[UPDATE:] Not 15 minutes went by before I got the chance to congratulate Chief Curran in person. He was making his rounds through the Northside neighborhood (I noticed him rolling around Town before – he doesn’t seem to be much of a desk jockey).
[ORIGINAL]
I’ve had an opportunity to meet Brian in a few different venues these last few months and my initial impression that he was a talented officer capable of leading our department through transitional times has only been strengthened.
When he was initially appointed to take Chief Jarvies position I did a little research and was impressed by the commitment he has shown our Town.
When Town Manager Roger Stancil cast a wide net seeking a new Chief, I was hoping that our own law enforcement folks would be considered fully. With the failure to secure Roger’s first choice (due to the candidate’s failure to pass a health exam), I was looking forward to a re-evaluation of our home team bench.
Today Roger announced the permanent appointment of Brian to Chief.
Concurrently, Roger set some specific goals that will keep Brian busy over the next couple years.
To: Mayor and Town Council
From: Roger L. Stancil, Town Manager
CC: Senior Management TeamDate: September 24, 2007
Subject: Appointment of Brian Curran as Police Chief
I am proud to appoint Brian Curran as the Chief of Police of the Town of Chapel Hill. This appointment is effective immediately.
Since April 1, 2006, when Chief Gregg Jarvies retired, Brian Curran has served as our Interim Chief. During that time, he has exhibited the qualities that our community said they wanted in a chief during a series of community focus groups. As I made my decision, I reviewed the notes of those focus groups carefully. The words they used describe the behaviors and characteristics I have seen in Brian: Fair, honest, well-rounded law enforcement experience, understanding Chapel Hill, experience with University relations, understanding of neighborhood needs and concerns, leads by example, decisive, team player, experience with managing large gatherings of people, ability to relate to everyone in the community, good manager, approachable.
Having seen those behaviors, I have decided Brian is the best person to lead our Police Department and become a part of the Town’s Senior Management Team as we work collaboratively to make Chapel Hill an even better place to live.
Brian has worked for the Town of Chapel Hill since 1982. He began work in the Parks and Recreation department. He then served as a non-sworn communications specialist with the Police Department before becoming a Public Safety Officer in 1987. He has served in various roles in the department that give him a broad view and an understanding of the department and the community. I have attached his resume for your information.
The process.
As stated above, I carefully reviewed the characteristics of a chief of police as stated by the various community, employee, management team and Town Council focus groups earlier this year. I also reviewed the matrix of leadership characteristics that evolved from those focus groups. I reviewed the remaining finalists in the original round of applications as well as the applications received since we readvertised the position in July. I assessed the behavior of Chief Curran since he became interim chief in April. I asked the interview panel from our assessment center, supplemented by other assessors, to interview him and provide feedback. Based on the behavior I observed in his interim role and the feedback from the interview panel, I determined that Brian has demonstrated the characteristics sought by our community and is the best person to lead our police department.
The charge.
I have charged Brian with the following goals:
- Assess the department, involving our employees and the community to tell us what we are doing well and where we have opportunities for improvement.
- Create a leadership development program for our officers and our non-sworn employees to develop our future leaders internally.
- Take positive steps to create a diverse command and supervisory structure that represents the various cultural faces of Chapel Hill.
- Expand the community policing efforts of the department so that community policing becomes a belief system within our department.
- Take the lead in innovation and teamwork to find solutions to community issues.
I look forward to working with Chief Curran.
As so do I, Roger. I especially like the goals Roger has set our new chief. Community policing needs to be a reflexive ethic of our department. Developing AND RETAINING our young turks will serve the Town well over the next few decades. And working to encompass the diversity of our community should make our law enforcement officers task smoother.
Congratulations Chief Curran.
You write, “When Town Manager Roger Stancil cast a wide net seeking a new Chief, I was hoping that our own law enforcement folks would be considered fully.”
To make it very clear, Chief Curran asked not to be considered the first time around. He changed his mind when the position opened again. Those currently in the department who applied WERE considered fully.
Thanks Fred. Roger, at the time, appeared to be selecting folks he’d worked with before. As you know, I’ve suggested we do more to cultivate and retain our valued staff.
For example, we have some talented officers – Chris Blue comes to mind – that are well-positioned to take on the highest of leadership positions.
There are similar situations all throughout our departments. I’m encouraged by Roger’s restructuring to date – he seems on-track to push cross-functional participation deep into each of his organizational units.
Will, the point is that you are at a disadvantage as to(unless an individual or individuals told you) who was “considered fully” from within the Department. All of those of us who participated in the process can assure you that all candidates were considered fully.
Thanks for that assurance Fred. As you know, I’m a great believer in cultivating and retaining our talented folks. There’s been a few recent opportunities – like Sonya Shaw or JB – where we did or didn’t hire from within.
I also know that personnel matters require some discretion, so it is difficult to go into some detail. I continue to be concerned, though, that we’re not taking opportunities to foster more diversity or to maintain our talent pool.