S7 - Strategic Awareness Flashcards

Question

Te Huringa O Te Tai is the driving Force behind police achieving 25% reduction in reoffending in Maori and 90% of trust and confidence in police. True or false?

Answer 1

Our people and their mindset. Adopting a Te Ao Maori view - alignment of our values and show culturally responsive initiatives and programs, restoring strength and well-being of individuals, family

Answer 2

Effective initiatives and improved practises. Taking every opportunity to prevent harm. Research suggests investment in Maori led approaches that adresss interweaving components of offending, social home, social marginalisation, and over representation and the justice system Is more effective than programs designed by non Maori.

Answer 3

Effective partnerships. Investment in Iwi Maori partnerships Everyone taking responsibility

Answer 4

Strategy Culture Leadership Capability Performance management

Answer 5

It is part of our transformation program, the safest country policing 2021

Answer 6

A.Principled effective and efficient policing services are cornerstone of a free and democratic society under the rule of law B.Effect of policing lies on a wide measure public support and C. Policing services are provided under national framework but also have a local community focus. D. Police services are provided in a matter that respect human rights E. Police services provide independently and impartiality F. Every police employee is required to act professionally, ethically and with integrity

Answer 7

Define the relationship of the government to it's people; that people in a society should be governed by the law and should be free of arbitrary government Some key concepts included in a world of war that people should be treated equally before the law and the individual Liberty should be preserved. Meaning of all of law concepts and contained in the bill of rights Act 1990

Answer 8

- apply laws evenly; people shouldn't be treated differently because of example statuses society, income, ethnicity. Police who commits crime must be -have a justice system that is free from corruption -we must not accept probes for example in exchange for not fighting charges -protect the rights of offenders full sample searches arrest and interviews are conducted in a way that is consistent with the law -protect rights of victims comma example victims right to privacy and respected, every right to information access to services

Answer 9

Refer to our business poster?

Answer 10

Commissioner must prescriber code of conduct for police employees.com estate in a standard behaviour expected from please It is the duty of every police employed to conduct himself or herself accordance with the code of conduct "The code marks at departure from a long tradition of a highly prespictive approach to discipline, the cornerstone of which was a list of misconduct offences that were dealt with by an adversarial process drawing heavily on criminal procedure. The code sets out the obligations of the police commissioner as employer, and the values and principles that underpin and guide the actions of police and 4 years and discharging their duties and obligations of the office or roll and their contact outside of the workplace.

Answer 11

1. General instructions Commission circulars inapplicable local oders 2. Every play some for you must obey awful commands 3. In the absence of a supervisor - his power is transferred to next employee who's next in level opposition and -in case of equality the longest serving police employ 4. No police employee work under the direction or command or control of: -a minister of the crown -a person who is not authorised by other under the act or any act enactment of the law or control the actions of police employee 5. Subsection 4 does not apply to a police employee outside our New Zealand who: -is part of an overseas operation within the meaning of section -is an employee within the meaning of section 91.

Answer 12

1. -appointing employee temporarily to in any higher level of -authorise an employee to exercise or perform all of the powers and duties under the act of any level opposition higher than that employees in level tuition 2 Appointment authority under the section maybe giving all made before the occasion arises or while it continues 3. No point authority may be questioned in the proceedings or on the ground that: -dedication has not a reason or had -the employee have not been appointed to any level of position to which the authority relates 4. The Commissioner me anytime revoke any appointment made authority given under the section.

