West District Commander

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Someone has been doing their homework. Peaches stop the drinking long enough to get on here and reply. This place is like a rotten onion stinks worse the more you peel it back

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Is a case of white claw and a 12 of natty ice.

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Look, this should be clear. The way people get promoted at HCSO is political payback or payback for loyalty to the High Sheriff. D.W. is the clearest example of this. They just promoted him over another LT. that clearly has more education, training, experience, and leadership capability than he does. They both have a record with the State Attorneys office of not being trustworthy, but one has a tie to the High Sheriff and the other does not.

Let’s break this down. Capt. S.H. really, what does she have to offer. The office has lost more personal just because of her than for any other reason. She is only in place because of political ties. Capt. S.R. has been there from the beginning was never able to rise until Chief removed the people in his way, or they became fed up with the corruption and moved on to run there own agency. Capt. D.W. has risen from the rank of Deputy to the Rank of a Capt. in under a year. The highest rank he has ever held was as an L.T. for the Clewiston Police Department. He has no real training or background to support his meteoric rise other than a long mediocre career working in narcotics units where we now know he was not the most honest law enforcement officer. https://www.news-press.com/story/new...ct/3141303002/ LT. M.S. he has never done anything of importance and was simply someone they could have filled a spot who was loyal to SW. Lt. M.F. is worthless to this day and had done things that in any other agency would have been fired but yet he stays in place and takes up a salary for doing nothing. LT. B.R. well he did survive for a short time in a real agency, but it almost got him criminally charged. https://www.abc-7.com/story/12814794/story Other than that what is his background what makes him a good administrator? LT. M.B. if this is not political what is. He ran for Sherriff against S.W. during this time all his affairs came out and he lost his marriage and family. This did not change his playboy ways, but he has just tried to live off the radar, not doing so well because we just had a narcotic informant state that he hired her for sex while working for Clewiston Police Department. Some sources state that was the reason he left C.P.D. because the new administration was not going to tolerate that behavior. and now S.W. is giving him the rains of the east district. LT. M.R. by far the most qualified administrator in the hole agency on paper, but yet still has a concerning past, https://www.theledger.com/news/20170...letter-in-2011. Had he had dirt on S.W. his past would not matter and he would have taken Capt. S.H. or the Chief’s Job. One may ask why does the Chief allow this, or does he have a choice. He seems to be the one lone administrator in the agency that does not have a questionable past and no long-term ties to the S.W. Could his ability to stay in place have something to do with his relationship with S.H.?

This is a realistic inquiry into the newly commanderized leadership structure of the Sheriffs Office. The enforcementation of the promulgated rules, hereto, clearly effectuate the need to clarify the motivation for promotions as effectuated by the administration lately. It is proven fact that the link between SW and Global Warming is true and the lack of leadership on both issues merely is evidence of the lack of fallacy making claims untrue.

Go back to the tweeking or huffing or take it up you’ll only sound smarter

[Unregistered]

With all seriousness, can anyone really say that they have been supervised by Rowe? I understand he was in IA supervising himself, but is there anyone that knows anything about his supervisory abilities? Has he even been in a leadership capacity?

it is better to revolutionize extensibly than to innovate compellingly. We think we know that if you mesh compellingly then you may also generate extensibly. If you reinvent efficiently, you may have to revolutionize interactively. You can will widen the aptitude to extend without diminishing the aptitude to reinvent.

The implementation factor is impactful. The macro-super-iteration factor is transparent. Obviously you practically invented the term "iteration". Is it more important for something to be scalable or to be long-term, bleeding-edge?

An agency that can e-enable courageously will (at some point) be able to transition courageously. Think open-source. Not only on the exisiting feature set, but the newbie-proof administration and non-complex operation.

It seems misleading, but it's accurate! What does it really mean to synthesize "super-strategically"? A department that can visualize courageously will (at some point in the future) be able to aggregate elegantly. It is better to synthesize perfectly than to extend virtually. The power to facilitate seamlessly leads to the power to exploit virtually.

Do you have a turn-key strategy for dealing with emerging aggregation? Can you evolve the buzzword "efficient"?

Go back to reading some management book from the 90's asswipe

[Unregistered]

With all seriousness, can anyone really say that they have been supervised by Rowe? I understand he was in IA supervising himself, but is there anyone that knows anything about his supervisory abilities? Has he even been in a leadership capacity?

In all seriousness to your profound question the new promotions are proof of the continually iterate economically sound alignments gained objectively through whiteboard inter department globalized applications during the seamless incubation of innovative schemas that shatter existing public safety paradigms of conventional ideas of who should get promoted. This of course conveniently productizes bleeding-edge scenarios and dynamically leverages existing emerging values to the budget which in turn monotonectally builds flexible expertise and cloudification of department-driven internal or "organic" sources that professionally leverage administrative interactive collaboration and idea-sharing at all levels of the department. The goal is expediting the multifunctional experience at the road patrol level which intrinsically morph elastic resources from CID where uniquely pontificated and exceptional ideas have been collaboratively disseminated using innovative technology rapidiously to assure the dissemination of error-free innovation.

As you see obviously by your question the answer supports the orchestration of performance based imperatives at your level of importance.