STAFF MANAGEMENT 2: Integrity reporting & speaking up Flashcards
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?
By ensuring what appears to be inappropriate behaviour by Police employees continues to be: -
Challenged
Reported
Investigated AND
Appropriately dealt with.
Integrity reporting and Speaking Up.
Principals.
List the 6 principals of Integrity reporting and Speaking Up?
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.
Integrity reporting and Speaking Up.
When you observe inappropriate behaviour.
‘Inappropriate behaviour’ includes what? (4)
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.
Integrity reporting and Speaking Up.
When you observe inappropriate behaviour.
What does the Integrity reporting & Speaking Up policy not apply to? (3)
Issues you have with the terms & conditions of your employment.
PG (managed through ER problems’ policy)
Accusations that you know to be false.
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)
Who made the allegation
AND
The nature of the allegation.
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?
Those who need to be made aware and who need to take action.
Integrity reporting and Speaking Up.
When you observe inappropriate behaviour.
What should you do if you come across ‘inappropriate behaviour’ on the spot? (1)
Challenge the person on their behaviour straight away.
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?
Immediate challenge may not be appropriate or possible.
Behaviour can be reported using Speak Up options.
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)
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.
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?
High.
Police Manual or Speak Up anonymously in the intranet portal.
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)
Speak Up’ helpline
‘Speak Up’ online
Through the IPCA
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?
Police Group PNHQ.
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?
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.
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.
Discuss in neutral & unbiased fashion.
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)
Nature of the IB
Name(s) of people involved.
Time/Date/Pace of IB
AND
Other relevant facts
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)
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.
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?
People Group PNHQ.
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?
The purpose for which it was taken.
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?
Tier 1: Core Supervisor responsibility.
Tier 2: Proactive management.
Tier 3: Active intervention.
Integrity reporting and Speaking Up.
Speak up tiers of support.
When does the additional support processes of Tier two (Proactive management) apply? (2)
When the:
Allegation may require employee/criminal investigation.
Employee reports experiencing retaliation after Speaking up.
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)
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.
Integrity reporting and Speaking Up.
Speak up tiers of support.
What does the Employee Assistance Programme (EAP) provide.
Free counselling.
Professional/specialist assistance.
Integrity reporting and Speaking Up.
Speak up tiers of support.
What does the Harassment Support Officers provide?
Support & Advice to all staff facing harassment issues.
Integrity reporting and Speaking Up.
Speak up tiers of support.
Under Tier 2 (Proactive Management) what will the People Group PNHQ do? (4)
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.
