Code of Conduct and Professional Standards Policy

Purpose. This policy defines the standards of behaviour expected of every member and the process for managing complaints and breaches.

1.Scope

This policy applies to sworn members, protective services officers, public servants, volunteers and students on placement at every site of the service. It applies on and off duty where conduct could affect public confidence in policing. Every person covered by this policy must acknowledge it on induction and annually.

2.Standards of behaviour

Members will act with honesty, impartiality and respect for human rights in every interaction. Members must not accept gifts or benefits connected with their duties, must not use police information for private purposes, and must declare any conflict of interest to their supervisor in writing. Members will treat colleagues and members of the public with courtesy and will not discriminate on any ground protected by law.

• Honesty in every record and statement
• Impartial treatment regardless of background
• Confidentiality of police information
• Declaration of conflicts of interest
• Respect for the Charter of Human Rights and Responsibilities

3.Complaints

Any person can make a complaint about a member in person, in writing or through the community engagement team. Every complaint must be registered in the incident log within one business day and acknowledged in writing within five business days. Complaints that allege serious misconduct or corruption must be referred to the Professional Standards function and the external oversight body without delay.

4.Investigation of breaches

Alleged breaches will be investigated by a supervisor who was not involved in the matter. The member will be told the allegation, given the evidence and given a reasonable opportunity to respond before any finding is made. Findings will be recorded, and outcomes will range from guidance and training through to formal discipline under the Police Act.

5.Protection for people who report

Members who report misconduct in good faith must not be subjected to detriment. Supervisors must protect the identity of a reporting member as far as the investigation allows. Any reprisal against a person who reports will itself be treated as serious misconduct.

6.Records

Complaint and conduct records are held in the incident log with restricted access. Records must be retained for the period set by the records authority and must not be destroyed while any review, appeal or legal proceeding is open. De-identified complaint trends will be reported to the quarterly governance meeting.