Chap 6: Stategic awareness and complaints Flashcards
Strategic Awareness
Our Priorities
It’s important we all understand the priorities and use them to set the tone for how we work every day.
We need to equip ourselves, enable each other, reflect on how we do things, and support each other to be our best.
Our Vision
Our Vision is to be the safest country in the world.
Internationally, New Zealand is seen as a safe place to live, work and visit, but we continue to strive to do more.
Our Vision is about ensuring we continue to look ahead and think about what we can do today, and going forward, to bring about a future where everyone in New Zealand can go about their daily life without fear of harm or victimisation.
Drivers of demand
- Families – Whanau
- Youth – Rangitahi
- Alcohol
- Roads
- Organised crime and drugs
- Mental health
How Te Huringa O Te Tai was developed
The strategy was developed by listening to the voices of the community, staff, Iwi Māori and encourages the enhancement of our organisational values with uara Māori.
Benefits of Te Huringa O Te Tai
While having a direct impact for Māori, Te Huringa o Te Tai will produce benefits for all New Zealanders through improved service delivery and reducing crime and victimisation for all. This strategy is about whänau – about all of us.
How PHPF support Our Leadership
The Police High Performance Framework provides a mechanism to help deliver this change, using the tools provided as conversation aids and a framework to support our people. It’s also about the mind-set we bring to our role, the example we set, and the way we approach every interaction.
Police Values
Everything we do at New Zealand Police is about ensuring people are safe and feel safe. To enable us to deliver on this commitment we are guided by our core values.
These values inform the way we work, operate, and make decisions. Our values reflect what is important to us and the communities we serve.
Professionalism – We take pride in representing Police and making a difference in the communities we serve.
Respect – We treat everyone with dignity, uphold their individual rights and honour their freedoms.
Integrity – We are honest and uphold excellent ethical standards.
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.
Empathy – We seek understanding of and consider the experience and perspective of those we serve.
Police Act 2008
Section 8 Principles
This Act is based on the following principles:
- principled, effective, and efficient policing services are a cornerstone of a free and democratic society under the rule of law:
- 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 independently and impartially:
- in providing policing services every Police employee is required to act professionally, ethically, and with integrity.
Section 9 Functions of Police
Participating in policing activities outside New Zealand.
keeping the peace
maintaining public safety
law enforcement
crime prevention
comm support and reassurance
national security
emergency management
Section 30 Command and Control
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
Complaints involving Police
Action on complaints
- receive, and if appropriate, independently investigate complaints regarding Police conduct
- investigate of its own motion, where it is satisfied there are reasonable grounds to carry out an investigation in the public interest, any notifiable incident
- oversee or review Police investigations of complaints or notifiable incidents
- take such action in respect of complaints, incidents and other matters as is contemplated by the Act.
Whilst Police will in almost all cases lead an investigation, the Authority may choose to conduct its own investigation or investigate in parallel with Police.
The Authority may require any person who is able to give information relating to any matter that it is investigating to provide all information and assistance needed for the Authority to carry out its functions.
Initial Action on Receiving a Police Complaint
If the employee subject to a complaint is the only person available at a Police station.
You must record the complainant’s details and promptly submit a brief report as to the circumstances to your District Professional Conduct manager, District Commander or National Manager who will arrange for an independent employee to take the complaint.
If a complaint is made on behalf of another person.
You should see the actual complainant in the first instance to confirm the allegations and their wish for an investigation. In a case where a solicitor makes a complaint on behalf of a client, you should make any arrangements for the client’s interview through the solicitor.
Notifying serious complaints against a Police employee
It is important that the Commissioner is notified immediately where any Police employee is the subject of a serious complaint.
Some examples of serious complaints or issues are:
- Complaints against Police employees likely to generate significant media coverage
- Complaints that would otherwise be considered not serious but involve Police employees who hold the position of inspector or above, or non-Constabulary equivalent level senior managers
- Complaints that involve executive Police employees
- Complaints against Police employees regarding any incident of a sexual nature.