Originally Posted by
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The Executive Brass thinks that it understands who is capable of handling any
Job. The problem is they really suck at predictions. Especially George Steffen, to his if their name has an opolous in it they are golden. Good supervisors/leaders are cultivated and nurtured. They start as productive deputies who have drive and common sense. They emerge as informal leaders. If there were any legacy plans in place they would be tapped for FTO. Then we would see what they can do. If that works well then they get tapped for corporal. If you want to give them some good experience you tap them for some detective work. Before you forget what they look like you promote them to sergeant and put them back on the road. You leave them there for a year or so to gain experience and exposure. Then if you need them in a specialized sergeant spot you put them there. If they have promise they come back to the road as a lieutenant. After a few years then you move them to a specialized position as a lieutenant. That’s how leadership and experience is developed.
Unfortunately no one in the executive staff has the patience for any of that. They fail to plan ahead and when people leave they go with the tampon approach to promotions and transfers. And when the person who was transferred or promoted too soon fails in less than one year, they eject them for another tampon. They wonder why they have so many failures. It’s because who calls the shots has lost their view of the lower level supervisor jobs.
This agency sets people up for failure, then blames the employee for not pooping golden eggs.
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