Designing the SPN

Updated: Dec 22, 2020

"Hard justice meet connecting the dots"

Unadulterated connection-keepers

Unadulterated connection-keeping, or child safety filers, now use an organic safer private network (SPN) that aims to keep your taxes low, increase the happiness of society, and prevent crime. But designing an organic network to provide this next-generation ultra safety, and also data to next gen policy makers was a monumental task. Connection-keeping will save lives, prevent violence, innovate policymaking, and improve community wellness. It's elementary that connection-keepers to remain a freedom-centric organic network for Clean Law's new area of preventative law & policy practices.

With the child safety file network, the classical justice system is the same. But the inherent psychology shift of performance skills added only in safety files, there's a new pathway potential for society. The performance justice built in innovates the industry and community. Another key benefit is that organic child safety files are responsive. Providing urgent care support for victims of crime and abuse. Also allowing that data to be available to political decision participants. The new network offers resources and services to meet our life needs that classical justice and other policymaking alone cannot provide.


Child safety filers start 3 easy ways:

1. Self-justify

FREE - Self-justify your own positive experiences in life. Or, anyone can report catching anyone else doing something positive. This builds empathy as well as a positive file, docket sheet, procedure, city, county, and state.

Life Winks™ promotes personal positive psychology while also relieving stress. Functional methods like those available to students at risk from

2. Click

Click or Report to build a safety CASE today. Or, sponsor a family in need by subscribing. Networking with Clean Law floats many people through our own unique valley of stress with counter-happiness during those trying times. While the data acts as connection guardians paying family sustainability and childhood safety forward.

3. File & Trial

Donate time to personally give vulnerable children and young families the safety and connections they deserve for their best futures possible. Opponents know that separations are painful and starving situations. Situations where children's minds are cannibalized. A child's support is systemically cannibalized. And a child's family is cannibalized. Everyone should give thought to connection-keeping with the best childhood and elderly ultra safety network. Give yourself or others the healthy bonds they need to survive the unbridled distress of VALLEY court.


Helps With Yesterday's Hard Justice:

"Yesterday's hard justice wasn't like shooting from the hip.

It was more like shooting in the dark!"

"Why are good people still supporting dangerous pipelines?"


Heal With Tomorrow's Easy Justice:

Here's what safety file angels and agents are saying:

"Why are good people volunteering to balance with GRAND court themselves?"


The Organic Safety File Transformation -

Widely Accepted Everywhere:

How a Responsive 360-Degree Performance Feedback court Developed:

From psychology to the corporate world of human resources, performance 360-degree feedback methods are commonly used.

Performance connection-keeping is derived from the corporate world of performance management. Done effectively, performance management explains what is vital to the organization and leads its community to achieve that which is expected (Bernardin & Russell, 2013). Done poorly, performance management not only fails to achieve those benefits but can also undermine community confidence and damage relationships.

Designing a performance SPN intervention system was critical. Not only were the youth elderly of America being excluded on a monumental scale out of their own lives and out of the decisions ruling their lives and futures, but they were showing it by either being proud victims of violence themselves, or else by creating violent or self-destructive acts according to U.S. Census statistics. Children of bad deals end up in bad places.

Designing the SPN parallels performance management. Albeit, the SPN is a community initiative whereas performance management is a corporate initiative. But they both enable performance people. Maximizing healthy performances while nixing unhealthy performances.

Family members, especially children, in divorce court and all other family separated situations are truly innocent people. Each just trying to do the right things by themselves and by those they look up to. Just like employees are trying to do the right things by themselves and by the people that they look up to for vision. But, what if employees were never judged based on their good work performances? What if the vision for their job did not include them or their job duties? What if, God forbid, employees got exiled from their jobs like children get separated from their families simply for not knowing that they need representation or to at least know how to practice the rules and mechanisms of an outside third-party mechanical system?

