DOCSLIB.ORG

Victoria Police Values in Action POLICE ETHICS RESOURCE KIT RESOURCE ETHICS POLICE VICTORIA POLICE VALUES in ACTION

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Victoria Police Values in Action POLICE ETHICS RESOURCE KIT RESOURCE ETHICS POLICE VICTORIA POLICE VALUES in ACTION Victoria Police Values in Action POLICE ETHICS RESOURCE KIT RESOURCE ETHICS POLICE VICTORIA POLICE VALUES IN ACTION CONTENTS Introduction .................................................................................................2 Integrity .......................................................................................................4 Leadership ................................................................................................10 Flexibility ...................................................................................................18 Respect .....................................................................................................26 Support .....................................................................................................34 Professionalism .........................................................................................42 Participants ...............................................................................................49 1 INTRODUCTION Victoria Police employees are expected to commit to the highest ethical standards, as demonstrated by the Victoria Police Code of Ethics: I uphold the right in my role within Victoria Police by acting impartially, with integrity and by providing service excellence to everyone. The Organisational Values of Victoria Police, discussed in this booklet, underpin Victoria Police’s policies, procedures and practices and the ways employees interact with the community and each other. The Victoria Police Values are: Integrity Respect Leadership Support Flexibility Professionalism Understanding how these values are actively demonstrated to the community and police colleagues reinforces high ethical and professional standards. The range of perspectives and descriptions presented in this booklet provide a comprehensive and insightful means of understanding how these value–based behaviours can be experienced by others. They describe the way in which the Victoria Police Code of Ethics may be practically implemented by demonstrating how integrity is perceived, how service excellence might be experienced and what it means to act impartially. 