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  • Executive Leadership Conference | Sheriff's Office

    Top To develop, equip and empower the next generation of executive leaders. Our Mission While the last several years have been about surviving - change was forced, extreme, and reactive. Out of all this change came something incredible - we learned that without collaborative, flexible and empowered leadership - our organizations would collapse. As we are reinventing our organizations, shifting leadership and going into a new era of how we serve our organizations - training, empowering and equipping leaders is a necessity. SEE OUR PREVIOUS CONFERENCE SPEAKERS >> Mission WHY The Power of High-Quality Executive Leadership Training Our annual, Executive Leadership Conference boasts the top speakers from around the country - who aim to inspire, educate, equip and motivate our members to reach their highest potential. Why why THE STATISTICS 83 83% of organizations believe it’s important to develop leaders at every level of the company. Developing leaders internally is more economically sound and makes for a more robust company 35 35% of American workers put company culture as a priority when job hunting - showing the importance of a quality work environment with good leadership at the helm. 5 Only 5% of businesses have implemented leadership development at all levels. If leadership is not developed, companies may be facing some serious repercussions from this oversight. 77 77% of businesses report that leadership is lacking. While everyone recognizes the value of having strong leadership at every level of an organization, businesses struggle to find and develop leaders. *2021-2022 Statistics gathered from Zippia. View more at here. Statistics ABOUT US Inspiring, Equipping & Empowering the Next Generation of Leadership About Formed by Suffolk County Sheriff, Dr. Errol D. Toulon, Jr. in 2021, The Executive Leadership Conference is dedicated to the training, growth and empowerment of both current and up-and-coming executive supervisors. With more than 30 years in law enforcement, Sheriff Toulon has seen first-hand the power & influence of leaders and the lack of training in the various organizations he has worked for. In the aftermath of a global pandemic and the animosity, lack of trust and hardship facing law enforcement over the past two years, he made it his mission to develop trainings that would empower, equip and train up executive leaders, in all walks of life, to do better, be better and think better. LEARN MORE ABOUT SHERIFF TOULON 2024 CONFERENCE "The Power of Resilient Leadership" The Speakers: TBA The Conference THE VENUE Hyatt Regency Long Island The 2024 Executive Leadership Conference will be held at the Hyatt Regency Long Island, Hauppauge, NY . ​ Directions: ​ Via LIE: Take the Long Island Expressway (I-495) heading East if you're coming from Nassau County or heading West if you're coming from Suffolk County. Stay on the Long Island Expressway until you reach Exit 57 for Veterans Memorial Highway (NY-454) toward Commack. Take Exit 57 and merge onto Veterans Memorial Highway (NY-454) heading East. Continue on Veterans Memorial Highway for approximately 2.5 miles. Turn left onto Motor Parkway. After about 0.7 miles, turn right onto New Highway. Drive for about 0.3 miles and then turn left onto Adams Avenue. Continue on Adams Avenue for approximately 0.4 miles. The Hyatt Regency should be on your left. ​ Via Southern State: Take the Southern State Parkway heading East if you're coming from the Western part of Long Island or heading West if you're coming from the Eastern part of Long Island. Continue on the Southern State Parkway until you reach Exit 39 for the Sagtikos Parkway North. Merge onto Sagtikos Parkway North and stay on it for approximately 6 miles. Take Exit SM1E to merge onto the Northern State Parkway East toward Hauppauge. Stay on the Northern State Parkway for about 2 miles. Take Exit 43A for South West toward Hauppauge. Merge onto Route 111 South (Wheeler Road). Continue on Route 111 South for approximately 2 miles. Turn left onto Adams Avenue. Continue straight for about 0.6 miles. The Hyatt Regency will be on your left. Venue HOTEL ACCOMMODATIONS Hyatt Regency Long Island For our guests looking to stay overnight, we have secured a limited block of rooms at the: ​ Hyatt Regency Long Island 1717 Motor Pkwy Hauppauge, NY 11788 Phone: 844-201-9662 To reserve a room within our allocated block, please follow the link to the Hyatt Regency Long Island website. Availability is limited, so rooms are allocated on a first-come, first-served basis. BOOK A RESERVATION Accommodations HOME ABOUT MISSION WHY THE CONFERENCE THE VENUE HOTEL ACCOMMODATIONS THE SPONSORS

  • ABOUT US | Suffolk County Sheriffs Office

    About the Suffolk County Sheriff's Office Welcome to the Suffolk County Sheriff's Office On January 1, 2018, Dr. Errol D. Toulon, Jr. became Suffolk County, New York's 67th Sheriff and the County's first African American to be elected to a non-judicial countywide office. ​ Now serving his second term as Suffolk's highest-ranking law enforcement official, he continues to serve and protect the county's 1.5 million residents through innovative programs to reduce crime and recidivism, and by implementing sound fiscal policies. Read more about Sheriff Toulon Learn more about our Staff THE SUFFOLK COUNTY SHERIFF'S OFFICE Serving a population of over 1.5 million, the Suffolk County Sheriff's Office works tirelessly to serve and protect our residents through innovative programs to reduce inmate recidivism, by promoting sound fiscal policies and by working cooperatively with law enforcement and community groups throughout the county to improve safety in our jails and our neighborhoods. ​ The Suffolk County Sheriff's Office also plays a significant role in patrolling our roadways; Deputy Sheriffs are out in force all year long throughout the county. Our innovative Mobile DWI Processing Unit helps us efficiently apprehend suspected drunk and impaired drivers, and has a deterrent effect on anyone contemplating driving while under the influence. The Suffolk County Sheriff's Office: Operates the two Suffolk County correctional facilities (in Yaphank and Riverhead), provides county courthouse security and detention. Is responsible for patrolling and investigating all crimes committed on the county-owned property such as county government office buildings and plays a leading law enforcement role in the Long Island Pine Barrens. Has a Countywide DWI Enforcement Team which consists of Drug Recognition Experts (D.R.E.) and is funded by the STOP-DWI program. Issues pistol permits for the five East End towns of Suffolk County through its Pistol License Bureau. Has an Emergency Management Section: the Sheriff and the County Executive are the two County Officials with a broad range of authority in declaring a State of Emergency. Operates a Domestic Violence Bureau. Deputy Sheriffs assigned to this command serve and enforce the Orders of Protection; they arrest individuals charged with violating Orders of Protection and those with Family Offense related warrants. The third function is to provide victims with a safe refuge by removing batterers from the home, seizing weapons and executing all arrest warrants against the perpetrators of domestic violence. Has several specialized sections, including K-9, Marine Patrol, Dive Team, Mountain Bike Unit, ATV Unit, the Sheriff's Emergency Response Team (SERT), Honor Guard, Air Support Unit, Grants Bureau, tactical entry weapons team and sniper section. Is the Downstate New York Coordinator for Project Lifesaver International. Project Lifesaver is a Countywide Emergency Locator Service capable of finding those diagnosed with cognitive impairment (Alzheimer's Disease, Dementia, Autism, Down Syndrome, etc.) which may cause them to wander and become lost. Those enrolled in the program wear a one-ounce tracking device that can be tracked by specially trained Deputy Sheriffs. ​ Learn about the history of the Sheriff's Office CIVIL ENFORCEMENT PISTOL LICENSING PROGRAM REQUEST LOCATIONS

