In 2006, Lori-Ann Bryan grappled with the discouragement of friends, family and co-workers when she told them she was thinking of joining the Jamaica Constabulary Force (JCF). The concerns were not only about her safety, but also how she would be perceived as a police officer.
“Everybody was saying no, no, no, don’t do it,” she laughs. “It’s a dangerous profession and people are going to see you as being like them (corrupt).”
These seem to be the major hurdles for people contemplating policing as a career. However, getting past these perceived obstacles could open a new world of possibilities. ASP Bryan explains:
“First of all there is stability. I believe that there is scope for promotion and not just promotion as in going up the rank, but in terms of building on knowledge. The opportunities for personal growth are not limited. Basically that’s what I wanted. I wanted challenge, I wanted to be able to do different stuff everyday, and it’s not boring. A lot of jobs are just monotonous,” she says.
The 31-year-old, who had a stint in banking before making the move, has benefitted from the organisation’s Graduate Entry Programme (GEP).
The programme, which allows for individuals with a first degree to enter the JCF at the rank of assistant superintendent, is currently under review according to Deputy Superintendent of Police in charge of the Recruitment Office, Lloyd Bailey. He explained the process and what will happen while the review is taking place.
“Normally they would apply to the Assistant Commissioner of Police in charge of Training. Each applicant is interviewed and the programme, when it comes on stream, is operated from the JCF’s Staff College,” he said. “What is different now is these same persons who are applying will apply at the recruiting offices islandwide. They will forego the entrance level test and move right into an assessment. They will be called in and trained just as the youngsters who have been trained at the basic level.”
He added that at the end of the training period, if a GEP is planned they will select people from that batch. If not, the officers will continue in the normal setup.
Another programme which allows JCF members to benefit is the Accelerated Promotion Programme. It is geared towards replenishing the stock of middle managers as well as identifying prospective managers.
Miguel Johnson, who enlisted in 1999 and was a corporal in 2006, has been promoted two ranks to Inspector as a result of his participation in the programme. He said the process started with 500 police officers who were eligible by way of having five or more CXC subjects – including Mathematics and English – good written and oral communication skills, five years service in the organization and exemplary conduct. The number was eventually narrowed down to 26 members who went through a period of training lasting two years.
“We were exposed to tertiary level training at the UTECH (University of Technology) as well as on the job training. We were also exposed to a coaching and mentorship programme,” he said.
Johnson, who now leads a platoon in the Joint Task Force at the Mobile Reserve, said he has grown professionally and personally over the last two years.
“I have been able to appreciate the whole business of management. I have learnt to manage people, resources and time. I have also been able to prioritize with my time and interests in my everyday life and I have been able to take care of myself better financially” he said.
Despite the good things that are happening in the JCF, the organization is still being perceived negatively, due largely to the continuous reports of corruption, police excesses and misconduct. One major concern is how well the Force is able to eliminate unsuitable candidates at the recruitment stage.
However, DSP Bailey has confidence in the systems in place to discard those with ill intentions.
“The real deal starts where the person goes through an assessment ..., you look at the person’s profile and his demeanor. We send out immediately for the antecedent, National Intelligence Bureau, Narcotics, Interpol checks,” he said. “Upon receipt of this information we make a determination on whether or not this person moves on.”
Inspector Johnson is aware of organization’s shortcomings but has no plans to quit. He is motivated by the people he serves.
“Nothing gives me more pleasure than when at the end of the day, you remember a nice smile or someone saying officer, god bless yuh, mi glad fi si yuh,” he said.
For prospective police officers, he had this advice:
“Don’t view the organization as your last hope, a job you would do because you can’t get anything else. View it as a career in which you can grow.”
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