7KLVERRNOHWKDVEHHQSURGXFHGE\WKH2I¿FHRI3ROLFH,QWHJULW\IRUWKH3ROLFH(WKLFV Resource Kit with the generous contributions of the following people in early 2010, whose comments you will read in the following pages. Additional information about the participants, WKHLUZRUNDQGWKHLURUJDQLVDWLRQVLVFRQWDLQHGLQWKH¿QDOVHFWLRQ 2 POLICE ETHICS RESOURCE KIT Theresa Banks Manager, Learning Research Services, Education Department, Victoria Police Peter Baranow Vanbar Photographics and Scouts Australia Narelle Beer Inspector, Organisational Change Management, Victoria Police Michael Brett Young CEO, Law Institute of Victoria Jan Bryar Ivanhoe Girls Grammar and Scouts Australia Ross Buscemi Director, New Hope Foundation Vivianne Dias Statewide Coordinator, Youth Referral and Independent Persons Program, Centre for Multicultural Youth Georgie Ferrari&KLHI([HFXWLYH2I¿FHU<RXWK$IIDLUV&RXQFLORI9LFWRULD Brigid Foster Criminal Policy Lawyer, Law Institute of Victoria Tim Gattuso Co–chair, Criminal Law Section, Law Institute of Victoria Ian Gillespie Inspector, East Gippsland, Victoria Police Phil Grano 3ULQFLSDO/HJDO2I¿FHU2I¿FHRIWKH3XEOLF$GYRFDWH Frank Guivarra&KLHI([HFXWLYH2I¿FHU9LFWRULDQ$ERULJLQDO/HJDO6HUYLFH Tony Hayes Manager, Brosnan Centre, Jesuit Social Services Johnny King Coordinator, Young Adult Programs, Brosnan Centre, Jesuit Social Services Hugh de Kretser ([HFXWLYH2I¿FHU)HGHUDWLRQRI&RPPXQLW\/HJDO&HQWUHV9LFWRULD Tracie McDonald Senior Sergeant, East Gippsland, Victoria Police Anthony Mercer Sergeant Instructor, Centre for Investigation Training, School of Applied Policing, Victoria Police Brian Nolan Sergeant, Monash Criminal Investigation Unit, Victoria Police POLICE ETHICS RESOURCE KIT 3 INTEGRITY INTEGRITY Integrity can be demonstrated in everyday actions that show a connection to what you say about yourself and your work; you ‘walk the talk’. You do what you say you will do and you $FWZLWKKRQHVW\ respecting the right of fair are responsible for your actions and their outcomes. You demonstrate consistency, show process for all UHVSHFWDQGDFWSURIHVVLRQDOO\<RXKDYHDSRVLWLYHLQÀXHQFHRQWKRVHDURXQG\RX 0DLQWDLQFRQ¿GHQWLDOLW\ Sometimes having integrity will mean speaking out about poor or unprofessional conduct and respect those we and at other times, it will