The Concerned Citizen is happy to announce that Office of Unified Communications 
Director, Karima Holmes, spoke out yesterday with some encouraging news, in a reply to Jillian A. Cohen’s commentary; entitled,
“911” … Is it a joke in this town?.
We are pleased to share her response with the dedicated dispatchers, radio operators, and call takers who work tirelessly at the DC 911 center.
Always remember, no matter what you may be told, your right to free speech is protected by the 1st amendment to the Constitution of the United States.
KHolmes says: February 1, 2016 at 18:43
Hello All. This is Karima Holmes the acting Director of OUC. Thanks for the comments and bringing this to my attention. I take these things very serious. As you may know this is just my third week in the district (the first week was during the Blizzard, eek!). But rest assured, I am absorbing all the information I’m receiving; particularly, info I can use to develop and maintain a proper functioning PSAP for our nation’s capital. I have had a career in public safety communications for over 15 years now and have had the misfortune of working in a mismanaged, uncomfortable work environment. I will not allow that to happen under my watch. As a leader, I assure you I will seek out the toxicity, correct or eliminate it. I have dedicated myself to evaluate this center from the personnel to the procedures and filter whatever/whomever proves to be counter productive to the ultimate goal of providing emergency communications and customer service(s) to the District’s citizens, responders and visitors. Lastly, I ask that you allow me grace to do my due diligence and fully investigate the root. Thanks
Filed under: Public Service
Dateline: Washington, D.C. 
Wolves In Sheep Clothing!
In my opinion Ingrid Bucksell is just part of a bigger problem, she is only doing what she has been allowed to get away with for too long.
The only way to get to the bottom of what is really going on in OUC, there has to be an external investigation of the entire agency and specifically upper management and a audit of the Human Resource Department. I guarantee an outside investigation will blow the roof off of this joint, because these people will make all kinds of attempts to pull the wool over your eyes, the OUC executives and hand picked floor managers are the root of the problem, as longs as the roots are in place, the toxic environment will continue to thrive…….They don’t want the truth to be known! (Management loves the drama, we are their entertainment)
For the short time that Interim Director Geldart, was in place he did more the agency and the employees as a whole in 6 months, than previous directors did in the last 9 1/2 years, and we sincerely appreciate & thank him.
All the current management team is capable of is being deceitful and underhanded with no transparency, everything is so secretive and hush-hush (specifically with management who has been in place since the Janice Quintana administration).
Dating back to 2006, there has been nothing but corruption, stealing, and sex scandals. This can be verified in an investigation.
How can there be honor, fairness and trust amongst a den of thieves and criminals?
The main crook in position after Quintana resignation is Yvonne NcManus (leader of the pack) she has been promoted a few times under the past two administrations, she is the residue of Quintana’s donkey doo-doo and is now the head of the HR Dept, she knows how to play the role of nicety, but she is treacherous and sneaky. Since she has been in charge of HR, there has been underserved employment opportunities and promotions based on nepotism and favoritism. There are a lot of pay discrepancies and disputes over employees entitlements. She has been able to manipulate her cronies (handpicked 311 supervisors and team leads) to operate in a manner that is deceptive and violates employees rights.
The name of the agency is the Office of Unified Communications, when there is no unity or peace when management causes division amongst the employees based on favoritism with different sections, individual likes or dislikes and personal feelings. Causing animosity between 911, FEMS, 311 and TRU. Supervisor’s pitted against Supervisor’s to win favor with upper management.
The system is set up for failure and they wonder why we are always in the news for delayed service calls and people are dying because of the agency’s failure to fix the issues with CAD, instead of blaming the employees. 98% of the calls that resulted in death and delayed service is a result of system failure and the remaining 2% is user error, or perhaps there have been emergency calls coming through 311 and the representative doesn’t know how to respond to the call, delaying service even further.
For the employees that are well-liked or have a close personal relationships with a supervisor, the supervisor would risk their life, limb and livelihood to protect these individuals and for a employee that supervisors don’t like, the supervisor will make sure that employee goes down like the titanic. The citizens and the employees deserve better.
The Union’s hands aren’t clean either, they have gotten in bed with management too (so to speak) kissing management rear end for personal gain, but it backfired and management used their selfishness against them. The majority of the union officials are from 911, so this means they basically fight for the section they work and if the rest of us benefit so be it. They should be replaced with a new local. If this not not true, please survey all the union members.
Director Holmes, I know this is a lot to take in, this is just the tip of the mountain top, the issues are way deeper than you can imagine, this is just to inform you of some of the history of the OUC dysfunction.
Something else to make you scratch your head and say hmm…our building was built on top of a burial ground for soldiers and mental health patients, all kinds of spirits may dwell within, that could be the reason for the curse over OUC, not only does this agency need Jesus, we need an exorcism too.
The old management is a dictatorship, that did not work and only caused dissension amongst us all, most of us welcome you and prayerfully you will bring forth a new direction and a different perspective on the standard operating procedures in OUC, because currently everything is basically passed along by word of mouth or not at all, then employees find themselves getting counseled, written up or suspended for something they had no knowledge of because the managers make this stuff as they go along and refuse to put anything in writing.
I offer the following scripture to you I believe it speaks to the journey ahead of you.
Psalms 40, 1-5:
1. I waited patiently for the Lord; and he inclined unto me, and heard my cry.
2. He brought me up also out of an horrible pit, out of the miry clay, and set my feet upon a rock, and established my goings.
3. And he hath put a new song in my mouth, even praise unto our God: many shall see it, and fear, and shall trust in the Lord.
4. Blessed is that man that maketh the Lord his trust, and respecteth not the proud, nor such as turn aside to lies.
5. Many, O Lord my God, are thy wonderful works which thou hast done, and thy thoughts which are to us-ward: they cannot be reckoned up in order unto thee: if I would declare and speak of them, they are more than can be numbered.
Prayers go up, blessings come down!
“OUC MANAGEMENT”
A MESSAGE FOR YOU
No one notices your hard work
No one notices your sadness
No one notices your pain
But they all notices your mistakes…
I give you that, you are new. However, because there have been other directors it has always been business as usual and the staff don’t have any confidence that a new director will make any change. Their confidence affect moral. I would suggest you review the qualifications for the management positions held and see if they qualify with education, experience and etc. Get to know their roles and responsibilities. Most of all I think it would be a good idea to supply all the staff with with their rights as union employees, personnel rules in term of leave breaks and etc. so everyone is aware of what is appropriate and what is not. An open door policy where the staff can feel free to bring to your attention issues that can’t be resolved. For instance, first level supervisor (not resolved), 2nd level supervisor (not resolved) then an appointment to discuss with you. Just show up on the shifts with an announcement and pick at random who you choose to talk to. Just suggestions. You have walked into a hornets nest…..From reading the posts this will not go away it will just blow up! GOOD LUCK!
Wow!
Sounds good, but seeing is believing. I’ll reserve judgement until I see what’s happening internally. However, if there’s no meaningful change by April, concerned citizens in the District of Columbia, in conjunction with employee unions, will band together and turn up the heat on this agency and it’s director dramatically. That’s a guarantee!