7. Strategic awareness/staff management Flashcards
What is our vision?
To be the safest country in the world
What is our purpose?
To ensure everybody can be safe and feel safe.
What is our mission?
Is to prevent crime and harm through exceptional policing.
What are our goals?
Safe homes - families free from violence, abuse and neglect. Preventing burglary and other threats to the places people feel safe.
Safe roads - working with partners to prevent death and injury resulting from crashes
Safe communities - people are safe and feel safe wherever they go and whatever they do.
What is our operating model?
Prevention first - it asks our people to be problem solvers and look for opportunities to prevent further crime, harm, rather than just respond to events.
What are the core components of Prevention First
Deploy to beat demand
target the drivers of demand
mindset: taking every opportunity to prevent harm
These components are supported through our partnerships
What is our deployment model?
provides a national framework to enable decision makers to deploy resources to the local envirnonment using a consistent approach.
Focuses on the crime triange to:
Act with urgency against repeat and priority offenders
Provide support and assistance to those repeatedly victimised
Maximise resources to locations that repeatedly suffer disproportionate levels of crime
What is evidence based deployment?
we use tactics that have been proven to work, we identify and understand the problem, and we evaluate the results of our interventions to determine whether we achieved the desired outcome or need to refocus our efforts.
What are our drivers of demand
families
youth
alcohol
mental health
Roads
Organised crime drugs
WHat is the Te Huringa o Te Tai strategy
it focuses Police’s effort around three pou:
Our people and our mindset - building our people, their skills, knowledge, mindset, to deliver better outcomes for maori
Effective initiatives and improved practice - will work with iwi to address the root causes of offending, intergenerational harm. whanau ora approach of co-design and joint delivery of initiatives
effective partnerships -
It builds of the TUrning of the Tide strategy
What is the Police High Performance Framework
It is a framework that helps foster a style of leadership where leaders are focused on enabling their people to be the best they can be, and giving hem the mandate to make a difference.
Contains five frameworks:
- Strategy - connects teams to our business - so everyone knows their role
- Culture - a tall showing qualities inherent in top performing teams and how leaders can build a high performing culture
- Leadership
- Capability - equips individuals with tools to improve performance
- Performance Management
What is S8 of the Policing Act - principles
Principled, effective and efficient policing services are cornerstone of a free and democratic society
Effective policing relies on a wide measure of public support and confidence
policing services are provided under a national framework but also have a local community focus
policing services are provided in a manner that respects human rights
policing services are provided independantly and impartially
every police employee is required to act professionally, ethically, and with integrity
What are the functions of Police - S9?
keeping the peace
maintaining public safety
law enforcement
crime prevention
community support and reassurance
national security
participation in policing activities outside NZ
emergency management
S63 Policing Act - Acting appointments
Certain statutes require positions of authority to exercise powers. If there is an absence/vacancy the commissioner may appoint at employee to temporarily fill a higher positions. They can also authorise an employee to exercise powers and duties of any level position higher than that employees own level.
If you are temporarily standing/acting in a position higher and it hasn’t formally been appointed under s63 you can not exercise powers delegated to that role. Eg a sergeant acting for a s/sgt cannot authorise a joint certificate for detention of young person unless they have been appointed under S63
What factors may be considered when considering if a behaviour/decision in a breach of code of conduct?
The nature and circumstances
Intent
your position, duties, and responsibilities and your ability to fulfil them
the impact on the organisation and relationships
impact on the trust and confidence police has in you
how similar behaviour has been treated in the past
What are the four steps to deal with performance issues
- informal discussion
- performance meeting
- PIP
- completion of PIP - required standard reached
WHat is Kia tu
It is the new policy for preventing and addressing unacceptable behaviour in police
What are the four options to responding to unacceptable behaviour
- address it yourself
- address it with support
- address it with a manager
- report it confidentially
What are the supervisor responsibilities for managing conflict
Discuss issues - foster an environment where employees feel free to discuss conflicts.
Assess risks
Take action - document the conflict and how it was managed, support staff when issues arise, monitor the conflict, consider strategies to avoid future conflicts
Seek advice - from own supervisor if you are unsure
When must a supervisor make a referral to their wellness advisor:
critical incidents
notifiable injury or illness
threat to the employees life while on duty
disaster victim identification incidents
attendance at delayed recovery of body/bodies
attendance at any unnatural death
attendance at a high number of critical incidents over a short period of time
operational incidents involving the loss of police employees life
incidents where police interventions fail to prevent loss of life or injury to others
death or serious injury involving a baby/young child
attending incidents that involve other police employees or their family members
unpleasant or stressful duties
What is the supervisors role in a return to work process
Take the lead role in initiating and managing the rehab of your staff
Ensure guidelines around rehab and return to and stay at work processes are followed when an employee takes time off because of an illness or injury
What do you do in the first 5 days if staff is injured/ill?
Advise WFM
if its a work injury fill out incident report within 48 hours
contact the employee within two days
receive medical certificate
Complete leave request and attach medical cert if employee cant do so
arrange meaningful light duties if your employee is cleared for light duties but not full duties
What do you do at ten days plus for return to work policy?
keep WFM updated with any changes
ensure weekly contact with employee to identify any barriers and support that may be needed - provide update to GB
arrange meeting with your employee to develop RTW plan
Send agreed and signed RTW plan to HS advisor
ensure medical certs are kept up to date and send to HS advisor
