“People don’t care how much you know until they know how much you care.” — John Maxwell
Crime scene investigators in New Jersey say the state’s mandated resiliency program is too broad and does not meet their specific needs. In a recent qualitative study of 16 sworn investigators, more than 60% reported that the training felt “generalized” and called for options tailored to their work. Many preferred peer- or supervisor-led support inside their unit or confidential services outside law enforcement, citing trust and stigma as barriers to seeking help.
What is resiliency training?
Resiliency is one’s ability to traverse, control, and adapt to occupational stressors experienced through work-related activities. [1] The aim of resiliency-based training is to offer the requisite resources that enable team members to prosper and be resilient. [2] Occupational stressors can cause Post-Traumatic Stress Disorder (PTSD), sleep deprivation, burnout, early retirement, substance abuse, and even suicide. Agency sponsored resiliency efforts are imperative to support personnel experiencing those pressures. Resiliency services can offer coping skills necessary to “bounce back” from exposure to trauma and adversity. [3]
The state of New Jersey has been at the forefront of developing, implementing and mandating resiliency-based services for all law enforcement personnel. Leadership in the state recognizes the importance of mental, physical, social and spiritual well-being among our cherished public servants. The current state-mandated resiliency program for law enforcement has made significant strides by training resiliency officers dedicated to supporting personnel. Those officers promote the program and provide in-service training with coping methods and techniques to address stress and mental health challenges.
A closer look at the study
The doctoral study examined 16 currently sworn crime scene professionals in New Jersey. The foundational approach was qualitative and phenomenological, using semi-structured personal interviews to reveal the lived experiences of these highly trained law enforcement professionals. The study focused on leadership, resiliency, occupational stressors and coping mechanisms. The research consisted of voluntary participants employed as crime scene investigators at either the county or state level. The anonymity of these participants was maintained as required by the Institutional Review Board (IRB) at the University of the Cumberlands.
Crime scene investigators are highly trained professionals exposed to the most horrific and critical incidents imaginable. The scene investigation is considered the most essential initial portion of the criminal investigation and is often the location where pertinent evidence is located to connect the victim to the scene and suspect. [4] The scene work requires noteworthy attention to detail as missed, uncollected, or mishandled evidence can negatively influence investigative efforts and the potential for an effective criminal prosecution. [4] The unique responsibilities of these crime scene professionals begins at the initial scene and often ends in a criminal courtroom where they must testify, either as lay or expert witnesses.
The purpose of these research findings is not to criticize the current state-mandated resiliency program, but to offer insight for state and agency leaders as they continue to assess, evaluate and improve efforts to mitigate occupational stress among law enforcement professionals.
This study uncovered several key findings on how crime scene investigators view New Jersey’s resiliency program and the support they receive. These are some of the key findings from this research study.
Research question 1: Do crime scene practitioners in New Jersey receive appropriate support for occupational stressors through agency resiliency-based programming?
Research question one revealed several major themes. Overall, 62% of participants thought the current state-mandated resiliency program was too generalized and not specific to the needs of crime scene investigators. Most acknowledged that the current resiliency program was a step in the right direction but wanted either an individualized resiliency option or options tailored specifically for crime scene investigators. The study revealed that 68.75% of participants preferred individualized victim-driven resiliency options outside of agency programs to ensure privacy. In addition, 75% of participants wished to speak with someone assigned and trained in crime scene based on trust and relatability concerns. Participants emphasized that initial resiliency often begins within the unit, ideally with trained frontline supervisors who understand the work firsthand. Unfortunately, 50% remained concerned about existing police culture and fear of being labeled negatively should they seek resiliency support within the agency. [5]
Research question 2: Do frontline supervisors assigned to crime scene units in New Jersey provide the necessary support and leadership to crime scene practitioners who experience occupational stressors through resiliency support programs?
Research question two provided the following major themes. The study found that 81.25% of participants believed that leadership style matters; participants preferred a leader who is approachable, trustworthy and not a micromanager or passive in style. They felt a leader with technical experience could best understand the work challenges and occupational stressors of the job. This was confirmed with 68.75% of participants stating that frontline leaders within the crime scene unit should be trained practitioners. Participants desired a leader who understands the job through technical expertise and crime scene experience. The notion of being trained in the field was both for professional and practical guidance and as a liaison with other units/agencies in the most complicated scenes. [5]
Research question 3: How do New Jersey law enforcement agencies foster an environment to help crime scene investigators cope with work-related occupational stressors?
