Frustration at work, advice?

[GliderGimp]

I am a dispatcher for my campus security office. I handle things like systems checks, all alarms (intrusion, fire, etc) are dispatched through me, I field phone calls, handle lost and found and much more. Recently I've become frustrated with some management practices. Here's the story.

About a month ago, another dispatcher had gotten a fire alarm and not dealt with it very well (panicky, not time efficient etc) so the manager spoke with her, she stopped getting shifts and eventually I think she was fired. This was her first and only offense. Problem being, we are not properly trained. We learn the emergency procedures by reading a binder. There is no competancy test or even a walk through of that in training.

SO a few nights ago, I got a fire alarm, but it was in Residence Security's vicinity and I was confused what my duties were since the procedures binder seems at first read to contradict itself. I handled it without panic but not in as well as I would have liked. I haven't heard from my supervisor or manager so I assume they're not too concerned, but I'm still a bit worried. I wrote a memo to my supervisor suggesting they implement a competancy run-through of emerg. procedure to all new trainees in order to ensure proper, efficient and competant handling of all such occurances.

Legally, if reading this binder and memorizing it was part of my training, I could be fired for performing poorly, like the other dispatcher was. My problem with this is two things:

1) I was supposed to recieve 40 hours of training. I actually recieved only 24, was asked if I was comfortable to start working alone. I said yes becasue I felt comfortable. I read the binder over at the beginning of each shift just in case. I did not realize that I wasn't as knowledgable as I would have liked.

2) An employer such as a security office, where emergency procedures are paramount to ensure the safety of all on the premises, should be far more concerned with checking and double-checking their employees' competancy when dealing with situations like that. A simple walk-through during training would do worlds to increase the confidence of employees and ensure timely response to all alarms.

Like I said, I submitted a memo to my supervisor in order to initiate some positive change in the training process. From my studies (industrial/organizational psychology - deals directly with this sort of thing), flying (where practicing safety/emergency procedures is crucial) and cadets (leadership and initiative), I KNOW how to fix this problem. I just can't do it without management's support. The office has poor safety culture and it is extremely hard to change without management commitment. They need to train in full and more thoroughly. They seem to not want to talk about the matter.

My question is, what are your opinions on this matter and how I do gain the ear of management and make my point known?

[J. Gleiberman]

I am a dispatcher for my campus security office. I handle things like systems checks, all alarms (intrusion, fire, etc) are dispatched through me, I field phone calls, handle lost and found and much more. Recently I've become frustrated with some management practices. Here's the story.

About a month ago, another dispatcher had gotten a fire alarm and not dealt with it very well (panicky, not time efficient etc) so the manager spoke with her, she stopped getting shifts and eventually I think she was fired. This was her first and only offense. Problem being, we are not properly trained. We learn the emergency procedures by reading a binder. There is no competancy test or even a walk through of that in training.

SO a few nights ago, I got a fire alarm, but it was in Residence Security's vicinity and I was confused what my duties were since the procedures binder seems at first read to contradict itself. I handled it without panic but not in as well as I would have liked. I haven't heard from my supervisor or manager so I assume they're not too concerned, but I'm still a bit worried. I wrote a memo to my supervisor suggesting they implement a competancy run-through of emerg. procedure to all new trainees in order to ensure proper, efficient and competant handling of all such occurances.

Legally, if reading this binder and memorizing it was part of my training, I could be fired for performing poorly, like the other dispatcher was. My problem with this is two things:

1) I was supposed to recieve 40 hours of training. I actually recieved only 24, was asked if I was comfortable to start working alone. I said yes becasue I felt comfortable. I read the binder over at the beginning of each shift just in case. I did not realize that I wasn't as knowledgable as I would have liked.

2) An employer such as a security office, where emergency procedures are paramount to ensure the safety of all on the premises, should be far more concerned with checking and double-checking their employees' competancy when dealing with situations like that. A simple walk-through during training would do worlds to increase the confidence of employees and ensure timely response to all alarms.

Like I said, I submitted a memo to my supervisor in order to initiate some positive change in the training process. From my studies (industrial/organizational psychology - deals directly with this sort of thing), flying (where practicing safety/emergency procedures is crucial) and cadets (leadership and initiative), I KNOW how to fix this problem. I just can't do it without management's support. The office has poor safety culture and it is extremely hard to change without management commitment. They need to train in full and more thoroughly. They seem to not want to talk about the matter.

My question is, what are your opinions on this matter and how I do gain the ear of management and make my point known?
Honestly you have done everything you can. If your memo is well written and clearly gets your point across then that is great, but MAKE SURE YOU KEEP A COPY AT HOME, NOT IN THE OFFICE!!!!!!!!!!!!!!!!!!!!!! Keep in mind you are not management in the sense that you set policy, if the stuff hits the fan it will travel up not down, and your memo will work wonders for you.

I realize it is frustrating but that is why they have chiefs and indians. You aren't quite at the chief stage but if you work competently and quietly to get your point across you will finally get their ear.

As for the sufficiency of training again that is management's responsibility and as long as you have done what they have required you to do then you have satisfied your obligations.