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2019 IJIS presentation – Using PBD to reduce your attack surface

Thank you to everyone who attended my presentation on Privacy by Design at the 2019 Integrated Justice Information Systems (IJIS) Institute’s 2019 Symposium today.

You can download the slides from my presentation here:

20190122 2019 IJIS presentation – Using PBD to reduce your attack surface v1b (CG)

While many of us are living well, too many still suffer under human slavery

As good as the world seems today, there are still many who are living horrid lives in the world today (https://www.goodnet.org/articles/10-good-things-in-our-world-that-are-getting-better). According to the US State Department, approximately 800,000 people are illegally trafficked across international borders every year (https://www.dosomething.org/us/facts/11-facts-about-human-trafficking).

Just think about the enormity of that number. That is nearly one million souls, destined for a horrendous life of slavery, in all illicit forms of human depravity. They will be owned by other humans who will treat them appallingly. They will have no rights whatsoever. They will live in fear, probably beaten, starved and raped. And out of these 800,000, some 80% are female and half are children.

These people in many cases are fleeing war torn countries. We only have to turn on our news programs to find some story of refugees trying desperately to reach a safer land. Their boat has capsized, or they suffered inhumane conditions, piled all together into the back of a lorry. Many dying from dehydration and heat exhaustion. The lengths these people go to, to find sanctuary. And most of the time we can sit back, feel sorry for them, and turn the television off. Because we can.

I too have done this, I cannot look at the images anymore, because it’s too upsetting.

More needs to be done to stop this. It is the 21st Century, and slavery is alive and well and doing a roaring trade. In this age of technology and better policing, why are countries not able to halt this?

There does not seem to be a single database that can be used worldwide, to keep track of humans missing, so every country can access it, and keep updating it. It is just too big, and with information in different languages, and much social media footage out there, we have not gotten around to creating a single, go to site, for this purpose – we have the technology, we have the cloud computing, biometrics, facial imaging, but sharing data is still a problem.

In the US the Polaris Project is a large website dedicated to helping human trafficking by offering services to combat this crime. There is a hotline for support, they are building a large public data set on human trafficking in the USA, learning how trafficking works, in real time, strategies that change entire systems to specify all trafficking, and they work with law enforcement and other public and private-sector partners to help to support survivors and to prevent and disrupt human trafficking.

They also supply statistics, blogs, videos, and initiatives to help women from Latin American countries, support for survivors, and to detect businesses that are disguised as legitimate and used to traffic vulnerable woman and children. To read more you can find it here https://polarisproject.org.

There are other websites based in the US too http://humantraffickingsearch.org and http://www.endslaverynow.org – both of these are worth checking out.

In Europe, where the problem is touching all European countries, particularly with the influx of refugees, and many going missing when the reach the country they are travelling to, the European Commission have on their site, all information about how they are tackling the problem, and also projects associated with and dealing with the massive problem that is in every city and town throughout Europe – see http://ec.europa.eu/anti-trafficking.

People can get involved, simply by being aware of any suspicious behavior, activity, whether with people or businesses, or anything that just does not look right, it is always best to be vigilant, because it really is all around us, we don’t see it, but it’s happening in front of us.

It’s time for us to start looking out for each other again. How did it ever get this bad. I thought the really bad days of slavery were behind us, but sadly they are not.

Let’s start to be kind again. We have all our creature comforts, we are contented, what more do we want….it really is the truest saying that “No act of kindness, no matter how small, is ever wasted.”

Why being a CISO is the true embodiment of being Sisyphus

My presentation at the 2018 EU Cyber Threat Summit on why being a CISO is the true embodiment of being Sisyphus.

We need fewer “cyber warriors” and more “cyber healthcare” professionals

Recently read an article titled “New Cyber Command leader pushes for more aggressive cyber defense” – https://govmatters.tv/new-cyber-command-leader-pushes-for-more-aggressive-cyber-defense/

My apologies to US Cyber Command, but I’m not convinced that we need more cyber warriors – our Nation already spends nearly $70,000,000,000 (that’s billions) a year on cyber defense and the bad guys are still kicking our butts, and so jumping higher or pedaling faster on cyber defense is unlikely to help.

