View Full Version : Thomas Mark CA in 19??
I heard he rose from the dead? Is it true? We thought we took care of him. He'll blow up again, don't worry, he'll micro manage himself right out of a job. Good luck 19.
He's on the web, it's true.
I don't know if "rose" is the correct word. Our loss is unfortunately is also our gain...sorry 19th circuit -my condolences for having to deal with a man that paranoid with that much power...uh oh,... he's probably reading this right now- got to go- may the Lord be with you all! :cry:
Let's face it CA/dca's have no power. It not he job anybody in their right mind would take. Look at who are promoted to those positions, backstabbing, micro-managers,dimwits,drunks,liars,nerdy yes-men/women, who are not leaders. Mark won't last becuase he'll think he has power that he doesn't. He's smoke and one ugly mirror. I was glad when he left our circuit a few years ago.
Dont believe all that talk 19 - He is a good man and just expects the supervisors to do their jobs and that is why he is accused of micro-managing.
Who is this guy?
Wasnt he the DCA in 18 for a while? He was in 19 a few years back and is retuning to right the ship I guess.
Thomas, come back to Broward, I miss you!!!
He had a breakdown in Broward as a CPSS, we sent him to 15 as a specialist. A savior, not. Paranoid, yes. He needs to learn the word honesty and take responsibility for his actions.
He better watch out. C19 has gone thru 5 administrators in 2 years. Staff must like to jump chain. That tends to axe administrators. He should do fine if he learns the role of administration is to support field staff and not hinder it. Good luck Mr. Mark!
Darth Duck
06-08-2006, 11:55 PM
Mr. Mark will be fine. His DCA will keep him in check.
Mr. Mark will be fine. His DCA will keep him in check.
Did she keep the last 19 - CA, who was fired basically, in check ?
She'll take him out like she did the last one. He's even a bigger pinhead. What was Ms. Rolle & Central Office thinking?
Leave my protege' alone! Reba put him there for a reason. He was the only one stupid enough to take the job and we needed a good reason to get rid of him. I am taking him with me in January to the eastern front with my good friends Col. Klink and Sgt. Schultz. Disssmisssed!
She's going to Palm Beach. I'll watch Mark for you! I am the best snitch in DC.
She's going to Palm Beach. I'll watch Mark for you! I am the best snitch in DC.
within a month?
You'd think that the Department would pick someone who was able to be in control of their own life to be in charge of a Circuit. He was a mess some years ago. It was pitiful. He has all of the qualities of someone you look to get rid of. When he worked for me, he was a problem employee. We had to transfer him to keep from getting legal action taken against us. I guess things have changed their at the Dept.
You'd think that the Department would pick someone who was able to be in control of their own life to be in charge of a Circuit. He was a mess some years ago. It was pitiful. He has all of the qualities of someone you look to get rid of. When he worked for me, he was a problem employee. We had to transfer him to keep from getting legal action taken against us. I guess things have changed their at the Dept.
The Colonel cleaning house ang getting the most ethical people put in charge.
I remember him, his wife's boyfriend beat him up and he used to sleep in the office and @ Gab Booker's office when she still worked for DC. Does he still smell like booz all of the time??
I remember him, his wife's boyfriend beat him up and he used to sleep in the office and @ Gab Booker's office when she still worked for DC. Does he still smell like booz all of the time??
Only on Monday, so far.
This guy sounds like JABA2! Where do they find these things!
This guy sounds like JABA2! Where do they find these things!
You mean JABBA2, two b's!
She'll take him out like she did the last one. He's even a bigger pinhead. What was Ms. Rolle & Central Office thinking?
Don't worry, he's a WM, Valerie already has her whipping boy in 17. She can't have two, he couldn't even get promoted to CPSS in her circuit. He is doomed. Sorry Mr. Mark!
Mr. Mark will be fine. His DCA will keep him in check.
Who is the DCA???
Mr. Mark will be fine. His DCA will keep him in check.
Who is the DCA???
Justine Patterson
This guy sounds like JABA2! Where do they find these things!
Yes, manage by intimidation. The DC way. DC Management 101. That's why they did away with CPM.
Mr. Mark will be fine. His DCA will keep him in check.
Who is the DCA???
Justine Patterson
WM hater. What does she think of the Col.? He's a WM.
No1important
06-09-2006, 02:04 AM
Finally, a name I recognize!! This "guy" was alright when he only had offenders to torment, but give him a little power...well, it ain't pretty. Being a coward is a double-edged sword- if he thinks you're serious, he'll back down- but he will try to throw you in the road if he suspects there might be bus coming- watch your backs 19th and good luck. :( :D
You'd think that the Department would pick someone who was able to be in control of their own life to be in charge of a Circuit. He was a mess some years ago. It was pitiful. He has all of the qualities of someone you look to get rid of. When he worked for me, he was a problem employee. We had to transfer him to keep from getting legal action taken against us. I guess things have changed their at the Dept.
Maybe he is a reformed man and having hit rock bottom changed him a lot for the better, and now he is an asset to the department and his community. Ever thought of that? Everyone deserves a second chance.
You'd think that the Department would pick someone who was able to be in control of their own life to be in charge of a Circuit. He was a mess some years ago. It was pitiful. He has all of the qualities of someone you look to get rid of. When he worked for me, he was a problem employee. We had to transfer him to keep from getting legal action taken against us. I guess things have changed their at the Dept.
Maybe he is a reformed man and having hit rock bottom changed him a lot for the better, and now he is an asset to the department and his community. Ever thought of that? Everyone deserves a second chance.
I know a loser when I see'm, I promote'em!
Finally, a name I recognize!! This "guy" was alright when he only had offenders to torment, but give him a little power...well, it ain't pretty. Being a coward is a double-edged sword- if he thinks you're serious, he'll back down- but he will try to throw you in the road if he suspects there might be bus coming- watch your backs 19th and good luck. :( :D
That's a drunk for you, reformed, Hah!
Mr. Mark will be fine. His DCA will keep him in check.
Who is the DCA???
Justine sisterhood can go a long way these daysPatterson
Mr. Mark will be fine. His DCA will keep him in check.
Who is the DCA???
Justine sisterhood can go a long way these daysPatterson
I'm appalled, I thought it was based on merit?
You'd think that the Department would pick someone who was able to be in control of their own life to be in charge of a Circuit. He was a mess some years ago. It was pitiful. He has all of the qualities of someone you look to get rid of. When he worked for me, he was a problem employee. We had to transfer him to keep from getting legal action taken against us. I guess things have changed their at the Dept.
Maybe he is a reformed man and having hit rock bottom changed him a lot for the better, and now he is an asset to the department and his community. Ever thought of that? Everyone deserves a second chance.
It doesn't sound like he changed that much! Maybe if he treated people with respect, he would not have 3 pages of postings. This is a DC bumble. Smells like booz on Mondays. They need to do backgrounds on these appointments.
I thought they were trying to get rid of the boozing brawlers? Hmm! Can you say hypocracy?
Welcome to the new world of Valerie Rolle and sidekick Don. You will wish for the good ole' days with JH. Ugh!
It is the Dark side of the force young Thomas. It may be too much for you to handle. Go ahead take the edge off with something to drink.
You'd think that the Department would pick someone who was able to be in control of their own life to be in charge of a Circuit. He was a mess some years ago. It was pitiful. He has all of the qualities of someone you look to get rid of. When he worked for me, he was a problem employee. We had to transfer him to keep from getting legal action taken against us. I guess things have changed their at the Dept.
Does someone need my representation? Sounds like he needs an attorney on retainer. My specialties are: sexual harrassment, hostile working environment, racial discrimination, disorderly intoxication, and yes, DUI. I can reached at the Dade Co. PBA hall.
Okay, this CA has some things in his closet. Don't we all? Let's hear how he is progressing in C19 now? So, someone in 19 please give us a report. Sorta like the JABBA report.
She's going to Palm Beach. I'll watch Mark for you! I am the best snitch in DC.
I would believe that she is a snitch. I would also hope that CO would do a background on this one if they are thinking of making her a DCA. You gotta be kidding! She has only been around since '99 and she flunked the FDLE test to be a CPO. No, I take that back, she is the perfect DCA. "It's got to be merit that counts!" -James R. McDonough
Okay, this CA has some things in his closet. Don't we all? Let's hear how he is progressing in C19 now? So, someone in 19 please give us a report. Sorta like the JABBA report.
He is a scary little man who wears this big star badge on his belt that looks like Woody's from the movie toy story.
That would be the badge of honor.
Okay, this CA has some things in his closet. Don't we all? Let's hear how he is progressing in C19 now? So, someone in 19 please give us a report. Sorta like the JABBA report.
He is a scary little man who wears this big star badge on his belt that looks like Woody's from the movie toy story.
Your CA actually wears his badge on his belt? What a head case! Good luck with that guy. Does he carry?
Okay, this CA has some things in his closet. Don't we all? Let's hear how he is progressing in C19 now? So, someone in 19 please give us a report. Sorta like the JABBA report.
He is saying all the right things so far and seems to be an honorable man - but he is new - we can only hope for the best I guess. Maybe he has changed since the old days.
Okay, this CA has some things in his closet. Don't we all? Let's hear how he is progressing in C19 now? So, someone in 19 please give us a report. Sorta like the JABBA report.
He is saying all the right things so far and seems to be an honorable man - but he is new - we can only hope for the best I guess. Maybe he has changed since the old days.
He is not letting his DCA run operations as CO and procedure dictate. I have also heard he is picking on a CPSS in one office and a CPS in another, I guess you call it micro management. I wish they would get on the same page. That takes time I guess. Maybe the DCA will focus on 19 instead of 15 now. :roll:
Okay, this CA has some things in his closet. Don't we all? Let's hear how he is progressing in C19 now? So, someone in 19 please give us a report. Sorta like the JABBA report.
He is a scary little man who wears this big star badge on his belt that looks like Woody's from the movie toy story.
He still does that.
flcpso
06-10-2006, 01:41 AM
Our Circuit Administrator...who was T. Mark's boss until recently...stands in front of groups of people and uses the word "abscounding"...I'm gonna guess he means absconding. Our current CPSS wears badge, spray, cell phone, and 'cuffs on his belt, in the office every day. Last week, a supervisor asked an officer, regarding another officer in the field, "...Do he has a cell phone ...if he do...what his number is?" I used to come home from work mad, now I come home laughing.
Our Circuit Administrator...who was T. Mark's boss until recently...stands in front of groups of people and uses the word "abscounding"...I'm gonna guess he means absconding. Our current CPSS wears badge, spray, cell phone, and 'cuffs on his belt, in the office every day. Last week, a supervisor asked an officer, regarding another officer in the field, "...Do he has a cell phone ...if he do...what his number is?" I used to come home from work mad, now I come home laughing.
what circuit did Mark come from?
Th atmosphere in my office has gotten just a little tense in the last two weeks. The supervisors look like hell. We actually feel bad for them. They are doing their best to keep their heads above water. It is a shame because they genuinely care about us.
Personally, I think the CA needed to come in and get a snap shot of things. But word is he came in right from the get go and said there would be one hundred percent compliance with all policy and procedure. Yeah right. We are waiting for at least one to stroke out.
Our supervisors are over worked. The pace of zeroed out investigations is not sustainable. What the CA needs to do is take a long look at his staffing ratios versus caseload counts in all offices. The speciality case load assignments can't be compared to other offices in the region.
Yep. We check on the sups every fifteen minutes or so. You can see the pain when they read their e-mail. They don't talk about it but you can tell. If the new guy isn't careful he wil run off some dedicated people.
T. Mark is no better/worse than any other CA in reg 3. All they care about as far as officers are concerned is zeroed out investigations and ALL contacts made. For stupidvisors, added pressure includes getting all case reviews done, shuffling cases daily (at least in my office) and other related duties which keep them away for days/weeks at a time.
Th atmosphere in my office has gotten just a little tense in the last two weeks. The supervisors look like hell. We actually feel bad for them. They are doing their best to keep their heads above water. It is a shame because they genuinely care about us.
Personally, I think the CA needed to come in and get a snap shot of things. But word is he came in right from the get go and said there would be one hundred percent compliance with all policy and procedure. Yeah right. We are waiting for at least one to stroke out.
Our supervisors are over worked. The pace of zeroed out investigations is not sustainable. What the CA needs to do is take a long look at his staffing ratios versus caseload counts in all offices. The speciality case load assignments can't be compared to other offices in the region.
We could do like the other Circuits do (some of them anyway and just keep changing due dates etc, putting in other investigations to meet deadlines ) This is crazy and it is not just the Fort Pierce offices in Circuit 19 - this happens in some other circuits in offices with the high turnover and people leaving every chance they get, due to their stress level to the other fully staffed offices or elsewhere where things can almost be done in 40 hours. Basically you have some offices where it would take everyone 50+ hours to truly get everything done like they want with the current staffing and they know that - but they just keep threatening the supervisors to get it done or else - putting major stress on everyone. And the worst of it is that if a supervisor who is working way over 40 and everyone knows this refuses to fake the numbers, she gets chewed out for having bad stats by the Circuit and no mention is even made of all the work she is doing. And people wonder why certain types of supervisors wind up as CAs usually. This is crazy.