mean that you support those who do the speaking out. Having deal with integrity means you show fairness, you take others’ perspectives into account and you are 'HPRQVWUDWHPRUDO honest with yourself and others. Integrity may be showing commitment to the work you are strength and courage XQGHUWDNLQJDVDSROLFHRI¿FHUE\GHPRQVWUDWLQJDQLQWHUHVWLQHQJDJLQJZLWKWKHFRPPXQLW\ %HKDYHZLWKKRQRXU 7KH IROORZLQJ FRPPHQWV UHÀHFW WKH ZD\ LQ ZKLFK LQWHJULW\ LV UHÀHFWHG LQ DFWLRQV and impartiality and behaviours. ȹȱȱȱȱȱȱǰȱ¢ȱȱȱȱȱȱȱȱȱȱ Y ȱȱȱȱȱ ȱȱȱȱ ȱȱ ȱȱȱȱȱ¢ȱ ȱȱ¢ȱĴȱȬȱǯȱȱ¢ȱȱȱȱȱ ȱȱȱ ȱȱȱȱȱ ǯȱ¢ȱȱǰȱȱȇȱ¢ȱǯȱ¢ȱȱȱ ȱȱȱȱȱ¢ȇȱȱȱȱȱ¢ȇȱȱȱȱȱ¢ȇȱȱ ȱȱȱǯȱȱȱȱ ȱȱǰȱǯ ȱ ¢ȇȱȱȱȱȱȱȱȱ ȱ ȱȱȱȱ¢ǰȱ¢ȱ ǰȱ Ȉȱ¢ȱȱ¢ǰȱȇȱ¢ȱĴȱ ¢ȱ ȱȱȱȱȱ ȱȱȱȱ ǰȈȱȱ¢ȇȱȱǰȱ¢ȇȱ¢ȱȱȱȱ ȱȱȱȱǯȱ ¢ȇȱȱȱȱȱȱȱȱ ¢ȱȱȱȱȱȱǰȱȱ ȱ ȱǰȱȱȱȱȱȱȱ ȱȱȱȱȱĴȱ ȱȱȱȱȱȱ¢ǯȱ¢ȇȱȱȱȱȱȱ ȱ ȱȱȱȱȱȱȱȱȱǰȱȱ¢ȇȱȱȱȱ¢ȱȱ ¢ȱęȱĴȱȱȱȱȱ ȱȱ ȱ¢ȱ ȱȱȱȱȱȱ ȱȱ¢ȇȱȱ ȱȱ¢ȱ ȱȱ¢ȇȱȱȱȱĞǰȱȱ ¢ȱ ȱȱȱȱȱ¢ȱȱěȱ ȱ¢ȇȱȱȱȱ ȱȱ¢ȱǯȱȱ ǻȱǼ 4 POLICE ETHICS RESOURCE KIT INTEGRITY ȹȱȱȱȱ£ȱ ȱȱȱȱȱȱȱǰȱ¢ȱ O ȱȱȱȱĜȱ ȱ ȱ ǰȱȂȱ¢ȱȱȱȱȱȱ ȱȱ ȱȱ¢ȱǯȱȱȱȱȱȱĜȱȱȱ ȱ ȱ ȱ ȱ ȱ £ȱȱȱȱ ȱ ¢ȱȱȱ¢ȱȱȱȂȱȱȱ ȱȱȱ ȱȱȂȱȱȱ¢ǯȱ ȱȱȱ¢ȱ ȱ ȱ ȱ ¢ǰȱ ȱ ȱ ȱ ¢ȱ ȱ ȱ ȱ ȱ ȱ ȱ ȱ ȱ ȱ ȱȱȱȱȱ¢ȱȱǯȱȱ ǻȱǼ ȹȱǰȱ¢ǰȱ¢ȱȱȱȱȱȱȱ ¢ȱȱȱȱȱ ȱ¢ȱǯȱȱȱȱ ǰȱȂȱȱȱȱȱ¢ȱȱȱ ¢ȱ¢Ȃȱȱ ȱ¢ȱȱȱǯȱȱ ¡ǰȱȱ¢ȱȱȂȱȱǰȱȱ¢Ȃȱȱȱȱ ¢ȱȱȱȱȱȱ ǯȱȱȂȱȱǰȱȁ ȱȱ ȱǵȂȱȱȁ ȱȱ ȱȱȱȱ ¢ȱȱȱȱȱ ȱ ȱǵȂȱȱ ǻȱǼ ȹǰȱ ȱȱ¢ȱȱȱ ȱȱ ȱȱȱȱȱ ȱ¢ȇȱ¢ȱ W ȱȱȱȱ ȱ¢ȇȱ¢ȱȱ ȱ ȱȱ¢ȱǰȱȱȱ ȱ ȱȱȱǯȱ ¢ȱ¢ȱȱȱȱ¢ȱȱȱȱ ¢ȱ ȱȱ ȱ¢ȱ¢ȱȱ ȱ¢ȱȱȱ ȱ¢ȱǯȱ ȱȱȱ¢ȱȱȱȱ ȱȱȱȱȱȱȱ¢ȱȱ¢ȱ ȱǯȱ ȱ ȱȱ ȱȱ¢ȱ ȱ ȱęȱȱȱȱȱ¢ȱȱǰȱ ȱȇȱȱ ¢ȱȱȱȱȱǰȱȱȱęȱ ȱ¢ȱȱ¢ȱ ȱȱ ȱȱȱȱ ȱ¢ȱȱȇȱǯȱ ȱȱȱ¢ȱȱȱȱ ȱȇȱȱȱȱȱȱ¡ȱȱ ȱ ȇȱȱǰȱȇȱȱȱ¢ȱȱȱȱ¢ȱȱȱĴȱȱ¢ȱȱȱ ǯȱȱȱ¢ȱȱ¢ȱȱ¢ȱ ȱȱȱ ȱȱȱȱȱ ȱȇȱȱ ȱ¢ȱȱȱȱȱȱȱ¢ȇȱȱȱȬȱȱ ȱ ȱȱǯ ȱ ȱȱ¢ȱȱȱȱȱȱȱȱ¢ȱ¢ȱ¢ȱȱȱ ȱ¢ȱǯȱ ȱȱ¢ȇȱȱȱ¢ȱȱȱȱȱȱȱȱȱȱȱ¢ȱ ȱ ȱ ȱ ¢ȱ ȇȱ ȱ ȱ ȱ ǰȱ ȱ ȱ ȱ ȱ ȱ ¢ȇȱ ȱ ȱ ¢ǯȱȱ ǻȱǼ POLICE ETHICS RESOURCE KIT 5 INTEGRITY ȹȱȱ¢Ȃȱȱȱ¢ȱȱȱǰȱ ȱȱȱȱȱȱȱǯȱ ȱȱȱȱȱ¢ȱȱ ȱ¢ȱǯȱ ȱȱ¢ȱȱȱĜȱȱ ȱȱȱȱȱ¢ȱ¢ȱ¢ȱȱȱȂȱȱȱȱ ȱȱȱȱȱȱȱ ȱȱȱȱȱ ȱǯȱȱȱ¢ȱ¢ȂȱȱȱȱȱȱȱȱȮȱȱ ȱ¢ȱȱȱȱȱ¢ȱȱȱ ǯȱȱ¢ȱǰȱ¢ȱȱȱȱ ȱǰȱȱȱȱȱȱȱȱǰȱǰȱȱȱȱǯȱȱ ǻȱĴȱǼ ȹȱĜȱ ȱ¢ȱ ȱȱȱȱȱ ¢ǰȱ ȱ ¢ȱ ȱ ȱ ȱȱ¢ǰȱ ¢ȱȱȱ¢ǰȱȱȱŞŖȱ¢ȱȱ ȱ ȱ ȱ ȱ ȱȱȂȱȱȱȱȱȱ ǯȱȱȱȱȱǰȱȱȱ ȱ ȱ ȱ ȱ ȱ ȱ ȱ ȱ ȱ ȱ ȱȱ ȱȱȱ ȱ ȱȂȱȱǰȱ ȱȱȱȮȱȱȱȱȱȱȱȱǯȱȱ ǻ ȱǼ ȹȱǰȱ¢ȱȱȱĴȱ¢ȱȱȱȬȱȱȱȱȱȱ ȱ ȱȱ¢ȱ ȱȱ ȇȱȱ ȱȱ¢ȱ¢ȱȱȱȱȬȱȱ ȱ¢ȱȱȱȱ ȱȱȱȱȱȱȱȬȱȇȱȱ ǯȱ ¢ȱȱȱȱ¢ȱȱ ȱȱȱȱȱ¢ȇȱȱȱȱȱȱȱȱȱȱȱ ȱ ȱ¢ȱ¢ȱȱ¢ȱȱ ȱȱǰȱ¢ȱ¢ȱȱ¢ȱȱȱ¢ǰȱ¢ȱ¢ȱȱ¢ȱȱ ǯȱ ¢ȱ ȱ ȱ ȱ ȱ ȱ ȱ ȱ ȱ ȱ ęǯȱ ¢ȱ ȱ ȱ ȱȱȱȱȱȱ ǯȱ ȇȱ ȱ¢ȱȱȱȱȇȱ ȱ¢ȱȱǯȱȱ ǻ¢ȱǼ ȹ¢ǰȱȱǰȱȱȱȱǯȱ Ȃȱȱȱ ȱǯȱ Ȃȱȱȱ ȱ ¢ȱȱǰȱȱȱȱǰȱȱ ȱȱȱǰȱȱ¢ȱȱ ¢ȱȱȱȱȱ¢ȱȱȱȱǯȱȱ ǻȱ Ǽ 6 POLICE ETHICS RESOURCE KIT INTEGRITY ȹ¢ȱȱǰȱ ȱȱȱȱĜȱȱ¢ȱ ȱȱ ȱ ȱ ȱ ȱ ȱ ȱ ȱ ȱ¢ȱȱȱěǰȱȱ ȱȱȱȱ¢ȇȱȱ ǰȱȱȱ¢ȱ ȱȱ ȱȱȱ ȱȱ ȱȱȱȱȱȱ ȱȱ¢ȱ¢ȱȱȱȱĜǯȱ ȱ ȱ ȱȱĜȱȱȱ¢ȱ ȱȱȱȱȱ ȱ¢ȇȱȱȱȱĚǯȱȱ ǻȱǼ ȹȱȂȱȱȱȱ ȱȱ¢ȱȱȱȱȱȱǯȱȱ ǻȱǼ ȹ¢ȱȱ¢ȱȱȱ¢ǯȱǰȱ ȱȱȱ¢ȱȱ¢ǯȱ ȱȱ¢Ȃȱ ȱȱ¢ȱȱ¢ȱȱȱȱȱȱȱȱěǯȱ¢ȱȱȱ¢Ȃȱȱ¢ȱ ȱ ȱ¢ȱ ȱ ȱȱǯȱǰȱȱȂȱȱ¢ȱȱȱȱȱ¢ȱ ȱ ¢ȱ ȱȱȱȱȱěȱȱȱȱǯȱ¢ȱȱȱȱ¢ȱȱ ¢ȱȱ ȱȱȱȱȱȱȱȱȱȱȱ¢ȱȱȱ ¢ȱ¢ȱǯ ȱ Ȃȱȱȱȱȱȱ Ȃȱȱ¢ȱȱȱǯȱ Ȃȱȱ ¢ȱ ȱȱ¢ȱǰȱȱ ȱ¢ȱ ǰȱ¢ȱ ȱȱ¢ȱȂȱȱȱȬȱȱȱȱ ¢ȱȱ ȱȱǯȱȱ ȱ ȱ ȱȱ ȱěȱȱȱȱ ȱȱ ȱȱȱȱȱȱ¡ȱȱȱ ȱȂȱ ȱȱǯȱȱ ǻȱ Ǽ ȹȱ¢ǰȱȱȱǰȱȱȱȱȱȱȱǯȱ ȱ¢ȱȱȱȱȱȱ¢ȱ H ¢ȇȱȱȱǰȱȱȱ¢ȱȱȱȱDzȱ ȱȱȱ¢ȱȱ¢ȱ¢ȱ ȱȱȱǰȱ¢ȱ ǰȱȱȱȱ¢ȱǰȱ¢ȱȱȱȱȱȱȱȇȱȱǯȱ ȱ ȱȱȱȱǰȱęȱȱǯȱȱȱ ȱ¢ȇȱȱȱǯȱ ȱ¢ȱ¢ȱ¢ȇȱȱ ǰȱȇȱ ȱ¢ȱǯȱȱȱ¢ȱĴ¢ȱȱȱȱȱǰȱȱȱ ȱ ¢ȱȱȱ¢ȱ ȱȱ ȱȱ ȱȱĴȱȱȱ¢ȇȱȱȱȱ ǯȱ ǻȱǼ POLICE ETHICS RESOURCE KIT 7 INTEGRITY ȱ ȱ¢ȱ ȱȱ ȱȱȱȱȱǯȱ ȱ ȱ ȱ ȱ ȱ ȱȱȱȱȱ ȱȱǯȱ ȂȱȱȱȱȱȱȱĴȱȱ ȱȱȱȱǯȱ Ȃȱȱȱ¢ȱȱȱȱȱȱȱȱȱ ȱȱȱȱȱȱȱ ȱȱȱȱȱȱĴȱȱȱȱȱȱǯȱ ȱ ȱ ȱ ȱ ȱ ȱ Ĝȱ ȱ ȱ ȱ ȱ ¢ȱ ȱĚȱȱǰȱȱȱ ȱȱ ȱ¢ȱȱȱěȱȱ¢ȱȱȱ¢ȱȱ ȱ ȱ ȱ ¢ȱ ȱ ȱ ĴȱȱĴǰȱȱȱȱȱ¢ȱȱȱȱǯȱ Ȃȱȱȱȱȱȱ ¢ȱ ȱȱȱȱǯȱ ȱȱȱȱȱȱ ȱ ¢ȱȱ ¢ȱ ǰȱȱ¢ǰȱȱȱȱȱȱȱȱȱȱ¢ȱȱ¢ǯȱȱ ǻ ¢ȱ Ǽ ȹȱȱ¢ȱȱȱȱĴȱȱ ȱȱȱȱȱȱȱȱȱȮȱǰȱȱ ȱǯȱ ȱȱȱǰȱ¢ȱȱ ȱȱȱȱȱȱ ȱ¢ǯȱ ȂȱȱȱȱȱDzȱȱȱȱȱȱȱȱ ¢ȱȱ ȱȱȱȱĴȱȱȱǰȱȱȱȱȱȱ¢ǯȱȱȂȱȱȱȱ ȱ¢ȱȱ¢ȱ ¢ȱȱȱǯȱȱȱȱȱȱȱ¢ȱȱȱȱȱ¢ǯȱ ȱ ȱȱ ȱ¢ȱȱȱȱȱ ȱ Ȃȱ ȱǰȱȱȱȂȱ¢ȱȱȱ ǯȱȱȱȱ ȱȱȱȱȱȱȱȱȱ¢ȱȱǯȱȱ ǻȱ ĴǼ ȱȱȱ¢ǰȱȃȱȱȱ ¢ȱ¢ȱ ȱȱȱȱȱ¢ǰȄȱȱȱȱȱȱ ȱȱ ȱȱǯȱ ȱȱȱ¢ȱȱ¢ȱȱ¢¢ǰȱȱȱ ȱȱȱĜȱǯȱ ȱȱ ȱȱȱȱȱȱȱǯȱ ¢ȱȱȱȱȱȱǰȱȱȱ¢ǰȱ ¢ǰȱȱȂȱȱȱȱȱȱȱȱȱȱ¢ȱ¢ȱ¢ǯȱȱ ǻ¢ȱ Ǽ ¢ȱȱȱ¢ȱȱȱȱȱȱȱȱ¢Ȃȱȱǯȱȱȱ ȱ ȱȱȱȱ ȱǯȱȱȱȱȱȱȱǯȱ¢ȱȱȱȱȱȱȱ ȱȱȱ¢ȱ ȱȱ ȱȱȱȱǯȱȱ¢Ȃȱȱȱȱ¢ȱȱ ȱ ȱ ȱ ȱ ¢ȱ ǯȱȱ ǻ ȱ¢Ǽ 8 POLICE ETHICS RESOURCE KIT INTEGRITY ȹȱȱȱȱ¢ǰȱ ȱ ȱȱȱǰȱ ȱȱȱȂȱȱȱȱȱ W Ȭǯȱ ȇȱ ȱ ȱ ¢ȱ ȱ ȱ ȱ ȱ ȱ ȱ ȱ ǰȱȱ ȇȱȱȱǯȱ ȇȱȱȱ¢ǰȱȱȇȱĴȱ ȱ ¢ȱ¢ȱȱ ǰȱȇȱȱȱ¢ȱĜȱȱȱǰȱȱǰȱ¢ȱ ǰȱȱȱȱ¢ȱǯȱ ȱȱ ¢ȇȱȱȱȱ¢ȱǯȱ ȱ ȱ¢ȱȱȱȱȱȱȇȱȱ¢ȱĜȱǯȱȇȱ¡ȱȱ ȱȱȱȱǰȱȱȱȱȱ ǰȱ¢ȱ ¢ȱ ȱ ȱ Ĵȱ ȱ ¢ȱȱȱȱȱȱ ȱȱȱȱȱȱěȱ ȱ ¢ȱ ȱ ȱ ȱ ȱ ȱ ǰȱ ¢ȱ ǰȱ ȱ ȱ ȱ ȱ ȱ ȱ ǰȱ ȱ ȇȱ ȱ ȱ ȱ Dzȱ ȱ ȱDzȱȇȱȱǯ ȇȱȱȱȱȱȱȱȱ¢ǰȱȈǰȱǰȱȇȱ ȱȱǯȱȱȇȱȱȱȱ ¢ȱ¢Ȅǰȱȱȱȱȱȱȱȱȱǯȱȱ ǻ ȱ Ǽ ȹȱȱȱ¢ȱȱȱ¢ȱȱȱȱȱǯȱ ȱȱ¢ȱȱȱȱȱ O ȱ ȱ ȱ ¢ ȱ ȱ ȱ Ȃ ȱ ȱ ǯ ȱ ȱ ȱ ȱ ȱ ȱ ȱ ȱ ȱ ȱ ȱ ȱ ȱ ȱ ȱ ȱ ȱ ȱ ȱ ȱ ȱ ȱ ȱ ȱ ȱ ǯ ȱ ȱ ȱ ȱ ȱ ȱ ¢ ȱ ȱ ȱ¢ȱȱȱȱ¢ȱ ȱȱȱȱ ¢ȱ ȱ ȱ ȱȱȱȱ ǯȱȱ ǻ ȱȱ Ǽ ȹȱȱȱȱȱ ȱ ȱ¡ȱ ȱȱȱȱȮȱ ȱȱȱȱ ȱęȱ ȱȱȱǰȱȱȱȱȱȱȱ ȱȱȱȱ¢ȱ ȱȱ ȱȱȱ¢ȱȮȱȱȱ¢ȱȱǯȱ ȱȱȱȱ ȱ¢ȱȱȱȱ Ĝȱ ȱȱȱ ȱȱȱȱȱ ȱ ¢ȱȱȱȱȱȱȱȱ ¢ȱ¢ȱ ȱȱȱ¢ȱȱȱ ȱ¢ȱȱȱȱȱȱǰȱȱȱȱȱȱȱȮȱǯȱȱ ǻȱ Ǽ POLICE ETHICS RESOURCE KIT 9 LEADERSHIP LEADERSHIP Leadership involves demonstrating a number of characteristics. You are seen as a leader by the community and will be relied upon to manage a situation or to be a role model. You $SSURDFKDEOHDQG consistent when dealing may work with other police members who show leadership or you may aspire to be a leader with colleagues, partners yourself. Leadership is about setting an example, showing patience and understanding and the community ZKHQGHDOLQJZLWKGLIIHUHQWSHRSOHDQGEHLQJDSRVLWLYHLQÀXHQFH $SSO\IDLUSURFHVV There