A letter to my girlfriend -

[HG 400]

Written collaboratively by kiwis.

Give me 2-3 sentences at a time so you can put some really horrifying and/or potentially damaging shit in there instead of it just coming out like disjointed gibberish like the one-word-at-a-time letters do. Once I've got a few paragraphs I'll send it to her with no explanation given.

 

[TheAmazingAxolotl]

Dear nigger

 

[Azazel]

Hello. How've you been? I've been really good. I have something really important I need to tell you, so read carefully.

 

[LikeicareKF]

these threads are incredibly gay and you should be ashamed of yourself for OPing them

 

[SpessCaptain]

these threads are incredibly gay and you should be ashamed of yourself for OPing them

For the first time I feel like a connection with you.

Lets hang out at the Entrance.

 

[TheAmazingAxolotl]

Please ignore that last sentence, the least niggest nigger wrote it. I just need to tell you that you're too much of a nigger for my tastes.

 

[LikeicareKF]

Lets hang out at the Entrance.

im not aware of your country bumpkin hangouts, english please

 

[GS 281]

Spoiler

Health and Wellness Plan for the Ontario Provincial Police

The 2014-2016 Strategic Plan for the Ontario Provincial Police is a robust document encompassing the several areas of interest that the Ontario police identifies as being essential to facilitate a strong police force. The main focuses of the strategic plan are leadership, a healthy workforce, technology, analytics and reinvestment. In the scope of the development of a healthy workforce, the Ontario Provincial Police is focused on promoting the health and wellness of officers in the department. The focus on health and wellness of the police force is based on a belief that “sustainable and effective policing services” (Ontario Provincial Police, 2014, p. 5) depend on healthy and engaged police. The key activities focused on by leadership include the development of a Wellness Strategy with performance indicators (Ontario Provincial Police, 2014). In accordance with the vision of leadership of the Ontario Provincial Police, a Wellness Strategy with robust focus on mental, emotional and physiological health is needed in order to improve the health and wellness of police officers and staff.

Focus of the Health and Wellness Plan

The healthy workforce section of the Strategic Plan for the Ontario Provincial Police informs on what leadership believes that the focus of the plan should be. Key activities of the strategic plan indicate that the design of an Ontario Provincial Police Wellness Strategy should be created with performance indicators and that there should be the design of a process for monitoring workplace practice to understand how it may impact employee wellness. Additionally, there should be support for employees who seek to improve their own health through the use of education, training and access to peer or processional support and support for occupational stress programs. The strategic plan acknowledges the unique nature of policing as being an activity where officers are in a position where they are under a great deal of stress on the job and there are specific dangers that they face in the workplace that others do not face, hence a health and wellness plan should be designed with unique physical and mental challenges taken into consideration.

Based on these recommendations from leadership as espoused in the 2014-2016 Strategic Plan, the focus of the Health and Wellness Plan will be on the following aspects:

· Design of an Ontario Provincial Police Wellness Strategy with performance indicators

· Process for management to monitor practices to identify stressors which may be removed

· Plans for education and training

· Professional and peer support

Ongoing Support for Occupational Stress Programs

A 2012 report In the Line of Duty identified that the Ontario Provincial Police have limited support for occupational stress and the management of stress that police officers experience in their work. The report identified that there had been 23 suicides over the course of a 23 year period from 1989-2012, and that these may be tied to post-traumatic stress that officers had. Recommendations in light of this report identified that stigma against occupational stress need to be eliminated and that psychological services should be made a part of occupational stress programs. As the nature of the Ontario Provincial Police is such that there are both uniform and civilian service members, the stress of work is not understood as well for those who are not uniform, and this has been a problem in the implementation of health and wellness solutions.

Continued support for occupational stress programs should be accompanied with support for both the civilian and uniform service members. The implementation of greater support for civilian service members should be in the form of there being no distinction between the two in the scope of standards for health and wellness. Resources should be equally available and distributed. The implementation of this aspect should come in conjunction with other elements of the Health and Wellness Plan.

