7 - Strategic awareness & Staff Management Flashcards
Sec 30 Policing Act - Command and Control. Every Police must obey and be guided by…
a) general instructions
b) the Comissioners circulars and
c) any applicable local orders
Every police member must obey the lawful command of a supervisor.
In the absence of a supervisor, the supervisor’s authority and responsibility devolves on -
a) the Police employee available who is next in level of position and
b) in the case of equality, the longest serving Police employee
The Prevention First Model.
(pay attention to the DEMAND and BEAT those two words were changed in the exam).
Taking every opportunity to prevent harm.
- Target the Drivers of DEMAND.
- Deploy to BEAT demand.
- Mindset.
Is Performance Management a disciplinary process?
No. It only becomes relevant for disciplinary purposes when an employee has been unable or unwilling to satisfactorily improve following a Performance Improvement Plan.
What are some examples of ‘Flexible Working’ As per the FEO policies
- Working from home/alternative work space.
- Flexi Time (setting hours differently week to week)
- Part Time (Working less than full hours)
- Condensed Hours (working more hours in less days)
What is misconduct?
Behaviour or actions that breach this code of conduct or other Police policies. It may not justify dismissal, but it may result in formal disciplinary action.
What are the do’s of a social media post?
- Make sure it’s clear that it is your view and not a police view
- Select high privacy settings
- Be aware of security advice posted on the bulletin board.
How long do you have to consider and respond to all requests for FEO?
1 month of receiving them as per the Employment Relations Act
Qualified Constable as per Sec 63. Who can issue a PSO.
In terms of a Police Safety Order, a qualified constable is defined as a constable who is of or above the level of position of sergeant. Therefore, before an acting sergeant could authorise a PSO, they would need to be appointed under Sec 63.
In regards to Section 63 of the Policing Act 2008 - What can the commissioner do when it comes to acting appointments?
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, of any level of position higher than that employee’s own level of position.
What is inappropriate behaviour?
- Unethical behaviour
- Breaching code of conduct
- Harassment, bullying or discrimination
When does the commissioner need to notify the IPCA of certain incidents involving death or serious bodily injury caused by an employee?
IPCA Act Section 13, The commissioner shall
AS SOON AS PRACTICABLE
give a written notice setting out particulars of the incident.
Sec 9 - What are the functions of Police?
a) Keep the peace
b) Maintain public safety
c) Law enforcement
d) Crime prevention
e) Community support and reassurance
f) National security
g) Participation in policing activities outside NZ
h) Emergency management
K.M.L.C.C.N.P.E.
What are the 4 steps in the Performance Management process?
1) Informal discussion
2) The performance meeting
3) The performance plan (PIP)
4) Completion of the PIP to the required standard
What is the rule of law?
it defines the relationship of the government to its people. That people in a society should be governed by law and should be free from arbitrary government.
If you are the subject of any charges, EBA, drivers license suspension, speeding in excess of 40km above posted speed limit, what must you do?
You must as soon as possible, notify your supervisor in writing of the brief details and circumstances. Supervisor then forwards this on to PPC
Section 20 of the Policing Act 2008 refers to a ‘Code of Conduct’, what is this?
The code of conduct is a code prescribed by the commissioner of police that sets out the expected standards of behavior from Police employees.
This code applies to anyone who is employed or engaged by New Zealand Police and includes Volunteers, permanent, temporary, casual contractors and consultants.
How do we handle information such as NIA? IE, you QP someone who is a Police Officer by accident who would you report it too?
When we are unsure whether information is confidential or sensitive or how it should be handled, we seek advice from our manager.
Independent Police Conduct Authority Act - Section 13
Duty of Commissioner to notify authority of certain incidents involving death or serious bodily harm
When Police acting in the execution of their duties causes death or serious bodily harm to someone;
The Commissioner shall In writing as soon as practicable give to the authority a written notice about the details of the incident.
Serious bodily harm: any fracture, deep laceration, injury to internal organ, impairment of a bodily function, blow to the head causing severe concussion, injury that results in admission to hospital, or allegation of sexual assault.
Exception - dog bites where injury is NOT a ‘deep’ laceration and the person has been admitted to hospital only to allow the wound to be washed out and sutured before person is discharged.
What is serious misconduct?
