Position/philosophy statement
I believe all individuals deserve to be heard, to feel safe, and to have equal opportunities in their futures. Not to be judged, bullied, or to become part of anyone's narrative, but by their own choice.
Current Occupation
Fulltime Candidate for Sheriff
Campaign Phone
336-202-1036
30 years of service as a Guilford County Deputy Sheriff. My career began as a Detention Officer. I was assigned as a patrol officer for 4 years, a detective for 12 years, 9 as a Detective Sergeant, supervising narcotics investigations, burglary, larceny, fraud, and juvenile related investigations.
I was an Operational Lieutenant for 3 years, supervising district patrol officers and detectives. I was a Captain for 10 years assigned as a commander, experience in commanding the Internal Affairs Division, Personnel & Training Division, School Resource Officer Division, and the Northern Guilford District Field Operations Division, with long term community engagement
My successful career gave me the opportunity to grow my leadership abilities
The Sheriff's Office as struggle for the past 7.5 years with retention of officers. 400 officers have quit within the 7.5 years under the current administration, with a minimum turnover cost of $400,000. This is more than half the agency. We must create an environment that embraces principles, values, and affords opportunity to every employee. We must work towards building careers, not temporary jobs. Consistency on policy, practices, and due process are on my list of top priorities to enable our pathway to retention.
First, examination of current policy- as to promotions, lateral transfers, disciplinary actions, and all protocols within the operations of the Sheriff's Office for the purpose of working to improve transparency and nonbiased operations. I will immediately join the INVICTUS Project that works in a task-force make-up to investigate child predators and trafficking children. We are one of the surrounding counties that does NOT participate. We will also revamp our recruiting with better targeting of career employees. Targeting allows you to be more success in matching the applicants with their interest. Throwing a net out, as is being done, to hire anyone that applies that qualifies. We must pair applicants to their long term expectations.
At this current point in staffing, we are not in a staffing position issues, we are in a retention crisis. Funding for a joint
coalition with area agencies, including certain non-profits, schools, and DSS to increase opportunities for kids 6-11 years old. A coalition to bring opportunities to the children that will otherwise be on the street being introduced to gang activities, and or criminal behavior. I can expound on this in another venue.
I will continue the re-entry program that is currently in existence, however I would like to develop a better tracking program to be able to understand the successes, and where the most value in the program is being made. It is difficult to tract individuals that may be transit in and out of jurisdictions, but I believe even a range would be helpful in evaluations, as well as it creates a strong platform when asking for additional funding. I believe we must review each year the availability of skills training an new ideas and concepts that may be added to enhance the program.
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