Strategic Awareness

Pregunta	Respuesta
What is the commissioners overview and strategic direction of the police	Protect communities Improve road safety Less crime More valued services
What is prevention first	A drive to pro-actively stop harmful incidents before they occur
What is "turning the tide"	A Maori led strategy to reduce offending and victimisation of Maori
What are the aims of safer communities "be safe; feel safe"	reduce repeat victimisation reduce road fatalities reduce recorded crime build public trust and confidence by improving confidence of Maori and youth
What is the police mission	Delivery of core functions Partnerships with communities and stakeholders to prevent harm before it occurs and to respond/investigate and resolve any harm
Police outcomes Protected Communities What impacts does that have	People receive the appropriate response NZ security interests strengthened Order is maintained Protection from harm, ensure safety (multi-agency response) Support communities to fix issues (provide advice/info with other agencies)
Police outcomes What are the impacts of improved road safety	Less harm from crashes Target Speed/drink drivers Young/inexperienced drivers Hi-risk offenders
Police outcomes What are the impacts of LESS CRIME	Less harm from crime (targeted intervention and actions) Law upheld through appropriate actions (org. crime, dysfunctional families)
Police outcomes What are the impacts of a MORE VALUED SERVICES	Improved public trust / confidence (esp youth and Maori with low rates) Public satisfaction
How to police contribute to Government goals	Responsible management of money Building competitive &productive economy (prevent fraud, crime etc) Delivering a better service within financial constraints - reduce crime targeted approach, mobile and flex service, multi agency Rebuilding Christchurch
Police main contributions across government: Social Reduce FV, identify and support at risk people (esp children and youth)	Ensure appropriate referrals made Focus on children through joined up services; and changing law to make kids safe community action to keeps kids safe in their own homes
Police main contributions across government: ROAD SAFETY "Safer journeys"	Improve all elements of road system: roads, speed, vehicles, road use. Target hi risk road users. Multi agency (LTA and ACC)
Police main contributions across government: JUSTICE Reduce Crime and Harm Hold offenders to account	Reduce crime 20% Violent crime 20% Youth Crime 25% Re offending 25% Prevention first, first response and resolving crime
What is prevention first?	Operational strategy for all police Prevention is at thet forefront of organisation with people at very centre Requires all staff to seek out prevention opportunities
What does Prevention First require staff to do?	Be aware of and leverage community services/networks to protect vulnerable people esp repeat victims Act w/urgency; priority & prolific offenders Develop innovative/sustainable/practical solutions to manage crime hotspots
In order for police to achieve Prevention First, actions need to be developed to enable police to:	Deploy to demand Understand/respond to drivers of crime Put prevention first and the needs of victims at forefront of policing
What are the four components of deploying to beat demand	Critical command information Tasking and coordination Workforce management Operational delivery (execution)
Understanding and responding to the drivers of crime What are the 6 targeted areas?	Families Youth Alcohol Road policing Organised crime and drugs Change of police mindset
Understanding and responding to the drivers of crime How will police work to achieve this aim	Multi agency approach with other agencies communities, esp Maori, Pacific, ethnic groups to address underlying causes of offending and victimisation
Understanding and responding to the drivers of crime FAMILIES What will police do	Support and protect vulnerable and dysfunctional families Address FV and child abuse (partner CYFS) Target crime families Use intel from engagement with ethnic groups to target FV and abuse
Understanding and responding to the drivers of crime YOUTH What will police do?	Prioritise response to kids exposed to FV, child abuse and neglect Identify at risk youth Deal with offenders swiftly Support interventions targeting reducing offending/victimisation of maori and Pacific islanders (esp youth) Promote safe driving (15-24yrs) Educate youth risks alcohol/drugs
