Integrity Reporting And Speaking Up

Question 1

What is Police’s vision regarding Inappropriate behaviour?

Answer 1

• Police’s vision is that it has the trust and confidence of all.
• In order to achieve this, it is critical that we uphold our Values and abide by our Code.
• Police needs to maintain a corruption resistant culture and promote ethical and professional policing. This can be achieved by ensuring Police employees continue to be:
  . Challenged
  . Reported
  . Investigated
  . Appropriately dealt with

Question 2

What are the principles regarding Inappropriate Behaviour?

Clue: There are 6

Answer 2

1. The behaviour we ignore is the behaviour we accept.
2. Every employee involved in Police action is responsible for how that action is handled; not just the most senior employee.
3. All employees are encouraged to challenge or report what is reasonably believed to be inappropriate behaviour.
4. Supervisors are responsible for ensuring that staff are provided with the necessary support and are safe from retaliation if they Speak Up about inappropriate behaviour.
5. We will take responsibility for our own actions by self-reporting to our Supervisors when we have been involved in certain incidents.
6. All allegations of inappropriate behaviour will be taken seriously and should be resolved in a timely manner.

Question 3

What is ‘Inappropriate Behaviour’?

Clue: 4 types

Answer 3

1. Unethical behaviour
2. Behaviour which may be a breach of the Code of Conduct
3. Serious wrongdoing as defined by Section 3 of the Protected Disclosures Act 2000
4. Harassment, bullying and discrimination

Question 4

This policy (Inappropriate behaviour) does not apply to...
Clue: there are 3

Answer 4

• Issues you may have in relation to your terms and conditions of employment
• Personal grievances
• Accusations that you know to be false. The use of this policy for knowingly raising false accusations may lead to disciplinary action.

Question 5

Explain ‘Confidentiality and Anonymity’ regarding Inappropriate behaviour.

Answer 5

• There are certain protections available to Police employees, however confidentiality and anonymity cannot always be guaranteed.
• In general, the matter will only be shared with those who need to be made aware of it and who need to be made aware of it and who need to take action in relation to it.
• Individuals who are the…

Question 6

What is available for Police employees regarding “Confidentiality and Anonymity”?

Answer 6

• There are certain protections available to Police employees, however confidentiality and anonymity cannot ALWAYS be guaranteed.
• Each case depends on the circumstances in which employees report inappropriate behaviour.
• In general, the matter will ONLY BE SHARED with those who need to be made aware of it and who need to take action in relation to it.
• However, individuals who are the subject of concerns about inappropriate behaviour have the right to know the identity of the person who made the allegation, as well as the substance of the allegation.
• If you are in any doubt discuss the situation with your HR team and then make an informed decision about the best way in which to report your observations or concerns.

Question 7

When you observe inappropriate behaviour - what to do?

Answer 7

• Ideally, challenge any inappropriate behaviour ‘on the spot’
• Any inappropriate behaviour should be challenged directly with the employee committing the inappropriate behaviour as soon as it occurs.
• This sends a clear message to the employee and others that such conduct is not acceptable.
• However, there may be circumstances where this immediate challenge may not always be appropriate or possible. In these cases, the behaviour can be reported using one of the SPEAK UP options.

Question 8

Reporting inappropriate behaviour - what to do?

Answer 8

• Reporting of inappropriate behaviour should follow normal reporting lines.
• However, if that is not appropriate, or you are not comfortable with that process for whatever reason, then you may report to any of the following:
  . Another trusted supervisor, Field Training Officer or senior employee in your district or service centre or work group
  . Local HR team, Area or District Commander, National Manager or Assistant Commissioner
  . One of the Deputy Commissioners or Deputy Chief Executive’s, or the Commissioner.
• NOTE: You can, in some circumstances, make a protected disclosure but the threshold for a protected disclosure is quite high. If you are unsure, talk to your HR team who can provide advice and assistance.

Question 9

Further ways to report inappropriate behaviour - Speak Up Helpline or Speak Up Online

Answer 9

• Police’s Speak Up Helpline gives individuals another safe way of reporting inappropriate behaviour.
• It provides employees the opportunity to anonymously discuss or report all types of inappropriate behaviour, including bullying, harassment and discrimination.
• You can call 0800 SPEAK UP or report via Speak Up Online on the intranet portal. At this stage, calls are answered in the Crimestoppers call centre.
• Any anonymous information you provide will be forwarded to the People Group at PNHQ and only shared with those involved in action on, or responding to your complaint.
• NOTE: If you make a report anonymously, you must be aware that the information provided may be difficult to act on unless it can be corroborated.

Question 10

Further ways to report inappropriate behaviour - Independent Police Conduct Authority (IPCA)

Answer 10

• Police employees may also report inappropriate behaviour directly to the IPCA. One of the Authority’s core functions is to receive complaints of misconduct against any Police employee.
• While Police employees are encouraged to go through the internal process (ie Speak Up), there may be situations where inappropriate behaviour is reported to the IPCA directly:
  . The employee feels unable to report the behaviour to anyone within Police
  . The behaviour requires the immediate attention of the IPCA
• NOTE: All complaints made to the Authority are forwarded to Police.

