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A comprehensive analysis of police brutality and a conclusion based on empirical data regarding the impact of empathy on these occurrences

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A comprehensive analysis of police brutality and a conclusion based on empirical data regarding the impact of empathy on these occurrences

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Content A comprehensive analysis of police brutality and a conclusion based on empirical data
regarding the impact of empathy on these occurrences
Deffnie Franks
University of Southern California
Suzanne Dworak-Peck School of Social Work
DSW Program
Dr. Jennifer Lewis
May 2024

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Table of Content

I. Abstract 03
II. Acknowledgement 04
III. Positionality Statement 05
IV. Problem Statement 06
V. Etiology 07
VI. Landscape Analysis 11
VII. Theory of Change 15
VIII. Solution Recommendations 18
IX. Marketing Plan 21
X. Project Description 25
XI. Implementation Plan 32
XII. Conclusion 38
XIII. References 41
XIV. Appendix 48

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Abstract
As per the American Academy of Social Work and Social Welfare (2016), the full social
and political integration of marginalized groups can be achieved by tackling racial and social
injustices, eliminating prejudices, putting an end to inequality, and bringing attention to unjust
practices. In order to offer Black males equal opportunities and justice, this project aims to
address one of the difficulties faced by the social work profession. Thirty-three percent of
American prisoners are Black men, and compared to White men, Black men are three times more
likely to be murdered by police (Subramanian & Arzy, 2021). Using Human Centered Design, a
thorough examination of police brutality was completed. A training curriculum called Multifaceted Police and Community Resources was researched, prototyped, and implemented by the
writer with the assistance of Black males, community members, and police officers in order to
increase empathy among police officers. This training was held in Concord, North Carolina
because, in comparison to the national average, 20% of Concord's population is Black. However,
the Black community is arrested by the Concord Police Department at a disproportionately high
rate (49%) and, in 2022, the Black male community accounted for all of the department's
fatalities (CampaignZero, n.d.). Because transformative learning theory works well tackling
institutionalized social practices, it is included in the curriculum. Police empathy increased 94%
statistically indicating that M-PAC-R training should be broadened. This review thoroughly
examines the expected outcomes of M-PAC-R’s impact on reducing police brutality and the
resulting enhancement to equal justice and opportunity.
Keywords: Police Brutality, Racism, Bias, Human Centered Design, Transformative
Learning Theory

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Acknowledgements
I cannot thank my committee enough for their ongoing support and encouragement: Dr.
Jennifer Lewis, Dr. Eric Rice, and Dr. Tiffany Butler. I sincerely appreciate the learning
opportunities provided.
My completion of this capstone would not have been possible without the assistance of
my classmate, Dr. Michelle Brock, and my son, Matthew Stevens. Thank you for your great
support.
Finally, I want to express my heartfelt gratitude to Annette, my loving and helpful friend.
Thank you for opening your home to me when I was swamped with school and work, providing
me the much-needed time to complete all of my tasks. Your encouragement during difficult
times is much appreciated and duly noted.

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My positionality statement
For my capstone, I decided to research police brutality in its entirety, with a major
concentration on understanding the Black male experience with the criminal justice system. This
involved learning more about the experiences of Black males in relation to police brutality, and
how it affects their lives. My own experiences have surely influenced my worldview, and my
positionality proclamation is an attempt to become aware of my own biases so that I can
overcome them. My education is one factor that influences my bias. I have a Bachelor of Social
Work degree, a Master of Human Resources Management degree, and I am currently completing
a Doctor of Social Work degree. For the past eight years, I have taught cognitive behavioral
therapy training. I am currently employed at Albemarle Correctional Institution, where I oversee
an evidence-based program designed for teaching criminal offenders’ empathy. My biases are
influenced by both my personal and professional experiences. I have over three years of
experience working as a social worker in the criminal justice system and over 10 years of
experience working with law enforcement in various roles. There are some honorable police
officers, and I am aware of many of the hurdles they face. As a Black woman, I have witnessed
Black men being unfairly singled out by the police, and I am aware of the agony and dread those
instances cause in the Black community. My experience provides me a unique perspective on
both the obstacles that law enforcement face and the concerns of the Black community.
However, I am neither a Black male nor a police officer, therefore I am aware of my limitations
in truly comprehending what either of these two distinct groups endure. To overcome this
limitation, I did my best to incorporate these two stakeholders in all phases of the design process
so that I could completely understand their lived experiences. I believe that my education, life
experience, background, and ethnicity offered me an advantage in engaging these two groups.

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Problem Statement
Defined Problem
Police brutality involves unnecessary and often excessive force, aggressiveness, or
violence against citizens. This behavior can include physical assault, verbal abuse, coercion,
harassment, and, in severe situations, murder. Death, serious injury, and psychological hardship
can result from police brutality (Sherburne, 2021). It violates civil liberties and can damage law
enforcement-community relations (Gugliotti, 2016). Police violence targets Black men most due
to law enforcement's biases, racism, discrimination, stigmatization, and lack of empathy,
according to Statista Research Department (2021). According to the American Academy of
Social Work and Social Welfare (2016), addressing racial and social injustices, prejudices,
inequalities, and unfair behaviors is necessary to fully integrate excluded groups into society.
This capstone aims to address a crucial deficiency in the social work sector by aiding in the
advancement of equal opportunity and justice for Black men within the criminal justice system.
Prevalence of Police Brutality
According to the data provided by the Statista Research Department, a total of 1,027
individuals were fatally injured by law enforcement officers during routine traffic stops in the
year 2020 (2021). According to several studies (Brown, 2019; Balko, 2020; Neusterer, et al.,
2019), there exists a notable disparity in the rates of incarceration between Black and White men,
with Black men being incarcerated at a rate that is 30% higher than that of their White
counterparts. Additionally, it has been found that a significant proportion of Black males,
approximately 50%, have arrest histories before reaching the age of 23. Furthermore, the
research indicates that unarmed individuals from the Black community are 3.49% more likely to

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experience fatal encounters with law enforcement compared to unarmed individuals from the
White community.
Etiology
The likelihood of police brutality occurring is heightened by the implementation of
stringent crime policies by governments, inadequate training of law enforcement personnel,
racism/bias, and the absence of legal consequences for officers who employ excessive force
against civilians (Worden, 1995).
Stringent Crime Policies
When governments implement stringent crime measures, the demographic group that
experiences the most significant impact is Black males. An illustration of this phenomenon can
be observed in the Crime Bill of 1994, wherein Black males received harsher penalties for
possessing a lower-cost variant of the drug, Crack, while White males faced less severe
consequences for possessing the higher-cost narcotic, Cocaine (Ray & Galston, 2020). Numerous
punitive measures targeting criminal behavior are fundamentally influenced by racial biases.
Racism
Racism is rooted in negrophobia, a term that refers to an irrational fear towards
individuals of African descent, particularly Black males (DeAngelis, 2021). The origins of this
anxiety can be attributed to the establishment of policing, which first served as a method of
exerting control over recently emancipated slaves due to concerns held by former slaveholders
regarding potential reprisals following years of enslavement and mistreatment of Black people
(North, 2020). Negrophobia has been identified as a contributing factor to instances of police
officers shooting unarmed Black males, the existence of the Prison Industrial Complex, the
prevalence of mass incarceration, and the perpetuation of continued racism (DeAngelis, 2021).

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Implicit Bias
Research has shown that people of color, particularly Black individuals, are more likely
to experience negative outcomes due to implicit bias in policing, such as racial profiling,
unwarranted stops, and use of force. Officers unconsciously perceive a person from a particular
racial or ethnic group as more threatening or suspicious as a result of societal and cultural
conditioning that shapes his/her perceptions and judgments. Research on 95 million traffic stops
undertaken by fifty-six police agencies between 2011 and 2018 and published in May 2020
revealed that Black individuals were significantly more likely than White individuals to be
stopped creating a disparity (Balko, 2020). At night, when police are less able to discern the
driver's race, this disparity decreases (Balko, 2020).
Ineffective Police Training
Ineffective police training programs pose a substantial challenge within numerous law
enforcement agencies. Frequently, these training programs are inadequate in effectively
addressing the underlying factors contributing to instances of police brutality, namely bias and
systematic racism. Consequently, law enforcement agents may persist in employing
disproportionate force, resulting in dire outcomes for communities and undermining the trust
between the police and the general public. The implementation of thorough and evidence-based
training programs that stress de-escalation strategies, cultural sensitivity, and accountability is of
utmost importance for police agencies in their efforts to successfully address and mitigate
instances of police brutality (Jonathan-Zamir, et al., 2023).
Lack of Legal Repercussion
The lack of legal repercussions for law enforcement officials who utilize disproportionate
force against individuals has elicited apprehensions over the concept of accountability within law

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enforcement organizations. Nearly 99 percent of police brutality homicides have not been
prosecuted (IHME, 2022). There is currently no comprehensive system in place within police
departments to monitor and document instances of unarmed minorities being killed by law
enforcement officers. According to a study conducted by Banks et al. (2016). The Lancet stated
that a significant proportion, specifically over 55%, of fatalities involving the police in the
United States during the period from 1980 to 2018 were either misclassified or went unreported.
Theorists posit that a considerable number of instances of police brutality come to public
attention mostly in urban areas, where witnesses are able to document such incidents (Banks et
al., 2016).
Lack of Empathy
In summary, racism, bigotry, institutional support of nonconforming behavior, and
inadequate training reduce empathy for Black guys. Lack of empathy can propagate damaging
preconceptions and lead to law enforcement and other institutions mistreating Black guys
(Ioannidou & Konstantikakiv, 2008). Unempathetic officers may escalate force (Suttie, 2016).
Unjustified violence and injury can result. Officers may misinterpret others' feelings and wants
without empathy, causing conflict. Police violence can harm community-police relations and law
enforcement trust without procedural justice (Suttie, 2016). It further marginalizes this minority
group, denying them access to resources that could shatter institutional injustice.
According to the Pew Research Center's angry aggression theory, police officers' workrelated stress and inability to treat it enhance aggression and threat perception (Morin, 2017).
They become hostile toward proximate, conspicuous, and vulnerable targets (Morin, 2017). One
in five police officers nationwide get irritable at work (Morin, 2017). Since they get upset, these
officers support strong or violent enforcement (Morin, 2017). Police report one violent crime or

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other wrongdoing every 135.8 for officers. Stroud et al. (n.d.). In contrast, one civilian is charged
for a violent crime out of every 220 (Stroud, et al., n.d.). This analysis only considers recorded
data; most experts believe many police brutality cases go unreported. Thus, the evidence
suggests much greater police brutality than is currently known. Many professionals have
examined Cognitive Behavioral Therapy (CBT) as a way to alleviate culturally widespread
violence.
Cognitive behavioral treatment (CBT) helps individuals change their attitudes and
behaviors to become less violent (UCL Jill Dando Institute, 2015). Empathy is also considered in
some CBT programs. Thus, enhancing empathy and letting participants see themselves in their
victims' circumstances reduces violence (UCL Jill Dando Institute, 2015). At Albemarle
Correctional Institution, Dr. Ponton launched the STOP Domestic Violence Program to reduce
violence and develop empathy. Dr. Ponton's March 2023 personal communication stated that
STOP had reduced recidivism for released inmates and changed male prisoners' behavior in jail.
Given police officers' higher rate of violence than the general population, creating better empathy
among police officers would benefit both officers and their victims, as it has for violent
offenders.
Problem Implications
The US has 18,000 federal, state, county, and local law enforcement agencies employing
30,000 people, according to Banks et al. (2016). At least one police misconduct claim has been
made against each agency. Law enforcement killings are the sixth highest cause of death for
Black males under 40 (Sherburne, 2021). Police brutality causes physiological responses that
increase morbidity, including mental health issues and stress, affecting victims, their families,
and communities. The individual and their family may struggle financially due to arrests, jail,

