Chapter 1: Strategic Awareness Flashcards
What are the key outcomes of Prevention First?
- Prevent crime and victimisation
- Target and catch offenders
- Deliver a more responsive Police service
What is the mindset of PF?
Taking every opportunity to prevent harm
What are the core components of PF?
- Deploy to beat demand
- Target the drivers of demand
- Mindset - Take every opportunity to prevent harm
People are at the centre of the model - Victims
- Offenders
- Our people
Define “Effective Partnerships” under PF
We must build strong relationships of T&C with Iwi Maori and communities and partner agencies to share information and implement collaborative approaches
We must work collaboratively with Maori, Pacific and other ethnic communities to find solutions to address underlying causes of social harm
Deploy to Beat Demand
The “Crime Triangle” of the Deployment Model allows us to do what?
- Act with urgency against repeat and priority offenders
- Provide support and assistance to those repeatedly victimised
- Maximise resources to locations that repeatedly suffer high levels of crime
Aims to ensure an equal emphasis is given to dealing urgently with priority offenders and preventing, responding to, investigating and resolving crime
Deploy to Beat Demand
What is Evidence Based Deployment?
- Means we use tactics that have been proven to work.
- We then evaluate the results to determine if we have met our desired outcomes or need to refocus our efforts
What are the 6 Drivers of Demand?
Hint - F,A,R,G,Y,M
- Families/Whanau
- Alcohol,
- Roads,
- Gangs & Drugs
- Youth
- Mental Health
Mindset under PF identifies 4 areas to focus on. What are they?
Hint - RV, RV, OM, L
- Responsibility to Victims
- Repeat Victimisation
- Offender management
- Locations
PF Mindset Identifies Responsibility to Victims as a Focus - What does this mean?
We have introduced Empathy and Valuing Diversity to our core values.
Means being attuned to particular needs and vulnerabilities and responding accordingly in conjunction with our partners.
PF Mindset Identifies Repeat Victimisation as a Focus - What does this mean for police?
Hint - VFF
By using the Victim Focus Framework it enhances police’s focus.
VFF provides staff with a victim history score and a Graduated Response Model for proactive interventions and inter agency response for high risk victims
PF Mindset Identifies Offender Management as a Focus - What does this mean for police?
Dealing with offenders quickly is always a focus. PF asks to take every opportunity to prevent harm - this includes dealing with offenders - supporting those who want to make a change and providing support to those people
Alt Res such as PCW and community panels provide more options to provide support. Keeping low level offenders/first time offenders (Particularly 1J) out of justice system while ensuring crime is addressed and victims have redress.
PF Mindset Identifies Locations as a Focus - What does this mean for police?
By targeting repeat locations we can prevent harm and reduce repeat offending.
We know 5% of location generate 32% of calls for service.
PHPF has 5 frameworks - What are they?
Hint - S, C, L, C, PM
1- Strategy 2- Culture 3- Leadership 4- Capability 5- Performance Management
Under F1 Strategy in PHPF we are provided with the SPT - What is it and what does it do?
Strategic Performance Template - It allows leaders to better connect our people to Our Business.
Able to demonstrate to our people how their identified activities ultimately helps meet the goals and vision of Our Business
The PHPF second framework is F2 Culture consists of 2 tools. What are they?
- The Culture Transformation Tool
- The Characteristics of a High Performing Team
What does the The Culture Transformation Tool help us to do?
Helps to identify the culture change we need to make to deliver on the promised outcomes.
What is The Characteristics of a High Performing Team?
Hint - U, C to E, IA, S
A tool to help build an aligned high performing team.
- United - We share same vision, aspirations and values, we trust one another beyond question
- Committed to Excellence -We strive to be the very best we can in all that we do, committed to our values and standards, ensuring we are looking out for each other rather than looking after the individual.
- Individually Accountable and Responsible - Accept we need to be accountable for our performance to remain a part of the team.
Supportive of one another - We support one another, We do not judge, we accept one another and understand our differences can be important to build diversity in the team.
The F3 Leadership Framework consists of 2 tools. What are they?
hint = Principal RLT
- Set, Enable, Expect
- The Principle Responsibility of Leadership tool
The F4 Capability Framework involves the “Steel Foundation of Performance Model” a triangle. It consists of 3 levels. What are they?
Hint SoM, SKE,, P
- State of Mind
- Skills, Knowledge and Experience
- Performance
The F5 Performance Management Framework consists of 3 tools. What are they?