Behaviour or actions that breach this code of conduct or other Police policies and employment agreements and seriously undermine or damage the trust and confidence Police has in you, calling into question if the employment relationship can continue. It is behaviour or actions that may justify dismissal.
What are the don’ts of a social media post?
- Don’t use a personal profile for any work related activity
- Don’t use your personal address, email, phone number for Police accounts
- Don’t post anything that can bring the police into disrepute
- Don’t post anything that compromises the security of family or colleagues.
Speak Up tiers of support are?
Tier one - Core supervisory responsibilities
Tier two - Proactive management
Tier three - Active intervention
C.P.A.
How can we be sure our conduct complies with the code of conduct? (SELF TEST)
Would your decision withstand SCRUTINY? Community, Police Service, Media.
Does my decision ENSURE compliance? Code of Conduct, Policy, General Instructions.
Is my decision LAWFUL? Laws, Regulations, Rules.
Is your decision FAIR? Community, Colleagues, Your family, Others.
Can employees directly report inappropriate behavior to the IPCA?
Yes if:
- They feel they are unable to report the behavior to anyone in the police or
- The behavior requires the immediate attention of the IPCA
Duty of Commissioner to notify Authority of complaints.
The Commissioner shall notify the Authority of every complaint received by Police, other than a complaint notified to the Commissioner by the Authority
Notification must be given as soon as practicable, but no later than 5 working days after receipt of the complaint
Why is the rule of law important for the NZ Police?
Police are responsible for administering the law and need to administer it in a fair and consistent way
Ideally, what should happen with any inappropriate behaviour?
it should be challenged on the spot.
What are the section 8 principles of the Policing Act (A Through to F)
(a) principled, effective, and efficient policing services are a cornerstone of a free and
democratic society under the rule of law:
(b) effective policing relies on a wide measure of public support and confidence:
(c) policing services are provided under a national framework but also have a local
community focus:
(d) policing services are provided in a manner that respects human rights:
(e) policing services are provided independently and impartially:
(f) in providing policing services every Police employee is required to act
professionally, ethically, and with integrity.
What Act prohibits the access, use and disclosure of Official information for private purposes?
The Privacy Act 2020
Set within the framework of Prevention First, Te Huringa o Te Tai focuses Police’s effort around three pou: what are they
- our people and our mind-set
- effective initiatives and improved practice
- effective partnerships.
Prevention First is designed to support and enhance the delivery of our key outcomes: what are they
- prevent crime and victimization
- target and catch offenders
- deliver a more responsive Police service
What is the NZ Police vision?
Answer:
To be the safest country
What is New Zealand polices mission?
Answer:
To prevent crime and harm through exceptional policing
There are two documents that sit alongside Our Business, Our Plan, and Our Priorities?
What are Our Priorities
Answer:
The three priorities held in Our Priorities are,
- Be first then do,
- Delivering the service New Zealand is expects and deserves,
- Focused prevention through partnerships
Under our business model, What is Our Purpose?
What does it rely on?
Answer:
To ensure everybody can “be safe and feel safe”
Answer:
The public having the trust confidence police will respond quickly, will investigate and do everything they can when they or their neighbor is affected by crime.
Our mission is to prevent crime through exceptional policing, What is the first Peelian Principle?
Answer:
The basic mission for which the police exist is to “prevent crime and disorder”.
In the police business model what is our Our Goals?
Answer:
Safe homes - families free from violence, abuse and neglect. Preventing burglary and other threats
Safe roads - working with partners to prevent death and injury resulting from crashes.
Safe communities - safe public spaces where businesses, social gatherings and entertainment can be enjoyed without fear of crime or harm
What are the objectives of “Our Functions”
Answer: Keep the PEACE maintain public safety COMMUNITY support and reassurance CRIME prevention LAW enforcement Policing activities OUTSIDE New Zealand NATIONAL security EMERGENCY management
P. C. C. L. O. N. E
What are the 3 Pou (pillars) of Te Huringa o Te Tai (enhances changing the tide)?
Answer:
- Our people and our mindset
- Effective initiatives and improved practice
- Effective partnerships
OPOM EIIP EP
What are the three delivery rules of prevention first? (Key Outcomes)
PREVENT crime and victimization
TARGET and catch offenders
DELIVER a more responsive Police service
What are the three core components of our Prevention First model?
Answer:
- Deploy to beat demand
- Target the drivers of demand
- Mindset: taking every opportunity to prevent harm
Deploying to demand requires Police to focus on the “crime triangle” to deliver what?
