Strategic Awareness And Staff Management Flashcards
(26 cards)
Pou Mataara
Be first then do
Our people and their mindset
Pou mataaho
Delivering the service nzers to expect and deserve
Effective initiatives and improved practice
Pou Hourua
Focused prevention through partnerships
Effective partnerships
What is Te Huringa o Te Tai
Turning of the tides
The success in delivering our mission
8 functions of policing
Keeping the peace
Maintaining public safety
Law enforcement
Crime prevention
Community support and reassurance
National security
Participation in policing outside nz
Emergency management
Crime triangle
Offender
Victim
Location
Mental health
Families
Roads
Youth
Alcohol
Org crime and drugs
Layers of opportunity
- operational
- tactical
- strategic
What is the aim of Te Huringa O Te Tai
25% reduction in reoffending by Māori
90% of people having trust and confidence
Pou Mataara: our people and their mind-set - what this means…
Adopting a Te Ao Māori view
Pou Mataaho: effective initiatives and improved practice - this is to…
Take every opportunity to prevent harm
Pou Hourua: effective partnerships - is?
Investment in Iwi Māori partnerships
Everyone taking responsibility
-free from crime
- victimisation
-road trauma
The five frameworks - Strategy
Enables leaders to connect their teams to Our Business by clarifying out purpose in Police and the outcomes we need to deliver through our SPTs.
What is your SPT?
Becomes your performance agreement that leaders should regularly discuss in terms of how they’re progressing.
Culture?
Helps us build the high performance suture we need to deliver Our Business
- culture assessments
- monthly
Leadership?
Equips our leaders with the tools to help us deliver on our purpose in Police
Capability?
Equips each of us with the tools to perform to our potential in our roles
Capability Conversations from part of our development plan
Should be regularly discussed
Performance management?
Enables us to have more meaningful conversations about our performance contribution and ongoing development
To help people get better, feel valued and deliver the outcomes the organisation requires from the role.
Should be discussed monthly
Policing act
Section 8
Principles:
Free and democratic society under the rule of law
Public support and confidence
Community focus
Respecting human rights
Policing services are provided independently and impartially
Every police employee is required to act professionally, ethically and with integrity
What is the rule of law?
It defines the relationship of the government to its people: that people in a society should be governed by law and should be free from arbitrary government
Bill of rights act
Police act
Section 9
Functions of police
Keeping the peace
Maintaining public safety
Law enforcement
Crime prevention
Community support and reassurance
National security
Policing outside NZ
Emergency management
Policing act
Section 20
Code of conduct
The standards of behaviour expected from police
Conducting himself/herself in accordance with the code of conduct
Policing act
Section 30
Command and control
Every employees must obey:
- general instructions
- the commissioners circulars
- any applicable local orders
Every employee must obey lawful commands of a supervisor
In absence of a supervisor - the supervisor’s authority goes to:
- next in position
- in case of equality, the longest serving employee
May not act under:
- direction of minister of the crown or
- person not authorised under rule of law
(4) doesn’t apply to police employee outside of nz who:
- is part of operation under s86 or
- is an employee within the meaning of s91
Policing act
Section 63
Acting appointment
Commissioner may
- appoint an employee temporarily to a higher level or
- authorise an employee to exercise all or any of the powers and duties under this act of any level of position higher than the employees own position
Appointment may be given lr made before the occasion arises or while it continues
May not be questioned in any proceeding on the ground that:
- the occasion has not arisen or had ceased or
- employee had not been appointed to any level to which the authority relates
Commissioner may revoke at any time
Employee performance
Principles
Resolving and barriers
Acknowledge good work
Informal people focussed conversation
Integrity is important
Expected performance standards
Alignment with police code of conduct
Proactive management
Early intervention
