What Does “Certification” mean? “Certified” means that you are recognized by qualified administrators as possessing a certain skill set or understanding of the concepts taught in theory and application; and that you have met certain standards related to the field you are practicing in.

What does “Certification” in this course entail? In this certification course you will be tested throughout the progression of the lecture, both written and practical, to test your understanding of the theories and concepts. The following subjects will require a passing written score and attendees must show an acceptable level of proficiency in the application of the skill set:

  1. Practical; Real time action v. reaction and; time, speed, and distance awareness (simulations with documented results for each attendee [end of day 1] no test, exposure only)
  2. Written test; Identifying human performance issues and limitations within the law enforcement function; Awareness of baseline digital video literacy (Mid-day [day 2])
  3. Written test; Cognitive Interviewing – (beginning day 4)

Practical application; attendee’s will be involved in a “crisis” scenario, then interview involved officers using the CI technique. (Day 4) The certification process in this course is administered and monitored by Sgt. Jamie Borden (Ret.) and Dr. Paul Taylor Ph.D. Additionally, Dr Ed Geisleman, the co-creator of the Cognitive interview, has given full authority to Jamie Borden and Paul Taylor to certify students in the Cognitive Interviewing Process as an integral part of the Force Investigations strategy. This course certifies you have been introduced to the theories and concepts related to the pressing issue of investigating and analyzing a controversial officer involved use-of-force. The skills that will be developed in this course are:

  1. Developing an overview of the issues facing Officers, investigators, departments, municipalities and the community.
  2. Understanding limitations in the decision-making process of an officer involved in a critical incident.
  3. Identifying performance issues related to time compression.
  4. Identifying perceptual distortions and understanding how they can go undiscovered in an investigative analysis.
  5. Identifying damaging biases from the investigative perspective; assuming we know what happened and supporting that theory, as opposed to the discovery of the “why” the officer made specific decisions.
  6. Facing the reality that most officers are not being indicted or tried based on their actions, but on the misunderstandings and misinterpretations of the officer’s actions through statements and evidence after the fact.
  7. Building an awareness of how video fits into the investigation, why video fits into the investigation and What role video evidence plays.
  8. Exploring the considerations of video and how it can affect an investigation; Understanding both perspectives and using video in the most effective way based on your departments cultural standing.
  9. Exploring the sensitivities of memory and how to elicit useable information through the cognitive interview process.
  10. Applying the Cognitive Interviewing technique with a full grasp of the connection between developing communication and properly mining the memory for relevant and pertinent information.