By Alan Doubleday
It’s a challenging time in law enforcement, whether you’re in a large city department or a smaller rural agency. Crime rates and call volumes are rising, training requirements demand more time away from home, and the costs of personnel, equipment and resources are outpacing department budgets. Adding mandatory overtime and expecting officers to do more with less inevitably leads to burnout and low morale.
Yet, officers continue to show up every day with a dedication unmatched by many other professions. So, what’s the key to boosting morale? Sometimes, it’s as simple as a pat on the back, but leaders need to dig deeper to consistently acknowledge and recognize the extraordinary work officers perform day in and day out.
Celebrate your people
Most police officers are incredibly humble and rarely draw attention to the remarkable work they do every day. Whether it’s their brave actions in the face of danger, quick thinking that prevents a crisis or providing critical aid to someone in need, officers consistently find the right solution, no matter the call type.
It’s essential that law enforcement leaders have a plan to recognize the contributions of their personnel. Whether it’s an act of bravery, lifesaving medical care, a significant administrative achievement or an undeniable service to the community, leaders must find ways to celebrate their officers’ efforts. If you ask an officer if they want recognition, they’ll often say, “It’s just part of the job,” but it’s the supervisor’s responsibility to ensure their team receives the acknowledgment they deserve.
How to create a recognition program
Organizations should have a Commendation Awards Policy in place to honor the work of their first responders. The policy should be concise and consistent, with processes that address not only how to nominate members for awards but also the requirements to establish an award committee. Here’s a step-by-step approach:
1. Determine your award process: Do nominations start with an immediate supervisor, then through the chain of command – if so, to whom? Does the chief make the decision or is there a committee chairperson? No matter the process, it’s important to have nominations reviewed through an objective and quality assurance process to ensure the accuracy of the outlined scenario. I recommend a committee process.
2. Build an award committee: The chief should appoint one person to chair the committee, and the chair should be empowered to create a committee. It’s important to build a diverse committee from stakeholders in the agency, including a mix of paid/union, civilian and volunteers. Having a diverse group will prove beneficial as varying viewpoints can bring light to a scenario that could otherwise be dismissed as “they were just doing their job.” The committee members should only be presented with redacted scenarios, to dismiss any opportunity for favoritism or bias, and to focus solely on the act(s) to be acknowledged.
3. Determine award criteria: This can be a challenging task without clear direction and leadership. Some will want to recognize every traffic stop or minor intervention, while others may hesitate to acknowledge anything at all. Clearly, a balance is needed. While our recognition tiers are currently under review for updates, over the years we have developed a six-tiered program. It’s important to note that each category can apply to law enforcement actions or be designated as an “Excellence in Service” recognition for outstanding efforts in various areas.
The committee is responsible for determining where nominations fall within the criteria. While an individual may nominate someone for a “gold medal,” the committee may determine the actions fall under a different category, or do not rise to the level of formal recognition at all.
- Class I – Gold Medal of Valor with red, white and blue uniform ribbon. These cases involve, “extreme personal risk and the highest degree of judgment, zeal and ingenuity.”
- Class II – Silver Medal of Valor with blue and white uniform ribbon. These cases involve, “great (but not extreme) personal risk, and/or great judgment, zeal or ingenuity.”
- Class III – Bronze Medal of Valor with blue uniform ribbon. These cases involve, “unusual personal risk and/or unusual judgment, zeal or ingenuity.”
- Class IV – Certificate of Merit. These cases may involve, “personal risk or unusual duties of a Department member or citizen, and/or a degree of judgment, zeal or ingenuity not normally required of a Department member or citizen.”
- Class V – Letter of Commendation or Recognition – for those actions not rising to Class I through IV.
- Class VI – Unit Citation: The Committee may recommend that an entire crew or unit be honored as a group for valorous, meritorious or extraordinary actions. While this is the highest group award, each individual receives a uniform ribbon to recognize the award.
4. Awards recognition. Determine what your award cycle is – annual, quarterly, monthly, meeting-based, as-needed, etc. We use a combination of opportunities, with the Class I, II and III awards presented at an annual awards banquet, held in concert with all of the County public safety agencies (police, sheriff, corrections, public safety communications, fire/EMS). Class IV, V and VI awards are presented at meetings and/or as needed, depending on the circumstances and ability to get shifts together. You do want to avoid the perception of “award-fatigue.” Award recognitions should be reserved for those opportunities to recognize the extraordinary among us.
Show their success
While it’s not practical to wear a full chest of awards on your daily duty uniform, agencies should consistently present awards that are easily identifiable on the dress uniform. There are many options for ribbons, but the key is maintaining consistency in both purpose and design. For instance, all gold medals should be represented by the same ribbon color and style, regardless of whether the officer is in a full-time, reserve or specialized unit.
Individual plaques for wall display are also common, often drawing from military traditions. For Class I, II, and III awards, we use actual neck medals along with uniform ribbons, which are adorned with a gold, silver or bronze star, depending on the class. For Class VI unit citations, a ribbon with a white star on a tan or white background is issued. If dress uniforms aren’t part of your organization’s standard, neck medals and plaques offer a meaningful way for officers to display their awards.
A well-deserved ‘pat on the back’
Publicly acknowledging our officers can significantly boost morale by showing them that their work is valued and appreciated, and let’s face it — we need that now more than ever. By presenting awards, we set an example for fellow officers that fosters a culture of service, honor and bravery, while reinforcing a sense of duty and responsibility.
Develop your policy, establish a valor committee, determine your award cycle and the location for the ceremony, order the awards, and experience the pride both on stage and in the audience as the police chief presents a valor award to your officers. While law enforcement leaders may not be authorized to give field promotions, extra time off or raises, this is a powerful way to uplift morale in your department. Whether it’s a rookie or a seasoned veteran doing exceptional work, this is the recognition they deserve.
About the author
Alan Doubleday retired in 2020 from the Prince George’s County Fire/EMS Department at the rank of assistant fire chief. In December 2022, Doubleday came out of retirement to take the civilian position of public information director for the department.