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legal fees, medical bills, and burial costs. Systemic disempowerment is caused by oppressive
systems that harm families and people, according to Alang et al. (2017). In the US, police
violence and racial discrimination are widespread. Television depictions of minority mortality
caused harm to the community, sparking a civic uprising to reform it. The population's economic
burden has increased due to police spending, lawsuits, and tax increases. The American
Academy of Social Work (2016) recommends researching inequity and facilitating information,
education, and social marketing campaigns to reduce and change false narratives about
stigmatized populations. This capstone studied current solution landscapes, their contributions to
reducing or preventing police brutality, and identified gaps in order to help the AASW achieve
this aim.
Landscape Analysis
Federal Policies
The Biden Administration signed an executive order initiating the most significant police
reform in decades indicating that the Democratic party are key players in the social movement of
decreasing police brutality (Kahan, et al., 2022). According to vice, departments that underwent
federal probes and adopted improved protocols had 27% to 35% fewer police shootings
(Woodward, 2020). However, there have not been any significant change to legislation that has
impacted or reduced police brutality at the community levels.
State Policies
Twenty of fifty US states changed their state laws following George Floyd's death (Arzy
& Subramanian, 2022). Some states restrict chokeholds and other neck restraints for police,
while others limit them to lethal situations (Arzy & Subramanian, 2022). Colorado and Illinois
have also banned less-lethal firearms during protests and arrests (Arzy & Subramanian, 2022).

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Most of the 20 states clarified and required reporting of fatal force (Arzy & Subramanian, 2022).
Minnesota and Illinois require law enforcement agencies to disclose force usage to the federal
government (Arzy & Subramanian, 2022). Chicago and Los Angeles tightened police shooting
laws in 2017 and 2019, respectively (Woodward, 2020). Police departments with restrictive useof-force regulations kill fewer individuals (Woodward, 2020). Regrettably, several states have
rescinded certain regulations that were implemented subsequent to the demise of George Floyd.
The regulatory landscape is influenced by the political affiliation of the governing party, whether
it be Democratic or Republican.
Recommended Reforms
Numerous minorities and leaders demand police de-funding. Defunding police has two
likely outcomes. In the first scenario, police funding is cut and given to social services, mental
health, homelessness coordinators, and drug addiction specialists to address social issues police
cannot manage. Destruction of police stations is another option. This is impractical since violent
crimes necessitate law enforcement. When qualified police are needed, abolishing the force
would reduce security. Despite public opinion, sometimes use of force is needed such as in mass
shootings (Peeples, 2021).
Police Trainings
Many scientists believe evidence-based police reform is essential for minimizing police
violence and implementing research-based changes. Evidence-based practices will teach officers
how to deescalate and reduce violence in confrontations (Engel, et al., 2020). Police officers
current training prioritizes pistol proficiency above nonlethal weapons and conflict resolution.
Tasers can replace firearms, although training is rarely offered (Gutierrez, 2015). The Police
Executive Research Forum (PERF) is a nonprofit organization that focuses on promoting best

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practices in policing. They conduct research, provide training, and offer guidance to law
enforcement agencies on topics like de-escalation, use of force policies, and community
engagement. According to author Jacqueline Kohl police training is often de-contextualized and
is most often offered in lecture format despite recommendations that police training should
include a shift towards training that involves the application of skills and an interactive format
(2023). Adopting this format has shown that role-playing and skill development leads police
trainees to feel better prepared and confident to respond to future crises (Kohl, 2023).
Accountability Measurements
Researchers assessed body cams' usefulness in preventing police brutality. One-third of
U.S. police agencies have body cams. These precautions have been shown to reduce police
brutality, and many officers act constitutionally because they know they are being monitored for
short periods of time. Unfortunately, once the officer becomes accustomed to using the camera
this intervention no longer works (Engel, et al., 2020). Police Accountability Project (PAP) is
another initiative of the National Lawyers Guild that aims to hold law enforcement agencies
accountable for misconduct and abuse. They provide resources, legal support, and advocacy on
issues of police violence.
Human rights organizations like Black Lives Matter, American Civil Liberties Union
(ACLU), Campaign Zero, Equal Justice Initiative (EJI), National Urban League (NUL), and the
Equal Justice Initiative (EJI) chronicle and highlight police violence in communities of color.
These organizations have had some success with getting police officers charged with a crime but
is not a preventive measurement for stopping or reducing police brutality.
Other research that has failed to stop police brutality is revised pre-employment criteria,
requiring a bachelor's degree and bias training that do not use simulations (Sickle, 2016).

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Community Engagements
Local and state commissions and oversight bodies are vital to decreasing police violence.
Many towns and districts have commissions, monitoring boards, or task groups to evaluate and
improve police enforcement. Unfortunately, these new activities have not increased empathy for
Black males or improved police-minority relations. Many experts argue for a community
policing program to reduce police use of force.
Simulations
Crisis Intervention Training (CIT) is a specialized curriculum that aims to furnish law
enforcement officers with the fundamental skills and knowledge necessary to effectively and
safely manage situations involving individuals undergoing a mental health crisis (Kohl, 2023).
The primary objective of Crisis Intervention Teams (CIT) is to aid in the reduction of force,
promote the welfare and security of law enforcement personnel, and assist individuals
experiencing a crisis in de-escalating the situation (Kohl, 2023). Law enforcement personnel
frequently participate in simulated exercises and scenarios to hone their crisis intervention
capabilities. The utilization of simulations enhances the capacity of law enforcement personnel
to provide empathic and efficient aid to individuals experiencing distress. Participation is largely
voluntary and the degree to which these trainings are executed in the United States is generally
restricted (Kohl, 2023).
Analyzing successful strategies in different industries
While not related to police brutality, some intriguing procedures can help reduce it.
Simulations are common in medicine. Medical simulators give doctors and students realistic
setups for procedure practice without hurting patients (Healthy Simulation, 2022). Simulations
help improve and retain clinical skills like decision-making under pressure, procedure

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proficiency, and patient communication (Healthy Simulation, 2022). This may improve patient
outcomes and operating times. Aspired surgeons can practice their skills in a safe environment
with virtual and augmented reality simulations (Healthy Simulation, 2022). Simulations of
patient outcomes enable personalized sessions. By simulating new device operation, failure and
injury risk can be reduced (Healthy Simulation, 2022). Simulations cannot yet replace competent
therapists' comprehension and decision-making skills.
Theory of Change
Relevant Theoretical Perspectives
Jack Mezirow created Transformation Theory. Beliefs about the world, others, and
themselves define adults' boundaries, according to Mezirow (Kleiber, 1990). These boundaries
affect how people learn and comprehend new knowledge (Kleiber, 1990). Transformative
Learning can help adults challenge oppressive social norms, practices, and cultural codes through
social action (Kleiber, 1990). Mezirow (Kleiber, 1990) describes learning as creating and using a
new interpretation of experience to guide action. The learner is offered content that challenges
their beliefs, forces them to process it, and then acts on the new insight. Transformative learning
involves disorienting problems, self-examination, critical assumption evaluation, planning,
information gathering, role investigation and testing, and self-efficacy (Western Governors
University, n.d.).
Community Policing aims to improve quality of life and public safety through policecommunity engagement (Fielding, 2005). Community Policing recognizes the criminal justice
system's historical racism and provides community-level review methods to address minority
treatment. According to Gene Ellis, any community-level organization must acknowledge and
incorporate seven community policing principles: prevention, servant-guardian mentality in

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officers, quality of life as the ultimate goal, smart policing initiatives, law enforcement staff
development, "best practices" in policing, and officer safety (2023). Black people have been
historically excluded from community policing; the task now is to incorporate everyone.
The objective of the interactive game In Her Shoes is to cultivate empathy towards
domestic violence victims. Through the utilization of survivor-authored firsthand testimonies,
participants are profoundly immersed in the perspectives of numerous individuals who have been
forced to navigate abusive and manipulative relationships. Each participant or group of
participants is provided with a card that describes the present-day conditions and historical
context surrounding a particular character. The debriefing phase is recognized as the most crucial
element of the undertaking. Participant engagement in discourse serves various purposes,
including facilitating the resolution of unresolved inquiries, empowering participants to actively
contribute to personal and regional progress, and affording the facilitator the opportunity to
dispel persistent misconceptions and falsehoods (Washington State Coalition against Domestic
Violence, 2023). While this game has exhibited effectiveness in cultivating empathy, its
application in the training of police officers in empathy has not yet taken place. Utilizing the
theory of change, allowed the capstone to form a flowchart- to determine how the program will
work and to create a logic model- which details the inputs and outputs needed to fully ensure
success of the project.
Innovative Theory
Drawing on Community Policing and Transformative Learning Theory, this proposed
approach aimed to reduce police brutality by developing a training program for officers. It
implemented preventive measures using four important components. 1. Community Policing was
incorporated by ensuring that community stakeholders' concerns were accounted for,

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documented, and shared with police personnel to ensure that the training met the community's
requirements and preferences. 2. Police officer training incorporated Transformative Learning
Theory; therefore, the training provided the material to police officers in a way that challenged
their beliefs, forced them to process the knowledge, and then act on the new way of thinking. 3.
Role play is a crucial component of this change theory. This is when police officers are given the
opportunity to immerse themselves in the viewpoints of a Black male, allowing them to better
understand some of the situations that Black men face. Role-playing also allows officers to
practice empathy in a safe atmosphere. 4. The fourth component is the research stage. This
requires that ongoing study be completed in the neighborhood where the training was held. This
is an essential last step because current training does not assess whether or not they benefit
communities. This phase guarantees that researchers can establish whether or not the training is
effective, which is an important aspect in ensuring that the social work aim of providing equal
opportunity and justice is met for Black males.
Flow Chart
The initiation of the conceptual framework flow involves the researchers being
approached by a policing organization that expresses interest in providing formal training to their
agency. Subsequently, the researchers will proceed to engage with the community, wherein they
will administer questionnaires and gather informal data on residents' perceptions of policing
entities. Conventional data is obtained from publicly available sources, such as the Mapping
Police Violence initiative. Next, the researchers proceed to gather all of the data for the purpose
of training. The officers will receive the aforementioned material during training. Officers will
possess the capacity to ascertain the congruity between their self-perceptions and those held by
the community. The initial day of training will provide valuable information, with a specific

