THE LIST

However, if police employees were treated well in the first place, like some agencies (few to be sure), Davie officers would not ever want to leave the department...other than retirement.

This post leads the reader to believe that Davie officers are not treated well... Out of curiosity, how could Davie officers be treated better?

I'm not trying to start an argument, I just am curious to know how what improvements people think could be made to treat employees better...

To answer your previous question, and this is not just for DAVIE Pd, it applies to all jobs and careers.

SIMPLE YET HARD TO FOLLOW....

TREAT A PERSON LIKE A PERSON....NOT LIKE A NUMBER....

TREAT EMPLOYEES MORE LIKE FAMILY, AND NOT A REPLACEABLE LIGHT BULB (read any good business management text on supervising employees)

A sense of appreciation goes a long way where money or salaries fall short....!

End of My Input...

TREAT A PERSON LIKE A PERSON....NOT LIKE A NUMBER....

TREAT EMPLOYEES MORE LIKE FAMILY, AND NOT A REPLACEABLE LIGHT BULB

A sense of appreciation goes a long way where money or salaries fall short....!

Please provide some examples of how you would do these things if you were in charge... And could you provide some examples (without names of course) of what you are talking about when you make reference to Davie PD treating people like a number and not a person, please?

[quote="Someone who cares":1y8w8joi]TREAT A PERSON LIKE A PERSON....NOT LIKE A NUMBER....

TREAT EMPLOYEES MORE LIKE FAMILY, AND NOT A REPLACEABLE LIGHT BULB

A sense of appreciation goes a long way where money or salaries fall short....!

Please provide some examples of how you would do these things if you were in charge... And could you provide some examples (without names of course) of what you are talking about when you make reference to Davie PD treating people like a number and not a person, please?[/quote:1y8w8joi]

This thread has the greatest possibility of becoming something positive for Davie.

This is going to get good... Everytime I think of an example I will write it down and then post it on here. Here's one example. This goes out to SGT's and above.

If you have a problem with the way an officer is handling something on scene, correct the action right then and there. You get paid more money to make command decisions. Make a decision.

Don't dwell on what you think should have happened and bring it up in briefing the following day in front of a group of people that weren't there. Confront the officer him or herself and set that person straight immediately. Don't belittle them in a public forum. That does nothing but piss everyone else off.


more to come...

This is going to get good... Everytime I think of an example I will write it down and then post it on here. Here's one example. This goes out to SGT's and above.

If you have a problem with the way an officer is handling something on scene, correct the action right then and there. You get paid more money to make command decisions. Make a decision.

Don't dwell on what you think should have happened and bring it up in briefing the following day in front of a group of people that weren't there. Confront the officer him or herself and set that person straight immediately. Don't belittle them in a public forum. That does nothing but piss everyone else off.

Hear that??? The nail was just struck on the Head!

This is the only place I have ever worked where I have obeyed a "direct order" from a Captain, followed it, and one week later have my butt chewed by the same Captain for following the order he made. Tell me that is not f..cked?!?

Tell me that is not f..cked?!?

Only took one post to turn from something that could have actually been positive into a b!tch session! Great job! Seems like you "care" a lot!

is it a ***** when someone gives an example of what is wrong, or what could be better? i dont think so. i think what we hope will happen is that the people that make decisions that affect all of us will read our comments and realize what needs to change. unfortunately that will probably not happen since many from lt and up cant admit that they made a mistake or arent doing something right.

To ?Someone who cares?:

You started out by making a well thought out post, with some excellent points. Somewhere along the line, it all got lost. Hopefully this will help.


?TREAT A PERSON LIKE A PERSON....NOT LIKE A NUMBER.... ?

While you make a good point, we are employed by a government agency. Ultimately we are all a rotating number. With that said, in the short time I?ve been here I?ve seen many of us face challenging times (from on the job incidents, to personal issues ? the loss of a loved one, marital issues, etc.). And in that time, I?ve seen the department come together as a whole to lend overwhelming support to those of us in need.

Given that, we are all more than ?just a number?. We are a brotherhood.



?A sense of appreciation goes a long way where money or salaries fall short....!?

I agree that it?s nice to get recognition for a job well done. However, it doesn?t always happen. All of us can share examples of major arrests that were never recognized either in the pass-down or via commendation. And I do think that more could be done to reward pro-active police work. However, my point is not to go off on a tangent, but to provide you with this advice:

If you?re doing a good job, then you are appreciated? by your partners. Again, we are a brotherhood. We work together, and we bleed together.