are many positive things that good leaders will achieve and facilitate, and among 6WURQJO\FRPPLW the most important of these is bringing out the best in the people around them. Being a to the values of the role model for the community is an acknowledgement of the trust and respect that the organisation community holds for police. The greater the trust, the more effective any law enforcement *XLGHWUXVWGHYHORS education or problem-solving strategy will be. Leadership is important around vulnerable and empower colleagues people, such as those with physical or intellectual disabilities. It can be demonstrated in the way you interact with these people.
Load more

Recommended publications
  • Victoria Police Report 2015 16
    ANNUAL REPORT 2015 – 2016 1 CONTENTS Victoria Police pay respect to the traditional owners of lands on which we live and work. We pay our respects to Elders and all Aboriginal and Torres Strait Islander peoples who continue to care for their country, culture and people. Authorised and published by Victoria Police Victoria Police Centre 637 Flinders Street, Docklands VIC 3008 2 YEAR IN REVIEW www.police.vic.gov.au Print managed by Finsbury Green. 6 FOREWORD FROM THE CHIEF COMMISSIONER This publication is available in PDF format on the internet at www.police.vic.gov.au 8 ABOUT VICTORIA POLICE Consistent with the DataVic Access Policy issued by the Victorian Government in 2012, relevant information included in this 17 OUR PERFORMANCE Annual Report will be available at www.data.vic.gov.au in electronic readable format. 29 REGIONAL OPERATIONS © State of Victoria (Victoria Police) 2016 All rights reserved. No part of this publication may be reproduced, stored in a retrieval system or transmitted in any form 37 SPECIALIST OPERATIONS or by any means without the prior written permission of the State of Victoria (through Victoria Police). 45 CAPABILITY ISSN 2202-9672 (Print) ISSN 2202-9680 (Online) 54 INFRASTRUCTURE Published October 2016 58 BUSINESS SERVICES This publication may be of assistance to you but the State of Victoria and its employees do not guarantee that the 65 APPENDICES publication is without flaw of any kind or is wholly appropriate for your particular purposes and therefore disclaims all liability for any error, loss or other consequence which may arise from you relying on any information is this publication.