For those of you who say that he is trying and maybe he has turned over a new leaf...don't be fooled, that is his MO to get you to trust him enough so that he can stab you in the back when you turn around. This guy has literally been in several circuits throughout Florida and all the complaints are the same. Where there is this much smoke (hahaha for those of you who know how much he smokes) there is almost an inferno :lol:
For those of you who say that he is trying and maybe he has turned over a new leaf...don't be fooled, that is his MO to get you to trust him enough so that he can stab you in the back when you turn around. This guy has literally been in several circuits throughout Florida and all the complaints are the same. Where there is this much smoke (hahaha for those of you who know how much he smokes) there is almost an inferno :lol:
From what I have seen he is a menace! He has created even worse morale in a circuit who has had 3 CA's in less than two years. What makes matters even worse is he is not a leader. He has told my supeervisor that he is into teambuilding, following policy,etc. The reality is, he is breaking down the teamwork in our office, the the old "divide and conquer" mentality. He follows policy when it suits him. With this guys track record as posted here, the Department must not think too much of the staff in C19! As far as stats go, I like the quote earlier, " He's smoke and one ugly mirror". Region 3 and Central Office need to put this guy out to pasture with his dinosaur management style. If not, expect to get numerous complaints and possible legal action taken. Thank you and god bless!
This is the "union buster" man that has been brought in to make the supervisors and staff quit. That is the job R3 has given him. Don't let him break you! Take him out,! Call Central Office, call the Col. Do not waste your time with Rolle! Start your documentation now, build your cases of not following policy,etc.
C19 has been running without a true CA since 1999 when Dave Smith left.
[quote="ftpblows"]T. Mark is no better/worse than any other CA in reg 3. All they care about as far as officers are concerned is zeroed out investigations and ALL contacts made. For stupidvisors, added pressure includes getting all case reviews done, shuffling cases daily (at least in my office) and other related duties which keep them away for days/weeks at a time.[/quot
Don't let them kid you, they don't care about you at all. Only the stats! Heck, if you left tomorrow, they would not care. They would bark at the sups to get the caseload covered and investigations zero'd out. Nothing personal about this agency, they could care less about you! They'd just put someone else in there in six months or so, god forbid they give credit or $ to those that are doing the extra work until the body comes.
This is the "union buster" man that has been brought in to make the supervisors and staff quit. That is the job R3 has given him. Don't let him break you! Take him out,! Call Central Office, call the Col. Do not waste your time with Rolle! Start your documentation now, build your cases of not following policy,etc.
The guy really has only as much power as you give him. When he was my Sup. If you stood up to him on an issue, he'd back down because he is a coward. He won't forget it though, he will focus on you and no one else until he breaks you. He only follows policy when it suits his aganda. He will only verbalize instructions and threaten you verbally if you don't comply.
The key is to rally the rest of the staff. If eveyone is resistant towards his agenda when it hinders your ability to do your job, he will not have any power. Put everything in writing and demand that he put everything in writing as well. You have to play his "head games" at his level. For an ego like his, with all of his other issues, he'll self destruct like he did down here. If he as multiple issues/personnel to focus on he's done. Good Luck, sounds like he hasn't changed a bit! Get him a nice BF to take his mind off of work.
The guy really hasnt shown himself to the Officers yet anyway in Circuit 19. A lot of the Specialists and Supervisors knew him from being around years ago and seem to think he has some issues. If he just starts this threaten everyone management style like everyone else - what can he really do? The low level Supervisors in Fort Pierce are so stressed they would rather be a Specialist and the Specialists would never take a lateral unless they could force them to take it. I doubt any CPSO in the circuit would take the headache either because they know how messed up and overworked the Fort Pierce offices are. Thats why all the Fort Pierce CPSO's are taking demotions to go to the Vero or Stuart offices. At most they could transfer the Supervisors in the Circuit but that would reward the Supervisors (Circuit's opinion probably) from Fort Pierce because they would finally be in an office with a manageable workload. This is Nuts.....
For those of you who say that he is trying and maybe he has turned over a new leaf...don't be fooled, that is his MO to get you to trust him enough so that he can stab you in the back when you turn around. This guy has literally been in several circuits throughout Florida and all the complaints are the same. Where there is this much smoke (hahaha for those of you who know how much he smokes) there is almost an inferno :lol:
We will see I guess. If he doesnt address some workload issues and just ignores it like the last CA did, then he wont have the backing of the officers actually doing the work in the high turnover offices and will just be resented by everyone.
For those of you who say that he is trying and maybe he has turned over a new leaf...don't be fooled, that is his MO to get you to trust him enough so that he can stab you in the back when you turn around. This guy has literally been in several circuits throughout Florida and all the complaints are the same. Where there is this much smoke (hahaha for those of you who know how much he smokes) there is almost an inferno :lol:
We will see I guess. If he doesnt address some workload issues and just ignores it like the last CA did, then he wont have the backing of the officers actually doing the work in the high turnover offices and will just be resented by everyone.
Workload should be his and R3's concern. 2 Dop officers in FP w/ 48 cases between them? 1 vacant cc positon in 190, 16 cc cases in Okeechobee w/ 2 cc officers? If Tony Proto was here, he would be deleting some positions. FP is sucking wind from lack of circuit leadership (the last 2 CA's were afraid to use the bathroom from 8-5). Mr. Mark needs to concetrate on systems and not personalities. He needs to use his position (we don't want to say power, there is none, he just doesn't know it) to take care of business. David A. Smith was not a powermonger. He would take care of business! If his players did not perform, then he would take action! Mr. Mark concentate on doing your job, and let your DCA do thiers!
Sounds like the old Thomas did was he has always done, gone in with both guns mentioned blazing! Did anyone in central office read his personnel file before puting him in administation? He is like one of Pavloff's dogs. He hears the dinner bell intead of smelling food. He should not be a supervisor at any level and Joyce Haley finally corrected it. Why is he a CA now?
[/quote]
Workload should be his and R3's concern. 2 Dop officers in FP w/ 48 cases between them? 1 vacant cc positon in 190, 16 cc cases in Okeechobee w/ 2 cc officers? If Tony Proto was here, he would be deleting some positions. FP is sucking wind from lack of circuit leadership (the last 2 CA's were afraid to use the bathroom from 8-5). Mr. Mark needs to concetrate on systems and not personalities. He needs to use his position (we don't want to say power, there is none, he just doesn't know it) to take care of business. David A. Smith was not a powermonger. He would take care of business! If his players did not perform, then he would take action! Mr. Mark concentate on doing your job, and let your DCA do thiers![/quote]
that vacant CC is a YO position now and the new DOP was probably needed due to the part DOP - Court positions since our local Clerk of Court does nothing for us. Fort Pierce has the positions but not the people due to everyone leaving due to the stress here. Many new CPO's high tail it when they see they have way more work than can be done in 40 hours and the Seniors leave to the low stress offices due to having stress from doing some of the work the new people cant get done. It seems to be a angoing thing here the last couple of years with no end in sight. If this new CA is worth anything at all he will do something about it.
We could do like the other Circuits do (some of them anyway and just keep changing due dates etc, putting in other investigations to meet deadlines ) This is crazy and it is not just the Fort Pierce offices in Circuit 19 - this happens in some other circuits in offices with the high turnover and people leaving every chance they get, due to their stress level to the other fully staffed offices or elsewhere where things can almost be done in 40 hours. Basically you have some offices where it would take everyone 50+ hours to truly get everything done like they want with the current staffing and they know that - but they just keep threatening the supervisors to get it done or else - putting major stress on everyone. And the worst of it is that if a supervisor who is working way over 40 and everyone knows this refuses to fake the numbers, she gets chewed out for having bad stats by the Circuit and no mention is even made of all the work she is doing. And people wonder why certain types of supervisors wind up as CAs usually. This is crazy.
Other Circuits do that?
Workload should be his and R3's concern. 2 Dop officers in FP w/ 48 cases between them? 1 vacant cc positon in 190, 16 cc cases in Okeechobee w/ 2 cc officers? If Tony Proto was here, he would be deleting some positions. FP is sucking wind from lack of circuit leadership (the last 2 CA's were afraid to use the bathroom from 8-5). Mr. Mark needs to concetrate on systems and not personalities. He needs to use his position (we don't want to say power, there is none, he just doesn't know it) to take care of business. David A. Smith was not a powermonger. He would take care of business! If his players did not perform, then he would take action! Mr. Mark concentate on doing your job, and let your DCA do thiers![/quote]
that vacant CC is a YO position now and the new DOP was probably needed due to the part DOP - Court positions since our local Clerk of Court does nothing for us. Fort Pierce has the positions but not the people due to everyone leaving due to the stress here. Many new CPO's high tail it when they see they have way more work than can be done in 40 hours and the Seniors leave to the low stress offices due to having stress from doing some of the work the new people cant get done. It seems to be a angoing thing here the last couple of years with no end in sight. If this new CA is worth anything at all he will do something about it.[/quote]
I do not believe that the legislature funded DOP positions to do court! In fact, no certified officer should be in court. Does Mr. Mark know this???? If he dis he'd say,"stop the tape". The problems in St. Lucie are systemic and managerial in nature. People leave because of the administration and supervisors. When they see no one is driving the boat, and the boat is heading for the rocks, they jump.
You sound like somone in the know, stop being "spineless"! and take care of your staff.
We could do like the other Circuits do (some of them anyway and just keep changing due dates etc, putting in other investigations to meet deadlines ) This is crazy and it is not just the Fort Pierce offices in Circuit 19 - this happens in some other circuits in offices with the high turnover and people leaving every chance they get, due to their stress level to the other fully staffed offices or elsewhere where things can almost be done in 40 hours. Basically you have some offices where it would take everyone 50+ hours to truly get everything done like they want with the current staffing and they know that - but they just keep threatening the supervisors to get it done or else - putting major stress on everyone. And the worst of it is that if a supervisor who is working way over 40 and everyone knows this refuses to fake the numbers, she gets chewed out for having bad stats by the Circuit and no mention is even made of all the work she is doing. And people wonder why certain types of supervisors wind up as CAs usually. This is crazy.
Other Circuits do that?
Mr. Mark advises his supervisors to move dates or calls them spineless!.
Workload should be his and R3's concern. 2 Dop officers in FP w/ 48 cases between them? 1 vacant cc positon in 190, 16 cc cases in Okeechobee w/ 2 cc officers? If Tony Proto was here, he would be deleting some positions. FP is sucking wind from lack of circuit leadership (the last 2 CA's were afraid to use the bathroom from 8-5). Mr. Mark needs to concetrate on systems and not personalities. He needs to use his position (we don't want to say power, there is none, he just doesn't know it) to take care of business. David A. Smith was not a powermonger. He would take care of business! If his players did not perform, then he would take action! Mr. Mark concentate on doing your job, and let your DCA do thiers![/quote]
that vacant CC is a YO position now and the new DOP was probably needed due to the part DOP - Court positions since our local Clerk of Court does nothing for us. Fort Pierce has the positions but not the people due to everyone leaving due to the stress here. Many new CPO's high tail it when they see they have way more work than can be done in 40 hours and the Seniors leave to the low stress offices due to having stress from doing some of the work the new people cant get done. It seems to be a angoing thing here the last couple of years with no end in sight. If this new CA is worth anything at all he will do something about it.[/quote]
Aren't you the guy that leaves at 5 while your unit sup mops up your officer's problems and then works til 9?
Workload should be his and R3's concern. 2 Dop officers in FP w/ 48 cases between them? 1 vacant cc positon in 190, 16 cc cases in Okeechobee w/ 2 cc officers? If Tony Proto was here, he would be deleting some positions. FP is sucking wind from lack of circuit leadership (the last 2 CA's were afraid to use the bathroom from 8-5). Mr. Mark needs to concetrate on systems and not personalities. He needs to use his position (we don't want to say power, there is none, he just doesn't know it) to take care of business. David A. Smith was not a powermonger. He would take care of business! If his players did not perform, then he would take action! Mr. Mark concentate on doing your job, and let your DCA do thiers!
that vacant CC is a YO position now and the new DOP was probably needed due to the part DOP - Court positions since our local Clerk of Court does nothing for us. Fort Pierce has the positions but not the people due to everyone leaving due to the stress here. Many new CPO's high tail it when they see they have way more work than can be done in 40 hours and the Seniors leave to the low stress offices due to having stress from doing some of the work the new people cant get done. It seems to be a angoing thing here the last couple of years with no end in sight. If this new CA is worth anything at all he will do something about it.[/quote]
Aren't you the guy that leaves at 5 while your unit sup mops up your officer's problems and then works til 9?[/quote]
No you got me mixed up with somebody else?
Are you the guy in the fully certified staffed office that cries anytime it is mentioned that you might have to help Fort pierce out and have a large workload yourself ?
Workload should be his and R3's concern. 2 Dop officers in FP w/ 48 cases between them? 1 vacant cc positon in 190, 16 cc cases in Okeechobee w/ 2 cc officers? If Tony Proto was here, he would be deleting some positions. FP is sucking wind from lack of circuit leadership (the last 2 CA's were afraid to use the bathroom from 8-5). Mr. Mark needs to concetrate on systems and not personalities. He needs to use his position (we don't want to say power, there is none, he just doesn't know it) to take care of business. David A. Smith was not a powermonger. He would take care of business! If his players did not perform, then he would take action! Mr. Mark concentate on doing your job, and let your DCA do thiers!
that vacant CC is a YO position now and the new DOP was probably needed due to the part DOP - Court positions since our local Clerk of Court does nothing for us. Fort Pierce has the positions but not the people due to everyone leaving due to the stress here. Many new CPO's high tail it when they see they have way more work than can be done in 40 hours and the Seniors leave to the low stress offices due to having stress from doing some of the work the new people cant get done. It seems to be a angoing thing here the last couple of years with no end in sight. If this new CA is worth anything at all he will do something about it.[/quote]
Aren't you the guy that leaves at 5 while your unit sup mops up your officer's problems and then works til 9?[/quo
It's not me!!!!I spend 2 hours on the paper, 2 hours on my cellphone, go to lunch for 1 hr, then 2 hours counseling baker, 2 hours preparing to go home. I need another supervisor! I need another supervisor!!!!!!!!!!!!!!!!
