code of-conduct- vic police, police prep.com.au - police officer career preparation

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Integrity: First, Last and Foremost

Contents Code of Conduct

Victoria Police Mission Statement 1Code of Ethics 1Values Statement 2SELF Test 3Management Responsibilities 4Employee Responsibilities 5Community Expectations 5Reporting Corruption or Serious Misconduct 5Reporting Mechanism 6Confidentiality 6Support for Internal Sources 6Conflict of Interest 6Acceptance of Gifts and Benefits 7Offers to You as an Individual 7Offers to You as a Representative of the Victoria Police 8Confidential Information 8Making Public Comment 9Alcohol and Drugs 9Fitness for Work 10Equity and Diversity 10Use of Facilities and Equipment 11Professional Competency and Development 11Conduct Outside Work hours 11Outside Employment 12Limitations of Authority 12Requirement to Comply 12Conclusion 13


Code of Conduct

Victoria Police Mission The Victoria Police mission is to provide a safe, secure and orderly society by serving the community and the law.

Whilst it is the duty of our sworn employees to:

• Preserve the peace • Protect life and property • Prevent offences • Detect and apprehend offenders • Help those in need of assistance

It is the responsibility of all employees to help achieve the mission of Victoria Police.

Code of Ethics We commit to the highest ethical standards for Victoria Police’s entire workforce. This commitment is espoused in our 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


Victoria Police Values In doing this, we support and reinforce Victoria Police values which provide that, in managing and performing our functions at all times, we will with: Integrity • Act with honesty, respecting the right of fair process for all • Maintain confidentiality and respect those we deal with • Demonstrate moral strength and courage • Behave with honour and impartiality Leadership • Are approachable and consistent when dealing with colleagues, partners and the

community • Apply fair process • Strongly commit to the values of the organisation • Guide, trust, develop and empower colleagues • Make timely decisions that are guided by both values and evidence • Inspire participation and commitment through a shared vision Flexibility • Are open minded and adaptive to change • Adopt an attitude of continuous improvement • Encourage creativity • Build partnerships with our community • Welcome difference • Practise tolerance Respect • Accept diversity with tolerance and understanding • Listen with patience, value opinions and provide feedback • Are appreciative of and acknowledge the efforts of others • Consider our internal and external customers • Inspire confidence through ethical and fair treatment of others Support • Recognise and reward service of members • Provide empathy in a timely and genuine manner • Promote professional and career development • Care for the wellbeing of colleagues Professionalism • Accept responsibility, show commitment and lead by example • Achieve and contribute to the professional knowledge pool • Are accountable to both our internal and external customers • Maintain high personal standards, taking pride in our appearance and conduct • Communicate openly, honestly and consistently • Are transparent in our delivery and strive for service excellence 2


Guide to Ethical Decision Making Ethical standards are matters for yourself (S.E.L.F.) Consider: Scrutiny

Will your decision withstand public SCRUTINY by the community, Victoria Police, Office of Police Integrity and other relevant parties?

Ethical

Is your decision ETHICAL and in compliance with Victoria Police policies, practices or procedures? Does your decision comply with our Code of Ethics, Code of Conduct and the law?

Lawful

Is your decision LAWFUL having regard to the law, regulations and Victoria Police instructions?

Fair

Is your decision FAIR on the community, your colleagues, your family, yourself and others?

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Management Responsibilities We have an obligation to provide everyone in the community with effective and efficient policing services that are based on sound ethical conduct, commitment to financial responsibility and a philosophy of service excellence. We recognise our quality of external service delivery is influenced by the way we treat each other within Victoria Police; therefore we accept responsibility for providing service excellence to our fellow employees. In the spirit of this responsibility, if you hold a position of authority over other employees, you are expected to:

• always demonstrate and promote ethical conduct

• positively intervene to prevent corrupt and unethical conduct

• acknowledge and reward good work performed by your staff

• provide decisive leadership

• create a working environment which encourages the use of initiative

• encourage your staff to make decisions

• support lawful and reasonable decisions made by your staff and by your

superiors

• critically reflect on honest mistakes or errors of judgement made by your staff,

treating these as an opportunity for further development or learning where the

mistake or error is made in good faith, and acting appropriately against neglect or

incompetence

• promote and encourage the acquisition of additional skills and competencies by

your staff

• foster good relationships through open and honest communication between staff

at all levels

• contribute to policy development and support those policies introduced

• advocate the good ideas of your peers and subordinates

• demonstrate commitment to implementing Victoria Police policies, achieving

Victoria Police strategies, and explaining these to your staff

• promote the value of the diversity of people within our workforce and the skills

and knowledge they contribute, and

• be totally committed to preventing sexual harassment, discrimination and

victimisation in the workplace. 4


Employee Responsibilities As an employee of Victoria Police, your conduct, whether during or outside working hours, impacts on the reputation of Victoria Police. Always conduct yourself in a manner that, if your conduct was to be made public, would enhance Victoria Police’s positive image. You are expected to:

• take responsibility for your own professional and personal development

• strive to continuously improve your knowledge and performance

• abide by our Code of Ethics

• adhere to this Code of Conduct

• take responsibility for and be prepared to account for your decisions and actions,

and

• when witness to an incident, either on or off duty, co-operate fully with any

investigation and promptly make a statement if requested to by an investigator

from a law enforcement agency.