Instead I suggest what we really need is a LOT more “cyber healthcare professionals,” a well trained and equipped force to get government and industry to do the proactive and preventive things needed to reduce the risk associated with the seven core issues that enable attacks and breaches; namely stuff like:

1. Errant user behaviors – implement environmental factors and system tools to reduce the likelihood that they’ll click on something bad.
2. Poor device/application configuration – when’s the last time you validated your routers and firewalls? What about your 3rd party provider applications and devices?
3. Weak or default passwords – many devices (and a good chunk of IoT) are still holding default passwords, it’s like leaving your front door wide open.
4. Failure to patch applications – most organizations don’t even have a good list of the applications they have; on-premise, hosted, or that users use on the web.
5. Vulnerable or buggy software – are you still holding on to that unsupported legacy app that you know is vulnerable? Or haven’t upgraded apps because it’ll cost to do so?
6. Lack of, or failure to enforce policy – security policies suck, but we need them to protect our livelihood, private information, and national infrastructure.
7. Complacency of executive management – Stop asking; yes, it will happen to you. And no, cyber insurance won’t cover the costs. Invest up front and hold staff accountable.

So while it’s sexy and exciting to be a cyber warrior, chasing hackers across cyber space, the reality is that, like preventive healthcare, r-e-a-l cyber security is grinding on the things that you know need to be done so that you don’t need to go chase the bad guys.

So I suggest we trade some of the BDUs for some scrubs and use some of those cyber defense dollars instead to invest more in a cyber healthcare workorce!

Thanks for reading…r/Chuck

Police Chief Explodes on Protesters: Pure gut-wrenching emotion ensues

Repost from LinkedIn on November 28, 2014.

Wow, if you don’t think that cops really care about their communities, please watch this video – Here’s two different sources:

• Milwaukee Police Chief Flynn’s take on crime, racial disparities goes viral – JSOnline http://www.jsonline.com/blogs/news/283504501.html
• White Police Chief Loses It and Tells the Blunt TRUTH About Black Crime [VIDEO] http://conservativetribune.com/police-black-crime/

Unfortunately, what Milwaukee Police Department Chief Flynn said is true (and very sad):

80 percent of my homicide victims every year are African-American. 80 percent of our aggravated assault victims are African-American. 80 percent of our shooting victims who survive their shooting are African-American.

Now they know all about the last three people who have been killed by the Milwaukee Police Department over the last several years but not one of them can name the last three homicide victims we have had in this city.

The fact is the people out here who have the most to say are absolutely MIA when it comes to the true threats facing this community.

The sentiment Chief Flynn so emotionally communicates in his message is similar with what I have said in other – we need to take better care of each other.

When I was little, I lived in NYC. On the edge of an Italian, Puerto Rican, and Greek community in Queens. Honestly, there was no way I could get away with anything close to what young people are doing today. If I tried to swipe something from the neighborhood candy store, that store owner was on the phone to my parents even before I left the store. On the street, my neighbors, my Aunt down the block, and even the postman was watching me.

I just don’t see evidence that neighborhoods today are like that – what I see are neighborhoods who seem to prefer having police officers to do it all, or worse, they turn a blind eye and hope it doesn’t affect them.

I agree with others in my field who believe that we need those affected communities to step-up and take action. Community leaders (with the support and encouragement of local law enforcement) must take responsibility to address the factors in their communities that lead to crime – violent, or otherwise. After all, if the communities themselves are not engaged, how can we possibly expect the police to be successful trying to turn things around on their own?

And, BTW, this is not anything new. This is really what community policing is supposed to be about – no, it’s NOT about putting little kiosks in 7-Elevens. (IMHO) community policing is all about the COMMUNITY getting involved, with the support of local police – I believe a good part of community policing is about the community policing itself.