Understanding and responding to the drivers of crime ALCOHOL What will police do?	Foster a culture of responsible drinking Develop district plans to target abuse Target tactics (p/places/bars) Licence checks (focus on minors)
Understanding and responding to the drivers of crime ROAD POLICING What will police do?	Deliver locally led prevention programs Work with partners road eduction, safety/design roads, safety of vehicles Safer journeys program
Understanding and responding to the drivers of crime ORGANISED CRIME and DRUGS What will police do?	Target priority offenders Improve Tasking and Coordination Proactive financial, intelligence, enforcement to target offenders Better understand youth gang activity and identify opportunities to intervene
Understanding and responding to the drivers of crime CHANGE MINDSET OF POLICE What will police do?	Strong leadership at every level Role model intel led policing Prevention focus Victim focus (shift from offender to victim) Respond to needs of victims
POLICE VALUED P R I M E D	Professional Respect Integrity Maori Empathy Diversity
Principals of the POLICING ACT	Effective police = cornerstone democracy Replies public support/confidence National framework & community focus Respect human rights Police independent and impartial Police to act professionally, ethically, and with intregity
POLICING ACT What is the function of the police	Keep the peace Maintain public safety Law enforcement Crime prevention Community support / reassurance National security Responsible for policing outside NZ Emergency management
CODE of CONDUCT Who prescribed it and what does it expect	The commissioner of police must prescribe a code of conduct for police stating the standards of behaviour expected from employees
CODE of CONDUCT What is the duty of employees in relation to the code	Every police employee to conduct themselves in accordance with the code
CODE of CONDUCT What does it govern	The professional and personal conduct of all police
CODE of CONDUCT How does it deal with sanctions	They are commensurate with the breach The sanction may be appealed under employment law
COMMAND and CONTROL Police MUST obey and be guided by what?	General instructions Commissioners circulars Local orders
Who may police not act under orders of?	Minister of the Crown A person not authorised to direct Police (doesn't apply on overseas operations)
ACTING APPOINTMENTS	In an absence of a vacancy (or any other purpose) the Commissioner may: - appoint an employee temporarily to any higher level - OR- Authorise an employee to perform all powers of any position higher than their own level
EVIDENCE of AUTHORITY	Commissioner must provide every police employee evidence of ID and authority If const, must state have power of const If authorised, must state police power of authorised officer
EVIDENCE of AUTHORITY When must you surrender your Police ID	Leave longer than 12 months Resign / retires Suspended or removed
EVIDENCE of AUTHORITY Any questions arising as to the right of any constable to hold or execute their office;-	Common reputation is evidence of that right; AND Not necessary to produce evidence of constables ID and authority
DELEGATED AUTHORITY	Commissioner may temporarily appoint a member to fill a higher position May also authorise employee to exercise power and duties of any position higher than their own level > requires specific authority >appointed to acting role (not acting up)
SERVICE EXCELLENCE "Making every contact count" People and victim focus What is a citizen centred approach mean	Knowing who uses services and what's important to them Providing service responsive to needs Seeking feedback (pos or neg) Using this info to align/improve services
The 6 drivers of satisfaction "PEOPLE"	POSITIVE (treated fairly) EXPERT (staff competent) OWNERSHIP (keep promises) PROFESSIONALISM (met expectations) LISTEN (take persons circumst into a/c) EXCELLENCE (value for tax $$)
Satisfaction survey in 2014, 84% persons satisfied or very satisfied with service	Where: 50% at roadside 20% face to face 19% phone 11% counter/station
Who does the code of conduct apply to?	Anyone employed by police or engaged by police (included contractors and volunteers) and includes outside working hours
CODE of CONDUCT SELF test What does the "S" represent	SCRUTINY - would you decision or behaviour withstand scrutiny and be seen as appropriate by others
CODE of CONDUCT SELF test What does the "E represent	ENSURE COMPLIANCE Does your decision/behaviour comply with code of conduct, GI's other policy
CODE of CONDUCT SELF test What does the "L" represent	LAWFUL Is your decision or behaviour lawful?