Community Expectations The community is entitled to expect:

• police who are beyond reproach in matters of integrity

• impartial and courteous policing services responsive to its needs

• open and honest communication which encourages trust

• responsible and accountable management of policing resources

Reporting Corruption or Serious Misconduct Our integrity as police employees depends on your personal conduct and your willingness to act against serious misconduct. As a sworn employee of Victoria Police, you are obliged pursuant to the Police Regulation Act 1958, to report any act or suspected act of serious misconduct committed by any other employee of Victoria Police. Victoria Police policy requires sworn employees to also report corruption. You must make your report to a member of Victoria Police senior in rank, or to the Office of Police Integrity. Likewise, unsworn employees are required to report any act or suspected act of corruption or serious misconduct. You are entitled to expect support from your colleagues and from Victoria Police when you make any report of this nature. The definition of corruption can be found in the Ethical Standards component of the Victoria Police Manual. 5


Reporting Mechanism It is preferable that you report acts or suspected acts of corruption or serious misconduct directly to the Ethical Standards Department. However, you may make a report to the Office of Police Integrity or to any supervisor. If your report is made to a supervisor, it is then the supervisor’s responsibility to immediately pass on all information to the Ethical Standards Department.

Confidentiality Victoria Police established the Internal Witness Support Unit to demonstrate its intolerance of corruption and serious misconduct within Victoria Police. Internal Witness Support Unit processes are designed to eliminate fear of reprisals if you need to make a report. This includes keeping your identity confidential unless directed by a court in exceptional circumstances, or it becomes necessary during an investigation. Disclosure of your identity during an investigation will need the authorisation of the Manager, Internal Witness Support Unit. In all cases where identity is disclosed, you will be consulted.

Support for Internal Sources If you make a report as an internal source you not only fulfil a lawful obligation, you also meet Victoria Police and community expectations. You will therefore be fully supported by the Victoria Police, regardless of the outcome of the investigation or any subsequent criminal or disciplinary process. The Internal Witness Support Unit will co-ordinate support and assist to ensure your local managers provide the support you are entitled to. It should also be remembered that victimisation of internal sources is now a criminal offence, punishable by fine, imprisonment or both.

Conflict of Interest There is potential for conflict of interest in almost everything we do. Sometimes even a perceived conflict of interest could jeopardise your integrity or the reputation of Victoria Police. Conflict of interest arises if you allow your personal beliefs, associations or financial interests to interfere with the impartial performance of your duties. You are encouraged to develop and maintain professional relationships with individuals and groups in the community. Be conscious these relationships could sometimes impair your ability to remain impartial. If the situation is one which requires some immediate action, you may have no option other than to deal with it yourself. If so, you must act impartially, with integrity and by providing service excellence to everyone involved. If a conflict of interest arises, or if there is any doubt that one may exist, you must declare this to your supervisor and it must be resolved in favour of the public interest. If you are unsure how to resolve the matter, seek the advice of your supervisor.

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Acceptance of Gifts or Benefits You are always in the public eye as a representative of Victoria Police. As such, the community will be quick to notice and to comment on, any activity which they believe to be likely to affect your honesty or impartiality. You are encouraged to interact with the community in your daily activities and sometimes you will be offered free or discounted food, alcohol, goods or services. However, gifts or benefits should not be accepted from any person or business unless objective assessment of the circumstances surrounding the giving of the gift or benefit indicates that no favour is expected and that no inference of improper association could be drawn by a reasonable person. Money or goods that can be readily exchanged for money cannot be accepted. Sometimes these offers are made in appreciation of work performed by you or Victoria Police and sometimes they are made as a genuine expression of good will or in the course of a business marketing promotion. You should not directly or indirectly solicit such offers. You must not directly or indirectly solicit or demand from any person or business a reward, commission (‘kickback’), loan, favour or other advantage or consideration.