  • Sheriff's Office Chaplains | Suffolk County Sheriffs Office

    SHERIFF'S OFFICE CHAPLAINS The Suffolk County Sheriff's Office Chaplaincy program was established on April 26, 2018, by Suffolk County Sheriff Dr. Errol D. Toulon, Jr. The purpose of the Sheriff's Chaplaincy Program is to provide interfaith emotional and spiritual counsel to Sheriff's Office employees and their families du ring times of need and heightened stress and work in collaboration with the Interfaith Council. ​ The Sheriff’s Chaplaincy Program assists Suffolk County Sheriff’s Office employees by providing the followin g services: ​ ​ Render spiritual guidance, aid in fostering personal growth, and offer moral support in crisis situations, in an atmosphere of understanding and confidentiality. Counsel and support sworn officers, professional employees, and their family members, in personal matters and family difficulties, and provide referral resources when applicable. Visits to sick or injured officers in the hospital or at home when requested. Assist Sheriff’s Office personnel in making notifications to the families of officers who have been seriously injured, or upon the death of a member of the Sheriff’s Office. Participate in religious services for deceased members and offer support to the families of the deceased. Attend and offer prayers at official Sheriff’s Office functions: i.e. Memorial Services, graduations, and award ceremonies. All requests are coordinated through the Director of the Chaplains Program. When requested, assist Sheriff’s Office personnel (and the Crisis Intervention Team) in emergency situations such as multi-casualty incidents, officers shot or seriously injured, and during major disasters. In “emergency” situations an available Chaplain can be reached (24 hours) by phone, through the Radio Office Supervisor. In non-emergency situations, members may call on any Chaplain of their choice or, according to one’s individual religious affiliation. Although Sheriff’s Office Chaplains are affiliated with various religious denominations, they serve as Chaplains to the whole department in an ecumenical –interfaith role, regardless of an individual’s religious tradition or lack thereof. SUFFOLK COUNTY SHERIFF'S OFFICE CHAPLAINS: Father Joseph D'Ang elo Read bio Sister Michelle Bremer Read bio Reverend Charles A. Coverdale Read bio Reverend James P. McLaughlin Read bio Reverend Daris A. Dixon-Clark Read bio Pastor Alex W. Bryant Read bio Reverend John G. Fleischmann Read bio