Workload should be his and R3's concern. 2 Dop officers in FP w/ 48 cases between them? 1 vacant cc positon in 190, 16 cc cases in Okeechobee w/ 2 cc officers? If Tony Proto was here, he would be deleting some positions. FP is sucking wind from lack of circuit leadership (the last 2 CA's were afraid to use the bathroom from 8-5). Mr. Mark needs to concetrate on systems and not personalities. He needs to use his position (we don't want to say power, there is none, he just doesn't know it) to take care of business. David A. Smith was not a powermonger. He would take care of business! If his players did not perform, then he would take action! Mr. Mark concentate on doing your job, and let your DCA do thiers!
that vacant CC is a YO position now and the new DOP was probably needed due to the part DOP - Court positions since our local Clerk of Court does nothing for us. Fort Pierce has the positions but not the people due to everyone leaving due to the stress here. Many new CPO's high tail it when they see they have way more work than can be done in 40 hours and the Seniors leave to the low stress offices due to having stress from doing some of the work the new people cant get done. It seems to be a angoing thing here the last couple of years with no end in sight. If this new CA is worth anything at all he will do something about it.
Aren't you the guy that leaves at 5 while your unit sup mops up your officer's problems and then works til 9?[/quo
It's not me!!!!I spend 2 hours on the paper, 2 hours on my cellphone, go to lunch for 1 hr, then 2 hours counseling baker, 2 hours preparing to go home. I need another supervisor! I need another supervisor!!!!!!!!!!!!!!!![/quote]
I can't save you now!
Workload should be his and R3's concern. 2 Dop officers in FP w/ 48 cases between them? 1 vacant cc positon in 190, 16 cc cases in Okeechobee w/ 2 cc officers? If Tony Proto was here, he would be deleting some positions. FP is sucking wind from lack of circuit leadership (the last 2 CA's were afraid to use the bathroom from 8-5). Mr. Mark needs to concetrate on systems and not personalities. He needs to use his position (we don't want to say power, there is none, he just doesn't know it) to take care of business. David A. Smith was not a powermonger. He would take care of business! If his players did not perform, then he would take action! Mr. Mark concentate on doing your job, and let your DCA do thiers!
that vacant CC is a YO position now and the new DOP was probably needed due to the part DOP - Court positions since our local Clerk of Court does nothing for us. Fort Pierce has the positions but not the people due to everyone leaving due to the stress here. Many new CPO's high tail it when they see they have way more work than can be done in 40 hours and the Seniors leave to the low stress offices due to having stress from doing some of the work the new people cant get done. It seems to be a angoing thing here the last couple of years with no end in sight. If this new CA is worth anything at all he will do something about it.[/quote]
I do not believe that the legislature funded DOP positions to do court! In fact, no certified officer should be in court. Does Mr. Mark know this???? If he dis he'd say,"stop the tape". The problems in St. Lucie are systemic and managerial in nature. People leave because of the administration and supervisors. When they see no one is driving the boat, and the boat is heading for the rocks, they jump.
You sound like somone in the know, stop being "spineless"! and take care of your staff.[/quote]
I see your point on DOP cases but we dont even know what a person got sentenced to in this county on the same day usually - no orders even unsigned until days later. The clerk refuses to use copies we have offered to supply them and they say tough luck - even if they were out of doing the orders for the other officers etc. the added time dealing with that more than we do now would offset any loss of a couple of cases. The atmosphere and unrealistic expectations causing stress is the problem not our positions. If it doesnt change we will be in bad shape for another couple of years. Hopefully this CA does something and sees the problem.
Workload should be his and R3's concern. 2 Dop officers in FP w/ 48 cases between them? 1 vacant cc positon in 190, 16 cc cases in Okeechobee w/ 2 cc officers? If Tony Proto was here, he would be deleting some positions. FP is sucking wind from lack of circuit leadership (the last 2 CA's were afraid to use the bathroom from 8-5). Mr. Mark needs to concetrate on systems and not personalities. He needs to use his position (we don't want to say power, there is none, he just doesn't know it) to take care of business. David A. Smith was not a powermonger. He would take care of business! If his players did not perform, then he would take action! Mr. Mark concentate on doing your job, and let your DCA do thiers!
that vacant CC is a YO position now and the new DOP was probably needed due to the part DOP - Court positions since our local Clerk of Court does nothing for us. Fort Pierce has the positions but not the people due to everyone leaving due to the stress here. Many new CPO's high tail it when they see they have way more work than can be done in 40 hours and the Seniors leave to the low stress offices due to having stress from doing some of the work the new people cant get done. It seems to be a angoing thing here the last couple of years with no end in sight. If this new CA is worth anything at all he will do something about it.
Aren't you the guy that leaves at 5 while your unit sup mops up your officer's problems and then works til 9?[/quo
It's not me!!!!I spend 2 hours on the paper, 2 hours on my cellphone, go to lunch for 1 hr, then 2 hours counseling baker, 2 hours preparing to go home. I need another supervisor! I need another supervisor!!!!!!!!!!!!!!!!
I can't save you now![/quote]
funny how you answer yourself ...
Workload should be his and R3's concern. 2 Dop officers in FP w/ 48 cases between them? 1 vacant cc positon in 190, 16 cc cases in Okeechobee w/ 2 cc officers? If Tony Proto was here, he would be deleting some positions. FP is sucking wind from lack of circuit leadership (the last 2 CA's were afraid to use the bathroom from 8-5). Mr. Mark needs to concetrate on systems and not personalities. He needs to use his position (we don't want to say power, there is none, he just doesn't know it) to take care of business. David A. Smith was not a powermonger. He would take care of business! If his players did not perform, then he would take action! Mr. Mark concentate on doing your job, and let your DCA do thiers!
that vacant CC is a YO position now and the new DOP was probably needed due to the part DOP - Court positions since our local Clerk of Court does nothing for us. Fort Pierce has the positions but not the people due to everyone leaving due to the stress here. Many new CPO's high tail it when they see they have way more work than can be done in 40 hours and the Seniors leave to the low stress offices due to having stress from doing some of the work the new people cant get done. It seems to be a angoing thing here the last couple of years with no end in sight. If this new CA is worth anything at all he will do something about it.
Aren't you the guy that leaves at 5 while your unit sup mops up your officer's problems and then works til 9?[/quote]
No you got me mixed up with somebody else?
Are you the guy in the fully certified staffed office that cries anytime it is mentioned that you might have to help Fort pierce out and have a large workload yourself ?[/quote]
Workload should be his and R3's concern. 2 Dop officers in FP w/ 48 cases between them? 1 vacant cc positon in 190, 16 cc cases in Okeechobee w/ 2 cc officers? If Tony Proto was here, he would be deleting some positions. FP is sucking wind from lack of circuit leadership (the last 2 CA's were afraid to use the bathroom from 8-5). Mr. Mark needs to concetrate on systems and not personalities. He needs to use his position (we don't want to say power, there is none, he just doesn't know it) to take care of business. David A. Smith was not a powermonger. He would take care of business! If his players did not perform, then he would take action! Mr. Mark concentate on doing your job, and let your DCA do thiers!
that vacant CC is a YO position now and the new DOP was probably needed due to the part DOP - Court positions since our local Clerk of Court does nothing for us. Fort Pierce has the positions but not the people due to everyone leaving due to the stress here. Many new CPO's high tail it when they see they have way more work than can be done in 40 hours and the Seniors leave to the low stress offices due to having stress from doing some of the work the new people cant get done. It seems to be a angoing thing here the last couple of years with no end in sight. If this new CA is worth anything at all he will do something about it.
Aren't you the guy that leaves at 5 while your unit sup mops up your officer's problems and then works til 9?
No you got me mixed up with somebody else?
Are you the guy in the fully certified staffed office that cries anytime it is mentioned that you might have to help Fort pierce out and have a large workload yourself ?[/quote][/quote]
Now, Now, you have it wrong, this is all in good fun. the office I work in is not fully staffed. Do I sense a little Mark in you? What are you going to do to me? Make me work late.
Workload should be his and R3's concern. 2 Dop officers in FP w/ 48 cases between them? 1 vacant cc positon in 190, 16 cc cases in Okeechobee w/ 2 cc officers? If Tony Proto was here, he would be deleting some positions. FP is sucking wind from lack of circuit leadership (the last 2 CA's were afraid to use the bathroom from 8-5). Mr. Mark needs to concetrate on systems and not personalities. He needs to use his position (we don't want to say power, there is none, he just doesn't know it) to take care of business. David A. Smith was not a powermonger. He would take care of business! If his players did not perform, then he would take action! Mr. Mark concentate on doing your job, and let your DCA do thiers!
that vacant CC is a YO position now and the new DOP was probably needed due to the part DOP - Court positions since our local Clerk of Court does nothing for us. Fort Pierce has the positions but not the people due to everyone leaving due to the stress here. Many new CPO's high tail it when they see they have way more work than can be done in 40 hours and the Seniors leave to the low stress offices due to having stress from doing some of the work the new people cant get done. It seems to be a angoing thing here the last couple of years with no end in sight. If this new CA is worth anything at all he will do something about it.
Aren't you the guy that leaves at 5 while your unit sup mops up your officer's problems and then works til 9?
No you got me mixed up with somebody else?
Are you the guy in the fully certified staffed office that cries anytime it is mentioned that you might have to help Fort pierce out and have a large workload yourself ?[/quote]
Now, Now, you have it wrong, this is all in good fun. the office I work in is not fully staffed. Do I sense a little Mark in you? What are you going to do to me? Make me work late.[/quote]
We cant do that 40 hours right in some places.
Workload should be his and R3's concern. 2 Dop officers in FP w/ 48 cases between them? 1 vacant cc positon in 190, 16 cc cases in Okeechobee w/ 2 cc officers? If Tony Proto was here, he would be deleting some positions. FP is sucking wind from lack of circuit leadership (the last 2 CA's were afraid to use the bathroom from 8-5). Mr. Mark needs to concetrate on systems and not personalities. He needs to use his position (we don't want to say power, there is none, he just doesn't know it) to take care of business. David A. Smith was not a powermonger. He would take care of business! If his players did not perform, then he would take action! Mr. Mark concentate on doing your job, and let your DCA do thiers!
that vacant CC is a YO position now and the new DOP was probably needed due to the part DOP - Court positions since our local Clerk of Court does nothing for us. Fort Pierce has the positions but not the people due to everyone leaving due to the stress here. Many new CPO's high tail it when they see they have way more work than can be done in 40 hours and the Seniors leave to the low stress offices due to having stress from doing some of the work the new people cant get done. It seems to be a angoing thing here the last couple of years with no end in sight. If this new CA is worth anything at all he will do something about it.
Aren't you the guy that leaves at 5 while your unit sup mops up your officer's problems and then works til 9?[/quo
It's not me!!!!I spend 2 hours on the paper, 2 hours on my cellphone, go to lunch for 1 hr, then 2 hours counseling baker, 2 hours preparing to go home. I need another supervisor! I need another supervisor!!!!!!!!!!!!!!!!
I can't save you now!
funny how you answer yourself ...[/quote]
Funny how you give yourself away, I could work for you for all you know. Problem for you is, you'll never know. Mr Mark will take care of you now.
For those of you who say that he is trying and maybe he has turned over a new leaf...don't be fooled, that is his MO to get you to trust him enough so that he can stab you in the back when you turn around. This guy has literally been in several circuits throughout Florida and all the complaints are the same. Where there is this much smoke (hahaha for those of you who know how much he smokes) there is almost an inferno :lol:
From what I have seen he is a menace! He has created even worse morale in a circuit who has had 3 CA's in less than two years. What makes matters even worse is he is not a leader. He has told my supeervisor that he is into teambuilding, following policy,etc. The reality is, he is breaking down the teamwork in our office, the the old "divide and conquer" mentality. He follows policy when it suits him. With this guys track record as posted here, the Department must not think too much of the staff in C19! As far as stats go, I like the quote earlier, " He's smoke and one ugly mirror". Region 3 and Central Office need to put this guy out to pasture with his dinosaur management style. If not, expect to get numerous complaints and possible legal action taken. Thank you and god bless!
I doubt he is crazy enough to do some stuff he did in the past now. I just want to see what he will do to correct things.
Sounds like Mr. Mark is already getting things going there in circuit 19 Have Fun
Let's face it CA/dca's have no power. It not he job anybody in their right mind would take. Look at who are promoted to those positions, backstabbing, micro-managers,dimwits,drunks,liars,nerdy yes-men/women, who are not leaders. Mark won't last becuase he'll think he has power that he doesn't. He's smoke and one ugly mirror. I was glad when he left our circuit a few years ago.
They have enough power to make things very stressful on quite a few people.
This is the "union buster" man that has been brought in to make the supervisors and staff quit. That is the job R3 has given him. Don't let him break you! Take him out,! Call Central Office, call the Col. Do not waste your time with Rolle! Start your documentation now, build your cases of not following policy,etc.
The guy really has only as much power as you give him. When he was my Sup. If you stood up to him on an issue, he'd back down because he is a coward. He won't forget it though, he will focus on you and no one else until he breaks you. He only follows policy when it suits his aganda. He will only verbalize instructions and threaten you verbally if you don't comply.
The key is to rally the rest of the staff. If eveyone is resistant towards his agenda when it hinders your ability to do your job, he will not have any power. Put everything in writing and demand that he put everything in writing as well. You have to play his "head games" at his level. For an ego like his, with all of his other issues, he'll self destruct like he did down here. If he as multiple issues/personnel to focus on he's done. Good Luck, sounds like he hasn't changed a bit! Get him a nice BF to take his mind off of work.
I am sure he will put everything in writing if we ask. :lol:
how is it that certain members of staff get on here by name....
isn't Baker the one suing everyone?
the real issue is that I dont think there is anymore staff now than we had 10 years ago...and the population in St. Lucie County is like 5X what it used to be. On top of that, there is not one hard assed judge. do the math.
