Publications
2005 Law Enforcement Bulletins
FBI Home Page
Privacy Policy

FBI Law Enforcement Bulletin

June 2005 Volume 74 Number 6

United States Department of Justice
Federal Bureau of Investigation
Washington, DC 20535-0001

Robert S. Mueller III Director

Contributors’ opinions and statements should not be considered an endorsement by the FBI for any policy, program, or service.

The attorney general has determined that the publication of this periodical is necessary in the transaction of the public business required by law. Use of funds for printing this periodical has been approved by the director of the Office of Management and Budget.

The FBI Law Enforcement Bulletin (ISSN-0014-5688) is published monthly by the Federal Bureau of Investigation, 935 Pennsylvania Avenue, N.W., Washington, D.C. 20535-0001. Periodicals postage paid at Washington, D.C., and additional mailing offices. Postmaster: Send address changes to Editor, FBI Law Enforcement Bulletin, FBI Academy, Madison Building, Room 201, Quantico, VA 22135.

Editor
John E. Ott

Associate Editors
Cynthia L. Lewis
David W. MacWha
Bunny S. Morris

Art Director
Denise Bennett Smith

Assistant Art Director
Stephanie L. Lowe

This publication is produced by members of the Law Enforcement Communication Unit, Training and Development Division.

Internet Address leb@fbiacademy.edu

Cover Photo © Digital Stock

Send article submissions to Editor, FBI Law Enforcement Bulletin, FBI Academy, Madison Building, Room 201, Quantico, VA 22135.

Features

The Law Enforcement Intelligence Function
By David L. Carter
A robust intelligence capacity can help law enforcement agencies share information and fulfill their mission as society’s protectors.

Activity-Based Budgeting
By Jon M. Shane
This budget type can link activities to expenses, giving executives a better understanding of the full costs of service and resource allocation.

The Supreme Court Brings an End to the “End Run” Around Miranda
By Lucy A. Hoover
Courts consider a number of factors when determining whether suspects subjected to two-tiered interrogation tactics have waived their Miranda rights knowingly, intelligently, and voluntarily.

Departments

Book Review
Police Traffic Stops and Racial Profiling

ViCAP Alert
Unidentified Homicide Victim

Unusual Weapon
FM Radio

 

The Law Enforcement Intelligence Function
State, Local, and Tribal Agencies
By DAVID L. CARTER, Ph.D.

© Digital Vision Photograph of Globe of the world

Law enforcement intelligence has changed dramatically since the terrorist attacks of September 11, 2001. Fueled by the need for more widespread information sharing and a higher quality of intelligence for counterterrorism, these reforms also have helped law enforcement agencies investigate criminal enterprises and prevent crimes of all types.

With the development of the intelligence-led policing (ILP) philosophy and its operationalization through the National Criminal Intelligence Sharing Plan (NCISP), state, local, and tribal law enforcement organizations have begun to revisit their roles in intelligence processes. Agencies that have intelligence units should reexamine their operating policies and guidelines to ensure consistency with national standards, contemporary laws, and current acceptable practices. Those without such units need to develop some type of intelligence capacity, even if it consists of only one person trained to understand the language, processes, and products available. This individual can serve as the department’s intelligence contact point, as well as the conduit to disseminate information to those who need it.

The foundation of developing an intelligence capacity rests on understanding its role in the overall mission of the organization. ILP serves as the contemporary model for this function.1 Emerging as a concept following an International Association of Chiefs of Police (IACP) summit on intelligence and information sharing, ILP seeks to provide guidance on operational activities based on empirical evidence objectively assessed and analyzed.2

As the community policing philosophy evolved by embracing problem solving and, most recently, Compstat, it became clear that law enforcement agencies could effectively manage crime and disorder in their communities by basing their operations on an analysis of empirically collected data on trends of concern.3 While analysis (including Compstat) tends to concentrate on street crimes and burglaries within a jurisdiction, ILP focuses on complex, multijurisdictional crime and terrorism. Like community policing, ILP is proactive, giving operational guidance and, hence, using resources more efficiently and effectively. Importantly, ILP provides philosophical integration of intelligence activities within law enforcement operations, rather than being an undefined tangential activity as was too often the case in the past.


Of course, any concept must be translated to practice to have an effect. As a result, the NCISP serves as a blueprint for administrators to promote intelligence sharing while, at the same time, protecting citizens’ constitutional rights. The plan establishes standards for maintaining records, training personnel, developing information-sharing partnerships, and generally enhancing the ability of the law enforcement community to prevent terrorism and organized crime through a robust intelligence capacity.

The emergence of ILP and the NCISP significantly enhanced the law enforcement intelligence function. The challenge now centers on implementing these initiatives in America’s law enforcement agencies, addressing the concerns expressed by citizens on matters of privacy and the expression of free speech, and accomplishing these objectives in a relatively short time frame.

PURPOSE SERVED

In the purest sense, intelligence is the product of an analytic process that evaluates information collected from diverse sources, integrates the relevant data into a cohesive package, and produces a conclusion or estimate about a criminal phenomenon by using the scientific approach to problem solving (i.e., analysis). Thus, intelligence, a synergistic product, can provide meaningful and trustworthy direction to law enforcement decision makers about complex unlawful activities, including criminal enterprises and extremists, as well as terrorists.

