Sheriff Chapman has served on the Governor’s School and Campus Safety Task Force, the National Sheriffs’ Association, Major County Sheriffs’ Association, and the Virginia Sheriffs’ Association’s Congressional and Legislative Committees. He graduated from the FBI National Executive Institute (NEI) and Law Enforcement Executive Development Association (LEEDA); the National Sheriffs’ Institute, the VA Sheriffs’ Institute, and earned the Virginia Department of Criminal Justice Services’ Executive certification. He has had articles published in professional periodicals to include the International Chiefs of Police The Police Chief and FBI LEEDA Insighter magazines.
Sheriff Chapman formerly worked for the Howard County Maryland Police Department in the Divisions of Patrol, SWAT and Criminal Investigations; and for the DEA as the Assistant Special Agent in Charge, Northern District of California; as Acting Regional Director of the Far East; as DEA’s Chief of Public Affairs; as the Country Attaché for Seoul, Korea; as a Supervisor in McAllen, Texas; and in field assignments in Miami, Tampa, and Pakistan. In the private sector, Sheriff Chapman worked as a Subject Matter Expert on the Global Security/Law Enforcement team with Booz Allen and Hamilton.
Sheriff Chapman is married to the former Ann Rafferty and they have six children and three grandchildren. He has a Bachelor of Science in Business Management, University of Maryland; and a Masters in Public Administration from Troy State University (Alabama).
STEP Up Plan
In 2011, Mike campaigned with a specific plan of action and change management call STEP Up. In 2012, STEP Up immediately went into effect and continues to make a positive impact on Loudoun regarding the LCSO in the areas of Service, Technology, Efficiency and Professionalism. The STEP Up plan has evolved as initiatives and goals are met or needs change.
One of the most important aspects of the plan as it involves field operations, crime and citizens.
Continuous upgrades and advancement in technology and communication.
Communication, fiscal responsibility, cost savings and enhanced standards.
Encourage and empower senior leaders, reward education, training and performance.
Implementation of Community Outreach
Realtime, up-to-the-minute community outreach.
Since 2012, at the direction of Sheriff Chapman, sharing news from, by or concerning the LCSO has been a key to bridge a former gap in both information disseminated and community policing. Below are a list of initiatives and statistics demonstrating the success and one part of Sheriff Chapman's STEP Up Technology upgrades.
- Initiated On-line reporting - saving the County an estimated $175K per year and bridging community members with a need with online communication
- Upgraded LCSO Internet; introduced interactivity to address compliments, concerns and complaints
- Expanded Facebook (achieving 16K+ followers) and Twitter; instituted Instagram
- Expanded Loudoun Alert to 18K followers
- First jurisdiction in VA to partner with Crimereports.com to post up-to-date crime mapping
- Handled 1918 media/citizen news requests
- Issued 197 press releases
- Issued 490 Alert Loudoun messages
- Posted 1670 Social Media updates
At its highest
LCSO is nearly 4% under county turnover rate.
- The turnover (attrition) rate for the Loudoun County Gov is 11.9% and for the LCSO it is only 8%. That is significant because it is a measure of actual job satisfaction (not just complaints or the rumor mill).
- Another measure of job satisfaction is shown by the fact that we had only one (1) internal grievance in a 3 year period and that grievance was later revealed as unfounded. In a similar 3 year time frame under the previous administration - there were eight (8) grievances filed. This is a significant reduction.
- Not only do we abide by the County's grievance procedure, LCSO personnel can make a case directly to Sheriff Chapman if they want a consequence reduced and perhaps not formal - which occurs in most instances.
- Also, LCSO deputies can retire earlier than county employees - but are choosing to stay. One benefit of Law Enforcement is that you can retire after age 50 with 25 years, and pull the supplement as if you retired later.
The Next Four Years
Forthcoming and planned initiatives.
While Sheriff Chapman's STEP Up plan and initiatives have, through implementation, resulted in many improvements over the past several years (See HERE), the STEP Up program has evolved and will include, but not limited to, the following initiatives:
- Work with BOS to increase retirement multiple from 1.7 to 1.85 to mirror surrounding jurisdictions and continue to increase staff retention rates. For example, 1.85 X 25 years give a retirement of 46% v. 43% if a deputy received 1.7% of their overall salary for the rest of their life.
- Work with BOS to increase overtime allotment to more accurately reflect expected annual expenditures; currently the BOS approves less than half of the actual overtime expenditures requested and as a result, funds are pulled from other LCSO departments to compensate.
- Train 100% of field patrol deputies and adult detention deputies in Crisis Intervention Training (CIT) communication skills. Vital based on rising mental health issues; develops communication skills designed to de-escalate violent situations.
- Continue to increase night differential pay. In 2012 we lobbied and received approval by the BOS to implement night differential pay--something the prior regime did not find important enough to fight for.
- Continue to increase stipend pay to further compensate Field and Correctional Training Officers actively acting in that roll.
- Continue to study surrounding jurisdictions to ensure that our pay/benefits remain competitive with our counterparts and ensure the BOS has this information to approve requested budget allocations.
- Moving to E-Citations for a savings in manpower, time and effort and reducing overhead as the ticket is electronically tracked from issuance to court. A deputy can simply swipe the driver's license and issue a ticket without hand writing and then physically delivering the ticket for manual entry into the system. There is also far less room for error with an E-Citation system.
- Focus on the rise in hard drug use such as heroin; stop heroin distribution locally and through target investigations to find and prevent the sources bring them into the county. The extreme rise is a misuse of pharmaceutical drugs and when people run out of money or can't get prescriptions for them, they turn to drugs such as heroin.
- Continue to work in the area of DIP, DUI, DWI and under the influence initiatives, awareness, education, and prevention.
- Focus on reducing call volume to enhance response times through additional promotion and awareness of on-line reporting of crimes which do not require a patrol unit or additional manpower, variable expense or administrative costs.
- Continue to enhance and grow public-private partnerships.
- Re-allocate workforce to meet changing demands and crime trends pro-actively.
- Initiate Quarterly Management Reviews; refers to process...for example, evaluating quarterly expenditures, goals met, a review of all functions, reviews of accounting procedures, etc..