PROFESSIONAL AND ETHICAL STANDARDS

Question 0

Code of Ethics

Answer 0

• I uphold the right in my role within Victoria Police by acting IMPARTIALLY, with INTEGRITY and by providing SERVICE EXCELLENCE to everyone

Question 1

Purpose

Answer 1

• Provide a safe, secure and orderly society by serving the community and the law.
• Have a duty to preserve the peace, protect life and property, prevent offences, detect and apprehend offenders and help those in need of assistance.
• Employees are entrusted with considerable authority and responsibility.
• Conduct on or off duty reflects on the reputation of Vic Pol.
• You are held to a higher standard of conduct in both public and private lives and are more open to public scrutiny than many other members of the public

Question 2

Professional and ethical decision making

Answer 2

• Using a decision making framework that has regard to ethics, organisational values and human rights will help make decisions that reflect organisational standards and community expectations

Question 3

When interpreting and applying legislation, policy rules and guidelines, or when there is an absence of policy direction:

Answer 3

• Use the organisational values to inform your behaviour and decision making;
• Use the SELF test to help make decisions - Scrutiny, Ethical, Lawful, Fair;
• Ensure your decisions are not incompatible with human rights;
• Seek advice from a supervisor or subject matter expert;
• Monitor and review how your decision, and be flexible in your approach to the situation.

Question 4

Employee’s Responsibilities - Performance and Conduct

As a Vic Pol employee you are expected to:

Answer 4

• Conduct yourself, both during and outside working hours, in a manner that protects your reputation and the reputation of the organisation;
• Provide an impartial, prompt and professional service to internal and external customers;
• Take responsibility for your own performance in line with your professional development and assessment plans;
• Continuously improve your professional knowledge and skills and keep up to date with new or revised legislation, policies and organisational strategies;
• When witness to an incident, either on or off duty, cooperate fully with any investigation and promptly make a statement if required to by an investigator from a law enforcement agency.

Question 5

Employee’s Responsibilities - Police Members: Liability for Duty
In addition to the performance and conduct responsibilities, police members:

Answer 5

• Must carry their certificate of identity when on duty;
• Are always liable for duty whether:
  
  • rostered for duty or not
  • in uniform or plain clothes
  • performing duty which has been detailed, or not engaged in specific duties;
• Are bound to act in the execution of your duty when called upon by any person having authority to do so, or when circumstances demand such action;
• Must not act in matters involving only civil disputes, except where legislation or policy requires you to be involved;
• Must not make inquiries unconnected with police duties, at the request of individuals or organisations.

Question 6

Information Handling - Use and Disclosure of Information

Answer 6

• Unless specifically authorised by law or Vic Pol policy, you must not access, use or disclose any police information if it is your duty not to access, make use of or disclose the information.

Question 7

Information Handling - Commenting on Political Matters

Answer 7

• You must not publicly comment on the administration of any government department;
• During the performance of your duties you must:
  
  • observe strict neutrality in all matters connected with politics
  • not criticise the Government or any employee or act of the Government;
• You must not sign petitions or other applications concerning the administration of Government departments.

Question 8

Use of Resources - Work Related Use

Answer 8

• Any use of facilities and resources must be properly authorised and managed in accordance with relevant financial management legislation and policy rules.

Question 9

Use of Resources - Personal Use

Answer 9

• Generally you must NOT use Vic Pol facilities and resources for private gain;
• Incidental and occasional personal use of Vic Pol facilities and equipment is permitted if:
  
  • constitutes a minor use of facilities and resources
  • does not interfere with work responsibilities
  • is endorsed by a Work Unit Manager;
• You must NOT use work time or resources for activities connected with any secondary employment, outside interests or running a business.

Question 10

Reporting Misconduct and Corruption - Obligation to Report

Answer 10

• Our integrity as employees depends on our personal conduct and willingness to act against misconduct.
• Employees are required to report any act or suspected act of corruption or misconduct committed by any other Vic Pol employee.
• Police members are obliged under s.167(3) of the Vic Pol Act to report any act or suspected act of misconduct.

Question 11

Reporting Misconduct and Corruption - Support for Internal Sources

Answer 11

• If you make a report as an internal source you will be fully supported by Vic Pol, regardless of the outcome of the investigation or any subsequent criminal or disciplinary process.
• Employees are reminded that victimisation and interference of internal sources, or causing others to do the same, is a criminal offence, punishable by a fine, imprisonment or both.