-consuming tasks is to ensure your agency has the ability to create, update, or modify data all in one place. For example, with standalone systems, personnel may need to log into several different applications to complete functions. With a single-provider software suite, individuals can utilize any portion of the system and input data that can be easily shared across other portions of the suite — saving valuable administration time. The Benefits of a Single-Provider Software SuiteAdditionally, the right software suite can seamlessly integrate all data, automate data processes and update information in real-time —  making it is easy to generate reports and compare data. Automating such processes also allows agencies to minimize personnel time spent on data-mining activities.
  • Decreased redundant IT tasks.
    Agencies with several standalone systems consume valuable IT time managing, maintaining and upgrading each individual system. A single, holistic software suite streamlines efficiency and minimizes redundancy in IT tasks.
  • Consistent experience.
    Standalone systems will have their own unique user interface designs. With a single-provider software suite, agencies get a consistent UX, which can minimize confusion, reduce learning time and increase overall usability.

Ultimately, with a single-provider software suite, agencies achieve transparency, streamline data, and manage department functions in one place. For these and other reasons, leading agencies are turning to Benchmark Analytics and its suite of personnel management software, which includes the Benchmark Management System® (BMS), First Sign® Early Intervention and Case Action Response Engine® (C.AR.E.).

BMS is a comprehensive software suite that features seven analytics-driven modules, which include: 1) Training 2) Use of Force 3) Internal Affairs 4) Activity 5) Officer Profile 6) Performance Evaluation and 7) Community Engagement. These seven integrated modules capture critical data and departmental reports that are easy to view in the BMS dashboard.

First Sign then leverages the data in BMS and analyzes it to identify officers who are exhibiting both on-track and off-track behavior. Once off-track behavior has been identified in First Sign, Benchmark expedites thoughtful and effective early intervention with C.A.R.E. — a proactive, targeted support program that features research-based case management modules for officer-specific interventions.

To learn more about the Benchmark Analytics Software Suite, visit: https://www.benchmarkanalytics.com/police-force-management-blueprint/

Or, contact us today at https://www.benchmarkanalytics.com/public-safety-demo/

The Advancement of Training Platforms and How Our Curated Content-as-a-Service™ is What Your Organization Needs

Posted on by Amy Vracar

Computer-based training can be traced back to the mini-computer and mainframe of the 1960s and ‘70s. It was the first-time training was conducted without having to rely on printed worksheets or face-to-face instruction, and instead, employees logged into shared terminals to access training materials. It was 1998 when we experienced the first generation of online instruction.

(Source: eLearning Industry https://elearningindustry.com/history-of-blended-learning)

Curated Content as a Service

Today, many organizations deliver online instruction through training platforms, which are online tools that provide training administrators and employees access to information and resources that support training delivery and management. However, not all training platforms are the same, and there are pitfalls to having a legacy platform in place.

What is a legacy training platform?

Legacy training platforms refer to software applications that rely on old methods and have become outdated, such as traditional Content-as-a-Service (CaaS).

Traditional CaaS software provides a content repository, such as a collection of videos, research papers and PowerPoints, to be accessed by organizations for training and professional development needs. While having content in one place is certainly beneficial, there are disadvantages to having this type of legacy system within your organization. Legacy System

For example, some organizations purchase off-the-shelf training that is designed for a mass-market audience versus a specific organization’s need. The traditional CaaS will store the off-the-shelf training, but it lacks the capability to distinguish what training is relevant to your organization’s specific needs. Additionally, protocols and industry standards constantly change, and traditional systems aren’t wired to update courses and content that would be considered outdated or obsolete.

It can also be difficult for training administrators to get to the content they want within the traditional CaaS platform because they’re spending time filtering through unneeded training. In the end, organizations may have learning content that they do not utilize or worse, is not relevant to their current needs.

What is Curated Content-as a-Service?

Engagement is critical when training your employees. According to HR Daily Advisor, “When learners are provided access to personalized, curated learning content that is applicable to their current roles and career trajectories, they will constantly search for opportunities to exhibit the skills they’re learning at work because they’ll be relevant. And when they optimize their performance and see how their learning paths are helping them achieve their goals and move forward in their career trajectories, they’ll be more engaged at work.”

