A Statement From The Commissioner

Hello everyone,

Over the past few days, the Commissioner’s Advisory Council (CAC) has been observing discussions and receiving reports regarding various sentiments that have emerged within the Habbo Police Force (HPF). These sentiments appear to reflect growing concerns, confusion, and in some cases, frustration among our members.

Some of the specific concerns that have come to our attention include questions such as:

• “What is the leadership team doing?”
• “Why is nothing being done?”
• “Why does it feel like no one is putting in any effort?”
• “Why is no one being recognised for their work?”

These and similar comments have not gone unnoticed, and as your Commissioner, I believe it is important to address them openly and constructively. This message serves not only to clarify several matters, but also to reassure you that your voice matters and that your contributions are deeply appreciated.

Acknowledging Your Feelings
First and foremost, I want to make it abundantly clear that I am not here to invalidate anyone’s feelings. If you are feeling overlooked, unappreciated, or disheartened, I understand—and you have every right to feel that way. Every single member of HPF has invested time and effort into making this organisation what it is today, and those efforts deserve acknowledgment and respect.

However, while your emotions are valid, it is equally important to consider how those emotions are expressed. HPF is a professional, roleplay-based organisation with standards of conduct and operational protocols that must be upheld at all times. We must be cautious about how and where we raise concerns—particularly in public spaces like the HQ floor—because such expressions can inadvertently affect our reputation and image within the broader Habbo agency community.

If you have something to say, please know that there are appropriate and constructive channels for doing so. The Central Command Office (CCO) is always open to listening. The #suggestions space on our official HPF Discord server exists specifically to give every member a voice. You may also reach out to your immediate superiors or department leadership, many of whom are more than willing to support you.

Keeping Communication Professional and Productive
As members of HPF, we each carry the responsibility of maintaining a positive and professional environment. This means conducting ourselves with respect, tact, and a shared commitment to the organisation’s long-term success. By communicating through the proper channels, we ensure that issues are handled with the seriousness they deserve—without compromising morale or unity.

Addressing the Issue of Favouritism
One recurring concern I have heard is the perception of favouritism in HPF—claims that some individuals receive promotions, awards, or opportunities unfairly. I want to take this opportunity to state clearly and confidently that these claims are not true.

I have full confidence in the integrity of my leadership team. Every recognition, every promotion, and every award in HPF is based on merit, not on personal relationships or popularity. Just because someone’s work may not be visible at HQ does not mean they have not been contributing meaningfully elsewhere. Contributions can take many forms—departmental responsibilities, administrative tasks, event planning, or even mentoring and supporting others behind the scenes.

That being said, I acknowledge that the leadership team is not perfect. Mistakes and oversights can happen, and there may be times when someone’s contributions are unintentionally overlooked or delayed in recognition. For that, I take full accountability as Commissioner.

To ensure we are doing better moving forward, I will be introducing a Recommendation Form via the PTS. This form will allow any member of HPF to submit a formal recommendation for a fellow member they believe deserves a promotion, award, or special recognition. Submissions must be supported by valid reasons or evidence. This initiative empowers everyone in HPF to uplift one another and ensures that recognition is fair, transparent, and inclusive.

Leadership Responsibilities and Officer Accountability
Another concern that has surfaced involves the performance and presence of our officers. Specifically, there have been observations and reports suggesting that some officers are not fulfilling the leadership expectations of their rank. I have noticed this as well, and I believe there is truth to these sentiments.

Let me be clear: officers in HPF are expected to lead by example. They are not simply individuals who wear a higher badge—they are role models, mentors, and operational leaders. Officers are responsible for maintaining order at HQ, assisting NCOs and WOs, mentoring new recruits, and stepping up in the absence of CAC or CCO members. Leadership is not about title—it is about consistent presence, meaningful contributions, and setting the tone for the rest of the force.

To ensure that these standards are upheld, I will be implementing a Monthly Officer Review system. Every month, all active-duty officers will be reviewed based on their conduct, performance, activity level, and contributions to the organisation. Officers who receive consistently poor reviews may face appropriate disciplinary action, including demotion or removal from position.

This is not intended as a punishment, but as a mechanism to maintain high standards and to ensure that only the most committed and capable individuals remain in positions of leadership. Further details on this process will be shared directly with all officers in the coming days.

Growing Together as a Young Organisation
I would now like to offer a broader perspective. HPF is still a young and evolving organisation. We are still growing, learning, and building. It is natural for any young organisation to experience challenges, rough patches, or moments where things feel like they’re not going in the right direction.

But that does not mean we are failing. Far from it.
What I see every day is a team of passionate, dedicated individuals who genuinely want to make HPF the best it can be. I see people taking initiative, staying up late to help with tasks, offering feedback, mentoring others, and supporting the vision of HPF with heart and commitment.

Yes, there are areas where we must improve.
Yes, we have systems that still need refining.
And yes, we can and will do better.

But what we need now is trust in the process.
What we need is patience as we continue to evolve.
And most of all, what we need is to stick together as a team.

Final Words from the Commissioner
Let us not lose sight of why we are here. Each of us joined HPF for different reasons—some for the experience, some for the friendships, some for the leadership opportunities—but I believe we all share a common goal:
To build something meaningful.
To belong to something bigger than ourselves.

I want every member of HPF to know this:
You are appreciated.
You are seen.
You are valued.

Whether you are a recruit still learning the ropes, a corporal holding things down at HQ, a department member pushing projects forward, or a senior officer working behind the scenes—you matter. Your contribution matters.

Let us support each other, encourage one another, and hold ourselves accountable to the values that brought us here. Let us choose unity over division, professionalism over impulsiveness, and progress over stagnation.

Thank you all for your dedication, your resilience, and your unwavering service to HPF.