This theory actually goes back 185 years, to 1829, when Sir Robert (Bobby) Peel, (considered the father of modern policing) penned nine Principles of Policing instructions that he gave to every new police officer. Specifically principle #3 said:

3. To recognise always that to secure and maintain the respect and approval of the public means also the securing of the willing co-operation of the public in the task of securing observance of laws.

These are VERY powerful words; let me break this down for you:

• In order for police to maintain respect and approval of the public…
• They must secure the willing cooperation of the public…
• To help to ensure that laws are observed.

So, for police to be respected, they must work to get communities to police themselves – a very profound statement.

Sadly, without a significant change in perspective on BOTH sides, the current situation will continue – police will do their best to fight crime, but they will not be successful (to the extent that Pell’s principle #9 calls out below) until communities step fully in the game and work to take better care of each other.

I leave you with the full list of Peel’s principles (yes, with the British spellings), and although I am not a police officer, if I were, I think I would still consider all nine of these principles still valid today – text in parentheses on a couple of them is my interpretation:

1. To prevent crime and disorder, as an alternative to their repression by military force and severity of legal punishment. (this is why police forces were formed – interesting that they were formed to PREVENT legal punishment – wow, this could be the subject of another posting)
2. To recognise always that the power of the police to fulfil their functions and duties is dependent on public approval of their existence, actions and behaviour, and on their ability to secure and maintain public respect. (in today’s always on video world, I would counsel every officer to behave as if there’s a camera on them 24/7)
3. To recognise always that to secure and maintain the respect and approval of the public means also the securing of the willing co-operation of the public in the task of securing observance of laws.
4. To recognise always that the extent to which the co-operation of the public can be secured diminishes proportionately the necessity of the use of physical force and compulsion for achieving police objectives.
5. To seek and preserve public favour, not by pandering to public opinion, but by constantly demonstrating absolutely impartial service to law, in complete independence of policy, and without regard to the justice or injustice of the substance of individual laws, by ready offering of individual service and friendship to all members of the public without regard to their wealth or social standing, by ready exercise of courtesy and friendly good humour, and by ready offering of individual sacrifice in protecting and preserving life.
6. To use physical force only when the exercise of persuasion, advice and warning is found to be insufficient to obtain public co-operation to an extent necessary to secure observance of law or to restore order, and to use only the minimum degree of physical force which is necessary on any particular occasion for achieving a police objective. (I’m not sure getting an MRAP is inline with this principle)
7. To maintain at all times a relationship with the public that gives reality to the historic tradition that the police are the public and that the public are the police, the police being only members of the public who are paid to give full-time attention to duties which are incumbent on every citizen in the interests of community welfare and existence. (Very interesting quote – “police are the only ones paid full-time to do what every citizen is responsible for doing..wow)
8. To recognise always the need for strict adherence to police-executive functions, and to refrain from even seeming to usurp the powers of the judiciary of avenging individuals or the State, and of authoritatively judging guilt and punishing the guilty.
9. To recognise always that the test of police efficiency is the absence of crime and disorder, and not the visible evidence of police action in dealing with them.

IACP 2014 – October 25th – 28th, Orlando, FL – Day 1 – Mindful Resilience Training

I’m back at the International Association of Chiefs of Police (IACP) Conference this year, after missing out on 2013. This year it’s in the wonderful Orlando, Florida sun, and the amazing Orange County Convention Centre, which will take me the rest of the week to find my way around.

Today I attended the Mindful Resilience Training: Integrating Mindfulness Practices to Enhance Officer Safety and Wellness education session. This was chaired by Lt. Joe Carter and Detective Jennifer ‘Missy’ Elliott, both from City of Falls Church Police Department in Falls Church, Virginia.

Jennifer opened up the session with complete honesty about the reality of working as a Police Officer. “Law Enforcement can be toxic” said the first slide. “No one prepares you for the reality of the job“, said Jennifer.

