Complaints And Conflict Of Interest

Question 1

Good workplace culture:

What is one responsibility of Our People Leaders within Kia Tu?

Answer 1

Monitor work environments to identify factors contributing to unacceptable behaviour.

Question 2

How should Our People Leaders address concerns of unacceptable behaviour?

Answer 2

Address concerns before they escalate.

Question 3

When it comes to managing complaints and concerns amongst staff, What culture should Our People Leaders promote?

Answer 3

A culture that enables team members to resolve concerns at the lowest level.

Question 4

When should serious concerns of unacceptable behaviour be reported?

Answer 4

Formally report any serious concerns.

Question 5

What should team members be aware of regarding unacceptable behaviour?

Answer 5

The policy, the process, and support available.

Question 6

What support should be provided to whom during the consideration of concerns?

Answer 6

Support to all people involved.

Question 7

What adjustments may Our People Leaders need to make regarding reporting lines?

Answer 7

Assess and make adjustments to reporting lines or work location as required.

Question 8

When investigating a complaint, what should be done in case of a conflict of interest?

Answer 8

Assign responsibility to another manager.

Question 9

What is the aim regarding hearings when a formal concern has been raised?

Answer 9

Everyone involved receives a fair hearing.

Question 10

What information should individuals be kept informed about during the process?

Answer 10

Kept fully informed during the process.

Question 11

What can individuals request during meetings when a formal concern is raised?

Answer 11

A support person present at meetings.

Question 12

What type of information should be provided to those involved when a formal concern is raised?

Answer 12

Information being relied on by Police.

Question 13

What should individuals be encouraged to access when a formal concern is raised?

Answer 13

Support Services.

Question 14

With respect to the responsibilities of a supervisor and upholding the COC

What is a key part of upholding Our Values?

Answer 14

Recognising and taking action when behaviour or decisions fall short of the required standards set out in the Code of Conduct.

Question 15

What conduct issues must employees notify their supervisor about?

Answer 15

Any of the following:
* Any charges to be faced in Court
* An infringement notice for driving with excess breath alcohol concentration
* A suspension of drivers licence
* An infringement notice for speed in excess of 40km/h above the limit
* Becoming the Respondent of a Protection Order
* Any charge or infringement notice that could lead to a driver licence suspension

Question 16

What action must a supervisor take upon receiving an integrity report?

Answer 16

Forward this through line managers to the District PPCM.

Question 17

True or False: Failing to notify a supervisor may result in disciplinary action.

Answer 17

True

Question 18

Fill in the blank: A failure by an employee to notify their supervisor will prohibit the organisation from providing appropriate _______.

Answer 18

support or alternative work opportunities

Question 19

What is the consequence of not notifying a supervisor about integrity issues?

Answer 19

May result in disciplinary action and prohibit the organisation from providing appropriate support.

Question 20

What qualifies a notifiable incident

Under section 13 of the IPCA Act

Answer 20

Any incident where a police employee

Acting in the execution of their duty

Causes or appears to cause

Death or serious bodily harm to any person

Question 21

What constitutes serious bodily harm?

Answer 21

Any fracture

Deep laceration

Significant internal injury or impairment of a bodily function

Blow to the head resulting in head injury or loss of consciousness

Whenever a person is hospitalized as a result of police actions

Question 22

Upon receiving a complaint, how long do the police have to refer it to the IPCA?

Answer 22

Five days

Question 24

What does Clause 13 of the MOU between the Independent Police Conduct Authority and the New Zealand Police address?

Answer 24

It outlines additional statutory notification requirements for investigating certain matters.

Question 25

What is the purpose of the Commissioner requesting the ICPA to investigate matters under Section 22(2) of the IPCA Act?

Answer 25

To investigate matters involving significant criminal offending or serious misconduct by a Police employee.

Question 26

What type of incidents does the IPCA Act request the investigation of Especially those that risk the reputation of police

Answer 26

Any matter involving criminal offending or serious misconduct by a Police employee.

Question 27

What type of front line incident involving a Police employee use of force requires an investigation according to the MOU?

Answer 27

An incident where a Police employee has intentionally discharged a firearm.

Question 28

What does the MOU state about incidents involving judicial adverse comment?

Answer 28

It mandates investigation of any matter where there has been judicial adverse comment against a Police employee or Police practice, policy, or procedure.

Question 29

What type of incidents involving detainees are to be investigated according to the MOU?

Answer 29

Any incident involving attempted suicide or self-harm by a detainee in Police custodial facilities.

Question 30

What type of dog-related incidents require investigation under the MOU?

Answer 30

Any unintentional dog bite involving a member of the public.

Question 31

Fill in the blank: The Commissioner has decided to request the ICPA to investigate matters under Section _______ of the IPCA Act.

Answer 31

22(2)

Question 32

True or False: The MOU includes requirements for investigating all incidents involving Police employees.

Answer 32

False

Question 33

What does IPCA do when it receives a complaint or notifiable incident?

Answer 33

Categorizes - ABCD Recategorizes during investigation if needed. May make an **RFI** to assist in categorization

Question 34

What different response would you have between dealing with an expression of dissatisfaction or a complaint?

Answer 34

An expression of dissatisfaction you should try to resolve as soon as possible, and to the satisfaction of the inquirer Otherwise, you must take the complaint in writing.

Question 35

If a person wants to talk to you about a complaint We close into a police station to make a complaint Wishes to have somebody with them to make a complaint What should you do?

Answer 35

You should try facilitate everything as much as possible. Record the complaint in writing Don’t ask them to come back to do it Facilitate solicitors or support people to be present

Question 36

What defines a serious complaint?

Answer 36

An issue of such significant **public interest** That it will put the **police reputation** at risk. For example, significant media interest, highly ranked offices, sexual incidents

Question 37

How should you notify a serious complaint?

Answer 37

Advise PPC manager Advised district commander

Question 38

What are the three types of conflicts of interest? Define each one:

Answer 38

**Actual** COI A conflict between official duties and other interests, that could interfere with Police ability to be impartial **Perceived** COI Perception of outside observers That a police officers other interests may interfere with their ability to be impartial **Potential** COI A situation where other interests have the potential to interfere with a police officers official duties in the future that could affect their impartiality

Question 39

What are the ways that you can manage COI’s?

Answer 39

1. Avoid the conflict. 2. Discuss the conflict and manage it with a supervisor. This could include: Noting the COI only Obtaining an agreement on the participation of the employee Imposing additional oversight Assigning another employee without conflict