Jealousy and favouritism undermine the climate of UPAC

Archival Photo Maxime Deland

Alexandre Robillard

Tuesday, 6 February 2018 17:25

UPDATE
Tuesday, 6 February 2018 17:26

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A human resources specialist of the Sûreté du Québec (SQ) has found that the work climate of the UPAC was marked by feelings of favoritism and jealousy.

These observations are drawn from an internal memo from the SQ, dated as of February 5, the purpose of which is entitled “Reports of employees from the Bureau of investigation on corruption (UPAC)”.

This document was submitted to the government by the acting director general of the police, Yves Morency.

Three pages expose including the findings and recommendations of an expert in matters of psychological harassment, Karine Martel.

These information were claimed for months by the opposition parties. They follow the publication of an initial batch of documents, in January, by the Unité permanente anticorruption (UPAC).

Summary

According to the SQ, Ms. Martel has met employees who had made reports, after having been mandated by the organisation of the police in the fall of 2016.

Confidentiality reasons prevent the publication of the document prepared by the specialist, depending on the SQ. The police, however, has transmitted a summary.

Ms. Martel has identified several “risks” in the workplace UPAC, where employees of the SQ in the loan service.

She noted the “presence of jealousy, rivalry and competition between the employees of that unit”.

The climate is marked by “mistrust” and “monitoring between co-workers, on the behavior and the discussions of others”.

There is also “a perception of favouritism” regarding the management of staff. The managers would be to “search for a scapegoat” and they “dénigreraient employees in front of their colleagues or at meetings.”

Preferential treatment

All of this adds to a sense of inequity and preferential treatment regarding scheduling, overtime, and the granting of promotions.

“We would point to a lack of objective criteria or adequate tools for evaluating performance, allocating promotions and justify his actions”, said Ms. Martel, who works in the Service of the labour relations of the SQ.

The specialist recommends, among other things, to avoid “any form of discrimination or appearance of discrimination”, explaining the selection process and by ensuring their compliance.

It also suggests training managers in the “management of conflict and incivility”.

In November, two trade unions of employees who work for the UPAC denounced in interviews at our Office survey “work climate lamentable” and “opacity” of the UPAC.