Answer 13

If a Senior Sargent is required to complete a joint certificate to authorize detention of CYP in custody exceeding 24 and until appearance at court sergeant who temporarily stands in Senior Sergeant role, is not legally authorised to complete the joint certificate Unless They are specifically authorised to undertake the role or have been appointed is an acting Senior Sergeant

Answer 14

1. The Commissioner my delegate members of police of a level not less than inspector as he thinks fit all any of his powers under this ACT. 2. Re New PSOs, an officer under level of Sergeant if that officer specifically authorised tissue that order by a qualified Constable Qualified Constable defined as Constable who is of or above level of position of sergeant Therefore before any acting sergeant authoriser ps0, they will need to specifically be appointed under that section

Answer 15

No Code or policy can cover everything, so we need to consider our values, apply common sense, self-respect, consider reputation of our police in our decision making

Answer 16

-Any charges you have to face -Becoming a respondent of a protection order -Infringement for driving with excess breath or blood alcohol concentration or drug impaired driving -any suspension of your driver's licence -any speeding notice in speed excess of "40 km" -any change or infringement that could lead to suspension partial suspension of your driver's licence

Answer 17

-breaching police -treating a person harshly -abusive offensive language -misuse of police internet email -using police database for unauthorised use -being absent from work or late without -failure to declare conflict of interest -mistreatment or not taking responsible care of police property -not complying with the lawful for reasonable instructions without good and sufficient reason -bring the police into disrepute due to behaviour

Answer 18

-been convicted of a pleading guilty to offence -corruption -bullying or harassment -sexual misconduct -theft or dishonesty on any kind -unauthorised access or disclosure any matter related to police business including NIA -repeated misconduct -making a false declaration or statement including incorrectly recording data -excessive unjustified violence

Answer 19

- Informal discussion -performance meeting -performance improvement plan -completion of the PIP

Answer 20

It's about seeking improvement through dialogue and providing support to enable the employee to perform satisfactorily. It is not a disciplinary process.

Answer 21

Be careful that the informal action does not turn into formal disciplinary action and unintentionally hinder employees rights such as the right to be accompany by a support person

Answer 22

- intro - provide information - opportunity to respond - problem solving - record keeping After meeting If a pit was put in place follow the instructions in step 3 If no pip was put in place, continue to monitor the employees performance

Answer 23

- in order for this to be successful he or she must agree to Pip - signature both parties and the date of the PIP should be signed

Answer 24

1. Ensure all agreed assistance is provided to them 2. Diary meetings at interval agreed 3. Put in place a system to monitor NZ police progress in meeting the requirements of the pip comma provide ongoing feedback 4. Should new matters arise whilst the employee is subject to a pip, another performance meeting will need to be comvened and Pip revised

Answer 25

The end date should be confirmed in writing and the pip form and a letter confirming this should be provided to the employee A copy of the pic should be retained in the employees performance management file along with a copy of any letter sent to the employee

Answer 26

Consideration may be given to revising. However in some circumstances the matter will go directly to the disciplinary process. Employee must be invited disciplinary meeting HR advisory or someone from your local employment resolutions team must be involved

Answer 27

- prevent and result harmful behaviour at work what enabling all to speak up at work, be herd and have their confidentuality protected -provide guidance on how to identify different types of unacceptable behaviour -achieve a shed understanding of what is and is not acceptable behaviour in the workplace -explain our process for raising concerns about unacceptable behaviour -outline types of support available for everyone involved -explain our restorative approach to resolve unacceptable behaviour -define our roles and responsibilities to maintain a safe inclusive workplace in high performance culture

Answer 28

Trust Responsiveness Accountable People Safe

Answer 29

- define inappropriate behaviour and looks like -buy clear information and guidance on the options for addressing concerns -act properly maintaining mana and repairing harm -provide clear communication and regular updates treating all parties fairly and impartially when concerns raised -taylor support plans for those affected by harm for unacceptable - evaluate progress and outcomes to identify how we can continue to achieve and maintain a great workplace

Answer 30

Harm is not only physical harm but includes serious and emotional distress. Some types of harmful behaviour are not only unacceptable but also unlawful this includes bullying, harassment and discrimination.

Answer 31

- difference of opinion - legitimate leadership action to improve performance and assistance of high standards of performance comma cooperative team working, punctuality and attendance. - an isolated incident of abruptness.