Offers to You as an Individual If you are offered a personal gift or benefit, you may only accept it if, in all the circumstances, you are satisfied:

• it is genuinely offered in the spirit of good will or as part of a wider business

promotion or marketing activity

• there is no attempt, either directly or indirectly, to induce you or another

employee to disregard any law, regulation or Victoria Police instruction

• the nature of the gift or benefit, or the integrity of the donor, is not likely to bring

Victoria Police into disrepute

• it is not money or goods that can be readily exchanged for money

• it is not more than token value

• it is not offered by persons connected with licensed premises, or

• it is not offered by persons connected with any undertakings directly or indirectly

regulated or supervised by Victoria Police.

You must assess whether the offer or gift has some obligation attached or inferred. All offers must be brought to the attention of your supervisor. 7


Offers to You as a Representative of the Victoria Police Gifts or benefits are sometimes offered for the benefit of Victoria Police or to sponsor community, police or government initiatives. These may only be accepted by you if.

• they are received in accordance with Victoria Police sponsorship guidelines

• there is no attempt, either direct or indirect, to induce you or another employee to

disregard any law, regulation or Victoria Police instruction

• there is no attempt, either direct or indirect, to secure favoured treatment for the

donor

• if you feel the offer of a gift or benefit is made to you or to Victoria Police in an

attempt to induce favoured treatment, decline the offer and report this to your

supervisor, and

• if a donor later seeks favours or preferential treatment with a view to you forgoing

your duty, you should indicate your gratitude for their past support, carry out your

duty impartially and with integrity and advise your supervisor.

Confidential Information As an employee of Victoria Police you are often entrusted with access to information of a sensitive or confidential nature to enable you to carry out your duties. You will also have information communicated to you by members of the public that is similarly sensitive or private in its nature. Employees must ensure that confidential, private and sensitive information is handled in line with good practice and that the integrity of such information is maintained at all times. Unless specifically authorised by law or direction from a supervisor, you must not access or disclose any information other than is legitimately required to discharge your duties. Employees should be mindful that the unauthorised access or disclosure of information, either deliberately or unintentionally, to the media or any other third party has the potential to compromise investigations or to undermine strategic initiatives being developed or undertaken by Victoria Police. Unauthorised access and disclosure of information is contrary to Victoria Police policy and may also be unlawful. Members who inappropriately access or disclose such information expose themselves to criminal and/or disciplinary charges. Advice should be sought from a supervisor if any doubt exists as to the appropriateness of disclosing or releasing information.

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Making Public Comment You are not permitted, in your official capacity or as a representative of Victoria Police, to make public comment on or to criticise the administration of Victoria Police, Federal or State Government, government departments or people representing them. You are permitted to make public comment on matters that you have been authorised to comment on by your department or divisional head. You are also authorised to make public comment on operational matters that are your responsibility or directly under your control. Before making authorised public comment on a sensitive issue or an issue which is likely to attract a high level of media interest, consult with your supervisor and with the Media Unit.

Alcohol and Drugs Victoria Police will not tolerate use of illicit drugs by its employees. Use of illicit drugs is a criminal act. You have an occupational health and safety obligation to yourself, fellow workers and the community to be alcohol and drug free. If you are affected by alcohol or other drugs, you are not to attend at your workplace. This also applies when you are adversely affected by medication prescribed by your doctor. Absenteeism due to overindulgence in alcohol or the misuse of any lawfully available drug is unacceptable and is an imposition on your colleagues. You must therefore be mindful of this and appropriately moderate any such consumption. Anyone in the community may develop an alcohol or other drug dependency. If you develop such a problem, Victoria Police can assist you to overcome it through access to treatment or counselling. Victoria Police will support you in your endeavours to overcome such problems provided you:

• declare the nature and extent of your problem

• demonstrate commitment to treatment or counselling

• alert your supervisor before it becomes a work performance issue or the subject

of investigation

If your conduct or work performance, or that of another employee, is being affected through consumption of alcohol or other drug, you have an obligation to do something about it before it becomes a criminal or disciplinary matter. 9


Fitness for Work As an employee of Victoria Police you are granted sick or Workcover leave to help you overcome illness or injury. Rehabilitation programs can be individually designed to aid your return to work if you become sick or injured through work related matters. Absenteeism due to reasons other than illness or injury is a costly burden to your colleagues, to Victoria Police and to the community. You can help to remove this burden by ensuring sick leave and Workcover leave is used only for its intended purpose.