  • Police Reform and Reinvention | Suffolk County Sheriff's Office

    Police Reform & Reinvention Report The Sheriff's Office Reform and Reinvention Report Submitted to the Suffolk County Legislature on March 1, 2021. “The Suffolk County Sheriff’s Office is, and will continue to be, an agency driven to achieve excellence not by legislative mandate, but instead by its own standards and its obligation to the People of Suffolk County, New York.” - Sheriff Toulon Download the Report Send us Feeback Report Highlights On February 23, 2021, the Sheriff’s Office released its Interim Reform and Reinvention Report pursuant to New York State Executive Order 203. On March 1, the report was finalized and sent to the Suffolk County Legislature for the March 2, 2021 General Meeting. Read RESOLUTION NO -2021, ADOPTING THE SUFFOLK COUNTY SHERIFF’S OFFICE REFORM AND REINVENTION REPORT (SHERIFF). Deputy Presiding Officer Robert Calarco has called for additional public hearings. See the Press Release for information and dates. The Reform and Reinvention Report report requires approval from the Suffolk County Legislature and must be sent to the Governor’s Office no later than April 1, 2021. Even though the process has advanced to the next stage, the public is encouraged and welcome to continue to submit comments, questions, and suggestions to Suffolk_Sheriff@suffolkcountyny.gov . The Sheriff’s Office followed State guidance by developing its evaluation and report in phases while collaborating with community stakeholders. In September, the Office began facilitating conversations with members of its newly formed Community Advisory Board (CAB) to gain a better understanding of the public’s understanding of the role of the Sheriff’s Office. The Office held six of these sessions between September and January, which included Sheriff’s Office presentations followed by discussion. In February, the Office hosted four additional community meetings and asked for feedback on a series of proposed reforms in the seven areas of “Reforming and Reinventing Correctional Services,” “Reforming and Reinventing Police Service,” “Community Engagement,” “Recruitment, Diversification, and Retention,” “Sheriff’s Office Training,” “Officer Wellness,” and “Internal Affairs.” The Sheriff’s Office is a reform-minded agency that has engaged with community partners in the non-profit, government, and educational sectors in substantive and collaborative ways over many years. The Office has five task forces comprised of community members, including the Sheriff’s Reentry Task Force with over 80 members, the Interfaith Council, the Community Advisory Board, the Deconstructing Task Force, and a small Student Advisory Board. Participants meet regularly with the County Sheriff and his staff and have played an integral role in shaping programs and policies for many years. Sheriff Toulon viewed the Reform and Reinvention process as a valuable opportunity to reflect on the progress the Office has made in recent years, understand public concerns, and plan for the future. It was also an opportunity to educate the public about the role of the Sheriff’s Office. “With so many police agencies operating in Suffolk, the general public doesn’t fully understand how we affect their lives and the services we provide,” said Sheriff Toulon. The first section of the 78-page report describes the responsibilities of the Sheriff’s Office, its history, and how elected officeholders, Sheriff’s Office appointees, and long-time civil servants help shape policies. The report then discusses recent improvements in the 7 subject areas, noted deficiencies, goals, and recommendations, and public input. ​ Highlights of some of the proposed reforms include: START Resource Center staff frequently confront issues with locating safe housing for homeless individuals. It is recommended that community and government stakeholders work together to create workable solutions. The Sheriff’s Office has discussed the possibility of rehabilitating county-owned property for transitional housing and will work towards this goal in 2021. Inmates with severe mental illness have more intensive needs and more frequently recidivate upon release. The Sheriff’s Office plans to focus on this issue by creating a working group in 2021 to address the continuum of support required to protect public safety and connect human services with this high-risk population. During the Public Sessions, it was recommended that the Sheriff’s Office review its policies and procedures regarding the classification of transgender individuals in custody at the Suffolk County Correctional facility. It was further recommended that the Sheriff’s Office adopt policies and procedures that are more responsive to the needs of gender-expansive communities. In 2021, the Sheriff’s Office will examine relevant policies and practices, New York State Commission of Corrections’ regulations, and national best practices for the purpose of crafting a policy directive on Transgender, Intersex, Gender Non-Binary, and Gender, Nonconforming People in Custody. The Sheriff’s Office will create an internal Review Board tasked with evaluating each use of force report generated. The goal of the board will be to ensure that proper procedures and guidelines are followed and to learn from each incident. If needed, the Board could establish recommendations for new methods for handling similar incidents. This platform to potentially prevent future injury to our officers and defendants/inmates could be expanded to include other high liability incidents such as motor vehicle crashes. The Sheriff’s Office will implement a training program for Deputy Sheriffs to increase their understanding and awareness of the impact of trauma. The training will help them utilize trauma-informed practices in their interactions with children and adults. Deputy Sheriffs are charged with executing Family Court orders to remove children from their homes for reasons such as abuse and neglect. In addition to implementing trauma-informed training for Deputy Sheriffs, the Sheriff’s Office will work with community partners to develop a care package of items the officers could give to the children to ease the transition. The Sheriff’s Office will facilitate coordination between the START Resource Center and Deputy Sheriffs assigned to the courts. Deputy Sheriffs frequently encounter at-risk and vulnerable individuals. The START Resource Center could be an avenue to connect these individuals with human services. The Sheriff’s Office plans to create a section of the website in 2021 devoted to Police Division statistics on arrests and traffic stops. During the Public Sessions, a question was raised about the Sheriff’s Office’s ability to track racial and ethnic data during traffic stops. The Office is currently updating technology to ensure that race and ethnicity data will be captured. Furthermore, the Sheriff’s Office intends to conduct ongoing analysis of data captured regarding traffic stops and arrests to ensure all sworn members of the Sheriff’s Office are utilizing best practices to eliminate any potential bias and to protect public safety. During the Public Sessions, it was recommended that the Sheriff’s Office improve its data tracking relative to Deputy Sheriff’s use of language access services. In 2021, the Office will begin to post quarterly language access assistance utilization data on its website. During the Public Sessions, it was recommended that the Sheriff’s Office develop protocols and appropriate training to best handle traffic stops and other encounters with people who may have developmental disabilities, autism, or other conditions that may affect an individual’s ability to communicate effectively during police interaction. The Sheriff’s Office intends to create a program for its staff in 2021. During the Public Sessions, the ability of Deputies to use discretion when deciding to make an arrest or give a warning was discussed. Deputies also have the discretion to direct a person to mental health services rather than arrest the person. It was recommended that the Sheriff’s Office track how often Deputies use this discretion and publish the data. The Sheriff’s Office intends to continue to build its mentoring program with local school districts. It will expand its involvement with My Brother’s Keeper and seek out other mentoring opportunities in schools and community groups. The Sheriff’s Office will work with community partners, including the Community Advisory Board, to form a working group focused on developing a more diverse workforce. The Sheriff’s Office will revise its mission statement in 2021 to include the goal of developing a diverse workforce that is representative of the communities it serves. In 2021, the Sheriff’s Office will seek out and implement trauma-informed training for its sworn members and customer service training for all professionals who engage frequently with the public. The Sheriff’s Office will implement a specialized training program for Deputy Sheriffs to increase their understanding and awareness of the impact of trauma. The training will help them utilize trauma-informed practices in their interactions with children and adults. In corrections, special needs inmates include any individuals in custody with mental, emotional, or developmental disabilities, disorders, or impairments. Presently, training regarding special needs inmates is presented once in the academy. The Suffolk County Sheriff’s Office will be expanding upon this curriculum in 2021 so that all sworn staff will receive on-going special needs inmate training. The Sheriff’s Office will implement Realistic De-Escalation training in 2021 for all sworn staff. This form of training exposes staff to real-life situations they may encounter on the job and gives them first-hand experience on how to handle these scenarios. This useful and informative training will assist sworn officers in managing conflicts and help them develop problem solving tools to de-escalate situations they encounter. The Academy Bureau is scheduled to have four qualified de-escalation instructors by January of 2021. De-escalation training will then be used within the Professional Communication block of annual training. The Academy Bureau is working to facilitate the creation of peer support groups within the Sheriff’s Office. These groups will work closely with Chaplains and mental health professionals to provide support to Sheriff’s Office personnel in need. The Academy Bureau is in the process of developing/ implementing a PEER team which will be a first for the Sheriff’s Office. The team’s primary focus will be supporting fellow officers in times of crisis, promoting mental health, and helping to prevent behaviors that may lead to illness, injury, or death of members. During the Public Sessions it was recommended that Academy recruits and sworn personnel receive annual training in LGBTQ cultural diversity. The Sheriff’s Office intends to adopt a relevant training program. The Sheriff’s Office also plans to review cultural competency training curricula and provide this training to all staff. In 2021, the Sheriff’s Office will implement officer wellness "check-ins" with supervisory staff. These check-ins will be conducted regularly to ensure that Deputy Sheriffs and Correction Officers under their commands are taking care of their overall well-being, and effectively managing and coping with stress. All staff at the Sheriff’s Office will be encouraged to be alert to "red flags" with a coworker, or immediately following a Use of Force incident, sick time abuse, or other issues. Staff will then be offered assistance and referred for counseling or treatment. The Sheriff’s Office will launch an internal education campaign to alert staff about the higher rates of depression among law enforcement and the signs and symptoms of depression. Resources will be made available on the Office intranet and on signage in employee areas. The Sheriff’s Office is already using a variety of methods associated with Early Intervention Systems (EIS) that engage supervisors in detecting and remedying problematic behavior that occurs under their command before there are issues that can lead to more serious consequences. The Sheriff’s Office will be exploring database programs used to assist in tracking performance and complaints that occur over the course of an officer’s career. Often, incidents do not occur in quick succession, and personnel and management change over the years. EIS database systems lessen the reliance on institutional knowledge about incidents and provide a means to analyze individual trends over the course of time. In 2021, the Sheriff’s Office plans to utilize the Employee Mentorship Program in another arena – as a non-punitive measure for officers with minor disciplinary sanctions and/or issues. By addressing these behaviors early on, the need for more formal disciplinary measures, as well as the consequences to which these behaviors may lead, will be mitigated before they ever become a major problem for the individual and for the agency. The process to file a complaint with Internal Affairs is on the Sheriff’s Office website but during a Public Session it was recommended that the Office review the website to ensure the public understands the process to file a complaint with Internal Affairs and post a flow chart that provides information on how complaints are handled. The Sheriff’s Office intends to follow through on these suggestions. Community & Legislative Presentation Watch the Meeting Este documento en español. Preguntas? Email: Suffolk_Sheriff@suffolkcountyny.gov Public Information Session #1 Public Information Session #2 Public Information Session #3 Recommended Reading Materials on Police Reform Executive Order 203 NYS Police Reform Guidebook Briefing on the Sheriff’s Office and the Reform and Reinvention Process ​ Pursuant to the directives of NYS Executive Order 203 and following the subsequent guidance provided by the New York State Governor’s Office, the Suffolk County Sheriff’s Office is conducting a comprehensive review of its corrections and police divisions’ policies and procedures, community engagement, recruitment and diversity, employee training and well-being, and Internal Affairs operations. Preparation Materials for Public Session The Sheriff’s Office is comprised of a Corrections Division, a Police Division, and an Operations Division. The Corrections Division has 813 Correction Officers who staff two county correctional facilities housing minimum, medium, and maximum-security inmates. ​ The Police Division includes the Enforcement