• What You Measure is What You Get.

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  • About me.

    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.

    A Strategic Community Diversity Partnership. We are cutting bureaucracy and reducing the recording of target and monitoring related statistics. Our senior leaders will drive small, economical cars from our fleet surplus to save money to invest in better equipment for our frontline response officers. We are investing money to reinstate station canteens for the benefits of those 24/7 response officers. We have a pursuit policy. The message is that if you commit an offence and use a vehicle, we will follow you and stop you if necessary. It is your duty to stop when the lights and sirens are on. We take account of the findings of the Force questionnaire and are reducing the administration and management levels and returning these officers to frontline response duties. We insist on a work-life balance. We have no political masters. We are implimenting selection processes that take account of an individuals skills and proven abilities for the job. Our senior leaders will have one foot in reality and still possess the operational Policing skills they have long forgotton about and seldom used. All ranks are Police Officers first and specialists second. We will impliment career development and performance evaluation monitoring of our leaders by those officers who operate under that leadership. The most important role is that of Constable. All other roles are there to positively support the role and the responsibility of Constable and the duties performed.
  • Whichendbites

    “We trained very hard, but it seemed that every time we were beginning to form up into teams we would be reorganised. I was to learn later in life that we tend to meet any new situation by reorganising. It can be a wonderful method of creating the illusion of progress while creating confusion, inefficiency and demoralisation.”......Petronius
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South West madness

It appears that Fire Chiefs in part of the South West have been stricken down by the famed South West P.D. madness. Whether they have contracted this from some of the south west’s Police or they are unaware of national media reports over the last few years is unclear but it seems they may have been be discriminating against white males in favour of black & ethnic minorities and women in their latest recruiting drive. They have been reported as having five recruiting open days where recruits can register their interest in joining the brigade. One these sessions is for white males on a Friday allegedly, but the other four are for either women or either gender from black and ethnic minority communities at a weekend or on an evening. This has led to claims that the Fire Service is actively carrying out positive discrimination. This has been deemed to be illegal, as some  Police Forces in the South West have found out already to their cost.  

I wonder how many failed white male applicants might consider taking them to court ?

Equal opportunities for some or for all ?

This is yet another area where a target for  female or ethnic  members of the workforce simply has to be reached, presumably to hit another target set by someone else as part of the bigger picture. 

It appears that the level playing field has a bit of a slope one way.


2 Responses

  1. When I started out in the world of work more than 20 years ago, I clearly remember being told it was sexist and chauvinistic to appoint the less qualified and less experienced woman with big knockers and a cute butt over the better qualified man.

    Now, we’re told it’s sexist not to appoint the less qualified woman.

    It’s all too confusing for a simple bloke like me. At least with pigs, I can always go for the ones with big hams and pretty noses…

  2. If any ‘minority’ gets the job, there will be a suspicion that he/she only got the job because of the minority status. This would have a bad effect in the emergency services or the military ; how could their work colleagues have confidence and trust in them.
    as Harry Callaghan (Clint Eastwood) said in the film The Enforcer when much the same thing was happening at an interview board he was sitting on, -‘That’s one a hell of a price to pay for being trendy’

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