Simply check OT13. Look at the ratio of staff to supervisors. Under the previous CA some offices were more equal than others. The post about St. Lucie County growth is all true. There needs to be a 19-5 office in the city of PSL.
Simply check OT13. Look at the ratio of staff to supervisors. Under the previous CA some offices were more equal than others. The post about St. Lucie County growth is all true. There needs to be a 19-5 office in the city of PSL.
Your comment about the office is valid but that wont happen anytime soon. We wont have a PSL office for the next couple of years. The numbers could be almost manageable for the officers at least if we could fill our positions and stop driving people off all the time with too much stress and realize their is only 40 in a week or most people's week.
how is it that certain members of staff get on here by name....
isn't Baker the one suing everyone?
Baker will be dealt with soon enough.....
How do you keep a straight face and discipline someone for something done or not when six to ten months has elapsed.
To FP, keep your friends close and your enemies closer.
How do you keep a straight face and discipline someone for something done or not when six to ten months has elapsed.
Baker?
To FP, keep your friends close and your enemies closer.
I think it would be a good idea to keep Mr. Mark close.
how is it that certain members of staff get on here by name....
isn't Baker the one suing everyone?
He is only suing you Rick! He has stated that he is going to have a party in your house when he owns it.
the real issue is that I dont think there is anymore staff now than we had 10 years ago...and the population in St. Lucie County is like 5X what it used to be. On top of that, there is not one hard assed judge. do the math.
The real issue is staff retention; traditionally, you 'all haven't had much turnover, and when you did, staff from 11,17, and 15 would transfer up. Now, with the,unsteady,inexperienced adm., and the bad turnover down here, your feeling pain. Nobody wants to work for that guy, and your real estate market is overvalued at this time!? Do your own recruiting now that you can't steal ours. A lot of old Broward people up there, they're hate'n it now!! Ha! Ha!
This is a boring thread, why is is still here?
the real issue is that I dont think there is anymore staff now than we had 10 years ago...and the population in St. Lucie County is like 5X what it used to be. On top of that, there is not one hard assed judge. do the math.
The real issue is staff retention; traditionally, you 'all haven't had much turnover, and when you did, staff from 11,17, and 15 would transfer up. Now, with the,unsteady,inexperienced adm., and the bad turnover down here, your feeling pain. Nobody wants to work for that guy, and your real estate market is overvalued at this time!? Do your own recruiting now that you can't steal ours. A lot of old Broward people up there, they're hate'n it now!! Ha! Ha!
That doesnt even make sense what you said. Real Estate is more expensive in 15. The guy hasn't even been here long enough to cause any pain. What are you talking about...?
This is a boring thread, why is is still here?
ditto
This is a boring thread, why is is still here?
ditto
Then why keep looking at it....? :roll:
Maybe a few unplanned office visits on report week would put officer/offender ratio in perspective. And give insight into who's snowed under and who's spending hours a day complaining about workload or relying on others to see their cases instead of getting it done. :shock: :idea:
:cry: This ditto is good for the people that have seen this man's rath. It is an excellent vent for those that have seen what this man is really capable of.
[/quote]Baker will be dealt with soon enough.....
Not too worried...
A. Its only a $35K a year job..
B. Getting a job at Taco Bell as Crew Leader is a better promotion than CC or a Y.O. position.
C. As soon as my place sells I'll have more than enough money to live quite comfortably in Costa Rica.
D. I'll be free to leave Ft. Dump to all the idiots who want to basically shove 20 gallons of shit into a 5 gallon bucket.
And for the record I only spent 27 minutes in Greg's Office yesterday. We know who the 19-4 snitch is on here... and he is obviously an unoriginal *******. "Eastern Front" of probation is my line.
Baker will be dealt with soon enough.....
Not too worried...
A. Its only a $35K a year job..
B. Getting a job at Taco Bell as Crew Leader is a better promotion than CC or a Y.O. position.
C. As soon as my place sells I'll have more than enough money to live quite comfortably in Costa Rica.
D. I'll be free to leave Ft. Dump to all the idiots who want to basically shove 20 gallons of shit into a 5 gallon bucket.
And for the record I only spent 27 minutes in Greg's Office yesterday. We know who the 19-4 snitch is on here... and he is obviously an unoriginal *******. "Eastern Front" of probation is my line.[/quote]
Can you get me one of those funny taco bell crew leader hats? I have always wanted to wear a funny hat.
I didnt say I was going to Taco Bell......
I just said it was better than taking a CC promotion which I wont do either....
but if you can get me 20 bux...I'll see what I can do..oddly enough though. The dress code probably would not preclude you from wearing a Taco Bell hat. But no Denim. There's DOC for ya.
Baker will be dealt with soon enough.....
Not too worried...
A. Its only a $35K a year job..
B. Getting a job at Taco Bell as Crew Leader is a better promotion than CC or a Y.O. position.
C. As soon as my place sells I'll have more than enough money to live quite comfortably in Costa Rica.
D. I'll be free to leave Ft. Dump to all the idiots who want to basically shove 20 gallons of shit into a 5 gallon bucket.
And for the record I only spent 27 minutes in Greg's Office yesterday. We know who the 19-4 snitch is on here... and he is obviously an unoriginal *******. "Eastern Front" of probation is my line.[/quote]
Well everyone knows Baker is on here now....
Maybe you need to ship out if you feel this way and stop bringing down the morale of everyone else and take your frivalous lawsuits with you....
Maybe a few unplanned office visits on report week would put officer/offender ratio in perspective. And give insight into who's snowed under and who's spending hours a day complaining about workload or relying on others to see their cases instead of getting it done. :shock: :idea:
That would be a good idea. Have unannounced visits in the morning on report week and see who is not there and doesnt have a legitimate reason like court or a training class. It might open up a lot of eyes.
Maybe a few unplanned office visits on report week would put officer/offender ratio in perspective. And give insight into who's snowed under and who's spending hours a day complaining about workload or relying on others to see their cases instead of getting it done. :shock: :idea:
That would be a good idea. Have unannounced visits in the morning on report week and see who is not there and doesnt have a legitimate reason like court or a training class. It might open up a lot of eyes.
Maybe you need to ship out if you feel this way and stop bringing down the morale of everyone else and take your frivalous lawsuits with you....
why dont you make me ship out....morale is bad without me doing anything at all. Matter of fact, they took things much more seriously because of me during the second hurricanes.... and the correct spelling is frivilous! Your spelling sucks you must be a supervisor at DOC...maybe you need the job at Taco Bell.
Maybe you need to ship out if you feel this way and stop bringing down the morale of everyone else and take your frivalous lawsuits with you....
why dont you make me ship out....morale is bad without me doing anything at all. Matter of fact, they took things much more seriously because of me during the second hurricanes.... and the correct spelling is frivilous! Your spelling sucks you must be a supervisor at DOC...maybe you need the job at Taco Bell.
If you were more worried about your work than my spelling then maybe you would help fix things and stop posting trash....
Are you guys married? Someone said this was a boring post.
If you were more worried about your work than my spelling then maybe you would help fix things and stop posting trash....
Who is this Gibson??? Ain't my job to fix things. I was a good officer at one time. The job is impossible. Look at the poor new guy not even one week out of the academy. He's doing the best he can, but its not right. And I guess we are getting more cases soon...for various reasons.
If you were more worried about your work than my spelling then maybe you would help fix things and stop posting trash....
Who is this Gibson??? Ain't my job to fix things. I was a good officer at one time. The job is impossible. Look at the poor new guy not even one week out of the academy. He's doing the best he can, but its not right. And I guess we are getting more cases soon...for various reasons.
Just listen to yourself " good officer at one time " this shows you dont care anymore. Just leave if you are not part of the solution and are just part of the problem.
Guys! Guys! just go see Brokeback Mountain together and kiss and make up :!: :!: :!: :D :D
look obviously you know who I am, I dont know who you are. Well maybe I do. I really dont care what you think to be honest. I do my job just as well as anyone else. The people who work with me know I'm a team player and I do what needs to be done. But I'll be damned if I'm going to put in a 50 hour week and not get paid for it. Which is basically what needs done at 105+ cases. And the problems with DOC have been around long before I passed FDLE and will be still be present after I leave. so take your self-righteous attitude and stick it.
And here is obviously what you do not get. There is no solution.
Like every other state agency, DOC is not well run. We have far too many obligations and responsibilities for the amount of staff and time available. Until that gets resolved, we are all just spinning our wheels. Maybe we can ship you to DC to advise Bush on how to handle Iraq, maybe you can be part of that solution.
look obviously you know who I am, I dont know who you are. Well maybe I do. I really dont care what you think to be honest. I do my job just as well as anyone else. The people who work with me know I'm a team player and I do what needs to be done. But I'll be damned if I'm going to put in a 50 hour week and not get paid for it. Which is basically what needs done at 105+ cases. And the problems with DOC have been around long before I passed FDLE and will be still be present after I leave. so take your self-righteous attitude and stick it.
And here is obviously what you do not get. There is no solution.
Like every other state agency, DOC is not well run. We have far too many obligations and responsibilities for the amount of staff and time available. Until that gets resolved, we are all just spinning our wheels. Maybe we can ship you to DC to advise Bush on how to handle Iraq, maybe you can be part of that solution.
People in circuit 19 had way more cases than 105 in some past years so stop crying. People are tired of your whining. Isnt it true other offices improved when you were shipped out....? :roll:
look obviously you know who I am, I dont know who you are. Well maybe I do. I really dont care what you think to be honest. I do my job just as well as anyone else. The people who work with me know I'm a team player and I do what needs to be done. But I'll be damned if I'm going to put in a 50 hour week and not get paid for it. Which is basically what needs done at 105+ cases. And the problems with DOC have been around long before I passed FDLE and will be still be present after I leave. so take your self-righteous attitude and stick it.
And here is obviously what you do not get. There is no solution.
Like every other state agency, DOC is not well run. We have far too many obligations and responsibilities for the amount of staff and time available. Until that gets resolved, we are all just spinning our wheels. Maybe we can ship you to DC to advise Bush on how to handle Iraq, maybe you can be part of that solution.
Hang in therrrr cowboy! You just need an additude adjustment. Stop talking and get to work. If ya don't wanna work, take it to the beach. Don't let'em get ya down. They only pick on the weak. IF THEY SMELL BLOOD YERRR DONE. DON'T BE WEAK! DO YOUR JOB!
improved, how? last time I checked just until relatively recently we were all under one really happy roof (leaky) anyway. And by the way nobody shipped me out. I requested an office change and was granted it for various reasons. Just ask the staff at 19-0 just how wonderful it is to work there. All the good officers are clamoring to transfer to Vero. Ft. Pierce was a dumping ground for cases in the past and always will be. We used to laugh ourselves silly back in Vero at all the problems Ft. Pierce has. And for the record, I think 19-4 is basically doing as good a job as can be expected. I am not stating that I dont like it there. My gripe is with DOC itself. There should be a real effort made to bolster Ft. Pierces resources in many ways. All the circuits should be getting additional staff and policy that is well researched. The problem we all deal with is far beyond the front lines.
Hang in therrrr cowboy! You just need an additude adjustment. Stop talking and get to work. If ya don't wanna work, take it to the beach. Don't let'em get ya down. They only pick on the weak. IF THEY SMELL BLOOD YERRR DONE. DON'T BE WEAK! DO YOUR JOB!
in case you dont know me...I'm already at the beach.
improved, how? last time I checked just until relatively recently we were all under one really happy roof (leaky) anyway. And by the way nobody shipped me out. I requested an office change and was granted it for various reasons. Just ask the staff at 19-0 just how wonderful it is to work there. All the good officers are clamoring to transfer to Vero. Ft. Pierce was a dumping ground for cases in the past and always will be. We used to laugh ourselves silly back in Vero at all the problems Ft. Pierce has. And for the record, I think 19-4 is basically doing as good a job as can be expected. I am not stating that I dont like it there. My gripe is with DOC itself. There should be a real effort made to bolster Ft. Pierces resources in many ways. All the circuits should be getting additional staff and policy that is well researched. The problem we all deal with is far beyond the front lines.
What is this your 4th offic in circuit 19 that should tell you something....
Hang in therrrr cowboy! You just need an additude adjustment. Stop talking and get to work. If ya don't wanna work, take it to the beach. Don't let'em get ya down. They only pick on the weak. IF THEY SMELL BLOOD YERRR DONE. DON'T BE WEAK! DO YOUR JOB!
in case you dont know me...I'm already at the beach.
This guy is going to be a problem with an attitude like that. Good luck Mr. Mark!
Back to the topic-19 How is Mark really doing. Anybody willing to say
Back to the topic-19 How is Mark really doing. Anybody willing to say
He has been in meetings for the last couple of weeks, so we dont really know. We will find out this week what he is all about. He says he wants to change things for the better.
Don't expect much, he does not have it in him. He will try and torment people to make himself feel IMPOTENT, I mean important! He will not be able to focus on the real issues. This post is probably driving him crazy! I feel sorry for those of you in 19. God speed....
Don't expect much, he does not have it in him. He will try and torment people to make himself feel IMPOTENT, I mean important! He will not be able to focus on the real issues. This post is probably driving him crazy! I feel sorry for those of you in 19. God speed....
This thread is getting out of hand. It sounds like there are some real issues in 19. I believe Mr. Mark has an open door policy so if anyone doesnt feel comfortable going through their supervisor first for whatever reason they can go directly to him with their issues. That would be the best way to handle these issues instead of broadcasing it to everyone on a forum like this. Lets be professional and get the real issues resolved by talking with Mr. Mark himself.
My haven't your posts taken a turn??? Running scared?
Don't expect much, he does not have it in him. He will try and torment people to make himself feel IMPOTENT, I mean important! He will not be able to focus on the real issues. This post is probably driving him crazy! I feel sorry for those of you in 19. God speed....
