• What You Measure is What You Get.

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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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  • 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.
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    “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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For the greater good.

With the microscope being focused on diversity issues at the CTCC, the management want to be seen to being pro-active in positively supporting those who are deemed to need that little extra support. All in the name of fairness and equality you understand. For the Greater Good (the greater good).

Once upon a time in a land far, far away there was decision by the new boss at Kennel HQ to shake things around a bit, for the benefits of the organisation you understand. For the Greater Good (the greater good).

‘Officer A’ returns to work after some absence from duty and would like to work somewhere else, for their own reasons. The boss, doing what bosses do, makes a decision that allows for ‘Officer A’ to get their way at the cost of  a series of domino effect moves that accommodate the wishes of the one.

The dominos ?

Well they clearly do not see the bigger picture.

Nice move. This could mean some positive career enhancing and developing evidence for the next board. For the Greater Good you understand (the greater good).

No waiting until there is a suitable slot, no asking for the views of those who will sit in the special ejector seats of the special merry-go-round. Just a decision, for the benefit of the organisation you understand. For the Greater Good (The greater good).

So that’s alright then.

A face to face bit of a chat to explain the decision making processes, to help sweeten the bitter blow and to make the dissenters fully aware of those benefits for the organisation. Now that would be a good idea. That might be a good move and may give some feeling that the management really do care about the greater good. (The Greater Good). This is getting like hot fuzz.

Someone is happy.  An awful lot more are extremely pissed off about it. Now the benefits seem to be a little thin on the ground.  The chosen method of delivery of this joyous news will be by way of a personal chat ?

No, nothing as cosy as that. Lets just send out a message. That will definitely go down well.

A faceless, spineless, cowardly excuse at management hides behind worthless corporate phrases that somehow try to justify the faceless cowardly decision making attempt to be seen to be decisive in line with relevant diversity issues or a personal agenda. A fatuous email before a few days off, get the corporate message across but be away when the brown stuff hits the rotating blades. Greater Good my arse.

At the CTCC there appears to be one law for some, endless concessions and allowances for others. At the same time the shafting stick is wielded in a way where this could be seen to be positive discrimination which could lead to bad feelings, mistrust and absolutely no benefits for this acclaimed organisation, what with investing in people and all that it is supposed to represent.

Good job this couldn’t possibly be for real ?  I mean………… really. In this day and age. With the special efforts the management make to be transparent, open and fair,  the mission statements, this could never, ever happen.

Like the Guinness………….as they say.


4 Responses

  1. The trouble is the spineless and or useless are moved upwards out of the way of those that are doing a good job. This is because the other spineless at the next or more rungs up need “friends” in reality the whole sewer full of them should be flushed down life’s toilets and moved downwards or even better outwards and the world would function better.

    If this happened then life would function a lot better and avoid the hard feelings that build up with stupid and badly thought out management moves.
    It would also help if l learned that speaking out is never a good idea cause it rather marks you out, but what the hell l just feel someone has to say it and l may as well be dammed for saying it than dammed for not.

  2. Ah, the joined up thinking of management, sitting behind their desks in the comfort of their offices, unlikely to move anywhere soon, if ever. If it does not actually cause them any discomfort, it obviously does not cause any one else any either.

  3. I feel your pain. I really do.

  4. It may be of little comfort, but this happens everywhere these days. We have a lassie who’s being shunted around the various departments until they find a boss who’s got the spine to tell her she’s in the wrong job.

    Numerically dyslexic + banking = for god’s sake go to the jobcentre!

    I too feel your pain

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