Common Sense Is Not a Policy Violation: A Veteran Officer's Plea to His Profession
After having spent several years as a member of the International Association of Chiefs of Police (IACP) Professional Standards, Ethics, and Image Committee as well as several decades in law enforcement, I am of the opinion that we have done a decent job with the first two, but we struggle with the last one.
The vast majority of law enforcement agencies have policies and procedures in place as well as the certification requirements of the various states sanctioning bodies- MPOETC and TCOLE, for example. Those all check the Professional Standards box.
Those same policies, procedures, and certifications also serve to ensure ethical conduct, particularly when combined with state and federal criminal statutes. Ethics box checked.
As far as Image goes, we fall way short of maintaining a positive image. And that falls squarely on the members of the profession themselves and particularly on members of police administrations nationwide. It appears to be one step forward and two steps back when attempting to resurrect our image as police officers.
The cost of robotic enforcement
One recent example that comes to mind was a case I was assigned to prosecute. Pennsylvania Vehicle Code Section 3805 allows for the granting of an "Interlock license," providing for an individual convicted of DUI to drive a vehicle as long as it is equipped with a functioning and approved Ignition Interlock Device.
In this particular case, the individual had the requisite device, and the officer confirmed that it was approved and operable. The individual also possessed the state-issued "Interlock license"; however, he had not yet obtained the required Department of Transportation photograph for the license.
The result of the stop? The individual was charged under the suspended license statute that called for a mandatory 60-day jail sentence.
To quote President Joe Biden, "C’mon man!"
Here we had an individual who had complied with the law almost to the letter. One option? Issue a warning to have the photo taken within 7 days or a citation would be issued.
I can list dozens of other examples in which police officers held to an absolute, strict "by the law" approach that not only defied common sense, but subverted that discretion that police officers are bestowed with in the performance of their duties. Hence, the continual assault on the image of the profession.
The dual identity of policing: Law enforcement vs. public safety
Police officers are not automated code-enforcement robots; they are granted statutory discretion precisely because real-world human interactions require nuanced judgment. When officers trade common sense for hyper-technical enforcement, they undermine public trust and damage the standing of the entire profession.
Leadership dictates culture
This is where police administrators come in. If department leaders only focus on numbers and revenue, it stands to reason that subordinates will follow suit.
Public safety is a different animal than strict law enforcement:
Law enforcement focuses on the technical detection and prosecution of broken rules.
Public safety focuses on resolving hazards, preventing harm, and maintaining social order.
If the former defines a department rather than the latter, officers will continue to be seen as rigid, uncompassionate adversaries of the public. However, if public safety prevails using a common-sense approach to enforcement and community engagement, law enforcement can begin to overcome the systemic image problem that continues to plague the profession. Reclaiming respect does not require dynamic new policies—it simply requires empowering officers to use the common sense they were hired to exercise.
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SALARY Yearly: $86,664 minimum - $147,318 maximum (FY27) Career Ladder Pay Grades: - Pay Grade 12 (DAG I): $86,664 - $95,329 - Pay Grade 14 (DAG II): $100,562 - $105,468 - Pay Grade 16 (DAG III): $111,069 - $113,509 - Pay Grade 18 (DAG IV): $122,094 - $128,010 - Pay Grade 20 (DAG V): $137,215 - $147,318 ABOUT THE ROLE The Delaware Department of Justice, Civil Division, Affirmative Litigation Unit in Kent County is seeking a highly motivated Deputy Attorney General. This unique hybrid role serves as general counsel to the Delaware Division of Alcohol and Tobacco Enforcement (DATE) and involves criminally prosecuting cases related to violations of Delaware marijuana laws. Attorneys enjoy a 37.5-hour work week, true work/life balance, no billable hours, and a supportive collaborative environment. KEY RESPONSIBILITIES - Provide legal advice to DATE for both criminal and civil matters. - Independently handle criminal prosecutions arising from violations of Delaware marijuana laws throughout the state. - Assist in prosecutions of civil violations of the Liquor Control Act and the Delaware Marijuana Act. - Review and draft legislation, policies, procedures, MOUs, and contracts related to the regulation and enforcement of alcohol, tobacco, and marijuana. - Handle additional assignments related to the Affirmative Litigation Unit as directed by DOJ leadership. MINIMUM QUALIFICATIONS - Membership in the Delaware Bar is strictly required. - Thorough knowledge of relevant laws