| New Zealand Police

Heretaunga Tiaki Tamariki Project Outcome Evaluation - 2007

Date Published:

September 2007

Heretaunga Tiaki Tamariki is a community youth programme aimed at reducing repeat offending of high-risk young people aged between 11 and 17 years, and is located in the Flaxmere Police Station. The report is the final evaluation of the HTT Project. It covers the period from programme inception on 10 February 2003 to 31 December 2005.

In 2002 Heretaunga Tiaki Tamariki project (HTT), based in Hastings was one of 14 community youth programmes selected nationally to reduce youth offending. The programme received $510,000 over three years. This outcome evaluation considers the effectiveness of HTT over three years, 2003-2005.

Advice on Police Standards and Assessment Practice

Date Published:

October 2007

The Minister of Police has requested independent expert advice on the standards and assessment practices for Police applicants, Police recruits and probationary constables to determine whether they meet best practice.

The scope of the advice will include: the processes Police use to determine minimum standards for Police applicants, Police recruits and probationary constables; the processes Police use to determine assessment methods (where assessment methods means the tools and techniques used to assess whether police applicants, recruits, probationary constables meet the minimum standards); and the procedures Police use to determine whether the application of assessment methods is consistently applied, nationally.

Evaluation of the Rotorua Mental Health Nurse Initiative

Date Published:

March 2008

Since 2001 Police have had a mental health nurse working at the Rotorua Police Station to provide assessments and liaison between Police and Mental Health Services to facilitate the treatment of mentally ill detainees/arrestees/remandees. The Police Consult/Liaison Nurse is employed by the Lakes District Health Board (DHB) and comes under the umbrella of their Mental Health Service.

In August 2007, the Police, with the support of the Ministry of Health, commissioned an evaluation of the Rotorua model in order to inform the development of this model in two new pilot sites as part of the Effective Interventions Programme which aims to meet the mental health and AOD needs of offenders to improve their health status and reduce their offending.

This report evaluates the Police Consult/Liaison Nurse role and identifies what is working well and areas for improvement. Key learnings were identified to inform the development of a similar model in other Police watchhouses. The evaluation includes comparative analysis with Tauranga Police Station to see what difference the Police Consult/Liaison Nurse role has had on Police operations and what benefits can be attributed to this role for Police, Mental Health Services and detainees/arrestees.

Evaluation of the Implementation of Investigative Interviewing Training and Assessment (Level 1)

Date Published:

October 2010

The 2008 NZ Police Investigative Interviewing strategy aims to improve investigative interviewing, the quality of investigations and professionalism of staff. Staff are trained in the PEACE interviewing framework and a competency framework for the accreditation of staff has been implemented.

This report presents findings of a process evaluation of implementation of Level 1 investigative interviewing. The evaluation focused on how the training and accreditation processes are being implemented, monitoring and supervision of interviews and improvements that could be made to these processes. The extent of the use of the framework, access to resources and perceptions of progress towards intended outcomes of the Investigative Interviewing strategy use of PEACE were also examined.

The evaluation findings are based on analysis of data collected from a number of sources, including in-depth interviews, focus groups, surveys, human resources data and background documentation.

People in Policing: A Five Year HR Strategy to 2006

Date Published:

October 2001

This is the first People in Policing: Five Year HR Strategy. It signals a longer term focus on the important matters facing everyone in NZ Police. The strategy was developed in consultation with a number of staff and other stakeholders and is based on their opinions as well as analysis of staffing patterns and ongoing issues.

This strategy sets specific goals for us to achieve by 2005, including ensuring our staff are capable, skilled, trained and safe in their delivery of the current and future range of Police services. It also sets out strategies to continue improving our leadership and management capability.

The strategy also signals significant changes to the HR processes, systems and information management. This will see us move to simpler, timelier and more flexible management of people in Police. In developing and implementing these changes we must strive to balance the rights, aspirations and dignity of staff with the needs of NZ Police.

Report on the Issues Relating to Policing in the Auckland Area

Date Published:

November 2002

This report was given to the Minister of Police by the Commissioner of Police. The report covers information requested by the Minister on options to improve policing responses in the Auckland region. There are two parts that make up the main section of the report: a definition of the current situation in Auckland City, and the assessment of potential solutions by the Commissioner.

The specific terms of reference were to address: the wider context for policing in Auckland; crime trends in Auckland, and strategies which address these offending patterns; resource allocation processes, staff recruitment, retention and deployment issues, and associated financial and administrative arrangements; management and administrative structures, especially operational and administrative command arrangements; and the need for community engagement in police strategies.

Departmental Forecast Report 2002

Date Published:

October 2002

The Departmental Forecast Report looks at the financial position of the New Zealand Police in the current financial year, and estimates the actual expenditure against the budget. The Report also looks at the operational requirements of the next financial year.

The report is broken into three key parts. The first part introduces the Forecast Report and outlines the highlights for Police. The second part looks at the forecasted financial highlights including the statements of financial performance. The final part looks the other information of relevance including Equal Employment Opportunities and national targets.

Seven New Police Youth Development Programmes 2002

Date Published:

August 2002

This report is a product of both the formative and process evaluation phases of the seven Youth Development Programmes. Following the perceived success of 14 original Police Youth at Risk programmes, the 2000/01 Police budget included funding for the establishment of five new Youth Development Programmes. In addition, the Police and the Crime Prevention Unit (CPU) jointly funded a further two programmes.

Firstly, a brief methodology describes the processes by which the information in this report was collected. The body of the report comprises of a programme description for each of the seven programmes describing the development of the programme and the consultation that took place in the formative phase, as well as describing programme operation for the first year of the process evaluation.

As indicated within each description, the information within the report is based on that provided by programme staff and in some cases, initial proposal documentation. These descriptions will form the basis for the aforementioned process evaluation analysis documents.

Evaluation of Use of Force

Date Published:

December 2001

This review was requested by Deputy Commissioner S. E. Long on the basis that it was timely for the New Zealand Police to consider training, policy and practice issues surrounding the question of lethal force and Police response to critical incidents. It is recognised that our organisation needs to keep abreast of international best practice in the ever changing environment within which law enforcement agencies operate.

The current New Zealand Police approach to the application of both lethal and non lethal force has been compared to aspects of international best practice. The evaluation undertaken offers a strategic platform upon which to ensure alignment with international best practice and continuous improvement in both the training and operational environment.

Also central to this review, is the need to learn from all major operational incidents by way of timely and comprehensive debriefs (separate from the Police Complaints Authority and criminal investigations), for the benefit of training personnel and for ultimate implementation by Districts.