Notably, 50% of the participants felt there remains a lack of support in leadership to mitigate occupational stressors. In addition, 56.25% said there was no substantive agency organizational relief for workplace occupational stressors in New Jersey. [5]
Research question 4: What occupational stressors and coping mechanisms impact crime scene practitioners in New Jersey?
Research question four provided several major themes. This portion of the personal interview evoked the highest level of emotional response, with 20% of the participants breaking down into tears when discussing how stress impacts them and their families. All participants offered examples of occupational stressors and coping mechanisms used to mitigate those stressors. Most relied on techniques outside the workplace. Participants also offered personal reflections on the long-term impact of the profession. [5]
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What needs to change
Several recommendations are highlighted here as a pathway forward and for consideration by senior administrators and decision makers:
- Participants expressed that resiliency begins in the unit among peers and trained frontline supervisors. These are the individuals who best know them and the nuances of the job.
- Participants preferred a victim-driven resiliency option and not one agency-based program to suit all team members. For example, some expressed a desire to speak with a frontline supervisor who was approachable, understands the nature of the work, and has experienced the same type of critical incidents or traumatic events. Others preferred an individual option outside the agency to ensure privacy, while others simply wanted the option to speak to clergy.
- Several participants mentioned the importance of faith and religion as a mechanism for coping with occupational stressors. It would be beneficial to offer an agency supported chaplaincy program.
- When agency-based group resiliency is offered, isolate specialized personnel together in one session. There was avoidance of expressing mental health concerns in the presence of those who could not understand the stressors of their specific job function. For example, crime scene investigators want group resiliency with other crime scene investigators.
- The current state referral list of in-house and outside agency resiliency officers should be expanded to include occupation specialization so those in crisis can seek to contact and speak to someone with a similar professional background. For example, a sex crimes detective in crisis would have the option to call a resiliency officer who may also work in a sex crimes unit. A crime scene investigator could call another crime scene investigator who may better understand the stressors related to the occupation.
- Expand investment of funds so that agencies can offer both group and individual based resiliency options and fund a chaplaincy program.
- Increase leadership training for supervisors in classes fostering servant leadership.
- Extend resiliency training for senior law enforcement leadership.
- Encourage senior leadership to self-reflect to mitigate those occupational stressors which originate from within the organization. Participants expressed that the law enforcement agency is the origin of some occupational stressors.
- Continue to work to reduce an existing policing culture which is perceived to produce negative stigmas when reporting mental health issues.
While strides have been made to assist public servants through the New Jersey state-mandated resiliency program, there remains room for improvement. Resiliency resources vary widely across agencies. An infusion of state funding is needed so that all police personnel have access to the same resources regardless of agency or county affiliation. All public servants should have access to individual and group resiliency options, access to a chaplaincy program, and to a leadership structure committed to true servant leadership. As John Maxwell stated, “People don’t care how much you know until they know how much you care.” [6]
References
- Rosansky JA, Cook J, Rosenberg H, Sprague JE. PTSD symptoms experienced and coping tactics used by crime scene investigators in the United States. J Forensic Sci. 2019;64(5):1444-1450. doi:10.1111/1556-4029.14044
- Bohlmeijer E, Westerhof G. The model for sustainable mental health: Future directions for integrating positive psychology into mental health care. Front Psychol. 2021;12:747999. doi:10.3389/fpsyg.2021.747999
- Craven HP, Hallmark M, Holland F, Maratos FA. Factors influencing successful coping among crime scene investigation (CSI) personnel: Recruiting for resilience – a mixed methods study. J Police Crim Psychol. 2022;37:549-568. doi:10.1007/s11896-022-09521-x
- Fisher BA, Fisher DR. Techniques of Crime Scene Investigation. 9th ed. CRC Press; 2022.
- Winter A. A qualitative study of crime scene investigators and resiliency [dissertation]. ProQuest Dissertations & Theses Global. Published 2024. Accessed August 22, 2025.
- Maxwell JC. The 21 Irrefutable Laws of Leadership: Follow Them and People Will Follow You. 10th ed. Thomas Nelson; 2007.
Note: This article is not based on the opinions and/or views of the Middlesex County Prosecutor’s Office or any other form of state or county government. To minimize the issue of researcher bias, no Middlesex County, New Jersey personnel participated in this doctoral research.
