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2023 SSGT CPK > Strategic Awareness / complaints / conflicts > Flashcards

Strategic Awareness / complaints / conflicts Flashcards

1
Q

What is Te Huringa o Te Tai (three pillars)

A

People (mindset)
Partnerships
Practice (effective initiatives and improved practice)

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1
Q

What is the National Operating model

A

Prevention first

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2
Q

What are the Commissioners Priorities

A

Culture
Deliver service the community needs
Better outcomes with partnerships

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3
Q

What is the 3 focus points of the prevention first model

A

Prevent crime / victimisation
Target / catch offenders
Responsible police service

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4
Q

What are the key concepts of prevention first (how to)

A

Deploy to beat demand
Target drivers of demand
Take opportunities to prevent harm

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5
Q

What are the drivers of demand for police

A

Families (FH, dysfunctional families)
Youth
Alcohol
Roads
Organise crime / drugs
Mental Health

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6
Q

PHPF CORE VALUES - Professionalism

A

Look the part be the part

Pride in appearance

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7
Q

PHPF CORE VALUES - Respect

A

Treat others how they wish to be treated

Dignity / rights / freedoms

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8
Q

PHPF CORE VALUES - Integrity

A

Actions says it all.

Honest and ethical

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9
Q

PHPF CORE VALUES - Committment to Treaty

A

Acting in good faith (PPP)

Stand together

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10
Q

PHPF CORE VALUES - Empathy

A

Walk in their shoes

Understanding experience and perspective of others

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11
Q

PHPF CORE VALUES - Diversity

A

Many views, one purpose.

Recognising different perspectives and experience makes us better.

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12
Q

Policing Act 2008 what are the principals

A

Rule of law
Public support
Community focus
Respect human rights
Indepent policing
Professionalism / ethics / integrity

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13
Q

What are the functions of police

A

Keep peace
Community support/reassurance
National Security
Policing outside NZ
Crime Prevention
Public safety
Law enforcement
Emergency management

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14
Q

COMMAND and CONTROL

What is every police employee guided by

A
  • General instructions
  • Commissioners Orders
  • Local orders
  • Lawful commands of supervisors
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15
Q

In the absence of a supervisor, who does authority fall to?

A

The employee in the next level of position;

In case of equality, longest service

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16
Q

Do police act under instruction of Minsters of Crown

A

No, they are not authorised.

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17
Q

Delegated authority - acting up authority

A

If acting up can only use powers at the acting level if you have been delegated that power.

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18
Q

What is a qualified constable

A

Sergeant

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19
Q

Whistleblowers Act

Protected disclosures - what is it

A

Provides protection for employee who discloses information about serious wrongdoing (high threshhold) by their organisation.

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20
Q

Whistleblowers Act - Protected disclosures

How could their identification be disclosed?

A
  • With their consent
  • Essential to an effective investigation
  • To prevent serious risk to public H&S or to comply with natural justice
21
Q

INTEGRITY REPORTING.

What must you notify your supervisor of (involving you)?

A

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

22
Q

IPCA. What must the Commissioner notify the IPCA about

A

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

23
Q

Does the commissioner have to report dog bites to the IPCA

A

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

24
Q

What is the policy around IPCA and complaints made directly to police

A

Comissioner shall notify the IPCA of EVERY complaint within 5 working days of receipt.

25
Q

IPCA investigation categories A, B, C, D

A

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”

26
Q

What should you do when someone is making a complaint on behalf of someone else

A

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.

27
Q

How do you treat complaints made in custody

A

Ensure questions only relate to allegations. Should allow a representitive for them to be present if possible.

28
Q

What is an expression of dissatisfaction?

A

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

29
Q

Notifying serious complaints made against police.

What is a serious complaint and who needs to be nofitied

A

Serious complaint
* = significant media coverage
* = less serious but involves commissioned officer
* = involves executive member
* = sexual complaints

Commissioner needs to be notified immeadiately

30
Q

Notifying serious complaints made against police.

How do you make a notification (to who)

A

District Police conduct Manager or
District Commander or
National Manager

31
Q

Notifying serious complaints made against police.

How are they investigated?

A

Full impartial invesigation (documented)
SG guidelines
Independent review of charges
Indepentent investigators

32
Q

Notifying serious complaints made against police.

Frequency of any updated

A

for significant matters, District Professional conduct Manager must provide weekly updates

33
Q

Managing conflicts of interest - what concepts

A

If possible avoid conflicts

Supervisors should never investigate sexual / serious complaints of staff under them.

Independent investigators - must complete conflict of interest declaration.

34
Q

Can you provide references as a police officer

A

No, only as a private citizen

35
Q

Wh does the code of conduct apply to

A

All employees - includes casual, volunteers, consultants, partners (and outside office hours)

36
Q

Code of conduct

Misconduct examples

A

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

37
Q

Code of conduct

Serious Misconduct examples

A

Convictions
Corruption / inducement
Bullying / harassment
Sexual misconduct
Theft / dishonesty
Unauthorised access/disclosure NIA
Repeated misconduct
False declarations
Excessive unjustified violence

38
Q

How long do you have to consider a FEO application

A

1 month

39
Q

Who can decline an FEO application?

A

district commander or National Manager

40
Q

What are the 4 steps of performance management

A

Informal talk (private followed by letter)
Performance meeting (letter and performance file)
PIP (expectation / standards)
Complete PIP (letter confirms complete)

41
Q

Is performance management a disciplinary process

A

No. Only when an employee is unwilling or unable to improve with a PIP

42
Q

What are the three components of good faith in performance management

A
  • Open / honest/ respectful
  • 2 way comunication
  • Constructive and building relationship
43
Q

What potential outcomes may result from performance management

A

No further action
Performance Management
Employment investigation
Criminal investigation

44
Q

Why could someone go onto restricted duty

A

Risk to H&S of others
Prevent inteference
Distruption of routines or operations
Nature of gravity requires it in public interest

45
Q

How are employment investigations conducted

A

Balance of probabilities

Expection of equal participation

Disclose of relevant information and given time to consider it.

46
Q

Unacceptable behaviour - Kia Tu (stand together)

there are 5 principals, what are they

A

People centric

Trust

Responsive

Safe

Accountable

47
Q

When do you need to use the trauma support policy

A

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

48
Q

Seeing a psychologist for trauma (specialist roles or critical incidents)

for critical events when should the first and 2nd appointments be made

A

first - no earlier than 72 hours

second - within 10 days of indicent

49
Q

work injuries - when must they be reported

A

Within 72 hours

2023 SSGT CPK (12 decks)

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