Essentially, an intelligence function within a law enforcement organization serves two broad purposes. The first involves prevention (tactical intelligence). This includes gaining or developing information related to threats of terrorism or crime and using this information to apprehend offenders, harden targets, or employ strategies that will eliminate or mitigate the threat. The second purpose covers planning and resource allocation (strategic intelligence). The intelligence function provides information to decision makers about the changing nature, characteristics, and methodologies of threats, as well as emerging threat idiosyncrasies, so they can develop response strategies and reallocate resources as necessary to accomplish effective prevention.

While investigation clearly constitutes part of the information collection process, the intelligence function often is more exploratory and broadly focused than a criminal investigation, per se.4 For example, a law enforcement department may reasonably suspect that a person or group has the intent, capacity, and resolve to commit a crime or terrorist act. However, evidence may fall short of the probable cause standard, even concerning an arrest for criminal attempt or conspiracy. Moreover, a compelling community safety reason may exist for keeping an inquiry open to identify other criminal offenders, notably leaders, and weapons that they may use.

Because of this broader role, as well as the need to keep information secure and to maintain records on individuals where evidence of criminal involvement is uncertain or tangential, law enforcement agencies must abide by rigid guidelines that protect the constitutional rights of citizens while, at the same time, permitting inquiries to proceed for purposes of community safety.5 These guidelines also facilitate accurate and secure information sharing because the nature of terrorism and criminal enterprise threats are inherently multijurisdictional. Further, if law enforcement organizations at all strata of government subscribe to the same guidelines, they can increase information sharing because they know that the security and integrity of the records will remain intact.

ACCOUNTABILITY FACTOR

Law enforcement agencies must consider many factors in the development of an intelligence function; however, a number of contemporary issues rank as the “first among equals” in today’s environment. Part of the reason lies in a well-publicized history of past abuses of information collection and record keeping. As a result, various watchdog groups and members of the public have begun to scrutinize law enforcement intelligence operations. Moreover, modern police managers insist on careful accountability in the intelligence function because of the responsibility to uphold citizens’ rights, as well as to reduce exposure to liability.

Criminal Predicate

Lessons learned from a legacy of lawsuits against intelligence units dating back to the 1960s clearly demonstrate that departments cannot collect information about individuals and store it in an intelligence records system unless a criminal predicate exists. This often proves more difficult than it may appear. Individuals who support an unpopular cause, have radical beliefs, or express an ideology that undermines America’s founding principles may be distasteful, but these actions fall within their constitutionally protected rights. As such, agencies may not keep intelligence records on them, even ones personally held by unit employees, unless a reasonable suspicion documented in the records system demonstrates that the individuals are involved in criminal activity.

Policies and Procedures

To ensure that intelligence files meet constitutional standards, law enforcement organizations must establish policies and procedures concerning the collection, assessment, storage, dissemination, and purging of criminal intelligence records. Agencies that receive federal funding for a multijurisdictional intelligence records system must adhere to the federal regulation 28 CFR Part 23, which establishes guidelines for submitting and entering data, securing the system, accessing the system for inquiries, disseminating information, reviewing records, and purging data. While the regulation exempts single-agency and nonfederally funded systems, adhering to the standard remains a sound practice, especially as an affirmative defense in a liability lawsuit related to records keeping.6

Collection Issues

Permeating both the criminal predicate and records system concerns is the collection and retention of information about people protesting issues in support of positions viewed as extreme that conceivably may result in violence, criminal disorder, or property damage.7 In such cases, the existence of a criminal predicate often is unclear. It proves difficult, if not impossible, to determine when members of a demonstration may continue a vocal, yet lawful, protest versus those who commit a criminal act, sometimes out of spontaneity. Often more problematic— for political, rather than legal, reasons—is an undercover officer’s attendance at an open planning meeting of a protest group to identify participants and assess the probability of unlawful actions.

On one hand, collecting information on people in situations where criminal activity is only a possibility may violate their civil rights if no crime occurs and the records remain on file. Conversely, not gathering it may be negligent should community security become compromised if violence or property damage emerges from the event.

Departments should collect information that relates to establishing a criminal predicate, identifying and apprehending criminal law violators, gathering evidence and witnesses to support prosecution, and ensuring that community safety is not compromised. Information about demonstrators may include—

To best accomplish these goals, law enforcement organizations should have clear procedures and training in place to deal with these issues. The following recommendations are perhaps the most restrictive approach to information collection under these circumstances; however, they nonetheless present an avenue to afford both the strictest protection of citizens’ rights and the greatest precaution against liability.


© PhotoDisc

REQUIREMENTS AND PRODUCTS

Law enforcement departments should focus on what they do not know. “The absence of evidence is not the absence of a threat.”8 Agencies define intelligence requirements to gain these new insights. If they develop new intelligence, they must transmit it in a consumable form to permit personnel— from the executive to the street officer—to make the best decisions about how to deal with the threats.

