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    I know enough to know that at 04.00am it gets dark out on the streets. It has done this for the last twenty odd years, to my knowledge and will probably continue for the forseeable future. At some stage in this ‘future’ I shall retire and probably won’t give a damn if it still gets dark at 04.00am. Until then I shall be out there, somewhere, lurking in the shadows because someone, somewhere will be doing stuff they shouldn’t and then, well then I will introduce myself. In the meanwhile I shall try to remain sane and remember why I joined in the first place and try to ignore all the people who piss me off by making the job more complicated than it should be.
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    Any opinions contained in posts are mine and mine alone. Many of them will not be those of any Police Force, Police Organisation or Police Service around this country. The opinions are based on many years of working within the field of practical operational Police work and reflect the desire to do things with the minimum of interference by way of duplication for the benefit of others who themselves do not do the same job. I recognise that we all perform a wide range of roles and this is essential to make the system work. If you don’t like what you see remember you are only one click on the mouse away from leaving. I accept no responsibility for the comments left by others.
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  • C.T.C. Constabulary.

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Shows promise but must try harder.

Picture the scene.  Someone has considered putting in an application for something. Bit more than than specialist support, but to help others do what they do. They have read about the ‘criteria’ in a message sent by he who must be obeyed. For the sake of this tale I have assumed itis a he, I fully accept it could be a she, but for the ease of the keyboard itis a he.

They have inwardly digested this ‘criteria’, as well as find out a bit more of how this selection procedure thing works. They have applied this ‘criteria’ to their already wide knowledge and experience of their chosen subject. They have also spoken to others to see how things work elsewhere and they have come to a bit of an odd conclusion.

There seems to be little that appears immediately relevant to the actual role.

There seems to be an awful lot of  what they would call, interference, by other apparently well meaning but not really relevant groups.

It does not seem a simple process way to get onto any specialist department, it appears to have become seriously difficult and this is endemic, spread throughout the whole of the application processes.

They would have to offer documentary evidence towards a variety of things, none are obviously linked to the skills and abilities associated with working with dogs, for example. They could even be a little bit afraid of them or certainly show a little apprehension in case they got nailed by one of them.

Instead they have to evidence their skills in all sorts of areas, in about so many words for each of the selected areas, cover certain areas where they have to further evidence such issues covering diversity matters and areas identified in certain competencies.

All of this will be judged by members from the career development, equal opportunities and human resources networks. None of these has any real association with the area of specialism the applicant operates in.

They can be paper sifted out or de-selected for the next stage and never get to the level where their swimsuit or evening dress come out of their bags. They could never express their wish to travel the world and meet all sorts of interesting people.

Not once will they have to show an aptitude for their chosen area.

My sources tell me that this does not just apply to those who wish to take the Queens dog biscuit but also to all other specialisms under the all singing, all dancing police selection umbrella.

These ‘processes’ are designed to show that any selection procedure is fair, transparent and everyone has an equal chance. They seem to show nothing of one’s individual skills or a particular aptitude for the chosen area.

Everyone should have an equal chance. But some are better at parts of it than others. It seems sad that an applicant who gets sifted out at the first, or early hurdle, could be the best person for the job. In a fair, open and equal process this is reassuringly unreassuring.

I must go away and practice my documentary evidencing skills. It could be important.

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3 Responses

  1. Very cryptic… since I’m not in the Job just yet… any hints possible… sounds very intruiging…

    L.

  2. Once you’re in the job you will realise it’s not cryptic at all. Basically what it’s saying is that when you apply for any given position your likelihood of success bears no relation whatsoever to how good you would potentially be in that role, but will be all about how well you can fill out the boxes on the application, and god help you if you can’t fully evidence race&diversity to earn an A in that discipline regardless of job applied for. Theoretically it’s to level the playing field, just as long as you’re not a white heterosexual male (“women and minorities are currently under-represented in this department, and applications are particularly encouraged from them”)
    Ooooooo. . I’ve got my cynical trousers on today!

  3. Yes we all know the people who are rubbish at the job, but read their PDR and they would appear to put robocop to shame. And on the flip side the people we would fight to work with that have an empty PDR.
    You are right, it does not matter if you can do the job. The bosses dont care they just want someone who will tell them they can do the job.

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