Volume 36, No. 5 - September/October 2006 Campus Law ... - IACLEA

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Addressing the Frustrations of Campus Police Chiefs and Directors Continued from page 9 7. Some special needs and concerns of non-sworn campus chiefs and directors need to be further explored and addressed. These include lower levels of job satisfaction; lower levels of compensation; and the issue of respect and appreciation from college units and local law enforcement. 8. Specific administrative training (beyond the usual management topics) should be offered to campus chiefs/ directors, addressing such issues as: orienting a personal world view, career, family and life plan; reducing job stress; meeting specific health and wellness needs; succeeding in the campus political environment; budget management and innovations; comfortable delegation and time management; and motivating a positive work force while dealing with negative or problem employees. 9. This research information is being shared with IACLEA members in this journal article; and it should be further shared by IACLEA members with any campus chiefs/directors who are not current members. 10. This research information on campus chiefs/directors should also be marketed and shared with other campus stakeholders in written form, conference presentations and discussions. These campus stakeholders include college presidents and vice presidents, campus leaders, campus administrators, student leaders, faculty groups, etc. As a start, campus chiefs/ directors should provide a copy of this journal article to their boss, the college administrator to whom they report. Albert Schweitzer once addressed a group with this statement: “I do not know what your future holds. Some of you will, perhaps, occupy some remarkable positions. But I do know this: the only ones among you who will be really happy are those of you who have sought, and found, how to serve.” Campus chiefs and directors have made this commendable life choice of serving others. As they continue in these difficult jobs, they deserve the utmost support and respect. Notes 1. Account of Dr. Benson. 2. Father Jake Foglio, East Lansing, Michigan. 3. Christopher G. Blake, CAE, IACLEA Associate Director, provided valuable assistance in this research project. For questions or further information regarding this study, contact Dr. Bruce Benson, bensonb@msu.edu, (941) 795-2530. Copyright 2006 Bruce L. Benson Highlights of Recommendations Some special needs and concerns of non-sworn campus Chiefs and Directors need to be further explored and addressed. These include lower levels of job satisfaction; lower levels of compensation; and the issue of respect and appreciation from college units and local law enforcement. Specific administrative training (beyond the usual management topics) should be offered to campus Chiefs/ Directors, addressing such issues as: orienting a personal world view, career, family and life plan; reducing job stress; meeting specific health and wellness needs; succeeding in the campus political environment; budget management and innovations; comfortable delegation and time management; and motivating a positive work force while dealing with negative or problem employees. This research information is being shared with IACLEA members in this journal article; and it should be further shared by IACLEA members with any campus Chiefs/Directors who are not current members. This research information on campus Chiefs/Directors should also be marketed and shared with other campus stakeholders in written form, conference presentations and discussions. These campus stakeholders include college presidents and vice presidents, campus leaders, campus administrators, student leaders, faculty groups, etc. As a start, campus Chiefs/ Directors should provide a copy or this journal article to their boss, the college administrator to whom they report. 10 / Campus Law Enforcement Journal
The Role of Parents/Guardians in Enhancing Security of Their Wards (Students) on Campus By Rotibi Akinbiyi, Security Unit, Olabisi Onabanjo University, Ago-Iwoye, Nigeria Editor’s Note: This article presents a perspective from an international institution on an issue that all campus public safety departments deal with from time to time: the role of parents in enhancing the security of their children on campus. The author is a representative of the security unit at Olabisi Onabanjo University in Nigeria. Security is a collective responsibility. Parents should therefore not regard the prevailing security problems on our campus as those for the government and university authorities to confront on their own. The unhealthy security situation and campus violence should be of concern and a challenge to the parents too. Violent acts that have been occurring too often within or adjacent to campus communities that compromise students and employee health and safety include campus shootings, murder-suicides, examination misconduct, hate crimes based on religion or ethnicity or sexual orientation, suicides, assaults, hazing or cultism and arson. Campuses continue to face headlines on alcohol-fueled rioting, sexual assault, hazing or cultism and other violent behavior. When violence occurs in a campus setting, reaction is necessarily complicated. Campus departments can find themselves interacting with parents, police, advocacy groups, government agencies, lawyers and media in an ever-changing mix of circumstances. Cultism or hazing refers to any activity expected of someone joining a group (or Security is a collective responsibility. Parents should therefore not regard the prevailing security problems on our campus as those for the government and university authorities to confront on their own. to maintain full status in a group) that humiliates, degrades or risks emotional and/or physical harm regardless of the person’s willingness to participate. It is a complex social problem that is shaped by the power dynamics operating in a group or organization. It is usually against the rules of the institution. Violent secret cult activities or hazing constitute the most worrisome security threat on any university’s campus. Various measures have already been taken by different campus administrators to curb the menace of cultism or hazing on their campuses. At Olabisi Onabanjo University Nigeria, countermeasures taken include the following: a. Security documentation, screening background checks and counseling of all new students to sharpen their security awareness; b. The inauguration of an anti-cult surveillance committee; c. Affirmation by oath of non-membership in secret cults by principal officers and other staff of the university; d. Rustication and expulsion of identified and confirmed student cult members; e. Zero tolerance policies for campus violence; f. Offer students alcohol- and smokefree campus/hall of residence; g. Enforce Code of Conduct; h. Violence prevention through environment management—the essence of this approach is for administrators and staff working with the local community to change those campus and community policies, practices, infrastructure and culture that promote violence and tolerance for it. The University/parent forum in progress is part of these measures. Campus administrators are, however, unhappy with the trend of events; whereby students inflict horror on fellow students and staff, leading to death and permanent scars on victims. Neither are they happy that large numbers of students on whom considerable resources and energy have been expended were withdrawn from the university almost at the end of their courses on account of the danger they constitute to the academic community. A proactive policy is needed. This approach will aim to prevent and preempt conditions leading to the commission of crimes or breach of security. The parents have an active role to play in the process. For instance, parents have to contribute their share toward discouraging and preventing students from joining the secret fraternities, posing a threat to the Continued on page 12 SEPTEMBER/OCTOBER 2006 / 11
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