Curated Content as a Service

At Benchmark, we understand that the most successful LMS outcomes is research-driven, evidenced-based eLearning content. Equally important, the most effective LMS is one that engages your employees in a way that inspires them, elevates their skills and improves their performance in meaningful, measurable ways. Which is why our LMS strategy employs Curated Content-as-a-Service™ (C-CaaS) as our differentiating, breakthrough process for enabling 21st century workforce skills in the workplace.

We’ve adapted the 21st Century Workforce Skills model to serve as a roadmap for partnering with public sector entities to create a thoughtful, curated content plan that will elevate your employee skill sets – and measurably improve performance levels ­– to better meet the needs and goals of your agency.

Here’s how the process works:

  • Meet and Assess
    Meet to understand and assess your current training program and compliance needs — as well as the level of workforce skills.
  • Establish Objectives
    Set eLearning objectives to comply with your training guidelines and address specific areas in need of improvement.
  • Curate Content
    Assign a Benchmark C-CaaS team of research-driven content curators to identify and deploy content that meets your objectives — accessing our robust library of eLearning offerings.
  • Configure and Implement
    Collaborate with your employee development team to configure and implement our LMS platform to meet your unique needs.
  • Evaluate and Evolve
    Evaluate your LMS content regularly to track performance, obtain feedback and make informed adjustments to evolve and advance your offerings.

Our LMS was built specifically with public sector agencies in mind. The Benchmark eLearning team includes thought leaders with years of experience in government operations, policymaking, education, professional development and eLearning proficiency.

Their expertise includes research and data analytics, software architecture and design, research-based content curation — along with highly skilled platform configuration, implementation and customer support.

To learn more, visit our Benchmark eLearning Differentiator: Curated Content-as-a-Service™ page at https://www.benchmarkanalytics.com/government-lms/

Funding Resources in Response to the COVID-19 Crisis

Posted on by Amy Vracar

Coronavirus Disease (COVID-19) has impacted communities across the country, as law enforcement and other public sector agencies prepare for the short- and long-term effects of this virus. This includes having tools in place to support staffing, training and communication; having ample supplies such as personal protective equipment (PPE); being prepared for evolving community requests; and delivering plans and procedures that reflect recommendations from local, state and federal authorities. COVID-19 Funding

To ensure that public safety agencies across the U.S. are prepared for the current impact of COVID-19, as well as what lies ahead, Federal grant resources have been issued.

Federal Grant Resources: BJA-CESF
On March 30, 2020 a grant solicitation was shared by the Office of Justice Programs  regarding the Bureau of Justice Assistance (BJA) Coronavirus Emergency Supplemental Funding (CESF) program. The funding program has $850 million available and the BJA intends to make 1,873 awards.

The BJA-CESF program will provide funding to assist eligible states, local units of government, and tribes in preventing, preparing for, and responding to the coronavirus. BJA -CESF

In the solicitation, the BJA shared that “States, U.S. Territories, the District of Columbia, units of local government, and federally recognized tribal governments that were identified as eligible for funding under the Fiscal Year (FY) 2019 State and Local Edward Byrne Memorial Justice Assistance Grant (JAG) Program are eligible to apply under the Coronavirus Emergency Supplemental Funding (CESF) Program solicitation. Only the State Administering Agency that applied for FY 2019 JAG funding for a state/territory may apply for the state allocation of CESF funding.”

The eligible allocations for the FY 2020 CESF Program can be found at: https://bja.ojp.gov/program/fy20-cesf-allocations

What will BJA-CESF be used for?
Funds awarded under the CESF program will be used to prevent, prepare for, and respond to coronavirus. Allowable projects and purchases include, but are not limited to:

  • Overtime, equipment (including law enforcement and medical PPE)
  • Hiring
  • Supplies (such as gloves, mask, sanitizer)
  • Training (such as training management software for organization-wide virtual training — as well as cross-training of personnel for temporary duty reassignment to assure proper coverage of essential duties)
  • Travel expenses (particularly related to the distribution of resources to the most impacted areas)
  • Addressing the medical needs of inmates in state, local, and tribal prisons, jails and detention centers.

BJA-CESF program next steps
The application for BJA-CESF is due May 29, 2020. Cities and states are awarded funding on an ongoing, rolling basis from now till the application due date.