To all:

Davie is great agency. One that I?m proud to be a part of. However, it is in a precarious state. We?re now seeing more and more young officers leave to go to other local departments. When this happens WE have a problem. As the young ones leave and the senior officers retire, we?re forced to hire new bodies. Right now we have 12 recruits in the academy, with dozens more to follow. As we bring in the ?next generation? we need to instill the mantra of this department into the minds of new recruits, so that our work ethic isn?t lost. Above all we need to NOT ***** about department politics in front of the new people. If we do, I guarantee you they too will quit. And that will leave us at square one.

Above all we need to NOT ***** about department politics in front of the new people. If we do, I guarantee you they too will quit. [/i]

Davie advocate, whoever you are, I couldn't agree with you more. The constant *****ing by below average officers begins to take its toll on you no matter how much time you have on. I will make it a habit to have new recruits steer clear of slugs that do nothing but complain.

PS / The last two guys that left did not leave because they weren't happy here. They left because they could no longer afford their mortgages after their insurance and taxes sky rocketed.

I apologize if I digressed to "*****ing", at the end of my last post.

However, the point I was attempting to make was that the job is hard enough, i.e. following rules, orders, statutes, and being polite but firm with the public we serve. Doing what you are ordered to do and then getting written up for it is not how things should work.

Changing gears...

Davie advocate, I agree that we work for a government agency, and at least half of all police officers have worked for Federal Govt., US Military, etc... and I don't expect a pat on the back.

This does not mean that the appropriate way of successful supervision of personnel is any different from private industry. If you go to a college course on Business Management, and supervising employees, they do not have two different courses...

1. Management 101 for personnel supervision in Business
2. Management 101 for supervision of Government Employees

NO...

Last, about the law enforcement brotherhood. We do come together during deaths, injuries, and major illnesses of our comrades and their families..! But, what about the rest of the time?

Please, all I ask is if you travel to NY City, Washington DC, and almost all the 49 other states. Visit an FOP lodge, or other law enforcement equivalent, and you will then KNOW and SEE true brotherhood...EVERYDAY!!!

You will be treated like a King, or Queen if female, just because to are a Law Enforcement Officer from another State.

Someone that has worked outside Florida, please comment...

PS... I LOVE DAVIE ALSO

In response to your suggestion of management classes, you raise a good point. I?ve always been a very strong advocate of training. ?Training? in police work should include a wide variety of topics: From tactics at one end of the spectrum, to people skills at the other end. Theoretically, that would produce a ?well rounded? officer, or supervisor.

However, being able to talk with people is not always something that can be learned. Some leaders have people skills, and some don?t. Just like some cops have them, while others are on a power trip. Fortunately, 95% of us (cops and supervisors alike) do have good people skills. And the majority of us work for supervisors we respect and like.

My point is this: The leaders that already have the skills will be the ones who register for those courses you allude to, because they truly care and want to learn. And the ones who don?t will either never go, or they will ?be sent? and get nothing from the course.

In any event, NSU offers a one-day seminar several times a year titled ?Developing a Leadership Mindset?. It?s geared toward business and government leaders alike. It might be something of interest to the leaders, who wish to attend. Here is the link:

http://www.huizenga.nova.edu/ExecEd/Hud ... ogramID=42 (http://www.huizenga.nova.edu/ExecEd/Hudson/Program.cfm?ProgramID=42)


In response to your topic of the law enforcement brotherhood, I agree that it could be stronger in south Florida. Therefore, I propose this: The only way we?re ever going to make it stronger is to come together now and burn it into the minds of new officers. We can?t re-write history, but we do have the ability to bring forth change.

1. The primary responsibility to do this falls upon the FTO.
2. The secondary responsibility falls upon each and all of us ?
meaning each and every one of us should take new officers aside
at some point and have a sit-down with him or her. Even if it?s
only for five minutes. Explain the importance of the brotherhood
we speak of. Let them know they can reach out to all of us for
help.
3. Above all, we must do away with treating them like S#$T! It?s ok
to haze, and most of us do this in good spirit. However, to belittle
them the first week on the job in front of a group of 20 other
senior cops is unacceptable, and provides for a negative learning
environment. Most of us don?t do this, but we all know
two ?instructors? who do.


That?s all I have for now. I hope this sparks some positive discussion.

Very well said. You hit the nail on the head.



In response to your suggestion of management classes, you raise a good point. I?ve always been a very strong advocate of training. ?Training? in police work should include a wide variety of topics: From tactics at one end of the spectrum, to people skills at the other end. Theoretically, that would produce a ?well rounded? officer, or supervisor.

However, being able to talk with people is not always something that can be learned. Some leaders have people skills, and some don?t. Just like some cops have them, while others are on a power trip. Fortunately, 95% of us (cops and supervisors alike) do have good people skills. And the majority of us work for supervisors we respect and like.

My point is this: The leaders that already have the skills will be the ones who register for those courses you allude to, because they truly care and want to learn. And the ones who don?t will either never go, or they will ?be sent? and get nothing from the course.