This thread is getting out of hand. It sounds like there are some real issues in 19. I believe Mr. Mark has an open door policy so if anyone doesnt feel comfortable going through their supervisor first for whatever reason they can go directly to him with their issues. That would be the best way to handle these issues instead of broadcasing it to everyone on a forum like this. Lets be professional and get the real issues resolved by talking with Mr. Mark himself.
Ahhh! Mr. Mark reveals himself! Will we be berated, ridiculed, treated unprofessionally, or targeted if we come to you with our issues? Your past says, no.
Oh yes, please go right ahead and talk to Mr. Mark that will get you everywhere
He can only take in so much at one time and please dont disagree with him because it won't be pretty
He can only take in so much at one time and please dont disagree with him because it won't be pretty
That is the sign of a weak man for you!
Send him a case of Rumpleminze (a strong peppermint-flavored german schnapps). That will help his breath, and help you to send him down the road to recovery.
He can only take in so much at one time and please dont disagree with him because it won't be pretty
Don't we have an anti-harrassment policy?
He can only take in so much at one time and please dont disagree with him because it won't be pretty
Don't we have an anti-harrassment policy?
He will focus on the one target at hand until he finds something even if it is minor and will ride you until he can find anything to get you. The anti-harrassment policy will not save you with this man's determination to break you
sound like fun for all, except...let the games begin
He can only take in so much at one time and please dont disagree with him because it won't be pretty
Don't we have an anti-harrassment policy?
He will focus on the one target at hand until he finds something even if it is minor and will ride you until he can find anything to get you. The anti-harrassment policy will not save you with this man's determination to break you
Mr. Mark! they are stating to get to you. you're not so anonymous, you're the ca.
This thread is getting out of hand. It sounds like there are some real issues in 19. I believe Mr. Mark has an open door policy so if anyone doesnt feel comfortable going through their supervisor first for whatever reason they can go directly to him with their issues. That would be the best way to handle these issues instead of broadcasing it to everyone on a forum like this. Lets be professional and get the real issues resolved by talking with Mr. Mark himself.[/quote]
I don't know if tales told on the site are true. Much of it sounds like grade school, when a mean kid told a bad story about you and it spread before you had a chance to deny it. What's the saying? A lie goes halfway around the world before the truth gets its boots on.
Circuit 19 has some real issues!! Hopefully the frequent flyers on this site will obtain the help they need. Rather than blame the new guy perhaps you need to look within!!!If your proffession creates so much sadness that it impacts your personal life it may be time to look for another career. If not for yourselves..... but your children that have to watch their mom and dad on this site fighting their dark side with in. That is sad for our community but most of for all the children!! Having worked in this Circuit for years it is obvious that the same losers are up their old tricks again. The concern for each of you should be in doing your jobs!!! (kd,br,kb,eg,ct,...........) God speed Mr. Mark!!
:evil: :evil: :!:
tm+rh=conspiracy rh=hypocrite!
If Mr. Mark truly has an open door policy he will come to the rescue of my office. My supervisor tells me every day that Mr. Mark is part of a conspiracy to get rid of him/her, because ricky told them so......... welll the paronoia is obviously getting to him/her. Both are observed crying in their offices. Im afraid one of them will stroke out, One wieghs three tons (or more) and the other is always red faced, particulary after his lunch hour (+) lunches.(this could be BP/ALCH or combo!!) to make matters worse niether supervisor is a positive influence........ One is spineless and has no leadership ability. Her most recent whining has something to do with a recnet self audit of procedure compliance. The other refers to himself as "Dorothys *****" (former ca) and appear to have a very twisted sexist opinion of women! Thats a real leader for you. He also says he can't be touch because he is the next CPSS "no matter what." I hope Mr. Mark will help my office before one of the two stroke out or worse an offneder commits a horibble crime when they were not enforcing procedures!!
If Mr. Mark truly has an open door policy he will come to the rescue of my office. My supervisor tells me every day that Mr. Mark is part of a conspiracy to get rid of him/her, because ricky told them so......... welll the paronoia is obviously getting to him/her. Both are observed crying in their offices. Im afraid one of them will stroke out, One wieghs three tons (or more) and the other is always red faced, particulary after his lunch hour (+) lunches.(this could be BP/ALCH or combo!!) to make matters worse niether supervisor is a positive influence........ One is spineless and has no leadership ability. Her most recent whining has something to do with a recnet self audit of procedure compliance. The other refers to himself as "Dorothys *****" (former ca) and appear to have a very twisted sexist opinion of women! Thats a real leader for you. He also says he can't be touch because he is the next CPSS "no matter what." I hope Mr. Mark will help my office before one of the two stroke out or worse an offneder commits a horibble crime when they were not enforcing procedures!!
I doubt the stress in that office is anything compared to other ones. Now as far as the conspiracy to get rid of someone, you never know. Look what happened to the last CA who didnt do any major thing wrong that I ever saw and he was told to go.
This thread is getting out of hand. It sounds like there are some real issues in 19. I believe Mr. Mark has an open door policy so if anyone doesnt feel comfortable going through their supervisor first for whatever reason they can go directly to him with their issues. That would be the best way to handle these issues instead of broadcasing it to everyone on a forum like this. Lets be professional and get the real issues resolved by talking with Mr. Mark himself.
I don't know if tales told on the site are true. Much of it sounds like grade school, when a mean kid told a bad story about you and it spread before you had a chance to deny it. What's the saying? A lie goes halfway around the world before the truth gets its boots on.
Circuit 19 has some real issues!! Hopefully the frequent flyers on this site will obtain the help they need. Rather than blame the new guy perhaps you need to look within!!!If your proffession creates so much sadness that it impacts your personal life it may be time to look for another career. If not for yourselves..... but your children that have to watch their mom and dad on this site fighting their dark side with in. That is sad for our community but most of for all the children!! Having worked in this Circuit for years it is obvious that the same losers are up their old tricks again. The concern for each of you should be in doing your jobs!!! (kd,br,kb,eg,ct,...........) God speed Mr. Mark!![/quote]
If you have worked with Mr. Mark himself you know this stuff is true and their is a lot of disgruntled people in the Ft. Pierce offices now due to the current environment. If you work in Ft. Pierce you would know that most of this is true unless you keep your head under a rock.
He had a breakdown in Broward as a CPSS, we sent him to 15 as a specialist. A savior, not. Paranoid, yes. He needs to learn the word honesty and take responsibility for his actions.
:roll: great we are in trouble
Sounds like the old circuit hasn't changed a bit. What a bunch of pro's. With all this professionalism flying around I sure do feel safe and secure about all those offenders running around loose. T. Mark is no where near your biggest problem 19.
I have doing EM for over 2 years in Circuit 19. When I first began I was told not to worry about running points or checking equipment. My direct supervisor, and the two program supervisors, eric and bill told me it is not important...don't worry about it. Last Tuesday my supervisor told me I am being writen up for running points. I worryed about this all week!!! On Friday i spoke to mr. Mark . He told me that he is only trying to get my supervisor and others supervisors to do their jobs and provide officers with leadership and guidance. It didn't seem that mr. mark is going to be writing anyone up for this. He just wants us to do our jobs. He seems much more reasonable than my supervisor. Thank you mr. mark.
Sounds like the old circuit hasn't changed a bit. What a bunch of pro's. With all this professionalism flying around I sure do feel safe and secure about all those offenders running around loose. T. Mark is no where near your biggest problem 19.
Offenders running around loose :lol:
We dont even know what type of supervision they are on when they leave court usually because of our nice clerk. There is a problem with some officers who are getting over at the expense of others but it sounds like things will only get worse with the new CA knowing his background. God help us all.
I have doing EM for over 2 years in Circuit 19. When I first began I was told not to worry about running points or checking equipment. My direct supervisor, and the two program supervisors, eric and bill told me it is not important...don't worry about it. Last Tuesday my supervisor told me I am being writen up for running points. I worryed about this all week!!! On Friday i spoke to mr. Mark . He told me that he is only trying to get my supervisor and others supervisors to do their jobs and provide officers with leadership and guidance. It didn't seem that mr. mark is going to be writing anyone up for this. He just wants us to do our jobs. He seems much more reasonable than my supervisor. Thank you mr. mark.
that is legit. it should have always been done that way. its the other changes coming that worry me after talking to other circuits this man has been a supervisor in.
Sounds like the old circuit hasn't changed a bit. What a bunch of pro's. With all this professionalism flying around I sure do feel safe and secure about all those offenders running around loose. T. Mark is no where near your biggest problem 19.
As a citizen of the area I agree with the above post. I am appalled! It seems like the childish behaviors and hateful attacks started well before this new CA. Even as a group the people on this site are attacking each other. That is not only sad for each of you but for the citizens of Fl. It seems to me that if a person is doing their job it would not matter who is on top? Get a grip Circuit 19. As a citizen I would feel much more secure knowing you are working together to make us all safe!
This is a public web site. I wonder if the offenders are aware of the long term strife of the employees. I wish this new CA the best!!!
Sounds like the old circuit hasn't changed a bit. What a bunch of pro's. With all this professionalism flying around I sure do feel safe and secure about all those offenders running around loose. T. Mark is no where near your biggest problem 19.
As a citizen of the area I agree with the above post. I am appalled! It seems like the childish behaviors and hateful attacks started well before this new CA. Even as a group the people on this site are attacking each other. That is not only sad for each of you but for the citizens of Fl. It seems to me that if a person is doing their job it would not matter who is on top? Get a grip Circuit 19. As a citizen I would feel much more secure knowing you are working together to make us all safe!
This is a public web site. I wonder if the offenders are aware of the long term strife of the employees. I wish this new CA the best!!!
You evidently dont know are new CA or his past or you would know he is going to be our biggest problem.
This is a public web site. I wonder if the offenders are aware of the long term strife of the employees. I wish this new CA the best!!!
Don't worry Mr. or Mrs. citizen. This is all in fun. Many of us in Circuit 19 have been playing these types of games for years. Prsonal attacks is our way of having fun! This is merely a means for co-workers to share ideas along with solutions!!! As for the offensdes they know the officers and supervisor's have their back and can sleep well tonight.
If you have worked with Mr. Mark himself you know this stuff is true and their is a lot of disgruntled people in the Ft. Pierce offices now due to the current environment. If you work in Ft. Pierce you would know that most of this is true unless you keep your head under a rock.
What specifically has Mr. Mark done?
If you have worked with Mr. Mark himself you know this stuff is true and their is a lot of disgruntled people in the Ft. Pierce offices now due to the current environment. If you work in Ft. Pierce you would know that most of this is true unless you keep your head under a rock.
What specifically has Mr. Mark done?
look at the first 5 pages. I do not want legal action so I wont give exact specifics. Maybe others are willing to. Many know the things he has done.
We dont even know what type of supervision they are on when they leave court usually because of our nice clerk. There is a problem with some officers who are getting over at the expense of others.
Is this something that just started when the new Ca got here? Or has this been ongoing for a long time? It would seem that the former CA and DCA didn't do their job! Give the new guy a chance..Has he done anything to help this situation?..maybe it will get better. With the disposition of the gisgruntled writers it doesn't seem like it could get worse. Give it a try!!!!
We dont even know what type of supervision they are on when they leave court usually because of our nice clerk. There is a problem with some officers who are getting over at the expense of others.
Is this something that just started when the new Ca got here? Or has this been ongoing for a long time? It would seem that the former CA and DCA didn't do their job! Give the new guy a chance..Has he done anything to help this situation?..maybe it will get better. With the disposition of the gisgruntled writers it doesn't seem like it could get worse. Give it a try!!!!
I hope you are right. Maybe he can do some good.
This thread is getting out of hand. It sounds like there are some real issues in 19. I believe Mr. Mark has an open door policy so if anyone doesnt feel comfortable going through their supervisor first for whatever reason they can go directly to him with their issues. That would be the best way to handle these issues instead of broadcasing it to everyone on a forum like this. Lets be professional and get the real issues resolved by talking with Mr. Mark himself.
It would seem that if people just do their job, they have nothing to fear!!! On the other hand if you have been a slacker.....well as they say "it aint pretty"
On Friday i spoke to mr. Mark . He told me that he is only trying to get my supervisor and others supervisors to do their jobs and provide officers with leadership and guidance. It didn't seem that mr. mark is going to be writing anyone up for this. He just wants us to do our jobs. He seems much more reasonable than my supervisor. Thank you mr. mark.
It sound like he has high expectations for himself and others. as a citizen of Fl I don't see that as a bad thing. I wish him the best in raising the bar and dealing with the frequent flyers of this site.
On Friday i spoke to mr. Mark . He told me that he is only trying to get my supervisor and others supervisors to do their jobs and provide officers with leadership and guidance. It didn't seem that mr. mark is going to be writing anyone up for this. He just wants us to do our jobs. He seems much more reasonable than my supervisor. Thank you mr. mark.
It sounds like he has high expectations for himself and others. as a citizen of Fl I don't see that as a bad thing. I wish him the best in raising the bar and dealing with the frequent flyers of this site.
that is legit. it should have always been done that way. its the other changes.
What has this man done to staff in Circuit 19? I always thought one of the signs of a professional is using your own judgement rather than he said she said.......it makes one wonder if offenders are being treated fairly and with respect or if the citizens are being well served?
that is legit. it should have always been done that way. its the other changes.
What has this man done to staff in Circuit 19? I always thought one of the signs of a professional is using your own judgement rather than he said she said.......it makes one wonder if offenders are being treated fairly and with respect or if the citizens are being well served?
People are talking about factual things he has done in the past who know him. They are not in dispute from people who were there to see them which is evryone who was there at the time
Mr. Mark you should stick to one screen name or use none at all. You're not fooling anyone with you lame attempt to derail this post. In fact you're keeping it at no. 1 so all can see what kind of man you really are.