- The Development Plan
- The monthly Progress Review
- The Annual Performance Review
How do we apply the Performance Management Framework?
Hint - 5 steps
1- Facilitate a conversation with direct reports
2- Using SPT clarify their purpose and outcomes they need to deliver. This will form their Performance Agreement.
3- Use Development Plan Template - prepare development plan, ask areas they think they need to develop.
4- Monthly meetings to review Performance Agreements and Development Plan
5 - At end of year complete Performance Review-to do this complete review independently from staff. Helps identify Performance agreement and Development Plan for following year.
Our Performance Cycle consists of 4 Steps. What are they?
Hint - Reset, Update, Regular, Annual
1- Reset SPT
2- Update the Development Plan
3- Have regular Progress Reviews
4- Complete Annual Performance Review
Under Turning of the Tide, What is Our Vision?
All Maori will live full and prosperous lives free from crime and road trauma
Under Turning of the Tide, What are Our values?
- Aroha, We all make mistakes, we stand by our people who accept responsibility for their mistakes and try to put things right. We do not turn our backs on them But we don’t make excuses for them either.
- Whakarira, Each generation strives to better themselves for their own sakes and the sake of their children.
- Manaakitanga - We are hospitable, fair and respectful - to ourselves and others
Under Turning of the Tide, What is Our Mission?
To protect our wellbeing by preventing crime, injury and death on our roads.
What is the imprisonment rate for non - maori v maori?
General rate - 200 per 100,000
Non Maori rate - 105 per 100,000
Maori - 620 - 100,000
What percentage of Maori make up the prison population?
Over 50% general Prison pop
60% youth in Justice Facilities
60% of women in Prison
60% of OT removals
What percentage of Maori males will make up police apprehensions?
80%
What age group of Maori males be most likely arrested by police?
14-23 years old
Under Turning of the Tide - What is the operating model?
Mahi Tahi: Everyone working together to prevent crime and crash.
Whanau Ora: Extended families preventing C&C amongst themselves.
Korerorero: Talking crime and crash prevention in our homes, schools and marae
What are the 4 identified social problems that Turning of the Tide recognises?
- Reducing male absenteeism
- Improving child supervision
- Keeping kids in school
- Boosting parenting skills
Define Our Values?
Professionalism: - Look the part - Be the part
“We take pride in representing Police and making a difference in the communities we serve.
Respect - Treat others as they would want to be treated
“We treat everyone with dignity, uphold their individual rights and honour their freedoms”
Integrity - Actions say it all - “We are honest and uphold excellent ethical standards”
Commitment to Maori and the Treaty - Stand together “We act in good faith, and respect the principles of the treaty - partnership, protection and participation”
Empathy - Walk in their shoes “We seek understanding of and consider the experience and perspectives of those we serve”
Valuing Diversity - Many views - one purpose - “We recognise the value of different experiences and perspectives bring to make us better at what we do”
In the Policing Act 2008 - What does Section 8 define?
The principles of the Act
In the Policing Act 2008 - What does Section 9 cover?
(8 of them)
K, M, L, CP, COM, N, P, E
The functions of the 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
In the Policing Act 2008 - What does Section 10 cover?
It acknowledges the roles and importance of partner agencies;
- Departments of state, local authorities
- Holders of Certain Stat powers ie: Maori Wardens
- Parts of private sector ie: private security guards
It acknowledges necessity to perform some of its functions in co-operation with individual citizens, agencies and bodies other than police
In the Policing Act 2008 - What does Section 30 cover?
Command and control:
(1) Every police employee must obey
(a) -General Instructions
(b) - Commissioner’s circulars
(c) -any applicable local orders
(2) Every police employee must obey the lawful commands of a supervisor
(3) In absence of a supervisor authority and responsibility devolves on -
(a) -The police employee available who is next in level of position
(b) - In the case of equality - the longest serving Police employee
(4) No police employee when carrying out his duties can act under the direction or command of:-
(a) -a minister of the crown
(b) -a person who is not authorised under this act or any other to direct or command the officer
(5) Sub section (4) does not apply to a police employee outside NZ who-
(a) -is part of an overseas operation within the meaning of S86
(b) -is an employee within the meaning of S91
In the Policing Act 2008 - What does Section 63 (1) (a)&(b) cover?
S63 Acting appointments:
(a) Commissioner may appoint and employee temporarily to a higher rank
(b) Commissioner may authorise employee to exercise all powers and duties related to the position
