Oral Board Flashcards
Prepare for Oral Board (23 cards)
How are you going to message the Sheriff priorities to your shift?
- Sheriffs Priorities - Reduce Homicides (under 150), Reduce Fatal Traffic Accidents (Under 100), Emphasis on shootings with hits (shoot team), Reduce OIS’s by 50%
- Express to sergeants the importance of proactive policing in an effort to target violent offenders. The importance of traffic enforcement, writing citations to change behavior.
- I would expect my Sergeants to relay the message and priorities to their squads.
- Share personal story to drive the importance home - PSR child died in car accident.
Name some of the recommendations from the 1 October Report?
- Dispersed Leadership is an approach where leadership roles and responsibilities are shared across multiple individuals or groups.
- Leadership is distributed among people with the right skills or expertise, regardless of rank.
- Team-driven decision making: Encourages open communication and input from various members.
- Flexibility: Different individuals can take lead depending on the situation or task.
- Some of the recommendations within the Dispersed Leadership section where to Create Policy, Procedures, and Protocols that describe the roles responsibilities, and expectations during a significant event (MCI). This recommendation also expands to all heads of law enforcement agencies within Clark County.
- Another recommendation was to ensure regular tabletop and full-scale exercises with Top Agency Leaders of nearby and partner jurisdictions were conducted.
Name some of the lessons learned from the Protest and Civil Disorder Incidents: After Action Report and how those lessons impacted the LVMPD in addressing protests.
- In the after action report, there were six key assessment areas, but to me, the two most important were Event Planning and Communication.
- Event planning, the most important aspect was to spur the development of LVMPD Protest Policy. Having a specific policy for protests gives all officers and supervisors clearly defined expectations and outlines LVMPD’s response to Civil Disorder & Protests.
- Another important aspect of Pre- Planning was need to prioritize consistent and accurate IAP’s related to protest events.
- Several of the items IAP’s need to focus on are disobedience & disorder plans, crowd dispersal plans & dispersal order instructions, and special tactics and circumstances.
- The second important assessment was Communication - Both Internal and External.
- Dispersal orders must be clear, concise, and inform all protesters that the assembly has been deemed unlawful. Additionally, they must provide warning that enforcement action will occur for failure to disperse. A clear egress route must be announced and provided.
- End on positive note, weave in Mission Statement, provide exceptional police service in partnership with the community. Ensuring their First Amendment Rights are upheld while keeping the public safe.
As a patrol lieutenant you will be faced with many staffing issues. Before the start of your shift, one of the graveyard sergeants comes to you and advises you that 5 of his 9 officers are off tonight. How will you address your staffing issue for the upcoming shift and how will you address your staffing in the future.
- Meet with sergeants to understand why 5 of his 9 Officers are off on a single shift (all sick, long term FMLA, or poor planning by Sergeant approving vacation)
- Determine the shifts mandatory Staffing Levels. Will other squad have enough Officers present to cover staffing levels?
- If not, other alternatives, requesting the shift prior for volunteers to stay over for Compensation time.
- If long term - plan moving forward to schedule additional officers to come in for OT/Comp Time.
- If Short term - discuss why staffing problem occurred and make sure if it was an oversight, that sergeant is more careful moving forward and explain how issue affects the entire shift (egregious error, written contact after counseling session). Foster leadership and accountability.
- Notify Captain if staffing is below minimum.
For this question, you are a newly promoted SEAC graveyard lieutenant. Business robberies on your shift are up 50% from 2024. How will you address these robberies?
- Gather as much intelligence as possible through ACIO’s and Commercial Robbery. STRATEGIC prevention and reduction in crime through INTELLIGENCE based policing.
- I would Develop an IAP to address the rise in Commercial Robberies. (Deployment, location, times, resources)
- Another aspect to this IAP will be Community Outreach. I will ensure COP Officers make contact with businesses in the affected area to inform them of the increase and steps they can take to keep themselves safe.
- Discuss plans with Sergeants, ask for feedback and input. Ensure sergeants are carrying out the mission and holding their Officers accountable as it relates to the deployment plan and execution.