Comparing Compstat and Intelligence-Led Policing

Compstat

Commonalities

Intelligence-Led Policing

• Single jurisdiction

Each has a goal of prevention

Each requires

• Organizational flexibility

• Consistent information input

• A significant analytic component

• Multijurisdiction

• Incident driven

Bottom-up driven with respect to operational needs

• Threat driven

• Street crime and burglary

• Criminal enterprises and

terrorism

• Crime mapping

• Commodity flow; trafficking

and transiting logistics

• Time sensitive (24-hour feedback and response

• Strategic

• Disrupt crime series (e.g., burglary ring)

• Disrupt enterprises

• Drives operations

• Patrol

• Tactical unit

• Investigators

• Drives operations

  • JTTF
  • Organized crime investigations
  • Task forces

• Analysis of offender MOs

• Analysis of enterprise MOs

 

Intelligence Requirements

In essence, an intelligence requirement seeks to fill a gap with the missing information that a decision maker needs.9 Defining a requirement is not necessarily an easy process. It involves detecting the potential threats (terrorist or criminal) within the jurisdiction and determining their veracity, as well as identifying potential targets in the area and assessing their vulnerability. Throughout this process, occasions will arise when departments have insufficient information to make judgments, thereby encountering an intelligence requirement. Threats will change over time, obligating agencies to make this process consistent. While the effort may appear laborious, it nonetheless provides the best use of resources because it focuses on true needs, not random or nonessential information.

Law enforcement organizations must report requirements in an easily understood manner that specifically addresses the need they fulfill. Hence, in the planning process, an intelligence unit should define its products, a series of regularly prepared intelligence reports that have a specific format and convey an intended message.

Intelligence Products

To accomplish its goals, the unit should place intelligence and critical information in a format that maximizes the consumption and use of the knowledge. The report should identify the targeted consumer (e.g., patrol officers, administrators, or task force members), clearly convey the critical information, identify time parameters wherein the intelligence is actionable, and provide recommendations for follow-up.10 Intelligence products prove most useful when each has a specific purpose; follows a consistent, clear, and aesthetic format; and contains all of the critical information that the consumer needs without superfluous details. The types of products will vary by the character of the department (e.g., state/local, urban/rural, or large/small), as well as the collection and analytic capacity of unit personnel. As a general rule, agencies may need only three specific reports: 1) those that aid in the investigation and apprehension of offenders; 2) ones that provide threat advisories to harden targets; and 3) those that assist with planning and resource allocation. Without fixed, identifiable intelligence products, departments will waste efforts and share information ineffectively.

Operational Intelligence

This information often places law enforcement organizations in a controversial position. For purposes of community safety, agencies need to maintain information on some people and organizations for two reasons: 1) their potential to commit crimes and 2) their existence as bona fide threats, although the parameters often prove difficult to specify. Departments monitor and record actions and affiliations of these individuals to help prevent future crimes or to build a criminal case later. Inherently problematic is the idea of a future offense. What is the rationale for keeping information on a person or group who has not committed a crime, but might? Essentially, if a compelling interest for community safety exists, law enforcement administrators can make an effective argument to maintain records on individuals who threaten that safety as long as they can present reasonable justification to show a relationship to criminality.

In this type of intelligence, a unit creates no product, per se, but, instead, develops regularly prepared and disseminated operational records on people and groups who pose threats.11 Departments must maintain an important, yet difficult, balance: ensuring that no violation of constitutional rights occurred during the course of the process while, at the same time, compiling a resource of credible information for legitimate law enforcement purposes.

DISSEMINATION PROCESS

Obviously, dissemination represents the heart of information sharing. Agencies must establish policies with respect to what types of data they will impart and to whom. Critical to appropriate dissemination is understanding which persons have the right and the need to know, both within the agency and externally. In some cases, the occasion may arise for multiple versions of one product. For example, a nonsensitive public edition of a report could advise citizens of possible threats, whereas another would provide more details to law enforcement personnel.

With dissemination of sensitive material, a department should impose the third-agency rule, which means that any recipient of intelligence cannot share the information with another organization. This affords some degree of control and accountability, yet allows the originating department to waive the rule when appropriate.

Clearly, electronic networking provides the most efficient way to share information. With availability of secure e-mail systems, as well as Intranets in growing numbers of agencies, dissemination has become faster and easier. The caveat, however, is to ensure that the intelligence products contain essential information and reach the correct consumer. If reports deluge law enforcement officers, the overload will have the same outcome as not sharing information at all. That is, if officers delete intelligence products without reading them, then the effect becomes the same as not disseminating them in the first place.

STANDARDS AND INITIATIVES

To create the most professional and effective intelligence function, law enforcement executives should consider adopting a number of standards and initiatives. While most are not required, they nonetheless contribute to the efficacy of intelligence operations while concomitantly protecting civil rights and reducing liability.

• Defined activities designed exclusively to prevent and control crime with no political, religious, or doctrinal purpose

An intelligence unit does not need to incorporate all of these factors verbatim. Rather, adherence to the spirit of the standards as an overarching philosophy that is operationalized via policy and procedures in a manner consistent with local law will suffice.

