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Inspector's CPK > 3 - Staff Management 2 > Flashcards

3 - Staff Management 2 Flashcards

1
Q

Staff Management 2

What are the consequences of corrupt police? (3)

c hrm, dmge rep, dmge j sys

A
  • They cause harm to the NZ police and the community.
  • They damage our reputation and they stop others from doing professional and ethical police work.
  • They damage the Justice system by betraying the community’s trust.
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2
Q

Staff Management 2

What is the impact on police employees who have engaged in corrupt behaviour? (5)

f/l, dmge rep & stg, loss f/j/c, dmge rel , f & f imp

A

They incur substantial losses;

  • financial, legal
  • damage to their reputation and standing,
  • loss of friendships, job and career prospects
  • sometimes damage to their relationships
  • Their family and friends are impacted through association, and can experience their own reputational damage in the community.
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3
Q

Staff Management 2

What two things/documents underpin ‘Professional Conduct’?

v, cc

A
  • Police values and
  • Code of Conduct
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4
Q

Staff Management 2

The National Manager Police Professional Conduct team is responsible for the national oversight of what?(2)

inves comp cond, s13 dths / sbh

A
  1. All investigations into complaints about the conduct of all police employees.
  2. All incidents reported under section 13 IPCA 1998 involving death or serious bodily harm.

NOTE: While the NM has oversight of these complaints/ incidents, they are managed by the District PPC Manager.

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5
Q

Staff Management 2

Who should be advised in the first instance when a staff member observes internal misconduct or serious deficiency or error in the execution of a police duty or function?

imm Spr

A

Their immediate Supervisor

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6
Q

Staff Management 2

Who manages the following complaint investigations?

  • Minor/misconduct complaints
  • s.13 or MOU complaints

emp mgr/spr, ppc mgr

A
  • Minor - Generally employee’s manager/supervisor
  • S13 - District Police Professional Conduct Manager
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7
Q

IPCA Act 1988

Section 12(1) IPCA Act 1988 list the main functions of the authority, what are these functions (3)?

rc, inves, ta

A
  1. To receive complaints - re any misconduct or neglect of duty by police employees, or concerning any practice, policy or procedure affecting the complainant in a personal capacity
  2. To investigate these complaints
  3. To take any action re these complaint (within the Act).
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8
Q

IPCA Act 1988

Under S13 IPCA Act 1988 - Serious Bodily Harm is described as what types of injuries? (7)

f, l, io, imp bf, sc, adm hosp, sx a

A
  1. Fractures,
  2. Deep lacerations
  3. Injury to internal organs
  4. Impairment of bodily functions,
  5. Blow to head that causes severe concussion
  6. Injuries that result in admission to hospital
  7. Allegations of sexual assaults
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9
Q

IPCA Act 1988

What does s.15 IPCA Act say that the Commissioner must do with every complaint received by Police? (1)

adv ip…

A
  • Advise the IPCA of all complaints received as soon as possible but no later than 5 working days.
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10
Q

IPCA Act 1988

Section 20 IPCA Act 1988, what must the Commissioner advise the IPCA following the completion of an investigation, and within what time frame?

rslt inv, uph?, act tkn…asap but

A

Must advise;

The result of the investigation

  • if it was upheld, if so,
  • what action has been taken or is proposed to rectify the matter.

Timeframe;

ASAP or no later than 2 months

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11
Q

Investigations of complaints and notifiable incidents

What are the 4 key principles underpinning the Police complaints processes?

inv f t e, reas stps tkn, inv g g p, emp r adv alle & r resp

A
  1. ensure complaints are investigated fairly, timely and in an effective manner
  2. all reasonable steps are taken to investigate complaints and notifiable incidents
  3. ensure they’re investigated within the guidelines of good practice, without bias or c.o.i.
  4. employees have a right to be advised of the allegation(s) and a right to respond to them.
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12
Q

IPCA - Investigations of complaints and notifiable incidents

What are the 4 categories of complaints used by the IPCA?

ser, ser.sig, conc, mm

A
  • Serious - IPCA may do own investigation
  • Serious/Significant -I PCA will actively oversee the investigation
  • Matters appropriate for conciliation-referred to Police
  • Minor Matters -NFA by IPCA
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13
Q

IPCA - Action on complaints:

When the IPCA receives a complaint, what action may they take? (4)

recv cmplt-if apprte- invstge cmplt pol condct, own accrd-rg ti invstge pub int-notfble inc, ovrse/rvw pol invgtns of cmplts/ntfble inc, tk act re cmplts/inc allwd undr act.