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emphasis on addressing personal biases. The primary objective of the second day of training is to
acquire knowledge about empathy and enhance empathy skills by engaging in role play
exercises. A survey will be conducted in 4-6 months to assess any advancements made in the
community. To ensure skill development, it is recommended to arrange this training every six
months. The flow chart can be seen in Appendix L and the Logic Model can be seen in Appendix
H.
Solution Recommendation
Design Criteria
To effectively manage the social work challenge of achieving equal justice and
opportunity in the context of police brutality, integrated design criteria was used that
encompassed the requirements, preferences, expectations, and sustainability of the proposed
solutions. According to Lidtka et al. (2019), design criteria are a concise set of exact
requirements that are meant to help you get the best potential project outcome. This means that a
broader social, economic, and environmental framework must be considered while collaborating
with individuals in social work. It is necessary to consider both organizational goals and the
desires and perceptions of users (Liedtka et al., 2019). As a result, the designer was also able to
determine the boundaries of what the company could offer while meeting the needs of the
individuals (Liedtka et al., 2019).
Design requirements for M-PAC-R success
The following are the design requirements for M-PAC-R training. Community focus:
When developing the training program, the focus was on community issues and police agency
attitudes. Using informal community interaction and public data, produced comprehensive and
evidence-based training materials. A comprehensive police training program that includes

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seminars on personal biases, empathy, and role-playing was required to help officers develop
community engagement and understanding. To track progress, a training program that evaluates
officers' self-perceptions and community perceptions before and after training was implemented.
Regular six-month training sessions were required to develop talents and reinforce learning
objectives. Following each training session feedback from police and community members are
required in order to adapt and fine-tune the curriculum. The training program must be flexible
enough to meet the demands of the community and the police. To accommodate varied learning
styles, police officers should have easy access to textual, interactive, and role-playing-based
training materials and tools. Create a long-term training program that can be integrated into
police professional development with proper resources and organizational support. Integrate
ethical concepts into police training, emphasizing human rights, dignity, and fairness. Training
should be replicable and achieve results. Training should be scalable which requires teaching
other specialists and trying teaching computer-aided reproduction to reach a larger audience.
Training in other languages, such as Spanish, can help to address a wide range of linguistic
needs. This training cannot fix all of the issues that contribute to police violence. Appendix M
contains the Design Criteria Chart.
Design Methodology
Human-centered design was used in the creation of this police officer training curriculum
and prototype (HCD). In the field of social work, HCD is a vital instrument. To ensure true
stakeholder participation in the program design process, Human-Centered Design (HCD) creates
concepts and solutions that include co-creation, inclusion, transparency, and the breakdown of
hierarchies (Shaw & Supplee, 2018). The HCD process makes extensive use of a deep
understanding of users' (or participants') requirements and everyday challenges. HCD ensures

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that programs and innovations consider the limitations, environment, and cultural norms of users
(Shaw & Supplee, 2018). This suggests that the ideas developed will be more practical, durable,
and engaging for the people involved. Human-centered design was applied throughout by the
author, who engaged stakeholders, conducted surveys, and actively listened to them in order to
learn about their goals, hardships, and experiences. Therefore, giving the community a chance to
define the subject by outlining the particular difficulties and problems that Black men and police
officers encounter. Making a clear problem description was made easier with the help of this
step. The author then collaborated with the community to develop remedies for the identified
issue. Emphasis was placed on being imaginative and receptive.
Community Chosen for Piloting Prototype
Concord was chosen as the program's pilot city because its police brutality issues are
similar to those statewide. Concord Police promote community participation to reduce police
violence (Whisenant, 2020). The local REC (Racial Equality Cabarrus) offers a two-day course
on institutional racism's history, culture, and structure. A literature review found REC police
officer training had some shortcomings. Cultural prejudice and racism training from the REC
addresses institutional racism in education, healthcare, housing, non-profits, and religious
institutions. No role plays or simulations address how to decrease systemic racism, bigotry, or
empathy was found in the current training. Despite five years of REC training, the Concord
Police Department still struggles with intolerance, prejudice, and police misconduct, according to
the literature assessment. Black men in neighborhood interviews stated that policing culture
needs to change. Black men feared being incarcerated due to Concord Police Department's
excessive force and high arrest rate. According to CampaignZero (n.d.), Black Concord residents
are arrested 3.8 times more than White residents. Concord has 20% Black residents, according to

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CampaignZero (n.d.); yet the Concord Police Department arrests 49% of Black people, which is
excessive. CampaignZero (n.d.) reports that Concord Police total recorded fatalities (100%) of
2022 were Black men. Concord, North Carolina's statistical data matches the national average,
suggesting that regional trends may be representative of national ones.
Prototype
Prototyping was the next task where the writer utilized HCD. The low-fidelity
intervention prototype training was developed and evaluated by the author in order to address the
pressing issue of police brutality. Prototypes enable testing and refinement before large-scale
implementation. After that, police officers and the community evaluated and improved the
prototype. The author collected feedback by observing how people engaged with the
interventions and then used that data to adjust and enhance the design. Until a workable solution
was found, this iterative process was conducted repeatedly. To help more police officers and
communities, this intervention has been modified and can be expanded to other communities;
therefore, this training is now scalable.
Lastly, in order to track the intervention's impact and get client feedback, the author
included ongoing monitoring and evaluation within the training. Continuous assessment
guarantees the intervention's continued efficacy and relevance to the community's evolving
requirements. This proposal improved the field of social work and society by applying HCD to
provide a client-centered, more effective method to eliminate police brutality than previously
accessible. The writer incorporated design justice concepts into this recommended solution by
including the voices of people most affected by police violence, using a collaborative method,
and acting as a facilitator rather than a driver of the process.
Marketing Plan

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STEP-B Roles
Step B's primary owners’ duty is to arrange events, recruit staff, allocate tasks, oversee
stakeholders, track the development of the plan, secure funds for STEP-B, and ensure
implementation. Accountability, strategic direction, and governance are given priority by the
board of directors. Board members have the responsibility of not only ensuring that the nonprofit
organization has the necessary resources to accomplish its objectives, but also implementing
governance and fiscal management processes that are both ethical and lawful. These practices are
crucial for guaranteeing the long-term viability of the organization (National Council of
Nonprofits, 2024). The agendas and chairpersons of meetings are determined by board presidents
who will manage all board-related matters and serve as the primary point of contact for the
agency. STEP-B. will recruit two social workers on a full-time basis.
Environmental Considerations
The effort is plagued by three environmental challenges: insufficient financial resources,
reluctance among police officers to embrace change, and limited engagement. Insufficient
financial resources would impede the operational continuity of the organization. Active
engagement is crucial for the success of training. Law enforcement officers typically exhibit a
reluctance to embrace change. To mitigate all three threats, it is crucial to identify pertinent
stakeholders, such as COPS, who possess the authority to enforce police officer training and
provide financial support. The Office of Community Oriented Policing Services (COPS) under
the US Department of Justice provides grant funding and conducts research to further the
implementation of community policing within law enforcement organizations at the state, local,
territorial, and tribal levels. The primary duty of this entity is to facilitate cooperation between
law enforcement and communities in order to tackle underlying issues, modify undesirable

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conduct, and allocate resources (US Department of Justice, n.d.). They provide training and
technical assistance to community people, local government officials, and law enforcement at all
levels. They are renowned for supporting community policing specialists and developing and
experimenting with innovative police practices. Some of the previous year’s training sponsored
by COPS can be reviewed in Appendix E.
Legal Considerations
Flynn (2022) enumerates three legal risks associated with establishing a nonprofit
agency. Hence, STEP-B is required to ascertain these perils. The primary danger is the failure to
submit annual reports. The second danger pertains to the organization's deviation from its
intended objective. Additionally, STEP-B will receive contributions from philanthropic entities,
potentially resulting in certain monies being subject to limitations and limited to their designated
purposes. Under STEP-B, board members are responsible for managing these three risks and
ensuring compliance with legislation. The budget includes attorney consulting expenditures to
assist the board in identifying the necessary measures for the organization to achieve legal selfsufficiency.
Ethical Considerations
A perceived conflict of interest is considered an ethical danger. A conflict of interest
arises when nonprofit board members own personal interests that have the ability to influence
their decision-making processes (Grobman, 2014). The simultaneous roles of serving as a board
member and managing the agency may be perceived by certain individuals as a potential conflict
of interest. Rather than engaging in a vote on remuneration, the individual affected by this
relationship would delegate this responsibility to the board members; therefore, mitigating the
ethical risk. Step B would include obtaining wage surveys from state nonprofit organizations and

24
allow the board to determine if all individuals are being compensated equitably.
Financial support
Contributions from both private and government sources will finance STEP-B. The
executive staff of STEP-B possesses expertise in social services and maintains affiliations with
Racial Equality Cabarrus, rendering them well-prepared to contribute towards the mitigation of
police brutality.
Analysis of the industry and Target Audience
Officer morale and public faith in law enforcement are significantly impacted by three
prominent public concerns: police brutality, racial profiling, and accountability. Furthermore,
these concerns serve to garner public scrutiny towards the field of law enforcement. In order to
mitigate instances of police brutality, numerous agencies now mandate that applicants possess
college degrees. Nevertheless, even with these measurements, there has been no observed
decrease in instances of police aggression. STEP-B holds a distinctive market position. This
enterprise enhances the well-being of Black males and police officers through the establishment
of a novel curriculum and an organization dedicated to evaluating the efficacy of the training
within the community. The majority of police training lack the cultivation of empathy and fail to
incorporate post-training studies, resulting in a lack of transferability to the communities they
serve. Step-B's intended audience comprises law enforcement personnel and organizations that
have the power to shape law enforcement laws and provide training. This focused study posits
that certain demographic cohorts exhibit a propensity for resistance to change and are unlikely to
undergo transformation in the absence of financial resources and/or governmental involvement.
The United States has a total of more than 1 million public safety personnel. Police officers are
already actively utilizing Racial Equality Cabarrus. Therefore, referring them to STEP-B will be

25
a straightforward process. STEP-B is the only national institution that offers police officer
training along with community accountability, despite the increasing demand. Being the sole
nonprofit organization doing this, it possesses a distinct advantage and market segment.
Implications of the STEP-B training curriculum
The training has the potential to bring about significant transformations in both society
and law enforcement. The long-term advantages encompass enhanced community policing,
diminished racial prejudice, enhanced mental well-being for both law enforcement and the
community, heightened trust and cooperation, integration of cultural competency, systematic
changes, good societal influence, and a decrease in occurrences involving the use of force. Law
enforcement racial bias can be significantly diminished through empathy training. Police officers
are anticipated to exhibit a higher degree of fairness towards Black men as a result of their
enhanced comprehension of their varied experiences and viewpoints. Continuous empathy
training plays a crucial role in the development of community policing approaches.
Project Description
The proposed approach is designed as an intervention which involves creating an
extensive training program for police personnel that covers professional conduct, community
participation, and empathy development. The training will be tailored to fulfill the provided
requirements, emphasizing the essential, desirable, and optional features mentioned previously,
while considering the limitations. This prototype was evaluated in Concord, NC, and has the
potential to be implemented with REC. See prototype link appendix A.
Summary of the Proposed Solution
The curriculum was created to be flexible and able to adjust to changes in legislation
frameworks, cultural transformations, and developments in law enforcement methods. The