CONCLUSION

The terrorist attacks of September 11, 2001, brought the intelligence function of the law enforcement community to the forefront. Increased awareness of the need for compiling essential information on those who threaten the safety of all Americans has changed the profession’s role from solely fighting crime and disorder to include combating terrorism.

Officials responsible for any aspect of law enforcement operations must understand current intelligence initiatives as they become part of the fabric of the overall security of this country. Recognizing the importance of a robust intelligence capacity can help agencies work together to share information and fulfill their mission as society’s protectors.

Endnotes

1 http://www.theiacp.org/documents/pdfs/Publications/intelsharingreport% 2Epdf

2 http://policechiefmagazine.org/ magazine/index.cfm?fuseaction=display_ arch&article_id=137&issue_id=112003

3 Jon Shane, “Compstat Process,” FBI Law Enforcement Bulletin, April 2004, 12-21; “Compstat Design,” FBI Law Enforcement Bulletin, May 2004, 12-19; and “Compstat Implementation,” FBI Law Enforcement Bulletin, June 2004, 13-21.

4 In the context of law enforcement intelligence, investigation is the pursuit of data based on leads and evidence associated with a particularly defined act to identify and apprehend offenders for prosecution. Information collection is the capture of data based on a reasonable suspicion of criminal involvement for use in developing cases, identifying crime trends, and protecting the community by means of intervention, apprehension, or target hardening.

5 This includes information in an intelligence temporary file, as well as noncriminal identifying information as defined in 28 CFR Part 23.

6 The File Guidelines prepared by the Law Enforcement Intelligence Unit (LEIU) may provide the best model for translating this regulation to policy and procedures. The provisions of this model have withstood the test of challenges and are comprehensive in nature. See http://www.leiu-homepage.org.

7 An extremist ideology is one in which a commonly accepted set of core beliefs are interpreted and often applied in a frequently literal manner, rather than a spiritual one, and embodies attitudes and values considered unreasonable and unacceptable to conventional doctrine.

8 From a presentation by FBI Executive Assistant Director Maureen Baginski at the Police Executive Research Forum Conference on Intelligence, Washington, DC, December 16, 2003.

9 From a presentation by FBI Executive Assistant Director Maureen Baginski at the Major City Chiefs Intelligence Commanders Conference, Washington, DC, April 6, 2004.

10 For example, follow-up instructions may direct a patrol officer to complete a field interview card, notify a special unit, conduct surveillance of the target, or take safety precautions.

11 Agencies must make distinctions between people who make threats and those who pose them. A person may pose a threat without making one and vice versa. This represents an intelligence requirement.

12 Supra note 1.

13 http://it.ojp.gov/topic.jsp?topic_id=8

14 http://it.ojp.gov/topic.jsp?topic_ id=93

15 http://www.ojp.usdoj.gov/odp/docs/ODPPrev1.pdf

16 http://www.calea.org/newweb/ accreditation%20Info/descriptions_of_ standards_approv.htm

17 http://it.ojp.gov/process_links.jsp? link_id=3774

18 http://it.ojp.gov/process_links.jsp? link_id=3773

19 http://www.theiacp.org/documents/ index.cfm?fuseaction=document&document_type_ id=1&document_id=95

20 http://www.theiacp.org/documents/ index.cfm?fuseaction=document&document_ type_id=1&document_id=94

21 For one example, see the Santa Clara, California, Police Department’s Value Statements at http://www.scpd.org/ value_statement.html.

22 http://www.iir.com/28cfr/

23 http://www.ncja.org/pdf/privacyguideline.pdf

24 http://it.ojp.gov/documents/asp/

 

Subscribe Now

Subscribe Now United States Government Order Processing Code: *5902 Credit card orders are welcome! Fax orders: 202 512 2250 Phone orders: 202  512 1800 Online orders: bookstore.gpo.gov _____ Yes, please sent _____ subscriptions to: F B I Law Enforcement Bulletin ( F B I E B ) at $36 each ($45 foreign) per year. Price includes regular shipping & handling and is subject to change. The total cost of my order is $ _____ Name or title Company name Room, Floor, Suite Street Address City State Zip Code + 4 Daytime phone including area code Purchase order number (optional) Check method of payment Check payable to Superintendent of Documents _____ G P O Deposit Account _______-_ _____ Visa   _____ Master Card   _____   Discover ____________________ Expiration Date ____ Authorizing signature Mail to: Superintendent of Documents, P O Box 371954, Pittsburgh P A 15250 - 7954 Important Please include this completed order form with your remittance. Thank you for your order!

Book Review

Police Traffic Stops and Racial Profiling by James T. O’Riley, Charles C. Thomas, Publisher, Springfield, Illinois, 2002. In Police Traffic Stops and Racial Profiling, the author provides a unique and comprehensive review of the literature, yet distills his research so that the critical information needed can be of great value to law enforcement organizations. The book’s broad definition of racial profiling includes any actions “based upon racial or ethnic stereotypes and that have the effect of treating minority motorists differently than nonminority motorists.”

