TexasCHLforum.com

Looking at this objectively first; What is DPS to do?

Options could be:

1) Fire, punish, repremand or other punitive consequences to individuals not performing at maxmimum levels or managment for not anticipating the growth.

2) Push a permit through as the deadline approaches regardless of the status of background or other processes that were not complete.

Option 1 would only slow the process even more as you would either have disgruntled employees or poorly trained employees as you replaced the terminated staff......not a viable option.

Option 2 could put a permit in the hands of someone who could jeopardize the program for all......not a logical proposition.

So, rather than engergize everyone with anger towards DPS, how about a viable suggestion that would improve the process. Not likely you can come up with one in the short run and you can bet DPS is working on a long term one. The staff working to process the permits are empathetic to the situation and they want you carrying as well. I have not met a DPS employee woring on the CHL staff (training, processing or any other capacity) yet that was not excited to see the increase as they believe in the value of the program. The problem is that the "Government" was not set up to react quickly to sudden changes such as an increase in applicants.

Does it stink for those waiting....yes....should you be as empathetic to DPS as they are for you....I am.