Early Intervention, Conflicts of Interest & Professional Boundaries

Question 1

What are the four phases to early intervention?

Answer 1

1. Identification
2. Analysis
3. Engagement & Intervention
4. Feedback and follow up

Question 2

Early intervention is preventative in nature. Does it apply to all employees?

Answer 2

Yes

Question 3

What is Early Intervention?

Answer 3

Identifies employees who may not be performing to an acceptable standard, whose past and present behaviour and traits may be indicators they pose a risk to themselves and Police through future misconduct or unethical behaviour

Question 4

How is ‘early intervention’ employed - how do you identify someone who needs early intervention?

Answer 4

Different databases and referrals. Self-referral, peer referral, supervisors

Question 5

Is engagement with the early intervention process compulsory?

Answer 5

No. If they choose not to participate, a record will be retained in IAPRO for reporting purposes.

Question 6

Confidentiality in the early intervention process is crucial. But when can information be disclosed?

Answer 6

• Necessary to prevent or lessen a serious threat to public health or safety or life or health of a person
• To avoid prejudice to the maintenance of the law
• As part of any court process

NB: No information is held on the employee’s personal file.

Question 7

Is there an exception to using information collected during the early intervention process for purposes outside that process?

Answer 7

Yes - where there’s a proposal to remove an employee from Police, the material can be referred to and taken in to account when looking at an employee’s complete history

Question 8

If, during the early intervention process, behaviour is identified that is considered criminal, disciplinary or a performance issue, can it be dealt with as part of the proces,

Answer 8

No. Must be referred to an appropriate person outside the early intervention team.

Question 9

Define ‘conflict of interest’

Answer 9

A conflict between a public duty and private and/or personal interests.

Personal interests can be financial or relate to family, friends or associates.

Conflicts may be actual, potential or perceived.

Question 10

What is the main goal of identifying and managing conflicts of interest?

Answer 10

To ensure all policing decisions are made, and are seen to be made, legitimately, justifiably, independently and fairly.

Question 11

How should conflicts of interest be declared?

Answer 11

Actual, potential or perceived conflicts of interest should be declared to a supervisor by way of the appropriate declaration.

Question 12

Define a ‘potential’ conflict of interest.

Answer 12

A situation where other interests have the potential to interfere with official duties in the future or where duties could affect their other interests in the future.

Question 13

What should police employees ask themselves in determining whether a conflict of interest exists?

Answer 13

Would they act differently if they didn’t have other interests? How would a reasonable observer likely perceive their actions, given their other interests and would they believe the employee would act differently if they didn’t have other interests?

Question 14

There’s a big list of situations that may give rise to conflicts of interest. Provide 5 from the list.

Answer 14

• Holding another public office
• Financial interest in a company, trust or property
• Secondary employment
• Providing written character references
• Intervening to assist a family member or friend in a dispute

Question 15

Give 5 roles that are at higher risk of conflicts of interest occurring.

Answer 15

• Internal investigations
• Working in small or isolated communities
• Procurement
• Licensing or vetting
• Maintaining relationships with media

Question 16

In some communities there is a natural overlap and interdependence of people so it may not be possible to avoid dealing with people with whom you have a personal connection. How would you manage this?

Answer 16

Document the potential conflict and ensure any decisions in relation to those people can be reviewed by a supervisor.

Question 17

What must investigators involved in internal investigations do in relation to conflicts of interest?

Answer 17

Complete an ‘independence of investigation conflict of interest declaration’ form. (External investigations may also require this form for investigators who recognise an actual potential or perceived conflict exists)

Question 18

Do employees who participate in any tender process have to declare conflicts - how?

Answer 18

Yes, complete a ‘conflict of interest and confidentiality agreement’ form.

Question 19

Can Police officers provide character references? If so, how?

Answer 19

Only as a private individual, not using letterhead, and not signing off using their Police job title.

Question 20

How are conflicts of interest managed in a situation where spouses are working in the same group, service centre or district?

Answer 20

Prepare a written management plan. It might be agreed that an alternative reporting line will be used - even skipping up a level in the hierarchy. There is no prescribed process for this kind of management plan but the important thing is there is a clear paper trail - a 258, a memo, an email.

Question 21

How might you manage any perception of influence in a situation where you’re providing a support role for a person in Court?

Answer 21

Take care not to identify yourself as a police employee.

Question 22

For staff in governance roles, how might conflicts be avoided?

Answer 22

Consider conflicts prior to discussions. It is good practice to have a ‘declaration of interests’ agenda item at the start of every meeting.

Question 23

How should supervisors manage conflicts of interest?

Answer 23

Foster an open environment so employees feel free to discuss conflict issues. Determine whether the conflict prevents or excludes involvement by the employee. Seek advice from own supervisor if unsure.

Question 24

What are six ways a supervisor can manage conflicts of interest?

Answer 24

1. Noting only - if the supervisor does not believe the interest will cause bias
2. Obtaining agreement of involved parties about participation of conflicted employee
3. Impose additional oversight over employee’s work & decisions
4. Assign work to another employee
5. Assign work to an employee outside district, service centre or work group
6. Step employee away from the role that is causing the conflict

Question 25

What other strategies to manage risk can a supervisor employ with the involvement of the employee? (Five points)

Answer 25

1. Assess seriousness of conflict
2. Document it
3. Support staff
4. Monitor conflict and make changes where necessary
5. Consider strategies to avoid future conflicts

Question 26

What are some examples where personal relationships with members of the public can be inappropriate?

Answer 26

• Witnesses in a current investigation and their family members
• Informants
• Vulnerable persons where duty of care exists
• Any person in custody
• Complainants in a current investigation in which police employee involved

Question 27

What steps can you take to keep yourself and others safe in maintaining professional boundaries? (9 steps)

Answer 27

1. Take responsibility for maintaining professional boundaries
2. Document all contact in NIA
3. Involve a support person
4. Keep contact inside work hours
5. Keep colleagues & supervisors informed
6. Consider cultural values
7. Raise concerns with a colleague
8. If in doubt, ask “whose needs are being met?”
9. Develop and follow a plan of contact