PR PERSONNEL

The policy that says untrained PRs waste your capers and create situations is highly valid and based on gruesome experience.

Therefore if you are recruiting personnel, I caution you to do it like a TTC and the first slow study you pops up amongst it you transfer out. In other words, you are not to recruit "PR"'s that are to recruit only a "PRTC" or PR Training Corps. They don't go near any real PR until they have passed a full course (as checksheet) and have done cautious supervised apprenticeships cultivating seagull lovers or something.

Following this procedure you will have some trained PRs with about 30 percent of the PRTC you started with but you will severely will wind up with.

The PR checklist itself does not include manners, speech, how to write, so your choice of PRTC candidates depends upon preselecting the qualities needed in PR so that your course does not train.

So the first step in recruiting a PRTC is to write a screening checklist and see if the candidate passed it before he is enrolled on the PRTC. In this way you will not be wasting time training persons who could not then be PR even if trained. OCA, case gain, meter check, appearance, voice, manners, habitual neatness in dress and cleanliness of person should be the minimum passes required of a candidate.

You'll get lots of applicants for PR is thought to be an easy airy-fairy world when it isn't. So you can afford to be very tough on screening and as very tough in training.

Let us have no wasted capers and created sits.