A
  • receive complaint, if appropriate, independently investigate complaints re police conduct
  • Investigate, of it own motion, where satisfied there are reasonable grounds to investigate in public interest, any notifiable incident
  • oversee or review police investigations of complaints or notifiable incidents
  • take such action in respect of complaints, incidents or other matters allowed under the act.
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14
Q

IPCA - Investigations of complaints and notifiable incidents

What is the common sense approach to determining if a matter needs to be reffered to the IPCA under the MOU? (1)

wll inc/mttr rslt lss t & c pol

A

If the incident or matter will cause a loss in trust and confidence in the New Zealand Police.

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15
Q

Initial action on receiving a complaint

What are the 3 principles when receiving a police complaint from a complainant?

t c c r, comp r & a q, a p

A

The complainant must;

  1. be treated with with courtesy, compassion and respect
  2. have their complaint received and actioned quickly
  3. be advised of procedure for actioning complaint
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16
Q

Initial action on receiving a complaint

In the event the employee subject to a complaint is the only person available at a Police station (when the complainant calls in), what action should be taken? (2)

rcrd comp dtls, sbmt rprt dppc mgr, arrge indpnt

A

The employee must

  • record the complainant’s details and
  • promptly submit a brief report as to the circumstances to the DPPC Manager, who
  • will arrange for an independent employee to take the complaint.
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17
Q

Serious complaint made against employee

Who should be notified immediately when a serious complaint is made against any police employee?

c

A

The Commissioner

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18
Q

Serious complaint made against employee

What is a ‘serious complaint’ and what are some examples of this? (5)

  • cmplt sig pub int puts pol rep rsk…*
  • medi cov, invol insp, pol exe, sx nat*
A
  • a complaint or issue of such significant public interest it puts (or is likely to put) police reputation at risk.

Examples:

  • Complaints against police employee likely to generate significant media coverage
  • Complaints that would otherwise be considered not serious but involve employees at Inspector level or above (incl non-sworn managers at same level
  • Complaints against Police executive.
  • Complaints of a sexual nature against ANY staff.
19
Q

Serious complaint made against employee

If a serious incident occurs the employee (supervisor) receiving the complaint must advise who, and when? (2)

A
  • District PPC Manger &
  • Dist Commander or National Manager - Immediately.
20
Q

Standards of Investigation

Investigations into complaints against police employees must adhere to good practice at all times, how must these investigations be conducted? (3)

imp - t, e, obj mnr

A

Investigated impartially;

  • in a timely,
  • effective and
  • objective manner
21
Q

Standards of Investigation

What are the key tasks for investigations into complaints against police employees? (8)

ass pcl, ass pl coc, df, con sg pg, dcir, dp, indep inv, atr

A
  1. Asses the potential criminal liability
  2. Assess the potential liability of any person identified under the code of conduct
  3. Document findings including conclusions/ recommendations
  4. Consider SG’s Prosecution guidelines
  5. Any decisions re laying of charges be independently reviewed.
  6. Any recommendations re disciplinary processes to reviewed by Dist HR Mgr and PPC Mgr
  7. Independent investigators (from outside district) to report to Dist Commander.
  8. Investigators (from outside district) agreed terms of reference must be signed by Dist Commander.
22
Q

Integrity reporting and speaking up:

To maintain a corruption-free culture and promote ethical and professional policing, what do staff need to do when faced with inappropriate behaviour by police employees? (4)

beh contin…chal, repor, invest & app dlt

A

Need to ensure that behaviour is continually;

  • challenged
  • reported
  • investigated and
  • appropriately dealt with.
23
Q

Integrity reporting and speaking up:

As a supervisor, what are your responsibilities if your staff member reports inappropriate behaviour (of another employee) to you? (1)

A

Ensure the staff member is provided with the necessary support and is free from retaliation if they speak up.

24
Q

Integrity reporting and Speaking up

As an employee, what are you responsible for if you are involved in an incident? (1)

A
  • It is your responsibility to self-report the incident to your Supervisor
25
Q

Integrity reporting and speaking up:

Under this section, what is deemed as ‘inappropriate behaviour’ (4)

uneth bhvr, bhvr bcoc, seri wrngdng, harrs/ bllyng/ dscrmn

A
  • Unethical behaviour (includes behaviour that causes you concern)
  • Behaviour that may breach the C.o.C
  • Serious wrongdoing
  • Harassment, bullying and discrimination.
26
Q

Integrity reporting and Speaking up

In relation to this policy what is NOT deemed inappropriate behaviour? (3)

iss trms/cndtns emplymt, pgs, acc knw flse

A
  • Issues you may have re terms & conditions of employment
  • PGs
  • Accusations you know to be false
27
Q

Confidentiality and anonymity:

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

A
  • who made the allegation, and
  • the nature of the allegation.
28
Q

Confidentiality and anonymity

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

A
  • Challenge the person on their behaviour straight away.
29
Q

Confidentiality and anonymity

Apart from the normal channels of reporting inappropriate behaviour i.e. Supervisor, Manager etc, what are others ways that this can be done? (3)

spk hl, spk ol, ipc

A
  • ‘Speak Up’ helpline
  • ‘Speak Up’ online
  • Through the IPCA
30
Q

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?

cor spvr resp, proa mgmt, act intv

A
  • Tier 1: Core Supervisor responsibility
  • Tier 2: Proactive management
  • Tier 3: Active intervention
31
Q

Speak Up

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

alleg emp/crim inv, emp exp retali

A

When the:

  • allegation may require employee/criminal investigation
  • employee reports experiencing retaliation after Speaking up
32
Q

Self-reporting of certain incidents:

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

chges, eba, sus dl, infr sp, rspdt po, infr susp

A
  • 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.

NOTE: another is when summonsed/elect to give evidence other than as a ‘police witness’

33
Q

Self-reporting of certain incidents

Once someone has self reported to their supervisor what must the supervisor do? (1)

A

The supervisor must report it through to the District PPC Manager.

34
Q

Early Intervention

What are the 4 phases of ‘Early Intervention’

id, anly, eng intv, ff

A
  • Identification,
  • Analysis,
  • Engagement and Intervention, and
  • Feedback/ follow-up.
35
Q

Early Intervention:

what are the ways in which employees in need of EI can be identified (phase 1)? (4)

slf ref, p, svpr, db

A
  • Self-referral
  • Peers
  • Supervisors
  • EI database.

(when supervisor is notified should make referral to either E.I district lead or E.I Team, PNHQ)

36
Q

Early Intervention: Engagement and Intervention

Once an employee is identified for EI, what are the main roles of the District lead?

dist ei, mtg req, app emp

A

. The District (EI) lead will contact the employee’s supervisor to gather more info, together they will;

  • determine if an EI meeting is required
  • and how to best approach the employee re this.

The District Lead’s main FOCUS will then be to help facilitate and support the supervisor in conducting the EI meeting

37
Q

Early Intervention

Early Intervention information cannot be disclosed outside of the EI meeting, unless for 4 reasons. What are they?

A

They reasonably believe that disclosing the information:

  • is for the the purpose for which it was obtained
  • is necessary to:
    • prevent serious threat to public/persons life, health and safety
    • avoid prejudice, maintanence of law
    • is any part of any court process
38
Q

Early Intervention

EI is not a disciplinary sanction and information collated from it must not be used for PAs or appointment processes.

  • What is the exception to this rule? (1)
A

Where there is a proposal to remove the employee from the police in which case the material/ information may be taken into account.

39
Q

Managing C.o.I

How does the Code of Conduct define a ‘Conflict of Interest?’

ppi confl - por emp

A

a situation where our

  • personal or professional interests may conflict with our;
  • position, obligations, or responsibilities as a Police employee”
40
Q

Managing C.o.Is:

What are the 4 types of ‘Conflicts of Interest?’

a, p, p, oi

A
  • Actual - between official duties and other interests.
  • Perceived - perception of outside observers that other interests may affect our ability to be impartial, objective and independent.
  • Potential - situations where other interest have the potential to interfere with our offical duties.
  • Other interests - Interest unrelated to police.
41
Q

Managing C.o.I

Generally, our own c.o.i’s are the most difficult to identify, particularly if they’re ‘perceived’ or ‘potential’.

  • In considering if you have a c.o.i, what questions should you ask yourself? (3)
  • ad, 3p, c rep*
A
  • Would you act differently if you didn’t have other interests?
  • How a reasonable 3rd party would be likely to perceive our actions?
  • What would be the consequences to your reputation if colleagues, friends or the public became aware of your actions.
42
Q

Managing C.o.I

Certain roles we perform are at a higher risk of a c.o.i than others, what are these roles? (10)

int inv, sol chge, procu, gov, d pwrs, lic/ vttg, mg stf, n, rev d, med

A
  1. Internal investigations
  2. Sole charge or working in small communities
  3. Procurements
  4. Representing police in a governance role for a 3rd party organisation
  5. When exercising discretionary powers
  6. Licensing or vetting
  7. Managing staff
  8. Using info from NIA or other police systems
  9. Reviewing decisions in which you played a role.
  10. Maintaining relationships with the media managing staff.
43
Q

Managing C.o.I

What are the responsibilities of a supervisor in regards to conflicts of interest? (2)

f env, unb dec

A
  • foster an environment where staff discuss conflicts of interest & associated risks
  • determine whether the conflict could prevent the employee from making an unbiased decision.

Inspector's CPK (10 decks)

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