Have a look at the link in my sig
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Mr. Mark you should stick to one screen name or use none at all. You're not fooling anyone with you lame attempt to derail this post. In fact you're keeping it at no. 1 so all can see what kind of man you really are.
Enough already.... :roll:
The Fort Pierce Police Department is authorized 114 positions for sworn and 36 positions for civilian support staff. Minorities and persons that have bi-lingual skills are encouraged to apply.
Position: Police Officer
Beginning Salary: For a non-certified officer is $32,866 per year. For a Florida certified officer is $34,079 per year, with a maximum pay of $51,440 based on a ten step pay scale plan.
Residency: All officers must live within St. Lucie County, or one of the surrounding counties unless approved by the Chief of Police.
Probation: Newly sworn personnel shall be probationary employees for a period of one year from the date of certification. Certification is contingent upon passing a State issued test upon completion of Basic Law Enforcement training. If an employee is already certified upon being hired by the Police Department, probation shall be for a period of one year from the date of swearing in by the City Clerk.
Training Agreement: All persons that attend the Police Academy at the expense of the Fort Pierce Police Department must agree to remain in employment with the Police Department for two (2) year after successfully passing the Florida State Exam, or reimburse the City for all training costs.
The Fort Pierce Police Department is authorized 114 positions for sworn and 36 positions for civilian support staff. Minorities and persons that have bi-lingual skills are encouraged to apply.
Position: Police Officer
Beginning Salary: For a non-certified officer is $32,866 per year. For a Florida certified officer is $34,079 per year, with a maximum pay of $51,440 based on a ten step pay scale plan.
Residency: All officers must live within St. Lucie County, or one of the surrounding counties unless approved by the Chief of Police.
Probation: Newly sworn personnel shall be probationary employees for a period of one year from the date of certification. Certification is contingent upon passing a State issued test upon completion of Basic Law Enforcement training. If an employee is already certified upon being hired by the Police Department, probation shall be for a period of one year from the date of swearing in by the City Clerk.
Training Agreement: All persons that attend the Police Academy at the expense of the Fort Pierce Police Department must agree to remain in employment with the Police Department for two (2) year after successfully passing the Florida State Exam, or reimburse the City for all training costs.
BENEFITS
Work schedule:
Law Enforcement (Patrol): 12-hour shifts / every other weekend off
13 Paid Holidays and 1 Personal Holiday per year
8 hours vacation leave / 10 hours sick leave per month
Longevity Pay - 2% for each 5 years of continuous service
Florida Retirement System - No cost to employee; 75% after 25 years; 6 years vested
Florida Retirement Investment Plan: No cost to employee; 1 year vested
Health and Dental coverage - no cost to employee; premium subsidy for family coverage
$30,000 Life insurance policy - no cost to employee
Vision coverage available
Employee Assistance Program - no cost to employee or family members
Flexible spending plan with pre-tax medical and dependent care costs
Deferred Compensation Plans
Direct Deposit
Sick Leave Pool
College Tuition Reimbursement Program (A-100%, B-90%, C-80%)
Access to Sheriff’s gymnasium facility
Savings Bonds
Pre-Paid College Program
Pre-Paid Legal Program
Accident Policy available
Intensive Care Policy available
Short and Long-Term Disability Policy available
Cancer Policy available
Additional Life Insurance coverage available
Off-duty employment available after completion of 16-week Field Training Program ($19.00 per hour)
Police Bonus - $130 per month maximum for career development training and advanced education.
Uniforms and equipment furnished
Annual shoe allowance
Monthly clothing allowance for certain assignments
Compensatory time for shift differential
40 Caliber Sig firearm issued
No state income tax in Florida
Take home vehicle
County Employees Credit Union membership available
BENEFITS
Work schedule:
Law Enforcement (Patrol): 12-hour shifts / every other weekend off
13 Paid Holidays and 1 Personal Holiday per year
8 hours vacation leave / 10 hours sick leave per month
Longevity Pay - 2% for each 5 years of continuous service
Florida Retirement System - No cost to employee; 75% after 25 years; 6 years vested
Florida Retirement Investment Plan: No cost to employee; 1 year vested
Health and Dental coverage - no cost to employee; premium subsidy for family coverage
$30,000 Life insurance policy - no cost to employee
Vision coverage available
Employee Assistance Program - no cost to employee or family members
Flexible spending plan with pre-tax medical and dependent care costs
Deferred Compensation Plans
Direct Deposit
Sick Leave Pool
College Tuition Reimbursement Program (A-100%, B-90%, C-80%)
Access to Sheriff’s gymnasium facility
Savings Bonds
Pre-Paid College Program
Pre-Paid Legal Program
Accident Policy available
Intensive Care Policy available
Short and Long-Term Disability Policy available
Cancer Policy available
Additional Life Insurance coverage available
Off-duty employment available after completion of 16-week Field Training Program ($19.00 per hour)
Police Bonus - $130 per month maximum for career development training and advanced education.
Uniforms and equipment furnished
Annual shoe allowance
Monthly clothing allowance for certain assignments
Compensatory time for shift differential
40 Caliber Sig firearm issued
No state income tax in Florida
Take home vehicle
County Employees Credit Union membership available
Are some of us being recruited? maybe its time to look at other options with all the mess coming down on us here. We lost 2 more people just in the last week I think. Where is this Mr. Mark and the great leadership he is supposed to give us. We are all waiting, maybe he will show it when another 2 people resign.
8)
The Fort Pierce Police Department is authorized 114 positions for sworn and 36 positions for civilian support staff. Minorities and persons that have bi-lingual skills are encouraged to apply.
Position: Police Officer
Beginning Salary: For a non-certified officer is $32,866 per year. For a Florida certified officer is $34,079 per year, with a maximum pay of $51,440 based on a ten step pay scale plan.
Residency: All officers must live within St. Lucie County, or one of the surrounding counties unless approved by the Chief of Police.
Probation: Newly sworn personnel shall be probationary employees for a period of one year from the date of certification. Certification is contingent upon passing a State issued test upon completion of Basic Law Enforcement training. If an employee is already certified upon being hired by the Police Department, probation shall be for a period of one year from the date of swearing in by the City Clerk.
Training Agreement: All persons that attend the Police Academy at the expense of the Fort Pierce Police Department must agree to remain in employment with the Police Department for two (2) year after successfully passing the Florida State Exam, or reimburse the City for all training costs.
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Job opportunity Posted: 06/19/06 18:36:09
Guest
The Fort Pierce Police Department is authorized 114 positions for sworn and 36 positions for civilian support staff. Minorities and persons that have bi-lingual skills are encouraged to apply.
Position: Police Officer
Beginning Salary: For a non-certified officer is $32,866 per year. For a Florida certified officer is $34,079 per year, with a maximum pay of $51,440 based on a ten step pay scale plan.
Residency: All officers must live within St. Lucie County, or one of the surrounding counties unless approved by the Chief of Police.
Probation: Newly sworn personnel shall be probationary employees for a period of one year from the date of certification. Certification is contingent upon passing a State issued test upon completion of Basic Law Enforcement training. If an employee is already certified upon being hired by the Police Department, probation shall be for a period of one year from the date of swearing in by the City Clerk.
Training Agreement: All persons that attend the Police Academy at the expense of the Fort Pierce Police Department must agree to remain in employment with the Police Department for two (2) year after successfully passing the Florida State Exam, or reimburse the City for all training costs.
Back to top
Jobs galore Posted: 06/19/06 18:40:10
Guest
BENEFITS
Work schedule:
Law Enforcement (Patrol): 12-hour shifts / every other weekend off
13 Paid Holidays and 1 Personal Holiday per year
8 hours vacation leave / 10 hours sick leave per month
Longevity Pay - 2% for each 5 years of continuous service
Florida Retirement System - No cost to employee; 75% after 25 years; 6 years vested
Florida Retirement Investment Plan: No cost to employee; 1 year vested
Health and Dental coverage - no cost to employee; premium subsidy for family coverage
$30,000 Life insurance policy - no cost to employee
Vision coverage available
Employee Assistance Program - no cost to employee or family members
Flexible spending plan with pre-tax medical and dependent care costs
Deferred Compensation Plans
Direct Deposit
Sick Leave Pool
College Tuition Reimbursement Program (A-100%, B-90%, C-80%)
Access to Sheriff’s gymnasium facility
Savings Bonds
Pre-Paid College Program
Pre-Paid Legal Program
Accident Policy available
Intensive Care Policy available
Short and Long-Term Disability Policy available
Cancer Policy available
Additional Life Insurance coverage available
Off-duty employment available after completion of 16-week Field Training Program ($19.00 per hour)
Police Bonus - $130 per month maximum for career development training and advanced education.
Uniforms and equipment furnished
Annual shoe allowance
Monthly clothing allowance for certain assignments
Compensatory time for shift differential
40 Caliber Sig firearm issued
No state income tax in Florida
Take home vehicle
What is the single thing I would do to improve the Department of Corrections. Training! The funny thing about training is that it ties into everything you do. It affects leadership, personnel, turnover, resources and procurement. It affects budgets, planning, and administration. And for those that would say Florida is used as a national model; I would tell you that it just goes to show you how far the rest of the country really has to go:
• For the time being, move Staff Development out from under Administration, and place it directly under the Secretary of the Department. A signal needs to be sent that training is a high, if not the, number one priority.
• Stabilize the Bureau Chief position. In the last 9 years, there have been at least six heads of Staff Development. The position (in my opinion) has been used as a political offering for far too long.
• Initially organize the bureau into two sections: Corrections and Probation. After these stabilize, then add a third section: Staff Support. The ultimate phase would be to disband Staff Development as an entity and place Corrections under Central Office Institutions, Probation under Central Office Community Corrections, and Staff Support under Central Office Administration.
• Get Community Corrections Programs out of the training business (for the time being).
• Get all of Staff Development, to include those in the Regions out of the training execution business and into the planning and development business.
• Establish a training budget separate from CJSTC.
• Quit worrying about liability and ask yourself, “What is the right and reasonable thing to do?” This will solve your liability problem, and ultimately change the department from a reactive to a proactive organization. Besides. Who makes policy decisions- lawyers or those in charge of lawyers?
• Get out of ACA, or at least let them know that you are developing a training system second to none in the United States and they can either go along or not.
• Do a thorough task analysis of all CO, CPO, leader and collective tasks. Break these tasks down into functional areas, and rank. (Note: A history lesson. Approximately 7-8 years ago, FDLE (at a CJSTC Commission Meeting) was asked why it was they had spent two thirds of the CMS budget on developing CMS for law enforcement, and had yet to start on CMS for Correctional Officers. They didn’t have an answer. Subsequently, the department developed COBRA on its own, and left Probation to dangle in the wind. Probation decided (for whatever reason) to continue business as usual even though its mission fundamentally changed. In both cases, a task analysis was never done. Ultimately this means that we have been operating under a system that no one in Central Office or FDLE truly understands. In training liability lingo this can be called, “deliberate indifference”. Conducting searches without training, warrantless arrests without training, case management without training, officers dying on active duty because of heart attacks = deliberate indifference).
• Develop task conditions and standards of performance.
• Separate these tasks into common tasks (those performed by all), leader tasks (those performed by rank), and functional area tasks (those performed by individuals within a specific group (i.e. control room, dormitories, etc).
• Transition to a system where leaders (Sergeants, Lieutenants, Captains, Majors, Colonels, Assistant Wardens, Wardens, and Probation Supervisors are responsible for training their own people. You don’t need CJSTC certification to run a re-qualification range, nor do you need it to teach common and or area specific tasks. You simply need to teach them how to give and present training, which can be done in a basic leadership course. You can maintain FDLE certification requirements for Basic recruit. That is the only place you are required by law to have it).
• Develop Basic Recruit, Professional Development, and specialized training (collective training) based on these tasks. This includes advanced training for officers (example: Shoot, don’t shoot. Advanced searches. Et. Al), and advanced training for staffs (riot control exercises, emergency management exercises etc)
• Use lessons learned and operational feedback to tie back into the training system. This updates the system for future needs.
• Repeat the process for staff support, and then disband staff development.
What is the single thing I would do to improve the Department of Corrections. Training! The funny thing about training is that it ties into everything you do. It affects leadership, personnel, turnover, resources and procurement. It affects budgets, planning, and administration. And for those that would say Florida is used as a national model; I would tell you that it just goes to show you how far the rest of the country really has to go:
• For the time being, move Staff Development out from under Administration, and place it directly under the Secretary of the Department. A signal needs to be sent that training is a high, if not the, number one priority.
• Stabilize the Bureau Chief position. In the last 9 years, there have been at least six heads of Staff Development. The position (in my opinion) has been used as a political offering for far too long.
• Initially organize the bureau into two sections: Corrections and Probation. After these stabilize, then add a third section: Staff Support. The ultimate phase would be to disband Staff Development as an entity and place Corrections under Central Office Institutions, Probation under Central Office Community Corrections, and Staff Support under Central Office Administration.
• Get Community Corrections Programs out of the training business (for the time being).
• Get all of Staff Development, to include those in the Regions out of the training execution business and into the planning and development business.
• Establish a training budget separate from CJSTC.
• Quit worrying about liability and ask yourself, “What is the right and reasonable thing to do?” This will solve your liability problem, and ultimately change the department from a reactive to a proactive organization. Besides. Who makes policy decisions- lawyers or those in charge of lawyers?
• Get out of ACA, or at least let them know that you are developing a training system second to none in the United States and they can either go along or not.
