20 Fi^^ii AM) (;ami; commission 



C. Regional Managers 



Tlif wlinlc success of tilt' su};};<'>^l'''l pl.ni liiiiK<'s uixm tlic calilicr of the men 

 sflcctcd as r(>};ion:il iii:niaK<'i's. Tlic major cliaiiire ln-ouii^ht about h.v the adoption of 

 tlio line and staff or^'ani'/.ation would lie the dcctMitralization of the work of the division 

 and the dele;ration of responsihilitv In I lie re;cional manager for the work of the divi- 

 sion in eat li area. The selection of these re>;ional mana};ers and the size of the areas 

 they are called ujion to atlniinister thus liecome the major factors that will determine 

 the success or failure of the new r>i-;;auizatiou. 



The followin;; are the main iirinciples u^)ou which the rcfjional managers should 

 he selected : 



1. The liest opiHirt unit V for tindinj,^ suitable men is amoufi thi' 7(10 em])loyees of 



Fish and (iaine. 

 L'. The examination foi- these positions should be oiieii on a comiiet it ive i)asis to 

 all men with a reasonable amount of exiierience. maturity and i)revious re- 

 sponsibilil \ . including; men from outside the di\ision who can (pialify. 

 .".. Salaries sbould be ,ib(]\r I bose now jiaid to any of the men to be uudei' the 

 le^iioiial maMaii:er's sui)er\isiou. 



4. The (pialitications and knowle<l;;e reipiired should fjive a fair opportunity for 

 men from all of the fields of law enforcement, manasenient, research and 

 administration. 



D. Statements of Commission Policies 



No decent rali/.ed oi'^auizat loll can fund ion jiroperly without established jxilicies 

 for Kiii<liiii<'<'. Without them the .several regions mifiht he administered (piite differently, 

 ri'siillintr in uiie\eu service to the iiid>lic and ine(|uities to the personnel, as well as 

 slior-t<-omin;,'s in wild lifi- maua^cnuiii . 



Thei-e is at present a lack of written commission policies on various phases of 

 lisli and ;;ame manax''ment, accompanied by a poor distribution to men in the field of 

 such policies that do exist. Such lack of written policies has resulted in employees 

 making' iiKlividii.al intei-pretati<nis on fish and game matters that are quite often at 

 a v.iri.iiice with sound procedures both as far as the wild life itself is concerned and 

 as far as the public is <-oiiceriied. Such tirm policies should be adopted by the com- 

 mission dealiii;; with each of the major sjiecies of fish and KJmie as well as their major 

 iiiaiiaKeiiieiil iirohlems. Such policies should not be considered as fixed and unchanging. 

 hut should be i-eg;irded as liviiiK iKtlicie.'- subject to continn.il i-e\ ision by the commission 

 upon recommendation of the staff and tin' public. 



With the lype of organization sncb .is oiillineil herein, dissemination of policies 

 lo all personnel would be .-i simple matter. These policies would be made known to the 

 piM»p|e of the entire Stale b\ I be regional iier.sonnel uniformly ;iiid without delay or 

 distort ion. 



E. The Need for an In-Seriice Training Program 



III ordi-r lo implemeiil the oi-ganiy.at ion.il plan presented herein and to insure its 

 KUCceKK, it is recoiiiineiMh'd ili:ii ibe ili\ isioii institute an in-service training iirograin. 

 Almost as important as the necessity for ii'organiz.il ion <if the divisi(m is the need for 

 various personnel of ihe division to he informed on all tish and game mattei's since 



virluall.\ exery employee of Ihe division is c.illeil upon at some tiin • .•inolher to 



expliiili the work of the division as a \\bo|e ,,r be m.i.v be calleil upon to e\|)lain Ihe 

 work of olhi'r members of the division, work witli wliicb be li;is no pailiciilar c<uitact 

 in the ordiiiai'N course of his dulies. 



.\ wi'll planiieil, permaneni in-service Irainin- pio-rain coiibl do as mm h to put 

 Ihe Kivisjoii of Fish and <;ame and the Fish and Came Commission in a better position 

 to perform their seivices as wouhl any reiu-giinizal ion that mighl bi' devised. It is 

 HUKKesti'd. Iherefore. Iliat some plan, such as the following iirogr.-mi be .idopted. Five 

 iii-Ncrvice training oMjcer positions should be set up as follows (one of tjiese positions 

 is alreadv in I lie Inidgel i : 



I. I,aw enfor«'eiiie|it ilist rilcl iroi. 



II. AdiiiiiiisI ralive, liscal and personnel ni.iiiers. 

 • I. (f)iiiie tiiiiiiagemeni . 



4. Inland tislieries iiiiinagement. 

 ."(. .Marine fisheries inainigemenl. 



These in-service training ollicers should be altached lo the a.ssistant chiefs in 

 <h.irge of each of these finictloiis and should in addition act together as a body, as 