26
program will integrate the most recent research discoveries and optimal methods to guarantee
relevance and efficiency. The training curriculum focuses on interactive learning approaches,
including role plays and simulations. The activities will replicate real-life situations that officers
may face in the field, enabling them to practice decision-making, communication skills, and
empathy in a controlled setting. The primary focus is on safeguarding the rights and safety of all
community members, with a specific emphasis on Black men who are disproportionately
affected by police violence. The training development process will include active engagement
from community members, particularly those directly impacted by incidents of police brutality.
Their viewpoints were incorporated into the training program to guarantee it is culturally
sensitive, pertinent, and adaptive to community requirements. The training program was created
to ensure replicability and accessibility, for the purpose of continuously achieving the desired
outcomes in various settings. Police personnel will have easy access to it through online
departmental resources. The training curriculum will be scalable to accommodate various
professionals within the law enforcement ecosystem, such as dispatchers, community
engagement coordinators, and civilian support workers, in addition to police officers. To
improve the reach and efficacy of the training content, novel methods including computer-aided
reproduction of training materials and multilingual support will be investigated. The training
program recognizes its limitations in addressing the multifaceted challenges related to police
conduct and community relations, specifically in the context of police brutality, and does not
purport to offer a complete answer. It concentrates on providing officers with the necessary
knowledge, abilities, and mindset to reduce violence and establish trust within communities. The
proposed approach intends to establish a training program that fits specific requirements and acts

27
as a catalyst for good change in law enforcement agencies, promoting accountability, empathy,
and professionalism.
Feasible Theory of Change Model
The goal of M-PAC-R is to equip police personnel with the necessary information, skills,
and attitude to maintain professionalism, safeguard community rights, and build trust. This
program aims to reform policing methods and decrease instances of misconduct and violence.
The offered solutions' goals are realistic and practical because they are founded on successful
research and theories from other areas. This training operates on the premise that an officer's
behavior and mindset may be enhanced by thorough instruction, involving the community in
training development improves its relevance and efficacy, and progress requires ongoing
learning and reinforcement. By implementing change mechanisms that emphasize assessing
needs and engagement through interactions with police and communities, completing a detailed
needs assessment for police training enhancements, and creating a comprehensive Training
Program, the intended results will be attained. The theory of change embodies a comprehensive
and evidence-based strategy for improving policing methods by incorporating best practices
from community policing, adult education, organizational development, social work, and
evidence-based practices. See Appendix B for TOC.
M-PAC-R Prototype Description
Multi-faceted Police and Community Resources (M-PAC-R) is a two-day training
program that STEP-B created specifically for police officers with collaboration from REC and
members of the Concord community. Incorporating community engagement involves crossreferencing publicly available data from several sources, including the American Civil Liberties
Union, Campaign Zero, The Marshal Project, Mapping Police Violence, and the Innocence

28
Project. In addition to gathering official data, M-PAC-R also gathers unofficial data from the
Black community by completing surveys. All of this information is then used on the first day of
that community's police officer training, which focuses on bias and how it impacts the
populations it serves. The effectiveness of the first training day is measured via implicit pre- and
post-training surveys (Harvard project Implicit; see appendix G) completed by participants,
which allow one to determine one's implicit bias on a range of subjects (Harvard EDU, 2011).
Furthermore, at the conclusion of the course, the participants will complete a survey in which
they will elaborate on their personal development and the knowledge they have gained from the
experience.
Adopting empathy as an intervention strategy is the focus of the second training day.
Using a pretest on empathy created by the University of California, the participants took the
Greater Good Science Center exam (2024), see attached appendix F. The results of the empathy
test were then discussed in the group setting. Subsequently, the moderator delivered a talk on the
definition of empathy, its connection to prejudice, and how to improve outcomes for both the
general public and law enforcement personnel. The participants watch as the facilitator
demonstrates various role-playing strategies. Next, the participants receive instructions on how
to complete role plays, assigned roles and instructed to start the roleplaying exercise. After that,
the facilitators' job is to circulate the classroom, keeping an eye on the roleplaying exercise and
aiding as needed. The debriefing session follows the conclusion of the roleplaying session. The
initial questions of the debriefing focus on how realistic the roleplaying seemed. Following that,
questions about the participants' opinions of the Black male role-players, police officers, store
owners, paramedics, passersby, and family members are posed. The facilitator then lectures on
the actual events that served as the basis for the role plays and describes negative effects of a

29
lack of empathy. After that, the participants are asked to role-play and modify their
circumstances using the empathy principles they learned in class. Following that, in the same
sequence as previously stated, another debriefing occurs where participants contrast and compare
the role-plays as well as the effect that each roleplaying event had on them. The training
concludes with a retake of the empathy assessment and a questionnaire evaluating the
participants' perceptions of their ability to use the knowledge they gained. It is advised that this
training be conducted every six months while continuing to gather community input. A decrease
in police brutality within the neighborhood and a rise in positive interactions between officers
and the community will serve as markers of the effectiveness of this training. Step Toward
Ending Police Brutality (STEP-B) a non-profit founded in 2023 is home to M-PAC-R training.
The implementation of M-PAC-R training is expected to make a significant contribution to the
area of social work through its promotion of collaboration and partnership, facilitation of
community advocacy, mitigation of systemic hurdles, and facilitation of the deconstruction of
structural inequalities.
Logic Model
There is alignment between the logic model and the theory of change model reflected in
the recommended capstone. The logic model was employed as a visual representation that
delineates the order of inputs, actions, outputs, outcomes, and effects of the M-PAC-R training.
The logical framework facilitates comprehension of resource utilization, implementation of
activities, and attainment of results. Conversely, the theory of change provides a thorough
explanation of the mechanisms and reasons for the anticipated reduction in police brutality
following an enhancement in police officers' empathy towards Black males. The TOC statement
illustrates the fundamental assumptions, attitudes, and causal mechanisms that establish a

30
connection between program actions and their anticipated outcomes. Both of the models were
utilized in order to offer systematic frameworks for the planning, execution, and assessment of
the training. To sum up, if the goals in both the logic model and the theory of change are met,
there will be successful trainings, positive effects in the community, less police brutality, longterm success, alignment with stakeholder priorities, learning and adaptation, recognition and
support, and a contribution to the social work goal of equal opportunity and justice.
Project Objectives
The objective of this proposal is to integrate community participation training with role
playing elements to increase empathy for Black males by police officers. The proposal
recommended here; Multi-faceted Police And Community Resources (M-PAC-R) will address
this gap by creating specific trainings designed to educate police officers on reducing the them
vs. us mentality, emphasize trainings that make continuation of life the focal point, include
pertinent research on the smart policing initiatives that are occurring in other U.S. cities, and
increase empathy for Black males among police officers. This proposal has the potential to be
implemented in other counties by developing a curriculum that can be modified, as necessary.
Solution and Iteration Process
Three phases of prototype testing were conducted. Prototyping's initial phase involved
the community. Six Black community members—two females and four males—were given the
initial prototype over text, email, and social media in order to gauge its usability and level of
comprehension. The six respondents agreed that the presented conditions were believable. Two
individuals suggested that the prototype be computer-aided. Consequently, the original paper
copy of the prototype was transformed into a computer-aided story format. All respondents

31
(100%) said that they understood the situation and felt sympathy for the characters in the roleplay scenarios.
Zoom was utilized for prototype iteration stage 2. This author contacted twenty law
enforcement personnel in person and over social media in hopes of recruiting 10 Black and 10
officers. Only 33% of respondents wanted to take the course. Consequently, two White and four
Black officers participated. One female and five male students took the course. Police officers
received Zoom empathy training. The training assessed law enforcement training efficacy and
uniqueness. Everyone received verbal pretests. The pretest showed that most law enforcement
personnel had heard of bias but could not describe how it manifested in the field. None of the
representatives could explain how empathy reduced field bias. The post-test showed that all reps
understood bias and empathy and how it could be effective in the field. This assessment showed
curriculum efficacy and statistics to support this training, which will aid future police officers
and Black males. A survey link was used to complete the third step of prototyping. A link was
sent to each participant to finish the survey. The survey URL contained a pre-test on empathy.
The participants were then given the computer-assisted role-playing scenario to use
independently. After that, the participants completed a post-empathy test and an additional
questionnaire designed to find out if the role-playing exercise affected their opinions about how
well they could communicate with Black men in the workplace. 33% of respondents to the preempathy test scored highly on empathy, while 67% of respondents received mid-to-low scores.
In the post-test, 94% of the participants showed increased empathy. Six percent of respondents'
scores stayed the same. The questionnaire included a question about the respondents' perception
of the scenario's veracity. Six percent of respondents said the situation was implausible since
police violence is not an issue in the US.

32
Conclusions Drawn from Prototyping
The majority of police personnel will not voluntarily finish this training until they receive
a directive from higher authorities or the general public. There must be adjustments made for inperson instruction. Replicating the training online had the advantages of facilitating
communication with law enforcement personnel and allowing them to finish much of it at their
own pace. The disadvantages include that role-playing exercises are less successful when
conducted via the internet, peers' critical observations are missed, and the instructor's expert
supervision and feedback are not provided to the participants. Additionally, role-playing aligns
with Bandura's (1977) theory of social learning, which states that students become more
motivated to perform actions they witness other students completing. When comparing the
benefits of computer-assisted versus in-person training, the data points to the superiority of inperson training. One important lesson from this training is that reforms are hampered when
police violence is denied, and this has been a significant barrier to the US's efforts to eliminate
police brutality. 100% of the participants whose empathy scores did not increase rejected the
existence of a problem with police violence. If we ever hope to put an end to police brutality, it
will be via education and the ability to talk about the problems facing our country. As a result,
this training serves as a powerful metaphor for the problems and changes that the entire US
needs to face.
Implementation Plan
Implementation is the phase where new services may be integrated into existing services,
or replacing existing services (Aarons, G., et al. 2011). Operational strategy consists of STEP-B
partnering with REC to pilot the program. This is an organization already supported by the
community and can engage with police officers and assist with developing support of the

33
program. This will allow for STEP-B’s promotion through REC and an easier implementation
process. STEP-B will utilize social media platforms to actively involve stakeholders and provide
them with updates on ongoing activities. An organization and website was developed with the
purpose of ensuring and presenting the outcomes of the training program as well as engaging and
acquiring new stakeholders, see appendix I. Outer Context barriers identified is that M-PAC-R
Training has never been utilized in a policing organization before. Therefore, Implementers must
decide how to incorporate the EBP (Evidence Based Practice) into Policing. Facilitator: One
identified agency to assist with developing the EBP is REC. They provide training and
consultation. Creating a collaborative effort between the co-founders of the REC and M-PAC-R
is a way to ensure that best practices are met to implement the EBP. Inner Context barrier is that
historically the culture of policing has been slow to change their values. This is a barrier because
many organizations have the knowledge of the EBP but generally have no idea of how to fully
incorporate the knowledge into the everyday structure of the organization. Facilitator: utilizing
the Flow model gives the organization a blueprint of the process which the organization can use
to create a structure of how to translate knowledge into organizational practice (Roper, S. et al.,
2008). Sustainment is the fourth phase of the Implementation model and is where factors are put
in place to ensure the continued use of an innovation in practice (Aarons, G., et al. 2011). Outer
Context of sustainment an emerging importance is placed on valuing multiple perspectives. The
barrier identified in this arena is the lack of value police hold for outside perspectives. As
previously discussed, there is a mentality of us versus them. Therefore, this mindset will interfere
with establishing and maintaining outside positive working relationships with organizations such
as STEP-B. Facilitator: management will play a large part in sustainment. Their goals must align
with the goals of the agency. Therefore, policing management buy-in into the mission

34
statements, goals, and will be sought by STEP-B’s management team. Inner Context of
sustainment barrier identified is no establishment of a fidelity support system within policing,
which means there is no EBP role clarity or supportive coaching. Facilitator: development of
supportive networks in the agency is paramount. This will be where STEP-B identifies
champions of the organization. Their role is to support the EBP and to garnish support and
discourage nay-sayers.
Equity, Diversity, and Inclusion
Incorporating equity, diversity, and inclusion (EDI) concerns into the implementation
plans of empathy training in police departments is crucial for ensuring that the training is
effective, respectful, and transformative. EDI considerations will be included at each planned
Strategy phase. First, it is imperative to foster inclusivity and equity within law enforcement.
Develop a training program that establishes a secure environment for officers to engage in
deliberation and contemplation on complex subjects such as personal biases and systemic
obstacles. Ensure that feedback channels encompass diverse viewpoints and publicly inquire
about the effectiveness of EDI training. Incorporate EDI-based adjustment input to implement
substantial modifications that enhance the program's inclusivity and efficacy for all participants.
Assess the training program by utilizing EDI goals and metrics. To effectively address
community needs and foster trust, it is imperative that Step-B involve community people,
particularly those from underrepresented groups, in the process of formulating, implementing,
and evaluating training programs. The incorporation of EDI characteristics can effectively ensure
that empathy training fosters a law enforcement culture that is characterized by fairness,
diversity, and inclusivity. The outcome may entail improved community relations, reduced bias
in law enforcement, and more backing for both police officers and community members.