That’s not PJ360. UCLA Professor Samuel Culbert is probably the most quoted opponent of performance management systems. Says Professor Culbert, “a one-side-accountable, boss-administered review is little more than dysfunctional pretense. It’s a negative to corporate performance, an obstacle to straight-talk relationships, and a prime cause of low morale at work. Even the mere knowledge that such an event will take place damages daily communications and teamwork.” Indeed, there’s considerable evidence that those with experience are often dissatisfied with performance management systems.

The encouraging news is there’s solid research pointing the way to effective performance systems. Many companies do not agree with Professor Culbert and others who want to do away with formal performance appraisal systems.

Forms & Positive Reports

In order to design the SPN for families appraising family performances and positive psychology activists appraising positive childhood psychology, it was important to first define what is meant by the term family performance. Like performance management, we can think of family performance as “continuous process of identifying, measuring, and developing the performance of individuals (performance families) and aligning with strategic goals of the ( family members).” (Pritchard, Weaver & Ashwood, 2011; Aguinis, 2009). Likewise, positive childhood psychology is a continuous process of identifying, assessing, and developing performance data of individuals and children's thoughts and actions with goals of their parents or families. The performance data measurements are incorporated into various child safety file forms and part of their safety files.

Custom Folders (Not Generic)

The “360” component of the SPN also comes from the corporate world. In particular, personnel psychology. The 360-Degree feedback assessment method looks at every individual from every other individual’s perspective. As well as individuals evaluating themselves whenever possible. This is a well-rounded and comprehensive view. Multiple perspectives give more insights than even one party evidence. It reduces the chance of errors and unconscious biasing for improved decision-making accuracy. It also reduces the time-disconnects between factual thoughts and actions from later hearings or decisions regarding those prior thoughts and actions. Cleaning up this time-lag itself increases the probability of more accurate decisions and clarity of overcoming obstacles and achieving goals.

Those SPN Justice Systems

Like the family performance system, you can also think of the child safety file system as the continuous process of identifying, applying, and further developing family sustainability performances and positive childhood psychology performances of situationally vulnerable children and aligning

with goals of family members, separated parents, and even mentoring families.

In all, your new safety file network allows victims of crime and vulnerable children to live a life of balance. A life full of endlessly positive Hawthorne effects in addition to those endlessly mounting negative isolation effects. With Clean Law 360, logical cycles of fact-based data meets illogical cycles of error-based data to help continuously increase the accuracy of future decisions and to help people turn their own nixed experiences, ideas or issues into flourishing opportunities!


Child Safety File Accounting

Let's do the math. On average, the cost for supporting single justice alone in the classical "adult fighting file" system is $300 per hour. Not to mention the enormous tax dollars we spend on the building overhead and the wasted illogical closures of policy mechanisms. Plus, the classical system, those files, and those eventual deals do not study the effects of these life-altering pressures on children. Some call that getting hustled or swindled. You can think of it as children getting the "no end" of the measuring stick, or pipeline. No end of those deals. While also being kicked hard while they are down and unable to ever express their voice or get back up again. That's hard justice accounting.

On the other hand, with your new safety file agents and angels, child safety files are estimated to be $0 to $29 a month. Depending one's level of ultra safety needed. Some call that saving lives. You can think of it as being blessed. Child safety file agents and angels add value where single justice alone couldn't even see. That's easy accounting.

You're smart connection-keeping is thrifty. It's a deal. It's the real deal. It's authentic, organic, positive childhood psychology, and way beyond community service. You're connected. Have fun and enjoy a great value.


"Easy justice."

Because the alternative alone is hard & full of costly,

cannibalizing voids or blank spots.



Aguinis, H. (2009). Performance management (2nd ed.). Upper Saddle River, NJ:

Pearson Prentice Hall.

Culbert, S. A. (2008, October 20). Get Rid of the Performance Review! Retrieved from

Bernardin, H. J., & Russell, J. E. A. (2013). Human resource management: an

experiential approach. New York, NY: McGraw-Hill/Irwin.

Pritchard, R. D., Weaver, S. J., & Ashwood, E. L. (2011). Evidence-based

productivity improvement: A practical guide to the productivity

measurement and enhancement system. New York: Routledge, Taylor &

Francis Group.


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