May 2000 Volume 81 Number 5 "serving the protectors"

Appetite Whetted

I too must put my hand up for the culinary writings of Jason Squire. Now when I receive my copy of the journal I am eagerly turning to the dining section to whet my appetite in the anticipation of Jason’s gourmet joie de vivre (joy of life). Is this a natural gift of expression that is yet to be discovered by the larger reading public or has Jason recently completed a creative short writing course? I commend Jason for his creativity, writing flair, journalistic integrity and independence. I certainly reiterate everything that Danny O’Mahony wrote in the March journal, including the anonymity of this food and wine guru. I just wonder though, was Danny O’Mahony the person present during the dining experience mentioned in the February journal.

Mick Michell
Adelaide Child and Family Investigations Unit

Proportional Representation

The newly-created branch structure is an attempt by PASA to encourage participation by members, facilitate representation and increase the flow of information between the executive and members. It provides a framework for conference delegate representation proportionate to the size of the section or workgroup.

Workgroups within SAPOL are grouped together to form branches. Each of these workgroups has an elected delegate who attends the branch meetings. A number of conference delegates’ positions are allocated to each branch based on the total number of members represented. These conference delegates attend an annual conference held by PASA where policy is set for the coming year. In effect the real power and direction of PASA is in the hands of these conference delegates. On the other hand the emphasis given to individual issues and the overall outcome of policy in terms of these issues rests with the executive committee.

Historically, the PASA executive committee has consisted of individual leaders who have been interested in the furtherance of police officers’ (members’*) interests and a passion and desire to further these interests. These individuals have promoted themselves and sought election on an independent basis. While this has worked effectively and individuals within SAPOL enjoy very good working conditions because of the efforts of these individuals, I feel the time has come for the executive to be facilitated and representative of the new branch structure.

At the 1999 annual conference there were over 30 motions put forward and most were successful. The power to set policy is with the conference delegates, but emphasis placed on individual proposals will be influenced by the executives’ perception of their level of importance to the overall membership. In my view it is therefore important to consider the background, position and representation of these committee members.

It is here that the concept of proportional representation and the branch structure come together and work hand in hand to the best interests of all police officers (members*). I propose that the branch structure be used to take nominations from potential candidates, select those individuals that delegates see as having the desired qualities of an executive committee member, seek approval from members and facilitate their candidacy by promotion through the branch structure as the preferred candidate. This candidate would then move onto the executive committee level and not only represent the interests of all police officers (members*), but have a clear focus, obligation and responsibility to the branch from which this person is elected/nominated.

Some may see it as being divisive having individuals from various branches being promoted to the executive level on an understanding that they represent the individual branch, but this is the democratic process of which proportional representation is the foundation. This candidacy system is in common use by many political organizations throughout Australia and the world.

There are sufficient positions on the executive to ensure that there is adequate representation by most significant groups within SAPOL. There would be an inherent responsibility on those elected to ensure that the interests of those from minority groups, who would ordinarily be unable to facilitate the appointment of an executive committee member, are adequately represented. This process would only be adopted by branches who see it as a means of ensuring representation at executive committee level and would not prevent members from standing as independent candidates.

I suspect some would suggest that this proposal is put forward through self interest, but I have no desire at this stage in my career to stand for the executive. I see my future career in the SAPOL HRM training and management roles.

I would like to be apart of creating a culture within the association that promotes proportional representation and unity, whilst discouraging individualism and self interest. I suspect that it would be those who are motivated by self interest who would be the greatest opponents to this proposal.

The association has achieved much over the years, which is a credit to the past and current executive. Although I have always been concerned at the disproportionate number of uniformed, operational, non-ranked police officers (members*) at the executive level, particularly given that they form the largest single group within the organization.

However, I am not being critical of the current executive and am heartened by the most recent EB agreement, which saw the creation of a significant number of promotional opportunities within the operational area. This is to the credit of the current executive.

I hope this letter will promote discussion throughout the organization and see the branch structure work to its fullest capacity.

(*Editor’s notes)

SCIG Kevin Lawton
President
Northern Metro Branch

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