Strategic Awareness / complaints / conflicts Flashcards by Phil Sayers

What is Te Huringa o Te Tai (three pillars)

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

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What is the National Operating model

Prevention first

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What are the Commissioners Priorities

Culture
Deliver service the community needs
Better outcomes with partnerships

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What is the 3 focus points of the prevention first model

Prevent crime / victimisation
Target / catch offenders
Responsible police service

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

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

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What are the drivers of demand for police

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

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PHPF CORE VALUES - Professionalism

Look the part be the part

Pride in appearance

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PHPF CORE VALUES - Respect

Treat others how they wish to be treated

Dignity / rights / freedoms

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PHPF CORE VALUES - Integrity

Actions says it all.

Honest and ethical

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PHPF CORE VALUES - Committment to Treaty

Acting in good faith (PPP)

Stand together

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PHPF CORE VALUES - Empathy

Walk in their shoes

Understanding experience and perspective of others

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PHPF CORE VALUES - Diversity

Many views, one purpose.

Recognising different perspectives and experience makes us better.

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Policing Act 2008 what are the principals

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

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What are the functions of police

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

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COMMAND and CONTROL

What is every police employee guided by

General instructions
Commissioners Orders
Local orders
Lawful commands of supervisors

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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

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Do police act under instruction of Minsters of Crown

No, they are not authorised.

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Delegated authority - acting up authority

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

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What is a qualified constable

Sergeant

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Whistleblowers Act

Protected disclosures - what is it

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

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Whistleblowers Act - Protected disclosures

How could their identification be disclosed?

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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)?

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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

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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

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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

Strategic Awareness / complaints / conflicts Flashcards

(50 cards)