Design of an Ontario Provincial Police Wellness Strategy with Performance Indicators

The Ontario Provincial Police Wellness Strategy should be designed based on a model of wellness, with performance indicators that are easily measured. The consequence of not meeting a standard for elements of wellness should be consultation with administrators who have a responsibility over the human resources of the police force. Plans should be designed for improvement, depending on the needs of the individual. Hettler (1984) expresses that there are nine dimensions of wellness: emotional, occupational, physical, social, intellectual, spiritual, environmental, mental, financial and emotional. These elements of wellness can be measured using assessment criteria available at (http://www.redlands.edu/docs/CSL/ Assessing_Your_Wellness.pdf). This scale can be implemented as a tool to measure wellness and if the ideal score of 40 is not met, then service members will need to design a plan for improvement with management.

Process for Management to Monitor Practices to Identify Stressors

Workplace stress can be measured by management. Bennett has designed scales that have been found to be valid and reliable in previous research which can support the measurement of a stress risk assessment (http://www.hrinz.org.nz/archive/conference03/ PDF/hillary%20bennett.pdf) (Bennett, 2013). This tool can support an understanding of improvement of workplace stress over a period of time.

Plans for Education and Training

Education and training can facilitate enhanced health and wellness of the officer. The Ontario Provincial Police currently have a plan in place for training for on the job danger scenarios and exercise rooms available for officers. Where the department is limited however is intellectual development outside of policing which may contribute to an officer’s capabilities. Education and training can be supported by grant funding for education opportunity. By doing this officers can be prepared for other roles in departments and understand how to potentially diffuse situations.

Professional and Peer Support

Professional support has become a focus in light of the 2012 report In the Line of Duty. Professional support should be enhanced in order to focus on the multiple elements of wellness. This can facilitate improved management of the stress that comes with the position of a police officer.

Peer support can be improved through the implementation of online terminals where officers can express their feelings and concerns. By doing so, it would be possible to articulate their feelings and express how they feel about situations they have lived through. Other officers can express similar feelings. The traditional face-to-face situation is threatening to emotional expression, however through online communication, officers can open up easily.



References

Bennett, H. (2013). Stress Risk Assessment. Human Resources in New Zealand. Retrieved from http://www.hrinz.org.nz/archive/conference03/PDF/hillary bennett.pdf.

Hettler, B. (1984). Wellness: encouraging a lifetime pursuit of excellence. Health values, 8(4), 13.

Ontario Provincial Police. (2014). 2014-2016 Strategic Plan. Ontario Provincial Police: Orillia, ON.

 

[LikeicareKF]

Spoiler

Health and Wellness Plan for the Ontario Provincial Police

The 2014-2016 Strategic Plan for the Ontario Provincial Police is a robust document encompassing the several areas of interest that the Ontario police identifies as being essential to facilitate a strong police force. The main focuses of the strategic plan are leadership, a healthy workforce, technology, analytics and reinvestment. In the scope of the development of a healthy workforce, the Ontario Provincial Police is focused on promoting the health and wellness of officers in the department. The focus on health and wellness of the police force is based on a belief that “sustainable and effective policing services” (Ontario Provincial Police, 2014, p. 5) depend on healthy and engaged police. The key activities focused on by leadership include the development of a Wellness Strategy with performance indicators (Ontario Provincial Police, 2014). In accordance with the vision of leadership of the Ontario Provincial Police, a Wellness Strategy with robust focus on mental, emotional and physiological health is needed in order to improve the health and wellness of police officers and staff.

Focus of the Health and Wellness Plan

The healthy workforce section of the Strategic Plan for the Ontario Provincial Police informs on what leadership believes that the focus of the plan should be. Key activities of the strategic plan indicate that the design of an Ontario Provincial Police Wellness Strategy should be created with performance indicators and that there should be the design of a process for monitoring workplace practice to understand how it may impact employee wellness. Additionally, there should be support for employees who seek to improve their own health through the use of education, training and access to peer or processional support and support for occupational stress programs. The strategic plan acknowledges the unique nature of policing as being an activity where officers are in a position where they are under a great deal of stress on the job and there are specific dangers that they face in the workplace that others do not face, hence a health and wellness plan should be designed with unique physical and mental challenges taken into consideration.