For more information how the BJA-CESF program works and grant submission help, visit our Grants Page at https://www.benchmarkanalytics.com/covid19-grants/.

The importance of COVID-19 data collection
The International Association of Chiefs of Police (IACP) has shared that collecting data and documenting response protocols for future review and assessment during this time is important as well. “While pandemics rarely occur, an agency can learn a lot about its emergency response by studying past efforts,” as stated in IACP’s resource Organizational Readiness: Considerations for Preparing Your Agency for COVID-19. Types of data include, but are not strictly limited to, COVID-19-related calls for service, officer exposure, staffing numbers, and health and wellness measures of officers.

COVID-19 Data Collection

To that, agencies are partnering with personnel management software providers for monitoring, tracking and reporting data. For example, the Benchmark Management System® can create custom COVID-19 Exposure Forms that capture interactions related to coronavirus — to help identify trends, facilitate proactive intervention and help keep department personnel serving on the frontlines safe. This data can also be used post-pandemic to justify reimbursement of expenditures at the state and federal levels.

Visit benchmarkanalytics.com to learn more.

 

21st Century Skills: Developing Today’s Public Sector Workforce

Posted on by Amy Vracar

More than ever before, public safety and other local government agencies – including state, county and all municipalities therein – face a host of challenges within their respective communities.  Creative thinking and discovering new ways to problem solve are critical at this time — as is identifying the most effective means for communication and collaboration between colleagues.

21st Century SkillsWith that said, it is essential for today’s public sector workforces to be equipped with 21st century skills that allow them to be successful in complex work environments . . . while executing daily operations. These skills include:

  • Critical Thinking: The ability to observe, analyze, problem-solve, and make decisions.
  • Creative Thinking: The ability to organize, see what’s not there, and problem-solve in an open-minded, stimulating environment.
  • Collaboration: The ability to work effectively with others, compromise, and delegate.
  • Communication: The ability to share ideas in different formats, both oral and written, as well as actively listening and engage with one another.
  • Information Literacy: The ability to identify, find, evaluate, and use information effectively.
  • Media Literacy: The ability to identify and utilize different types of media — and understand the messages shared.
  • Technology Literacy: The ability to use and understand technology to access, integrate, create and communicate information.
  • Flexibility: The ability to adapt to change, as well as the willingness and ability to respond to changing circumstances.
  • Initiative: The ability to think individually and innovatively, develop and implement something new, unique or improved . . . and make incremental, bold changes to improve processes.
  • Social Skills: The ability to listen, cooperate, and have empathy for others.
  • Productivity: The ability to problem-solve, manage time, handle stress, and make solid, actionable decisions.
  • Leadership: The ability to think strategically, manage people, initiate change —and plan and deliver on proposed activities and projects.

Source: http://www.nea.org/tools/52217.htm

How Do We Advance 21st Century Skills in the Public Sector Workforce?

We are two decades into the century so the concept of  “21st century skills“ is not a new one, and some may assume that today’s workforce has embraced these skills. Yet, research shows that, for many, 21st century skills are still lagging. According to an American Management Association Critical Skills Survey, 51.4 percent of survey respondents said employees had average communication skills — and 46.9 percent stated employees had average skills in creativity. Additionally, in a report by the Stanford History Education Group, individuals in the study demonstrated a lack of literacy skills and had a hard time distinguishing advertisements from news articles . . . or identifying where information came from.

As community leaders, public safety and other local agencies must all take action to continue building these skills. This is not a lofty aspiration.

21st Century WorkforceWith the right tools and plans in place, organizations can provide the training and courses to build their current workforce. Public safety agencies and municipalities can begin by utilizing technology, such as an effective learning management system (LMS), to turbo-charge the learning experience. The Journal stated a 21st century LMS should have an intuitive interface, collaboration tools that go beyond standard teacher-learner communication, analytics and reporting dashboards — and the capacity to structure learning for and individuals, as well as for an entire organization.

Additionally, an effective LMS can provide courses that build specific 21st century skills. A few examples include:

  • Courses that are collaborative and measure success by department or unit results build collaboration skills.
  • Courses that promote cross-cultural understanding build social skills.
  • Courses that provide opportunities for learners to lead, implement and delegate develop leadership skills.