- Additional resources that can be used to assist in the plan, local entities (Flex - plain clothes, COP - business outreach, DP units - proactive marked units). Outside entities (Commercial Robbery, Fusion, CIU, Drone Units)
- Ensure Captain is made aware of the efforts being made to combat the Robbery increase.
- 30 Day Follow-Up to check effectiveness. End positive; I expect Robberies to be down and would have a clear goal to end the year below 2024’s totals.
For this question, you are a recently promoted EAC graveyard lieutenant. During the previous shift, three of your officers and their sergeant responded to a dead baby call. The sergeant advised you that one of the officers was visibly shaken by the event. As the shift commander, what would you do to help?
- Meet with all involved to discuss the incident and get an idea of what occurred. Ensure during this meeting that they are made aware of PEER and their services.
- Bring the human element to your officers/sergeant; Own personal experience with a gruesome scene and use of PEAP services. Beneficial for me, will be beneficial for them.
- Ensure that PEER is notified of the incident and that they will reach out to each officer and sergeant.
- Document in a Significant Event Report through Blue Team to send to EIIP.
- Mission - To prioritize the mental well-being of our employees.
For this question you are a newly promoted BAC graveyard lieutenant. You learn from your Captain that one of your squads is under performing with proactivity. As you look at the numbers it is clear they are the lowest performers at the station on any shift. It is the middle of the week off squad, and they have had 6 different sergeants over the past year. How will you address this problem?
- Review stats from the past few months to get a full picture.
- Meet with sergeants on other squads who have been at the station and may have insight into the squads productivity issues.
- Meet with the current sergeant of the squad. Most likely just arrived and hasn’t had time to affect change. Discuss problem with him and the ideas he has to fix their productivity.
- Gather buy in and motivation by making this a goal for him to succeed in turning his squad around. Reinforce that it is the vision of the department for Las Vegas to be the safest community in America, and that we are only as strong as our weakest link, and that his squad can make a difference.
- Foster leadership and accountability to increase their proactivity. Follow-Up with Sergeant and Squad in 30 Days to determine effectiveness.
There was a question about October 1. How will you prepare your team in the event of a mass casualty incident?
- Preparation starts long before a mass casualty incident.
- Training, specialty training (active shooter training, MACTAC, etc.), Table Tops, Briefing room discussions.
- Specifically as a Lieutenant I would ensure that my expectations to my sergeants are well established. Ensuring that they know if an incident occurs within our area command they are to immediately take action, begin assembling their team, and ending the threat.
You find out that one of the FTO’s on your shift was having a sexual relationship with one of his trainees. How would you handle the situation as a Lieutenant?
- Immediately separate the two from working together. (Moving FTO as he is the one in the supervisory role and should have known better)
- Identify the FTO as being in a supervisory role to the Trainee - potential for a Quid Pro Quo sexual harassment claim.
- Ensure Sergeant immediately directs the FTO/Trainee to stop the conduct. And to have him meet with both the trainee and the FTO. Be apart of meetings.
- Notify your Captain of the incident and ensure Sergeant notifies EDS.
- Work with EDS as it relates to the investigation and ensure that an SOC is completed.
- Meet with FTO’s and FTO Sergeants to discuss the issue and ensure it does not occur again. Discuss how FTO’s are held to a higher standard and they need to uphold the Departments Values, in this instance it’s Integrity and doing the right thing when others aren’t looking.
How would you as a lieutenant sell the Reducing Traffic Fatalities initiative to your sergeants and officers?
- I would Discuss the stats of Fatal Accidents every year with my sergeants. That each accident is at least one person not going home to their families ever again.
- I would ensure that my sergeants and myself discuss Traffic Enforcement in briefings.
- Reducing Fatal Traffic accidents are important to me due to a previous employee whose daughter was killed in a traffic accident.
- Ensure officers know the pain and grief that can be caused by reckless driving.
What type of leader are you and describe it based on leadership knowledge.
- Authoritative Leadership : This emphasizes a “Firm but fair” approach.