Based on these recommendations from leadership as espoused in the 2014-2016 Strategic Plan, the focus of the Health and Wellness Plan will be on the following aspects:

· Design of an Ontario Provincial Police Wellness Strategy with performance indicators

· Process for management to monitor practices to identify stressors which may be removed

· Plans for education and training

· Professional and peer support

Ongoing Support for Occupational Stress Programs

A 2012 report In the Line of Duty identified that the Ontario Provincial Police have limited support for occupational stress and the management of stress that police officers experience in their work. The report identified that there had been 23 suicides over the course of a 23 year period from 1989-2012, and that these may be tied to post-traumatic stress that officers had. Recommendations in light of this report identified that stigma against occupational stress need to be eliminated and that psychological services should be made a part of occupational stress programs. As the nature of the Ontario Provincial Police is such that there are both uniform and civilian service members, the stress of work is not understood as well for those who are not uniform, and this has been a problem in the implementation of health and wellness solutions.

Continued support for occupational stress programs should be accompanied with support for both the civilian and uniform service members. The implementation of greater support for civilian service members should be in the form of there being no distinction between the two in the scope of standards for health and wellness. Resources should be equally available and distributed. The implementation of this aspect should come in conjunction with other elements of the Health and Wellness Plan.

Design of an Ontario Provincial Police Wellness Strategy with Performance Indicators

The Ontario Provincial Police Wellness Strategy should be designed based on a model of wellness, with performance indicators that are easily measured. The consequence of not meeting a standard for elements of wellness should be consultation with administrators who have a responsibility over the human resources of the police force. Plans should be designed for improvement, depending on the needs of the individual. Hettler (1984) expresses that there are nine dimensions of wellness: emotional, occupational, physical, social, intellectual, spiritual, environmental, mental, financial and emotional. These elements of wellness can be measured using assessment criteria available at (http://www.redlands.edu/docs/CSL/ Assessing_Your_Wellness.pdf). This scale can be implemented as a tool to measure wellness and if the ideal score of 40 is not met, then service members will need to design a plan for improvement with management.

Process for Management to Monitor Practices to Identify Stressors

Workplace stress can be measured by management. Bennett has designed scales that have been found to be valid and reliable in previous research which can support the measurement of a stress risk assessment (http://www.hrinz.org.nz/archive/conference03/ PDF/hillary%20bennett.pdf) (Bennett, 2013). This tool can support an understanding of improvement of workplace stress over a period of time.

Plans for Education and Training

Education and training can facilitate enhanced health and wellness of the officer. The Ontario Provincial Police currently have a plan in place for training for on the job danger scenarios and exercise rooms available for officers. Where the department is limited however is intellectual development outside of policing which may contribute to an officer’s capabilities. Education and training can be supported by grant funding for education opportunity. By doing this officers can be prepared for other roles in departments and understand how to potentially diffuse situations.

Professional and Peer Support

Professional support has become a focus in light of the 2012 report In the Line of Duty. Professional support should be enhanced in order to focus on the multiple elements of wellness. This can facilitate improved management of the stress that comes with the position of a police officer.

Peer support can be improved through the implementation of online terminals where officers can express their feelings and concerns. By doing so, it would be possible to articulate their feelings and express how they feel about situations they have lived through. Other officers can express similar feelings. The traditional face-to-face situation is threatening to emotional expression, however through online communication, officers can open up easily.



References

Bennett, H. (2013). Stress Risk Assessment. Human Resources in New Zealand. Retrieved from http://www.hrinz.org.nz/archive/conference03/PDF/hillary bennett.pdf.

Hettler, B. (1984). Wellness: encouraging a lifetime pursuit of excellence. Health values, 8(4), 13.

Ontario Provincial Police. (2014). 2014-2016 Strategic Plan. Ontario Provincial Police: Orillia, ON.

informative

 

[CWCissey]

Darling fascist bully-boy... Give me some more money... You bastard... May the seed of your loins be fruitful in the belly of your woman... Dynastia.

 

[HG 400]

Good enough.