CODE of CONDUCT SELF test What does the "F" represent	Is your decision or behaviour fair and reasonable (viewed by colleagues, family, community)
Code of Conduct actions and behaviour principals	Must exercise good judgement and be accountable for own behaviour Must not bring police into disrepute
Code of Conduct actions and behaviour principals	Must consider behaviour on police at all times including online, social media and outside work
Code of Conduct actions and behaviour principals	Must not act in a way to use influence, role or position to personal advantage That includes use of NIA
Code of Conduct actions and behaviour principals	Never enter a intimate relationship with someone met in a professional capacity if there is an imbalance of power or that person is vulnerable
Code of Conduct actions and behaviour principals SAFETY	All employees are responsible to promote and maintain a safe working environment This includes not being impaired (alcohol or drugs)
Code of Conduct actions and behaviour principals INFORMATION	Handle information appropriately - for legitimate work purposes in line with laws, policy, processes and systems
Breach of the Code of Conduct What factors are taken into account to determine if there is a breach and how serious it may be...	Nature and circumstances Any intent Position, duties and responsibilities Impact on organisation/relationships Impact on any trust or confidence the police has in you How similar behaviour has been treated in the past
CODE of CONDUCT What is "misconduct"	Behaviour or actions that breach the Code of Conduct or other policy May not justify a dismissal but may result in formal disciplinary process
CODE of CONDUCT What is "serious misconduct"	Behaviour or actions that breach the Code of Conduct or other policy; AND employement agreements Seriously undermines/damage trust/confidence police has in you Calls into question if keep job
EARLY INTERVENTION What is the purpose	Identify employees whose past and present behaviour & traits may be indicators they pose a risk to self/another and police through misconduct or unethical behaviour
EARLY INTERVENTION What is the aim	Engaging emoloyee in a remedial and supporting manner
EARLY INTERVENTION Is it a disciplinary tool	NO. Must not be used as such or for performance appraisals Subject to significant confidentially restrictions EXCEPT where:- a proposal to remove an employee from police and material taken into account when considering complete history
EARLY INTERVENTION What are the 4 stages?	Identification Analysis Intervention Feedback
EARLY INTERVENTION What is the IDENTIFICATION phase?	ID employees who may need support or assistance Anyone can make a referral eg employee, peers or supervisors REFERRAL -District Early Intervention Lead, or Nat. Early Intervention Team
EARLY INTERVENTION What is the data kept?	Managed at PNHQ. Programmed to automatically notify the National Early Intervention Team when an employee had reaches a determined threshold
EARLY INTERVENTION What does the ANALYSIS phase occur?	Occurs when a person has multiple alerts
EARLY INTERVENTION What is the INTERVENTION phase?	Once an employee is identified for Early Intervention. District Lead must contact employees supervisor and discuss it with them. together they determine the best way to approach employee
EARLY INTERVENTION What is the IDENTIFICATION meeting involve?	> Meeting scheduled with employee, supervisor and Early Intervention Lead > Informal to present employee with Early Intervention info > Assistance may include training (int/ext) > Outcomes must be agreed by all
EARLY INTERVENTION Does the employee have to participate in an early intervention? What happens if they refuse?	> Engagement is voluntary and no requirement to participate >No disadvantage/discipline for not doing so > Employee must attend initial meeting to receive Early Intervention info. > Confidential record kept
EARLY INTERVENTION What is the FEEDBACK' stage?	Role of District Early Intervention Leader to follow up with supervisor and employee to ensure any agreed actions are satisfied Feedback then provided to National Early Intervention Team
Use of Police Technology and Equipment Principals	Police provide access to systems, equipment and information to make job easier and to improve service Must be used responsibly and to reinforce image and reputation
Use of Police Technology and Equipment How must employees use it?	Embrace, support, promote information management and privacy Be responsible for any tech/equip for personal use Have no expectations of privacy (includes personal use) Acknowledge police entitled to access data or records of all police technology or equipmet for a lawful purpose Must not misue tech/equip
Use of Police Technology and Equipment Personal information stored transmitted on police equipment	Is treated as belonging to police Police may copy/access/delete all info for any reason They may disclose that into to any party deemed appropriate by Chief Info Insp.
