City of Ithaca
Chief of Police Search Process
Brainstorming Page

This is the complete list of all brainstormed statements gathered from all sources (community forums, drop-off boxes, phone line, web site). You can see how this list was consolidated by the Screening Committee by viewing the Final Statement List. Remember that the focus for this brainstorming was:

One specific characteristic I would like to see in the next Chief of Police is...

Complete Statement Listing
    Brainstorming Forum
  1. good management skills
  2. Strength and Courage
  3. Strong existing ties to our community
  4. He or she should be experienced
  5. Every effort should be made to hire an existing community member
  6. He or she should be respected in the community for service, dedication and understanding of the population who live here
  7. every effort will be made to find someone from within the community, and the Ithaca Police Department
  8. successful experience with diversity
  9. creative with youth
  10. unimpressed by wordy professors
  11. gay-friendly
  12. committed to equal justice for people of color, the poor, the funny-looking
  13. Someone who is an advocate of diversity
  14. support of a process for community review of police actions.
  15. good communications skills
  16. the desire to improve relations between the police department and the community
  17. a long-term commitment to the Ithaca community
  18. to expect that the chief and his officers understand the community of his/her jurisdiction
  19. to expect that the chief respect the community under his/her jurisdiction
  20. to develop and implement a plan which will enable the chief to familarize him/herself fully with all constituents of the community
  21. a good understanding about how the human service industry operates or provides direct services to the community
  22. have a previously demonstrated ability to be connected with community constituents
  23. to provide a timely plan of action to address issues of accountability within the department
  24. send a clear message that regardless of color, that every citizen will be protected equally under the law
  25. anything less than equal protection under the law will not be tolerated!!!
  26. to have more of a leadership role in the department
  27. to work collaborately with community groups and members of the community
  28. one who's ability to communicate with the public is his/her main attribute
  29. that the chief have the ability to communicate with a diverse public
  30. that the chief should demonstrate knowledge about issues of diversity training (i.e. racism, classism, sexism, agism, and homophobia)
  31. to have shown a proven ability to plan and implement an evaluation by objectives thoughout the entire department
  32. uncomprimising honesty and to demand the same uncompromising honesty from the officers in terms of evidence and respect to the due process of the law
  33. able to establish rapport with the staff
  34. for her to diversify the staff, and to make sure that not just beat officers be diversified, but that the diversity is reflected throughout the entire rank.
  35. that she will not tolerate and will take strong action against bias related incidents/crimes
  36. she must be able to listen and hear what being said and then respond appropriately
  37. that he listen and understand and when you have a problem with the officers they listen and do something about the problem
  38. she must be committed to working cooperatively with the community police board and the community lay advocates
  39. to have previous work experience from a community that is reflective of Ithaca's population, i.e. ethnicity and racial composition Entering Brainstorming Statements
  40. experience with heterogeneous communities (i.e. rural, urban, race, class, sexual preference, etc.)
  41. extensive street experience (someone who has experience as a police officer)
  42. be from a larger community and have the kind of experience that has what is here but also encompasses looking ahead to the future
  43. ability to listen both to officers and to the community (listen to concerns and help people to find common ground)
  44. inspire police department to work together to make changes
  45. someone with a vision
  46. administrator that understands an organization that is quasi-military
  47. ability to apply life experience in police work to everyday problem solving
  48. put a human side to the organization
  49. looks at young people (teenagers) as not necessarily creating problems
  50. be leader of the department
  51. part politician, part street cop
  52. visionary
  53. to reach out to constituencies in an ethical manner
  54. set the standards of professionalism within department (instill importance of training, getting along with fellow man, etc.)
