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Date: April 30, 2024 Tue
Time: 1:27 am
Time: 1:27 am
Results for police ethics (australia)
4 results foundAuthor: People, Julie Title: Characteristics of Complaints About Misconduct by Off Duty NSW Police Officers Summary: This study provides information about the characteristics of complaints regarding misconduct that occurs when police officers are off duty. Details: Sydney: New South Wales Police Integrity Commission, 2010. 24p. Source: PResearch and Issues Paper No. 04 Year: 2010 Country: Australia URL: Shelf Number: 117870 Keywords: Police Behavior (Australia)Police Ethics (Australia)Police Integrity (Australia)Police Misconduct (Australia) |
Author: Gorta, Angela Title: Project Manta. Report 1: Identification and Communication of Command Misconduct Risks Summary: In 2007, the NSW Police Integrity Commission commenced a project, codenamed Project Manta, to obtain a better understanding of the nature of the misconduct risks facing the NSW Police Force and how commands identify, communicate and manage their misconduct risks. This first report from Project Manta concerns the nature of the misconduct risks faced by individual commands and the identification and communications of these misconduct risks. Details: Sydney: New South Wales Police Integrity Commission, 2009. 267p. Source: Internet Resource Year: 2009 Country: Australia URL: Shelf Number: 118610 Keywords: Police Ethics (Australia)Police Misconduct (Australia) |
Author: Queensland. Crime and Misconduct Commission Title: The Ethical Perceptions and Attitudes of Queensland Police Service Recruits and First Year Constables 1995–2008 Summary: Since 1995, the Criminal Justice Commission (CJC)/Crime and Misconduct Commission (CMC) has been administering police ethics surveys to recruits and first year constables (FYCs) in the Queensland Police Service (QPS). In this time, we have surveyed 1150 recruits and 1463 FYCs at the Oxley and Townsville campuses of the QPS Academy. Our research aims to gauge respondents’ attitudes to and perceptions of a range of issues related to police ethics and misconduct, and to track any changes over time. The ethics survey attempts to overcome some of the limitations of studying police misconduct and corruption by focusing on key issues related to the integrity of the police service as a whole, rather than individual behaviour. In particular, the survey aims to answer the following questions: How informed do recruits and FYCs feel about ethical issues and the QPS complaints and disciplinary process? • How serious do recruits and FYCs regard misconduct and corruption to be? • Do recruits and FYCs perceive a high likelihood of misconduct and corruption being detected in the QPS? • How willing are recruits and FYCs to say that they would report misconduct and corruption? • What do recruits and FYCs say about the culture of the QPS? • How do recruits and FYCs view the QPS’s approach to management and discipline? The main part of the survey is based on a series of misconduct scenarios that police officers may encounter during their careers. Although the survey directly assesses the ethical perceptions of recruits and FYCs only, the results also serve as a useful guide to the overall ethical climate of the QPS. It is envisaged that the answers to the above questions will help the QPS evaluate the success of its ethical awareness programs and inform decisions about the ethics education and training of its officers. More generally, conducting regular ethics surveys has been identified as a potential corruption prevention measure. By answering these questions and identifying attitudes that may predispose police agencies towards unethical behaviour, the results of our ethics survey can assist QPS management to implement strategies to control and prevent misconduct and corruption. The purpose of this report is to describe the results of all of the surveys undertaken by the CMC between 1995 and 2008. It focuses particularly on the overall views of recruits and FYCs about police misconduct, and examines whether these views have changed since 1995. It also considers recruits’ and FYCs’ perceptions of the culture of the QPS and its approach to discipline, management and ethics. The report highlights a number of positive findings and improvements over time, while also identifying some areas that require further attention. Details: Brisbane: Crime and Misconduct Commission, 2010. 174p. Source: Internet Resource: Accessed May 20, 2011 at: http://www.cmc.qld.gov.au/data/portal/00000005/content/25310001288920372445.pdf Year: 2010 Country: Australia URL: http://www.cmc.qld.gov.au/data/portal/00000005/content/25310001288920372445.pdf Shelf Number: 121775 Keywords: Police CorruptionPolice Ethics (Australia)Police MisconductPolice Training |
Author: Victoria. Office of Police Integrity Title: Managing Conflict of Interest in Victoria Police Summary: This report uses case studies based on OPI investigations to highlight a recurring theme underlying much of our work – a persistent failure by some within Victoria Police to properly identify and appropriately deal with conflict of interest. Conflict of interest can arise in many ways for those in positions of power, especially police. Because of their broad powers and the variety of their work, it is likely that the work of many police will at times intersect with their personal interests. However, police must never allow personal interest to affect their police work. They must be impartial and must never be seen to act in a way that is motivated by personal interest rather than professional duty. Compounding the challenge for police is the risk they will be perceived as being biased or unfair, even when they themselves feel sure of their own integrity. To maintain community confidence, police must not only act impartially; they must ensure that a reasonable observer would not be able to infer any improper influence. OPI has investigated cases where failure to recognise and deal with conflict of interest caused police to make mistakes which they then lied about and covered up. Covering up a mistake arising out of a conflict of interest heightens the perception of deliberate wrongdoing, when the individual involved may simply have been struggling to manage a genuinely difficult situation. Sometimes a conflict of interest cannot be avoided. The existence of a conflict is not in itself wrong. Rather than pretending a conflict doesn’t exist or, worse still, ignoring it and covering it up, police should focus on recognising, acknowledging and managing it. The case studies in this report are provided as cautionary tales. These and other OPI investigations have shown that a number of police – even those who recognise conflict of interest – are not sufficiently equipped with strategies to deal with it. An improved understanding and application of Victoria Police values will benefit many who find themselves in difficult but sometimes unavoidable situations. Integrity, with its emphasis on fairness; professionalism, with its emphasis on transparency; leadership, which entails guidance for less experienced police; and support, which requires care for the well-being of colleagues – these values are at the heart of conflict of interest management. Details: Melbourne: Victorian Government Printer, 2010. 40p. Source: Internet Resource: Accessed August 16, 2011 at: http://www.opi.vic.gov.au/index.php?i=19&m=12&t=1 Year: 2010 Country: Australia URL: http://www.opi.vic.gov.au/index.php?i=19&m=12&t=1 Shelf Number: 122404 Keywords: Police Ethics (Australia)Police Misconduct |