35
Inputs and Budget Line Items
The empathy interactive role-play is a form of experiential learning that aims to cultivate
individuals' ability to understand and share the feelings of others. The role-play will be the finale
of a two-day training which consists of training on the historical context of policing/racism, bias,
teams’ roles in stopping police brutality, and the cultivating of empathy which is included in
appendix A. Training can be conducted with a maximum of 30 participants each session, and it is
organized to have follow-up trainings two times annually. Concord, North Carolina is home to a
total of 204 police officers. Consequently, a yearly schedule has been established to
accommodate a total of 14 training courses. The aggregate number of training hours and research
hours allocated for the community is anticipated to be 200 hours annually. The staff time,
funding for the training, relevant research, training location, and technology are all needed to
conduct the training sessions. The first year of the training is anticipated to cost $369,806.30,
while the startup year is projected to cost $278,947. There is a surplus of $10,193.64 and
$10,000, respectively, after the first year's total income of $380,000 and the initial year's
$288,947.
Activities and Budget Line Items
Fundraising is one of the activities to guarantee that the training grows as needed; the
expected expenditures for the startup year and the first fiscal year are $2,562.50; the full budget
is shown in appendix D. Hiring employees, their pay, and other personnel expenses come next.
The anticipated cost of the first year's staff costs is $282,811.36, whereas the startup year is
$61,537.60. The anticipated cost of the training for both years is $4,184. The next significant
expense is program development, which include creating new training materials, revamping
STEP-B’s website, and creating a brand identity. It is projected to cost $20,000 annually. The

36
initial year will incur additional costs of $58,500 for facility location, office equipment
acquisition, and office supplies. It is anticipated that the facility's first-year upkeep will cost
$107,689. For the first year and startup, it is anticipated that the selection of board members and
associated costs will cost $9,360.
Outputs and Budget Line Items
The anticipated outcome consists of ten distinct scenarios encompassing both general
and specialized training aimed at facilitating the instruction of empathy. As a consequence, a
total of 204 law enforcement personnel in Concord, North Carolina will have undergone training
in empathy through the utilization of simulations, supplemented by regular annual follow-up
sessions. The study involves conducting interviews with a representative sample of Black males
in the community and providing a reliable method for evaluating the impact of the training on
community dynamics. The expected financial outcomes of the fund-raising campaigns are
$10,000 in fund raising for the first year and $20,000 for the startup year. $278.947 from grant
writing for the launch year and $350,000 for the first year. The goal of grant writing is to secure
sponsors from the Department of Justice and COPS, organizations that have expressed concern
about police brutality and have a history of supporting creative solutions to the problem.
Appendix D shows that an additional $10,000 is expected from surplus in the first year, for a
total revenue of $380,000.
Short-term, medium-term, long-term, and unexpected outcomes are the four categories of
outcomes that are examined in this process. The short-term consequences encompass the
validation of gained knowledge, as seen by a 94% increase in post-test scores evaluating
empathy among police officers, in comparison to their pre-test scores. Academic researchers
possess an understanding of the requirements of the community and has the capability to

37
integrate the utilization of the community/policing environment into their training programs.
Therefore, the M-PAC-R trainings' short-term outcomes will be measured by community
advocacy, new tools that police officers can use in their communities, and effective training. The
medium-term ramifications encompass enhancements in police-community interactions,
characterized by verified instances of police officers displaying increased empathy and
observable behavioral changes among police personnel within the neighborhood. Therefore, the
M-PAC-R trainings' mid-term outcomes will be measured by improved trainings, relationship
building between police officers and the community. The reduction of police brutality rates and
the utilization of community feedback to evaluate the effectiveness of training programs offer
significant long-term advantages to society. There should be a shift towards community policing
and a reduction of us versus them mentality. Unexpected Outcomes- as was previously
mentioned, a lot of Americans' ideas and opinions are shaped by societal and cultural
conditioning. Due to these misconceptions, Black Americans face discrimination not only in the
criminal justice system but also in the workplace, in schools, and in the majority of other
institutional settings across the country. As a result, designing a blueprint for the criminal justice
system may have unintended consequences, such as forcing other institutions to start admitting
their cultural conditioning and developing their own blueprints to deal with systemic problems.
Which, given that White men dominate the majority of institutions, could cause the status quo to
be upset. The effect on the Black community is another unanticipated consequence. Reducing
trauma exposure should decrease the physiological reactions that Black people experience when
they encounter police violence, which should lead to an improvement in mental health
symptoms. Reducing police violence ought to lead to fewer ligations, which should lessen the
financial burden that is imposed on all Americans in the event that police brutality is proven.

38
Effectiveness
The effectiveness of M-PAC-R is determined by the improvement in post-evaluation test
scores. The overall effectiveness of the campaign will be assessed by conducting research within
the local community involving Black males, with the aim of evaluating the extent to which they
are encountering reduced levels of oppression and police aggression. The subject matter expert
intends to gather the annual statistical data of the Cabarrus County Police Department in order to
assess whether there has been a decline in the rates of fatalities and arrests among Black males.
Considerable emphasis will be placed on determining whether any of the law enforcement
officers or departments present in the class engaged in any instances of police brutality. The
present study aims to assess the validity of the curriculum by conducting a comparative analysis
between external and internal data. The formulation of a fund development strategy was
achieved by the use of stakeholder engagement strategies, a dedication to transparency and
evaluation, a targeted approach towards soliciting money from potential donor sources, and the
provision of a comprehensive funding report to all stakeholders involved. STEP-B can establish
a durable and influential training program by obtaining money from various sources and
displaying the program's worth. The development of a thorough communication plan is crucial
for the effective implementation of STEP-B's training program. The communication plan
encompasses several key steps, including raising awareness and involving stakeholders,
identifying, and engaging key stakeholders, leveraging social media and email platforms for
stakeholder collaboration, establishing a timeline outlining the various phases of the rollout, and
continuously monitoring and adjusting information to ensure that all stakeholders have access to
feedback.
Conclusion

39
Lessons Learned
The key takeaway from this capstone journey is the significance of empathy. It is crucial
to possess the capacity to comprehend the wants and viewpoints of others in order to effectively
identify issues and develop solutions that genuinely tackle them. Engaging in collaboration with
people from various backgrounds facilitated the exchange of a wide range of ideas and
perspectives, thereby augmenting the ingenuity and efficacy of the solutions, all while
prioritizing the needs and preferences of the end users.
Implications for Practice
M-PAC-R can improve officer-community relations, decrease conflict, and establish a
basis of trust and respect. The law enforcement industry is currently facing a multifaceted
environment marked by intricate employment patterns, public scrutiny, and the necessity to
adjust to evolving societal dynamics. It is anticipated that the trajectory of policing would entail
a persistent emphasis on reform, augmented training and education, and endeavors to better
community connections. M-PAC-R Training possesses the potential to assume a prominent
position in enhancing community relations, while also serving as an exemplar for forthcoming
initiatives aimed at mitigating policing conduct. In brief, the implementation of M-PAC-R, a
training program designed to mitigate police violence, represents an initiative-taking approach
towards addressing the social work grand challenge of justice and equal opportunity. This
initiative aims to promote structural modifications that align with principles of social justice,
enhance police accountability, and foster equitable treatment. This contributes to the
establishment of a society that is characterized by fairness and justice.
Action Plan

40
Three tasks imperative to completing this capstone require a training curriculum to be
completed, a non-profit to be started to allow the instructor the ability to educate and provide
services as required, and lastly to implement the program. As part of the implementation phase, a
non-profit organization was founded, the prototype was iterated, STEP-B’s website was created,
community networks were established, and the curriculum for M-PAC-R training finalized.
Obtaining funding and publicizing the training are the following required actions steps. Funding
will be accomplished by applying for both state and federal funding through grants. Next, STEPB will work with collaborators to pilot M-PAC-R, advertise results of training to retain
additional training opportunities, and funders. With the funding sources secured, STEP- B will
build a physical location, employ people, and hold meetings for trainers, and survey
communities.
Summary
M-PAC-R must survive to strengthen law enforcement-community relations. Strategic
planning and regular assessments have been created to maintain this training. Metrics to quantify
the impact of M-PAC-R training on policing outcomes, and community trust have been
developed. Reassessing and upgrading training programs based on feedback, new research, and
social changes to keep them relevant and successful is included in M-PAC-R’s sustainability
plan. The budget includes funds enough to ensure that M-PAC-R training programs can be
successful, including hiring experienced instructors, quality materials, and training
methodologies. Research, including best practices and adapting the programs as needed are
inclusive in the strategy of M-PAC-R. A multidimensional strategy that emphasizes emotional
intelligence, supports practical application, and promotes continual learning and progress will
help to sustain M-PAC-R training.

