Promotions and the WPS

Hey there, time traveller!
This article was published 25/11/2024 (650 days ago), so information in it may no longer be current.

Election “fever” may have (mostly) run its course in the U.S., but a less virulent form, affecting a much smaller population base, is currently and quietly underway locally.

A form of electoral process is ongoing at the Winnipeg Police Service; late fall thereabouts being the beginning of the annual promotion process within the Service, beginning with the rank of patrol sergeant.

A panel of two police inspectors and a civilian employee from within civic management comprise the “electorate”, and they “vote” on the prospective candidates to fill the vacancies currently existing in that rank. Less dramatic than the U.S. election, it is nonetheless not without some similarities.

Having 35 years in the service I would say gave me some insight into it; mostly as a witness, but twice as a participant.

Both processes are not without some “embellishment” by some candidates, since the promotion process is somewhat about selling oneself as having the requisite abilities for the role.

Some candidates will actually have those abilities, having had relevant experience expected in the role, while some won’t have that same experience, they will however attest that they have what’s necessary (remember, it’s about selling).

And of the latter, some will get promoted because they were convincing enough to the electorate, and some of these will actually meet the expectations of the rank.

But there will be some that won’t, and yet still get “elected” again in the future.

So like the U.S. election, there will be some truly worthy candidates who won’t get promoted (but should), while some surprises will (but shouldn’t over those who should).

When I started policing in 1984, I thought those of higher rank must have earned it, this being the police.

Certainly many had, and/or at least functioned competently at their various ranks.

I eventually discovered however, that some didn’t “earn” it, nor did some function competently.

That being said, I had many great, very competent police bosses, but not all.

Yet they should have been, because it’s what’s expected of the rank.

The “best” candidates aren’t always promoted, because some of the best aren’t promoted.

The process is too much about being the “best,” or most successful, at just getting promoted.

A former colleague, a 20-plus-year veteran constable, has for many years acted in the position as patrol sergeant in front-line uniform patrol, and has done so very effectively. They’re one of the best.

Despite having a ton of relevant experience at the rank, they could never crack the promotion puzzle to become a confirmed patrol sergeant, and so remain a constable. Too many who lack that operational experience are instead promoted; many choosing more lucrative promotion routes through non-operational support roles instead of patrol.

And yes, many turn out to be good, yet it’s sort of a roll of the dice for them, whereas it isn’t with my former colleague, who is what’s expected of the rank.

Sure, the others will have experience that touches upon management “competencies”, but does that guarantee they have the necessary skillset when supervising an actual armed and barricaded situation? This is no “whoops, missed that”. It’s been an elephant in the room that has wandered around for years; a systematic “anomaly” in the promotion process.

Imagine having a journeyman trades person who excels at all the practical applications of their trade, but can’t seem to grasp some inconsequential trade theory (assuming for argument there is such), and then not promoting them.

But someone who is excellent at theory, yet with little experience in the practical application, gets their papers.

Or a veteran soldier who has been outstanding in performing sergeant duties on the front line in “hot zones” for years, but doesn’t get the stripes because they aren’t good at parade ground drills. Yet someone who has been out of the front line for five to 10 years, but is good at parade ground drill, gets promoted.

And far too often, that newly promoted ranker (with less relevant experience) somehow then avoids even having to go into the front lines to demonstrate the leadership ability they sold the electorate on.

Instead some “somehow” (politics?) get some niche position away from patrol, and so guess who is back acting in that rank because there continues to be vacancies in it.

Until they tire of the promotion game.

Invariably the service will continue to function, largely thanks to people like my former colleague.

But unfortunately in policing, as in other organizations, real ability is too often “trumped” by something less.

Kevin Birkett retired from the Winnipeg Police Service in 2020.