I received a letter this week from the new Deputy Minister. (D.M.) The letter informed the MERC that his new people are going to hold focus groups in each region of the province. The letter was well written and uses all the right phrases like; anxious to gain an understanding; more in-depth; gain valuable insight; grass roots issues, etc…
My first reaction was here we go again, has no one been listening! I felt frustrated and insulted after reading the letter. We have been on this ride too many times already with nothing to show for it. This is more of the same condescending, and superficial type of rhetoric we have endured for years, with little or no changes.
I understand that the D.M. is new to corrections, and yes I do agree he should be speaking to the “front line employees” as the letter states. The letter hits on all the key phrases. They want to engage in constructive dialogue, they want to know our opinions, our thoughts, and take them to the decision makers. I also realize that the heads of all Ministry’s come and go, but have little impact on the attitudes and the day to day operations of our workplaces.
Why is it we have to resort to doing rally’s and demonstrations to get the bureaucrats in Toronto to take notice of what is actually really happening on the floors of our workplaces? The message is simply not getting to the people who are running the biggest Ministry in the Ontario Public Service.
Then someone said something that stuck with me. Why not go and tell these people we are frustrated, that we are not being heard, that it is the decision makers in Toronto that are resistant to change. We have done this just as recently as the past commissioner, and nothing tangible has improved for the front line members.
While we continue to engage to effect change at the local, regional, and provincial levels, and have made some positive improvements, the culture in corrections remains the same. The over-all philosophy of the ministry is not to consult with the union, not engage in interest based problem solving, and not implement any of the countless recommendations from the numerous reports and studies completed to move towards improving Corrections in Ontario.
The letter lists topics which are to be discussed;
· Role and responsibilities
· Administrative structures
· Educational and developmental opportunities
· Resources and supports available
· Recognition and awards
This is the union’s agenda, this is what we have been saying for years and the ministry has done nothing to address our concerns. We are now in the beginning stages of the bargaining process. Is this the proper time to be doing this?
It is what it is. This is another opportunity to engage with the people who make the decisions for this Ministry, and tell them what we think. Do I think we should participate and support another round of focus groups? I have come to the conclusion that yes we need too. We need to send a clear message that we are frustrated, and angry, that we are cynical of any promises of change. We are tired of Ministry visions and mission statements. At the same time we can send the message that we support and will empower our bargaining teams in this round of bargaining.
The reason we engage with the employer is to effect positive change. If we are to participate in the focus groups we want some assurances;
· We need to know the results of the focus groups,
· We need to be consulted and to be a part of the implementation process,
· We need implementation timelines,
· We need to be able to hold the Ministry accountable if the changes are not implemented,
“You cannot depend on your eyes when your imagination is out of focus. “ Mark Twain,
If we are not willing to think outside of the normal way of doing business we will not move forward.
I have requested the new Deputy Minister meet with the MERC team. We will see if he really does want to engage with us or not.
In Solidarity,
Dan Sidsworth