  55. improve each individual officers level of education and training
  56. leadership by example
  57. proven record of leadership by example
  58. up on all the laws of domestic violence
  59. well informed by sighers up in command (in terms of changes in laws, dissemination of information)
  60. implementing a local policy on domestic violence and keeping it up to date
  61. awareness of and sensitivity towards victims of domestic violence
  62. communicating with various communities in an ethical and professional manner
  63. treat people equally
  64. able to accept amount of pressure required by the community
  65. civility
  66. flexibility and strength
  67. someone who heads off problems before they come to a head
  68. in touch with community
  69. proactive
  70. should be able to take criticism
  71. ability to access various law enforcement agencies on both the state and federal levels to address local problems that are larger in scope
  72. someone comfortable with the information age (via the internet)
  73. ability to listen first to people involved with job (differentiate how listen to community and how listen to officers)
  74. to generate internal loyalty
  75. assist officers in making reasonable judgements
  76. think about overall safety of community
  77. understand loyalty to police department and officers but not be so loyal that they feel threatened by community input
  78. works with community members to attain information to assist police officers in completing their job
  79. know specifics of law and also how to relate that to public
  80. be able to delegate
  81. someone who has global vision...is able to fairly assess various populations as they relate to police work (on the victim side as well as the perpetrator's side)
  82. a quality communicator (ability to listen and speak are both important)...sometimes listening is more important
  83. someone who encourages religious leadership involvement
  84. someone who supports community review of police actions (including but not limited to people who are identified as having emotional/mental problems)
  85. someone who understands value of indirection and delay in successfully resolving a siege or hostage situation rather than resorting to a sudden frontal assault
  86. appreciates diversity in community but also, after listening to all points of view, isn't afraid to make a decision
  87. high visibility
  88. highly active in the community in his role as police chief
  89. realize the importance of constant training and development of his staff (from dealing with different populations to effective community policing)
  90. realizes value 2, 3 and 4 deep leadership
  91. promotes community involvement from different populations and agencies in the ongoing training and development
  92. willingness to collaborate and share information within community groups and agencies
  93. able to select subordinates to whom he/she can delegate authority
  94. an effective and inspirational leader who is able to give clear policy and procedures to officers
  95. a qualified individual (either male or female)
  96. supports a community officers program
  97. effective problem solver, doesn't jump to decisions
  98. fair and consistent in the problem solving process
  99. reasonably healthy (someone who can pass the physical), someone who is in good physical condition
  100. could triumph over physical disability
  101. someone who is up-to-date with technology; hopefully have the effect that officers will have more time to spend on their beats
  102. someone who acknowledges that there is such a thing as racism and can look at how that might affect what is going on
  103. clear role model and is a advocate against all forms of phobias and isms (e.g. homophobia, sexism, racism, elitism, ageism)
  104. balanced and respectful of all people
  105. encourages a mentor program
  106. a facilitator of complaint/grievance exchange
  107. open to complaint exchange and also positive exchange (maybe like darts and laurels)
  108. open to re-evaluating the handling of persons or situations that seen as involving emotional/social disturbance
  109. a good public speaker
  110. this person is a proven, experienced leader of a police department
  111. this person is sensitive to issues of diversity within the larger community, and specifically within the city of Ithaca: e.g. race, sexual preference, etc.
  112. someone with a proven record of successful investigation for prosecution of domestic violence
  113. someone with the numbers to show that their department had more than token representation of diversity
  114. this person should be very articulate--he or she needs to sell himself or herself
  115. the chief must show statistical evidence that he/she works effectively with the prosecutor in cases of domestic violence
  116. the chief places high priority on training for his/her patrol officers
  117. he or she should be an innovator, not only in training but in equipment/technology, police practices, and dealing with issues of a diverse community
  118. a global concept towards management and policing practices, more specifically that he or she be apprised of the issues of a developing city, that he or she has training and experience in the issues related to the above
  119. he or she pass the Racial Quotient test (the RQ test) which is an indicator of how they approach diversity (patented by Carol Taylor)
  120. be well connected with state and national organizations of police, so that he or she would have ready access to new developments
  121. someone who is himself or herself a trainer in community relations, diversity issues, staff development, and group dynamics
  122. someone whose style of management is that of circular rather than "top down" to address collaborative problem-solving, both intra- and extra-departmental
  123. willing to help the downtown area develop-- to keep it safe and make a presence there to make a successful business community
  124. a person who will ensure access to Planned Parenthood facilities
  125. versed in preventative application of policing and has resources for alternative incarcerations (prevention of recidivism and true rehabilitation)
  126. someone who continues the emphasis on community policing
  127. someone who continues the department's current innovation in investigative techniques--burglary, drug intervention, shoplifting
  128. someone who exercises leadership in gathering evidence that will permit victimless prosecution of domestic violence
  129. a person who is comfortable working with other organizations within the community in a collaborative way: e.g. rape crisis, battered women's shelters, Southside Community Center, schools, etc.
