Policy launched to manage inappropriate behaviour
Fire and Emergency’s goal is to be a place where people feel they belong and are supported and empowered to thrive, to help us better serve our communities and each other. Today’s launch of the new Managing Inappropriate Behaviour and Conduct policy is another tool to help us reach that goal.
“We believe people thrive and feel they belong in an environment that is safe, positive and inclusive,” says Janine Hearn, Deputy Chief Executive People.
“That’s why a focus of our mahi has been to clearly set out the behaviour we expect of all our people to create that environment, via Te Tikanga Whanonga | our new Code of Conduct(external link), launched in July. For most people, the Code confirms that the values and behaviour they demonstrate every day are spot on.
“However, for those people who behave in ways that are contrary to the Code, our new Managing Inappropriate Behaviour and Conduct Policy will help us to take a fair and consistent approach to deal with breaches; it will ensure everyone involved is clear about their role and the options available to them depending on what has occurred,” says Janine.
Read the full Managing Inappropriate Behaviour and Conduct Policy
Read about our mahi to develop the Code of Conduct and related policies
Summary of feedback from consultation
The draft Managing Inappropriate Behaviour and Conduct Policy was finalised with feedback shared during consultation in September 2024, invited via email, an online form and our unions and associations.
Feedback showed the majority of people found the policy easy to read and understand, and the definitions and procedures clear. Feedback also included a number of suggestions to improve the policy, resulting in changes.
Read a summary of key themes and outcomes from consultation
Criminal Conviction Vetting Policy update
We also received considerable feedback on the draft Criminal Conviction Vetting Policy during September’s consultation. This policy will also help us to have a safe, trusted and positive organisational culture, and to maintain the public’s trust in us, by introducing regular criminal conviction re-vetting for personnel in addition to the vetting we currently do during the recruitment process.
Feedback included, for example, about how confidentiality will be maintained; how the policy and supporting processes will work once rolled out; responsibilities and decision-making; and suggestions to make the policy easier to read. We are continuing to review feedback on this draft policy.
Given the significant change to our organisation to introduce re-vetting, we are taking time to plan the processes, systems, information and resourcing that will be required. The finalised policy and consultation key themes will be shared when we launch the new approach in 2025.
Read more about this mahi
Finalising these two policies supports the delivery of recommendations 11, 12 and 13 in the Te Kawa Mataaho | Public Service Commission review(external link). These initiatives aim to improve the experience people have volunteering and working with Fire and Emergency and are being delivered via Fire and Emergency’s Eke Taumata programme, which you can read more about here: Eke Taumata | The Portal(external link)