The powers that be in the Bermuda Police Service are of the opinion that, in order to run an effective and efficient Police Training School all that is needed is a training syllabus or training manual. Although this is an important component, the Bermuda Police Training Center must work to develop the appropriate police culture that should be embedded in the training. This does several things:
1. It gives the potential police officer a firsthand knowledge and gets him or her accustomed to the hours he or she will be expected to work.
2. It gives the families of the officers the opportunity to learn about and become accustomed to the hours expected of police officers.
3. It gives the potential officer the ability to make alternative arrangements to accommodate the things that are important in his or her life.
This will alleviate some of the absenteeism that the Bermuda Police Service now experience among the locally trained officers. This is because most of the locally trained police officers were not adequately introduced to police culture during their training.
The Bermuda Police Service is experiencing a large exodus of its employees. What is being done to address this growing phenomenon? It is important to note that speculation over the reason for the exodus is not sufficient. The Bermuda Police Service needs to conduct legitimate studies on this growing problem and take steps to curb what may soon grow into national security issue.
In the year 2006 the Bermuda Police Service took a decision and terminated several young Bermudian officers who had passed their police recruitment training program. After they have failed what is referred to as a continuation course. For three years most of these officers have been effectively and efficiently performing police duties. They were investigating cases, submitting case files; they went to court and saw the defendants convicted. Like every officer they may have been weak in certain areas, yet after three years of policing, the training school (who is very often out of touch with real or practical policing) had the power to determine that these officers, who have been performing efficiently, were not capable of being police officers.
Such program should not be tailored to determine whether the individuals are capable of performing in the capacity of a police officer, but instead they should analyze the officers skill set and provide help in area where these officers need such help. The quarterly evaluations of their supervisors on the ground should be responsible for determine whether an individual has the potential and ability to perform the duties of their expected post.