Much of this interesting and well-re-searched text deals with department wide enforcement on civil rights laws under U.S. Code 42, Section 14141, along with some drastic consequences for law enforcement administrators should such a decree be levied. In-depth, the author dissects the consent decree section and its application to the New Jersey State Police experience.

An outstanding book, it presents reviews on the evolution of traffic stops versus constitutional decisions by the U.S. Supreme Court through the more recent decades. It also ad-dresses both sides of the issues, including what the critics have to say about the concerns of racial profiling.

The book contains six critical steps pro-posed for law enforcement administrators to use in not violating racial profiling during traffic stops. These are supported by 20 outlined areas that can impact departmental budgets if law enforcement agencies are affected by an imposed consent decree.

The book design, in its distilled concept, addresses the core of issues and their responses with appropriate endnotes listed at the conclusion of each chapter. This allows the reader an easy and quick review of specific references and comments to the chapter. This book covers the necessary information for all law enforcement agencies at each level—city, county, state, and federal—that may need to address the ramifications of traffic stops and racial profiling. A major strong point about the book is a 38-page appendix, designed in an outline format. It commences with the first 5 pages of the New Jersey official joint application consent decree followed by 33 pages of the New Jersey decree concerning the state police, a crucial guide for other law enforcement administrators, managers, and first-line supervisors.

In addition, the applicability of this book includes, but is not limited to, all law enforcement training academies, in-service training programs, police-civilian review boards, and fraternal orders of police. Furthermore, it is recommended for policy and procedure writ-ers, prosecutors and defense attorneys dealing with racial profiling cases, and applicable members of the U.S. Department of Justice, U.S. Senate and House of Representatives, state attorney general offices, and state legislatures.

Police Traffic Stops and Racial Profiling was a distinct pleasure to read. It is well de-signed and written in a comparative analysis format that is understandable.

Reviewed by Major Larry R. Moore (Ret.) U.S. Army Military Police Corps Life Member, International Association of Chiefs of Police Knoxville, Tennessee

Activity-Based Budgeting
Creating a Nexus Between Workload and Costs
By JON M. SHANE, M.A.

Photograph of lists of number superimposed ovaer a $50 bill


© Adobe Image Library

At some point in their careers, executives will need to develop a budget. Indeed, this represents a primary responsibility. A budget is merely a plan described in financial terms. Knowing which budget plan to choose, however, depends on what a manager needs to convey. Many budget styles exist, each with a different purpose. For example, the most common government budget, the line-item style, is oriented toward control and economy and answers the question, What is to be bought? A program budget, directed at planning and effectiveness, responds to the inquiry, What is to be achieved? And, a performance budget, disposed toward management and efficiency, replies to the query, What is to be done?1 Each has its place depending upon the goal. However, one style, activity-based budgeting, has gained popularity over the last few years because of its ability to link activities to expenses, giving executives a better understanding of the full costs of service and resource allocation.

Activity-based budgeting is an outgrowth of activity-based costing, similar to zero-based budgeting.2 This budget type accounts for how staff members allocate their efforts among activities. After calculating the full cost of each task, managers can establish mechanisms that link support functions to the primary obligations of the organization—in a law enforcement environment, the main activities are the direct costs of program delivery (e.g., patrol services, investigations, tactical operations, and traffic control).3 By developing a comprehensive activity-based budget, executives can create a clear nexus between workload and costs. Once they develop this, executives and managers can exercise control in several ways by assigning personnel based upon a demonstrated need; expanding or contracting personnel proportionately as the need changes; uncovering waste and hidden costs; viewing which activities are most and least expensive; assessing the full efficiency of the organization; identifying places to cut spending; establishing a cost baseline that may be influenced through process or technology changes that reduce effort requirements for the activity;4 and, perhaps most important, arguing from an informed, objective position in favor of the organization’s budget. To illustrate activity-based budgeting, the author presents the activities of a hypothetical police department’s patrol force to determine the number of officers required to handle the workload; the cost of salaries, materials, and equipment; and the distribution of time across three primary categories of patrol work: calls for service, administrative duties, and proactive functions.

ACCOUNTABILITY AND POLITICS OF BUDGETING

Accountability

Being entrusted with public monies requires the utmost integrity and responsibility. In recent years, efforts have begun to make budgets more readable and understandable. Activity-based budgeting is transparent and eliminates hidden costs. This allows a manager to see at a glance the most expensive activities and where to exercise control.

One of the keys to accountability involves the person assigned to handle the budget having real control over the resources that take the form of decision-making authority, information, and skills. After all, managers “cannot be responsible for a budget in which they have no authority to approve expenditures.”5

Politics of Budgeting

Appropriations battles are common. In fact, an executive charged with budget implementation and control should expect them from subordinates who look to that person to exercise leadership and to argue on their behalf for what they need to carry out their functions. In preparing for battle, an executive will find it useful to know that “budgets reflect choices about what government will and will not do; budgets reflect priorities—between police and flood control, day care, and road repair; budgets reflect the relative proportion of decisions made for local and constituency purpose and for efficiency and effectiveness and broader public goals. [Most important], public budgets are not merely technical managerial documents; they also are intrinsically and irreducibly political.”6 Because their budgets are politically driven, executives should understand elected leaders’ platforms, often mutually beneficial when seeking funds. The police department must compete with the other elements of city government for limited funds, making it of paramount importance for its leader to prepare a sound budget justification.

