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Em Study > Chapter 6: Strategic Awareness; Complaints involving Police > Flashcards

Chapter 6: Strategic Awareness; Complaints involving Police Flashcards

1
Q

Our vision

A

To be the safest country in the world

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2
Q

Our purpose

A

To ensure everybody can be safe and feel safe.

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3
Q

Our mission

A

Our mission is to prevent crime and harm through exceptional policing

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4
Q

Our goals

A
  • safe HOMES
    Free from crime and victimisation
  • safe ROADS
    Preventing death and injury with our partners
  • safe COMMUNITIES
    People are safe wherever they live, work and visit
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5
Q

Our functions

A

1) keep the peace
2) maintain public safety
3) law enforcement
4) crime prevention
5) community support and re-assurance
6) national security
7) policing activities outside New Zealand
8) emergency management

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6
Q

Our operating model

A

Prevention first

“Taking every opportunity to prevent harm”

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7
Q

Te Huringa o Te Tai

A

Our relationship with Maori

Better outcomes for all by working in partnership with Maori

  • our people abs our mindset
  • effective initiatives and improved practice
  • effective partnerships
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8
Q

Our priorities

A

1) BE FIRST, THEN DO
Strengthening how and who we are as an organisation

2) DELIVER THE SERVICES NEW ZEALANDERS EXPECT AND DESERVE

understanding and providing what the public want from their police

3) FOCUSED PREVENTION THROUGH PARTNERSHIPS

focused police effort and working with other to achieve better outcomes

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9
Q

What are the drivers of demand?

A

1) Families - Whanau
2) youth - Rangatahi
3) alcohol
4) roads
5) organised crime & drugs
6) mental health

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10
Q

What are the five frameworks of PHPF?

A 
F1 - Strategy 
F2 - Culture
F3 - leadership 
F4 - capability 
F5 - performance management
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11
Q

Our values

A 
P - Professionalism 
R - Respect 
I - integrity 
M - commitment to Maori and the Treaty 
E- empathy 
D - valuing diversity
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12
Q

What is professionalism?

A

Look the part, be the part.

We take pride in representing Police and making a difference in the communities we serve.

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13
Q

What is respect?

A

Treat others as they would want to be treated.

We treat everyone with dignity, uphold their individual rights and honour their freedoms.

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14
Q

What is integrity?

A

Actions say it all.

We are honest and uphold excellent standards.

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15
Q

What is commitment to Maori and the Treaty?

A

Stand together

We act in good faith of, and respect, the principles of Te Toronto o Waitangi

Partnership, protection and participation.

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16
Q

What is empathy?

A

Walk in their shoes

We seek understanding of and consider the experience and perspective of those we serve

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17
Q

What is valuing diversity?

A

Many views, one purpose.

We recognise the value different perspectives and experiences bring to making us better at what we do.

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18
Q

Our people

A

Are:

  • safe and feel safe
  • valued
  • fair to all
  • compassionate and reflective
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19
Q

Our leadership

A

Creating an environment where we:

  • live our values - individually and collectively
  • are inclusive - everyone can be themselves
  • enable our people to be their best - using PHPF
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20
Q

Our culture

A
  • collective effort for shared outcomes

- bringing humanity to every interaction

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21
Q

Our partners

A

Working with and beside

  • government agencies
  • Maori, pacific and ethnic communities
  • community groups
  • industry and business
  • international partners
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22
Q

What are the key outcomes of “Prevention First”

A

1) prevent crime and victimisation
2) target and catch offenders
3) deliver a more responsive police service

23
Q

What is the prevention first mindset?

A

“Taking every opportunity to prevent harm”

24
Q

What are the three components of prevention first?

A

1) deploy to beat demand
2) target the drivers of demand
3) mindset: taking every opportunity to prevent harm
- prevention first puts people - victims, offenders, our staff - at the centre.

