Same here. BP is the worst at wasting frequencies and bad system design. They have some real low quality people in that org.
In fact, I heard something today that made me sick and sums up the whole problem with what happens when you hire cheap unqualified technical people to design and service this stuff. I heard a "radio maintenan
What a sorry bunch that outfit has for tech/engineering people. Why would anyone design a system like this? Y In contrast CBP and Charlie 100 have a fairly good national system with good frequency reuse and dispatchers that sound sharp and professional. The difference is night and day. Another "merger" that really is not a good fit. I hope they scrap the 220 system and return the pool freqs so they can be used better by an agency that knows how to design an efficient national system.
Rant over ~
I feel a little better now
Phil
Hmmm, well I only half-agree with you. As with all government agencies there are the sharp and the retired in place. CBP Suffers from both. Before you assail the BP you should really come up to speed on a couple of important points. The first is that the BP no longer has in-house radio techs that 'belong' to them since the Customs/INS Merger. BP went from a DOJ agency to an 'Office' of the CBP. In all mergers, someone wins, someone loses. Customs won in this merger- check out that name sometime Customs and Border Protection. Alphabetically what comes first B or C?
Anyway, when the merger occurred all radio and IT/Computer folks were put into a single Office of Information Technology (mucha like all Air and Marine Assets were put into a single Office 'AMO' in the new CBP= the border patrol no longer 'owns' its own aircraft )but retains some small watercraft) regardless of what the paint may say) which is every bit of a standalone branch of CBP as the Office of Border Patrol is (the new name).
Again, supervision, motivation, technical ability, creativity, budget are all big factors and vary widely from place to place. ALL of the Computer and Radio items are owned & maintained by OIT. Here is something that might cloud your conclusions with facts, the OIT people that maintain the C100 Net and OBP systems are part of the exact same organization- if not the very same people depending on region and assignment. So while it might be true you have a retard tech in your area, also know that he is likely just trying to limp your analog system across the line until the new P25 system comes on line. No worries, it wont be long if it has not happened in your locale yet- it will soon it has been mandated by NIST.
-What a sorry bunch that outfit has for tech/engineering people. Why would anyone design a system like -this? ! The dispatchers don't sound too sharp either. This is yet another example of "cheaper is not -better".....
Can't defend a personality I don't know. I believe the postion title is Sector Enforcement Specialist for both the CBP/C100 and OBP for 'dispatcher' formally known as LECA's or Law Enforcement Communications Assistant. Generally speaking the OBP folks are GS-9's and the C100 folks are GS-11's. Why, it likely boils down to Customs won and Immigration lost in the merger. Some think it is keep the C100 folks from moving around, the agency says internally that it is because the C100 folk support a larger area a one time. The work is similar in many ways and none of these folks are overworked like a 911 dispatcher might be.
As for the quality of people again cant begin to defend someone I do not know. However, the law is that Vets get preference in the form of points at time of application. The Federal Government does not tend to make it easy for experienced folks to hire on so a experienced dispatcher are a bit of a rarity in the federal world. Someone with years of experience can apply and score a 97 out of 100 only to be eclipsed by a 90 point vet who gets 15 preference points with a 105 total.
When the public applicant (non-federal) lists (also 'cert' or certified list) are referred to a local hiring authority they are generally sent on the rule of three and they must exhaust those applicants before they get more names from the list at OPM.
If there are 3 Vets on the publ cert/list sent down from OPM and they are not excludable for some reason, then the hiring authority generally has to hire them or have a really really darn defenably good reason not to. There are Vets organizations that by law can appeal and the govt has to answer to if one of these applicants gripes. Better qualified applicant is not a good enough reason by the way.
I honor the veterans service as they paid in blood, seat and limbs for our freedom from the very beginning of our country. But, I believe the best qualified applicant should get the job not the one with the most preference points.
This a problem in recruiting 'the best' in the federal service. A motivated 28 year old or a burned out 30 year retired navy/army grunt looking for a retirement job- the best applicant should get the job not the one with the most points. Pay attention to the fed vocabulary on this one- they are looking for 'good applicants' not the best or most qualified. Good means alot fi different things to different folks so you need to pay attention to that word and how it is used.
and put agents life in danger when the system fails them in an emergency.
Agreed, this is a problem.
-In contrast CBP and Charlie 100 have a fairly good national system with good frequency reuse and -dispatchers that sound sharp and professional.
Sharp and professional might be due to lack of workload, then again it might be because the they are bright and sharp. There are plenty of both in both organizations.
Sorry about the hi-jack but I saw some misconceptions and wanted to offer some facts.
Aloha,
AL