SUCCESSFUL STRATEGIES AND JUSTIFICATION

Strategies

Strategies differ from justifications. A strategy is an approach, a careful plan or method, or the art of devising or employing plans toward a goal. A justification means to prove or show to be just, right, or reasonable or to show to have had a sufficient legal reason.7 The chief executive’s goal is to retain the agency’s base budget and, if possible, to increase it above the current year’s appropriations. Developing a logical strategy provides the means to that end.

In November 2002, the Police Executive Research Forum (PERF) posted the final draft of roundtable discussions with several police chiefs from around the country. Among the different budget strategies they considered, using crime and workload data was first on the list.8 Earlier research revealed that “increased workload was the second greatest factor contributing to an increase in positions.”9 While not infallible, workload data is reasonable and objective. The other strategies discussed by PERF included “capitalize on sensational crime incidents (ideally, not occurring locally), carefully mobilize interest groups, plan strategically, participate fully in the federal grant process, maintain a close working relationship with the local chief executive and governing board members, and involve all levels of the police department.”10 In addition, aggregate population and population density; age, sex, race, and ethnic composition; education levels; and per capita and median household income can support a budget proposal.

Justification

Budget strategies and their attendant analysis are important, but justification remains the primary ingredient to the success of the agency’s budget. A solid justification includes all of the relevant information for the legislative body, the budget office, and the city’s chief executive. The department should justify the budget in three separate spending categories: mandatory, base, and discretionary.

Mandatory Expenditures

Federal, state, or local laws govern mandatory expenditures, such as social security, pensions, unemployment contributions, and contractually negotiated benefits. Salaries also may fall into this category, except for those considered discretionary. It is best to justify mandatory budget expenditures by citing the applicable federal, state, and local laws.

Base Expenditures

Essential for the agency’s continued operation, base expenditures include utilities, equipment, supplies and materials, and other consumables. Justification in this category comes from analyzing previous budgets and projections for service delivery. The executive must be prepared to explain increases in operating expenditures, such as developing a special task force to address a spike in drug crime. Budget review members always welcome workload and performance-improvement data.

Discretionary Expenditures

Discretionary expenditures enhance an existing level of service. These costs do not affect the department’s operations but contribute to improved service delivery or a particular program’s efficiency. A valid example is hiring. By hiring more officers, the agency expects to improve response time and reduce fear of crime, but not having the extra officers does not adversely impact the organization’s ability to provide basic service. In defending discretionary spending, the executive must convince the budget review members of the necessity or worthiness of the proposal. Once again, workload and performance data are at the top of the list for developing the rationale.

Figure 1: Principal Modalities (Major Activities

Service Demands
Acuity
Hours Per Unit
Units Per Year
Total Employee Hours Per Modality
Officers Required
Percentage Allocation

Murder

3

41

246

2

0.20%

Robbery

1.5

2,110

6,330

2

5.15%

Burglary

1

1,877

3,754

2

3.05%

Court Appearances

1.5

1,234

9,255

5

7.53%

Theft (shoplifting and all others)

0.58

6,522

7,566

2

6.15%

Arson

1

51

102

2

0.08%

Rape

1.5

88

264

2

0.21%

Fraud

0.75

211

158

1

0.13%

Prostitution

0.33

1,003

662

2

0.54%

Gambling Offense

0.42

468

197

1

0.16%

Vicious Animal

0.33

214

141

2

0.11%

Bomb Threat

1

12

24

2

0.02%

Fire (car, house, building)

1.5

123

369

2

0.30%

DWI

1

44

88

2

0.07%

Emotionally Disturbed Person

1

120

240

2

0.20%

Traffic Control

2

2,190

13,140

3

10.69%

School Crossing

2

1,080

6,480

3

5.27%

MV Pursuit

0.75

81

243

4

0.20%

Arrest (average for all types of arrests)

1.5

15,264

45,792

2

37.25%

Warrant Service

0.75

73

110

2

0.09%

Code Enforcement Violations

0.33

315

104

1

0.08%

Juvenile Condition (curfew, truancy, and all others)

0.75

457

343

1

0.28%

Street Collapse

1

14

28

2

0.02%

Wires Down

1

58

58

1

0.05%

Burglar Alarm (residential, commercial)

0.33

2,555

1,686

2

1.37%

Suicide

1.5

22

66

2

0.05%

Sick/Injured Person

0.75

720

540

1

0.44%

Train Accident

8

1

48

6

0.04%

Kidnapping

3

11

66

2

0.05%

Carjacking

1

77

154

2

0.13%

Drug Sales

0.3

5,041

3,025

2

2.46%

Assault (shooting, stabbing, blunt force)

0.75

1,000

1,500

2

1.22%

Stolen Vehicle Report

0.75

2,645

1,984

1

1.61%

Assist Officer (back up)