She thought she was strong, but after working and witnessing such crimes as homicides, crimes against children, suicides, accidents, she was haunted by the images constantly coming back to her. No one told her to talk about it – all Officers witnessed similarly awful scenes, but no one spoke about them. She kept it all inside her, and pushed it aside, but then she started to have nightmares and panic attacks.

She was also scared to say anything to her colleagues in case they thought she was crazy. She started to get really bad back pain, and joint pain. Eventually after many cortisone shots from her Doctor, he suggested she tried Yoga. At first she thought this was nuts, and she was very doubtful, but what transpired after her first yoga session, made her realize that ‘this stuff was good’! She felt a clear mind/body connection with the deep breathing and a calmness too.

Shortly after that first session, Jennifer got her first homicide call. Her first reaction was of panic, which she had started to experience before, but she started to do her deep breathing and when she arrived at the scene, she was calm. She assessed the situation and took charge, and made clear decisions. Her colleagues noticed how calm she was and commented on it.

Jennifer became passionate about Yoga. She knew this was something that all her fellow officers could not just benefit from, but it might just help to save their lives. The very sad reality is that suicide is the No.1 killer of Police Officers in the USA. So she set up a yoga class for detectives, and funded it from her own pocket to start of with. Initially it was scoffed at, but all the attendees realized just how good and calm they felt.

Jennifer went ahead, and spoke to HR to get the funding for a regular class, and also an agreement so Officers did not have to pay themselves for yoga. It has been very successful. Now Jennifer Elliott is spreading the word to all Police Departments about just how necessary it is to look after their Officers, and to ensure they have healthy minds and bodies – after all, healthy officers give more to their departments and in turn, to the communities.

Joe Carter spoke briefly after Jennifer, and he said that they are trying to keep Officers alive and healthy, not losing them to suicide, heart problems and many stress related illnesses. He wants to prioritise, keeping Officers’ minds healthy in order to not make mistakes on the job, while under duress. A stressed mind, one that cannot not think calmly, will be more likely to make bad decision in a volatile situation. Joe said that by speaking to many officers who had lost friends or colleague to suicide, that the big regret is not having something in place to cope with all the stresses that police are under.

I really do think that this is one of the most important education sessions of the whole conference, and I felt that many more should have been there. There is a very real problem out there with stress in everyones life, but it is doubled in law enforcement with many extremely, emotionally charged incidents that they have to deal with on a daily basis, and this coupled with the ‘normal’ stresses of family life, financial worries, marriage problems, makes for some very worrying statistics for Police Officers.

There really should be a Wellness/Mindfulness program in every Police Department, where yoga and meditation can be practiced to allow peace and healing, and to achieve and sustain a healthy mind and body. I applaud Jennifer Elliotts’ honesty on telling her story, and I really do hope that her passion becomes a reality in every state.

Speakers: Detective Jennifer Elliott and Lieutenant Joe Carter

Agency: City of Falls Church Police Department, Falls Church, VA

Resources:

• www.headspace.com
• www.calm.com

Until next time…take care of yourselves!

r/Mary

What do insider threats and girl friends have in common?

They both can screw you over pretty good if you don’t treat them well!

So here are seven things you and leadership can do to keep your employees loyal to your company or agency.

1. Choose for the long-term – Just as no one goes into a long-term relationship or marriage expecting it to end, be sure to hire employees who can be there, and support you over the long-term. Do your due diligence; know their background, ask the right questions when you interview them. Do you get the sense they want to be with you for the long-haul?
2. Follow through on what you promise – Once they are onboard, follow through on the promises you made to them when you interviewed them – are they being paid what you promised? Are they in the job you promised? With the advancement path you promised? Do they have the authority you promised?. If circumstances change and you cannot, deal with it up front and either renegotiate the offer, or let them go.
3. Show them you really care – Don’t say “our employees are our most important asset” and then treat your furniture better than you do your staff. Remember, 90% of company’s value walks out the door at 5pm each day. Work to take care of your employees professional and personal needs in a way that sustains the loyalty they had for you on day one.
4. Know what’s important to them – Actively seek and document what is important to (at a minimum) your high-value/high-risk employees, and talk about these things this regular performance reviews. This overt act will go a long way to developing the trust you need to keep good employees from turning into insider threats.
5. Share what’s important to you – Just as important, communicate to your employees what’s important to you – organizationally, and on a personal level. Building trusting relationships depends on both parties opening themselves a bit to talk about what’s important, like fears, vulnerabilities, dreams, and goals, or other factors that might affect the relationship. Employees whose value systems align with the organization do not turn out to be insider threats.
   