Crime Triangle is:
Offender, Victim, Location
Wrapped by,
Mental Health, Families,
Organised Crime & Drugs
Roads, Youth, Alcohol
Answer:
- Provide support and assistance to those repeatedly victimized
- Act with urgency against repeat and priority offenders
- Maximize resources to locations that repeatedly suffer disproportionate levels of crime
P. A. M
What are the 6 drivers of demand?
Answer:
Mental health
Youth – Rangitahi
Alcohol
Families – whanau
Roads
Organized crime and drugs
M. Y. A. F. R. O
What are the five frameworks of the PHPF model?
Answer: F1 - strategy F2 - Any culture F3 – leader ship F4 - capability F5 – performance management
What are the 6 police values?
Cancel Answer: Professionalism Respect, Integrity, Maori, commitment to Maori, Empathy, Diversity
P. R. I. M. E. D
What are the 6 principles of s8 of the Policing Act 2008
Answer:
- principled, effective, and efficient policing services a cornerstone of a free and democratic society end of the rule of law.
– effective policing relies on wide measure of public support and confidence
- policing services provided under the national framework but also have a local community focus
- policing services provided in a manner that respects human rights
- Services are provided independently and impartially.
- police employee is required to act professionally ethically and with integrity
What are some of the key concepts of rule of law?
Answer:
- Apply laws evenly ie People should not be treated differently because of gender or ethnicity. Police that commit criminal offenses should be held accountable
- we work in a criminal justice system that is free of corruption
- we must not except bribes eg for not filing charges
- we protect the rights of offenders for example sutures arrests in interviews are conducted in a way that is consistent with the law
- We protect the rights of victims e.g. right to privacy, right to information access to services
S9 Policing Act 2008 covers functions of police. What are they? (8 things)
Answer: Functions of the police include- Keeping the peace maintaining public safety law-enforcement crime prevention community support and reassurance, national security policing activities outside New Zealand emergency management
Section 30 of the policing act adheres to command and control. What must every Police employee obey and be guided by?
Answer:
General instructions and commissioners circular and any applicable local orders.
Lawful commands of a supervisor
In the absence of a supervisor responsibility devolves on a Police employee available who’s next in-line and in the case of equality the longest serving police employee.
No Police employee may in exercising any power, carrying any function of duty act under the direction, command or control of minister of the Crown or person who is not authorized under this act to command and control the actions of a police employee
What is misconduct?
What is serious misconduct?
Answer:
This is behavior or actions that breach the code of conduct or other police policies while misconduct may not justify dismissal it may result in formal disciplinary action.
Answer:
This is behavior or actions that breach of this code of conduct or other police policies and employment agreements and seriously undermine damage and trust and confidence police has in you, calling into question if employment relationship can continue.
It is behavior or actions that may justify dismissal
Who does the Code of Conduct apply to?
Also known as Our Code in the police manual.
Answer:
This code applies to anyone who is employed or engaged by the New Zealand Police regardless of the position or rank held.
It includes employees who are permanent, temporary or casual, contractors and consultants, volunteers or any other groups or individuals we have advised this Code applies to.
The code also applies to what we do outside of working hours where our actions may bring police into disrepute or may damage trust and confidence Police, as our employer, has in us.
With a breach of Code of Conduct what is considered?
Answer:
The nature and circumstances
Intent. - did you knowingly make decisions or act out of line with this Code. Values and policies?
Your position, duties and responsibilities
Your ability to fulfill your duties and responsibilities
Impact on the trust and confidence Police has in you
How similar behavior has been treated in the past
What are some examples of misconduct?
Answer:
Breaching Police policies or procedures
Treating a person harshly
Using abusive or offensive language
Misuse of Police Internet or email systems
Being absent from work or late without proper reason
Bringing Police and to distribute through any actions or behavior
What are some examples of serious misconduct
Answer: Being convicted of or pleading guilty to an offense Corruption – excepting a bribe, inducement or reward Bullying or harassment Sexual misconduct Theft or dishonesty of any kind Unauthorized access to NIA Repeated misconduct Making false declarations or statements Excess unjustified violence
What is performance management?
Answer:
Performance management is about seeking improvement through dialogue and providing support to enable employees to perform satisfactorily.
It is not a disciplinary process.