0.25

152

76

2

0.06%

Directed Patrol Activities

0.33

5,475

3,614

2

2.94%

Shots Fired

0.33

730

482

2

0.39%

Domestic Violence

1.25

3,255

8,138

2

6.62%

Motor Vehicle Accident (with or without injuries)

1

1,825

3,650

2

2.97%

Disorderly Conduct (fight, loud music, noisy crowds)

0.3

2,555

1,533

2

1.25%

Man with a Gun

0.42

401

674

4

0.55%

Total

 

60,115

122,927

 

100.00%

 

THE WORKLOAD ANALYSIS

Objectivity denotes a recurring theme in budget development. The department will find an objective budget, based on empirical data, the most reasonable and the easiest to justify. A question often raised in law enforcement circles is, How many officers do we need or should we have? Typical responses cover a range of options, including as many as we can afford, as many as the mayor and council want, or as many as the people of the city will pay for. While these statements have merit, “the only logical and defensible means of determining how many persons should be assigned to patrol duty is through a careful and systematic analysis of the duties performed by patrol officers.”11 This is true of any position within the police department; therefore, the first step toward a logical budget justification starts with a workload analysis.

Figure 2: Distribution of Time

Activity

%

Time

Daily/Minutes

Daily/Hours

Split Force

Allocation

Service Demands

60%

122,927

288

4.8

88

66%

Administrative

10%

20,488

48

0.8

0

0%

Proactive

30%

61,463

144

2.4

45

34%

Total

100%

204,878

480

8

134

100%

Availability

 

2,086

(40 hours per week, 52.14 weeks per year)

 

 

 

Effective Strength

 

98.23

FTE Patrol Officers

 

 

 

Relief Factor

 

1.360

FTE Patrol Officers

 

 

Actual Strength

 

134

FTE Patrol Officers

 

 

Figure 3: Nonproductive FTE (Relief Factor)

Time Off

Days

Hours

Vacation

28

224

Compensatory

5

40

Sick Leave

15

120

Personal

3

24

Training

8

64

Bereavement

10

80

Total Time Off

69

552

Work Year

260.70

2,086

Personnel Availability

191.70

1,534

Relief Factor

1.360

1.360

 

Data Collection

A workload analysis is “the process of collecting and analyzing data on patrol activities for the purpose of more efficient scheduling and deployment of manpower.”12 In activity-based budgeting, the process begins by collecting data on calls for service, generally captured by a computer-aided dispatch system (CAD). If the department does not have a CAD system, it will have to capture the data manually. The agency must have at least 1 complete year of data to account for seasonal fluctuations or other anomalies that might occur. A better data set would encompass 2 years of information to clarify these same variables and also to illuminate personnel trends. For example, gaining or losing officers may adversely impact how the organization handles calls for service, including the amount of time required to do so. The data set must include the—

Once the agency has captured the principal modalities, it should format them for a typical computer spreadsheet application. After arranging the columns, the department can easily calculate the total employee hours per modality.15

Figure 1 represents the principal modalities and the acuity. 16 The hours per unit show the average amount of time spent handling a single call for service of that type (e.g., one murder will require 3 hours). The units per year comprise the total number of calls for service for that type (e.g., 41 murders occurred for the year). The department can derive the total employee hours per modality by simply multiplying the hours per unit times the units per year times the number of officers 3 hours to handle. Over the course of 1 year, officers will handle 41 murders for a total of 246 employee hours. The agency repeats these calculations for each modality and then sums the units per year and the total employee hours per modality. The sums of these two categories provide the foundation for future calculations and for activity-based budgeting development. Units per year employee modality total 122,927. The department can add the percentage allocation as a last column. This will provide an excellent visual representation of which activities consume the most, as well as the least, of the budget.

In addition, figure 1 shows that arrests consume 37.25 percent of the time, followed by traffic control duty with 10.69 percent. The department can order the percent percentages from highest to lowest, or vice versa, and contrast them against each other for comparison purposes, thereby revealing efficiency. In short, the executive sees where time is spent, thus influencing processes or technology changes that reduce effort requirement for the activity.

Distribution of Time

The next step involves one of the most important in the budget development process because what happens with the distribution of time directly affects the budget. After determining the baseline calculations, it becomes necessary to distribute the time across three primary categories: service demands (i.e., calls for service), administrative duties, and proactive functions.

The first category, service demands, proves critical because the other areas receive their allotted time based on how much time this one consumes. The sum of employee hours per modality (122,927) represents 100 percent of the workload. Obviously, police officers must perform other assignments besides respond to calls for service. These include administrative duties (e.g., submitting reports and attending meetings) and proactive functions (e.g., community policing and directed or self-initiated tasks). An agency cannot realistically formulate a budget around 100 percent of the total employee hours per modality without factoring in these other responsibilities. This reveals where prudent management decisions must be made regarding how much of the officers’ time the department is willing to distribute across these three categories. In other words, the lower the percentage of time allocated for service demands, the more police officers the organization will need.