Equity and Diversity Everybody likes to be treated fairly, with courtesy, consideration and dignity. Your personal feelings, bias or friendships must never influence your official conduct. You must not discriminate against or harass any colleague. Similarly, you must not discriminate in how you provide service to the community. We are all subject to and have obligations under, equity and diversity legislation. It is your responsibility to act equitably towards the public and other employees in accordance with Government policies and legislation without discrimination for any reason including - age, impairment, industrial activity, lawful sexual activity, marital status, physical features, political belief or activity, pregnancy, race, religious belief or activity, gender, status as a parent or carer, personal association, or breast feeding. Sexual harassment can occur when a person makes an unwelcome sexual advance, or an unwelcome request for sexual favours, or engages in any other unwelcome conduct of a sexual nature (written or verbal). Unlawful discrimination, victimisation or sexual harassment of anyone with whom you have contact will not be tolerated. If you witness harassment or discrimination, you should do something to stop it and report it. A fair and equitable workplace is everyone’s responsibility. Managers and employees should work together to pro actively prevent breaches of equity and diversity legislation. Equity and diversity legislation places a vicarious liability on employers/organisations and individuals in the workplace. Employees implicated in breaches of equity and diversity will be asked to demonstrate any measures taken to prevent such a breach occurring.

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Use of Facilities and Equipment We have an obligation to the community to properly manage our resources. Victoria Police facilities and equipment can only be used for private purposes when official permission has been given and then only when it does not disrupt official work. It is impossible to provide a definitive list of allowable or inappropriate private uses of Victoria Police equipment or resources. If there is any doubt about whether the use of Victoria Police facilities or equipment is acceptable or not, seek the advice of your supervisor. Employees may occasionally use Victoria Police property for activities which are not strictly official but which deserve support, for example, departmental social club activities which involve common good as opposed to individual benefit. You must first obtain permission from your supervisor if it is proposed to use Victoria Police facilities or equipment for such activities. You must not use your work time or resources for activities connected with any outside employment.

Professional Competency and Development You have a responsibility to yourself, your colleagues and the community to constantly improve your skills and knowledge. Victoria Police makes available a wide range of training courses and development programs which will help you meet your responsibility. The principle of equitable access applies to these courses and programs; however this is subject to you meeting eligibility criteria policies and to the everyday needs of Victoria Police. Police trainers and educators also have a responsibility to actively support students in achieving learning objectives.

Conduct Outside Work Hours We rely on maintaining public respect and confidence in our ability to provide professional and impartial services. Be aware that your private conduct outside normal working hours has the potential to reflect either positively or adversely on Victoria Police. It is acknowledged that you have a life to lead outside your employment with Victoria Police. As a guide to what is considered unacceptable conduct outside work hours, ask yourself whether the same conduct by a private citizen may be likely to warrant police attention or public criticism. If it might, then your conduct, even though outside work hours, is unacceptable. You should be aware that gratuitous or unnecessary disclosure of your occupation can in some circumstances, such as during a private dispute, create a perception that you are acting in an official rather than private capacity. You must be aware, due to your position as a Victoria Police employee, of the inherent risks of forming improper associations. All potential improper associations must be managed through existing Victoria Police policy. 11


Outside Employment Victoria Police is your primary employer and you have an obligation to be fit to perform your work. To engage in any form of outside employment or to conduct a business, trade or profession, you must first seek and obtain written authority from the appropriate delegate. Approval to engage in outside employment will not be granted if it is likely to:

• interfere with the effective performance of your official duties

• create or appear to create a conflict of interest

• reflect adversely on the Victoria Police

Approval to engage in outside employment is suspended during any period of absence from the Victoria Police on paid sick leave.

Limitations of Authority Whatever your position, you may only act within the powers the law and Victoria Police give you. If you have authority to use discretion in determining any action, ensure you apply the principle of reasonableness and consider all circumstances. Other than in an official capacity, your position as an employee should not be used to influence or affect persons with whom you or your family or friends are having a private dispute. Similarly, sworn employees should not investigate matters involving family, friends or other associates. Disclosure of such association is necessary prior to any investigation.

Requirement to Comply Every employee of the Victoria Police is required to comply with our Code of Conduct and any other lawful directive. If it appears you have not complied with our code, you can expect to be asked to explain your actions. If your conduct does not involve an honest mistake, you may face disciplinary action under the Police Regulation Act, 1958, Public Administration Act, 2004, or any other relevant legislation.

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Conclusion As individuals, we all hold differing views, beliefs, standards and expectations. You and many of your colleagues contributed to the ongoing development of the Code of Conduct. In doing so, you have helped to define the shared standards of conduct expected of all employees of Victoria Police. The purpose of the Code of Conduct is to provide a practical and useful document which will help you to resolve some of the many ethical dilemmas which might confront you in your employment with Victoria Police. No Code of Conduct is designed to be a book containing absolute rules. Rather, it is intended to be a common-sense document which offers guidance regarding Victoria Police’s expectations of you in relation to ethical and professional conduct. It is a document from which you may draw support when your decisions are made in the spirit of it and in accordance with our Code of Ethics and other Victoria Police policies, procedures and legislation.

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