• Do a thorough task analysis of all CO, CPO, leader and collective tasks. Break these tasks down into functional areas, and rank. (Note: A history lesson. Approximately 7-8 years ago, FDLE (at a CJSTC Commission Meeting) was asked why it was they had spent two thirds of the CMS budget on developing CMS for law enforcement, and had yet to start on CMS for Correctional Officers. They didn’t have an answer. Subsequently, the department developed COBRA on its own, and left Probation to dangle in the wind. Probation decided (for whatever reason) to continue business as usual even though its mission fundamentally changed. In both cases, a task analysis was never done. Ultimately this means that we have been operating under a system that no one in Central Office or FDLE truly understands. In training liability lingo this can be called, “deliberate indifference”. Conducting searches without training, warrantless arrests without training, case management without training, officers dying on active duty because of heart attacks = deliberate indifference).
• Develop task conditions and standards of performance.
• Separate these tasks into common tasks (those performed by all), leader tasks (those performed by rank), and functional area tasks (those performed by individuals within a specific group (i.e. control room, dormitories, etc).
• Transition to a system where leaders (Sergeants, Lieutenants, Captains, Majors, Colonels, Assistant Wardens, Wardens, and Probation Supervisors are responsible for training their own people. You don’t need CJSTC certification to run a re-qualification range, nor do you need it to teach common and or area specific tasks. You simply need to teach them how to give and present training, which can be done in a basic leadership course. You can maintain FDLE certification requirements for Basic recruit. That is the only place you are required by law to have it).
• Develop Basic Recruit, Professional Development, and specialized training (collective training) based on these tasks. This includes advanced training for officers (example: Shoot, don’t shoot. Advanced searches. Et. Al), and advanced training for staffs (riot control exercises, emergency management exercises etc)
• Use lessons learned and operational feedback to tie back into the training system. This updates the system for future needs.
• Repeat the process for staff support, and then disband staff development.
Are some of us being recruited? maybe its time to look at other options with all the mess coming down on us here. We lost 2 more people just in the last week I think. Where is this Mr. Mark and the great leadership he is supposed to give us. We are all waiting, maybe he will show it when another 2 people resign.
8)
Is someone spamming on here. Back to the topic at hand. How is Mr. Mark doing in 19....???
LEOAFFAIRS.COM™ is not meant to be agency or state specific. It is also not meant to be a “slam” site. We have every intention of operating professionally while supplying law enforcement officers with what we consider to be crucial information.
LEOAFFAIRS.COM™ is not meant to be agency or state specific. It is also not meant to be a “slam” site. We have every intention of operating professionally while supplying law enforcement officers with what we consider to be crucial information.
LEOAFFAIRS.COM™ is not meant to be agency or state specific. It is also not meant to be a “slam” site. We have every intention of operating professionally while supplying law enforcement officers with what we consider to be crucial information.
If you are with LEOAFFAIRS.COM™ then delete the thread it is getting out of hand.
Police Officer
The City of Fort Lauderdale
SALARY
Non-Certified Applicants:
Salary range $41,620.80 - $63,897.60 (top pay may be reached within six years of certification) * Non-certified $41,620.80 (while in the academy) = $1,600.80 bi-Weekly + overtime (FLPD Cadets are compensated up to 10 hours of overtime/comp time every two weeks while in the police academy)
MILITARY VETERANS Qualified Military Veterans may earn an additional $1,030.00 per month, while training in the Police Academy*. This compensation is a Federal Program and is in no way connected to the City of Fort Lauderdale. *Montgomery GI bill - (Active Duty who complete an enlistment of three years or more. Ch. 30 of title 38 U.S.C.). Contact the Department of Veterans Affairs for additional information.
Certified Police Officers or Out-of-State Certified Officers: who have one to five years or more of full-time certified law enforcement experience
(see information below to see if your certification is accepted).
- Salary range $43,721.60-$63,897.60
Salary Schedule For Officers With Experience:
1 - 2.9 Years of full time law enforcement experience: $47,320.00 starting annually
3 - 4.9 Years of full time law enforcement experience: $51,001.60 starting annually
5 + Years of full time law enforcement experience: $54,641.60 starting annually
Plus liberal fringe benefits
There is no Florida State income tax deducted!
Back to top
sarasota police west coast florida south of tampa
To apply for employment, click here.
In order to become an officer with the Sarasota Police Department, you must:
Meet the minimum age (19) required by Florida Statutes
Be a citizen of the United States
Possess a valid driver's license
Be in good physical and mental health as determined by licensed physicians designated by the City
Meet the vision requirements of 20/100 uncorrected in each eye, correctable to 20/30 in each eye
Have no felony convictions
Have no misdemeanor convictions involving perjury, a false statement or moral turpitude
If in the military, you must have an honorable discharge, you must supply form DD-214, DD-256 or NGB 22 where applicable
Successfully complete the application process
Be of good moral character as determined by a thorough background investigation.
Pay Scale (Base Pay)
Level Description Hourly Pay Annual Pay
Level 1 Entry level with no prior experience $15.9514 $33,179
Level 2 Florida certifiable with less than 3 years experience $16.9817 $36,320
Level 3 Florida certifiable with 3 years experience
(Includes Comparative Compliance) $18.0613 $38,629
Level 4 Florida certified and successful completion of the Department's Fielding Training Program $19.2392 $41,148
Police Officer 2nd Class Permanent $19.6375 $42,000
Police Officer 1st Class Permanent (after 2 yrs) $21.0402 $45,000
Maximum Salary at 12 years $27.1821 $58,136
This is a probationary full-time position.
Back to top
kris cross Posted: 06/18/06 09:03:20
sarasota police west coast florida south of tampa
To apply for employment, click here.
In order to become an officer with the Sarasota Police Department, you must:
Meet the minimum age (19) required by Florida Statutes
Be a citizen of the United States
Possess a valid driver's license
Be in good physical and mental health as determined by licensed physicians designated by the City
Meet the vision requirements of 20/100 uncorrected in each eye, correctable to 20/30 in each eye
Have no felony convictions
Have no misdemeanor convictions involving perjury, a false statement or moral turpitude
If in the military, you must have an honorable discharge, you must supply form DD-214, DD-256 or NGB 22 where applicable
Successfully complete the application process
Be of good moral character as determined by a thorough background investigation.
Pay Scale (Base Pay)
Level Description Hourly Pay Annual Pay
Level 1 Entry level with no prior experience $15.9514 $33,179
Level 2 Florida certifiable with less than 3 years experience $16.9817 $36,320
Level 3 Florida certifiable with 3 years experience
(Includes Comparative Compliance) $18.0613 $38,629
Level 4 Florida certified and successful completion of the Department's Fielding Training Program $19.2392 $41,148
Police Officer 2nd Class Permanent $19.6375 $42,000
Police Officer 1st Class Permanent (after 2 yrs) $21.0402 $45,000
Maximum Salary at 12 years $27.1821 $58,136
This is a probationary full-time position.
Back to top
kris cross Posted: 06/18/06 09:03:20
Let me guess. Since your cases talk like that you should be able to crawl down to their level and do the same. Right?
Then again, you could be a professional and not talk or write like that.
Let me guess. Since your cases talk like that you should be able to crawl down to their level and do the same. Right?
Then again, you could be a professional and not talk or write like that.
BENEFITS
Work schedule:
Law Enforcement (Patrol): 12-hour shifts / every other weekend off
13 Paid Holidays and 1 Personal Holiday per year
8 hours vacation leave / 10 hours sick leave per month
Longevity Pay - 2% for each 5 years of continuous service
Florida Retirement System - No cost to employee; 75% after 25 years; 6 years vested
Florida Retirement Investment Plan: No cost to employee; 1 year vested
Health and Dental coverage - no cost to employee; premium subsidy for family coverage
$30,000 Life insurance policy - no cost to employee
Vision coverage available
Employee Assistance Program - no cost to employee or family members
Flexible spending plan with pre-tax medical and dependent care costs
Deferred Compensation Plans
Direct Deposit
Sick Leave Pool
College Tuition Reimbursement Program (A-100%, B-90%, C-80%)
Access to Sheriff’s gymnasium facility
Savings Bonds
Pre-Paid College Program
Pre-Paid Legal Program
Accident Policy available
Intensive Care Policy available
Short and Long-Term Disability Policy available
Cancer Policy available
Additional Life Insurance coverage available
Off-duty employment available after completion of 16-week Field Training Program ($19.00 per hour)
Police Bonus - $130 per month maximum for career development training and advanced education.
Uniforms and equipment furnished
Annual shoe allowance
Monthly clothing allowance for certain assignments
Compensatory time for shift differential
40 Caliber Sig firearm issued
No state income tax in Florida
Take home vehicle
County Employees Credit Union membership available
LEOAFFAIRS.COM™ is not meant to be agency or state specific. It is also not meant to be a “slam” site. We have every intention of operating professionally while supplying law enforcement officers with what we consider to be crucial information.
BENEFITS
Work schedule:
Law Enforcement (Patrol): 12-hour shifts / every other weekend off
13 Paid Holidays and 1 Personal Holiday per year
8 hours vacation leave / 10 hours sick leave per month
Longevity Pay - 2% for each 5 years of continuous service
Florida Retirement System - No cost to employee; 75% after 25 years; 6 years vested
Florida Retirement Investment Plan: No cost to employee; 1 year vested
Health and Dental coverage - no cost to employee; premium subsidy for family coverage
$30,000 Life insurance policy - no cost to employee
Vision coverage available
Employee Assistance Program - no cost to employee or family members
Flexible spending plan with pre-tax medical and dependent care costs
Deferred Compensation Plans
Direct Deposit
Sick Leave Pool
College Tuition Reimbursement Program (A-100%, B-90%, C-80%)
Access to Sheriff’s gymnasium facility
Savings Bonds
Pre-Paid College Program
Pre-Paid Legal Program
Accident Policy available
Intensive Care Policy available
Short and Long-Term Disability Policy available
Cancer Policy available
Additional Life Insurance coverage available
Off-duty employment available after completion of 16-week Field Training Program ($19.00 per hour)
Police Bonus - $130 per month maximum for career development training and advanced education.
Uniforms and equipment furnished
Annual shoe allowance
Monthly clothing allowance for certain assignments
Compensatory time for shift differential
40 Caliber Sig firearm issued
No state income tax in Florida
Take home vehicle
County Employees Credit Union membership available
BENEFITS
Work schedule:
Law Enforcement (Patrol): 12-hour shifts / every other weekend off
13 Paid Holidays and 1 Personal Holiday per year
8 hours vacation leave / 10 hours sick leave per month
Longevity Pay - 2% for each 5 years of continuous service
Florida Retirement System - No cost to employee; 75% after 25 years; 6 years vested
Florida Retirement Investment Plan: No cost to employee; 1 year vested
Health and Dental coverage - no cost to employee; premium subsidy for family coverage
$30,000 Life insurance policy - no cost to employee
Vision coverage available
Employee Assistance Program - no cost to employee or family members
Flexible spending plan with pre-tax medical and dependent care costs
Deferred Compensation Plans
Direct Deposit
Sick Leave Pool
College Tuition Reimbursement Program (A-100%, B-90%, C-80%)
Access to Sheriff’s gymnasium facility
Savings Bonds
Pre-Paid College Program
Pre-Paid Legal Program
Accident Policy available
Intensive Care Policy available
Short and Long-Term Disability Policy available
Cancer Policy available
Additional Life Insurance coverage available
Off-duty employment available after completion of 16-week Field Training Program ($19.00 per hour)
Police Bonus - $130 per month maximum for career development training and advanced education.
Uniforms and equipment furnished
Annual shoe allowance
Monthly clothing allowance for certain assignments
Compensatory time for shift differential
40 Caliber Sig firearm issued
No state income tax in Florida
Take home vehicle
County Employees Credit Union membership available
Mr. Mark?
The Fort Pierce Police Department is authorized 114 positions for sworn and 36 positions for civilian support staff. Minorities and persons that have bi-lingual skills are encouraged to apply.
Position: Police Officer
Beginning Salary: For a non-certified officer is $32,866 per year. For a Florida certified officer is $34,079 per year, with a maximum pay of $51,440 based on a ten step pay scale plan.
Residency: All officers must live within St. Lucie County, or one of the surrounding counties unless approved by the Chief of Police.
Probation: Newly sworn personnel shall be probationary employees for a period of one year from the date of certification. Certification is contingent upon passing a State issued test upon completion of Basic Law Enforcement training. If an employee is already certified upon being hired by the Police Department, probation shall be for a period of one year from the date of swearing in by the City Clerk.
Training Agreement: All persons that attend the Police Academy at the expense of the Fort Pierce Police Department must agree to remain in employment with the Police Department for two (2) year after successfully passing the Florida State Exam, or reimburse the City for all training costs.
Public safety wrote:
LEOAFFAIRS.COM™ is not meant to be agency or state specific. It is also not meant to be a “slam” site. We have every intention of operating professionally while supplying law enforcement officers with what we consider to be crucial information.
If you are with LEOAFFAIRS.COM™ then delete the thread it is getting out of hand.
Amen!!!!
The Fort Pierce Police Department is authorized 114 positions for sworn and 36 positions for civilian support staff. Minorities and persons that have bi-lingual skills are encouraged to apply.
Position: Police Officer
Beginning Salary: For a non-certified officer is $32,866 per year. For a Florida certified officer is $34,079 per year, with a maximum pay of $51,440 based on a ten step pay scale plan.
Residency: All officers must live within St. Lucie County, or one of the surrounding counties unless approved by the Chief of Police.
Probation: Newly sworn personnel shall be probationary employees for a period of one year from the date of certification. Certification is contingent upon passing a State issued test upon completion of Basic Law Enforcement training. If an employee is already certified upon being hired by the Police Department, probation shall be for a period of one year from the date of swearing in by the City Clerk.
Training Agreement: All persons that attend the Police Academy at the expense of the Fort Pierce Police Department must agree to remain in employment with the Police Department for two (2) year after successfully passing the Florida State Exam, or reimburse the City for all training co
i see someone that needs to find another job that is rewarding and grants me the ability to get ahead and be someone. i see cross over in my future and hopefully a career in law enforcement such as an officer and a real one ie:police.
