Police and civilian receive bravery awards for their - New Zealand ...

New Zealand Police AssociationNecessary evilYep, it’s that time of year again, when bosses sit at their desksshuffling paper and sighing a lot. They’re busy rounding up all theinformation they’ve collected about you for your annual assessment.Considering this appraisal is usually given by someone who doesn’twant to give it, to someone who doesn’t want to get it, the final resultcan be confusing. Being long in the tooth, I’ve lived through my fairshare of them and can give you the heads up on what to expect.First off, a good appraisal. This is one that includes a genuinecollection of formally-given feedback for all the hard work you’vecompleted during the year. It specifies where you did or didn’t meetyour KRA’s (key results area). These appraisals generally come fromthe supervisors who make time to sit down to discuss the job with youduring the year, and who note areas of progress as well as areas ofpotential improvement.Next, the self-appraisal. This is where the boss asks you to type yourown appraisal, and expects you to word it in a way that is neitherself-righteous nor self-promoting. This is no easy task – should youtalk about your own perceived weaknesses or not? What if no-one hasnoticed them? Should you say what you think your boss thinks aboutyou? They have to sign it off, after all, so no point in having a differentopinion. Unfortunately, these bosses never have the time or rigour toactually sit down with you to go through the appraisal. If they did, I’mguessing they’d write it themselves.Last, and most ineffective, the template appraisal. A standard documentrolled over each year with the names of the employee changed -hopefully. I’ve had one where the word-find wasn’t loaded correctlyand my identity flip-flopped throughout. This method is both tired andunhelpful as it doesn’t encourage the staff member to aspire to anypersonal goals. These are goals which should have been highlighted inmeetings during the year that usually haven’t happened – hence theproblem. It’s an uninspiring technique that shows no leadership fromthe boss.A good performance appraisal is always handy, not only for theoccasional nice bits you can copy and paste onto your CV (curriculumvitae). It gives direction, a sense of purpose, and an objective viewfrom someone more experienced. It can and should be encouragingor at least constructive. They’re a necessary and important part of ourindividual accountability in a big organisation.The problem area for bosses is getting through these appraisals whenother things seem so much more urgent. I’ve heard that some seniormanagement hasn’t had appraisals for nearly five years and the pileis growing. Seems there’s neither the time nor staff available to makeinspecting the Inspectors a priority. What’re we going to do, HR?Hiding to nowhereIt’s two days after the February quake, the Garden City is in chaosand emotions are on edge. A young man gets arrested for burglary,or in media-speak, “looting”. He is remanded in custody for 11 days.He has no prior record, suffers from Asperger’s Syndrome, and wastrying to steal some incandescent light bulbs. After an initial guilty plea,he is declined diversion. A judge urges the Police to reconsider, butdiversion is declined on two more occasions.A journalist recently brought this story to the public, questioning thedecision of the police prosecution in relation to the diversion scheme.Frankly, it’s made water cooler conversation a whole lot more tense inour office. My view? We have a backlog of serious crime cases herein our city, and they need to get before the courts. Yet this offence isconsuming precious time and resources, and I’m not sure it should be.I’m left thinking that either the Police PR folk have failed to adequatelyconvey important information to the public, or someone is holdinginformation that’s not yet available. By the time this goes to print, itmay all make sense, but right now it’s as clear as mud. Through themire, two unpleasant spectres arise: Are the powers-that-be sayingsomeone with Asperger’s isn’t able to agree to the statement of factsand therefore can’t meet the criteria for diversion? Or are they saying(as has been quoted in a press statement) that the man didn’t admit‘guilt’ and so couldn’t get diversion? If you read our diversion policyyou will see that a guilty ‘plea’ is optional, and lack of one is no barrierto consideration for the scheme.I personally don’t have a problem with the arrest. It was tough timesall round and arrests are made for the safety and security of all. ButI do have a problem with where thispolicy decision might be leading us.See ya!Use of 0800 Ten Nine phone lineAssociation representatives maintain this telephone line (0800836 6463) on a 24-hour basis.It is to be used ONLY for matters that cannot be deferred, suchas Police shootings, fatal pursuits or deaths in custody.Important and immediate industrial and legal advice can thenbe arranged through the Association networks.Please do not phone this line for non-urgent matters.Memorial wallOur sympathies to all our members’ families for those who have passed away in recent months…We remember… Who passed away…MURRAY Vera 18-Mar-11 Wife of retired member trentham, WellingtonMATTHEWS Neville Bradbury 23-Jun-11 retired member Whitby, WellingtonGREEN Venessa Anne 29-Jun-11 retired member newtown, WellingtonBROWN, Margaret Joan 10-Jul-11 Widow of member WaipawaCROSS Allan 18-Jul-11 retired member taurangaAugust 2011205