A 'road map' to promotion
A significant number of recruit constables now joining the Force are academically qualified for the inspectorate and hope to do well enough at Police Training School to be identified as Potential Officers. Many serving officers have subsequently obtained the necessary qualifications. What opportunities are there for these mostly young and ambitious men and women to qualify for promotion to the inspectorate? To find out, OffBeat spoke to the Tsuen Wan District Commander, Mr Austin Kerrigan, who has a special interest in helping these officers reach their potential.
The procedures that deal with the 'Appointment of Junior Police Officers to the Inspectorate' are contained in the Force Procedures Manual(FPM). In practice, however, different approaches are adopted which, to a large extent, are dependent on the level of interest in both the officer himself and his formation commander.
"Recognising that our officers are the cornerstone to delivering police services to the public and making district policing plans work, it is essential that they are afforded every opportunity to realise their potential," said Mr Kerrigan.
In an effort to formalise its approach, TWDIST introduced a two-year Potential Officer Development Programme in October last year. The objective of the scheme is to identify and encourage suitable officers to develop their potential and to provide them with the opportunity to obtain exposure in different settings, improve their professional knowledge, and instill additional confidence in them. The Programme translates what is contained in the FPM into a practical framework.
"By helping them to realise their full potential," he explained, "the Force gains a loyal and effective team member who can only bring credit to us all. As soon as a Potential Officer is identified, by qualification and sub-unit commander's recommendation, we give that officer a road map to the future."
The Programme
To gain entry to the programme, Mr Kerrigan explained, the officers must be fully qualified for inspectorate rank, and be able to convince their divisional commanders that they have the potential. The two-year programme involves a number of three-month attachments covering the full range of Police work: (a) A patrol sub-unit - in charge of a car, on the beat and on crime prevention and detection duties; (b) An operational support sub-unit - on report room and office duties; (c) A miscellaneous enquiries sub-unit - on licence checks, complaints against Police office investigations and death report investigations; (d) An administration support sub-unit - for property office, fixed penalty tickets and summons duties; (e) A task force sub-unit - planning and organising anti-crime operations, the appreciation and analysis of problems and crime prevention and detection; (f) A divisional investigation team - covering frontline crime investigation and preparations for court trials; (g) A training and staff relations office - to organise training days, arrange healthy lifestyle activities and assist in running the office, and (h) A Police community relations office - helping to organise Junior Police Call activities and giving lectures to students.
"Progress reports from sub-unit commanders are kept for all officers in a loose-minute file attached to their DRF and used in the compilation of annual reports and when Potential Officer nominations are called for," said Mr Kerrigan.
During the period that they are given on-the-job training in the eight different fields of police work, senior officers of the district will also hold seminars, give lectures and hold general discussion sessions with the potential officers on a regular basis.
Two officers from Tsuen Wan Division who are taking part in the Potential Officer Development Programme told OffBeat that it was hard work and that simply possessing a university graduate qualification was not enough.
"It has given me a challenge"
Police Constable Mr Jurgen Kam Hok-shun, left the Hong Kong University with a degree in Chemistry. He applied to join the Police inspectorate as a direct entry but failed to get a place. Instead of waiting one-year to try again he joined as a recruit constable.
"I like Police work," said Mr Kam, "I enjoyed my time at Police Training School and at Police Tactical Unit. I was delighted when, in October 2002, the new Programme was introduced and made retrospective. There hasn't been time for any one officer to complete it yet. I know there are not many vacancies for JPOs in the Inspectorate but that will not deter me from doing my best.
"It has given me a challenge, and a great deal to study and practice in a relatively short period of time. I have enjoyed each of my attachments so far, and expect to enjoy the rest. The sub-unit commanders and colleagues are really helpful and welcoming. They always have time to explain what they are doing and the reason for doing it. They don't leave you to find things out for yourself.
"I know that I have to develop a stronger and more confident attitude in projecting myself to colleagues at all levels and the public generally, and I am sure I shall do so."
A Road Map with Milestones
Police Constable Mr Ng Wing-kin, who graduated from the Chinese University of Hong Kong in Psychology, also failed to secure a place when he applied for direct entry at inspectorate level. "Of course, that was a disappointment. But competition for the limited vacancies was quite severe," said Mr Ng.
"I decided that I would join as a recruit constable and work hard to earn promotion. The Potential Officer Development Programme has offered me a road map with the milestones there to measure my progress. If I work hard, I am sure that I can cultivate the skills and qualities that the Force is looking for in its middle and higher management.
"The work environment is tough, especially shift work, but there is much to compensate for it. We all work as a team, with everyone offering the best that they can to tackle any particular problem. I am grateful to the district senior officers who share their knowledge and expertise with us, and constantly challenge us to even greater efforts. I shall do my best to succeed," concluded Mr Ng.
Both officers appreciated that they would be given every opportunity to gain promotion to the inspectorate rank and that the selection and training process took full account of each individual's capabilities.
At the end of the two-year attachment, Mr Kerrigan said, he hoped that officers will have acquired the necessary attributes and confidence to enable them to successfully complete the Final Selection Board.
PC Mr Jurgen Kam Hok-shun (left) and PC Mr Ng Wing-kin: following a 'road map'