Australia and New Zealand
Australia New Zealand Policing Strategy to Prevent and Respond to the Abuse of Children and Young People
This Strategy addresses policing responses to the abuse of children and young people. Abuse can encompass neglect; physical, sexual and emotional abuse; and any form of abuse enabled technology.
We work collaboratively to prevent the abuse of children and young people, and to provide consistent and compassionate responses to victims.
Mental Health and Wellbeing Principles
As Police Commissioners, these Principles communicate our commitment to our people that mental health and wellbeing is an organisational priority. We are all leaders in our organisations, and must commit to building and maintaining mental health, wellbeing and resilience.
These Principles provide guidance for our organisations in the development and application of policies, procedures and practices so that we can all work in a supportive and safe environment, free from stigma.
Our organisations and people have a shared responsibility to support mental health and wellbeing initiatives so that we can all achieve our full potential.
Anti-Racism and Cultural Diversity Principles
Police have a fundamental responsibility to protect the safety and security of all people and uphold the
law. In doing so, they need to treat everyone in the communities they serve with humanity, empathy, dignity and respect.
These Principles acknowledge that, by challenging racism and contributing to cultural, systemic and structural change, police will better serve their communities and enhance public safety, trust and confidence.
To support the elimination of racism and to achieve equitable, diverse and inclusive police organisations, we understand and are responsive to the historical context and ongoing lived experiences of Aboriginal, Torres Strait Islander peoples and Māori...
Integrity principles underpin and inform all decisions and actions undertaken by police organisations and their employees. Adherence to integrity principles is essential in ensuring continued public trust and confidence.
While it is preferable that police pursuits of vehicles do not occur, protecting lives on our roads is a major priority for all police. This document provides overarching principles that can be applied consistently across all jurisdictions to help support police pursuit policies.
Workforce Planning Principles
These principles are a strategic guide to the use-of-force in any situation where, in the execution of their duty, police use physical force or other techniques (including a weapon, instrument or implement) to respond to an actual or perceived threat.
Policing organisations should develop the best mix of people and other resources for maximum effect through representation, leadership, service and flexibility.
Cross-Jurisdictional Police Research Priorities
The ANZPAA Cross-jurisdictional Police Research Priorities
were an outcome from the ANZPAA Police Research Workshop session at the ANZPAA Police Conference 2019. These research priorities provide a foundation from which research efforts can be directed and focused to provide value to police, researchers and the community. They enhance research capability through coordination, collaboration and knowledge sharing to maximise value for policing, reduce duplication of effort and ensure police and their partners are collaborating. This document further identifies a number of Research Domains that detail subject areas important to the evidence base for policing.
The 2019 ANZPAA Trends Analysis identifies seven interconnected megatrends
and related challenges that are shaping policing’s operational environment over the short, medium and long term. These megatrends are adding layers of complexity on existing core policing challenges like volume crime, road safety, alcohol and drugs, family and domestic violence, and others.
The Seven Megatrends are:
Police Workforce Compendium
The ANZPAA Police Workforce Compendium
is a document that draws together over two years of ANZPAA research and analysis on a range of topics and challenges facing the policing workforce. This document is intended to build the foundations for understanding key issues for the most important policing resource, its people.
The policing environment requires a flexible and professional workforce with the skills, knowledge and resources to meet the growing and changing demand for services, supported by the best possible systems and processes. Policing should develop the best mix of people and other resources for maximum effect through representation, leadership, service and flexibility.
ICCS PLUS: A Common Approach to Incident Management
is a principle-based framework in which incident management arrangements across Australia can be aligned. The framework has been designed to enhance the interoperability of police staff working across all jurisdictions during single-officer and multi-agency/jurisdictional operations.
Police in Australia attend incidents every day; ranging from those requiring a single-officer to those requiring a large-scale police deployment or a multiagency or multi-jurisdictional response. The latter requires a greater understanding and preparedness by police when responding to and managing incidents.
Religious and Spiritual
Australia and New Zealand police are committed to meeting the needs of the religiously and spiritually diverse communities they serve.
The third edition of the Practical Reference to Religious and Spiritual Diversity for Operational Police
provides an overview of nine religions and spiritualities. It contains information directly related to police protocols such as: important dates; contact and interviewing; searches and detention; and death, bereavement and mourning.
The nine religions and spiritualities covered are:
Guide for Managing Work Health and Safety in Australian Policing (Operational)
is an interpretative document that aims to assist police understanding of the model work health and safety laws and how they can apply in an operational policing environment. It is not intended to be exhaustive or cover all hazards, risks or circumstances that may arise.
NOTE: This guide will not apply to the extent it is inconsistent with Laws, including work health and safety laws that are enacted in, or apply to, the relevant jurisdiction. It does not replace or override the policies, procedures and practices that are put in place by individual police jurisdictions.
