Focused study points Flashcards
SAPOL 2020 - Our Values - Service
- Strive for service excellence, providing professional, reliable, and respectful services
- Conduct yourself in a manner that deserves the respect of the wider community
- Remember why we are here, and be motivated to enhance public safety
- Embrace technology and innovative ways to improve responsiveness and access to police services
SAPOL 2020 - Our Values - Integrity
- Maintain and enhance the consent and support of the cimmunity by being truthful and open
- Be accountable for behaving in a fair and objective manner, without prejudice
- Demonstrate honest and ethical behaviours in all interactions
SAPOL 2020 - Our Values - Courage
- Maintain strength in the face of adversity, protecting those who cannot protect themselves
- Have the courage to try something different to keep the community safe
- Stand up for personal accountability, fairness and equality
- Never excuse or allow any inappropriate behaviour
SAPOL 2020 - Our Values - Leadership
- Act as a role model, inspiring and motiviating others to be the best they can be
- Be flexible and adaptable to new situatios and changing needs of the community and SAPOL
- Be constructive and supportive in your dealings with others
- Recognise the contributions and achievements of others
SAPOL 2020 - Our Values - Collaboration
- Work cooperatively with others, building community safety partnerships
- Value, develop and maintain internal and external networks for wider community benefits
- Encourage teamwork for continuous improvement, efficiency and productivity
- Support volunteers and others working to improve our community
SAPOL 2020 - Our Values - Respect
- Acknowledge and value the opinions and contributions of others
- Show concern, compassion and empathy for everyone
- Act with tolerance and dignity, recognising cultural diversity within our community and service
- Be professional at all times, ensuring vulnerable members of our community are treated with dignity
S.5 Police Act - Purpose of Police
The purpose of SA Police is to reassure and protect the community in relation to crime and disorder by the provision of services to:
- Uphold the law
- Preserve the peace
- Prevent crime
- Assist the public in emergency situations
- Coordinate and manage responses to emergencies
- Regulate road use and prevent vehicle collisions
S.63Q Police Act - Powers re security of protected places
A PSO (includes PO) may give a person in/within precincts of protected place reasonable directions for purpose of maintaining/restoring security/orderly conduct, or securing the safety of any person arriving at, in, or departing from, the place.
May direct a person in, or about to enter protected place to provide:
- name and address
- evidence of identity
- reason for being in, or about to enter
If there are reasonable grouds for suspecting that a dangerous object or substance in possession of the person:
- to produce object or substance for inspection
- submit to a phsyical search
- do anything reasonably necessary for purpose of section under this section
What are considerations/actions re SAPOL employee victim of Domestic Abuse? (Ref: GO: Domestic Abuse)
- Health and wellbeing of victim as a priority
- Referred to local CFIS/FVIO for follow-up investigation
- When appliction for Intervention Order needed on behalf of SAPOL employee, should be referred to CFIS/FVIO where possible
- If victim resides in LSA where they work, matter should be allocated to different CFIS/FVIO to avoid any actual or percieved conflict of interest
- Consider advising Professional Conduct Section of victim’s involvement in domestic abuse situation (with the victim’s consent)
- Assess victim’s capacity to continue to perform within their current workplace (safety planning) in consultation with victim and CFIS/FVIO
What are your considerations for redacting information (SHIELD) re SAPOL employee involved in Domestic Abuse situation?
Consideration to restricting information within occurrence if it is:
- highly sensitive
- not to do so would provide a safety risk
- compromise an investigation
Can request ACL be applied
What leave entitlements are available to a SAPOL employee regarding (victim or affected by) Domestic Abuse?
Up to 15 days of special leave with pay (per service year) is available to support employees who may be suffering from or escaping domestic abuse, and need time to meet indivdual needs and responsibilities arising from the domestic abuse situation.
What are the 8 points of the SAPOL Leadership Charter (CAMPFAME)?
- Conduct themsevles in a fair, firm and decisive manner
- Accept accountability for organisational performance and the initiation of change
- Model and encourage ethical behaviour
- Promote a customer focussed approach
- Foster and encourage teamwork and cooperation
- Are responsive to the needs, welfare and safety of others
- Model and encourage a communication style which is clear, frank, and timely
- Encourage and reward innovation and initiative
S.83C - Summary Offences Act - special powers of entry
Where a SPO suspects on reasonable grounds:
- That an occupant of premises has died and his/her body is inside the premises, or
- That an occupant of premises is in need of medical or other assistance
SPO may authorise PO to enter premises for purpose of investigating matter and taking such action as circumstance may require.
Authorisation must be in writing, unless reason to believe that urgent action is required, can be given orally.
Flexible working arrangements - types of FWA options
FWA’s less than 28 days can be approved locally.
FWA’s longer than 28 days require formal arrangement through Flexible Work Team
- Compressed weeks (not available to Police Act employees working shifts)
- **Flexitime **(Public Sector employees)
-
Part-time
-** Special leave without pay** (up to three years) for PO’s, leave without pay for PSE’s - **Personal flexibilty agreement **(PSE’s and weekly paid employees)
- Purchased leave (open to all) - extra leave in exhange for salary reduction
- Shift changes (open to all)
- **Variation to start/finish times **(open to all)
- Working from home (open to all) where it can be accommodated as part of their role and functions of their workplace - can be a home-based work location or place other than usual place of work
- Working remotely - (open to all) same as WFH
FWA’s - expectations of supervisors and managers in championing value of flexibility
- Supervisors/managers help set inclusive/respectful cultre
- Demonstrate workplace culture where FWA’s are accepted and normalised
- See FWA’s as opportunity to better meet business needs, increase productivity and service delivery
- Work with employees - dicussion and negotiation to explore FWA options in line with business needs/awards etc
- Give genuine, positive and reasonable consideration to FWA’s - “if not, why not”
- Provide advice re viability of FWA request or possible alternatives
- Review individual FWA’s in context of business performance and resourcing requirements
- Ensure clear work performance expectations in line with FWA’s and provide feedback
- Not judge ‘worthiness’ of persons reasons for seeking FWA
- Challenge bias, resistance, and negative attitudes
- Consider all employees equally for team development opportunities, including those on FWA’s
- seek advice as needed from the Flexible Working Team
