STAFF MANAGEMENT 2: Integrity reporting & speaking up

Question 1

Integrity reporting and Speaking Up.
Introduction.

Police need to maintain a corruption resistant culture and promote ethical and professional policing. How can this be achieved?

Answer 1

By ensuring what appears to be inappropriate behaviour by Police employees continues to be: -

Challenged
Reported
Investigated AND
Appropriately dealt with.

Question 2

Integrity reporting and Speaking Up.
Principals.

List the 6 principals of Integrity reporting and Speaking Up?

Answer 2

Behaviour we ignore is behaviour we accept.

We are all expected to adhere to the standards of behaviour set in CoC.

Employees encouraged to challenge/report inappropriate behaviour.

Supervisors are responsible for ensuring staff are provided with support & are safe from retaliation if they Speak Up.

Take responsibility for our own actions by self-reporting.

All allegations of inappropriate behaviour will be taken seriously & should be resolved in a timely manner.

Question 3

Integrity reporting and Speaking Up.
When you observe inappropriate behaviour.

‘Inappropriate behaviour’ includes what? (4)

Answer 3

Unethical behaviour (includes behaviour that causes you concern)

Behaviour that may breach the C.o.C

Serious wrongdoing as defined by s3 of the Protected Disclosures Act 2000.

Harassment, bullying and discrimination.

Question 4

Integrity reporting and Speaking Up.
When you observe inappropriate behaviour.

What does the Integrity reporting & Speaking Up policy not apply to? (3)

Answer 4

Issues you have with the terms & conditions of your employment.

PG (managed through ER problems’ policy)

Accusations that you know to be false.

Question 5

Integrity reporting and Speaking Up.
When you observe inappropriate behaviour.

Confidentiality and anonymity:
What does the person who has had an allegation of inappropriate behaviour made against them have the right to know? (2)

Answer 5

Who made the allegation

AND

The nature of the allegation.

Question 6

Integrity reporting and Speaking Up.
When you observe inappropriate behaviour.

Confidentiality and anonymity:
In general a report of inappropriate behaviour will only be shared with who?

Answer 6

Those who need to be made aware and who need to take action.

Question 7

Integrity reporting and Speaking Up.
When you observe inappropriate behaviour.

What should you do if you come across ‘inappropriate behaviour’ on the spot? (1)

Answer 7

Challenge the person on their behaviour straight away.

Question 8

Integrity reporting and Speaking Up.
When you observe inappropriate behaviour.

Ideally you should challenge ‘inappropriate behaviour’ on the spot. When should you NOT and what should you do?

Answer 8

Immediate challenge may not be appropriate or possible.

Behaviour can be reported using Speak Up options.

Question 9

Integrity reporting and Speaking Up.
When you observe inappropriate behaviour.

Reporting 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 who may you report to? (3)

Answer 9

Another trusted supervisor, FTO or Senior employee in District or service centre or work group.

Local HR team, AC or DC, NM or Assistant Commissioner.

Deputy Commissioner, Deputy Chief Executives, or the Commissioner.

Question 10

Integrity reporting and Speaking Up.
When you observe inappropriate behaviour.

Reporting inappropriate behaviour:
In some cases of reporting inappropriate behaviour you can make a protected disclosure. What is the threshold of Protected Disclosure and where can you find information in respect of Protected Disclosure?

Answer 10

High.

Police Manual or Speak Up anonymously in the intranet portal.

Question 11

Integrity reporting and Speaking Up.
When you observe inappropriate behaviour.

Further ways to report inappropriate behaviour.
Apart from the normal reporting lines of reporting inappropriate behaviour, what are others ways that this can be done? (3)

Answer 11

Speak Up’ helpline

‘Speak Up’ online

Through the IPCA

Question 12

Integrity reporting and Speaking Up.
When you observe inappropriate behaviour.

Further ways to report inappropriate behaviour:
Any anonymous information you provide to the Speak Up Helpline or Speak Up online will be forwarded to whom?

Answer 12

Police Group PNHQ.

Question 13

Integrity reporting and Speaking Up.
When you observe inappropriate behaviour.

Further ways to report inappropriate behaviour:
Police employees may directly report inappropriate behaviour directly to the IPCA. What situations might exist for an employee to report directly to the IPCA rather than the normal lines of reporting?

Answer 13

The employee feels unable to report the behaviour to anyone within Police;

The behaviour requires immediate attention of the IPCA.

NB: All complaints made to the Authority are forwarded to Police.

Question 14

Integrity reporting and Speaking Up.
Receiving a report of inappropriate behaviour.

Supervisors or managers taking a report about inappropriate behaviour by a Police employee should follow 5 steps. List the step 1.

Answer 14

Discuss in neutral & unbiased fashion.

Question 15

Integrity reporting and Speaking Up.
Receiving a report of inappropriate behaviour.

Supervisors or managers taking a report about inappropriate behaviour by a Police employee should follow 5 steps. In step 2 you should obtain a full and detailed account of the alleged inappropriate behaviour including (but not limited to)….? (4)

Answer 15

Nature of the IB

Name(s) of people involved.

