Gazette - What are the biggest challenges facing police in remote communities?

PANEL DISCUSSION

by Caroline Ross

The panellists

• Cst George Cook, Old Crow Detachment, Yukon Territory
• Cpl Wendy Martin, Cartwright Detachment, Labrador
• Supt Andrew Boland, Northwest Region Human Resources, RCMP

Cst George Cook

Many of the policing challenges faced by members in remote communities are the same as those in Canada’s urban areas. We deal with manpower shortages and budget constraints, just as every other police service does. We still attend domestic disputes, deal with impaired drivers and investigate everything from break and enters to serious assaults and worse.

But remote postings present many unique challenges as well. Three-member detachments such as mine are common in the North. Training, vacation, medical appointments and court commitments often take one member out of the community, leaving only two members available for duty. Since police services are required 24 hours a day, we face months with little or no time away from work. We are either on shift or on call every day.

Also, members of the community approach us for policing matters when we are walking the dog or at the post office. People call us at home to report crimes, and they come to our homes to report for probation. There is no getting away from work.

At my current post, the Canada Border Services Agency, the Yukon Sheriff ’s Office, and Yukon Family and Children’s Services are not present in the community. We often deal with work that would normally be done by one of these partners, such as clearing U.S. citizens when they enter the country at the local airport.

Having only two police officers available when the closest help is three hours away by plane presents other challenges. Shifts are worked alone while the second member remains on call if needed. Many calls require more than one member because of safety reasons, because the incident has multiple scenes or because there are several calls for service at the same time. When more than two people are needed, members often turn to family and friends for help. My wife has guarded prisoners for me while I’ve gone to a domestic call: she brought our two-yearold daughter to the detachment and watched the prisoner until I returned.

There are personal challenges, too. The lack of services, recreation and shopping all impact members and their families. For instance, getting groceries involves ordering them from a store in another town, arranging for someone to deliver them to the airport, and then having them flown in. There is also the separation from family and friends, and the added expense of being far removed from a major centre.

But despite these drawbacks, the experience is worth it. I’ve been to parts of the country that few people can say they’ve ever seen, and I’ve met some of the nicest people whom I’ll never forget.

Cpl Wendy Martin

Police officers inherently face a multitude of challenges on a regular basis. These include response time, human resources, equipment, budget, voluntary on-call and access to specialized sections to name a few.

But policing in northern and/or remote communities brings extraordinary challenges. Many communities are not connected by road and must be policed by boat, snowmobile or Twin Otter plane. Travelling 100 kilometres by snowmobile in -40 C increases response time.

This distance affects the number of calls for service in remote areas. If we cannot be there to respond to the immediate complaint, the communities will often elect to deal with violent and serious criminal issues themselves.

Trying to find the right person suited for the job has to be one of the most challenging aspects of remote policing. The RCMP looks for members who can function and thrive in a remote lifestyle. But it can be difficult to find people who are willing to sacrifice two, three or even four years without access to such basic amenities as medical and recreational facilities, supermarkets and paved roadways. Many members feel that the current compensation does not outweigh the sacrifice. Despite this, there are always Mounties willing to serve in these communities.

In terms of equipment, I have quickly learned how to do more with less. It is not simply a matter of having a sufficient budget to cover the expense of obtainingrequired equipment. Identifying whether the equipment is available, arranging to have it shipped to your unit, and maintaining it once you have it are all considerations for police in remote areas. One positive thing is that many of the people living in these remote communities have their own pool of expertise and are more than willing to lend a hand when needed.

“On-call” is another challenging issue. With two police officers required to be available for duty 24/7, restrictions for leave, non-emergency medical procedures and educational training has significantly increased. Trying to balance operational requirements, finances and officer safety with a member ’s quality of life and personal wellness is an ongoing struggle. There will have to be a significant increase in human resources and budget for these small communities to allow for proper compensation and improved quality of life of these members.

One thing I took for granted in past postings was having immediate access to specialized sections such as forensic identification experts and police dogs. Having specialized units on site isn’t normally possible in remote communities. You often have to find a way to preserve evidence or ship it out to sections in urban areas.

Policing remote communities in Labrador has provided me with some of the most fulfilling moments of my career. Despite the challenges, it is an experience I recommend to anyone.

Supt Andrew Boland

From a recruiting and staffing perspective, identifying the right people to deliver effective police services in remote communities is a big challenge. A police officer in a small town plays an important role — one that extends beyond simply policing. These officers also become an integral part of the community. Getting the right police officers into the community is critical, as is ensuring that their families are prepared for living in a remote community. Police officers in remote locations need strong support from their families. Most small communities have few police personnel, so police officers’ families, by extension, become part of the policing network.

Police officers who serve in small, remote communities must be able to work independently and with a high level of ingenuity. Not only are community amenities usually sparse — perhaps one store, one school, no banks, no movie theatres — but so are on-site police resources. In small or isolated communities, services such as forensic identification are not always available, so officers must be creative and resourceful. Officers also require well-developed interpersonal skills, as they often rely heavily on the general public to assist with day-to-day police functions. For instance, a teacher in the town’s only school may also be the only Justice of the Peace, or there may be only one mechanic in town to keep the police vehicles operating.

Human resources personnel are always on the lookout for the right people when recruiting for and staffing remote locations. Career development and resourcing advisors often have to let police officers themselves know that they have the skills and abilities to excel in remote environments. Staffing personnel can identify these qualities and find the right people by working with front-line supervisors and managers and getting to know the people in their police organization.

Staffing personnel must also ensure that officers have the right motives for seeking a remote posting. A two-year posting can feel very long if a person took the post only for personal reasons such as finances. The members must want to be there, to serve the people in the community, to develop themselves into strong police officers, and to be leaders in the community.

Police mangers should encourage officers to take on the challenge of policing in a remote community. Not only will it be rewarding for their careers, but the satisfaction of making a difference in a remote community will never be forgotten — by the member or by the community.