6. Show sincere interest for their well being – Take time to check out how other factors are affecting their loyalty. Did you put them under an abusive manager? Are they overworked? Are there other personal or family issues that if not addressed, can affect how they feel about working for you? Employees who live a balanced life – professionally, personally, physically, and spiritually are less likely to become insider threats.
   
7. Be all in, or don’t be afraid to end it – Finally, if you can’t keep your promises, or determine that someone you hired cannot keep theirs, don’t be afraid to end the relationship. Keeping an unhappy or disloyal employee around will just compound the problem – just as the U.S. Army if they should have recycled Mr./Ms. Manning when he was first discharged from boot camp. Better to dole out some severance pay now than grow a disgruntled employee that will cost you 10, 100, or 1,000 fold a few years later.

At the end of the day, it really all comes down to making a real effort to hire the right people, give them the opportunities you promised them, and taking the time to check in with them to see if they are still glad they came to work for you.

Remember, no one that comes to work for you on day one wants to hurt you, so take the time and effort needed to keep them feeling that way!

r/Chuck

DHS Fusion Center Assessment Report is out…How’d we do?

The Department of Homeland Security (DHS) released its 2012 National Network of Fusion Centers Assessment Report and the results are encouraging. DHS reported that (overall) fusion centers improved their capability scores by 11 points over the 2011 assessment report card. Summary findings, based on Critical Operating Capabilities (COCs):

COC 1 – Receive

• All fusion centers (77 or 100%) have access to federally sponsored Sensitive But Unclassified (SBU) information sharing systems.
• Every fusion center (77 or 100%) has at least one person cleared to access Secret information, but regular staff turnover means that fusion centers will continue to request new clearances (approximately 500 new clearance requests in the next 12 months).
• A significant number of fusion centers have on-site access to classified information sharing systems (66 or 85.7%).
• Fusion center use of the DHS Secret Internet Protocol Router Network (SIPRNet) Whitelist (Whitelist) is limited (41 or 53.2%).

COC2 – Analyze

• Fusion centers are highly involved in assessing threat and risk for their area of responsibility (AOR) (72 or 93.5%).
• Fusion centers are obtaining and using customer feedback on their analytic products (structured feedback: 65 or 84.4%).
• Analytic production plans are used widely across the National Network (60 or 77.9%).
• Critical infrastructure protection capabilities continue to expand across the National Network (75 or 97.4%).

COC 3 – Disseminate

• Despite progress since 2011, less than half (35 or 45.5%) of the National Network have a process in place to verify that customers are receiving their products.
• Fusion centers are increasingly designating a single, primary information sharing system (72 or 93.5%), but Homeland Security Information Network (HSIN) Intel is not frequently cited (23 or 29.9%) as the primary system for unclassified communication between fusion centers.

COC 4 – Gather

• The number of fusion centers that have developed Standing Information Needs (SINs) has increased (59 or 76.6%), but continued attention to SINs development is necessary.
• The National Network has a robust request for information (RFI) management capability (69 or 89.6%).
• A significant percentage of the National Network are involved in the Nationwide Suspicious Activity Reporting (SAR) Initiative (NSI), in particular in providing line officers with information on the behaviors identified in the Information Sharing Environment (ISE)-SAR Functional Standard (SAR line officer training: 66 or 85.7%).