Time/Date/Pace of IB

AND

Other relevant facts

Question 16

Integrity reporting and Speaking Up.
Receiving a report of inappropriate behaviour.

Supervisors or managers taking a report about inappropriate behaviour by a Police employee should follow 5 steps. What should you advise the Police employee in Step 3? (2)

Answer 16

What initial steps will be taken in relation to their report including who will be informed of, or receive information about their report;

AND

About the protection and support available to them.

Question 17

Integrity reporting and Speaking Up.
Receiving a report of inappropriate behaviour.

Supervisors or managers taking a report about inappropriate behaviour by a Police employee should follow 5 steps. In step 4 who do you report to?

Answer 17

People Group PNHQ.

Question 18

Integrity reporting and Speaking Up.
Receiving a report of inappropriate behaviour.

Supervisors or managers taking a report about inappropriate behaviour by a Police employee should follow 5 steps. In step 5 you are required to Maintain detailed records and ensuring strict confidentiality by only disclosing the information for what purpose?

Answer 18

The purpose for which it was taken.

Question 19

Integrity reporting and Speaking Up.
Speak up tiers of support.

Under the ‘Speak-up’ programme, there are 3 tiers of support processes which are to ensure Police support you appropriately in different situations. what are these tiers?

Answer 19

Tier 1: Core Supervisor responsibility.

Tier 2: Proactive management.

Tier 3: Active intervention.

Question 20

Integrity reporting and Speaking Up.
Speak up tiers of support.

When does the additional support processes of Tier two (Proactive management) apply? (2)

Answer 20

When the:

Allegation may require employee/criminal investigation.

Employee reports experiencing retaliation after Speaking up.

Question 21

Integrity reporting and Speaking Up.
Speak up tiers of support.

Under tier 2 (proactive Management) if the allegation requires employee/criminal investigation OR if the Employee reports experiencing retaliation after speaking up, your ‘Support Supervisor’ will do what ASAP. (4)

Answer 21

Meet to fully explore concerns.

Identify steps to mitigate those concerns in discussion with you.

Offer to appoint a support person.

Offer District Welfare Officer and advise regarding availability of Employment Assistance Programme (EAP) & Harassment Support Officers.

Question 22

Integrity reporting and Speaking Up.
Speak up tiers of support.

What does the Employee Assistance Programme (EAP) provide.

Answer 22

Free counselling.

Professional/specialist assistance.

Question 23

Integrity reporting and Speaking Up.
Speak up tiers of support.

What does the Harassment Support Officers provide?

Answer 23

Support & Advice to all staff facing harassment issues.

Question 24

Integrity reporting and Speaking Up.
Speak up tiers of support.

Under Tier 2 (Proactive Management) what will the People Group PNHQ do? (4)

Answer 24

Assess if concern meets ‘serious wrongdoing’ in the Protected Disclosures Act 2000.

Assess whether a employment/criminal investigation is required.

Contact employee to ensure support is being received.

Consider referral to the Executive Leadership Board.

Question 25

Integrity reporting and Speaking Up.
Speak up tiers of support.

When does Tier 3 (Active Intervention) support provided?

Answer 25

Support provided through tier 1 and tier 2 processes are insufficient.

Question 26

Integrity reporting and Speaking Up.
Speak up tiers of support.

Under Tier 3 (Active Intervention) who will the People Group PNHQ refer you to with your approval? (2)

Answer 26

Local Harassment Support Officer.

Sub-committee of the Executive Leadership Board (ELB)

NB: The ELB sub-committee can help to resolve any issues that require senior management involvement.

Question 27

Integrity reporting and Speaking Up.
Self-reporting of certain incidents.

What are (6) circumstances where an employee MUST self-report their own inappropriate behaviour?

Answer 27

Any charges you are to face in court.

Any infringement for an EBA.

Any suspension of your drivers licence.

Any infringement notice for speeding 40km above speed limit.

Becoming the respondent of a Protection Order.

Any charge or infringement notice that could lead to a suspension of drivers licence.

Question 28

Integrity reporting and Speaking Up.
Self-reporting of certain incidents.

There are 6 circumstances where an Employee MUST self report.

What must you do ASAP after becoming aware of any of those 6?

Answer 28

Notify your supervisor in writing of the brief details and circumstances.

Question 29

Integrity reporting and Speaking Up.
Self-reporting of certain incidents.

There are 6 circumstances where an Employee MUST self report. Failure to notify your supervisor of any of those 6 may result in what?

Answer 29

Disciplinary action.

Question 30

Integrity reporting and Speaking Up.
Self-reporting of certain incidents.

There are 6 circumstances where an Employee MUST self report. What must your supervisor do re your written self-report?

Answer 30

Forward the report through the line supervisory levels to the District PCM or in case of a Police Service Centre, to the PPC Group PNHQ.

Question 31

Integrity reporting and Speaking Up.
Self-reporting of certain incidents.

There are 6 circumstances where an Employee MUST self report. What is the other self-reporting requirement?

Answer 31

You are summonsed or elect to give evidence, other than as a Police Prosecution witness.