    [Show full text]
  • Issues Surrounding the Regionalization of Police Services
    ARCHIVED - Archiving Content ARCHIVÉE - Contenu archivé Archived Content Contenu archivé Information identified as archived is provided for L’information dont il est indiqué qu’elle est archivée reference, research or recordkeeping purposes. It est fournie à des fins de référence, de recherche is not subject to the Government of Canada Web ou de tenue de documents. Elle n’est pas Standards and has not been altered or updated assujettie aux normes Web du gouvernement du since it was archived. Please contact us to request Canada et elle n’a pas été modifiée ou mise à jour a format other than those available. depuis son archivage. Pour obtenir cette information dans un autre format, veuillez communiquer avec nous. This document is archival in nature and is intended Le présent document a une valeur archivistique et for those who wish to consult archival documents fait partie des documents d’archives rendus made available from the collection of Public Safety disponibles par Sécurité publique Canada à ceux Canada. qui souhaitent consulter ces documents issus de sa collection. Some of these documents are available in only one official language. Translation, to be provided Certains de ces documents ne sont disponibles by Public Safety Canada, is available upon que dans une langue officielle. Sécurité publique request. Canada fournira une traduction sur demande. Options for Service Delivery in the Greater Vancouver Region: A Discussion Paper of the Issues Surrounding the Regionalization of Police Services Prepared by the Planning, Research and
    [Show full text]
  • If You Have Issues Viewing Or Accessing This File, Please Contact Us at NCJRS.Gov
    If you have issues viewing or accessing this file, please contact us at NCJRS.gov. Q L/ LI7 '73 charge of each. There are 34 divisions, spectors. The State has about Police Rescue Squad each headed by an ins:1ector. 1,245,000 people. Several special squads are based at The force's motto is "The Safety of . the Sydney CIB, including the Armed the People is the Highest Law". Its role Hold-Up Squad, Homicide Squad, is laid down as the preservation of life Australi a:::'~sr'1fTK~TI·~hf~o: rces Special Breaking Squad, Consorting and the protection of property, the Squad, Drug Squad, Crime Intelligence prevention and detection of crime and Unit, Fraud Squad, Vice Squad and the maintenance of peace and good Motor Squad. Detectives and order. plainclothes police are also stationed at most police stations in the metropo!itan Western Australian area and at the larger country stations. Police Force This force has a strength of about Victoria Police Force 2,290. They serve about 1,116,000 Under its Chief Commissioner this people. The higher ranks include a senior force has about 6,500 members (some assistant commissioner, and three assis­ 300 of them policewomen). The~' in­ tant commissioners (for administration, clude one deputy commissioner, five crime, traffic) a chief superintendent, 21 assistant commissioners, two com­ superintendents, 20 senior inspectors manders, 24 chief superintendents, 29 and 25 inspectors including one woman superintendents, 87 chief inspectors, police inspector. and 173 inspectors. They serve about To bring about more effective un­ 3,700,000 people. derstanding among the State's Victoria is divided for police purposes Aboriginal population, 18 Aboriginal into 26 geographical districts each com­ police aides are part of the force (since manded by a chief superintendent.
    [Show full text]
  • Police Employment Suitability Testing Candidate Information Booklet
    VICTORIA POLICE Police Employment Suitability Testing Candidate Information Booklet Australian Council for Educational Research Contents About the Victoria Police Background 4 Entrance Examination 8 Victoria Police Values ..............................................4 Test Components ...................................................8 Eligibility ..................................................................4 Test Dates and Centres ..........................................9 About the role .........................................................5 Registration Fees ....................................................9 What does a General Duties Police Officer do? ......6 Refunds ................................................................10 Recruitment Process ..............................................6 Session Changes and Deferrals ............................10 Role of ACER .........................................................7 Special Testing Consideration ...............................10 Test Centre Procedures and Regulations 11 Results 14 Admission Ticket ..................................................11 Victoria Police Entrance Examination Results .......14 Reporting to the Test Centre ................................12 Re-sitting ..............................................................15 Identification on the Test Day ................................12 Appeals ................................................................15 Security ................................................................12
    [Show full text]
  • Investigation Arista a Report Concerning an Investigation Into the Queensland Police Service’S 50/50 Gender Equity Recruitment Strategy
    Investigation Arista A report concerning an investigation into the Queensland Police Service’s 50/50 gender equity recruitment strategy May 2021 February 2021 August 2020 ~ Crime and Corruption Commission ~ QUEENSLAND Investigation Arista A report concerning an investigation into the Queensland Police Service’s 50/50 gender equity recruitment strategy May 2021 ISBN: 978-1-876986-95-7 © The Crime and Corruption Commission (CCC) 2021 Licence This publication is licensed by the Crime and Corruption Commission under a Creative Commons Attribution (CC BY) 4.0 International licence. To view a copy of this licence, visit http://creativecommons.org/licenses/by/4.0/. 81· @ In essence, you are free to copy, communicate and adapt this publication, as long as you attribute the work to the Crime and Corruption Commission. For further information contact: [email protected] Attribution Content from this publication should be attributed as: The Crime and Corruption Commission - Investigation Arista: A report concerning an investigation into the Queensland Police Service’s 50/50 gender equity recruitment strategy. Disclaimer of Liability While every effort is made to ensure that accurate information is disseminated through this medium, the Crime and Corruption Commission makes no representation about the content and suitability of this information for any purpose. The information provided is only intended to increase awareness and provide general information on the topic. It does not constitute legal advice. The Crime and Corruption Commission does not accept responsibility for any actions undertaken based on the information contained herein. Crime and Corruption Commission GPO Box 3123, Brisbane, QLD, 4001 Phone: 07 3360 6060 Level 2, North Tower Green Square (toll-free outside Brisbane: 1800 061 611) 515 St Pauls Terrace Fax: 07 3360 6333 Fortitude Valley QLD 4006 Email: [email protected] Note: This publication is accessible through the CCC website <www.ccc.qld.gov.au>.
