I ran my eye down the programme for the 2nd International Policing
Conference 2004. This high-profile SAPOL initiative had as its theme
Safety and Security in a Hi-Tech World.
The programme was extensive and covered present and emerging, and
challenging, sharp-end issues. It was with some regret that I could
not find human resources and a minimal offering on OHSW issues.
The closest to safety and security for the police officer were the
sessions on less lethal strategies and tactics, and a session under
the Innovative Tools banner on Motor Vehicle Safety Innovation
by Holden.
I know that OHSW representatives have recently met to discuss some
health and safety issues, but there remains a need to mainstream issues
of accoutrement belts, car seats, and a myriad of other policing equipment
items. The conference would have been a useful venue.
I guess the policy is that human resources policy is not police-specific
and gets covered in conferences for human services practitioners rather
than police conferences.
This is further reinforcement that those of us who work in HR are
add-ons rather than part of mainstream policing. In an organization
that traditionally touts how much of its annual budget goes toward
wages and HR, is human-service support moving forward?
HR management has become a collection of policies that have become
more and more prescriptive with ever more prescriptive procedures,
which seem to be more about avoiding seeing individual need because
one can hide behind a policy.
It is curious having been in the one work area for 20 years that
one does notice some changes. In HR 20 years ago, when I came to Welfare,
I did not have to read policies. I was given a general talk that focused
on treating people with fairness, and consideration of their individual
needs.
The management team of the day did not have wordy pronouncements
on how it would treat members and how members should treat each other.
It made decisions and worked through grievances to try to assist employees
meet their goals and needs within a flexible workplace structure.
I acknowledge that, today, we are a bigger organization. The individuals
within HR are sympathetic, but the notion that a policy overrides
identified and real need is the cause of many unhappy workers and
workplaces.
I don’t mind policies as such, but I have always thought of them
as operating guidelines and philosophy. They have become words in
stone that are all powerful and controlling until they are next reviewed
- when black might become white.
Having had my serve, it was with some pleasure that I recently had
a request at Welfare from Northern Operations Service management.
The request was for us to consider providing regular updates on emerging
and potential welfare issues within NOS.
Needless to say, NOS was concerned not to compromise privacy, but
equally keen to be provided with an opportunity to ensure they were
across workplace needs.
Now, much of what we discuss is not earth-shattering, but it does
allow for useful interaction. I accepted the request as an attempt
to try to intervene as early as possible when workplace negativity
might be compromising the wellbeing of individuals or workplaces.
Good HR practice.
The community of police
An acknowledgement of the passing of our colleague and friend,
Joe Ryan.
The recent sad death of Detective Senior Constable Joe Ryan provided
me with a powerful reminder of the positiveness of the police community.
I had known Joe from his first days in SAPOL - he was a cadet and
I an instructor. As we reminisced in his last days, he reminded me
of my efforts in teaching him social etiquette.
Those who knew Joe would be aware that he faced challenges, which
had led him to try to restart his working world by getting a transfer
to Naracoorte CIB. His challenges were not going to be overcome alone
and, after a period, colleagues realized the depth of his needs before
the local police community kicked into gear.
Through an active support group, which included the staff at Naracoorte
(and chaplain, Bruce Cliff) and the management team from Mount Gambier,
Joe was able to face his demons.
Unfortunately, he had an acute medical crisis. Again, the police
community responded. I will not list all the magnificent support he
and his family were given by the local staff, chaplain and LSA manager,
Terry Harbour. The road to Naracoorte was well policed, as colleagues
travelled to see Joe and say their farewells.
The police community opened up its homes so others could stay in
them. Motel bookings were cancelled and the family taken into homes
rather than be left alone.
The funeral was attended by those Joe had touched. They filled the
church to overflowing.
Much is written about police culture. Travelling with Joe these
past months has, for me, reaffirmed the strength of the community
of which we are a part.
It is not a closed community. The chaplain, the public sector staff
and their families were all part of the community of police in Naracoorte.
Into that group came the nurses, doctors and carers at the Naracoorte
hospital. Together they made Joe’s last days positive for him and
the family.
We will miss Joe. He was a SAPOL character. He loved his family
and his job - and he was loved in return.
