I am writing as a follow up to my letter published in the April 3 edition, in which I refer to the speed restriction that was due to be put in place at the junction of Ravens Bank and Millgate( Sly’s corner) within our village.
This work has now been completed, indeed, this was done a couple of weeks ago. It is a sight that has to be seen to be believed.
I do not think any blame can be attached to the workers on the ground, who would only have been following the instructions given to them. However, on approach to this junction along Ravens Bank from the direction of Moulton Chapel, a 50mph speed restriction sign has been put up about 5 metres from the double give way junction, and has been coupled with a national speed restriction sign some 5 metres further along the road as you leave the junction and continue on your way towards our village.
I doubt that this constitutes enough of a distance to be checked for speeding by a police officer. Further, if you were to approach this junction from Moulton Chapel and then turn left, no “lollipop” repeater signs have been installed, thus giving anyone speeding along Millgate, having made such a manoevre, a ready made excuse for the dismissal of the case against them as they will (genuinely) not be aware that there is a restriction in place.
When Jan Johnson in Holbeach St Johns is struggling to get change for the better and appears to get short shrift from the highways department, just whom was the overseer there of this absolute debacle? I feel the public has a right to know, as it is mind-numbingly ridiculous. It is a waste of taxpayers money yet again due to wholesale incompetence on the part of the official charged with bringing this project to fruition. Clearly it has not been assessed and inspected after its installation, or I assume this would have been identified and corrected. I believe that it is high time the human resources department at the county council introduced a capability assessment programme (if one doesn’t already exist, and, if it does, then why isn’t it being implemented), that has a required level that has to be attained, and, in the case of an officer not reaching said level of competence, then disciplinary procedures could/should be brought to bear against any such employee who is just not worthy of holding their office, and which ultimately could lead to the sanction of dismissal from their post. Such procedures exist in private companies, within which some of these officers just would not survive.
If any readers are unable to form the image I have described in their mind’s eye, then please visit this site, as you just will not believe your eyes.
Whaplode St Catherine