Bureau, Headquarters Bureau, District Court Bureau, Family Court Bureau, Criminal Investigations Bureau, a Special Operations Bureau, and the Pistol License Bureau. These bureaus provide transportation and security of inmates outside the county jails, general law enforcement services to the public, civil actions, and support to other law enforcement agencies. ​ The Operations Division of the Suffolk County Sheriff’s Office includes Employee Benefits, the Communications Bureau, Quartermaster Bureau, Grants Bureau, Accounting Bureau, Personnel Investigations Bureau, Personnel/Payroll, Fleet Management, and Research and Development. These Bureaus work together to ensure the Sheriff’s Office continues to run efficiently. ​ The Sheriff’s Office Corrections and Police divisions are both recognized as Accredited Agencies in New York State. This designation involves a lengthy, rigorous process to meet and exceed high standards. The Office must continually sustain this level of professionalism to maintain its accreditation status. ​ The Sheriff’s Office is at the forefront of best practices in many areas of operations and has earned national attention for its innovative work in correctional rehabilitation, school-based programming, and intervention services for victims of human trafficking. In 2018, Sheriff Errol D. Toulon, Jr. partnered with the Sandy Hook Promise Foundation to educate young people about the warning signs of a peer in distress, how to intervene, and the concepts of inclusivity. He also launched a task force called Deconstructing the Prison Pipeline to drive policy discussions and implement solutions to prevent youth from entering the justice system. The County Sheriff simultaneously expanded correctional rehabilitation programing and launched the START Resource Center on the grounds of the Yaphank Jail to provide case-management services and reduce recidivism. Working with Stony Brook University’s School of Social Welfare, the Sheriff recruited master’s level Social Work students to participate in an innovative Family Reunification Program which focuses on supportive services for the children of county inmates. He has also advocated for improvements in human services, access to safe housing, and mental health treatment – as well as trauma-informed practices throughout the justice system. ​ In June 2020, in response to growing social unrest and calls for police reform, the County Sheriff announced the formation of a Community Advisory Board and recruited participants via social media and in the local press. All ninety-four people that applied were accepted on the Board, which comprises a diverse group of residents from across Suffolk County. The Board meets monthly to view presentations, discuss topics of interest and concerns, and make recommendations. ​ The Sheriff’s Reform and Reinvention process is focused on the following areas: Reforming and Reinventing Correctional Services Reforming and Reinventing Police Services Community Engagement Recruitment, Diversification, and Retention Sheriff’s Office Training Officer Wellness Internal Affairs The Office is seeking comments, ideas, and suggestions on some of its proposed reforms and will be meeting with community groups and the general public during four sessions in the month of February. The following information is designed to help prompt discussion about reforming policies and practices at the Suffolk County Sheriff’s Office. While the Office is focused on specific areas, and suggested reforms are welcome. ​ Part 1. Reforming and Reinventing Correctional Services The Sheriff’s Office places emphasis on correctional rehabilitative programming. Various in-custody programs provide gender-responsive group and individual counseling, parenting classes, and educational and vocational training for both male and female inmates. Other programs provide essential services to elderly inmates, veteran inmates, human trafficking victims, and those with substance abuse issues. ​ The reduction in county inmates due to New York’s Bail Elimination Act led to a simultaneous decline in the number of individuals participating in the jail’s rehabilitation and reentry programs. This, in conjunction with the COVID-19 pandemic, prompted the administration to find creative methods of providing services to county inmates, as well as justice-involved individuals living in our communities. This work is now coordinated through the START Resource Center by a new team of Correctional Counselors and Community Correction Officers who conduct intake assessments on all county inmates and provide ongoing case-management during incarceration and after release. The Sheriff’s Office also recently began a pilot project with SUNY Stony Brook’s School of Social Welfare to provide services to family units and the children of those in custody. ​ In 2021, the Sheriff’s Office will seek to expand the reach of the START Resource Center by developing satellite offices in other parts of Suffolk County. Planning has commenced to offer more services to individuals released from court, and to reduce barriers to employment, safe housing, mental health treatment, and other common issues. Correction Officers will also receive additional training in working with people with mental illness, de-escalation techniques, crisis intervention, and trauma-informed practices. The Sheriff’s Office will also expand services for children of those in custody. ​ Discussion Materials: About the START Resource Center Proposed Reform: Expansion of Services for the Children of those Incarcerated https://www.urban.org/sites/default/files/publication/53721/2000256-Children-of-Incarcerated-Parents-Framework-Document.pdf Proposed Reform: Using Trauma-Informed Practices in a Correctional Setting https://bja.ojp.gov/sites/g/files/xyckuh186/files/Publications/NRCJIW-UsingTraumaInformedPractices.pdf https://traumainformedoregon.org/wp-content/uploads/2019/05/Corrections-Trauma-Informed-Care-infographic.pdf Additional Information on Trauma in Correctional Settings Trauma-Informed and Evidence-Based Practices and Programs to Address Trauma in Correctional Settings Part 2. Reforming and Reinventing Police Services The Police Division is staffed by 240 Deputy Sheriffs that provide critical services for the courts, serve warrants and summonses, make arrests, transport inmates, investigate crimes, and patrol roads and waterways. Recently the Sheriff’s Office began training its deputies in Fair and Impartial Policing, a form of implicit bias training. The Office’s Use of Force policy was revised to ban chokeholds and carotid holds. Body and in-car cameras were distributed to deputies and language assistance services are now available when interacting with people who have limited English proficiency. ​ Future plans include an internal review board to evaluate each use of force incident. Customer Service training will be rolled out to professional staff in the Enforcement Bureau who field frequent phone calls from the public who are facing eviction. Trauma informed training will be implemented for deputies who are charged with executing Family Court orders to remove children from their homes. The Sheriff’s Office also intends to improve data collection relative to arrests and traffic stops and make that data available on the Sheriff’s Office website. ​ Discussion Materials: Proposed Reform: Using Trauma Informed Care Practices to Safeguard Children following Arrest or Removal from Guardians https://bja.ojp.gov/sites/g/files/xyckuh186/files/Publications/IACP-SafeguardingChildren.pdf Proposed Reform: Training in Trauma Informed Practices https://bha.health.maryland.gov/Documents/Trauma-Informed%20Policing%20-%20Betsy%20Wexler.pdf https://www.samhsa.gov/gains-center/trauma-training-criminal-justice-professionals Proposed Reform: Exploring Co-Responder Models for Individuals in Behavioral Crisis and with Developmental Disabilities RESPONDING TO INDIVIDUALS IN BEHAVIORAL HEALTH CRISIS VIA CO-RESPONDER MODELS The Police-Mental Health Collaboration Toolkit https://bja.ojp.gov/program/pmhc Part 3. Community Engagement The Sheriff’s Office regularly participates in formal and informal community gatherings and events. The Office hosts an annual Open House and Family Day and participates in National Night Out to create more opportunities for positive public interactions. In the last few years, the Sheriff’s Office has become actively engaged in mentoring initiatives though My Brother’s Keeper. In 2021, the Office will conduct another mentoring pilot project with the Central Islip School District. ​ Community engagement is also facilitated through the Office’s many task forces and boards, including the Interfaith Council, the Reentry Task Force, the Deconstructing the Prison Pipeline Task Force, the Student Advisory Board, and the Community Advisory Board. Through these initiatives, the Sheriff’s Office regularly engages with hundreds of individuals, non-profit groups, and educators. ​ Discussion Materials: Proposed Reform: The Sheriff’s Office is proposing an expansion of its mentoring initiatives. http://www.nysed.gov/mbk https://leb.fbi.gov/articles/featured-articles/cops-mentoring-kids-an-investment-in-crime-reduction Additional: The Sheriff’s Office intends to expand its Deconstructing the Prison Pipeline Initiative https://315a35fb-4cd2-4c10-ad2f-caceddce343b.usrfiles.com/ugd/315a35_22d112c0e8944c359455cf2539d4a95f.pdf ​ Part 4. Recruitment and Diversification The underrepresentation of Black and Hispanic employees at the Sheriff’s Office is a longstanding issue that is also a challenge throughout Suffolk County government. Suffolk County recently appointed its first ever Chief Diversity and Inclusion Officer, a new role created by the County Executive to promote diversity and inclusion in the Suffolk County workforce. Nearly all Sheriff’s Office employees are civil servants, and therefore are not exempt from civil service hiring practices, such as testing and established lists based on scoring. The Sheriff’s Office Director of Personnel has been tasked with collaborating with the Chief Diversity and Inclusion Officer to improve hiring and recruitment practices and increase diversity in its sworn and professional ranks. Some recent initiatives undertaken by the Sheriff’s Office to aid in diversification include targeted recruitment efforts in local communities, coordinated outreach efforts with non-profits and churches, and social media campaigns. These initiatives had positive results and will continue as new civil service tests are scheduled. ​ Future plans include teaming up with members of the Community Advisory Board to help with recruitment, targeted marketing campaigns, social media outreach, and identifying and reducing barriers to attracting more ethnically and racially diverse candidates. In 2021, the Sheriff’s Office plans to revise its formal Mission Statement to include “developing a more diverse workforce.” ​ Discussion Materials: Proposed Reform: The Sheriff’s Office will set goals to diversity its sworn and professional workforce. https://www.justice.gov/crt/case-document/file/900761/download https://www.policechiefmagazine.org/creating-a-multicultural-law-enforcement-agency/ Part 5. Training Previous to the current administration, in-service training amounted to less than one day per year. Sheriff Toulon increased in-service training to three days per year for all sworn staff, created the Academy’s first training course catalogue, and implemented mandatory training for all new supervisors. The recent additions to the in-service training program include mental health first aid training, fair and impartial policing, and crisis intervention training. These curricula include realistic and challenging training scenarios to strengthen learning objectives. A new mentoring program supports new employees while learning on-the-job and helps to reinforce the ethical foundation of the professional culture at the Sheriff’s Office. ​ The Office also plans to implement trauma-informed training for its sworn members and customer service training for all professionals who engage frequently with the public. (See corrections and police sections for trainings). ​ Part 6. Officer Wellness Decision making and judgment can be affected by an officer’s mental state. Proper mental, physical, and emotional well-being are essential for an officer to be effective in the community. Recently, the Sheriff’s Office began an employee wellness program to encourage employees to prioritize mental and physical fitness. The Sheriff’s Office Chaplaincy Program provides chaplains from various religious denominations to officers in need. In addition, employee unions have helped connect law enforcement mental health providers with officers in need of psychological and emotional support. ​ Starting in 2021, the Sheriff’s Office will begin officer wellness check-ins utilizing supervisory staff. These check-ins will alert supervisors to red flags indicative of a larger problem. New training at the Academy will focus on officer mental wellness education. ​ Discussion Materials: Proposed Reform: Improve Overall Wellness for Sheriff’s Office Employees https://cops.usdoj.gov/RIC/Publications/cops-w0862-pub.pdf Part 7. Transparency and Accountability – Internal Affairs Sheriff Toulon and the Executive Staff work to hold all staff accountable for their conduct and to properly and investigate each and every allegation of misconduct. A progressive disciplinary system for all founded violations of agency policies and procedures is in place. The Sheriff’s Office investigates all complaints, whether anonymous or otherwise. Recently Sheriff Toulon established the Quality Assurance and Integrity Unit to evaluate complaint cases for the purpose of decreasing opportunities for re-offense. ​ The Sheriff’s Office already uses various Early Intervention Systems that engage supervisors in detecting and remedying problematic behavior. A database program is being explored to assist in tracking performance and complaints over an officer’s entire career. The Employee Mentorship Program will also be utilized as a non-punitive measure for officers with minor disciplinary issues, avoiding the need for a formal disciplinary process. ​ Discussion Materials: Proposed Reform: Review Employee Intervention Systems; both behavioral interventions and software systems http://www.datasciencepublicpolicy.org/projects/public-safety/eis-overview/ https://www.policefoundation.org/publication/best-practices-in-early-intervention-system-implementation-and-use-in-law-enforcement-agencies/ Part 8. Other Recommendations and Open Discussion

