Dear Editor,
The Guyana Police Force wishes to denounce recent statements in the press and online under the caption, `Presidential Candidate Irfaan Ali details plans for ‘men and women in uniform’’. These statements imply among other things that ranks were experiencing political interference, favouritism in career path and advancement, the utilization of obsolete equipment to execute their duties, poor working conditions, limited support for their families, limited community support and limited attention to welfare issues, among others.
It is apposite to note that the Guyana Police Force has embarked on a reform programme and is currently engaged in the implementation of a Three-Year Stra-tegic Management Plan 2019/2021, which is a continuation of a previous Five-Year Strategic Management Plan. Further, it should be noted that the implementation of the Strategic Management Plan is guided by five pillars, namely; operational priorities, developing our people, partnerships, performance and infrastructure. These pillars are designed and intended to ensure the realization of a professional, accountable and modern Police Force.
As regards, Operational Priorities, the Force received a number of vehicles and other operational modernized equipment to bolster operational capacity and to enhance efficiency in service delivery. Further, the recently highlighted CCTV Camera System which is a part of the Safe City Project, will contribute immensely in the fight against criminal activities. Additionally, the Mounted Branch of the Force is also decentralized to fight crime.
Developing our people
The Force now has Human Resource Departments in each Police Division. Moreover, capacity building of ranks is continuous through professional, technical, specialist and .tertiary levels of training. In fact, between the periods 2014-2019, hundreds of ranks obtained higher education from the Certificate to the Masters’ Level from the University of Guyana and other institutions of higher learning. The Guyana Police Force also has an active Group Health Insurance and a Mortgage Relief Programme for the rank and file. Additionally, the Force has a Human Resource Development Plan, and policies have been formulated to address critical human resource issues such as promotion and appraisal. Further, a Human Resource Strategy has been developed to ensure requisite training for ranks, delivery of professional services, review of terms and conditions of work, and accurate measurement of performance, including monitoring and evaluation.
Infrastructure
The Force established the Strategic Planning Unit, the Occupational Health and Safety Unit, and the Divisional Com-plaints Units, among others to optimize its efficiency and effectiveness. Additionally, the Force has refurbished and is refurbishing a number of Police Stations, which are equipped with the requisite resources to execute their mandate efficiently and effectively. The Electronic Data Management System (EDMS) was implemented to efficiently store and manage crime data. Recently, the police data management capabilities were further enhanced with the introduction of the Police Records Management Information System (PRMIS) that serves as a criminal records database. At present, the Force is realigning its Divisional Boundaries with the existing the Administrative Regions of Guyana, where additional Divisional Headquarters are being constructed. In addition, the construction of a new Training Facility at Dora, Soesdyke, Linden Highway is also underway.
Partnerships
The force has several Community Action Councils and Social Crime Prevention Projects with Community Relations Officers in all the Police Divisions. These are intended to foster direct relationships with the citizenry, agencies and other formal bodies. At present, the Force engages communities through ‘Face the Community Meetings’, the facilitating of Job-Skills Training for At-Risk and Under-privileged Youths, and conducting Medical Outreach within Police Divisions across the country. In addition, the Cops and Faith Network, among other activities, also engages youths, who are first offenders of minor offences, with a view of a diversionary approach.
Performance
The Force has a Performance Assessment Plan which was introduced to boost and to assess performance, to ensure accountability and professionalism aimed at having a modern Police Force. To this end, all Divisional and Branch Commanders and other key Department Heads meet fortnightly, where strategies are examined for operational efficiency and general results-based management. These are all in keeping with international best practices.
In addition to the foregoing issues and guided by the Police Act Chapter 16:01, ranks of the Guyana Police Force are reminded of the critical role they play in society. They are also encouraged to embrace professionalism at all times during the execution of their duties. Further, they are also reminded of the importance of remaining apolitical so that their decision-making capabilities are not blurred. Moreover, any direct appeals as highlighted in the press statements are to be resisted.
Yours faithfully,
Jairam Ramlakhan
Superintendent of Police
Public Relations and Press Officer
Guyana Police Force