and court rules. - Demonstrated legal ability. - Prior criminal and general counsel experience is highly preferred. SPECIAL REQUIREMENTS - Ability to take a proactive approach in assisting DATE by identifying and addressing potential issues to enable effective operations. - Ability to work independently and meet deadlines. - Clear communication skills with DOJ leadership and DATE personnel. SELECTION PROCESS - The position is exempt from the State of Delaware Merit System. - Applicants must be legally authorized to work in the United States. - Employment is contingent upon satisfactory background checks. - This posting may close on or before the stated closing date upon filling the vacant position. HOW TO APPLY - Complete the online application process via the state portal. - Upload a recent copy of your resume during the application process. - Contact (302) 739-5458 or Delaware Relay Service 1-800-232-5460 to request auxiliary aids or accommodations for the application process. EMPLOYMENT DETAILS - Recruitment Number: 063026-UUAF21-150100 - Opening Date: 7/2/2026 - Closing Date: 9/13/2026 - Shift Hours: 8:00 AM - 4:30 PM (37.5 hour work week) - Employment Type: Anticipated Vacancy, Regular Term - Telework: Yes, eligible for a hybrid work environment - Agency: Legal/Office of Attorney General - Union Status: Covered by a collective bargaining agreement - Direct deposit of paychecks is required as a condition of hire. - Benefits: State healthcare and pension plans, over 4 weeks vacation, 3 weeks paid sick leave, 12 weeks paid parental leave, public service loan forgiveness eligibility, free trainings, and CLE.
About The Role The City of Seattle is seeking a collaborative superintendent to lead Seattle Parks and Recreation (SPR). Appointed by the Mayor and confirmed by the City Council, the Superintendent is the highest executive authority responsible for planning, operations, and finances. SPR manages over 1,100 employees and a 6,441-acre park system with nearly 500 parks, community centers, pools, golf courses, and environmental education centers. The role requires guiding equitable stewardship of land, resources, and people while managing a 2026 operating budget of $258.6M and a capital budget of $85.3M. Key Responsibilities - Lead Seattle Parks and Recreation by aligning operations and investments with city policy goals and regulatory compliance. - Meet the needs of a changing community through strategic planning, keeping community centers as welcoming and affordable hubs. - Promote racial and social equity by analyzing program data for equitable outcomes and ensuring facility distribution is based on access and opportunity. - Ensure safety, cleanliness, and accessibility by maintaining and improving aging infrastructure to reduce maintenance backlogs. - Excel in service delivery by establishing high customer service standards and supporting employee development. - Engage and develop staff by fostering an inclusive culture, managing employees within a union environment, and handling personnel actions. - Develop valued partners by collaborating with community stakeholders, schools, developers, and funding partners. - Champion inclusive and accountable governance through rigorous fiscal management and transparent, performance-based reporting. Minimum Qualifications - Senior leadership experience and extensive professional knowledge in administering urban parks and recreational programs. - Extensive management experience, exceptional communication skills, political savvy, and sensitivity to competing stakeholder needs. - Demonstrated administrative, financial, and political expertise. - Experience successfully navigating collaborative community processes and establishing impactful partnerships. - Strong commitment to public service and a history of implementing change through shared goals and accountability. Special Requirements - Subject to confirmation by the City Council every four years. - Must pass a criminal history review and verification of applicant information in compliance with Seattle's Fair Chance Employment Ordinance. Selection Process - The city may close the recruitment at any time once a suitably strong group of candidates has been established, so interested candidates should apply immediately. - Applicants will be provided an opportunity to explain or correct background information during the background check process. How To Apply - Submit a resume and a cover letter. - The cover letter must describe why you want to lead the Seattle Department of Parks and Recreation and what uniquely qualifies you for this role. - For questions or to request reasonable accommodations for the application or interview process, contact Pam Inch at pam.inch@seattle.gov. Employment Details - Job Type: Civil Service Exempt, Regular, Full-time, FLSA-exempt (Executive 4). - Location: Parks and Recreation Administration Bldg., 100 Dexter Ave. N., Seattle, WA. - Job Number: 2026-00823. - Opening Date: 06/17/2026. - Benefits: Comprehensive package including leave, medical, dental, vision, life, and long-term disability insurance. - The City of Seattle is an equal opportunity employer that values diverse perspectives and encourages people of all backgrounds to apply.
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