    [Show full text]
  • SAIF SALEM LEKHRAIBANI AL NUAIMI Major, Head of Security
    under under FORTY FORTY SAIF SALEM JOE BABKIEWICZ LEKHRAIBANI Lieutenant AL NUAIMI Investigations Division, Major, Head of Security Bluffton Police Scenario Planning Department, South Department, Carolina Abu Dhabi Police Age: 39 Headquarters, United Arab Emirates Age: 36 MAJOR SAIF SALEM LEKHRAIBANI AL NUAIMI was LIEUTENANT JOE BABKIEWICZ has not always inspired to pursue law enforcement after listening to his been a law enforcement officer. His career in public father continuously speak about his impact and service. safety started with the terrorist attacks that occurred on Major Al Nuaimi is motivated by the leaders of the September 11, 2001. Lieutenant Babkiewicz volunteered United Arab Emirates (UAE) and by serving his country. his service at Ground Zero to provide a portable com- Major Al Nuaimi puts his community above all else and munication system to help the FBI communicate effec- serves it tirelessly. tively. Following that, Lieutenant Babkiewicz served in In 2002, Major Al Nuaimi contributed to the establish- the U.S. Marine Corps before transitioning to civilian ment of a strategic and performance development law enforcement. Lieutenant Babkiewicz draws motiva- department, now considered a best practice by the UAE tion from the opportunity to learn from his mistakes and government. Major Al Nuaimi was a main contributor persevere despite his difficult experiences, which have to a team that won the federal government excellence made him a better person, coach, mentor, and leader. award, and he led a team that won the RoSPA Gold Lieutenant Babkiewicz completed a master’s degree and Award in 2015. The RoSPA Gold Award is given to those graduated from the FBI National Academy.
    [Show full text]
  • 9A Commissioner of Police
    Submission to the Joint Select Committee of the Legislative Council and House of Assembly on ethical conduct, standards and integrity of the elected Parliamentary representatives and servants of the State August 2008 Commissioner of Police J Johnston CONTENTS 1.0 Introduction 2 2.0 The Operational Independence of the 4 Commissioner of Police 3.0 The Capacity of Tasmania Police to 10 Conduct Independent Investigations 4.0 Other Existing Mechanisms 16 5.0 Ethics Commission – Recommended Model 26 6.0 Summary of recommendations 33 7.0 Conclusion 35 Attachment A – Draft Guidelines Concerning the Release of 36 Information Concerning Political Investigations Attachment B – Outline of Complaint Process for Alleged 39 Misconduct in Recommended Model Attachment C – Summary of Features of Other Anti-Corruption 41 Bodies Bibliography 47 1 1.0 INTRODUCTION There is no single institution which can provide a panacea to the problem of corruption or misconduct. Instead, a diversity of agencies, laws, practices and ethical codes are required to effectively tackle misconduct and promote integrity (Brown, 2005). The existing mechanisms available in Tasmania to respond to misconduct and promote integrity include: Parliament; The Ombudsman; The State Service Commissioner; The Auditor-General; The Director of Public Prosecutions; Tasmania Police; Commissions of Inquiry; and Legislation – including the Freedom of Information Act 1991, the Public Interest Disclosures Act 2002, and relevant provisions of the State Service Act 2000 and the Local Government Act 1993. Mechanisms such as codes of conduct help to promote integrity, while mechanisms such as freedom of information legislation and the oversight provided by parliamentary committees and the Auditor-General promote transparency.
    [Show full text]
  • Unauthorised Access and Disclosure of Information Held by Victoria Police an Analysis of Corruption Risks and Prevention Opportunities
    Unauthorised access and disclosure of information held by Victoria Police An analysis of corruption risks and prevention opportunities September 2019 Authorised and published by the © State of Victoria 2019 Independent Broad-based Anti-corruption Commission, (Independent Broad-based Anti-corruption Commission) Level 1, 459 Collins Street, Melbourne. September 2019 If you need this information in an accessible format, please call 1300 735 135 or email [email protected]. You are free to re-use this work under a Creative This document may also be found in formats on our Commons Attribution 4.0 licence, provided you credit website www.ibac.vic.gov.au the State of Victoria (Independent Broad-based Anti- corruption Commission) as author, indicate if changes ISBN 978-0-6482993-6-3 (print) were made and comply with the other licence terms. ISBN 978-0-6482993-7-0 (online) The licence does not apply to any branding, including Government logos. Contents Definitions 2 1 Overview 3 1.1 Key findings 5 1.2 Methodology 6 1.2.1 Scope 6 1.2.2 Terminology 7 2 Context 8 2.1 The legislative framework for information management in Victoria Police 9 2.2 Allegation trends 11 3 Corruption risks for unauthorised information access and disclosure 13 3.1 Risks at the employee level 13 3.1.1 Unauthorised access for personal interest 13 3.1.2 Unauthorised information disclosure to media 17 3.1.3 ‘Noble cause’ or politically motivated unauthorised information disclosures 18 3.1.4 Victoria Police employees targeted for information 19 3.2 Risks at the organisational
    [Show full text]
  • Christine Nixon APM
    Christine Nixon APM Former Chief Commissioner, Victoria Police Christine Nixon was Australia’s first female police commissioner in the male-dominated field of policing. She was Assistant Commissioner of the NSW Police from 1994 until 2001, when she was appointed the 19th Chief Commissioner of Victoria Police, a position she held from 2001 to 2009. She led 14,000 staff operating across more than 500 locations and oversaw an annual budget of $1.7 billion As a young woman with a policeman father, Christine Nixon had little doubt she’d follow in her father’s footsteps. In October 1972 Christine walked through the doors of New South Wales Police Academy, one of just six women. Thirty years later she was made Chief Commissioner of Victoria Police, a landmark achievement. Amidst death threats and sexist taunts Christine championed anti-corruption within her own ranks, weeding out the bad cops and going to war with the Melbourne underworld and winning. Christine has had, and continues to have, an extraordinary life. She has pursued and been given many opportunities. She has experienced the best and worst of human behaviour. Along the way she has gained extensive experience in policing, organisational reform, risk management, crisis management, corruption prevention, emergency management and human resource management. She has been highly praised and highly criticised but never ignored. In February 2009 Christine was appointed chair of the Victorian Bushfire Reconstruction and Recovery Authority following the Black Saturday bushfires and tasked with the oversight and coordination of the largest recovery and rebuilding program Victoria has ever faced. Under Christine’s leadership, the Authority worked with communities, businesses, charities, local councils and other government departments to help people rebuild their lives and communities.