After determining the total hours, the agency calculates the force,17 which differs from the actual strength. Based on a work year of 2,086 hours, the effective strength is 98.23 full-time equivalent (FTEs) patrol officers. Because officers do not actually work 2,086 hours per year, one additional calculation becomes necessary, the relief factor. Figure 2 depicts the distribution of time across the three primary management categories and the effective patrol force strength.

Figure 4:

 Supervisory and Investigative Staff

By ratio: 1 Sergeant per 7 Officers

Sergeants

19.08

effective strength

1 Lieutenant per 5 Sergeants

Lieutenants

3.82

effective strength

1 Detective per 20 Officers

Detectives

8.82

effective strength

 

Sub Total

31.71

FTE Support Staff

Management Staff

Not by ratio: 1 Captain per command

Captain

1.000

effective strength

1 Executive Officer

Executive Lieutenant

1.000

effective strength

 

Sub Total

2.000

FTE Command Staff (managers)

Support Staff for Management

By ratio: 4 support staff members per manager

Civilian Aides

8.000

effective strength

 

Sub Total

8.000

FTE Civilian Aides

 

Total

41.71

 

Force Strength and the Relief Factor

Actual patrol force strength is the number of officers required to handle the workload. The relief factor, also known as nonproductive FTE, accounts for officers’ time off for various reasons. Hours, the more basic and preferred work unit for these calculations, are more discreet and flexible, rather than days, which the author presents only for illustrative purposes. The relief factor is derived by a two-part subtraction and division equation. For example, figure 3 begins with a work year of2,086 hours. By subtracting 552 hours of allotted time off (i.e., nonproductive FTE), the difference of 1,534 denotes personnel availability. Dividing the work year (2,086) by personnel availability (1,534) results in the quotient of 1.36. This means that it takes 1.36 police officers for every posit:ion to provide an acceptable level of service 365 days per lear, 24 hours per day.

The final step, actual patrol strength, is determined by multiplying the effective :strength by the relief factor. ['he effective strength is 98.23; he actual strength is 134 (134 = 18.23 x 1.36). Thus, according 0 the distribution of time as depicted in figure 2, 134 officers are required to carry out 204,878 hours of patrol operations over a period of 1 year.

Management and Support Staff Positions

Because law enforcement agencies operate with command-rank personnel, supervisors, and support staff, they must account for these employees to develop an accurate budget. Depending upon contractual stipulations or other managerial prerogatives, a department mayor may not justify these positions by ratio. If not by ratio, then the agency only needs a fixed number. Figure 4 outlines the staff necessary to complete a department's workforce, and figure 5 shows the total personnel complement. Now that the agency has projected its workload and staffing needs, it can use the results to develop an activity-based budget.

Figure 5: FTE Subtotal

Position

Complement

Work Hours

Relief?

 

Captain

1

9-5 MF

No

Actual Strength

Executive Lieutenant

1

9-5 MF

No

Actual Strength

Lieutenant

5

24/7

Yes

Actual Strength

Sergeant

26

24/7

Yes

Actual Strength

Detective

9

9-5 MF

No

Actual Strength

Patrol Officer

134

24/7

Yes

Actual Strength

Civilian Aides

8

9-5 MF

No

Actual Strength

Total FTEs

184

 

 

Actual Strength

BUDGET DEVELOPMENT

Salary Calculations

Calculating salaries constitutes the first element of activity-based budgeting. In many instances, personnel account for more than 90 percent of total budget expenses. The goal at this point is to establish the rate per employee hour. Establishing this figure creates a baseline from which to work and also is necessary for monitoring purposes. If the department needs to reduce expenses, it may not be able to do so from salaries because these usually are contractual. Knowing how much it costs to perform the required work can benefit managers and supervisors as they monitor individual and collective performance. The equation of salary times benefits times FTE or total employee hours per modality can calculate the rate per employee hour. Figure 6 outlines the FTE salary calculations, including the ben~fits package, and shows the rate per employee hour as $128.86.

 

Materials and Equipment Costs

In lean fiscal times, agencies generally reduce training and equipment budgets. Figure 7 depicts the total and unit costs for materials and equipment.

Materials usually consist of consumable supplies, such as pens, paper, flares, and crime scene tape. A simple calculation based on a fixed amount per employee can determine the unit cost for materials. In the example, materials are appropriated at $700 per employee or $128,480 total. By dividing the total cost ($128,480) by the number of units per year (60,115), the department can derive the unit cost for materials as $2.14.

The larger category of equipment consists of various items necessary to adequately carry out the functions of the patrol officer. Equipment typically has a useful life of more than 3 years; however, this is not a rule. The agency can calculate equipment expenditures by spreading the cost of individual items across their useful life spans. Incurring the full expense of the equipment will not come until the department must replace the items. Therefore, the agency can predicate the cost upon the equipment's useful life. The equation of cost equals quantity times unit cost divided by useful life in years shows the total cost for equipment as $513,290. The department can derive the unit cost the same way it did for materials, which reveals a unit cost for equipment of $8.54.


Figure 6: Salary Calculations (includes relief factor)

  FTE

  Salary

Benefits

at 20%

Salary

Cost