41
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load

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Appendix A
Developing Empathy Curriculum
Lesson Plan (Day 1 Total Hours 6.10)
Name: Multi-faceted Policing and Community Resources Training
Session: Day 1 Session 1- Introduction and Icebreaker
Lesson Activities:
1. Introduction of Staff and what we hope to accomplish during this training- 3 minutes
2. Icebreaker activity- play song Fuck tha police! By N.W.A, then divide group into teams of
two and play video of a Black male playing his music loud with any other rap song. Give the
teams the scenario of this guy is in his care and playing music. You are preparing to stop him
after you just got out of a training that played the song Fuck tha police. Now, as a team
produce what are your original thoughts, feelings, attitude, what is your body doing as you
are preparing to stop this Black guy? Give the teams 15 minutes to complete.
3. Debrief of activity. 20 minutes to complete
4. Pre-Test to measure given to measure for bias. 15 minutes to complete
Materials Needed: Song Fuck the Police, speakers, laptop, and pre-test.
Learning Objective: Normalization of bias, relevance of bias, and the functions that they
play. The goal is to learn the significance of making reactive rather than proactive behaviors.
Note:
The presenter will next share her/his initial thoughts, which should be negative, such as:
"My heart was racing, and I thought, 'Oh Crap, here we go." "They f.... Hate me," and so
forth.
Next, the presenter will go into the definition of bias, why bias are important to us, and how
bias are formed.
Then, the presenter will thank everyone for participating in the icebreaker and explain that
for us to move forward we must be willing to admit what our biases are and willing to look
at the environment in which we inherited those biases. Discuss reactive versus proactive
reactions. (15 minutes)
Total Time Needed: 1 hour and 13 minutes
Lesson Plan

49
Name: Multi-faceted Policing and Community Resources Training
Session: Day 1 Session 3- History of Policing
Lesson Activities:
1. Overview of history of policing, Introduction of how habits are formed and how culture grows
from habits. 30 Minutes to complete
2. In their team, have the groups produce at least 10 habits good or bad they have formed as a
result of being a police officer. (15 minutes)
3. Have them present to the entire group, and compile one extensive list of the ones that are most
often repeated in the groups to use later. (15 minutes)
4. Now, out of the list, have the teams choose one important habit they have formed to go through
the habit-forming list.
Example: Loyalty
Taught loyalty by my peers, and chain of command.
I practice loyalty by following my chain of command and teaching it to new recruits that
come into the agency.
I have become loyal to the agency and my team.
Consequences, I am accepted as part of the team. (+)
Consequences, historic bias, and racism that is part of the culture becomes internalized to
me. (12 minutes)
Materials Needed: Big poster board and smartboard
Learning Objective: To determine where racism started by analyzing the history of police.
Normalization of bias, relevance of bias, and the functions that they play. The goal is to learn the
significance of having reactive rather than proactive behaviors.
Note:
Class will take a break and upon return review breakdown of habit; then will move into
Session 2.
End of Session 1.
Total Time Needed: 1 hour and 12 minutes
Lesson Plan
Name: Multi-faceted Policing and Community Resources Training
Session: Day 1 Session 3- Current Day Policing and Societal Perspectives
Lesson Activities:

50
1. Completion of a group activity: How do you see your position as a police officer? (20 minutes
completion time)
2. Have them present to the entire group, and compile one extensive list of the ones that are most
often repeated in the groups to use later. (15 minutes)
3. (Lecture) Compare statistics and in-depth interviews with Black males to how police officers’ views
themselves. The goal is to match the police officer with the institution of policing and how others
perceive them, rather than how they perceive themselves. (30 minutes completion time)
4. Debrief and feedback from group, comparative of how of how to match police officers’ narratives to
the general public and vice versa. (45 minutes)
Materials Needed: Big poster board, smartboard, laptop
Learning Objective: To determine what present-day policing looks like, societal expectations vs the
manifestation of today's policing.
Note:
Total Time Needed: 1 hour and 50 minutes
Lesson Plan
Name: Multi-faceted Policing and Community Resources Training
Session: Day 1 Session 4- Best Practices in Internal and External Policing
Lesson Activities:
1. Lecture of Internal and External policing that has shown success (40 minutes completion time)
2. Group compile one list that they are currently using in their agency. (20 minutes)
3. Debrief thoughts of effectiveness versus ineffectiveness of current best practices. (20 minutes)
4. Question and Answer time. (20 minutes)
5. Post Test to determine information retention. (15 minutes)
Materials Needed: Big poster board, smartboard, laptop, and post tests
Learning Objective: To deliver best practices in the external environment, compare external efforts
to internal organizational efforts, and brainstorm on what might be added to the internal environment
to effect change.
Note:
Total Time Needed: 1 hour and 55 minutes
End of Day 1

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Lesson Plan (Day 2 Total Hours 5.03)
Name: Multi-faceted Policing and Community Resources Training
Session: Day 2 Session 1- Establish treatments to eliminate prejudice, as well as how the
bandwagon affects culture and the herd mentality that emerges as a result of the desire to
adapt or risk estrangement.
Lesson Activities:
1. Defining Bandwagon effect- (3 minutes)
2. Icebreaker activity- have someone at every table take out their cell phone and start
playing a game on it. Instructor will take note of anyone with a cell phone out that was not
instructed to take a phone out. (30 minutes to complete)
3. Simultaneously give out handouts of 5 questions and instruct participants not to share
questions or answers with each other. (20 minutes to complete)
4. Ask 5 different questions and have the group verbally give their responses. (20 minutes to
complete)
5. Debrief by grouping answers together for both groups. Discussing the similarities and
differences in the responses as evidence of the bandwagon effect. Discuss the cell phone
activity and discussion with group on why they pulled their cell phones out despite the rule of
not using cell phones. Complete the Turn and Learn Activity where everyone individually
share their responses to the 5 questions (30 minutes)
6. Pre-Test to measure given to measure for empathy. (15 minutes to complete)
Materials Needed: handout of five questions, smart board or big writing paper, laptop, and
pre-test.
Learning Objective: To help police officers to assimilate the facts provided and to help
explain why some police brutality instances occur.
Note:
Class will take a break and upon return will move into Session 2.
End of Session 1.
Total Time Needed: 1 hour and 58 minutes
Lesson Plan
Name: Multi-faceted Policing and Community Resources Training

52
Session: Day 2 Session 2- To develop a new method of dealing with bias through role playing
and expanding the officer’s ability to act empathically in the field.
Lesson Activities:
1. Explain role playing scenarios and rules (10 minutes completion time)
2. Group role plays with everyone being a Black male at least once. (2 hours)
3. Debrief of activities and historical information given of the role plays simulated. (1 hour)
4. Question and Answer time. (20 minutes)
5. Post Test to determine if empathic responses changed after role play. (15 minutes)
Materials Needed: Big poster board, smartboard, laptop, posttests, and role play cards.
Learning Objective: to educate police officers to think more critically about complicated and
contentious matters, as well as to understand situations from different perspectives, in order
to act on new information and beliefs. Increase empathy acts by police officers; therefore,
decreasing police brutality.
Note:
Total Time Needed: 3 hours and 45 minutes
End of Day 2
Role Play Link and Example which display how the role plays are engaged with.
https://www.inklewriter.com/stories/181321

53
Role Play cards physical example
Appendix B

54
Appendix C
A questionnaire to measure the effectiveness of the interactive role-play prototype
General Participant Questions
1. Were the role-playing questions simple to grasp?
2. Could you properly role play a situation?
3. Did you obtain a new perspective on the victim and their situation while acting out the
scenario?
Police Officer Questions
1. Did you obtain a new perspective on the victim and their situation while acting out the
scenario?

55
2. Do you feel more compassionate after finishing the role play?
3. Do you believe you have the ability to develop empathy in the workplace? What is your
reasoning?
Appendix D
Time Horizon for Start-up: 07/2024-12/2024
Activities for Start-up Volume of Activities Potential Costs (time,
purchases, etc.)
Raise Money Select real estate agent,
hire grant writing firm
hourly rate of $50 for
20 hours, Executive
Leader 12.5% of time
spent
$1000 grant writing fee, time
spent $1,562.50
Hire Staff Create 2 job
descriptions for,
advertise for jobs,
interviewing for jobs,
expected weeks of work
16.
initial partial salaries for
social workers (38,137.60),
Executive Leader 93,600
(25%, 23,400) of time
61,537.60

56
Train Staff Train the trainer days
for 2 staff members, 40
hours of training
4,184
Program Development Consultant with lawyer,
Fee for research firm,
branding of imagine
(Advertisement),
updating of website,
engagement of
community, donators
Research (5,000), Lawyer Fees
(15,000), 20,000 = 20,000
Find / expand facilities Locate office space for
3 fulltime employees,
purchase office
equipment, utilities,
office supplies.
58,500
Selection of New Board Members Networking and
engagement for board
members, travel, and
entertainment
Expected budget 10,000, time
spent by executive leader 10%
equals 9,360.
Fiscal Year 2024
Category Comments

57
REVENUE
Department of Justice
Grants
200,000
Cops Grant 78,947
Fund Raising 10,000
Total REVENUE 288,947
EXPENSES
Personnel Exp
Wages/Salaries
Trainer 0
Bachelor of Social Work__ 15,763
Master of Social Work 22,374
Executive Leader__ 93,600
Sub-Total 131,737
Benefits (@ 30__%) 39,521.10
Total Pers. Exp 171,258.1
0
Other Operating Exp

58
Contractors
(Independent)
1000
Occupancy/Rent 6,000
Furn & Eqpt 50,000
Tech/Computers 3,000
Tel/Utilities 1,245
Comm & Materials 400 Microsoft office
products
Training/Prof Dev 4184
Travel & Enter. 19,360
Prof services 20,000
Office Supplies 2500
X_______
X_______
X_______
Total Other Op Exp 107,689
Total EXPENSES 278,947
SURPLUS/DEFICIT 10,000
Time Horizon for First Full Year:

59
Activities for First Full Year Volume of Activities Potential Costs (time,
purchases, etc.)
Raise Money Work with grant
writer and fund raiser
12.5 % of time.
$1000 grant writing fee, time
spent $1,562.50
Train Staff Train the trainer days
for 2 staff members, 5
hours of training
$1000 refresher trainings
Program Development Consult with lawyers,
advertising, branding,
etc.
Research (5,000), Lawyer
Fees (15,000), 20,000 =
20,000
Office Maintenance Rent, Utilities, and
office supplies
$46,635
Maintenance of Board Members Networking,
engagement with
board members, travel,
and entertainment.
Expected budget 10,000, time
spent by executive leader
10% equals 9,360.
Trainings conducted for 208 police
officers
14 complete trainings training space and needed
training materials $20,000
STEP Towards Ending Police Brutality
Fiscal Year 2025

60
Category Comments
REVENUE
X Surplus 10,000 From Start-up year
2024
Department of Justice
Grants
250,000
Cops Grant 100,000
Fund Raiser 20,000
Total REVENUE 380,000
EXPENSES
Personnel Exp
Wages/Salaries
Bachelors of Social
Worker
51,230.40
Masters of Social
Worker
72,716.80
Executive Leader______ 93,600
Sub-Total 217,547.20
Benefits (@ 30%) 65,264.16

61
Total Pers. Exp 282,811.36 282,811.3
6
Other Operating Exp

Occupancy/Rent 18,000
Furn & Eqpt 1,000
Tech/Computers 1,000
Tel/Utilities 3,735
Comm & Materials 400 Microsoft office
products
Train/Prof Dev 1,000
Travel & Enter. 19,360
Prof Services 20,000
Office Supplies 2,500
X conference room
rental
20,000
X_______
X_______
Total Other Op Exp 86,995
Total EXPENSES 369,806.3
6

62
SURPLUS/DEFICIT 10,193.64
Appendix E
Examples of COPS awards
COPS OFFICE 2023 AWARDS
● Anti-Heroin Task Force (AHTF) Program
● Blue Alert Program
● Collaborative Reform Initiative (CRI) Program
● Community Policing Development (CPD) Program
● Coordinated Tribal Assistance Solicitation (CTAS)
● COPS Anti-Methamphetamine Program (CAMP)
● COPS Hiring Program (CHP)
● Law Enforcement Mental Health and Wellness Act (LEMHWA) Program
● Preparing for Active Shooter Situations (PASS) Program
● School Violence Prevention Program (SVPP)
● Technology and Equipment Program
● Tribal Resources Grant Program – Technical Assistance (TRGP-TA)
Appendix F
Empathy Quiz
Take The Quiz
1.I easily feel sad when the people around me feel sad.
1. Strongly Disagree
2. Disagree
3. Neutral
4. Agree
5. Strongly Agree
2.Before criticizing somebody, I try to imagine how I would feel if I were in their place.
1. Strongly Disagree
2. Disagree
3. Neutral