Everybody is a somebody!!!!
I heard he rose from the dead? Is it true? We thought we took care of him. He'll blow up again, don't worry, he'll micro manage himself right out of a job. Good luck 19.
Where it all began.....
I remember him, his wife's boyfriend beat him up and he used to sleep in the office and @ Gab Booker's office when she still worked for DC. Does he still smell like booz all of the time??
:roll:
I remember him, his wife's boyfriend beat him up and he used to sleep in the office and @ Gab Booker's office when she still worked for DC. Does he still smell like booz all of the time??
:roll:
I remember you. Aren't you on your third wife, because you have cheated with DOC personnel on multiple occasions. Keep up the good work and say hello to No 3...or is it 4. Or are you the one whom had special relationships with people in a more judicial role. :cry: Hatefuk rumor monguer
that is legit. it should have always been done that way. its the other changes.
What has this man done to staff in Circuit 19? I always thought one of the signs of a professional is using your own judgement rather than he said she said.......it makes one wonder if offenders are being treated fairly and with respect or if the citizens are being well served?
People are talking about factual things he has done in the past who know him. They are not in dispute from people who were there to see them which is evryone who was there at the time
Nicely written....you super intellect. Makes me wonder why you have not been recruited by NASA. If your PSI's are this good, you must be popular in the courthouse. By the way...It makes me wonder if offenders are supervised in any way. :shock:
You'd think that the Department would pick someone who was able to be in control of their own life to be in charge of a Circuit. He was a mess some years ago. It was pitiful. He has all of the qualities of someone you look to get rid of. When he worked for me, he was a problem employee. We had to transfer him to keep from getting legal action taken against us. I guess things have changed their at the Dept.
:roll: Maybe things havent changed.
I thought the Colonel was going to weed people out like this?
Everyone in DOC has heard about this mans past. It is public knowledge.
The Fort Pierce Police Department is authorized 114 positions for sworn and 36 positions for civilian support staff. Minorities and persons that have bi-lingual skills are encouraged to apply.
Position: Police Officer
Beginning Salary: For a non-certified officer is $32,866 per year. For a Florida certified officer is $34,079 per year, with a maximum pay of $51,440 based on a ten step pay scale plan.
Residency: All officers must live within St. Lucie County, or one of the surrounding counties unless approved by the Chief of Police.
Probation: Newly sworn personnel shall be probationary employees for a period of one year from the date of certification. Certification is contingent upon passing a State issued test upon completion of Basic Law Enforcement training. If an employee is already certified upon being hired by the Police Department, probation shall be for a period of one year from the date of swearing in by the City Clerk.
Training Agreement: All persons that attend the Police Academy at the expense of the Fort Pierce Police Department must agree to remain in employment with the Police Department for two (2) year after successfully passing the Florida State Exam, or reimburse the City for all training costs.
Back to top
The Fort Pierce Police Department is authorized 114 positions for sworn and 36 positions for civilian support staff. Minorities and persons that have bi-lingual skills are encouraged to apply.
Position: Police Officer
Beginning Salary: For a non-certified officer is $32,866 per year. For a Florida certified officer is $34,079 per year, with a maximum pay of $51,440 based on a ten step pay scale plan.
Residency: All officers must live within St. Lucie County, or one of the surrounding counties unless approved by the Chief of Police.
Probation: Newly sworn personnel shall be probationary employees for a period of one year from the date of certification. Certification is contingent upon passing a State issued test upon completion of Basic Law Enforcement training. If an employee is already certified upon being hired by the Police Department, probation shall be for a period of one year from the date of swearing in by the City Clerk.
Training Agreement: All persons that attend the Police Academy at the expense of the Fort Pierce Police Department must agree to remain in employment with the Police Department for two (2) year after successfully passing the Florida State Exam, or reimburse the City for all training costs.
Back to top
BENEFITS
Work schedule:
Law Enforcement (Patrol): 12-hour shifts / every other weekend off
13 Paid Holidays and 1 Personal Holiday per year
8 hours vacation leave / 10 hours sick leave per month
Longevity Pay - 2% for each 5 years of continuous service
Florida Retirement System - No cost to employee; 75% after 25 years; 6 years vested
Florida Retirement Investment Plan: No cost to employee; 1 year vested
Health and Dental coverage - no cost to employee; premium subsidy for family coverage
$30,000 Life insurance policy - no cost to employee
Vision coverage available
Employee Assistance Program - no cost to employee or family members
Flexible spending plan with pre-tax medical and dependent care costs
Deferred Compensation Plans
Direct Deposit
Sick Leave Pool
College Tuition Reimbursement Program (A-100%, B-90%, C-80%)
Access to Sheriff’s gymnasium facility
Savings Bonds
Pre-Paid College Program
Pre-Paid Legal Program
Accident Policy available
Intensive Care Policy available
Short and Long-Term Disability Policy available
Cancer Policy available
Additional Life Insurance coverage available
Off-duty employment available after completion of 16-week Field Training Program ($19.00 per hour)
Police Bonus - $130 per month maximum for career development training and advanced education.
Uniforms and equipment furnished
Annual shoe allowance
Monthly clothing allowance for certain assignments
Compensatory time for shift differential
40 Caliber Sig firearm issued
No state income tax in Florida
Take home vehicle
County Employees Credit Union membership available
SURF THE NET FOR A JOB Posted: 06/17/06 18:59:14
Guest
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DEPUTY $30,400-$52,600
DEPUTY FIRST CLASS $31,921-$55,224
DEPUTY SENIOR $33,517-$57,984
MASTER DEPUTY $35,193-$60-883
THESE POSITION YOU OBTAIN THRU TIME ON THE FORCE.
ADD THE TAKE HOME CAR, ALL EQUIPTMENT AND NOT HAVING TO BUY GAS AND BEAT ON YOUR CAR, THIS JOB IS REALLY GOOD AND YOU CAN MAKE MONEY THRU THE YEARS RATHER NEVER GET AHEAD HERE AT FLDOC.
Whiners need not apply.
Please let this die
Kind Regards
:? :?:
I am skilled in the performance of my duties and governed by a code of ethics that demands integrity in word and deed
:roll: :roll: :roll: :roll: :roll: :roll:
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Why is this guy getting brought to the top again? More of the last 14??
i spend 45 minutes each day taking a dump and taking 15 minute smoke breaks on the hour.
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He continues to listen to the the CPSS in 190 who has no leadership skills, people skills, and continues to run people off! She has alienated Gail Avery, who wont even talk to her. We wonder why we cant get anything from the clerk. He needs to not be the weasel he is and send her back to Stuart ot into retirement!
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Why do you keep posting that jibberish Mr. Mark when people have let this thread die. Just leave it alone and it will probably go away. :roll:
He must be like the bad kid in school who craves attention...good or bad. Just the person to try an run a circuit. Can you say head case!
Thomas is a woosie and always will be. He has never been a team player and is always on the verge of loosing it. I find it hard to believe they allowed him to have this job. Maybe Patterson will use those talons of hers (or her high heels) to do him in before it is over. Lord help you people in that circuit with the two of them. I have worked with them both and am glad to be away from them!
Patterson better watch her sorry a$$ because she is no better. She is a product of some poor mgmt. How did she get her job? :roll: :roll: :roll:
Valerie ROLLE!!!!!!!!!!!!!!!!
Thomas is a woosie and always will be. He has never been a team player and is always on the verge of loosing it. I find it hard to believe they allowed him to have this job. Maybe Patterson will use those talons of hers (or her high heels) to do him in before it is over. Lord help you people in that circuit with the two of them. I have worked with them both and am glad to be away from them!
flgirl: don't you remember? He applied for 15-2 and VR kept re-advertising it. They finally got him to bite on C7 after the blood bath.
From what I have seen, he is the kind of poor basted that took the job for an ego purpose. He buys a home, and Dc will send him on his way....
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gabby
10-19-2006, 01:23 PM
It is amazing that college-educated people can spend so much time on this subject which leads to no positive end.
IF Thomas Mark is as bad as everyone says, Region WILL make a change.....IF and WHEN it is appropriate. Trust their judgement.
If you can't change the situation, get out or, better yet, be professional and do your job to the best of your ability and rise above the crap you think you are in.
We need to keep it going. Maybe we can make the Guinness Book of Records!
:D
Oh, yeah, THAT'S what I'm going to wait for, for Region to make a change when they think it's appropriate (how about NEVER as with most bad personnel).
And, it does lead to positive change if this stuff is read by the ones making the decisions. You're obviously not one of them, or if you are, you wouldn't make the change, hence the necessity for the above![/i]
We'll see what region does. C19 can run by itself w/out the drama the circuit seems to bring.
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Do you bright people think offenders might read this site? It will probably be used by them in VOP hearings.
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ENOUGH SPAM
ARE THERE ANY UPDATES 19 ???
Can a moderator delete the spam posts here?
They could if they wanted to? :wink:
Why am I still here? I attack people who do their jobs, I tell everyone what they want to here, I am sincere, caring, know all policy @ procedure, and I had to change my office so I can smoke more and not miss any BS phone calls.
Why are you still there, thought Don was CA?
Don probably does all the real work, while Mark runs around like chicken little in his own little world of paranoia. On a positive note, perhaps that running around will held him pass the physical, you know, the "voluntary" one. :wink:
Why is this guy getting brought to the top again? More of the last 15? We should all be banding together to get pay raises, reduce case loads and more parties![/code]
So how many people have been fired since he has been there? Alot I would imagine. I am surprised Circuit 19 has any employees left.
some offensive personal attacks on it, please delete the unprofessional, uncalled for attack on this Circuit
Sounds like we need to band together to rid community corrections of poor mgmt. We have Tampa, Pensicola, Fort Myers, Fort Pierce, etc, If the employees are not happy, CO needs to take notice!
Like Central Office cares. They know retention rates. They know they continually hire officers to replace those who leave. They simply DO NOT care. I'm not sure they ever did (I haven't been here very long) but I know NOBODY from my supervisors right up to the top dawg in charge gives a rat's ass about anything besides creating stats to make themselves look good to the legislature.
I can not answer for pinellas or other Counties but I have been in Circuit 19 over 15 years. For the most part the supervisors and current administrators treat people fair. Don't know any staff that have been fired in the last year. Until recently circuit 19 had an incompetant female dca that treated staff badly if she spoke to staff at all. She had not spoke to me at all in 2 years. she seems to have a personality disorder that keeps her from talking to people that look different. Oh well she went somewhere in south florida and staff celebrated after she left.
Boy, this post is like a bad novel. Sounds like a real leader.
I can not answer for pinellas or other Counties but I have been in Circuit 19 over 15 years. For the most part the supervisors and current administrators treat people fair. Don't know any staff that have been fired in the last year. Until recently circuit 19 had an incompetant female dca that treated staff badly if she spoke to staff at all. She had not spoke to me at all in 2 years. she seems to have a personality disorder that keeps her from talking to people that look different. Oh well she went somewhere in south florida and staff celebrated after she left.
People just quit in 19
You'd think that the Department would pick someone who was able to be in control of their own life to be in charge of a Circuit. He was a mess some years ago. It was pitiful. He has all of the qualities of someone you look to get rid of. When he worked for me, he was a problem employee. We had to transfer him to keep from getting legal action taken against us. I guess things have changed their at the Dept.
Where did you supervise him at ?
I can not answer for pinellas or other Counties but I have been in Circuit 19 over 15 years. For the most part the supervisors and current administrators treat people fair. Don't know any staff that have been fired in the last year. Until recently circuit 19 had an incompetant female dca that treated staff badly if she spoke to staff at all. She had not spoke to me at all in 2 years. she seems to have a personality disorder that keeps her from talking to people that look different. Oh well she went somewhere in south florida and staff celebrated after she left.
People just quit in 19
People in Circuit 19 don't quit because of their supervisors. Some find better jobs, and some leave the area for other reasons, but the current CA in 19 is not the reason for any officer leaving.
A lot of turnover in officers in C-19 was due to new hires coming into the agency in C-19, while living in Brevard or even Orlando. Those folks then transferred, leaving C-19 with new vacancies to fill.
I don't see the current CA as gunning for people's jobs. He doesn't want vacancies any more than anyone else. Nor do I see the current CA as the cause of C-19's ongoing problems. Most of those problems are systemic problems whose roots lie either at the Regional level or higher, or with the court system there.
I would say that your wrong. Yes, Region has allowed probationary cpo's to transfer out, but who hired them? Circuit. Who hasn't spoken to the clerk in St. Luicie? Circuit. Who still has the 8 page probation order with no drug testing as standard? St. Lucie. Who has not fixed it? Circuit. Who doesn't know what the intake situation is in St. Luice? Circuit. Who is in charge of the Circuit? T. Mark
Do you have any questions?
Then leave. Your smart. You'll be able to find a better job! If not, stop crying and go to work.
Then leave. Your smart. You'll be able to find a better job! If not, stop crying and go to work.
Leave because you want us to? Sorry Tommy, we'll ride you out...
Then leave. Your smart. You'll be able to find a better job! If not, stop crying and go to work.
Why would we condone someone not doing their job? I believe someone should be held accountable, don't you? Is it, "do as I say", "not as I do"??
Name is not Tommy here. But, if you are not happy at the job, don't you owe it to yourself to find a better job?
Name is not Tommy here. But, if you are not happy at the job, don't you owe it to yourself to find a better job?
No, Tommy. Start lookin.Tick, tick, tick...
Name is not Tommy here. But, if you are not happy at the job, don't you owe it to yourself to find a better job?
Call me on Monday and we'll see if we can save your job...
Again, no Tommy here. Should I still watch the clock?
Again, no Tommy here. Should I still watch the clock?
On second thought, don't bother calling. We're done. Good luck tommy!
Is this the tommy that is deaf, dumb!?
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