  130. experienced in soliciting external funding for various projects within the community; e.g. training, communications, youth partnerships, etc.
  131. committed to expanding, expecting and training more community police
  132. someone who expects that officers are civil, friendly and available for community members to speak to them
  133. comfortable with giving information out to the community, and is open in terms of sharing statistics of what's happening and programs available, so the community feels a positive connection with the department
  134. able to attract and screen candidates who don't have any "isms": e.g. racism, homophobia, etc.
  135. someone who has a goal of hiring a very diverse force within a specific timeline
  136. the chief is devoted to the training of the staff in the same sensitivities, skills, and knowledge expected of the chief
  137. that he or she be desirous of living in the city
  138. has periodic dialogues with the community in some form so the community feels it has access to the department (town meetings or other public forums)
  139. a strong leader that will not listen only to special interest groups, but to the interest of the whole city.
  140. make the Ithaca Police Department a pro-active police department instead of its current re-active status.
  141. a strong leader
  142. a chief from a larger metro police department that is progressive in its policies and daily operations.
  143. a leader that can see change needed and strive for that change, even if that change means challenging a common council.
  144. someone who is understanding of the community and its needs
  145. the ability to articulate the limitations, expectations, and needs of the police department.
  146. someone who will strive to close the ever-expanding gap between IPD and the citizens of this city.
  147. someone who is not seeking higher political or other government office
  148. someone who is or will be dedicated to furthering the Ithaca Police Dept.
  149. someone who will lead IPD into the next century with a "mission statement" for the police dept.
  150. someone who is willing to expand the dept. and its divisions
  151. someone who will keep the IPD up to date in training, technology, and equipment
  152. someone who will keep the political burden of the city from the rank and file
  153. someone who will not make officers worry about budgets, elections and council people
  154. someone who has had some actual police (street) experience as opposed to a person with 30 years of administration background and no common sense
  155. someone who is not a political pawn and has the courage to do what is needed as opposed to what is "politically correct."
  156. a person who "commands" respect from police officers as opposed to "demanding" respect
  157. someone who will treat people fairly and respectfully and not play "favorites."