63
4. Agree
5. Strongly Agree
3.It is difficult for me to understand what makes my friends happy.
1. Strongly Disagree
2. Disagree
3. Neutral
4. Agree
5. Strongly Agree
4.It upsets me to see someone being treated disrespectfully.
1. Strongly Disagree
2. Disagree
3. Neutral
4. Agree
5. Strongly Agree
5.When someone else is feeling excited, I tend to get excited too.
1. Strongly Disagree
2. Disagree
3. Neutral
4. Agree
5. Strongly Agree
6.I have tender, concerned feelings for people less fortunate than me.
1. Strongly Disagree
2. Disagree
3. Neutral
4. Agree
5. Strongly Agree
7.I sometimes find it difficult to see things from the other person’s point of view.
1. Strongly Disagree
2. Disagree
3. Neutral
4. Agree
5. Strongly Agree
8.I find that I am “in tune” with other people’s moods.
1. Strongly Disagree

64
2. Disagree
3. Neutral
4. Agree
5. Strongly Agree
9.If I am sure I’m right about something, I don’t waste much time listening to other people’s
arguments.
1. Strongly Disagree
2. Disagree
3. Neutral
4. Agree
5. Strongly Agree
10.If someone tells me about an event that made them happy, I can easily understand why that
event made them happy.
1. Strongly Disagree
2. Disagree
3. Neutral
4. Agree
5. Strongly Agree
11.I try to look at everybody’s side of a disagreement before I make a decision.
1. Strongly Disagree
2. Disagree
3. Neutral
4. Agree
5. Strongly Agree
12.I become irritated when someone cries.
1. Strongly Disagree
2. Disagree
3. Neutral
4. Agree
5. Strongly Agree
13.I can easily think about events that will make my friends happy.
1. Strongly Disagree
2. Disagree
3. Neutral

65
4. Agree
5. Strongly Agree
14.I sometimes try to understand my friends better by imagining how things look from their
perspective.
1. Strongly Disagree
2. Disagree
3. Neutral
4. Agree
5. Strongly Agree
15.I get a strong urge to help when I see someone who is upset.
1. Strongly Disagree
2. Disagree
3. Neutral
4. Agree
5. Strongly Agree
16.I believe that there are two sides to every question and try to look at them both.
1. Strongly Disagree
2. Disagree
3. Neutral
4. Agree
5. Strongly Agree
17.When I see that my friend is sad about something, I easily feel sad as well.
1. Strongly Disagree
2. Disagree
3. Neutral
4. Agree
5. Strongly Agree
18.I have a hard time predicting what situations will make other people happy.
1. Strongly Disagree
2. Disagree
3. Neutral
4. Agree
5. Strongly Agree
19.When I am upset at someone, I usually try to put myself in their shoes for a while.

66
1. Strongly Disagree
2. Disagree
3. Neutral
4. Agree
5. Strongly Agree
20.When I see someone being taken advantage of, I feel protective toward them.
1. Strongly Disagree
2. Disagree
3. Neutral
4. Agree
5. Strongly Agree
21.I remain unaffected when someone close to me is happy.
1. Strongly Disagree
2. Disagree
3. Neutral
4. Agree
5. Strongly Agree
22.I enjoy making other people feel better.
1. Strongly Disagree
2. Disagree
3. Neutral
4. Agree
5. Strongly Agree
23.In terms of your gender identity, do you see yourself as:
1. Female/Woman
2. Male/Man
3. Gender non-binary
4. I prefer to self-identify
5. Specify
24.What is your age?
1. Under 18
2. 18 - 29
3. 30 - 39

67
4. 40 - 49
5. 50 - 59
6. 60 - 69
7. 70 or Over
25.Please indicate your birth order in relation to your siblings (if any).
1. I am the oldest child (first born)
2. I am a middle child
3. I am the youngest child (last born)
4. I am an only child (no siblings)
26.Please select your ethnic background (if you identify with more than one ethnicity, select the
one you identify with the most, or select multiethnic).
1. African, African American
2. Asian, Asian American
3. European, European American (Caucasian)
4. Latino, Latino American, Chicano
5. Native American
6. Middle Eastern
7. Multiethnic
8. Specify
27.How would you describe your political views?
1. Very Liberal
2. Liberal
3. Moderate
4. Conservative
5. Very Conservative
28.Please provide your best estimate of your annual household income in USD (before taxes).
1. Less than $25,000
2. $25,000 - $49,999
3. $50,000 - $74,999
4. $75,000 - $99,999
5. $100,000 - $124,999
6. $125,000 - $149,999
7. $150,000 - $174,999

68
8. $175,000 - $199,999
9. Over $200,000
29.Conference or organizational code (leave blank if you do not have this)
Appendix G
The Harvard Implicit Study is utilized to access for bias on the first day of training. Here is the
link and accompanying task bar to choose.
Consent (harvard.edu). You will see the below information indicating that you are at the right
placement.
You have selected the Race Task. In this study you will complete an Implicit Association Test
(IAT) in which you will be asked to sort pictures and words into groups as fast as you can. In
addition to the IAT, there are some questions about your beliefs, attitudes, and opinions, and
some standard demographic questions. This study should take about 10 minutes to complete. At
the end, you will receive your IAT result along with information about what it means.
We thank you for being here!
Continue
Appendix H

69
Appendix I

70
Appendix J
Implementation Plan &
Goals
Direct Tasks to complete
to obtain goals
Task Dates Dues or
Updates
1. Conceptualization and
Research
•Idea Development: Refine our
mission and what we aim to
achieve.
•Market Research: Assess the
need for non-profit and identify
potential competition and
collaborators.
•Legal Requirements: Research
the legal requirements for
establishing a non-profit in
North Carolina
Completed
Completed
Completed
2. Planning ● Develop a detailed
business plan outlining
mission, vision,
objectives, operational
structure, funding
strategy, and programs.
● Create a budget that
includes startup costs,
operational expenses,
and fundraising goals.
Completed
Completed
3. Legal Formation ● Choose a Name:
● File articles of
incorporation with
North Carolina to
legally establish nonprofit.
● Obtain an Employer
Identification Number
(EIN):
● Bylaws and Board:
Draft bylaws and form
an initial board of
directors.
Completed
Completed
Due: 08/15/2024

71
4. Setting Up Operations ● Open a Bank Account:
Necessary for handling
finances separately from
personal accounts.
● Fundraising Plan:
Develop a plan for
securing initial funding,
which may include
grants, donations, and
fundraising events.
● Develop Programs and
Services: Start the
groundwork for the
programs and services
you will offer.
● Marketing and
Promotion: Develop a
website, create social
media profiles, and use
other marketing
strategies to promote
your non-profit.
● Hire Staff
● Start Operations:
Begin offering services
and programs as per
your planning.
4/01/2024
Completed plan completed
Funding raising campaign
expected start date 4/01/2024
Completed
Website developed, going social
media development
09/01/2024
10/01/2024
Appendix K
STEP-B
MARKETING PLAN
Prepared by:
Deffnie Franks

72
Concord, North
Carolina 28025
9806210592
deffniedevonfranks@step-towards-endingpolice-brutality.com
https://www.step-toward-endingpolice-brutality.com/

73
I. EXECUTIVE SUMMARY
STEP-B (referred to from hereon in as the "Company") was established as a limited liability company
at, Concord, North Carolina 28025 with the expectation of rapid expansion in the non-profit training
program for police officers’ industry. The Company solicits financial backing in order to be able to
introduce its new service (described below).
Business
Description
The Company was formed on 08/01/2023 as Limited Liability Company under North Carolina state laws
and headed by Deffnie Franks.
Deffnie Franks have over three years of experience working as a social worker in the criminal justice
system, and I have over ten years of experience relying on law enforcement in different capacities. I have
received a Bachelor of Social Work, Master of Human Resources, and is currently pursuing a doctorate in
social work. For the past eight years, I have conducted CBT trainings. I am currently employed at
Albemarle Correctional Institution, where I oversee an evidence-based program that teaches criminal
offenders' empathy.
As part of the implementation phase, a non-profit organization has been founded, the prototype is being
iterated, the STEP-B website has been completed, community networks have been built, and the
curriculum for M-PAC-R trainings has been finalized. The Company currently employs one full-time
employee.
Business
Mission
The Mission of STEP- B is decreasing oppression of Black males in the United States by providing
trainings to police officers who are perpetrating oppressive actions.
New Service
The Company is prepared to introduce the following service to the market:
M-PAC-R: A training program for police officers, which teaches them empathy and improves their
capacity to employ empathy for Black males while in the field, was started by the non-profit STEP-B in
an effort to lessen police brutality.
According to several studies (Brown, 2019; Balko, 2020; Neusterer, et al., 2019), there exists a notable
disparity in the rates of incarceration between Black and White men, with Black men being incarcerated at
a rate that is 30% higher than that of their White counterparts. Additionally, it has been found that a
significant proportion of Black males, approximately 50%, have arrest histories before reaching the age of

74
23. Furthermore, the research indicates that unarmed individuals from the Black community are 3.49%
more likely to experience fatal encounters with law enforcement compared to unarmed individuals from
the White community. The implementation of thorough and evidence-based training programs that stress
de-escalation strategies, cultural sensitivity, and accountability is of utmost importance for police agencies
in their efforts to successfully address and mitigate instances of police brutality (Jonathan-Zamir, et al.,
2023).
Funding
Request
The Company requests a total loan of $288,947.00 over the course of 10 years, to be used for the
following purposes: Start-up purchases, and for continuation of the training program.
Purpose
Marketing
Staffing
Other Operating
Expenses
Loan Amount
$10,000.00
$171,285.10
$107,689.00
Long-term debt payment is a key feature of the Company's financial plan. We expect to break
even within a 5 years’ time period following the introduction of our service. Financial
predictions suggest a minimum 0 percent return on investment by the conclusion of the financing
period.
II. MARKETING SUMMARY
Industry
Overview
In the United States, the non-profit training program for police officers’ industry presently
makes $1 billion in sales annually.
A comprehensive strategy to address complaints about police brutality and improve law enforcement's
efficacy, accountability, and community orientation is reflected in the trends in police training.
Research shows that consumers in this industry primarily focus on the following factors when making
purchasing decisions: Training programs for police officers involves a multifaceted approach that

