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Abstract
A good supervisor is an important part of a crime scene unit. He is required to have certifications
and leadership skills to lead a unit. He should also be expected to go above and beyond what is
expected of him. The criminal justice system should have good, ethical leaders who are
passionate about doing what is right and encourage others to do the same. A certain crime scene
unit is looking for a supervisor who fits the criteria. After reading the Houston Forensic Science
Center Crime Scene Unit Officer Involved Shooting Audit, the interviewee will discuss the
issues addressed in the audit and what could be done better. The interviewee will also discuss
experiences similar to the issues in the audit. The interviewee’s answers and responses to issues
play a role in the decision process to either move forward or stop the hiring process. After
reviewing the audit, recommendations based on training, policy, ethics, and protocol were made
for the future supervisor.
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Houston Crime Scene Unit Management Issue
When hiring a supervisor for the Crime Scene Unit (CSU), it is necessary to ensure they
are qualified by asking them questions and listening to not only their responses but also how they
respond. A supervisor must be willing to work with the unit as well as ensuring the unit works
together well and smoothly. Because working in a CSU can be stressful and tedious, the
supervisor should make this job as stress-free as possible. By having a good work environment,
tasks are likely to be done carefully, thoroughly, and efficiently. When this occurs, the criminal
justice system operates better, and justice is served. A supervisor can change the whole dynamic
of a team, so it is mandatory to have one who is qualified and upholds values and ethics. The
interviewee will read the Houston Forensic Science Center Crime Scene Unit Officer Involved
Shooting Audit and explain the issues and how he would address these issues after being asked
general questions.
General Questions to Ask the Interviewee
The first question to ask is what kind of experience and certifications the person has.
Having a written recommendation is also beneficial in the hiring process. The supervisor should
have certifications in bloodstain pattern and trajectory analysis, fingerprint identification, and
ballistics. A bachelor’s degree is also required to be hired. At least five years of experience in
crime scene investigation and three years in a leadership position are recommended. The next
question to ask is, “How did you work through a case with many difficulties either with evidence
or investigators doing something wrong?” In their answer, I would look for whether they
responded out of love and care or bashed investigators for doing something wrong or responded
harshly to other difficulties. Their response to a situation speaks volumes about their character
and how they deal with people or things. Another question is, “If I were to ask others about your
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leadership style, how would they describe it?” Getting others’ perspectives on a potential
supervisor could greatly influence the decision. Hameed et al. (2021) found that up to 75% of
employees stated that their supervisor was the worst part of their job, so a good supervisor with
remarkable leadership skills is essential (p. 1123). One more general question to ask is, “What is
a common mistake you see while processing a crime scene, and how would you address that
issue and ensure no one makes that mistake?” Fixing mistakes is an integral part of running a
smooth work environment and handling the mistakes well also proves one’s character.
Audit Issues
After reading through the audit and discussing a couple of issues, I would ask the
interviewee what other issues he noticed. When he notes the issues, I would then ask how he
would address the issues and ask how these issues could have been avoided. For instance, the
audit states that investigators with a lack of experience are expected to process scenes that are
beyond their capabilities. I would ask him how he would ensure that would not happen again. In
his answer, I would look for his desire to ensure that the investigators are properly trained and
prepared for complex scenes. After hearing his answer, we would then go into what type of
training and training requirements he would require of the investigators. Should they all have the
same training? Should he designate certain people to be fully versed in a certain area? In the
audit, it is recommended that at least two responders show up at the scene. If he designated
people to train in a certain subject matter in addition to their general training, would he pair them
together to assess crime scenes? If people with different training were paired together, they could
each work part of the scene that they are knowledgeable in.
Along with a need for training, a need for collaboration was noted in the audit. Working
with other agencies on and off the scene can be difficult due to different methods and protocols.
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How would a supervisor build relationships with outside agencies to work cases with ease? This
could eliminate many challenges a CSU may face. By working together, one agency may bring
skills or materials that another agency may not obtain. An example of this could be training. With
different types of training, agencies can work together to get a job done well. Gardner and
Krouskup (2018) explain the benefit of a crime scene investigator using their training along with
a medical examiner’s expertise to analyze a crime scene (p. 46). They are able to build a
relationship by helping each other. Damascena et al. (2022) also explain that it is necessary to
have people with different roles present at a scene to work on the area they are knowledgeable in
(p. 614).
Another issue addressed in the audit is that there are too many people in a scene. This
raises concerns about whether the scene is getting processed efficiently and correctly. Having
many people in a scene causes confusion about who is actually working to get the scene
processed. How would a supervisor eliminate who can go on the scene versus having people in
the scene? A supervisor must know what is considered important and essential to working a
scene. Some skills may be needed for a certain scene over other skills, so just one or two people
who are trained in a certain area should be on the scene using their knowledge and training. This
also reduces the contradiction between agencies that have different methods of working a scene.