    [Show full text]
  • 2011 Annual Report
    PRINT FRIENDLY VERSION E IA W ST AL E R R T N A U S CALL +61 (08) 9222 1111 VISIT www.police.wa.gov.au COMMISSIONER’S FOREWORD 1 EXECUTIVE SUMMARY 3 OPERATIONAL STRUCTURE 5 REGIONS AND DISTRICTS 7 ENABLING LEGISLATION 9 PERFORMANCE MANAGEMENT FRAMEWORK 11 AGENCY PERFORMANCE: REPORT ON OPERATIONS 12 Summary of Results Against Financial Targets 13 Summary of Results Against Performance Targets 14 Summary of Variation Against Performance Targets 17 OUTCOME 1 - Lawful BEHaviour AND COMMUNITY SAFETY 19 OUTCOME 2 - OFFENDERS APPREHENDED AND Dealt WITH 21 IN ACCORDANCE WITH THE Law OUTCOME 3 - Lawful ROAD-USER BEHaviour 24 Corporate GOVERNANCE 26 STATISTICAL SUMMARY 29 SIGNIFICANT ISSUES IMPACTING THE AGENCY 47 INDEPENDENT AUDIT OPINION 49 FINANCIAL STATEMENTS 51 KEY PERFORMANCE INDICATORS 95 LEGAL AND GOVERNANCE DISCLOSURES 122 PRINCIPAL OFFICES - INSIDE BACK COVER TO ENHANCE THE QUALITY OF LIFE AND WELL-BEING OF ALL PEOPLE IN WESTERN AUSTRALIA BY CONTRIBUTING TO MAKING OUR STATE A SAFE AND SECURE PLACE Hon. Rob Johnson MLA Minister for Police; Emergency Services; Road Safety In accordance with Section 61 of the Financial Management Act 2006, I hereby submit for your information and presentation to Parliament the Report of the Western Australia Police for the year ending 30 June 2011. The Report has been prepared in accordance with the provision of the Financial Management Act 2006. KARL J O’CALLAGHAN APM COMMISSIONER OF POLICE 28 September 2011 In the past year, WA Police has • Sanction rates for offences are not significantly different experienced a rapidly increasing to targets set. • Response times for the highest priority tasks demand for services.
    [Show full text]
  • Annual Report
    VICTORIA POLICE Annual Report - . - - . - . - --. .... ... •: .,,.... � ............_ ·-�. ........,..--- ... .....-.-.... ..,... .._.. __ ........... ......... --. .................. .- ................. --·--- .......- _,._...... -.� - .... r- I was honoured to be appointed as the 19th Chief Commissioner of Victoria Police on 23 April 2001 and to have the opportunity to report on the priorities, activities and results achieved by Victoria Police during 2000/2001. The year under review saw the roll-out of the final phase of Local Priority Policing - the Community Consultation Model that focuses on developing strategic partnerships with communities and other community seNice agencies. A key element of the Model has been the establishment of a network of some 63 Local Safety Committees across Victoria and the development of Community Safety Plans to detail strategies and initiatives which respond to local community safety issues. From 2001/2002 planning, reporting and evaluation cycles will ensure community safety input directly influences local police seNice delivery. While the community considers that Victoria Police is doing a good job - the national Report on Government SeNices 2001 showed that 73% of Victorians are satisfied with seNices provided by police - we can always improve. To do so, we must continue to focus on those areas of greatest concern to community. Those areas are crime control, ensuring safer homes and public places and reducing violent crime. Overall recorded crime in Victoria increased by 3.1% in 2000/2001, with the most significant individual rises being in aggravated burglary, robbery, homicide and motor vehicle theft. In 2001/2002, Victoria Police will focus on specific strategies to reduce theft of motor vehicles, violence against women and burglaries. A Victoria Police Commander will take a lead role in each of these areas to develop new strategies and a fresh approach to policing these areas of community concern.
    [Show full text]
  • To What Extent Does Victoria Police See Crime Prevention As a Key Policing Focus?
    Victoria Police responses to the Drugs and Crime Prevention Committee, Parliament of Victoria, Inquiry into Locally Based Approaches to Community Safety and Crime Prevention. 1. Question – To what extent does Victoria Police see crime prevention as a key policing focus? • Peelian principles. Sir Robert Peel identified prevention of crime and disorder as primary activities for police. Peel also advocated that the effectiveness of police should not be measured by the number of arrest, but by the lack of crime. • Duties of every Vic Police Constable – oath of office (Police Regulation Act) – prevent crime. • Victoria Police Priorities and Service document 2011 identified the prevention of crime against the person and property crime as current priorities. (Operational priorities – ‘the unacceptable levels of crime affecting people and their property’) • Police are key leaders in crime prevention program development and implementation. There has been a 19.3% reduction in property crime over the last 10 years. Property crime makes up 75% of all reported crime. Crime against the person is more complex and challenging. • The organisation's members seek to develop links within the local community, schools, ethnic communities, local business and other groups to reduce the incidence and impact of crime. • Victoria Police understands the importance of community and other partnerships in reducing crime and in providing a safer place to live. Partnerships are achieved through community based crime prevention programs such as Neighbourhood Watch and Crime Stoppers and a network of full time Crime Prevention Officers. Community consultation and education are key parts of this process. 2. What role should police play in crime prevention program development, implementation and participation? In relation to the Neighbourhood Watch Program (NHW) Victoria Police currently funds 26 full-time positions in the role of NHW Divisional Police Coordinator.
    [Show full text]