75
balances legal compliance, community needs, officer wellness, and the dynamic nature of law
enforcement challenges.
Target
Markets
The Company's major target demographics are as
follows:
Over 1 million people work as public safety officers in the United States. There are 906,037 full-time law
enforcement employees and 94,275 part-time employees (USA Facts, 2021). Police spending accounts for
9.2% of all local government spending, with primary funding coming from the federal government (USA
Facts, 2021). This works out to $192,940 per police officer, with 100,000 of that cost going towards various
police officer trainings (USA Facts, 2021).
The estimated number of potential clients within the Company's
geographic scope is 1,000,312.
Pricing
Strategy
The Company has completed a thorough analysis of its competitors' pricing. Keeping in mind our
competition's pricing and the costs of customer acquisition, we have decided on the following pricing
strategy:
Analyzing the cost of advertising and the amount of community engagement needed to ensure the
sustainability of STEP-B lead to having a line budget amount of $10,000 for this expenditure.
Promotional
Strategy
The Company will promote sales using the following
methods:
STEP-B's marketing strategies focuses on attracting potential customers through local and national
networks. They will advertise to their referral sources using materials developed by the organization. In
order to maintain continuous involvement with all stakeholders, STEP-B will also use social media to
inform stakeholders about current events and create a website and run advertisements detailing the
outcomes of the current trainings.
Situation Analysis
Strengths
STEP-B adds value to Black males and police officers by developing a program that does not currently
exist, as well as an organization that can monitor the training's success in the community. This program is
unique because most police trainings are not meant to develop empathy, nor do they undertake post-training
research to determine the training's success. As a result, most trainings do not transfer to the communities

76
they serve. This demographic has a tremendous level of need across the country. Numerous advocacy
groups have emerged to protest police brutality and want to punish police officers; however, STEP-B will
only consider preventive measures, guaranteeing that the greatest results for Black males and police officers
are easily accessible. This concept is unique for STEP-B and no other company occupies the same space in
the market.
Weaknesses
There is a high cost associated with producing this training, and no funding has been acquired yet. The
first priority is establishing funding and grant writing to reduce this weakness.
Opportunities
Opportunities exist because the community and supporters of Black men have brought attention to the need
for reforms in law enforcement. The drive to implement community policing is already underway; yet most
practitioners fail to understand how to engage the community into this paradigm. STEP-B’s understanding
of the strategies involved has paved the way for the success of this program, as it provides a clear plan for
integrating Black men and communities into community police.
Threats
Failure to secure finance, competitors imitating the product, or laws reducing funds for police officer
training are all potential causes of my business's demise. By diversifying sources of income, such as by
submitting grant applications to two different organizations, STEP-B will counter these concerns. The
distribution of materials with copyright protection will decrease the risk of competitors replicating STEPB’s materials. STEP- B’s owner intend to stay up to date on legislative actions and, as necessary,
advocate for training programs in order to address the concerns posed by legislation.
Competition
In the non-profit training program for police officers’ industry, customers make choices based upon training
programs for police officers involves a multifaceted approach that balances legal compliance, community
needs, officer wellness, and the dynamic nature of law enforcement challenges.
In this particular geographic area, the industry is not competitive.
The primary competitors for the business are the following: Online trainings are the biggest rivals in this
field. They provide unconscious bias trainings via the internet. Most, nevertheless, fall short of the
simulation or role-playing standards. However, the Company has the following competitive advantages:
This program will stand out from the competition thanks to in-person role-playing, community
involvement, data demonstrating the training's efficacy, and impact studies.
Business Goals and
Objectives

77
The short-term goals are better community relations, less tension leading to fewer conflicts, greater
cultural sensitivity, greater accountability, positive interactions between police officers and the
communities they serve, and improved police officer communication skills.
Long-term impact on society and law enforcement, leading to revolutionary developments. Enhanced
community policing, reduced racial bias, improved mental health for police officers and the community,
increased trust and collaboration, integration of cultural competence, systematic reforms, positive societal
impact, and a decrease in use of force incidents are a few of the long-term advantages.
Legal Issues
The Company affirms that its promoters will acquire all legally required trademarks and patents.
Services
First-rate service is intended to be the focus of the Company and a cornerstone of the brand's
success. All clients will receive conscientious, one-on-one, timely service in all capacities, be
they transactions, conflicts, or complaints. This is expected to create a loyal brand following and
return business.
Appendix L: Flow Chart
This flow chart outlines the process from initial contact with the researchers to the follow-up
evaluation after the training. It emphasizes the importance of community engagement, data
collection, training content, and evaluation to ensure continuous improvement in policing
practices.
1. Policing Body Contacts Researchers
2. Researchers Conduct Community Outreach:
- Collect Questionnaires
- Gather Informal Data from Residents
3. Researchers Acquire Formal Data:
- Public Sources (e.g., Mapping Police Violence)
4. Data Collection for Training:
- Compilation of All Data
5. Training Session:
- Officers Provided with Materials

78
- Self-Perception Evaluation
6. Day 1 of Training:
- Informative Session:
- Confronting Personal Biases
7. Day 2 of Training:
- Empathy Focus Session:
- Role Play for Empathy Improvement
8. Post-Training Evaluation:
- Neighborhood Polled Again
- Assess Progress
9. Follow-up Training:
- Scheduled Every 6 Months
10. Repeat Steps 2-8
Design Criteria
Appendix M: Design Criteria Summary Table
DESIGN CRITERIA
CATEGORY
DETAILED CRITERIA
Community level collaboration
● Community voices are the experts on community needs.
Training Institute for
community members
● links community members with education, health/ and
legal professionals to engage in mutually collaborations
● create an equitable a training space
University Collaboration
● provides community members with information to ensure
their equitable roles in the creation of knowledge and
access to information that affects their neighborhoods,
and social circles

79
Partner with other
community-based groups and
organizations
● Connect with other groups that are working on addressing
universal life needs:
○ Permanent Housing
○ Basic Income
○ Access to Food
○ Access to Healthcare
○ Access to Transportation
Have a data sharing plan in
place. Ensure the organization
owns the data.
● Create sustainability
● Tracking and Evaluation
● Leverage for future outcomes
CRITERIA WIDER OPPORTUNITY SPACE

80
MUST
Community-Centered Approach:
Ensure that the training program is
designed with input from the
community to address their concerns
and perceptions of policing entities
effectively.
Data-Driven Content: Incorporate both
informal data collected from
community members and formal data
acquired from public sources to provide
comprehensive and evidence-based
training materials.
Holistic Training Curriculum: Develop
a curriculum that covers a range of
topics, including confronting personal
biases, empathy building, and roleplaying scenarios to enhance officers'
understanding and skills in community
engagement and empathy.
Incremental Progress Evaluation:
Design the training program to include
pre- and post-training evaluations to
assess officers' self-perceptions and
community perceptions, allowing for
the measurement of progress over time.
Regular Training Schedule: Establish a
training schedule that includes sessions
every six months to ensure continuous
skill development and reinforcement of
learning objectives.
Feedback Mechanism: Implement a
feedback mechanism to gather input
from both officers and community
members after each training session to
identify areas for improvement and
refinement of the program.
● Consider how to address inequities in criminal
justice system by making policy changes and
gaining perspectives from Black males. This
would be a disruptive innovation to address this
problem as it may potentially reverse the way
funding is allocated for police officer trainings.
● Be easily accessible through multiple platforms.
● Be easily replicable across different geographic
locations and wider access and use

81
Flexibility and Adaptability: Design the
training program to be flexible and
adaptable to the specific needs and
dynamics of different communities and
policing contexts.
Resource Accessibility: Ensure that
training materials and resources are
easily accessible to officers and
incorporate a variety of formats, such
as written materials, interactive
exercises, and role
-playing scenarios, to
accommodate different learning styles.
Sustainability: Develop a sustainable
training model that can be integrated
into the ongoing professional
development efforts of the policing
agency and supported by adequate
resources and organizational
commitment.
Ethical Considerations: Integrate ethical
considerations throughout the training
program, emphasizing the importance
of upholding human rights, dignity, and
fairness in policing practices.

82
COULD ● Address other social needs
such as:
1) stable housing
2) food insecurity
● Reduce disparities in mental
health outcomes.
● Utilize crowdfunding.
● Take advantage of the sharing
economy.
·
● Consider how community-based organizations
and social innovation groups could collaborate
to address these needs.
● Work on engaging community and police by
creating on-going classes to teach empathy and
emphasizing how the training program can help
police officers and the community.
● Receive varying ideas from a diverse group of
individuals.
1)Raise funds.
SHOULD
Replicability: Design trainings to be
replicable, consistently producing the
intended results.
Accessibility: Ensure easy access to the
training for police officers.
Scalability: Design the training with the
capacity to be taught to other
specialists, ensuring scalability.
● Shift policy that allocates
permanent and sustained
funds.
● Use social media campaigns to
generate support and funding.
● This would be the place to foster diversity,
equity, and inclusion. Given the place that we
are in our current civic discourse, there are
opportunities to begin considering Critical Race
Theory (CRT)
● Employ community level experts to generate
ideas and implement solutions
● Develop consistent sources of funding

83
WON’T ● It may be challenging to
address the past effects of
racialized, economic effects of
previous public education
policies. So inevitably, it will
not be possible to eliminate
racism because the ripple
effects are intersectional for
Black and Brown people.
● Create additional stressors for
stakeholders and beneficiaries.
● Be inequitably offered or
meted out.
● Comprehensive Coverage of
the Causes of Police Brutality:
It is important to acknowledge
that the training will not cover
all of the circumstances that
lead to police brutality, nor
will it attempt to eliminate all
of these circumstances fully.

● However, there is a way to open up a wider
dialogue about the impact of historical racism
and economic inequality. This can lead to a
discourse on decarcerating, equal opportunity
and justice, and the pursuit of economic
equality.
● Have punitive outcomes

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Asset Metadata

Creator Franks, Deffnie Devon (author)

Core Title A comprehensive analysis of police brutality and a conclusion based on empirical data regarding the impact of empathy on these occurrences

School Suzanne Dworak-Peck School of Social Work

Degree Doctor of Social Work

Degree Program Social Work

Degree Conferral Date 2024-05

Publication Date 05/07/2024

Defense Date 03/29/2024

Publisher Los Angeles, California (original), University of Southern California (original), University of Southern California. Libraries (digital)

Tag bias,Human Centered Design,OAI-PMH Harvest,Police brutality,Racism,transformative learning theory

Format theses (aat)

Language English

Contributor Electronically uploaded by the author (provenance)

Advisor Lewis, Jennifer (committee chair), Butler, Tiffany (committee member), Rice, Eric (committee member)

Creator Email blazingsun74@yahoo.com,deffnief@usc.edu

Permanent Link (DOI) https://doi.org/10.25549/usctheses-oUC113920136

Unique identifier UC113920136

Identifier etd-FranksDeff-12893.pdf (filename)

Legacy Identifier etd-FranksDeff-12893

Document Type Capstone project

Format theses (aat)

Rights Franks, Deffnie Devon

Internet Media Type application/pdf

Type texts

Source 20240507-usctheses-batch-1148 (batch), University of Southern California (contributing entity), University of Southern California Dissertations and Theses (collection)

Access Conditions The author retains rights to his/her dissertation, thesis or other graduate work according to U.S. copyright law. Electronic access is being provided by the USC Libraries in agreement with the author, as the original true and official version of the work, but does not grant the reader permission to use the work if the desired use is covered by copyright. It is the author, as rights holder, who must provide use permission if such use is covered by copyright.

Repository Name University of Southern California Digital Library

Repository Location USC Digital Library, University of Southern California, University Park Campus MC 2810, 3434 South Grand Avenue, 2nd Floor, Los Angeles, California 90089-2810, USA

Repository Email cisadmin@lib.usc.edu