PHPF Flashcards
What does PHPF stand for?
Police High performance framework
What are the 5 frameworks?
Strategy Culture Leadership Capability Performance management
What framework is F1?
Strategy
What framework is F2?
Culture
What framework is F3?
Leadership
What framework is F4?
Capability
What framework is F5?
Performance management
What is the Strategy Framework?
Strategic Framework is to help our people better connect their activities with Our Strategy (Our Business). This framework enables our people to understand their purpose in Police and how they contribute to Our Business as well as build a high level of performance and engagement through improved relationships with their leaders.
What is the Culture framework?
Culture Framework helps us build the High Performance culture we need to deliver Our Business. A shift in ‘mindset’ will move us away from a prescription based culture to one that is principle-based where leaders encourage the qualities inherent in top performing teams and enable their people to make a difference.
What is the Leadership framework?
Leadership Framework equips our leaders with the tools to help us deliver on our purpose in Police. It ensures our leaders have a consistent understanding of the purpose and expectations of leadership in NZ Police and are equipped with the tools to excel in their leadership role.
What is the Capability framework?
Capability Framework equips each of us with the tools to perform to our potential in our roles. Today, policing is more about our personal performance than it is about the equipment we use or the tactics we apply. Undoubtedly, it is our people’s ability to deliver the right outcomes that will determine our success as an organisation. It is by building the capability we need across Police to deliver Our Business that our people will have an ever greater impact.
What is the Performance Management framework?
Performance Management Framework enables us to have more meaningful conversations about our performance and ongoing development with our leaders. This framework isn’t about managing under-performance. Instead, it’s about helping our leaders to take a people-focused performance approach that supports our people to develop, feel valued, and deliver the outcomes the organisation requires from their role.
