7. Strategic Awareness and Staff Management Flashcards
Araia I te tuatahi
Prevention First
Our Functions - OUR BUSINESS
-Keep the Peace
-Maintain Public Safety
-Law Enforcement
-Crime Prevention
-Community Support and Reassurance
-National Security
-Policing Activities outside New Zealand
-Emergency Management
Our Mission- OUR BUSINESS
To prevent crime and harm through exceptional Policing
Te Huringa o Te Tai
“The turning of the tide” is our Maori strategy.
The deployment process is informed by critical command information. The five key inputs are:
-Our goals and priorities
- Intelligence
-Demand
-Performance
-Our available Resources
Layers of opportunity
Opportunities to prevent crime and harm.
Operational
Tactical -1 to 3 months
Strategic -3 or more months
Pou Mataara
Our people and their mindset
Pou Mataaho
Effective initiatives and improved practice
Pou Hourua
Effective Partnerships
F1 Strategy - purpose
Enables leaders to connect to their teams to Our Business by clarifying our purpose in Police and the outcomes we need to deliver
F2 Culture - Purpose
Helps us build the high performance culture we need to deliver Our Business
F3 leadership - Purpose
Providing more people-focused leadership.
Provides leaders with the tools to help us deliver on our purpose.
F4 Capability - Purpose
Equips each of us with the tools to perform to our potential in our roles
F5 Performance Management Framework - Purpose
Talking about our performance in a more meaningful way.
Values - Professionalism
Look the part, be the part
Values - Respect
We treat everyone with dignity, uphold their individual rights and honour their freedoms
Values - Integrity
We are honest and uphold excellent ethical standards
Values - Commitment to Maori and the Treaty
We act in good faith of, and respect, the principles of Te Tiriti o Waitangi - Partnership, protection and participation
Values - Empathy
We seek the understanding of and consider the experience and perspective of those we serve
Values - Valuing Diversity
We recognise the value different perspectives and experiences bring to making us better at what we do
What is the rule of the law?
The rule of law is a fundamental characteristic of a democratic society.
Some key aspects included are that all people should be treated equally before the law and that individual liberties should be preserved.
S9 Policing Act 2008
Functions of Police
Keeping the peace
maintaining public safety
law enforcement
crime prevention
community support and reassurance
national security
participation in policing activities outside NZ
Emergency management
s20 Policing Act 2008
Code of Conduct
It is the duty of every Police employee to conduct himself or herself in accordance with the code of conduct
s30 Policing Act 2008
Command and Control
Every Police Employee must obey and be guided by
-General instructions
-The commissioners circulars
-any applicable local orders
Every Police employee must obey the lawful commands of a supervisor
s63 Policing Act 2008
Acting Appointments
In the case of absence from duty the commissioner may
-Appoint an employee temporarily to any higher level of position
-or authorise an employee to exercise or perform all or any of the powers and duties under this act or any other enactment.
Constable must be authorised under section 63(1)(a) for approval of PSO
Performance Improvement Plan (PIP)
Step 1: Initiate a PIP
Set a time for a formal conversation about performance. This should be recorded in writing.
Performance Improvement Plan (PIP)
Step 2: Meet with the employee to formulate a PIP for future implementation
Define the performance issues and provide examples
Allow opportunity for explanation
Confirm next steps
record meeting outcomes
At this stage you may confirm if a formal PIP is required or not. Record this decision.
Performance Improvement Plan (PIP)
Step 3: Finalise the PIP
If you believe a formal PIP is required.
Set a time to finalise the PIP by.
Define what success looks like.
Specify improvement actions that are clear, reasonable and timely.
Keep a copy of the PIP and provide the employee with one.
Performance Improvement Plan (PIP)
Step 4: First formal review meeting
On completion of the review period you will have reviewed the performance nad formed a preliminary view on whether or not the standards have been reached or not.
Allow them to bring a support person
Performance Improvement Plan (PIP)
Step 5: Confirmation of Outcome
Will reflect one of the following:
The PIP has resulted in the required improvements being achieved
Some improvements achieved but the required standards not reached (extend time period and provide further support)
No or insufficient improvements
Performance Improvement Plan (PIP)
Step 6: Additional steps and final PIPS
If requirements have not been met but your decision is no disciplinary outcome, steps 1-3 may be repeated.
All applicable circumstances are to be taken into account.
The decision letter is to be provided to he employee at this stage.
Kia Tua Policy
Our approach for preventing and addressing unacceptable behaviour in Police
Kia Tua principles
Te Putahi o Te Tangata: People Centric
Everyone is treated with respect and dignity and have the opportunity to tell their side of the story. Everyone will be offered support along the way.
Kia Tua Principles
Whakawhirinaki: Trusted
Trust each other and our processes.
Kia Tua Principles
Whaiwhakaaro: Responsive
We will respond to matters quickly and proportionately to the behaviour of concern
Kia Tua Principles
Tikanga Haumaru : Safe
Providing a safe and healthy work environment where everyone can be themselves and thrive
Kia Tua Principles
Noho Haepapa: Accountable
We are all accountable for our behaviour and behaviour that falls short of what is expected of us will be addressed.
s13 IPCA Act 1988
Duty of Commissioner to notify Authority of certain incidents involving death or serious bodily harm.
s15 IPCA Act 1988
Duty of Commisioner to notify Authority of complaints.
ASAP but no later than 5 days after the complaint is received
s22(2) IPCA Act 1988
Under Clause 13 of the Memorandum of Understanding between Police and IPCA
Commissioner has asked the IPCA to investigate:
Criminal offending or serious misconduct by Police employee
Critical incidents
Intentional discharge of firearm
Self harm/suicide in Police Custody
Unintentional dog bite