  • Arrest Data | Sheriff's Office

    2022 Arrest Data January February March April May June July August September October November December 2023 Arrest Data January February March April May June July August September October November December Additional statistics may be available upon request.

  • Orders of Protection | Suffolk County Sheriff's Office

    Orders of Protection Orders of protection are issued by a judge to protect you from another person who is abusing, harassing, threatening, and/or intimidating you, or has committed a crime against you. Orders of protection are commonly issued in cases involving domestic violence, but may also be issued under other circumstances. ​ Types of Orders of Protection Family Court Order of Protection: A Family Court Order of Protection is issued as part of a civil proceeding to stop violence that is occurring within the family or within an intimate relationship. You may begin the process of obtaining a Family Court order of protection by filling out the Family Offense Petition . In order to obtain an order of protection in Family Court, your relationship to the other person involved must fall in at least one of the following categories: Current or former spouse. Someone with whom you have a child in common. A family member to whom you are related by blood or marriage. Someone with whom you have, or have had, an 'intimate relationship.' (An intimate relationship does not necessarily mean a sexual relationship. Family Court will consider several factors such as, but not limited to: "how often you see each other or how long you have known each other.") Criminal Court Order of Protection: An Assistant District Attorney may request a criminal court order of protection on your behalf. You do not need to have an intimate or personal relationship with the person charged with the offense. The judge decides whether to issue an order of protection, as well as the terms and conditions. Supreme Court Order of Protection: A Supreme Court order of protection can be issued as part of ongoing divorce or criminal proceeding. If you are involved in an ongoing divorce case and wish to request an order of protection, you must make a written request by Motion or Order to Show Cause, or an oral request at a court appearance. If an attorney is representing you in the case, the attorney can make the written or oral request on your behalf. The judge decides whether to issue an order of protection, as well as the terms and conditions. Orders of protection may be temporary or final: Temporary Order of Protection: Issued the same day that a complainant files for an order of protection and lasts only until the next court date, at which point it may be extended. Final Order of Protection: A final order of protection is issued when the case results in a conviction (whether by plea or after a trial) in criminal court or in family court after a judge finds that a family offense was committed. Orders of protection may be full or limited: Full Order of Protection: A full order of protection means that the subject of the order of protection must stay completely away from you, your home, job and school, and must not abuse, harass, or threaten you. Limited Order of Protection: A limited order of protection allows the subject of the order of protection to maintain contact with you. However, the subject cannot abuse, harass, or threaten you. Serving Family or Supreme Court Orders of Protection For legal reasons, you may not serve your own order of protection. Orders of protection will be served in court by the judge if the defendant/respondent is present. ​ The Suffolk County Sheriff's Office may serve your Order of Protection. This service is free of charge. Once the Sherriff's Office has served the respondent, they will provide you with a signed statement that says the service has been completed. If the Sheriff's office is unable to deliver the order of protection after several attempts, they must provide you with a signed statement that includes the dates and times of each attempt. ​ An order of protection does not guarantee your safety. It is important that you have a safety plan should the person violate the order of protection. Violating an Order of Protection It is a crime to violate a temporary or final order of protection. If an individual violates the order of protection, you should report it to the police. In an emergency call 911 and the individual will be arrested. In a non-emergency, you may file a violation of the order of protection by going to a police precinct. If you have a Family Court order of protection, you may go to Family Court and file the violation, you may report the violation to the police or choose to do both. If you file a violation of the order of protection only in Family Court, the subject who violated the order might not be arrested. Learn more about an order of protection . ​ ​ ​ Extreme Risk Protective Order Please be advised that effective August 24, 2019 the NYS Supreme Courts may begin issuing an Extreme Risk Protective Order when a person may be dangerous to themselves or others. Please see the New York Courts website regarding how an order may be obtained. ​ ​ An Extreme Risk Protective Order (ERPO) is a court order issued when a person may be dangerous to themselves or others. An ERPO prohibits a person from purchasing or possessing guns and requires the person to surrender any guns they already own or possess. An ERPO can also direct the police to search a person, premises or a vehicle for guns and remove them. An ERPO case may be started by a district attorney, a police officer, a school official, or a member of the person’s family or household. It is a civil case. ERPO cases have no criminal charges or penalties. ​ The petitioner is the person filing the ERPO application with the court. The respondent is the person you are asking the Court to issue an ERPO against. The petitioner can be a district attorney, a police officer, a school official, or a member of the respondent’s family or household. ​ ​ Crime Victims Information Suffolk County Sheriff Errol D. Toulon is pleased to announce that the Sheriff's Office participates in the Order of Protection Notification System (OPNS) . The program is available to anyone who registers to receive alerts regarding Family Court-issued orders of protection in Suffolk County -- and provides a text, email, phone or fax notification to alert victims when Deputy Sheriffs serve a Family Court Order of Protection to a perpetrator on their behalf. Victims can also use the VINE resource to look up inmates and receive alerts regarding their release. Register for alerts by visiting the NYS Sheriffs Institute Victims Services page linked below. Please have your docket number and order of protection number available at the time of registration.​ ​ If you or someone you know is a victim of domestic violence, the following organizations in Suffolk County can offer support and guidance. However, please call 911 if you or someone you know is in immediate danger. To learn more about making an application for a court order of protection, please visit the Unified Court System website. ​ If you need assistance, counseling or advice, call one of the organizations listed below: Crime Victims Center (631) 689-2672 The Retreat (631) 329-2200 Long Island Against Domestic Violence (631) 666-8833 Victims Information Bureau of Suffolk (Known as VIBS) (631) 360-3606 NYS Courts Steps to Apply for an ERPO

