Senior leaders of the Royal St. Vincent and the Grenadines Police Force (RSVGPF) say promotions must be tied more closely to merit, performance, and responsibility, arguing that fair advancement is critical to both officers’ morale and the country’s fight against crime.
Acting Commissioner of Police Trevor “Buju” Bailey and acting Assistant Commissioner of Police Brenton Smith addressed the issue at a press conference on gun violence on Thursday, linking recent elevations in the force’s hierarchy to a heavier burden of accountability, and promising changes to how future promotions are handled.
Bailey, who was recently appointed acting commissioner, said the force is going through a period of significant internal movement, with the elevation of acting Deputy Commissioner Junior Simmons, ACP Smith and other officers, and hinted that more promotions are imminent.
“Administratively, we have seen the elevation of Deputy Commissioner Mr. Simmons, the elevation of Mr. Brenton Smith, and in a few days, hopefully, we will experience even more promotions within the Royal St. Vincent and the Grenadines Police Force,” Bailey said.
He cautioned, however, that this is not a time for celebration, but for recognising the weight of the new roles.
“This is no time for us to gather in any promotion activities. We recognise immediately the seriousness, the responsibility that is entrusted on us,” Bailey said at the press conference, which came three days after he rose to the top of the constabulary.
He described his own shift from senior officer to head of the force.
“Whilst yesterday I was a part of a team, today I lead a team. Whilst yesterday I reported up the chain, today the chain reports to me, and they expect nothing but the best of me,” he said.
Bailey said he has committed himself and the organisation “wholeheartedly” to fighting crime and bringing an end to the current crime wave.
Promotions as responsibility, not reward
Bailey’s comments framed promotion as less of a reward and more of a call to service.
He told the press conference that the new leadership appointments — including his own and that of ACP Smith, who now oversees crime-fighting — must translate into stronger operational performance, particularly in tackling gun violence.
“I commend myself and my organisation wholeheartedly [to] fighting crime in St. Vincent and the Grenadines and bringing an end to this crime wave. I do so with every ounce of sincerity, and will lead the men and women of the [force] in this fight,” Bailey said.
Within that context, he called for “a renewed focus, a renewed vigour”, saying every member of the constabulary must “take a new guard” and rededicate themselves to crime fighting and public safety.
While Bailey did not go into the mechanics of the promotion system, his remarks made clear that those who have moved up the ranks are expected to deliver tangible improvements — in leadership, coordination and results — rather than enjoy new titles.
‘We have to change the way persons are being promoted’
ACP Smith, who continues to oversee human resources, was more explicit about the need to reform the promotion process.
Responding to a question about police morale, he said advancement has long been “a critical one” for members of the constabulary and stressed that the criteria for elevation must be overhauled.
“Police officers, we have to change the way persons are being promoted,” Smith said.
He argued that promotion must be tied directly to performance and capability, rather than to seniority or other non‑transparent factors.
“Persons must be promoted based on merit, the hard work, the commitment, and the knowledge of the job — that will help tremendously in the morale of the police officers,” he said.
By emphasising merit, effort and competence, Smith effectively acknowledged longstanding complaints within the ranks that advancement is not always seen as fair or predictable.
Promotion, morale and welfare
Smith also linked promotion practices to broader questions of morale and welfare, suggesting that how and why officers move up the ranks is inseparable from their sense of being valued and treated fairly.
He said leadership must consider not just who is promoted, but the overall well‑being of officers, including their work‑life balance.
“Their family time, as the commissioner made mention, we have to look into the welfare — you understand how much time they spend on the job compared to that at the home,” Smith said.
He said the force is conducting a manpower audit to determine where officers are stationed and where they are best suited, to strike a better balance in deployment.
Smith added that the audit should be concluded within a week and should give the force a clearer picture of where staff should be placed.
While the audit is primarily about deployment, Smith’s comments suggested that matching skills to roles and ensuring fair workloads are part of creating an environment where promotions feel earned — and where officers see a clear path from performance to advancement.
Promotions in a time of heightened scrutiny
The officers’ remarks on promotion came as the RSVGPF faces heightened scrutiny over its handling of gun crime and its relationship with the public.
On one side, the leadership is pushing a more visible, intelligence‑driven response to gun violence, including increased patrols, zoned policing, investment in forensic tools and regional cooperation.
On the other, it is seeking to rebuild trust through improved discipline, professionalism and community engagement.