- I lead with a clear vision, confidence, and strong guidance while fostering respect, collaboration, and trust among my team. The two things I always ensure I adhere to are 1. Giving clear directions and 2. Treating those fairly through accountability.
- Patrol: Fostering leadership and accountability: Emphasis on proactivity in order to carry out the Sheriff’s priority of reducing violent crime. I also set a goal for myself to improve my employees abilities and to work towards their goals.
- PD: The direction and example I set is to strive towards making Las Vegas the safest community in America - Injecting Humanity with relentless follow-up and exemplary customer service.
- As a leader I strive to empower my employees to be successful and enjoy seeing them succeed. I will always push my employees to be more effective and efficient in their roles. Encouraging them to work towards their own goals. As a shift lieutenant I hope to be able to have an even larger impact by providing strong leadership while overseeing an entire shift, not just a single squad.
How would you as a lieutenant motivate officers to keep their BWC on your sergeants and officers?
- Big advocate for BWC, mindset: if you are operating within policy and the law, the BWC does nothing but help you.
- Took part in the initial UNLV Study and was apart of the initial group of BWC users group.
- I would discuss the BWC experiment and my own participation in it with my sergeants and ensure they discuss the benefits of BWC’s in briefings.
- Ensure sergeants are reviewing BWC Activation reports monthly to ensure each officer is staying above the minimum activation rate and leaving cameras on for the entirety of calls.
- Show videos in briefing of BWC protecting Officers against false accusations.
- I was apart of an OIS during the implementation of the UNLV Study and the department was able to use my BWC to release during their 72 Hour briefing. One of the first BWC video releases on an OIS. Able to show the immediate aftermath of the incident and Officers taking life saving measures on the wounded suspect.
LVMPD’s Efforts on Community Oriented Policing, legitimacy, policing, and training. How has LVMPD built trust with the community?
- Starts with making an effort to identify community trust as a top priority and emphasize it. Getting ahead of a potential problem that other agencies have dealt with.
- LVMPD has been at the forefront of transparency. Identifying Officers use of deadly force as a very sensitive issue with the community and ensuring that they are provided as much information as soon as it is known (scene media release, 72 media briefing, citizens who are apart of the Citizens Review Board).
- First large department to implement BWC’s. Worked with UNLV to study their effectiveness.
- COP and OCE bureau to continue to build trust and outreach within the community.
What does De-Escalation mean to you? And how will you communicate it to your section?
- De-Escalation to me, means an attempt at slowing the momentum and trying to stop an incident or possible incident from escalating to a deadly force incident.
- De-Escalation starts from the moment a call is broadcasted or a stop is initiated.
- As a lieutenant it would be my goal to instill the departments and my desire to de-escalate on every call, specifically on potentially critical incidents. Ie. meeting with sergeants, giving clear expectations, ensuring they are going over good examples in briefing and table topping, also ensuring that I am in briefing and re-iterating those sentiments.
- An example incident. Suspect w/large glass bottle swinging at random citizens. Attempted to gain compliance from verbal communication, used LL Shotgun to de-escalate incident to take suspect into custody without having to use higher use of force.
What is COP and how does it help?
- COP is defined as Community Oriented Policing.
- Holistic approach to assist an area command and serve the citizens of that area.
- Before, during, after an incident.
What are some of your education, training, and experiences. And how does it relate to the position of Lieutenant?
Opening: Prior to joining Metro, I completed my Bachelors Degree at Michigan State University in 2007. I completed my bachelor’s degree in four years while also working part time. This helped me to prioritize good time management. In 2008 I moved to Las Vegas and hired on with LVMPD. I have been on the department just over 16 years. While on the department I have taken numerous classes which are applicable to the position of Patrol Lieutenant. I have taken the ICS classes, basic instructor development, CIT, How to lead and respond to a critical incident, Search Warrant Preparation and Execution, and Doug Gillespie’s Leadership seminar. I also have been a member of the LVMPD Commendations Board for 3 years. This board reviews and approves certain recommendations for commendation for Department Members who were directly involved in a specific incident.