The entire public sector workforce can develop 21st century skills by establishing mentoring programs where individuals collaborate, share knowledge — and communicate both in-person and through written formats. The Alliance for Innovation also suggests organizations can create career development programs, utilizing features in the LMS, where employees move in various directions – gaining essentials skills to keep pace in today’s workplace.

The Benefits Are Clear. 

The benefits of developing your workforce goes far beyond day-to-day operations. By advancing 21st century skills, employees are increasing their capabilities to manage their responsibilities efficiently and effectively — and employers are strengthening their internal groups to develop, grow and lead the organization.21st Century Public Sector Skills

If you are ready to learn more about tools that can help your organization build 21st century skills, take a look at our blog post “The Benefits of a Learning Management System for Today’s Public-Sector Organizations.”

The Benefits of a Learning Management System for Today’s Public-Sector Organizations

Posted on by Amy Vracar

A robust learning management system (LMS) software can make a big impact on an organization’s training and professional development strategy. Case in point: e-learning can increase learning retention rates by 25 to 60 percent (TechJury), vs. 8 to 10 percent with face-to-face training.

So what exactly is a robust LMS?
A comprehensive, top-to-bottom software application that can administer, manage, track and deliver training and learning effectively across an entire organization. It’s software that provides easy ways for administrators to deliver content, as well as easy ways for your workforce to access the information, participate in threaded discussions, and complete courses. These systems built specifically for advancing learning can also be used to host compliance training, as well as generate required reports and certifications.

Public safety, in fact all municipal government sectors that utilize an LMS, can make a huge impact on the way their employees learn and experience professional development. Here are some fundamental things to keep in mind when considering an LMS software for your organization:

1. One size does not fit all.
The unique needs of public safety and municipal agencies are important considerations when it comes to selecting the right training platform partner. Not all systems are alike and can vary in their ability to meet the personalized needs and engagement criteria you’ve set for your team.

Learning Management System, One Size Does Not Fit AllFor instance, an LMS allows organizations to upload all their training content, multimedia, PowerPoints, and much more into a secure platform that allows them to assign training by person, job role, department, unit, or location — all depending on their unique training needs.

According to eLearning Industry, with the right LMS environment, employees feel empowered to interact and engage within the software platform, learn at their own pace, and participate in each step of every course/training session. If an individual prefers team-based learning, they can go through a collaborative training plan with their peers.

2. Enhanced tracking.
For organizations that provide training for multiple employees, it can be difficult to track learner progress and engagement, as well as course completion dates. With a robust LMS software, organizations can easily manage employee training schedules, track learning and professional development activities, and access certifications required for compliance.

Being able to track when individuals finish courses or training segments provides organizations the information they need to move employees along the learning path — whether to continue to develop their skills in current courses or move onto the next online learning activity. It can also inform when the last training was taken, and what must be retaken, to ensure employees’ skills and knowledge are up to date. Additionally, if leadership sees that an employee hasn’t successfully completed courses, they can connect with the employee and collaborate to create a training plan that leads to growth and success.

For public safety agencies specifically, tracking training activities is crucial for managing certifications to meet mandatory compliance. With an effective LMS in place, there is instant insight and visibility into your workforce’s compliance activity through tracking and dashboarding functionalities.

3. Easy access to information.
LMS software provides training administrators and end-users easy access to information, whether it be generating custom reports or access to specific courses. Reports can outline learner progress, as well provide updates on completion of courses and certifications.

Learning Management System Access to InformationGaining access to metrics around course completion and course abandonment allows administrators to evaluate if the content being delivered is serving its purpose by meeting the needs of their organization. It also helps training leaders develop next steps for the organization — whether it be adding new materials and resources or assigning a new version of content for compliance purposes.

The benefits of a robust Learning Management System are real and compelling — which is why so many organizations across the U.S. utilize them. If you are ready to adopt an LMS, or are looking to switch to one built for your public-sector organization, visit
https://www.benchmarkanalytics.com/government-lms/ to learn more.

What Data to Consider when Evaluating a New Officer’s Performance

Posted on by Bob Tulini

You can think about officer performance evaluation from three different, though equally important, perspectives. First, an officer’s performance is evaluated by field training officers (FTOs) based on how well they apply academy techniques to real-world scenarios as new recruits.

Continue reading “What Data to Consider when Evaluating a New Officer’s Performance”