b'of five police forces in 1974 meant that, as a new Chief,span the first many months, culminating with clear action my first task was to honour the services rich history. Itspoints for PRP implement.a history that is built on investigative excellence, proudAs I embarked on my transition, Deputy Chief Marc front-linemomentsinpolicingalongwiththetragicAndrews,aformermemberoftheCanadianArmed sacrifice of members, longstanding relationships and aForces, shared a strategic military principle with me. To proud identity which was incumbent on me to protect.paraphrase, he explained that no plan can be assured to The outstanding 3,100 members, like all the other mem- survive beyond its first contact (being tested). Rather, a bers of services right across Ontario, are what makes thisstrategy should be a system of maneuvers that can dem-province and country safe. onstrate flexibility over time. This philosophy could not Without a doubt, having some transition or integrationbe truer. The plan for my initial months could never have plan when joining a new platoon, unit, bureau or com- predicted significant external and internal factors outside mand-element is always preferred. Further, leaning onof my control. Being flexible is always the key to success. the insight and experience of other members of the newHere is a brief look at what this experience was like:team is critical. These first seven months required navigating external Transition Plan factors like a pandemic, contract negotiations, the highest Development of this plan was formed by talking to sev- numberofshootingsandhomicidesPeelRegionhad eral Chiefs and police leaders (civilian and sworn) fromeverseen,andattritionatallranks.Noplansurvives across Canada, and some right here in Ontario who havefirst contact. been a safe harbour to me. I have always encouragedAside from figuring out whether to select 8 or 9 those around me to find safe harbours in and out of theirto dial out, being the new guy meant that my initial task organization. As a result, it was no secret a new Chiefwas to understand the service internally, externally, and would need an official transition plan to frame the earlyshow who I am to my new team. From the front-line, months. My plan involved extensive consultation withinsworn and civilian, supervisory, middle management, and PRP and the community, a full assessment of PRP and aexecutiveteam,theassociationandalltherespective vibrant communication plan to also message innovation,parts of a large organization, I recognized that everyone collaboration and commitment. The plan was intended toneeded to know who their Chief is. Understanding my 4 ERGONOMIC advantages over any other duty belt in the world:Made in Canada 1 No rubbing on upper hip bones2 No pulling on lower back3 No pinching the siatic nerve4 No squeezing off blood flow to lower legsSold only in sets ie: (INNER AND OUTER BELT)100 % ERGONOMICP ATE NTfiled for International PATENTPEN GDIN418-831-5347www.hi-tec.qc.ca service@hi-tec.qc.ca The Official Publication of the Ontario Association of Chiefs of Police7'