I remember a highly paid DEI promotion asking my advice as to "How can I make sure they are working". This was in a law enforcement agency where 95% of the staff worked in the field. She had come from a pseudo enforcement agency which required the subjects of their investigations to come into the office (which many did not).
I told her that the field investigators were evaluated by their timely completion of investigations and their success in resolving matters short of litigation. The very conduct of those investigations could not be done in an office from 8AM to 5PM. Eventually she accepted the fact that she could not micro-manage her staff though her region's performance was always sub-par in short order!
Good example.
The Department needs to set goals on timeliness, quality and any other criteria they choose.
Then they should not care if an investigator spends too much time in the coffee shop.
Personally-—I want crimes solved & criminals stopped.
I do not care if investigators are white—black—yellow or green-—young or old.
I want DELIBERATE attention to details which can make or break a case & get a criminal behind BARNS-—OR DEAD.