Answer 32

Yourself Support Manager Report it

Answer 33

-Using language that is sexist or racist -Talking to someone in a group of people in a demeaning way -A joke at someone else's expense

Answer 34

Mate to Mate Chaplain Wellness Employee Assistance Program (EAP) District and service centre Early intervention leads

Answer 35

- advise you of concern provide as much information of the nature of the concern and supporting information -ensure you are provided with appropriate assistance and support -explain the process on how your confidentiality can be protected -provide the opportunity to respond to the concerns in writing and an interview

Answer 36

-relationship family and friends -member of club or team -financial interest in a trust or property -holding another public office -secondary employment -acceptance of gifts -legal obligation such as being a trustee -financial information such as a loan -providing written characters reference -assisting family members or a friend in a dispute -attending court in a support role

Answer 37

-internal investigations -working in small community -acting as a police rip in a government's role for third party organisation -exercising discretionary powers -licencing of vetting -using information obtained from NIA -managing staff -reviewing decisions in which he played a role.

Answer 38

-you seem channels as members of public 2xs police data for your own research -responding to incidents asked for another employee to be assigned to incident investigations full stop if this not possible to clear the conflict of interest as soon as possible. -supervisors should never investigate sexual other serious complaints against staff under the direct supervision ***-internal investigators must complete in Independence of investigation conflict of interest declaration form** -include declaration of interest agenda item at meeting when involved in government roles -when participating in a tender process complete a conflict of interest and confidentiality agreement whether or not a conflict exist -only provide written character reference as a private individual you should not sign off with police job title will you please get ahead. In certain situations you should never provide a reference, ***"*especially character reference for firearm licence*** -if there is personal and Family ties within the police example mother partner potential conflict must be declared. Depending on the situation aternative put in iMovie arranged, there must be restored on for different shifts or it may simply be documented

Answer 39

-take responsibility for maintaining professional -document all contact In Nia -involve a support person -if the person makes contact outside of working hours tell them your contact them when back at work -keep colleagues and supervisors informed -consider the cultural values of a person you're dealing with seek advice from cultural advisors -raise concerns with a colleague they me not be aware the actions are inappropriate -if in doubt, ask yourself whose needs are being met? -develop and follow plan of contact

Answer 40

Young 16 year old female was assaulted, police intervened. Female police was intimate text, police officer and a colleague confronted her and explain what was appropriate. Job sheet completed about interaction and discussed with Supervisor

Answer 41

-document the conflict of interest and how the conflict was managed -support stuff with shoes ensure they are channels and place for people to raise concerns about that declare no conflict of interest I've been managed or breaches of the conflict of interest policy -monitor conflict-of-interest, if required, for any changes -consider strategies to avoid future conflicts

Answer 42

-enabling high performance -attracting and retaining top talent -accessing a border talent pool -increase productivity

Answer 43

-working from home or an alternative location -flexible time -part-time -condensed hours

Answer 44

Positive effect that comes from the employee being able to work in a way that suits their lifestyle increments. Having a balance that suits them the employees often more productive and more likely to remain working for police

Answer 45

-F lexibility on the agenda -E ducate -A avocate -R ole model -T alk about flexibility with -C hallenge

Answer 46

District commander or national manager

Answer 47

-he or she can approve an application OR -recommended is not supported -if no options or solution found application must then be reviewed by district commander or national manager or equivalent for final decision

Answer 48

Regardless of length of time in service, prior exposure to similar events they should be referred to the wellness adviser

Answer 49

Call mechanic through direct involvement in incidence. ongoing exposure to sensitive and descriptive information and images can also have an adverse impact on a persons well-being

Answer 50

-support and encourage your direct reports to keep to well-being of this staff right of mind this includes non police personnel such as scobys and volunteers -take wellness needs and services into consideration through out and operational planning -insure supervisors report to you by completing the mandatory referrals as per trauma support policy

Answer 51

Individuals and specialist or general respond rolls who have significant exposure to trauma such as natural disasters

Answer 52

It must occur when an employee is involved in a critical incident in the actions may have contributed to death or life-threatening injury, most common type firearms which results in death comma fleeing driver has crashed resulting in death

