86 per cent of AGSI members say morale within An Garda Síochána is either low or very low
AGSI release full results of morale survey ahead of meeting with Garda Commissioner
President of Association of Garda Sergeants & Inspectors, Tim Galvin:
“The Association of Garda Sergeants and Inspectors carried out a survey of our members over a 10-day period in December. The results of this 21-question survey summarized below indicate that morale within the AGSI membership is worryingly low and requires an immediate response, and indeed an action plan, from the Garda Commissioner.
“The AGSI survey had a 27 per cent response rate from our 1,928 members. It found 57 per cent of respondents felt their own morale was low or very low, and 68 per cent thought this applied to their team or unit. However, when asked how they felt morale was generally in An Garda Siochana among all ranks, the response was staggering – 86 per cent felt that morale was either low or very low.
“While these figures don’t come as a surprise to us in the AGSI, we feel that they may come as a surprise to Garda Management who present a different view in media interviews. It’s time to get real and to face the reality of how our members are feeling but more importantly why they are feeling disillusioned.
“The survey also focused on roles and responsibilities – another core issue for our membership. The results provide us with evidence to support our previous calls on Garda Management and the Minister for Justice & Equality to urgently reform the force, which is laboured by administration, something that was highlighted in last week’s Garda Inspectorate report.
“Low morale also stems from the simple fact that AGSI members have no voice in directly negotiating their pay and conditions. Our hands are tied in what should be a democratic process and this Government and our Minister for Justice & Equality has blatantly ignored the European Committee of Social Rights ruling of 2013 – which directed that Ireland must give members of An Garda Siochana trade union rights.
“Almost two-thirds (63 per cent) said they were dissatisfied that their roles and responsibilities were not clearly defined.
“Almost three-quarters (74 per cent) said they were very dissatisfied or dissatisfied with their workload due to a reduced number of supervisors.
“More than three-quarters (76 per cent) were similarly unhappy with the level of administration around managing the Garda computer system PULSE and the management of sick days.
“Almost four out of five (78 per cent) said they were very dissatisfied or dissatisfied about increased responsibilities creeping into Sergeants and Inspectors roles.
“The AGSI National Executive has a scheduled meeting with Garda Commissioner Nóirín O’Sullivan this morning at 10.30am at which we will discuss morale and the issues raised by members in this research.”
ENDS
Notes to Editors
Survey Results
SECTION I PROFILE OF RESPONDENTS
Survey Response Rate
Total AGSI membership: 1,928
No of survey respondents: 515
Percentage of total membership: 27%
Gender
Male : 89% 457
Female: 11% 58
Rank
Sergeant: 90% 464
Inspector: 10%, 51
Divisions: All Divisions of An Garda Síochána were represented in the survey responses.
SECTION II MORALE
316 respondents commented in relation to their answer to the question above
SECTION III WORKING CONDITIONS
SECTION IV GARDA SIOCHANA OMBUDSMAN COMMISSION
SECTION V WHAT CAN BE DONE TO INCREASE MORALE
SECTION VI MEMBERS’ ADDITIONAL COMMENTARY
AGSI Members’ Commentary (just a selection from the 173 final comments provided at the end of the survey)
“There is a gulf, a gaping chasm between Management in HQ and the cold face of policing. Lack of support for people on the ground, lack of clear guidance and support around water protests and demonizing of Gardai on social media. There is a lack of support and lack of nurturing and wanting to get the best out of the Gardai on the front line. Mostly there is a complete lack of respect.”
“In general morale lows seem to be more prevalent at the lower ranks. While there has been significant financial losses, money does not necessarily motivate everyone, myself included. I like to think I get on with the job regardless. GSOC and discipline take up too large a portion of our time, time that to me would be better utilised outside supervising and supporting the members. Equal distribution of resources would improve morale in general, sometimes it appears to Core Units that specialist units and offices are a higher priority as when staff leave those areas they are generally replaced by a member from the Core Unit – leaving the front line short. I would like to see a stronger Core Unit, with opportunities for members, rotation of specialist units at District level, which I believe will increase morale on the ground.”
“Improvement in resources, training and opportunities will increase morale. The job by and large has excellent people completely hindered by lack of resources. Give the tools and the job will be done. Uniform and equipment not fit for purpose.”
“Really all of the above should be prioritised. I can’t believe how our job and dealing with the public has changed, sadly not for the better! I never thought I would ever feel this way about this job, which is my own personal tragedy. I don’t want to be counting down the years to retirement but it’s the way our job has gone- struggling through!”
“It annoys me when I hear Senior Garda Management in the media stating that everything is fine in the Garda Organisation when clearly it is not. The Garda budget is not enough to do the job of policing this country. Major Garda Operations are needed to tackle “organised crime gangs”. Putting uniform Gardai out on a check-point (Operation Thor) is just a temporary solution.”
“We need a guaranteed supply of new recruits, not the accelerated recruitment – no recruitment rollercoaster. We must have a guaranteed regular influx of new members as this frees up opportunities for career development for other, balances out the workload, and ensures a higher quality of recruit coming through the system. We need an over haul of roles and responsibilities, all unit are now working to serve the administration side of the organisation, as opposed to administration serving the front line requirements. This is reflected in PALF meetings, returns and especially in promotion lists.”
“I am coming to the end of my time in An Garda Siochana and am proud of my contribution to policing. The best resources we have are our people but they are been put under increasing pressure. More demands are been placed on us. No organisation will give of it’s best when under constant pressure something will break. We need an increase in our numbers and we need the proper tools to carry out our function to the satisfaction of ourselves and the public we are employed to serve.”
“The whole organisation is now not fit for purpose. We should not have to beg management for the tools to do our job. Neither should we have to suffer stress and upset as a result of the inadequate resources supplied to us. It is time that management stopped bashing us and instead supported us and stand with us in our quest to be paid and resourced properly. Would I do it all over again? Not a hope. It is my feeling and others I have spoken to that the sooner one can get out the door the better. A sad way to be after serving the state for so many years.”
“I would like to see more appreciation for the operational members at the front line. I believe that these are the people who are meeting the people each and ever day. I think that there should be an incentive to keep our best people in these positions and less so called specialized people who are hiding away from the public in offices and of no beneficial use to the force or the public.”
“Community Policing is the way forward. Put members back out of offices from in front of computers a, back on the ground. We have lost our focus. New young Gardai are being encouraged to enter notes on a computer release 6.8, CCTV requested, statement taking etc. This will not help them learn the basics of solving crimes. Get out of the patrol car meet people, talk to young people, get to know who is committing crime, using drugs, travelling around in the area and we will be a lot further on.”
“More secretarial assistance and much improved technology is required to release supervisors from being tied to desks so that we may actually supervise investigations and duties.”
“The 30 free hours obligation needs to be removed. We work in a highly pressurised and stressful job because of the embargo on recruitment, increased levels of administrative workloads and the constant push from management to keep doing more despite this work environment. I have spoken to many colleagues of all ranks and people i would have regarded a vocationalists like myself, they would say morale has never been as bad and the comment made is why ask for the 30 free hours again for the three years and why is there such a slow attitude to restoring our pay. The same colleagues would also say they are actively not promoting a career in An Garda Siochana for their sons and daughters, the level of pay for new entrants is disgraceful and demeans the role.”