In any event, NSU offers a one-day seminar several times a year titled ?Developing a Leadership Mindset?. It?s geared toward business and government leaders alike. It might be something of interest to the leaders, who wish to attend. Here is the link:

http://www.huizenga.nova.edu/ExecEd/Hud ... ogramID=42 (http://www.huizenga.nova.edu/ExecEd/Hudson/Program.cfm?ProgramID=42)


In response to your topic of the law enforcement brotherhood, I agree that it could be stronger in south Florida. Therefore, I propose this: The only way we?re ever going to make it stronger is to come together now and burn it into the minds of new officers. We can?t re-write history, but we do have the ability to bring forth change.

1. The primary responsibility to do this falls upon the FTO.
2. The secondary responsibility falls upon each and all of us ?
meaning each and every one of us should take new officers aside
at some point and have a sit-down with him or her. Even if it?s
only for five minutes. Explain the importance of the brotherhood
we speak of. Let them know they can reach out to all of us for
help.
3. Above all, we must do away with treating them like S#$T! It?s ok
to haze, and most of us do this in good spirit. However, to belittle
them the first week on the job in front of a group of 20 other
senior cops is unacceptable, and provides for a negative learning
environment. Most of us don?t do this, but we all know
two ?instructors? who do.


That?s all I have for now. I hope this sparks some positive discussion.

the crazy thing is that the 2 people that treated the most people like sh!t, and have the fewest people skills, and the least amount of personality just got promoted. not that this is any secret

[DAVIE634]

the crazy thing is that the 2 people that treated the most people like sh!t, and have the fewest people skills, and the least amount of personality just got promoted. not that this is any secret

As alot of you know, my email address is daviecop@... This should not be confused with dv cop who is posting on this site. I do not and will not hide behind an assumed screename to bash others in the department. Anyone who knows me, knows that I have no problem with calling a spade, a spade. With this being said, I would appreciate that the coward using the dv cop moniker at least identify him or herself and stop being the coward that they are!

S.D.

You want some suggestions? Here are some suggestions.

Let's get a Chief that realizes we are in the year 2007 and not 1985.

Don't promote people to Captain just because they arrest one of our own officers. Especially when it's quite possibly the worst DUI arrest in history. No road patrol SGT would sign a P/C 1/4 as bad as the one this officer was arrested on. What was the outcome of this arrest? Not guilty and it took the jury less then an hour to come to that conclusion. This officer got his job back and has been put back on our payroll but hasn't been back to work for nearly 3 years. Sounds pretty ridiculous to me.

Stop paying an officer to do the electrical wiring in our police cars. Not only does this guy do a bad job but he's being paid at least 10 hours of overtime per week. Why does this officer get special treatment? Why is this guy even an officer? What POLICE function does this guy hold?

One officer position filled but doesn't have to show up to work. Another officer position filled yet he does not do one police related activity what so ever. Sounds like sound leadership to me.

This department does not promote officer safety and if it does you aren't paying attention very well. Look at 34 zone. It's an island all on its own out there. If something were to go wrong you got one guy out there to fend for himself without another officer to back him up for at least five minutes. Yeah, nothing really happens out there but what happens when something does?

We just took over Pineisland Ridge. From my understanding the residents there were told they would have their own zone and their own officer. Take a look at the dayshift roster for the past few months. 22/25 zone have been doubled up. If you thought 22 zone was big before try adding another 10,000 residents to that zone. I hope some Pineisland Ridge residents are reading this. Maybe they will realize that they are not getting any better protection then they were before they were taken over by Davie.

I heard about an incident on dayshift where an east side rookie female officer sounded like she was in trouble on the radio. A west side officer responded to her in emergency mode believing that the other officer needed help. Once everything was settled it turned out she did not need any help and that she may have let her nerves get the best of her on a B.S. call where some richard head was running away from her.. Anyway, the responding officer from the west was told not to drive so far out of his zone next time. What the hell is that? A LT. telling an officer not to respond to a call when he believes someone may be in trouble?

I can write on here for hours but I'll end this here... I'll be back to add some more later.

people will be promoted regardless of background and ability someone has to be in charge...but this batch in the last few years are more worried about call times and paperwork....where was this passion when they were on the road? i guess they fell right in line like the rest so much for the vote of no confidence ...... it doesnt just apply to the chief enjoy the coffee while we bust our asses

the two new sgts should help the road because theyre both good guys

Why isn't our lobby open to anyone that wants to come in at any hour of the evening? Isn't it safer for a citizen to walk into an open police lobby with a uniformed officer in it rather then being greeted by a locked door?

Why doesn't our crime scene unit work 24 hours a day? Why do officers dust for finger prints on burglaries themselves?

Why is this place still being run like some podunk town?

guess not much has changed ......