Use of Police Technology and Equipment Personal Use of Techonology	Kept to min (not compromise work) Not incur direct cost (except trivial) Not interfere with resources of others No downloads personal entertainment (may download bank stuff) No abusive/threatening/offensive etc Consistent with police values In employees own time (meals) unless doesn't impede official duty or productivity, short duration, not disruptive to others
Use of Police Technology and Equipment Reporting inappropriate use	Responsibility of all users Notify supervisor / IT helpdesk
Use of Police Technology and Equipment Reporting inappropriate use directed at police member	Incident of misuse directed against police should be reported through usual reporting channel
Use of Police Technology and Equipment If you discovering you accidentally released private or official information or other inappropriate technology access what should you do	If site/material inadvertently access should immediately report it to supervisor. Same as with release of material
Use of Police Technology and Equipment Private use of Social Media	Police have same right to freedom of speech but have some additional obligations. Must not to anything that could harm the reputation of police. May not disclose any information not authorised to do so.
Use of Police Technology and Equipment Private use of Social Media on private computers	Must not say/do anything harm police Must not disclose info not authorised to Must not disclose info which could compromise safety of police or families Not display police uniform, signs, insignia without prior approval Not upload work related material, including social function photos, pics inside police premises, operational images (crash site etc)
Use of Police Technology and Equipment Private use of Social Media	Police are encouraged to remove or refrain from including any information on social media identifying themselves as employee of police or the nature of their duty This includes using your QID as username Online comments subject to Code of Conduct
Use of Police Technology and Equipment Social Media If friend/family post info or pictures of you on social media with your consent	They remain subject to code of conduct
Use of Police Technology and Equipment Social Media If friend/family post info or pictures of you on social media WITHOUT your consent	If you have concerns ask person to remove immediately. If concerned raises issues regarding your integrity advise your supervisor
IPCA Where employee acting in exec of duty appears to have caused death/serious bodily harm what is required	The Commissioner shall asap give the IPCA written notice of the circumstances
IPCA and complaints to police	The commissioner shall notify the IPCA of EVERY complaint received by police asap No later that 5 days after complaint received
Internal Action on Receiving a complaint How must complaints be treated	With courtesy, compassion and respect Received and actioned promptly Be advised of the procedures or actioning their complaint
Action on Receiving a complain If a complaint simply wishes to express dissatisfaction	Make an effort to resolve the matter to the satisfaction with an explanation
Action on Receiving a complain If a complaint is made orally	The employee receiving the complaint must summarise it in writing OR Ask complaint to do so and get them to sign it
Action on Receiving a complain If a complaint calls at police station or a community police centre	Make every effort to speak to and record in writing the complaint. Must not ask them to return or call another time
Action on Receiving a complain If complaint makes a complaint to the person the complaint is actually about	Record their details and submit a report of the circumstances to District Commander to arrange an independent employee to take that complaint
Action on Receiving a complain If a complaint is unable or unwilling to call at a police station to make complaint	Advise the complainant that arrangement cans be made for them to be interviewed elsewhere
Action on Receiving a complaint If a complaint wishes their complaint to be received and recorded in the presence of a solicitor	See the complainant in first instance to confirm allegations and their wish for an investigation. Where a solicitor makes a complaint on behalf of a client, should make arrangements for the interview through the solicitor.
Action on Receiving a complaint If a complaint is made at a police station	Must ensure the questioning of the complaint relates solely to the matters in question. Unless compelling reasons to the contrary, you should allow the accused persons representatives to be present during the interview
Receiving a complaint Who should Districts noify	National Manager Police Professional Conduct PNHQ Districts do not notify the IPCA directly
Action on Police employee Receiving a complaint	Refer supervisor who will - issue appropriate instructions if matter requires early attention Refer the file to Dist Police Professional Conduct Manager who will notify PNHQ
Notifying serious complaints made against police What is a serious complaint	Significant public interest or is likely to put Police reputation at risk, eg - significant media attention -complaint while not serious involve Inspector +above (equivalent non sworn) -Complaint of Police Exec members -ANY sexual complaint
Notifying serious complaints made against police Where a serious complaint made who needs to be notified	District Commander or National Manager is notified They must immediately contact the Executive and Ministerial Services duty officer

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	Creado por PhilandTracy Sayers hace más de 9 años