TTPS QUARTERLY No.1 (1)

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the development of the organization’s three-year (2014-2016) strategic plan and the related annual operating plans. Since then, roll-out of the annual operating plan has been facilitated in three ways, with an emphasis on the “operating plan roll-out meetings”: 1. Face to face engagement 2. Information sharing a) Annual operating plan booklets (a summarized version of the complete annual operating plan) are produced and distributed to all employees (officers and civilian staff members) b) Operating plan (full document) is printed and distributed to Senior Officers and Civilian Heads at the first operating plan roll-out meeting 3. Online information sharing – operating plan (full document) is posted on the organization’s website and on the internal network (TTPS portal) TTPS Operating Plan Roll-out Meetings The annual operating plan of the organization is presented to officers and civilian employees via a 3-tiered roll-out meeting approach (see Figure 1) beginning with a presentation to the TTPS Executive. The executive presentation is followed by a one-day operating plan roll-out meeting, comprising presentations made by the Commissioner and DCPs, that focuses on the content of the current operating plan and feedback segments which provides the opportunity for the attendees to directly engage with the Commissioner and DCPs on the information presented and on any other issue of concern to them. The second tier is a meeting with ACPs, Civilian Heads and 1st and 2nd in command of ALL Divisions, Sections, Units and Branches of the TTPS. A key activity at this meeting is the annual performance awards ceremony at which recognition in the form of cash incentives are distributed for the accomplishment of targets set in the annual operating plan. The engagement intensifies with a series of formally scheduled one-day “roll-out meetings” with the largest and most critical group – those employees (officers and civilian staff members from each Divison, Section and Branch) responsible for the actual “hands-on” execution of TTPS operations across all spheres of the organization. At each meeting, the Commissioner and DCPs deliver presentations on the annual operating plan and respond to any issue, question or comment raised by the employees. At this roll-out meeting questionnaires are administered that seek to gauge and capture employee satisfaction on matters of concern to the organization. Figure 2. Evolvement of TTPS Roll-out Meetings Figure 1. Tiered Roll-out Meetings Table 1. TTPS Roll-out Meetings 2014 -2016 A Presentation to the members of the TTPS Executive (ACPs & Civilian Heads) ACPs, Civilian Heads and 1 st and 2 nd in command of ALL Divisions, Sections, Units & Branches of the TTPS – 1 roll-out meeting Officers and Civilian staff members from each Division, Section, Unit & Branch – Several Meetings The core purpose of the roll-out meetings is for the top leadership of the TTPS (Commissioner of Police and Deputy Commissioners of Police) to have direct engagement with as many employees as possible from each Division, Section, Unit and Branch of the organization - On the direction in which the leadership is taking the organization; - To encourage buy-in from officers especially as it relates to moving the organization forward; - To get direct feedback from employees about issues of concerns; and - To motivate staff by providing them with the opportunity to communicate directly with the Commissioner and DCPs via the question & answer segments. Roll-out Meetings have been utilized up to 2016 (see Figure 2) and both officers and civilian staff members continue to express that the meetings are informative and useful. The question and answer segments are particularly beneficial because they clarify ambiguities and address issues of concern. To date, thirty four (34) Level 2 & 3 roll-out meetings were facilitated and over seven thousand two hundred (7,200) officers and civilian staff members have been engaged (see Table 1). This method of engagement will continue to evolve, but the basic principles will hold as the organization approaches a new strategic planning cycle. Year 2014 2015 2016 Level 1 TTPS Executive Level 2 Senior officers & Civilian Heads Level 3 Rank and File of Officers and civilian employees OPERATING PLAN ROLL-OUT MEETINGS Total Employees Total Levels Engaged Level 1 Level 2 Level 3 2 & 3 1 1 1 1 1 1 4 17 10 5 18 11 1477 3439 2301 34 7217 51
WAY Tricia O’Neil Human Resource Officer III (Ag.) uman Resource Management (HRM) as a discipline is responsible for identifying, selecting, recruiting competent people, training, monitoring and evaluating to ensure that employees perform at high levels of efficiency. Also, HRM provides employees with a mechanism for recognition and reward to ensure that they maintain a strong affiliation with their organization. All organizations, are basically social systems run by people having expertise in relevant fields. Thus, human resources principally constitute the entire work force of an organization. The successful functioning of an organization depends on how its employees efficiently and effectively perform. Trinidad and Tobago Police Service (TTPS) must pursue sound human resource management practices to better position the organisation to achieve the strategic goals outlined in its Operating Plan 2016 namely: • Reduce and detect crime • Improve the level of citizen-centered service • Improve safety on our roadways and in other public places • Strengthen the Organisation The Human Resource Branch is therefore charged with fulfilling its mandate encompassed in Strategic Goal # 4 to “Strengthen the Organization”. In order to realise this strategic direction, the branch has championed the following line items to ensure success of its objectives: • Strengthen support services • Establish systems for accountability and compliance • Embrace technology to support all facets of the organisation • Develop an exceptional workforce • Improve the image of the TTPS In the ensuing article, the Human Resource Branch will outline some of these initiatives that are being rolled out as it relates to the 2016 Operating Plan. 52
Page 1: TTPS Premier Issue July-September,
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Page 6 and 7: Publisher Trinidad and Tobago Polic
Page 8 and 9: The Honourable Maj. Gen., Edmund Di
Page 10 and 11: Using Knowledge to Fight Crime in T
Page 12 and 13: 5. A massive reduction in homicide
Page 14 and 15: FIREARM TYPE Total Revolver 160 Pis
Page 16 and 17: isk on a road network. Many of thes
Page 18 and 19: 17
Page 20 and 21: lives of officers at risk”. Dr. B
Page 22 and 23: n the near future each of the nine
Page 24 and 25: Snr. Supt., Carlton Alleyne, intera
Page 26 and 27: PARTNERING WITH COMMUNITIES FOR A S
Page 29 and 30: No.16050 W/Cpl. Susan Guy romoted i
Page 31 and 32: escribing the day's event as a comm
Page 33 and 34: TTPS recruiting and selection proce
Page 35 and 36: Brent Batson Road Safety Co-ordinat
Page 37 and 38: Brionne Antoine Crime Analyst, Crim
Page 39 and 40: David Riley Corporate Communication
Page 41 and 42: Dr. Simon Alexis, Provost, Police A
Page 43 and 44: No14036 Sgt. Bryon Daniel n July 15
Page 45: 2. Greater satisfaction with compla
Page 48 and 49: It was a clean sweep for former Hea
Page 50 and 51: It was a sea of smiling faces on Fr
Page 54 and 55: This article will focus on the Huma
Page 56 and 57: Brent Batson Road Safety Co-ordinat
Page 58 and 59: committed by motorists being: 1. Ho
Page 60 and 61: Both disciplines are essential to t
Page 62 and 63: David Riley Corporate Communication
Page 64 and 65: Ramdeo Ramesar Head Finance (Former
Page 66 and 67: Students sent on suspension are ref
Page 68 and 69: to promote responsible, conscious c
Page 70 and 71: The overall results: A CLASS VICTOR
Page 72: ‘Trinidad and Tobago Police Servi

TTPS QUARTERLY No.1 (1)

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