DHS has identified three areas for improving fision center capabilities:

1. Use Standing Information Needs (SINs) as the foundation of a customer-driven fusion process:
   Fusion centers need to have a process for a) deriving and cataloguing regional and federal information and intelligence needs SINs , and b) actively tagging/associating these SINs with the information and intelligence products they produce.
2. Document key business processes and ensure consistent access to training:
   High turnover in critical fusion center staff positions is going to be the norm, for a number of reasons – staff rotations, augmentation, contract renewals, promotions, etc. Fusion Center Directors must plan for this “churn” by taking the time to a) document the center’s core business processes, b) keep SOPs and policies up to date, and c) develop training and other performance support tools to minimize the impact of staff turnover on center operations.
3. Implement organizational planning and evaluation processes to continuously improve fusion center operations:
   Fusion centers should clearly develop and communicate their center’s mission, goals, and objectives by developing a strategic plan, and using that plan as a tool to measure its performance. The strategic plan and periodic performance reports should help to communicate how investments in the fusion center result in tangible results, and b) help to drive annual budget requests to sustain or enhance current center capabilities.

I see gaps in these areas in my own work with fusion centers…unfortunately, many fusion centers are so busy with operational activities, that developing SOPs, training, strategic plans, etc., ends up on the back burner.

One other area, not directly addressed by the DHS assessment process is the development of an effective plan and roadmap for building an IT infrastructure that supports the four COCs. This too gets relegated to the back burner. In some cases, IT is addressed, but in a piecemeal fashion – Fusion Center Directors should elevate the need for an integrated IT plan, one developed from Fusion Center business processes and describes three key areas.

Suggested Components of a Fusion Center IT Strategy

• Information and Intelligence exchanges – what information, data, and intelligence comes-in and goes-out of the Fusion Center?
• What functional capabilities does the Fusion Center have now and which systems deliver those capabilities? (as-is)
• What NEW functional capabilities does the Fusion Center need, and how will the center procure them? (to-be)
• How much money does the Fusion Center need to a) sustain current capabilities and b) to implement the new capabilities?

Feel free to reach out to me if your center would like to discuss enhancing your operational and/or IT planning capability.

r/Chuck

LEIM 36th Annual IACP: A First Timer’s Perspective

Hi everyone,

My Name is Mary Wood and I recently joined NOWHERETOHIDE.ORG as a Research Analyst. I am from Dublin, Ireland, and new to Public Safety, so be gentle with me! These first few blog postings will tell the story of my experience at the 2012 Law Enforcement Information Management (LEIM) conference that I attended from 19-23 May 2012.

Since this was my first time attending LEIM, I didn’t really know quite what to expect. What I experienced was a whirlwind three days of educational sessions and networking opportunities – I really enjoyed everything about this conference and learned so very much!

I was also in awe of being in the presence of the brave men and women who put their lives in danger every day just to keep the rest of us safe – that in itself was daunting. But as I walked around, amongst Officers, Chiefs of Police, federal agents, and even a British Lord!, I was stuck by the camaraderie and incredible respect they had for each other. I really love Americans, and have always found them to be extremely polite and well mannered, and these three days showed just that, and also an enthusiasm for learning, meeting new people, and sharing of their experiences with dealing with information management in the public safety arena.

I found myself learning something new with each presentation/workshop that I attended. I was very impressed by the high standard of presenting styles and the way most people I encountered delivered their information in a very understandable (essential for a first timer!) and enjoyable way.

I learned quite a bit – using CCTV effectively, getting essential data into systems so Police Departments in other states can access it, predictive Policing, Social Media and how law enforcement agencies use the social media sites to gain information, the latest License Plate readers, what happens when a Police Officer wears a camera, and many more interesting ways that technology is used everyday.

Yes, law enforcement information management has come a long way from the pencil and notebook. Today the paper and pencil has been replaced by an iPhone or Blackberry to access/enter information, to take video and pictures, and to share information. I have learned that it is all about getting information and sharing that information to get the bad guys of the streets.

