Aspirant Consulting Group, LLC

10/01/2026

One of the hardest parts of becoming a supervisor is correcting someone who used to be your peer.

Yesterday, you rode together, complained together, and handled calls together.

Today, you have to address their late reports, questionable decision, or the way they spoke to a newer officer.

You know the conversation needs to happen. You also know it may change the relationship.

That is a real leadership challenge, and it deserves more preparation than “you’ll figure it out.”

New supervisors need opportunities to practice those conversations. How to explain the concern clearly. How to listen without losing sight of the expectation. How to document what happened and follow through afterward.

They also need someone they can call when they are unsure how to handle it.

We put significant effort into deciding who gets promoted. We should put just as much thought into how we support them once they get there.

At Aspirant, those everyday responsibilities shape how we approach leadership and supervision training. The classroom should help prepare people for the conversations waiting for them back at the department.

What is one thing you wish someone had taught you before your first supervisory assignment?

09/30/2026

9 days left to apply | Haverford Township Chief of Police

Haverford Township is seeking an experienced police executive to lead a department of 68 sworn officers serving more than 50,000 residents.

This is an opportunity to build on a strong foundation, support an experienced team, and provide visible, engaged leadership in the community.

Salary: $190,000–$205,000 plus benefits
Application deadline: October 9, 2026

Submit a cover letter and current résumé to [email protected] with the subject line “Haverford Township Chief of Police.”

View the full position profile and qualifications:

https://www.aspirantllc.com/services/selection/haverford-chief

All inquiries and applications are confidential. Please share with qualified candidates in your network.

Explore the Chief of Police opportunity with the Township of Haverford, Pennsylvania. Applications are accepted September 14 through October 9, 2026.

09/24/2026

Good training should give people something they can use when they return to work. Here’s what we have coming up at Aspirant:

𝗜𝗡𝗧𝗘𝗥𝗡𝗔𝗟 𝗔𝗙𝗙𝗔𝗜𝗥𝗦

Navigating Internal Investigations
Oct. 15, 2026 • Coatesville, PA
May 11, 2027 • Allison Park, PA
Nov. 15, 2027 • Broomall, PA

Internal Affairs: Medical, Fitness for Duty, and Employment Considerations
Oct. 16, 2026 • Coatesville, PA
May 12, 2027• Allison Park, PA
Nov. 16, 2027 • Broomall, PA

Pennsylvania Internal Affairs Series
Oct. 15–16, 2026 • Coatesville, PA
May 11–12, 2027 • Allison Park, PA
Nov. 15–16, 2027 • Broomall, PA

𝗟𝗘𝗔𝗗𝗘𝗥𝗦𝗛𝗜𝗣

Resilient Leadership
Oct. 20–21, 2026 • Wexford, PA

From Peer to Supervisor: Credibility, Accountability, and Command
Feb. 23–24, 2027 • Allison Park, PA

Before the Crisis: Supervising At-Risk Employees
June 8, 2027 • Broomall, PA
Oct. 26, 2027 • Allison Park, PA

The Human Factor: Leading Through Trauma, Stress, and Organizational Pressure
Oct. 27, 2027 • Allison Park, PA

𝗨𝗦𝗘 𝗢𝗙 𝗙𝗢𝗥𝗖𝗘 𝗥𝗘𝗩𝗜𝗘𝗪

Use of Force Review in the Body-Worn Camera Era
Nov. 5, 2026 • Allison Park, PA
Feb. 18, 2027 • Doylestown, PA
Apr. 6, 2027 • Broomall, PA

𝗙𝗜𝗘𝗟𝗗 𝗧𝗥𝗔𝗜𝗡𝗜𝗡𝗚

Initial FTO Certification - The Modern Field Training Officer
Jan. 12–14, 2027 • Broomall, PA
Apr. 26–28, 2027 • Allison Park, PA

FTO Calibration: Evaluation, Documentation, and Remediation
Apr. 29, 2027 • Allison Park, PA

𝗘𝗔𝗥𝗟𝗬 𝗖𝗔𝗥𝗘𝗘𝗥

The First Five: Building a Law Enforcement Career That Lasts
Mar. 15–16, 2027 • Allison Park, PA

𝗜𝗡𝗩𝗘𝗦𝗧𝗜𝗚𝗔𝗧𝗜𝗢𝗡𝗦

Cloud-Based Search Warrants: Google, Apple, Meta, and Microsoft
Sept. 14, 2027 • Allison Park, PA

Electronic Surveillance: Legal Strategy and Operational Application
Sept. 15, 2027 • Allison Park, PA

𝗖𝗥𝗜𝗦𝗜𝗦 𝗖𝗢𝗠𝗠𝗨𝗡𝗜𝗖𝗔𝗧𝗜𝗢𝗡𝗦

Crisis Communications: Managing the First 72 Hours
Sept. 28, 2027 • Allison Park, PA

See course details and register: https://www.aspirantllc.com/training/in-person

09/17/2026

We’re proud to welcome the Middlesex County Sheriff’s Office in New Jersey as one of Aspirant Consulting Group’s newest agency partners.

Our work with the Sheriff’s Office will include ongoing policy maintenance and accreditation support through the New Jersey State Association of Chiefs of Police Law Enforcement Accreditation Program (NJSACOP LEAP).

Together, we’ll focus on keeping policies current, aligning documentation with accreditation requirements, and helping their team stay prepared throughout the accreditation cycle. Our goal is to make that work manageable and part of the agency’s regular operations, with consistent support as policies, standards, and agency needs evolve.

Strong policies and a sustainable accreditation program should support the people doing the work every day. They provide clear expectations, reinforce accountability, and help agencies deliver consistent, professional service to their communities.

