Commissioner: Who you give us is who you get back!

Another call is being made by Commissioner of Police Keith Miller, for members of the public to be honest when asked to give assessments of the character of applicants to the police force.{{more}}

Miller, in an interview with SEARCHLIGHT on Wednesday, said all applicants to the Royal St. Vincent and the Grenadines Police Force undergo a rigorous vetting process before they are selected and sworn in as recruits.

SEARCHLIGHT spoke to Miller following an opinion expressed by former police officer and Senior Partner at the accounting firm, KPMG, Reuben John, who said recently that the hierarchy of the Royal St Vincent and the Grenadines Police Force should establish more rigid policies for the recruitment of police officers.

John was at the time speaking at the 31st Passing Out Parade of Recruits on Thursday, April 26, at the Old Montrose Police Training School.

“This should not only focus on background and associations of the person, but also their character, etiquette, habits and self-esteem…,” he opined.

Stating that he is not sure that John knows all that they do, Miller said when persons apply to the Force, they are asked to produce two recent testimonials, one from their most recent place of employment, the other from a reputable person in the community who knows them well.

After an initial interview done by the Human Resource department of the police, a thorough background check is done, Miller said.

This background check goes much further than ascertaining whether the person has a police record, the Commissioner said.

He disclosed that police officers stationed in the district where the applicant is from, assisted by officers from other department of the Force, carry out investigations to try to determine the character of the applicants.

“We have to find out from all the men on the ground, [and] … to hear from persons in the community who the applicants are. ”

Miller however said that the difficulty is in getting the persons in the community to be candid in their assessment of the applicants.

“Sometimes members of the public are in favour of people…”

He however said that he often advises his investigators to use different techniques to get an honest assessment of applicants from community members.

“If that person has some little bias about the person, you may get something bad. But if they want them to get the job, you will get all the good. This is why we always tell members of the public, please be honest to us, because who you give us, is who you will get back.”

The vetting process also includes an assessment of each candidate’s academic and psychological readiness, as well as his or her physical fitness.

In terms of academic requirements, Miller said a minimum of five O’level subjects is preferred, but if the person has fewer subjects than that, but has a particular skill or a strong background otherwise, he or she would be considered.

He said if the person does not have O’level Math and English, they would be given a test in these subject areas. If the person has no subjects, they would be given exams in Math, English and General Paper.

Miller however said the number of persons who enter the police force these days without subjects is very few.

“We have not employed anyone for quite a while without any O’levels,” the Commissioner said.

He said for applicants who have specialized skills such as driving, tailoring or mechanical engineering, the academic requirements are more “open ended”.

The Commissioner also mention that since Assistant Superintendent of Police Kamecia Blake was recruited to the Force in October 2010, they have “really stepped up on their psychological assessment” of the applicants.

Blake, who holds degrees in Psychology and Forensic Psychology, was the first person to benefit from a policy of accelerated promotion or graduate entry to the constabulary.