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Western Australia Police

2008 Corruption Prevention Network Awards Corruption Prevention Tool or Technique Early Intervention System Superintendent Catherine Bullen Manager Risk Assessment Unit Corruption Prevention & Investigation Portfolio. Western Australia Police. Western Australia State Government

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Western Australia Police

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  1. 2008 Corruption Prevention Network AwardsCorruption Prevention Tool or TechniqueEarly Intervention SystemSuperintendent Catherine BullenManagerRisk Assessment UnitCorruption Prevention & Investigation Portfolio

  2. Western Australia Police • Western Australia State Government • 5,300 Police Officers • 1,700 Police Staff (Public Sector Employees) • Largest geographical policing jurisdiction in the world

  3. Corruption Prevention & Investigation Portfolio - Structure

  4. Corruption Prevention & Investigation Portfolio • Internal Affairs Unit (IAU) • Risk Assessment Unit (RAU) • Ethical Standards Division (ESD) • Police Complaints Administration Centre (PCAC)

  5. RAU FUNCTIONS The function of the RAU is • To provide early warning identification of those employees and business areas that present a risk or risks. • Upon identification – analyse the issues and impacts and recommend appropriate interventions. Continued …

  6. RAU FUNCTIONS • Provide analytical services, risk and behavioural assessments. • Source key behavioural type information from across the agency.

  7. RAU Structure Superintendent Officer in Charge Senior Sergeant Senior Research Officer Integrity Checks Officer Strategic Risk Analyst Sergeant x 2 Research Officer Research Analyst / System Administrator

  8. Early Intervention • What is Early Intervention (EI)? • Recommendations from Kennedy Royal Commission (KRC) • WAPOL & its Corruption Prevention Plan

  9. WAPOL Information Types • Public complaints • Internally generated complaints • Internal Affairs Information Reports (assessed for investigation) • Internal Affairs Investigations • Use of Force Reports Continued….

  10. WAPOL Information Types • Firearms incidents • Police Crashes • Public Information (resolved at Police Complaints Administrative Centre, rather than investigated at District/Division) • Internal Affairs information (filed as intelligence only) • Positive Correspondence • Register of Associations Continued….

  11. WAPOL Information Types • Secondary Employment • Gift Register • Death/Injury in Custody • Blueline

  12. WAPOL Performance Indicators • Public complaints • Internally generated complaints • Internal Affairs Information Reports • Internal Affairs Investigations Continued….

  13. WAPOL Performance Indicators • Use of Force Reports • Firearms incidents • Police Crash • Public Information • Internal Affairs information

  14. WAPOL Performance Indicator Thresholds • Thresholds set against performance indicators activate an ‘automatic alert’. • Thresholds set to specific serious allegations. • Alerts not limited to a single indicator. • Monitored officer status.

  15. Case Study One • 38 yr old 1/C Constable, 5 yrs service. • 10 public complaints since 2004 with the main issues relating to excessive use of force, procedure and manner. • 3rd highest number of public complaints in District. • EI Notification to DO June 2008 to consider monitoring and initiating local management initiatives.

  16. Case Study Two • 42 yr old 1/C Constable, 5 yrs service • Main issues identified: • Poor driving behaviour; reported and anecdotal evidence (suspension of priority 2 driving status was considered but was not invoked). • Over zealous application of the law. • Use of force: reported and anecdotal evidence of non-reporting. • Dominating tendencies towards junior officers. • Reckless driving behaviour resulting in damage to police vehicles. • The non compliance with procedures due to a lack of attention to detail. • Alienation of work colleges resulting from poor driver behaviour, over zealous application of the law and associated short comings in procedural integrity due to excessive haste when dealing with incidents. • WA Police image and reputation compromised. Continued …

  17. Case Study 2 Recommendations / Options • Issues arising from officer’s behaviour require immediate treatment. Following risk treatment options recommended for consideration by the District Office: • Officer be placed under the supervision of a quality leader with good mentoring traits. • When circumstances allow, officer to be partnered with a more senior member with quality leadership and coaching skills. • Officer’s driving qualification to be reassessed. Training should be given to enhance his driving standards, with a focus on safety and current UDD policy. • Consideration should be given by local management to develop a strategy to monitor the officer’s driving behaviour in the work place and to reduce his domineering practice of always performing the driving duties. • Consideration should be given for local management strategies to be implemented to ensure officer’s Use of Force is recorded in all instances where reportable force options are used.

  18. THANK YOU

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