We appreciate the confidence the Middlesex County Sheriff’s Office has placed in Aspirant Consulting Group and look forward to working alongside their team.

Welcome to Aspirant, Middlesex County!

09/14/2026

We are excited to announce that applications are now open for Chief of Police of Haverford Township, Pennsylvania.

Haverford Township offers an exceptional opportunity to serve as Chief of a highly regarded, full-service police department with experienced personnel, strong operational capabilities, and deep relationships throughout the community.

The department serves an active and engaged community across nine distinct wards. The position carries significant responsibility for the personnel, operations, administration, and continued success of one of the region’s most respected municipal police departments.

Salary: $190,000 to $205,000, plus a generous benefits package

Application deadline: Friday, October 9, 2026

Review the executive prospectus, qualifications, and application instructions here:

https://www.aspirantllc.com/services/selection/haverford-chief

Aspirant Consulting Group is proud to partner with Haverford Township on this important executive search.

Explore the Chief of Police opportunity with the Township of Haverford, Pennsylvania. Applications are accepted September 14 through October 9, 2026.

09/03/2026

We see public safety training differently.

Aspirant is not a training company that occasionally works with agencies. We work alongside them every day on policy, accreditation, leadership, internal affairs, use of force, organizational challenges, promotional processes, executive searches, and more.

That work keeps us close to what departments are actually dealing with right now, and it directly shapes the training we develop.

Our instructor and consulting team is built around experienced public safety professionals, many of whom continue to serve in active leadership, investigative, supervisory, legal, and operational roles. They are not teaching from theory alone. They are bringing current experience, current challenges, and current expectations into the classroom.

That matters.

Because the best training should not feel disconnected from the job. It should reflect the decisions people are making, the problems agencies are trying to solve, and the standards they are being held to.

That is what we are building at Aspirant.

Training built from the work.
Taught from experience.
Made for the people doing the job.

See our current training programs, or learn how to bring an Aspirant course to your agency or region, at www.aspirantllc.com/training

09/02/2026

Meet the newest member of the Aspirant training team.

Detective Sergeant Ian Thornton of the Lower Merion Township Police Department is joining Aspirant as a Training Instructor.

Ian has spent his career in the places where leadership actually gets tested: patrol, supervision, criminal investigations, and tactical operations. He currently serves in the Investigations Division and as a team leader on the department’s Emergency Response Team.

He also has something we place a lot of value on when selecting instructors: a genuine commitment to developing other officers.

Ian brings the perspective of someone who is still leading, still making decisions, and still responsible for helping the people around him get better at the job.

We think that matters in a classroom.

Ian will be working with Aspirant on leadership, supervision, officer development, decision-making, and career preparation, and we’re looking forward to getting him in front of officers and supervisors across the country.

Welcome to the team, Ian.

Learn more about Ian:

08/27/2026

We are proud to begin working with the Hopkinsville Fire Department in Kentucky to support their pursuit of CFAI accreditation through the Center for Public Safety Excellence (CPSE).

Our work with the department will include hands-on accreditation support throughout the process, helping their team work through the requirements, documentation, organizational assessment, and preparation necessary to build a sustainable accreditation program.

Fire accreditation is about much more than preparing for an eventual assessment. Done well, the process gives a department an opportunity to take a close look at how it operates, where it is performing well, where opportunities exist for improvement, and how it can continue strengthening service to its community over time.

Our goal is to help make that process manageable, practical, and integrated into the department’s normal operations rather than something that only receives attention when a deadline or assessment is approaching.

We appreciate the confidence Hopkinsville Fire Department has placed in Aspirant Consulting Group and look forward to working alongside their team throughout the accreditation journey.

Welcome to ACG, Hopkinsville Fire Department. We are looking forward to getting to work.

08/26/2026

A candidate may not agree with every score they receive.

But they should be able to walk away from a promotional process thinking:

That was fair. That was relevant. And I understand what they were measuring.

That is the standard we believe a promotional process should meet.

Promotional testing should not be a collection of generic questions and exercises that could be used in any department. Every agency is different. Its expectations, culture, supervisory challenges and operational realities are different. The process should reflect that.

That starts long before test day.

We take the time to understand the agency, the position being tested and what success in that position actually requires. From there, the process is built around job-relevant knowledge, decision-making, communication, leadership and the responsibilities candidates will face at the next rank.

Just as importantly, the process has to be structured and consistent.

Candidates should be evaluated against clearly defined criteria. Assessors should know what they are measuring. Scoring should be tied to the exercise and the competencies being assessed, not simply to who gives the most polished answer in the room.

For the agency, that creates confidence that the process is helping identify candidates who are prepared for greater responsibility.

For the officers participating in it, it creates something equally important: confidence that they were given a legitimate opportunity to demonstrate what they know and what they can do.

Every agency is different. The process should be too.

A promotional process should not simply produce a list of scores.

It should give an agency confidence in one of the most consequential decisions it makes: who it entrusts to lead next.

08/24/2026

We are proud to begin working with the Peoria Fire Department in Illinois to support the development of a comprehensive policy and procedure manual.

Our work will focus on building a manual that is current, practical, and reflective of how Peoria Fire operates day to day. That means more than simply updating language. It means working through departmental practices, responsibilities, terminology, and operational expectations so the finished product is something personnel can actually use.

A strong policy manual should provide clear direction, support consistent decision-making, reduce organizational risk, and give members confidence in what is expected of them. Just as importantly, it should reflect the department it was written for.

We appreciate the confidence the Peoria Fire Department has placed in Aspirant Consulting Group and look forward to working closely with their team throughout the process.

Welcome to ACG, Peoria Fire Department. We are looking forward to getting to work.