The fewer people there are, the less likelihood of conflict will occur.
Conclusion
The supervisor must be able to answer these questions, in addition to others, well and
thoroughly with adequate explanation. The interview is one vital step in the hiring process, and
the interviewee must do well to move forward in the process. It is essential to have a supervisor
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of high regard over the CSU to ensure scenes are being handled properly and the unit is working
well together. The following are ten recommendations for training, policy, ethics, and protocol:
The supervisor has five years of investigation experience and three years in a leadership
position.
He critically thinks through difficulties and decides the best possible route while
responding in a way that does not harm anyone or anything.
He is able to answer all questions truthfully and honestly while keeping his values as a
priority.
A supervisor must be able to work with the CSU and ensure the unit is working together.
During the interview, the interviewee must address issues given in the audit and explain
what he would do to fix or avoid the issues.
The investigators are required to have training. The supervisor must list what type of
training and certifications he requires of the CSU to ensure scenes are correctly handled.
The supervisor is able to work through issues and difficulties already in the CSU and
make improvements where needed.
The interviewee must state his vision for the unit if he were the supervisor and how he
would obtain that vision.
A potential supervisor must have minimal ethical issues or mistakes from past
experience.
The supervisor must ensure that investigators are certified and recertified when needed.
A good supervisor sets the tone for the unit which, in turn, sets the tone for their work ethic. By
having a strong work ethic, scenes are processed correctly without error. This helps the criminal
justice system by ensuring that justice is served fairly and correctly. Proverbs 21:15 says, “When
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justice is done, it is a joy to the righteous but terror to evildoers” (ESV). Those with a biblical
worldview understand that God wants His people to seek justice. This can be done by doing what
is right and using the talents He gave us to honor Him.
When choosing a supervisor to hire to be in charge of a crime scene unit, it is essential for the
candidate to be qualified in different areas. Not only should he have experience and
certifications, but also leadership skills and abilities. The ten recommendations listed touch on
requirements needed for this position. Certifications are beneficial to working and processing a
crime scene. If the supervisor has various certifications, he is able to use that knowledge when
helping his unit. Certifications also help when working with other agencies by using their
resources and training with the supervisor's. By having different perspectives and knowledge on
a certain subject, a scene is likely to get processed correctly and completely with little error.
Damascena et al. (2022) explain that it is necessary to have people with different roles present
at a scene to work on the area they are knowledgeable in (p. 614). This also goes hand-in-hand
with the issue of lack of collaboration between agencies that was mentioned in the audit.
Working with other agencies on a case will build relationships and collaboration. There are
benefits to working closely with other agencies like getting a second opinion, getting needed
information, and possibly having more resources. Gardner and Krouskup (2018) explain the
benefit of a crime scene investigator using their training along with a medical examiner’s
expertise to analyze a crime scene (p. 46). Along with experience and certifications, the
supervisor should have superb leadership skills. His character must be of high regard in relation
to ethics and values as well. A good supervisor sets the tone for the unit which is reflected in
their work. Hameed et al. (2021) found that up to 75% of employees stated that their supervisor
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was the worst part of their job, so a good supervisor with remarkable leadership skills is
essential (p. 1123). One way that could reveal the candidate's leadership ability is by asking
former and present employees about the leadership style he possesses and if it worked or not.
Another way to know his leadership style is by his responses to the issues listed in the audit and
how he would address them. Various leadership styles are effective for different environments
and may also depend on the crime scene unit. He must learn what leadership style works best
for them and will produce a good work environment. Again, working with as little stress as
possible will allow the unit to have a better work ethic.
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References
Damascena, N. P., Silva, M. C., Deitos, A. R., Baldasso, R. P., Ferreira, R. C. G., Júnior, C. K.,
& Machado, C. E. P. (2022). Recommendations for procedures related to the evidence
chain of custody in forensic anthropology in Brazil. Forensic Sciences Research, 7(4),
609-622. https://doi.org/10.1080/20961790.2022.2076984
Gardner, R. M., & Krouskup, D. (2018). Practical Crime Scene Processing and Investigation
(3rd ed.). Taylor & Francis. https://libertyonline.vitalsource.com/books/9781351692373
Hameed, F., Shaheen, S., Bashir, A., Muhammad, M. A., & Ahmad-ur-Rehman, M. (2021).
When abusive supervision leads to good performance: an exploration of the bright side of
abusive supervision. [Bright side of abusive supervision] Policing, 44(6), 1123-1139.
https://doi.org/10.1108/PIJPSM-12-2020-0184
The Holy Bible. (2001). English Standard Version. Crossway Bibles.
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