Answer 53

- earlier then 72 hours following critical incident - and ideally the second appointment should occur with in 10 days post-incident

Answer 54

-Union a public contact made what's employee -medical social and work needs of the l engine for you been assessed in recorded at the earliest possible -rehab meeting being conducted as soon as possible -I return to work and rehab plan developed an agreed-upon -regular ongoing meetings being held we're all parties a 10 in the return to work we have plan updated -we had process continues into the l engine employee returns to pre illness or preinjury roll or alternatively -specialist medical advice being sought when appropriate

Answer 55

Take the lead role in initiating and managing the rehab of your employees following work absences due to illness or injury

Answer 56

-Timeframes of concern taking an average of 22 days -streamline processes and training resulted in this timeframe reducing to 3-5 days in 2022

Answer 57

7 days off

Answer 58

Accredited employer programme - this means police is responsible for managing any workplace injuries

Answer 59

Acc: they manage complex injuries arising as a result of motor vehicle incidents or other complex incidents EAP: they managed ALL work injury claims on behalf of ACC

Answer 60

-lodging your clean -determining cover for you -deciding in on entitlement including weekly compensation -managing your treatment and rehab for covered work injury -managing your safe for return to work

Answer 61

-engine employees have their needs assessed and received the appropriate medical treatment -we can offer a flexible work environment that enables engine employees to return to work -developed and maintain systems that prevent harm and support employees wheb injured -they can provide support in targeted we have plans for that focus on the specific needs of police employees

Answer 62

-an accident or series of events at work -work-related gradual progress disease infection -work-related noise-induced hearing loss -work related mental injury caused by a single significant event likely to cause mental injury to people generally

Answer 63

All paid employees: -permanent employees -staff on fixed term contracts -casual employees

Answer 64

Only a gp/surgeon,specialist

Answer 65

They both can lodge a ACC claim

Answer 66

-provide supervisor with the relevant medical certificates put on -inform their supervisor at the earliest opportunity -be available to attend rehab meetings as soon as possible -keep the supervisor informed of any changes in the circumstances -abide by that return to work/rehab plan:operational -engage in the rehab process

Answer 67

-comply with relevant legislation -Mercury contact injured employee -provide each employee with information about rehab process -complete a return to work and we have plan: operational -provide accommodation within the workplace allowing for rehab -provide workplace support and relevant resources necessary for Rehab -not initiate unrelated disciplinary measures during the course of rehab -allow the employee to bring a support person to all meetings

Answer 68

Within 48hrs

Answer 69

within 2 days

Answer 70

Over 5 days

Answer 71

-keep workforce management updated -sure we can contact with employed to identify any barriers -arrange a meeting with in for you to develop a return to work plan -send the agreed and signed return to work plan to work at advisor -ensure medical certificate are kept up-to-date

Answer 72

-ensure employee has provided a middle certificate to return to light duties -meet with the employee regularly to update return to work plan full stop this plan must reflect the medical certificate restrictions -send agreed and signed plan to your return to work at visor -complete and submit the managers weekly rehab monitoring for GB case managed injuries

Answer 73

-ensure the employee has provided a written medical clearance to return to for duty after nacys injury -advice workforce management -keep monitoring on return for duties to make sure that all is going well

Answer 74

It prohibited access, use & disclosure of official information for private purposes

Answer 75

Duty of Commissioner to notify authority of certain incidents involving death or serious bodily harm. Commissioner shell as soon as practicable give written notice sitting out the particulars of the incident However there is an exception dog bites do not have to be reported within tree is not a deep laceration and the subject has been admitted to hospital until down the wound to be washed

Answer 76

5 working days Duty of Commissioner to notify authority of complaints The authority may act on these notifications in the same manner as a complete notified under section 15 of the IPCA act 1988 Eg: Non injury pursuit Cell block self harm Use of force

S7 - Strategic Awareness Flashcards

(112 cards)