What are the full steps to deal with performance issues?
Answer:
- Informal discussion
- the Performance meeting
- the Performance Improvement Plan (PIP)
- Completion of the PIP - required standard reached
I. P. PIP. C
What is Kia Tu policy and what is the purpose of the policy?
Answer:
Kia Tu refers to unacceptable behavior in the workplace.
It is a new approach to preventing and addressing unacceptable behavior in Police
The purpose of the policy is to:
- Prevent and resolve harmful behavior at work but enabling anyone to speak up about their concerns
- Provide guidance on how to identify different types of unacceptable behavior and resolve it
- Achieve a shared understanding of what is not acceptable behaviour
- Explain our process for raising concerns about unacceptable workplace behavior
- Outline types of support available for those involved
- explain restorative approach
- Define our roles and responsibilities to maintain a safe inclusive workplace
What are the five principles underpin the Policy of Kia Tu?
Answer: People centric Trusted Responsive Safe Accountable
PC T. R. S. A
What are the four options to responding to unacceptable behavior?
Answer: Address it yourself Address it with support Address it with a manager Report it confidentially
What is a FEO?
Answer:
Flexible employment options
Any Police employee can apply to vary or alter their hours, days or place of work in the current role
What are some of the common options for flexible working?
Answer: Working from home or an alternative location Flexi time Part time Condensed hours
As a manager you have a duty to consider any requests for FEO what is the timeline to respond to those requests question.
Who can decline and if FEO application?
Answer:
Within one month Receiving them as per Employment Relations Act.
Answer:
Only the district commander or national manager can decline an FEO applications.
What is the Police Trauma Support Policy and who can access it?
Answer:
The NZP trauma support policy aims to protect the health and well-being of all police employees.
Provides a process to assure employees have access to appropriate psychological support.
Regardless of outward signs and symptoms referrals to a wellness advisor must be made under certain circumstances.
All Police employee can access workplace related trauma support.
Under what circumstances under the policy can supervisors make a referral to the District wellness advisor?
Answer:
Involvement in critical incidents
Notifiable injury or illness
Threat to 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 short time period
Attending incidents that involve other police employees or their family members
Unpleasant or stressful duties e.g. aggravated or unpleasant factors exist
Incidents where police intervention fail to prevent loss of life
When a police member has attended a critical incident what timeframe must the first appointment with a psychologist be made and what time frame should the second appointment occur within?
Answer:
The first appointment with a psychologist will not occur earlier than 72 hours following a critical incident.
The second appointment should occur within 10 days post incident
What is a supervisors role around rehabilitation, return to work and stay at work processes for an employee because of illness or injury?
What does the rehab rely on?
Answer:
A supervisor must take the lead role in initiating and managing rehabilitation of your employees following work absences due to illness or injury.
Answer:
- Relies on early and appropriate contacts being made with the ill or injured employee
- Rehab meeting being conducted soon as possible
- Return to work/rehab plan
- Regular ongoing meetings
- Rehab process to continue until the ill or injured employee returns
- Specialist medical advice being sort when appropriate
What is the ACC accredited employer program (AEP)?
Answer:
The AEP is a programme which means Police are responsible for managing any workplace injuries.
ACC still manages injuries arising as a result of a motor vehicle accident and some other complex injuries.
Who manages the third-party administration for the NZ Police in relation to work injuries?
Answer:
The Police have contracted Gallagher Bassett to manage all work injury claims on its behalf
What are some of the don’ts when using social media?
Answer:
Don’t post photos of yourself in uniform on personal social media accounts
Don’t post anything that can bring police into disrepute or negatively impact the reputation of police
Don’t post anything that compromises your security/safety of family or colleagues
Five principles that underpin the Kia Tū policy are:
Safe People centric Accountable Responsive Trusted
(S.P.A.R.T.)
Te Huringa o Te Tai - Page 25
Who does it impact and what benefits does it provide?
It will have a direct impact for Maori and will produce benefits for all NZers through improved service and reducing crime and victimisation.
This strategy is about whanau, about all of us.
EMPATHY - Page 34
Walk in their shoes.
We we seek understanding and consider the experience and perspective of those we serve.
How was Te Huringa O Te Tai developed?
PAGE 25 - By listening to voices of the community, staff, Iwi Maori and encourages the enhancement of our organisational values with aura Maori