  • HALT | Suffolk County Sheriffs Office

    HALT Act In accordance with the Humane Alternative to Solitary Confinement (HALT Act), and requirements set forth in the NYS Commission of Corrections Standards, below is the Suffolk County Sheriff's Office up-to-date statistics and data reporting. 2023 Segregated Confinement Statistics 2023 Residential Rehabilitative Units

  • Data Driven Justice | Suffolk County Sheriff's Office

    Data Driven Justice Data Driven Justice Community Portrait: A Conversation with Sheriff Errol Toulon, Jr. of Suffolk County, N.Y. This Data-Driven Justice Community Portrait is the fifth in a series highlighting individuals who are championing cross-systems collaboration and data sharing within their jurisdictions to respond to the needs of frequent utilizers of justice, health and human services systems. This interview was edited for brevity. ​ Dr. Errol D. Toulon, Jr. is the Sheriff of Suffolk County , New York on Long Island. He was born and raised in the Bronx in New York City, and his father and brother were both wardens on Rikers Island . As such, Toulon learned about the criminal justice system from a very early age; in 1982 he joined the New York City Department of Correction where he had a 22-year career in uniform serving in various positions in the Emergency Service Unit, Firearms & Tactics Unit and Compliance Unit. He retired as a captain due to health reasons. In 2014, he returned to the Department of Correction as the Deputy Commissioner of Operations overseeing the Intelligence Unit, Training Academy, Applicant Investigations Unit, Emergency Management and Compliance Units. Taking office in January 2018, Sheriff Toulon is the county’s first African American person to be elected to a non-judicial countywide office. He received his bachelor's degree in Business Administration from Monroe College, a master’s degree in Business Administration and a doctorate in Educational Administration from Dowling College. ​ Q: Where do you get your passion for helping people involved in the criminal justice system? ​ When I was a child, my father told me that his job as a warden was about rehabilitating people who were incarcerated; however, he also used the same moniker of “bad guys” that needed to be in jail. When I was a captain on Rikers Island, I would often tour our various facilities, talk to the people in our custody and find out why they became incarcerated and if they experienced substance abuse and/or mental health issues. I believe 85 percent of men and women that come into our facilities are individuals that have mental health and substance abuse issues, or they just made some poor choices. Many come from areas and families that experience multi-generational trauma due to community and family violence. ​ When I became sheriff, I used this experience to affect change in my community. We can assist those men and women with the treatment they need and can connect them with resources in the community to continue care post incarceration. I am extremely passionate about ensuring people continue to receive this level of care while involved with the justice system. ​ Q: What are some of the initiatives you’ve started to help people with mental illness and/or substance use disorders involved in the justice system? ​ Here in Suffolk County, we created The Sheriff's Transition and Reentry Team (START), where we work with the judicial system, The Legal Aid Society and The Criminal Bar Association to offer case management and support to help address the needs of people in our custody and upon release. ​ The START Resource Center is located at our Yaphank Correctional Facility and staffed by correctional officers. In our jails, we start reentry on day one of incarceration. We interview inmates at jail admission and have them complete a packet of information where we assess their needs and life goals. Officers and our partners support people with substance abuse treatment, education, job and resume assistance, social services enrollment, driver's license and identification issues, transportation, food, housing and clothing. We also provide referrals to community-based services upon release. We help people create resumes and conduct job searches and provide business attire for job interviews. We also provide transportation for interviews, as transportation can be a huge barrier in Suffolk County. We have identified employers who are willing to hire a formerly incarcerated individual and work with social services agencies in various communities to connect people to health care and continue treatment. We are trying to address structural barriers to reentry, and the staff has truly built trust among our community members involved in the justice system. In fact, with START, more than 350 people have returned to our resource center or reached out for further assistance who are no longer involved in the justice system. ​ We also have a serious addiction treatment program and are very much involved in the drug court. We continue to talk to judges and defense attorneys on how we can improve. We can always do better, and I push my staff so that our office can mitigate crime before it occurs and reduce our jail population. ​ Lastly, we partnered with Stony Brook University School of Social Welfare on our family reunification project to bring graduate-level interns to the jail to work with inmates and their families to improve relationships while people are incarcerated and when they are released. We know that family involvement can be key to a person’s success once they are no longer in our custody. Q: Who have been some of your most valuable partners in this work? ​ We have worked with many community partners who have helped identify individuals with mental health or substance abuse issues. We created a satellite facility partnering with one of our service providers, Spin the Yard , to assist with transportation and networking with other programs to make sure people are receiving the assistance they need. ​ In addition, since many of our female inmates are victims of human trafficking and have substance use disorders, The Empowerment Collaborative of Long Island is another important community partner, particularly for women and children. We also partner with many local advocacy groups and monitor data to understand where in Suffolk County there are hotspots of people suffering from mental health and substance abuse issues and how to best address it. We also use data analysis in our schools through a program called Deconstructing the Prison Pipeline , which seeks to improve policy and craft initiatives to prevent youth from getting involved in the justice system by helping to identify root causes of youth delinquency. ​ Q: How is your office working with the community to address race equity for people involved in the justice system? ​ First, I am always looking at data to help us understand the problem. As Sheriff, I have made it a priority for our office to use data to identify community members at risk of incarceration. We focus on factors such as demographics and ethnicity, education level and employment type. Do they have children? With these variables, we see where certain trends are occurring and can drill down to the root causes of some of the issues that our residents face before and after incarceration. ​ Since last year (2020), we started a training course for fair and impartial policing not only for our deputy sheriffs and correctional officers, but also professional personnel. We have implemented customer service training for sworn and professional personnel that are interacting with the public. I do not, however, believe that a training course will really allow us to understand our own biases, so we have made it incumbent upon our supervisors to reinforce this training throughout our daily work. Since it is very difficult to change someone’s inherent views in just a couple training sessions, we conduct them regularly to at least recognize these biases and reinforce the need for change. ​ There needs to be a basic understanding of respect from law enforcement to the people in our community and those that are incarcerated. The death of George Floyd was a tragedy, and law enforcement needs to find a balance when interacting with the community between who is an actual threat and who may be experiencing a mental health or substance abuse crisis. Q: What more can Suffolk County do to help people living with mental illness and/or substance use disorders? ​ What is needed not only for Suffolk County, but our nation, is investment in social services. People need help before they interact with law enforcement. By the time someone is incarcerated, the individual has most likely shown many red flags. The pandemic has caused a mental health and substance abuse crisis in this country and with so much trauma and disruption in our society today, the government needs to focus on increasing funding in our communities for social services. This would certainly lead to fewer negative interactions with law enforcement and less incarceration. We may be able to save not only a lot more lives but change people's lives so that families and communities are safer. Q: What inspires you about this work? ​ I'm a two-time cancer survivor, so I probably shouldn't be here. My second battle was with pancreatic cancer and it has made me feel that I'm here for a purpose. I was a deputy commissioner at Rikers Island for 25 years and I didn't have the direct impact that I have now. I have been a resident of Suffolk County now for 31 years and I can see the impact I have on my staff and the individuals that are incarcerated in the community. This is what gives me joy because I can affect real change and help people. It motivates me every day. ​ Q: Do you have any recommendations for other communities or advice for your peers? ​ You can never have enough partners in this, whether it's NACo or law enforcement agencies, community partners or community members. I engage with our community to understand what various populations in Suffolk County are dealing with so I can understand what we need to do and identify potential and changing trends. As a sheriff, it is important to talk to law enforcement agencies and community partners throughout the country to see what they are dealing with and how to best prepare. Finally, humility is crucial. You need to talk to everyone and can never have enough engagement with people. There is much to learn from other people’s experiences. NACo would like to thank Sheriff Errol Toulon for speaking with us about his and Suffolk County’s efforts. He can be reached at Suffolk_Sheriff@suffolkcountyny.gov . ​ This community portrait was created with support from Arnold Ventures as part of Data-Driven Justice , a project that aims to support local jurisdictions in using data to better align resources to respond to people who are frequent utilizers of justice, health and human services systems. This is a reprint from the National Association of Counties, NACo. Read this story on the NACo website.