25
Deploy to beat demand
We are prepared and flexible Allowing us to mobilise resources pre-emptivley and quickly get on top of demand.
26
What is an example of a policing excellence initiative that has improved the deployment of staff over the last 5 years?
The introduction of DCC Improved ability to identify and respond to actual and likely demand
27
What does evidenced based deployment mean?
Means we use tactics that have been proven to work And we evaluate the results of our interventions To determine whether we achieved the desired outcome Or need to refocus our efforts
28
What is our transformation program?
“The safest country - Policing 2021”
29
S9 Policing Act 2008
Functions of Police 1) keeping the peace 2) maintaining Public Safety 3) law enforcement 4) crime prevention 5) community support and reassurance 6) national security 7) policing activities outside NZ 8) emergency management
30
S20 Policing Act 2008
Code of conduct - commissioner must prescribe code of conduct for employees - stating standard of behaviour expected - duty of every police officer to follow code
31
S63 Policing Act 2008
Acting appointments 1) commissioner may temporarily appoint employee to any higher level of position
32
Section 30 Policing Act 2008
Command and control 1) every police employee must obey lawful commands of a supervisor ``` 2) in the absence of a supervisor, authority devolves on - employee in next level of position AND - longest serving employee ``` 3) cannot take direction from Minister of Crown when carrying out duty
33
63 (1) Policing Act 2008 | Examples
Sgt - acting in a Snr Sgt position and appointed under 63(1) can sign a joint certificate An acting Sgt on PST cannot authorise a PSO - unless authority under 63(1) applies
34
What does serious bodily harm include in relation to s13 IPCA Act 1988?
Any - fracture, - deep laceration, - injury to internal organ - Impairment of bodily function - blow to the head that causes severe concussion - injury that results in admission to hospital - allegation of sexual assault
35
What is the exception to a s13 notification IPCA Act 1988
Dog bites that aren’t a deep laceration - only in hospital to wash and suture wound before discharge
36
When must a s13 notification be made? IPCA Act 1988.
Whenever a person is hospitalised as a result of Police actions. Where a police employee acting in the execution of their duty, causes death or serious harm.
37
S13 IPCA - when must a notification be made?
As soon as practicable Written notice Setting out the particulars of the incident
38
S10 IPCA Act 1988 Duty of commissioner to notify authority of complaints When must the notification be made?
As soon as practicable BUT NO LATER THAN 5 WORKING DAYS
39
S15 IPCA Act 1988 Duty of commissioner to notify authority of complaints What???
Every complaint received by the Police
40
What does clause 10 of the Police & IPCA MOU state?
In addition to the statutory notification requirements under s13 & s15 Commissioner May notify authority of any matter involving criminal offending or serious misconduct. If likely to be public interest / effect police reputation E.g. non-injury pursuit with significant damage Cell block self harm attempt Use of force (not result in serious injury) which is public interest / police rep
41
Principles Initial action on receiving a complaint
Every complainant must: 1) be treated with courtesy, respect and compassion 2) have their complaint received and actioned promptly 3) be advised of the procedures for auctioning their complaint
42
If a district receives a complaint, who do they advise??
Districts must notify the National Manager: Police Professional Conduct at PNHQ districts DO NOT notify the authority directly
43
What is the definition of a serious complaint?
A serious complaint is a Complaint or issue of such significant public interest It puts, or is likely to place, the police’s reputation at risk
44
When must the commissioner be notified of any serious complaint?
Immediately Notified where any police employee is the subject of a serious complaint
45
Examples of serious complaints
- complaints against police employees likely to generate significant media coverage - not serious complaints - but involving inspector / senior manager and above - complaints that involve executive police employees - any incident of sexual nature
46
What is the definition of a conflict of interest - according to the code of conduct?
“A situation where our personal or professional interests may conflict with our position, obligations, or responsibilities as a police employee”
47
Actual conflict of interest Definition
A conflict between our official duties and our other interests That could interfere with our ability to be impartial, objective and independent
48
Perceived conflict of interest Definition
The perception of outside observers that our interests may interfere with our ability to be impartial, objective and independent Whether or not that is the case The perception of a conflict of interest can be just as damaging to reputation as an actual conflict
49
Potential conflict of interest Definition
A situation where our other interests have the potential to interfere with our official duties In the future - or where our official duties could affect our other interests in the future
50
Other interests Definition
Interests unrelated to Police personal / financial / family / outside committee
51
Can a supervisor investigate allegations of sexual or other serious misconduct by employees under their direct supervision.
No
52
What are the rules around providing a character reference?
Consent of district commander / National Manager must be provided before giving a character reference Reference provided as a private individual Not on police letterhead / using police job title in sign off
53
Where are the conflict of interest declarations found?
Police Forms in Word Under Police Professional Conduct / Independence of Investigation Conflict of Interest Form

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