  158. an understanding of the different cultures and a tolerance of those that live and work in the city
  159. honest
  160. a measure of respect for all people
  161. full understanding of the differences between ethnic groups
  162. educated about colorism and how to stop it within the police force
  163. truly non-biased
  164. collaborative versus authoritative as a manager
  165. a people person
  166. dedicated to positive racial interaction
  167. trained in community sensitivity
  168. trained in juvenile prevention tactics
  169. a willingness to listen and act on citizens' suggestions and complaints
  170. a commitment to diversify the police force with more local officers of color
  171. strong support for community policing and helping citizens organize to fight problems in their neighborhoods
  172. young with more understanding for today's youth
  173. be from a small community and understand this environment
  174. be more community-minded rather than bureaucratic
  175. have familiarity with the biases and ineffectiveness of the penal system
  176. be willing to develop workable alternatives
  177. a college education
  178. a difficult/unusual personal history, which is evidence of personally overcoming tragedy or unfortunate circumstances
  179. trained to work with community development organizations
  180. able to train the force in non-violent, non-racist tactics
  181. be non gender-biased
  182. experience working with drug enforcement teams
  183. familiarity reconnecting specific social groups such as town and gown, students and locals, transient and permanent residents
  184. ability to work with and guide police officers to work with diverse social, age, economic groups as well as community agencies representing those groups
  185. a professional with a strong background in drug enforcement
  186. a professional with a strong commitment to rebuilding and maintaining safe neighborhoods
  187. a professional with a strong commitment to productive partnerships with local schools
  188. someone who cares for the community and not concerned with the color of their skin
  189. someone who will be able to enforce rules
  190. a role model
  191. a leader
  192. someone who is outgoing
  193. the skill of active listening
  194. ability to call on resources when he or she is not able to resolve issues independently
  195. the ability to act positively on critique from those whom s/he is serving or leading
  196. s/he make use of the existing structures to improve police relations in Ithaca
  197. training and sensitivity to diversity and community dynamics
  198. experience with pro-active prevention measures as they apply to youth of today and developing cities
  199. the desire to live in the City of Ithaca
  200. have familiarity with the history of Ithaca's development
  201. be someone of African descent
  202. be non-racist
  203. be a member of the Ithaca community
  204. a proven supporter of a diverse, non-racist police force
  205. diligently protects the civil and human rights of all citizens
  206. believes in community participation and accountability of the police force to the community
  207. an understanding and sensitivity to issues of people of color
  208. an understanding and sensitivity to the issues involving the youth
  209. a sense or record of fairness in dealing with people of different classes
  210. the sensibility and awareness of the diverse populations in Ithaca
  211. the willingness to ensure ongoing training to heighten awareness of racism and what to do about it in terms of the police force
  212. a concern about all communities including Southside and to enforce police officer training so they can be aware when entering culturally diverse backgrounds
  213. lots of knowledge about domestic violence and rape
  214. sensitivity to issues of racism, sexism, homophobia
  215. to be a person of color and/or female
  216. very visible and vocal in all of the communities
  217. represents one of the minority groups (i.e., female, African-American, Asian, Hispanic, etc.)
  218. ready to deal with all of the problems that Ithaca is facing (drugs, high crime, speeding, etc.)
  219. someone who has had successful programs that break down the barriers between African Americans and minority populations with police departments
  220. someone who has a strong commitment and a proven record in affirmative action
  221. easy to reach and does not put him/herself above the people
  222. able to speak on all levels
  223. someone who has had positive experiences working with young people
  224. someone with specific programs s/he can implement to improve communications between the community and IPD
  225. demonstrated and documented ability to work positively and productively with under-represented populations (i.e., people of color, low income, English as a second language, homosexuals, etc.)
  226. demonstrated ability to move departments toward the future; i.e., computerization, community policing, etc.