  • YES Tour | Suffolk County Sheriffs Office

    Youth Enlightenment Seminar "YES" Tour Every year, the Suffolk County Sheriff's Office opens our doors for thousands of students to take an in-depth tour of both our Riverhead and Yaphank Correctional Facilities. The tours give a realistic, first-hand glimpse into the inner workings of our correctional facilities and what a daily life as a correction officer and justice-involved individuals looks like. YES Tours are a great fit for criminal justice classes or students interested in pursuing a career in the criminal justice field . Who May Participate: Public and private schools throughout Suffolk County must apply on a lottery basis for the tours in the beginning of the school year. ​ How To Register: Registration dates will post during the summer and are available on a first-come, first-serve basis. Schools are allowed to book no more than four (4) tours of forty (40) students per academic school year. Students must be twelve (12) years or older and accompanied by a school faculty member. Information must be filled out in full. Please select your 4 dates, with an alternative date should one of your requested dates be booked already. You will receive an email confirmation with your dates once they have been approved and scheduled. ​ ​ YES Tour Registration ​ Registration for the YES Tours is available on a first-come, first-serve basis. YES Tour Requests for the 2023-2024 school year will open on Monday, September 4 , 2023 at 12:00AM. Any requests made prior to this date and time will not be honored and will placed on the bottom of the request form. Schools are allowed to book no more than four (4) tours of forty (40) students per academic school year. Information must be filled out in full. Please select your four dates, with an alternative date should one of your requested dates be booked already. You will receive an email confirmation with your dates once they have been approved and scheduled. If you have any questions please do not hesitate to reach out. Number of Tours Requested (no more than four (4). One (1) Tour Two (2) Tours Three (3) Tours Four (4) Tours Submit Thank you for requesting a YES Tour. Please note that requested dates are not confirmed until one of our staff members contacts you. We will contact you shortly to confirm your dates.

  • Salary & Benefits | Suffolk County Sheriff's Office

    Salary & Benefits Correction Officers $49,655 *Includes line-up, shift differential, holiday pay, and cleaning allowance. Starting Salary After 3 Years $64,475 *Includes line-up, shift differential, holiday pay, and cleaning allowance. After 5 Years $79,842 *Includes line-up, shift differential, holiday pay, cleaning allowance, and longevity pay. After 12 Years $124,235 *Includes line-up, shift differential, holiday pay, cleaning allowance, and longevity pay. BENEFITS ​ Suffolk County Correction Officers enjoy a competitive benefits and compensation plan including: ​ Healthy, Vision & Dental Insurance Life Insurance Issued Uniform & Equipment Holiday Pay Rotating Shift Pay Night Differential Clothing Allowance Sick Leave Bonus Tuition Reimbursement Longevity Pay Military Time Credit New York State Pension 25-year Retirement (regardless of age) Time Accruals Deputy Sheriffs $33,000 *Plus additional salary increases as per the 2019 - 2024 contract. Starting Salary After 5 Years $60,386 *Plus opportunities for shift differential, holiday pay, sick leave bonus, and more per the 2019 - 2024 contract. After 8 Years $78,644 *Plus opportunities for shift differential, holiday pay, sick leave bonus, and more per the 2019 - 2024 contract. After 12 Years $102,987 *Plus opportunities for shift differential, holiday pay, sick leave bonus, and more per the 2019 - 2024 contract. Benefits ​ Suffolk County Deputy Sheriffs enjoy a competitive benefits and compensation plan including: ​ Healthy, Vision & Dental Insurance Life Insurance Issued Uniform & Equipment Holiday Pay Rotating Shift Pay Night Differential Clothing Allowance Sick Leave Bonus Tuition Reimbursement Longevity Pay Military Time Credit New York State Pension 20 -year Retirement (regardless of age) Time Accruals

  • Program Request | Suffolk County Sheriffs Office

    Program Request Form To request any of our programs, please fill out the form below. Our Community Relations Unit will contact you within 24-72 hours to confirm receipt of your request and to review the details and to the best of our ability, schedule your event. Please note: Although we will do our best, filling out this form is not a guarantee that we can accommodate your request. For more information or to get in contact with our Community Relations Unit, please contact them by phone at (631) 852-5611 , (631) 852-5636 , or by email at william.blomberg@suffolkcountyny.gov or shi-anne.caraballo@suffolkcountyny.gov . PROGRAM REQUEST FORM Programs Requested (select all that apply for this event): Car Seat Safety Checks CRASE (Citizen Response to Active Shooter Events) College Internship Program GREAT (Gang Resistance Education and Training) K-9 Demonstration McGruff Anti-Bullying Program (Grades 1-2) Operation Safe Child ID Cards Sandy Hook Promise Say Something (Grades 6-12) Sandy Hook Promise Start With Hello (Grades K-5) Senior ID Cards STOPPED Drunk Buggies (students must be 15 years or older) Pet ID Cards Shed the Meds (Drug Take Back Program) Stop the Bleed Training Yellow Dot Program Substance Abuse Awareness Presentation (for students) Substance Abuse Awareness (for school administrators/nurses) Test, Don't Guess (Drug and/or Alcohol Test Kits) Vaping Awareness Presentation (for students grades 6 or older) Building Vulnerability Assessments YES Youth Enlightenment Seminar Jail Tours At-Risk Youth Jail Tours Social Media/ Human Trafficking Presentation Special Request / Other Submit Thank you for requesting one of our presentations. Someone will get back to you within 48 hour business hours. If you need immediate assistance, please contact our Community Relations Unit at (631) 852-5611