Question 11

Receiving a report of inappropriate behaviour - what to do?

Clue: 5 steps

Answer 11

1. Discuss the situation in a neutral and unbiased fashion.
2. If inappropriate, obtain a FULL and DETAILED account of the alleged inappropriate behaviour including:
   - The nature of the inappropriate behaviour
   - The name or names of people involved
   - time, date and place of the inappropriate behaviour
   - Other relevant facts such as the circumstances in which the inappropriate behaviour occurred if known
3. Advise you:
   - what initial steps will be taken in relation to their report including who will be informed of, or receive information about their report
   - about the protections and support available to them
4. Report to the People Group, as appropriate.
5. Maintain detailed records and ensure STRICT CONFIDENTIALITY by only disclosing the information for the purpose for which it was taken

Question 12

What happens on receipt of the report?

Answer 12

• The People Group will determine what action, if any, will be taken in relation to the report.
• In the event that the matter is referred to an investigation, the investigator will explain the investigation process to you, including your role in relation to the investigation and expected time frames.

Question 13

Speak Up tiers of support - Tier One: Core Supervisory Responsibilities

Answer 13

• Police has an obligation to provide adequate support to anyone who decides to Speak Up in GOOD FAITH. Your supervisor is the primary person responsible for ensuring this support.
• Where your normal supervisor is considered unsuitable to this role due to a conflict of interest, Police will delegate responsibility for delivering this support to another supervisor.
• The term ‘Support Supervisor’ is used to describe the person delegated responsibility for providing that support, whether they are your normal supervisor on an alternative supervisor.

Question 14

Speak Up tiers of support - Tier Two: Proactive Management

Answer 14

• Additional support processes apply where:
  a) The allegation being reported may require an employment or criminal investigation
  b) An employee reports experiencing some form of retaliation for Speaking Up.

Question 15

Speak Up tiers of support - Tier Two: Proactive Management

. Support Supervisor

Answer 15

• In circumstances, your Support Supervisor will as soon as possible:
  1. Meet with you to fully explore any concerns you may have as a result of Speaking Up.
  2. In discussion with you, identify steps to be taken to mitigate those concerns and work to address anything else that should be considered
  3. Offer to appoint a support person. It is critical that your support person is someone you trust. Your support person’s Supervisor should be contacted at the outset to ensure sufficient time can be allowed to provide the necessary support.

4. Offer to put you in contact with the District Welfare Officer, and advise you regarding the availability of EAP and Harassment Support Officers.
   - EAP: Employee Assistance Programme - provides free counseling or professional/specialist assistance to Police employees on a wide range of concerns that may affect their work performance or impact on their health and well being.
   - HSO: Harassment Support Officers - provide support and advice to all staff facing harasment issues. They are approachable (in confidence) on issues relating to harassment and discrimination in the workplace.

Question 16

Speak Up tiers of support - Tier Three: Active Intervention

Answer 16

• Where the support provided to you through the tier one and two processes is insufficient, the People Group, PNHQ will, with your approval, refer your case to a local Harassment Support Officer and/or the sub-committee of the Executive Leadership Board (ELB) responsible for People-related issues.
• A Harassment Support Officer can work directly with you, your Support Supervisor and other relevant managers as required.
• The ELB sub-committee can help to resolve any issues that require senior management involvement.

Question 17

Self-reporting of certain incidents - Obligations

Answer 17

• Part of upholding our Values is to recognize and take action when our behaviour or decisions fall short of the required standards set out in the Code of Conduct, Police policies and employment agreement. If you are concerned about your own behaviour, you are encouraged to discuss this with your supervisor.

Question 18

Self-reporting of certain incidents - Obligations - what to do if you are a subject of certain matters.

Answer 18

• If you are the subject of any of the matters detailed below, you must as soon as possible after becoming aware, notify your supervisor in writing of the brief details and circumstances of:
  . Any charges you are to face in court
  . Any infringement for driving with an excess breath or blood alcohol concentration
  . Any suspension of your drivers licence
  . Any speeding notice at a speed in excess of 40km/hr above the limit
  . Becoming a Respondent of a Protection Order
  . Any charge or infringement that could lead to suspension or partial suspension of your drivers licence
• NOTE: Failure to notify your supervisor may result in disciplinary action.

Question 19

Self-reporting of certain incidents - Receipt of a self report

Answer 19

• Your supervisor must forward the report through the line supervisory levels to the District Professional Conduct Manager or in the case of a Police Service Centrem to the Police Professional Conduct Group at PNHQ.
• The Professional Conduct Manager will then determine what action, if any, to take.

Question 20

Self-reporting of certain incidents - Other self-reporting requirements

Answer 20

• There is a requirement for self-reporting where you are summonsed or elect to give evidence, other than as a Police prosecution witness.