Deb Jolly Woman in Leadership Award

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Deb Jolly

Superintendent Deb Jolly was a longtime member of AWIPS, joining the group shortly after its inception.  Superintendent Jolly was a 30-year member of the Edmonton Police Service and was a woman of great accomplishment.  Despite those numerous accomplishments, her great humility led her to always insist that any communication not include reference to her title, position, or accomplishments.  “Deb” as her friends called her, was particularly passionate about her work with United Nations peacekeeping missions, and her work with the team in the Sexual Assault Section to reduce stereotypes that disadvantage sexual assault victims.  Superintendent Jolly passed away on Friday, May 15, 2020 after a short battle with cancer.

This award is intended to highlight the excellence in leadership that Superintendent Jolly exemplified and that exists among the women in public safety in Alberta.

It will be awarded to any woman (or someone identifying as a woman) in public safety (sworn or civilian) in Alberta who has distinguished themselves by demonstrating ongoing excellence in leadership in public safety.  The recipient will not only have demonstrated leadership in public safety, but will have contributed significantly to the advancement of women in the field.  The award recipient should demonstrate the following award criteria:

  • Mentoring:
    • Is widely recognized for their expertise and actively works to empower others
    • Leads by example and motivates members of their team, organization, or industry
    • Acts as a mentor, advisor, and teacher, to make a positive impact on members of their organization or the profession

 

  • Integrity:
    • Has high integrity and sets high professional standards for ethics and quality of work

 

  • Courage and Resiliency:
    • Demonstrates courage and resilience, overcoming obstacles, in pursuit of better outcomes

 

  • Community:
    • Has demonstrated significant investment and engagement with community leaders to improve relationships
    • Uses community involvement to advance public safety as a career option, with a goal of increasing diversity in public safety in Alberta

 

  • Advocacy for women:
    • Actively contributes to the advancement and development of women either inside or outside their own organization
    • Publicly celebrates the work and accomplishments of noted and distinguished female leaders
    • Leads by example; promoting and broadcasting the need to continuously support and advocate for female leadership
    • Actively uses their own position of influence to encourage the promotion, hiring, and development of strong female talent
    • Actively encourages debate about the importance of gender diversity in the boardroom and at the executive level
    • Is a strong role model for female empowerment and takes every opportunity to challenge the status quo as it relates to gender equity

 

ELIGIBILITY CRITERIA

  • Sworn or civilian member of a public safety agency in Alberta that identifies as female
  • Nomination must be endorsed by a Senior Officer of the nominating agency

SELECTION CRITERIA

  • Describe the extent to which the candidate’s activities have contributed to the mentoring of women in public safety in Alberta, and the impact of that mentoring
  • Provide examples of candidate’s high integrity and professional standards and how they have demonstrated a strong commitment to ethics and integrity
  • Describe how the candidate has overcome obstacles and demonstrated courage and resilience in the pursuit of advancing public safety in Alberta
  • Describe how the candidate has demonstrated significant investment and engagement in the community to improve relationships between policing and the community, and to improving diversity in public safety in Alberta
  • Provide examples of how the candidate has worked to actively contribute to the advancement and development of women either inside or outside their own organization
  • How has the candidate’s work impacted women in public safety in Alberta? How have they actively encouraged debate about the importance of gender diversity and equity in the boardroom and at the executive level and actively used her position to encourage the hiring, development and hiring of strong female talent?
CRITERIA AWIP Deb Jolly Woman in Leadership Award RATING SCALE (each category to be scored out of a total of 4 points. Half points can be awarded. A maximum of 20 points may be awarded)
No demonstration of criteria Limited demonstration of criteria Initiative/Activity is replicated from an existing program or body of work Provides a description of the nominee(s)’ work & achievements however, submission lacks details regarding aspects of the criteria. Initiative/Activity is replicated from existing program or body of work Provides a description of the nominee(s)’ work & achievements, including a specific example that contains some aspects of the criteria. Initiative/Activity is innovative and unique Provides a description of the nominee(s)’ work & achievements with a specific example that fully demonstrates all aspects of the criteria. Initiative/Activity is innovative and unique and includes reference to quality assurance and performance metrics. Total
Service Delivery – Nominee(s) demonstrate work that goes above and beyond the scope of their job in order to deliver exceptional service both internally to other members of the department and externally to members of the public and other organizations 0 1 2 3 4
EDI Awareness & Education – The extent to which the nominee(s)’ activities have contributed to raising awareness and consciousness about equity, diversity and inclusion (internally and externally). 0 1 2 3 4
Impact on Work Environment - The level in which the Initiative/Achievement/Activities promotes a work environment that is welcoming, supportive and nurturing of cultural, ethnic, racial, class, gender, sexual orientation, language and other human differences. 0 1 2 3 4
Courage and Resilience – The degree to which the nominee(s) demonstrate courage/resiliency in advancing policing in Alberta 0 1 2 3 4
Community Impact – The level in which the Initiative/Achievement/Activities enhances community trust and positive relationships. 0 1 2 3 4
Total

Our goal

Create an inclusive culture that supports the growth and development of women in Alberta’s law enforcement community.

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