For any first timers to the LEIM conference next year, I would highly recommend that you arrive early enough to attend the First Time Conference Attendee Orientation and ABC’s of IT for Law Enforcement. This session will help answer any questions first timers may have about the conference. The LEIM Board of Officers together the LEIM Chairperson put on a very informative and straightforward presentation. They will also answer any questions put to them.

Ed Posey, the 2011-2012 Chairman, spoke about his work as a Captain in Gainesville Police Department. He spoke about the Law Enforcement Information Exchange (LInX) Lynx project and answered general IT questions put to him. Lance Valour talked about the way the Police Service works in Canada, and the differences between America and Canada (I loved his Canadian accent!), and Lance should know with 33 years in Ottawa Police Force behind him. They also explained how 9/11/01 changed everything in terms of security and getting essential information and sharing it, so everybody can work together and understand the situation they are dealing with. N-DEx was one of the information sharing systems that was created after 9/11/01. It is designed to share federal, state and local law enforcement information. The types of data being exchanged varies from police case files, arrest reports, warrants, Canadian and Interpol databases, and corrections data.

On the first day there are also other preconference workshops presented, along with the first timers conference. They are each three hours long, but are a must to explain any questions you have or any guidance you need to get you through the three days.

I have grown up, watching cop shows that show us how it’s done. We think we know it all, but it’s a lot different when you are in the presence of the people who really know how it’s done. I came away from my three days with a lot of information and pages and pages of notes, and also had the pleasure of being in the company of people who really do make a difference by making our world safer.

Over the next few blog postings I will share some stories about specific things I learned about…stay tuned.

Thanks for reading…r/Mary

Video Analysis/Analytics: Can we use it to detect criminal behaviors and activities?

I just found this report published by the National Criminal Justice Reference Service (NCJRS). Developed by Nils Krahnstoever, General Electric (GE) Global Research, it describes the development of a wide range of intelligent video capabilities relevant to law enforcement and corrections, and describes features of video surveillance that can help to enable early detection and possibly prevention of crimal incidents.

The study also points out, in a number of places, limitations of the technology, based on response activities and envronmental factors. it’s worth a read, here is the table of contents; you can read the document here Automated Detection and Prevention of Disorderly and Criminal Activities:

 Table of Contents

• 1 Abstract
• 2 Executive Summar
• 2.1 Data Collection
• 2.2 Crime Detection and Prevention
• 2.3 System Evaluation and Feedback
• 2.4 Law Enforcement Relevance and Impact
• 2.5 Dissemination of Research Results
• 2.6 Next Steps
• 3 Introduction
• 4 Data Sets and Data Collections 17
• 4.1 GE Global Research Collection
• 4.2 Airport and “Behave” Data
• 4.3 Mock Prison Riot Data
• 4.3.1 Venue
• 4.3.2 Installation
• 4.3.3 Camera Views
• 4.3.4 Calibration
• 5 Motion and Crowd Pattern Analysis 25
• 5.1 Multi-camera Multi-target Tracking
• 5.2 Detection and Tracking of Motion Groups
• 5.3 Counting and Crowd Detection
• 5.4 Simple Group-Level Events
• 5.5 Group Interaction Model
• 5.6 Group Formation and Dispersion
• 5.7 Agitation and Fighting
• 5.8 Advanced Aggression Detection
• 5.8.1 Feature Tracking
• 5.8.2 Motion Analysis
• 5.8.3 Motion Classification and Clustering
• 5.8.4 Results
• 6 Identity Management
• 6.1 PTZ Camera Control
• 6.1.1 Introduction
• 6.1.2 Related Work
• 6.1.3 Experiments
• 6.1.4 Discussions
• 6.2 Identity Maintenance
• 7 Social Network Estimation
• 7.1 Introduction
• 7.2 Experiments
• 7.3 Conclusions
• 8 Data Collection and System Testing at Mock Prison Riot 2009
• 8.1 Collection and Testing Approach
• 8.2 IRB Approval
• 8.3 Collected Video Data
• 8.4 Mock Prison Riot Detection and Tracking
• 8.5 PTZ Control
• 8.6 Behavior and Event Recognition
• 8.6.1 Meeting / Approaching / Contraband Exchange
• 8.6.2 Aggression Detection
• 8.6.3 Fast Movement
• 8.6.4 Distinct Group Detection
• 8.6.5 Flanking Detection
• 8.7 Performance Evaluation
• 8.7.1 Sequence “Utah Leader Attack” (Nr. 00)
• 8.7.2 Sequence “Utah Leader Attack 2” (Nr. 01)
• 8.7.3 Sequence “Gang Killing other Gang” (Nr. 02)
• 8.7.4 Sequence “Gang Killing other Gang 2” (Nr. 03)
• 8.7.5 Sequence “Gang Killing other Gang 3 – Unrehearsed” (Nr. 04)
• 8.7.6 Sequence “Aborted Attack” (Nr. 05)
• 8.7.7 Sequence “Aborted Attack 2” (Nr. 06)
• 8.7.8 Sequence “Gang Argument – Prisoners get attacked” (Nr. 07)
• 8.7.9 Sequence “Gang Initiation” (Nr. 08)
• 8.7.10 Sequence “Contraband Exchange” (Nr. 09)
• 8.7.11 Sequence “Multiple Contraband Exchange” (Nr. 10)
• 8.7.12 Sequence “Contraband with Fight” (Nr. 11)
• 8.7.13 Sequence “Blended Transaction” (Nr. 12)
• 8.7.14 Sequence “Shanking followed by Leaving” (Nr. 13)
• 8.7.15 Sequence “Gang Hanging Out Followed By Several Fights” (Nr. 14)
• 8.7.16 Sequence “Fight Followed by Guards Leading Offender Off” (Nr. 15)
• 8.7.17 Sequence “Fight Followed by Guards Leading Offender Off” (Nr. 16)
• 8.7.18 Sequence “Contraband – Officer Notices” (Nr. 17)
• 8.7.19 Sequence “Argument Between Gangs – Officer Assault” (Nr. 18)
• 8.7.20 Sequence “Contraband exchange followed by guard searching inmates” (Nr. 19)
• 8.7.21 Sequence “Prisoner being attacked and guard intervening” (Nr. 20)
• 8.7.22 Sequence “Fight breaking out between gang members and officers breaking it up” (Nr. 21)
• 8.7.23 Sequence “Fight between gangs. Guards breaking fight up” (Nr. 22)
• 8.7.24 Sequence “Fight between gangs. Guards breaking fight up” (Nr. 23)
• 8.7.25 Sequence “Gangs fighting. Guards breaking fight up.” (Nr. 24)
• A Public Dissemination
• B Reviews and Meetings
• B.1 Technical Working Group Meeting
• B.2 Kick-Off Meeting at NIJ
• B.3 Sensor and Surveillance Center of Excellence Visit
• B.4 2008 Technologies for Critical Incident Preparedness Expo (TCIP)
• B.5 Mock Prison Riot 2009
• B.6 IEEE Conference on Computer Vision 2009
• C Mock Prison Riot Data
• C.1 Data Recorded while Processing
• C.2 Sequences Processed in Detail
• C.3 Data Recorded without Processing
• D Techinical Details of the PTZ Camera Control
• D.1 Problem Formulation
• D.2 Objective Function
• D.2.1 Quality Measures
• D.2.2 Quality Objective
• D.2.3 Temporal Quality Decay
• D.3 Optimization
• D.3.1 Asynchronous Optimization
• D.3.2 Combinatorial Search
• E Techinical Details of Social Network Analysis 110
• E.1 Building Social Network
• E.1.1 Face-to-Track Association via Graph-Cut
• E.2 Discovering Community Structure via Modularity-Cut
• E.2.1 Dividing into Two Social Groups
• E.2.2 Dividing into Multiple Social Groups
• E.2.3 Eigen-Leaders