This Guide recognises that police do not undertake their duties in a controlled environment; as a consequence, work health and safety risks in a policing context can be unpredictable. Work health and safety practices must be dynamic and highly responsive to the environment, often requiring consideration of a wide variety of complex hazards in any given moment to ensure police safety.
The review of this Guide reflects the Police Commissioners of Australia's ongoing commitment to the safety of their staff. The content has been updated to reflect contemporary work health and safety challenges faced by police and provides guidance on the implementation of effective risk management strategies.
Australia and New Zealand
Guidelines for Digital Imaging Processes
provide guidance and advice on the steps involved in digital imaging processes – from initial capture through the processing stages, to presentation in court and the eventual retention and/or disposal of the images.
This document provides consistent and valuable guidance for police and forensic laboratories in the enhancement of their digital imaging procedures.
Digital imaging itself is now a widely accepted source of secondary physical evidence within the judicial system. However, digital images can be easily duplicated, manipulated, contaminated, or altered.
Thus it remains imperative that forensic science practitioners can validate the origin and integrity of digital images through the procedures employed in their capture, storage, transmission, processing, analysis and reporting of this type of evidence.
The Intelligent Use of
The Intelligent Use of Forensic Data
handbook is a collation and integration of recently published findings and observations on the principles and practice of forensic intelligence. It provides a concise, understandable, visual guide outlining introductory principles to personnel at various levels and disciplines across law enforcement, including: forensic scientists, police officers and those involved in administering the criminal justice system. This handbook is intended to raise awareness of the forensic intelligence principles and practice and be a valuable reference tool to jurisdictions.
Forensic intelligence embodies a real and new willingness of forensic practitioners to be involved in investigative and policing strategies. (…) Adoption of forensic intelligence requires moving away from the dominant conception of a patchwork of disciplines only assisting the criminal justice system towards the view of a science that studies the informative potential of traces, as remnants of a criminal activity.
Crispino et al (2015).
and Blood-Borne Viruses
Depending on their duties, Police Officers may be exposed to blood or body fluids in the course of their work. This means Officers have an occupational risk of contact with blood-borne viruses.
is written for police across Australia. It contains basic information about blood-borne viruses including how the viruses are spread, how to protect against infection and what to do if there is a possible exposure.
The three major BBVs – hepatitis B (HBV), hepatitis C (HCV) and human immunodeficiency virus (HIV) – are different viruses, but they are all spread by blood. Hepatitis B and HIV can also be passed on in other body fluids.
All these infections can be prevented.
Australia and New Zealand
Police Recommendations for CCTV Systems
are aimed at businesses that use Closed Circuit Television (CCTV) systems, where the recordings are likely to be used by police. The recommendations outlined in this document, when incorporated in the design and management of CCTV systems ensure law enforcement agencies can effectively reduce crime and maintain public safety.
All CCTV systems should be designed to achieve set goals. A CCTV system designed to monitor traffic flow will differ greatly from one used to identify patrons at a bank.
To this end, each camera within the CCTV system will have its own set of goals, including its angle of coverage, resolution, etc. A CCTV system becomes fit for purpose when it meets (achieves) its design goals.
Women in Policing
A Business Priority
focuses on the role women can play in policing, particularly as sworn police members. Recommendations contained in this report are designed to help police organisations consider women in policing as an important part of their business strategies for improved performance and community legitimacy.
A growing body of evidence suggests that women are good for business at national, community and organisational levels. No longer simply ‘inspiring rhetoric’ or an exercise in good PR, acknowledgement of the ‘gender dividend’ is gaining momentum. Gender equality and corporate investment in women are becoming essential business priorities that if acted on yield measurable returns for business.
Strategic Framework for the Management of Mental Health in the Policing Workforce
A Principles-Based Approach
It is well documented that effective prevention and management of mental health issues requires a comprehensive, multilayered approach with coordinated action by multiple stakeholders. Policing organisations currently use different systems and methodologies in response to occupational and psychosocial risk factors. As part of the ANZPAA Safety and Wellbeing Working Group Action plan (2014-15), this strategic framework
was developed to establish a set of cross-jurisdictional Guiding Principles for managing the broad spectrum of mental health in policing. The Guiding Principles incorporate evidence-based components drawn from various fields and perspectives including the World Health Organisation (WHO), public health, preventative medicine, occupational health and safety, health productivity, health promotion and organisational psychology.
Guiding Principles 1–3 address the organisational requirements that determine the direction of mental health within the organisation.
Guiding Principles 4-5 outline the activities necessary to identify organisational mental health priorities, as well as planning activities to take into account in a range of programs.
Guiding Principles 6-8 form part of the continuous improvement process that includes implementation, evaluation and review. These are essential for reviewing the effectiveness of critical success factors post implementation, managing mental health and ensuring that a quality assurance system is embedded.