During my time on the department I have served in several different capacities. As a police officer I spent 6.5 years in patrol, primarily in South Central Area Command. I was then an FTO for 2.5 years. Being an FTO was very beneficial to my career. It placed me in a supervisory role, allowing me to develop my leadership skills. At the same time I was also able to give back to the department by training and developing new Officers, while putting my imprint on their work ethic, knowledge, and professionalism. Responded on OIS, received unit meritorious award
I then promoted to Sergeant in 2016. I have been a sergeant for 8 years. I spent my first four years as a Patrol Sergeant. I worked in several different area commands before making my way back to South Central where I spent 3 years. During those years I took over a very junior patrol squad with 11 PO1’s. This allowed me to mold and develop new officers into a cohesive, hard working, team oriented Patrol Squad. I instilled a hard work ethic into my Officers, and we quickly became one of the most productive squads at the station. Trusted by Lieutenant and asked to be the acting lieutenant on several occasions, attending weekly management meetings. I think this demonstrates my ability to develop and inspire officers with my leadership.
I then tested and transferred to Patrol Investigations in 2021. I have been a PD Sergeant for 4 years now. Moving to investigations was very beneficial for me, allowing me to gain knowledge and experience in investigations. I have overseen and ran complex investigations, reviewed hundreds of Search Warrants, and worked numerous high profile investigations. My supervisory experience in both Patrol and Patrol Investigations will assist me in my day to day operations as a Patrol Lieutenant and allow me to hit the ground running day one.
Is there anything else you would like to add?
Closing: I would like to thank you for taking the time to grade this Lieutenants Testing oral board.
I’d like to touch on two things, first being my passion to promote is fueled by my desire to have a larger impact on this department. I believe as a Sergeant I have been able to provide strong leadership and a positive work environment for my squad. But I want to do more, I want to have more responsibility and be more impactful on the department. Being a shift lieutenant would give me the ability to influence and direct an entire shift. I have a passion for developing, training, and mentoring. If given the opportunity, I am excited and motivated to have a positive influence on more Officers.
Secondly, one thing that has sets me apart from other candidates is my work ethic. I am sure you will hear from many great candidates, however, none of them will work as hard as me. Any squad or section I have ever been at, I’ve always strived to be the hardest worker. I believe the only thing you’re entitled to is to work as hard as possible and earn the privilege to wear the LVMPD Uniform. And I will continue to work to earn that privilege every day.
Discuss an unpopular decision you made as a leader. What you did you overcome it and what you learned from it.
- Upon arriving at EAC, case distribution was changed for Day Shift to handle all property and domestic violence cases. The majority of cases assigned for the station.
- Senior squad, wanted to work all cases, did not want to be specialized.
- Challenged them to take the good out of it. Victims of DV most at risk for potential violence; must inject humanity for the victim.
- Look at the victims of a Burglary, do not know suspects, true victims; Also extremely difficult to solve. Challenged them to have a higher solve rate on Burglaries and specifically series/high profile events.
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Sheriff’s Initiative - Injecting Humanity. What does it mean to you and how will you communicate it to your shift?
- Acting with HEART, not just procedure
- Treating people fairly, understanding backgrounds, and exercising discretion
- In leadership, it might mean listening to your team and showing genuine care for their well-being
Extreme Ownership - What does extreme ownership mean to you? And why do you think this is important?
- No bad teams, just bad leaders
- The why is important
- Check your ego at the door
UOF Scenario - Review UOF, seeing a trend of excessive force. How will you as a Lieutenant deal with this issue on your shift.
- Refernce Culture of Cooruption class, first sign is lying on reports
- Expand on
Opening
Sheriffs Priorities - How will you message out these to your section?
Injecting Humanity - What does it mean to you, and how have you used it in your work?
1 October question - What are some of the recommendations from the 1 October AAR?
Jocko Wilneck - Ensure no bad leadership: How will you apply these principals to your work?
Exigent Circumstances - Anthony Bandiero
FTO Dating Trainee - You find out an FTO is having a dating relationship with a trainee, how will you handle this?
Closing
Yay
Immigration Question
- It is the policy of this Department that we do not enforce Federal Immigration law.
- If an arrest is made, we do provide arrest status to ICE if