  227. demonstrated ability to provide leadership to IPD fairly, consistently, and with integrity
  228. some background in the social sciences
  229. committed to further developing community policing
  230. a willingness to police all social classes
  231. less into technology and weaponry and more into proactive policing
  232. a minority female with a working class, low income background
  233. committed to working through the issues of oppression on the police force within him/herself
  234. not afraid to answer the calls of the community
  235. a person of color with training in mediation and conflict resolution
  236. ability to listen, hear, empathize, and talk with people
  237. an understanding of youth
  238. an understanding of gay, lesbian, and bisexual people
  239. an ability to treat all people equitably
  240. implement policies and training that would help IPD treat all people equitably
  241. understands that the ability to listen is extremely important and must happen before true understanding and appropriate responses can occur
  242. flexibility and an open mind to develop solutions which adequately address our needs
  243. a sense of humor to enable the chief to get through each stressful, high energy, challenging day
  244. friendly
  245. assertive
  246. fair
  247. sensitivity to racial issues and a commitment to requiring that sensitivity (or the convincing appearance of it ) in all the employees of the police department
  248. commitment to community policing
  249. commitment to communication with the communities in the city
  250. sufficient self-assurance and non-defensiveness such that s/he will allow and insist upon a community police grievance board with teeth
  251. well-known in the community where s/he is currently working as a model of appropriate behavior who tolerates no hint of discriminatory talk or action whether on the streets or in the locker room
  252. respected in the community and among his/her fellow officers--both male and female--for absolute fairness and honesty for never cutting corners
  253. willing to try innovative policing methods that have proved effective elsewhere, including restorative justice approaches
  254. leadership ability to bring a new vision to the Ithaca police force that includes creative real community solutions
  255. understands that crime is often a symptom and that simplistic and/or repressive approaches leave the real problems untouched
  256. concerned with the welfare of teens
  257. familiar with the people of Ithaca
  258. trained in anti-biased leadership
  259. community involvement
  260. concerned with the training of more productive police officers
  261. concerned with the anti-bias training of the police department
  262. training Ithaca police to have a greater respect for the public
  263. 10 years of experience
  264. responsibility
  265. eagerness to do the job
  266. nonjudgmental
  267. unintrusive
  268. objective
  269. has thought about the power of a police officer (carrying a gun and wearing the uniform) and the impact of his/her actions
  270. realizes that respect is only genuine when it is not demanded but given
  271. a respected community member
  272. moral
  273. not afraid to investigate cases of discriminatory treatment
  274. able to contribute to good relations within the community
  275. willing to diversify the police department
  276. able to stop the "code of silence"
  277. will not seek laws expanding police power
  278. fight to decriminalize drugs
  279. hired from within the IPD and have a familiarity of the needs and an understanding of the other officers on the force
  280. a young person from a community as culturally diverse as Ithaca and with a college town atmosphere like Ithaca's
  281. open to have a police department that gets out of the police cars and involved with the neighborhoods
  282. someone who has done the job in a larger city
  283. has been able to deal with more crime than we have now
  284. knows you can always learn and will be willing to learn from his/her staff
  285. knowledge of older persons' fears and vulnerability
  286. knowledge of the city's hidden places, faces, and cults
  287. able to reach out to the community and not hidden behind a desk
  288. an understanding of the changes in our Ithaca society to a more diverse ethnic mix
  289. able to treat all people the same, with patience
  290. more than a high school education and "on the job experience" background
  291. the ability to remain calm in the face of Ithaca's many activist groups
  292. ability to rise above the petty politics in this community
  293. serve with ethics and commitment for justice for all
  294. not a political puppet of the party or person in power
  295. "real world experience" in communities with similar problems
  296. ability to see the total picture
  297. has the respect of the officers and public in communities that s/he has served
  298. committed to nondiscriminatory enforcement of the law with respect to race and socio-economic status.
  299. prioritize force-wide trainings to ensure respectful treatment of all citizens equally and increase awareness on the police force of issues of bias.
  300. emphasis will be on restorative justice, victim-offender reconciliation, diversionary programs and target prevention programs in conjunction with the community.
  301. will endorse and promote community policing as the central practice of the officers.
  302. a focus on the welfare of neighborhoods that entails knowing residents well and helping them cope with the low level aggravations they experience before these aggravations develop into the conditions and environment for violence.
  303. working closely with caseworkers, mental health counsellors, schools, businesses, landlords and neighborhood organizations to improve the daily life of residents
  304. realizes youth must see the police acting as leaders respected by the neighborhood.
  305. realizes domestic violence is the source of much violent crime and must become a more serious focus of police intervention.
  306. knows that officers that are well acquainted with a neighborhood can quickly respond to family crises.
  307. knows that adolescent youth are set adrift by the incapacity of substance abusing parents to care for them
  308. realizes the officers themselves must represent the racial diversity of the neighborhood's population.
  309. appoints additional female officers to enhance trust by a neighborhood's women who have much to disclose about family crises but who have traditionally not done so when the officers were males
  310. recommends crime prevention as a top priority in police work

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