  • Operations Division | Suffolk County Sheriffs Office

    OPERATIONS DIVISION The Operations Division of the Suffolk County Sheriff's Office ​includes Employee Benefits, the Communications Bureau, the Quartermaster, the Grants Bureau, Accounting, Personnel Investigations, Personnel/Payroll, Fleet Management, and Research & Development. The Operations Division is overseen by the Chief of Staff. Employee Benefits Accounting Department Communications Bureau Personnel Investigations Grants Bureau Payroll Department Research / Development Fleet Management Employee Benefits Established in November 2000, Employee Benefits is an Administrative Section overseen by the Employee Relations Director to execute the personnel and human resource functions of the Sheriff’s Office and assist in implementing Office policy related to personnel issues. Personnel files for all current and former employees are maintained in this office according to the Sheriff’s guidelines. The Employee Relations Director assists in representing the Sheriff at contract negotiations, grievance and arbitration hearings and labor management meetings. The Director oversees the implementation of the terms and conditions of all the Sheriff’s Office employee contracts. ​ The Employee Benefits Section administers all benefits for employees as negotiated by the three bargaining units within the Sheriff’s Office: the Suffolk County Association of Municipal Employees, the Suffolk County Correction Officers Association, and the Suffolk County Deputy Sheriffs Police Benevolent Association. All enrollments and changes in employee benefits, such as health insurance, benefit fund, life insurance and the retirement system are processed to keep all Sheriff’s Office employees benefits up to date. Prospective retirees receive pension estimates and benefit information to prepare them for retirement. All employme nt verification requests are certified and employees are assisted and advised regarding any problems encountered with their benefit providers. Beneficiary, marital, family, and address changes are routinely processed by the Employee Benefits Section. Compliance with the Family and Medical Leave Act, the Fair Labor Standards Act and the Americans with Disabilities Act is also monitored and ensured. Employee benefit information is provided in a seminar format to each group of new and prospective Deputy Sheriff and Correction Officer candidates. Canvassing, interviewing, and participating in the selection process to fill vacant professional positions are all a part of fulfilling the duties of the Employee Benefits Section. ​ ​ Communications Bureau The Communications Bureau is responsible for administering the Sheriff’s Office 911 and dispatching functions. The Bureau also provides support for the Corrections Division of the Sheriff’s Office in addition to numerous Federal, State and local agencies when needed. In 2019 the Bureau issued 15,321 blotters to the Sheriff’s Office Deputy Sheriff Units. ​ The Communications Bureau is comprised of 12 Public Safety Dispatcher I’s, 3 Public Safety Dispatcher II’s and 1 Public Safety Dispatcher III. The PSD’s are also responsible for the entry and updating of Orders of Protection, transmitting and receiving of messages through the eJustice Integrated Portal, conducting criminal history checks and preserving and cataloging all radio and telephone communications within the Bureau. ​ ​ Grants Bureau The Grants Bureau was established in 1993, with the mandate to locate state, federal and private sector funding opportunities. We investigate the aptness of funding programs for Sheriff’s Office initiatives, complete or assist in the completion of grant applications of interest to appropriate sections within the Office and render technical assistance to other agencies applications upon request. After receiving an award, the Grants Bureau writes all legislative paperwork and is responsible for all reporting requirements. ​ ​ Research / Development ​ The Sheriff's Office has developed an organized system of information storage, retrieval and review which is part of the overall research and decision making capacity, relative to both inmate and operational needs. This bureau facilitates decision making, research and timely responses to inquiries. It is concerned with the total flow of data tha t reaches the administrative staff to assist them in planning future policy and direction and to control resources and activities. ​ While the primary goal of the Research and Development Bureau is to provide statistical, legal and budgetary information for use in making management decisions, the bureau is also designed to perform five distinct functions: Coordinate and Formulate the Office’s Annual Operating and Capital Budget Requests On-going Sheriff’s Office research; Information for Administrative/Management decision making; Inmate population statistics; and Rapid response to ad hoc inquiries. Collecting statistical information about the inmate population has long been a responsibility of this bureau. Using the inmate population and other data collected, this bureau is responsible for refining and analyzing this information in order to assist in identifying specific problem areas and broad correctional trends. These research endeavors have provided critical feedback and will create a broader, more solid base on which to develop correctional policy. The bureau consists of a Lieutenant and a Principal Clerk, who are responsible for completing all of the tasks assigned to it over the course of the year. ​ ​ Accounting Department ​ The Accounting Bureau prepares the annual operating budget request for submission to the County Executive’s Budget Office. Our office is responsible for disseminating the adopted budget to the various units within the Sheriff’s Office, and maintaining oversight of departmental spending to ensure that spending remains in accordance with the budget throughout the year. All purchases of goods and services are initiated through the Accounting Bureau either by direct purchase or via Suffolk County Purchasing by entry of a requisition for a purchase order. In 2019, our office processed 2,064 direct purchases and entered 613 requisitions, which resulted in our office processing 2,677 payment vouchers for vendor invoices. ​ ​ Personnel Investigations Bureau ​ The Personnel Investigations Section is responsible for conducting confidential background investigations on all employee candidates for the Sheriff’s Office. In addition to Sheriff’s Office employees, i.e. Deputy Sheriffs, Correction Officers and professionals, this section also investigates all other county employees, volunteers, interns, e tc. who enter the Correctional Facility. We also do investigations for employee candidates for other departments. ​ Depending upon the position an individual is being investigated for, inquiries are sent to all, or some, of the following, as applicable: numerous police agencies, New York State Department of Mental Health, military, schools and past employers. F.B.I. and D.C.J.S. fingerprints are also taken for each individual. We additionally make an internal inquiry, within our agency, on all individuals being investigated. The internal inquiry consists of a record check, within the various sections of our Office, i.e., Radio Room, B.C.I., Record Room, Civil Bureau and Internal Affairs. For Deputy Sheriff and Correction Officer candidates an enormous amount of time (clerical and investigative) is spent preparing for and holding seminars, as well as conducting the background investigations. Numerous interviews, i.e. employers, neighbors, spouse, family, etc. are conducted regarding candidates for these positions. A limited background investigation is provided for all other individuals. ​ ​ Payroll / Personnel ​ The primary mission of the Payroll/Personnel Bureau is to ensure that all employees are paid accurately and in a timely fashion. In 2019, the Payroll/Personnel staff consisted of 7 full time professionals, 3 of which are new to the Payroll/Personnel Bureau. The Payroll/Personnel staff prepared and distributed 21 special and 26 bi-weekly payrolls totaling to $1.73 Million and paid, on average, 1,297 employees in 2019. The Sheriff’s Office is composed of employees in the following bargaining u nits: the Suffolk County Deputy Sheriff’s Benevolent Association, the Suffolk County Correction Officers Association, the Association of Municipal Employees, as well as Bargaining Unit 21 which includes all Management Personnel. ​ The Payroll/Personnel Bureau is responsible for maintaining the Sheriff’s Office Position Control pursuant to Civil Service Rules and Regulations, implementing all salary changes for current employees that may take place due to assignment/shift changes or promotions, processing all new hires on the on the County Payroll System, PPS, as well as processing all the employees who separate from service. Processing these separations involves pro-rating accruals, as well as pre-auditing six years of time and accruals to be paid out. This information is then sent the Suffolk County Department of Audit & Control for final audit and approval of accrual payouts. ​ In addition, the Payroll/Personnel Staff is responsible for validating leave taken, tracking donated accruals, military time, half pay eligibility and usage, checking attendance rosters, overtime payments, computing accruals, running regular and special payrolls, employment verifications, reporting wages to the New York State Employees Retirement System, as well as, maintaining a personnel/payroll file on each employee, where all paperwork is scanned and retained on the Sheriff’s Office confidential servers. ​ ​ Fleet Management ​ Fleet Services is responsible for the maintenance of the “Fleet” which includes patrol vehicles, unmarked and undercover vehicles, trucks, buses, ATV’s, boats, military surplus equipment, and military vehicles. We practice strict adherence to NYS DMV standards of repairs. We perform preventative maintenance on every vehicle, maintain records such as daily check list, and ensure officer safety. Fleet staff strives to stay current with industry knowledge in order to maintain the equipment with efficiency. We are always performing preventative maintenance in order to prolong the life of each piece. Fleet Service is also responsible for ensuring that the Suffolk County Sheriff's Office vehicles and equipment meet the federal, state, and county safety and regulatory mandates. Our additional responsibility is for the purchase, design, and upfit of new vehicles. We also track cost and time of the repairs with a state of the art fleet management software program. ​ We have developed a relationship with “ARI,” an independent national wide automotive company, that helps us service our vehicles should they have a mechanical breakdown outside our geographical area. The staff of fleet services is also responsible for the towing, recovery, and impound of vehicles. We are responsible for snow removal from the Riverhead facility parking lots. ​ Fleet Services is called upon to work closely with other county departments, outside law enforcement agencies, U.S. government and the NYS DMV. In addition, we are called upon to negotiate with the county fleet liaison for the amount and dollars needed to update and maintain the fleet of vehicles. Fleet Services is also responsible for the monitoring of vendors who do our outside repairs ( i.e. collision work and heavy truck repairs). Employee Benefits Communications Bureau Grants Bureau Research / Development Accounting Department Personnel Investigations Payroll/Personnel Fleet Management

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