Strategic Awareness / complaints / conflicts Flashcards
What is Te Huringa o Te Tai (three pillars)
People (mindset)
Partnerships
Practice (effective initiatives and improved practice)
What is the National Operating model
Prevention first
What are the Commissioners Priorities
Culture
Deliver service the community needs
Better outcomes with partnerships
What is the 3 focus points of the prevention first model
Prevent crime / victimisationTarget / catch offenders
Responsible police service
What are the key concepts of prevention first (how to)
Deploy to beat demand
Target drivers of demand
Take opportunities to prevent harm
What are the drivers of demand for police
Families (FH, dysfunctional families)
Youth
Alcohol
Roads
Organise crime / drugs
Mental Health
PHPF CORE VALUES - Professionalism
Look the part be the part
Pride in appearance
PHPF CORE VALUES - Respect
Treat others how they wish to be treated
Dignity / rights / freedoms
PHPF CORE VALUES - Integrity
Actions says it all.
Honest and ethical
PHPF CORE VALUES - Committment to Treaty
Acting in good faith (PPP)
Stand together
PHPF CORE VALUES - Empathy
Walk in their shoes
Understanding experience and perspective of others
PHPF CORE VALUES - Diversity
Many views, one purpose.
Recognising different perspectives and experience makes us better.
Policing Act 2008 what are the principals
Rule of law
Public support
Community focus
Respect human rights
Indepent policing
Professionalism / ethics / integrity
What are the functions of police
Keep peace
Community support/reassurance
National Security
Policing outside NZ
Crime Prevention
Public safety
Law enforcement
Emergency management
COMMAND and CONTROL
What is every police employee guided by
- General instructions
- Commissioners Orders
- Local orders
- Lawful commands of supervisors
In the absence of a supervisor, who does authority fall to?
The employee in the next level of position;
In case of equality, longest service
Do police act under instruction of Minsters of Crown
No, they are not authorised.
Delegated authority - acting up authority
If acting up can only use powers at the acting level if you have been delegated that power.
What is a qualified constable
Sergeant
Whistleblowers Act
Protected disclosures - what is it
Provides protection for employee who discloses information about serious wrongdoing (high threshhold) by their organisation.
Whistleblowers Act - Protected disclosures
How could their identification be disclosed?
- With their consent
- Essential to an effective investigation
- To prevent serious risk to public H&S or to comply with natural justice
INTEGRITY REPORTING.
What must you notify your supervisor of (involving you)?
Facing charges in court
EBA
Suspended drivers licence
Infringement over 40kph over limit
Respondent of Protection Order
Charge that could lead to a loss of licence
Supervisor MUST report tgus thru line manager to district PPCM
IPCA. What must the Commissioner notify the IPCA about
Certian incidents involving death or serious bodily harm
Where police cause serious bodily harm
* fracture
* deep laceration
* injury to internal organ
* severe concussion
* injury requiring hospitalisation
* Non injury pursuit with significant damage
* Cell block self harm
* Use of force with public interest
Does the commissioner have to report dog bites to the IPCA
Where the injury is not a deep laceration and the subject was hospitalised only to clean wound doesn’t require a report to the IPCA
What is the policy around IPCA and complaints made directly to police
Comissioner shall notify the IPCA of EVERY complaint within 5 working days of receipt.
IPCA investigation categories A, B, C, D
A = serious authority may conduct own investiation
B= serious or significant - oversee police investigation
C = facilitate case, police seek resolution with complainant
D = minor. no further action “lessons learnt”
What should you do when someone is making a complaint on behalf of someone else
Sould see the complainant in the first instance to confirm allegations. If a solicitor for their client, make a arrangement for their client to be interviewed.
How do you treat complaints made in custody
Ensure questions only relate to allegations. Should allow a representitive for them to be present if possible.
What is an expression of dissatisfaction?
Non specific complaint
Not relating to a specific officer or organisation failure eg
- police siren at night
- Eagle flying overhead
Resolved without IPCA.
Refer to district Professinal Conduct Mgr
Notifying serious complaints made against police.
What is a serious complaint and who needs to be nofitied
Serious complaint
* = significant media coverage
* = less serious but involves commissioned officer
* = involves executive member
* = sexual complaints
Commissioner needs to be notified immeadiately
Notifying serious complaints made against police.
How do you make a notification (to who)
District Police conduct Manager or
District Commander or
National Manager
Notifying serious complaints made against police.
How are they investigated?
Full impartial invesigation (documented)
SG guidelines
Independent review of charges
Indepentent investigators
Notifying serious complaints made against police.
Frequency of any updated
for significant matters, District Professional conduct Manager must provide weekly updates
Managing conflicts of interest - what concepts
If possible avoid conflicts
Supervisors should never investigate sexual / serious complaints of staff under them.
Independent investigators - must complete conflict of interest declaration.
Can you provide references as a police officer
No, only as a private citizen
Wh does the code of conduct apply to
All employees - includes casual, volunteers, consultants, partners (and outside office hours)
Code of conduct
Misconduct examples
Breach policy prodecure
Treat person harshly
Abusive language
Misuse email / internet
Unauthorised data access
Absence w/o proper reason
Non compliance lawful instruction w/o good reason
Bring police into disrepute actions/behaviour
Code of conduct
Serious Misconduct examples
Convictions
Corruption / inducement
Bullying / harassment
Sexual misconduct
Theft / dishonesty
Unauthorised access/disclosure NIA
Repeated misconduct
False declarations
Excessive unjustified violence
How long do you have to consider a FEO application
1 month
Who can decline an FEO application?
district commander or National Manager
What are the 4 steps of performance management
Informal talk (private followed by letter)
Performance meeting (letter and performance file)
PIP (expectation / standards)
Complete PIP (letter confirms complete)
Is performance management a disciplinary process
No. Only when an employee is unwilling or unable to improve with a PIP
What are the three components of good faith in performance management
- Open / honest/ respectful
- 2 way comunication
- Constructive and building relationship
What potential outcomes may result from performance management
No further action
Performance Management
Employment investigation
Criminal investigation
Why could someone go onto restricted duty
Risk to H&S of others
Prevent inteference
Distruption of routines or operations
Nature of gravity requires it in public interest
How are employment investigations conducted
Balance of probabilities
Expection of equal participation
Disclose of relevant information and given time to consider it.
Unacceptable behaviour - Kia Tu (stand together)
there are 5 principals, what are they
People centric
Trust
Responsive
Safe
Accountable
When do you need to use the trauma support policy
Critical incidents
Notifable injury / ilness
Threat to life on duty
DVI
Delayed recovery of body
Unnatural death
High number of critical incidents over short time
Where intervention failed to save life
Death / serious injury of child
Indicents involving police / family
Unpleasant or stressful duty
Seeing a psychologist for trauma (specialist roles or critical incidents)
for critical events when should the first and 2nd appointments be made
first - no earlier than 72 hours
second - within 10 days of indicent
work injuries - when must they be reported
Within 72 hours
