Transparency isn’t just a promise—it’s a practice.

 Trust is the foundation of any great law enforcement agency. It’s not something you can buy, demand, or assume—it’s something you earn, every single day. For too long, the Palm Beach County Sheriff’s Office has operated reactively, measuring success by numbers instead of relationships. As Sheriff, I will rebuild the bridge between PBSO and the people we serve by creating a culture of professionalism, accountability, and open communication.

This means transforming the Sheriff’s Office into a modern, visible, and transparent agency—one where the public can clearly see what we do, why we do it, and how we hold ourselves accountable.

Transparency isn’t just a promise—it’s a practice.

The patrol division is the heart of any sheriff’s office. It’s where the public meets the badge. Every traffic stop, call for service, and neighborhood visit shapes how citizens perceive law enforcement. For decades, patrol has been treated as an entry-level assignment—a place to start your career, not define it. That will change under my administration.

We will rebuild the patrol division as the cornerstone of professionalism and public trust. Deputies will receive enhanced scenario-based training, continuous leadership mentorship, and access to updated tools and technology. Patrol will no longer be where new employees wait to “get out.” It will be where the agency’s best practices are defined.

Patrol deputies will be trained to a higher professional standard—in communication, de-escalation, observation, and critical thinking. They’ll also be evaluated not only on productivity, but on professionalism, judgment, and how they represent the Sheriff’s Office in the community.

When the front line operates at a high standard, the entire agency’s credibility rises with it.

Leadership determines culture. If we want PBSO to reflect integrity, consistency, and professionalism, that must start with our supervisors.

In my first months as Sheriff, I will initiate a comprehensive leadership assessment across all divisions. Every supervisor—from sergeant to major—will be evaluated on their effectiveness as a leader:

• Do they communicate clearly with their teams?
   
• Do they support their deputies’ mental health and professional growth?
   
• Do they lead with fairness and integrity—or fear and favoritism?
   

These assessments aren’t about punishment—they’re about performance. Leadership that produces results through respect, guidance, and professionalism will be recognized and promoted. Those who divide, intimidate, or discourage will be held accountable.

A modern law enforcement agency must be built on leadership by example, not leadership by intimidation. The deputies and civilian staff who serve this community deserve guidance they can trust and leaders they can learn from.

Training isn’t a one-time event—it’s a culture. It’s how we ensure that every deputy and every employee carries the professionalism our citizens expect.

As Sheriff, I will rebuild the Training Division into a true center of excellence—a place that teaches skills, reinforces ethics, and tracks performance over time. Deputies will not only be trained to a higher standard when they enter the agency—they’ll be monitored throughout their careers to ensure that standard never fades.

We’ll strengthen our Field Training Program to ensure new deputies receive guidance from the right mentors—those who lead by example and represent the professionalism we want our community to see. Ongoing evaluations, refresher courses, and leadership development will ensure that our personnel don’t just meet expectations—they set them.

Training will once again become the soul of readiness and professionalism at PBSO.

The community should never have to guess what their Sheriff’s Office is doing. They should be able to see it, hear it, and ask about it directly.

My administration will introduce a multi-layered transparency model designed to inform, engage, and rebuild public confidence:

1. Quarterly District Town Halls – Each District Commander will hold open public meetings every quarter to address local concerns, present updates, and answer community questions. Citizens deserve direct access to the leaders who oversee their neighborhoods.
    
2. Monthly Sheriff’s Office Video Briefings – The Sheriff and Executive Staff will release monthly video updates summarizing arrests, investigations, community initiatives, and crime trends. This will give the public a clear, unfiltered look at what PBSO is doing to keep Palm Beach County safe.
    
3. Open Data & Reporting – Our new public webpage will feature live-access dashboards for:
    
   • Crime trends by district
      
   • Budget expenditures and major project updates
      
   • Internal investigations (within legal and privacy boundaries)
      
   • Response time data and community feedback
      

1. Streamlined Records & Reports Division – We will simplify the process for obtaining reports, public records, and information. Citizens shouldn’t have to navigate a maze to learn about their community. The process will be fast, fair, and transparent.
    

Transparency builds credibility. Credibility builds trust. Trust builds safety.

Community trust starts with who we hire and how we develop them.

In recent years, agencies across the country have struggled to attract and retain qualified law enforcement professionals. Part of that problem stems from impersonal hiring practices—no in-person interviews, no real connection with the people we’re bringing into our ranks. That will change.

As Sheriff, I will reinstate in-person interviews as a core part of the recruitment process. It’s impossible to measure character and fit through a screen. We need to know who we’re hiring—not just their qualifications, but their mindset, their judgment, and their commitment to public service.

Once hired, employees will be trained to a consistent standard and continually evaluated on professionalism, ethics, and performance. Retention will be driven not just by pay and benefits, but by culture—by making PBSO a place where people want to work.

We will conduct thorough exit interviews to understand why employees leave and use that information to strengthen leadership and morale across the agency.

When the right people join the right culture, professionalism becomes self-sustaining.

Palm Beach County deserves a Sheriff’s Office that leads with integrity, operates with transparency, and communicates with honesty. The days of closed doors, vague answers, and reactive leadership must end.

This plan isn’t about politics—it’s about purpose. It’s about restoring faith in the badge by showing our citizens exactly who we are and how we serve.

My administration will set a new tone for PBSO:

• A tone of professionalism at every level.
   
• Leadership that guides instead of intimidates.
   
• Training that evolves with modern policing.
   
• Communication that invites accountability.
   
• And a commitment to the people we serve—seen not just in words, but in action.
   

The badge must mean something again—not just to those who wear it, but to those who see it.

With this plan for Community Trust & Transparency, we will make PBSO a model of professionalism, integrity, and openness—an agency where the public can once again say with confidence:
“That’s my Sheriff’s Office.”