One of my first initiatives as President will be to assess and implement the capability to stream and conduct State Executive Committee (SEC) meetings virtually. Transitioning to a hybrid or virtual format will allow members from all corners of the state to participate and address the SEC without the burden of driving to Salem or other distant regions. Eliminating these geographic barriers directly increases accessibility, ensures greater transparency, and fosters absolute leadership accountability across our entire Association.

While our Association currently maintains a website and a basic mobile application to host our Collective Bargaining Agreement (CBA), constitution, and seniority lists, its functionality is severely outdated.

The current app lacks push notification capabilities. To announce critical votes, blog posts, or time-sensitive activities, the Association relies entirely on word of mouth or personal email blasts. Too often, these emails are caught in spam filters. Members routinely discover a vote occurred only after it has closed, leading to understandable frustration over missed opportunities to guide their own association.

My Goal: I will modernize our existing application or move to a secure alternative that features instant push notifications and text alerts. This ensures every member receives immediate, real-time updates on active votes, surveys, and critical union business.

In public safety, social media is frequently viewed with skepticism—seen as a gateway to misunderstanding or unnecessary public scrutiny. However, in the modern digital landscape, it is an indispensable tool for narrative control. The vast majority of law enforcement associations across the United States successfully leverage social media to highlight community outreach, celebrate member achievements, and humanize the badge.

My Goal: I will work with the membership and the SEC to establish a professional, controlled social media presence. This initiative will directly fulfill our mandate under Article II, Section 6 of the OSPOA Constitution, which explicitly charges leadership with promoting public respect and increasing community understanding of the unique challenges facing the law enforcement profession. We must tell our own story before others tell it for us.

As President, I will encourage the membership and the SEC to consider establishing various social media platforms to recognize all the good work that our members do while simultaneously fulfilling the objectives identified by Article II, Section 6 of the OSPOA Constitution which charges the SEC with promoting public respect and understand for law enforcement and the challenges facing the profession.

Transform the Employee Evaluation Process

Employee performance evaluations are meant to be a catalyst for professional growth and an opportunity to highlight an individual’s strengths. All too often, however, they are weaponized as rigid disciplinary tools used to punish employees for failing to meet broad, vague expectations while completely skimming over positive accomplishments.

My Goal: I will advocate for a reconstructed evaluation system centered on constructive development rather than blind retribution. By establishing a bidirectional feedback loop, our members will finally have a platform to highlight their achievements while driving real accountability up the chain of command. True organizational excellence is achieved through motivation and continuous leader development—not the constant threat of punishment.

Mitigate External Threats and Protect Families

Public safety is an inherently dangerous and heavily scrutinized profession. In today's social climate, our personnel face unprecedented off-duty risks. Doxxing, stalking, intimidation tactics aimed at members and their families, targeted acts of violence, and criminal mischief are modern realities that threaten our peace of mind.

My Goal: The Association must step up to help members proactively address these vulnerabilities. I will work to establish comprehensive legal and security assistance programs, including:

• Asset Protection: Providing legal guidance and resources to help members seamlessly transfer home titles and property into private trusts, making it significantly harder for bad actors to find where your family sleeps.

• Identity and Privacy Monitoring: Sourcing robust data-removal and identity monitoring services to scrub members' personal information from public databases.

• Legacy Planning: Supplying free, accessible templates for wills, advanced directives, and comprehensive estate planning to ensure your loved ones are always protected.

Prioritize Health and Longevity

A strong pension and great retirement benefits are baseline expectations, but they are entirely useless if we do not survive a 25-year career to enjoy them. From a systemic health standpoint, the deck is stacked against public safety personnel. Our members face drastically elevated risks of cardiovascular-related death, clinical depression, PTSD, and suicide.

My Goal: We must shift OSPOA’s focus toward aggressive, non-monetary workplace advocacy that directly reduces organizational stressors and extends life expectancy.

• Operational Wellness: Pushing for agency policies that allow members to break up grueling, sedentary workdays with structured, on-duty physical activity.

• Cultural Shift: Driving a transition toward motivational leadership practices that actively recognize excellence and inspire performance, fundamentally shifting the agency culture away from punitive management styles.

Effective leadership development is critical to achieving high levels of organizational morale and operational performance. When managers focus strictly on avoiding mistakes and dodging liability rather than fostering an environment of growth, everyone suffers.

Conversely, when leaders focus on recognizing and building upon their employees' strengths while actively coaching them through their weaknesses, they naturally inspire fierce institutional loyalty. Personnel who feel valued and a sense of duty to our mission will inherently take greater pride in their work. True leadership organically improves performance and decision-making far better than any rigid policy ever could.

Effective employee recognition is a vital component of overall employee engagement and job satisfaction. To be meaningful, recognition must be authentic, timely, and relationally relevant:

• Tailored Recognition: For some members, effective recognition means acknowledging accomplishments in front of their peers or the public. For others, it means securing advanced training opportunities or selection for unique auxiliary assignments.

• Shifting the Culture: Our members routinely perform selfless acts that go above and beyond the call of duty, yet many go entirely unacknowledged. Because much of our daily work occurs outside of direct supervision in one-on-one community interactions, supervisors must be trained to actively look for excellent work.

My Goal: I will challenge the current leadership culture that has conditioned supervisors to be hyper-fixated on risk at the cost of personnel motivation. We must balance necessary liability mitigation with the equally critical need to maintain organizational morale.

Career progression and individual growth contribute significantly to job satisfaction. Unfortunately, due to the geographical isolation of certain area commands, opportunities for promotion and specialized assignments are limited. Therefore, it is imperative that our members are given a fair, transparent environment to make the most of these opportunities when they do arise.

Historically, the agency has preferred to shroud competitive promotional and specialty processes in unnecessary secrecy. From hiring panels failing to provide candidates with meaningful feedback to making it incredibly difficult to obtain scores detailing areas for individual improvement, the current system is broken. This lack of transparency degrades our members' trust in the process and robs them of valuable opportunities to learn, adapt, and improve for the next opportunity.

My Goal: As President, I will advocate for an open, transparent merit system. Every member who steps up to compete deserves to know exactly where they stand, how they were scored, and what concrete steps they can take to succeed in the future.