Chapter 7.3 - Policing Act And Code Of Conduct Flashcards
Section 8 policing act
Principals of the act
The act is based on following principals
Section 9 policing act
Functions of police
Keeping the peace Maintain public safety Law enforcement Crime prevention Community support and reassurance National security Participation in police activities outside New Zealand Emergency management
Section 20 policing act
Code of conduct
The commissioner must prescribe a code of conduct for police employees
It is the duty of police employees to conduct themselves in accordance with the code of conduct
Section 30 policing act
Command and control
Every police employee must obey and be guided by
General instructions
The commissioner orders
Any applicable local orders
Must obey lawful commands of supervisor
In the absence of a supervisor the supervisor responsibility devolves on
Police employee who is next in Level of position
Longest serving police member
No police employee may act under direction of
A minister of the crown
A person not authorised by or under this act or any other
Section 63 policing act
Acting appointments
Commissioner may
Appoint an employee temporarily to any higher level of position
Authorise an employee to perform all duties under the act higher than there position
Our code of conduct when and who it applies to
All police employees at all times
How can we be sure our conduct complies with the code and policies (SELF)
Scrutiny - behaviour seen as appropriate
Ensure - behaviour complies with the code of conduct
Lawful - is behaviour lawful
Fair - is behaviour fair and reasonable
Our code of conduct - in considering if a behaviour or decision is a breach of this code the factors that may be considered are
Nature and circumstances
Intent - did you knowingly make the decision
Your position, duties and responsibilities
Your ability to fulfil duties, responsibilities
Impact on organisation
Impact on trust and confidence police has on you
How similar behaviour has been treated in the past
Performance management 1st step informal meeting key points
Talk to person in private
Listen to what they say
Be careful it doesn’t turn formal (may unintentionally breach rights)
If possible reach agreement on way forward
Send letter to employee recording the discussion
Arrange a follow up meeting
Consider referral to welfare services
Performance management 2nd step performance meeting key points
Identify the minimum standard of performing
Send employee letter of invitation
Set up performance management file
Discuss with HRM
Draw up checklist of items to be discussed
If further organisational support is required ascertain names of contact person
Performance management step 2. What to do during the meeting
Introduce yourself Provide information Give opportunity to respond Problem solve Keep record of meeting
Performance management step 3 the performance improvement plan should include
Performance to be improved
Minimum acceptable standard of performance
Remedial steps to be taken
Support and resources police will provide
How and when you will provide feedback
Review progress
Set date for progress meeting
Start date for PIP
Consequences of performance standards aren’t met
Signature for both parties
Once PIP is implemented you should
Ensure all agreed assistance is provided
Have diary meetings at the interval agreed
Put in place a system to monitor the employees progress
Note that PIP is specific
