Code of Conduct and related policies
Te Tikanga Whanonga | our Code of Conduct is a key foundation of our work to create a safe, positive and inclusive environment for all Fire and Emergency people. It sets out the behaviour and actions expected from all our people, supports them to make the right decisions and judgements, and sets out what will happen if they act outside those expectations.
A suite of policies supports the new standards of behaviour and conduct expected of all Fire and Emergency personnel as outlined in the Code of Conduct. The Eke Taumata programme is currently working to create and/or update these policies and will seek feedback on each draft policy via formal consultation.
The Te Kawa Mataaho/Public Service Commission review (external link)(external link) identified the importance of a single, unifying Code of Conduct that clearly articulates who we are as an organisation and what’s important to us in the way we conduct ourselves, and the way we interact with others.
The review also identified the need to strengthen our policies, particularly around bullying and harassment and our response to unacceptable behaviours.
From 12 February to 10 March 2024, we asked for feedback on a:
- new draft Code of Conduct
- revised draft Bullying, harassment and victimisation policy
- new Unacceptable behaviours schedule.
Thank you to everyone who provided feedback during consultation.
A summary of the key themes and outcomes from consultation is available here.
The Executive Leadership Team considered all feedback and endorsed the changes recommended by the Eke Taumata programme. The finalised documents were launched in July 2024.
Read these documents and learn more: Te Tikanga Whanonga Code of Conduct | The Portal (fireandemergency.nz)(external link)
The Managing Inappropriate Behaviour and Conduct Policy sets out Fire and Emergency’s approach towards managing behaviour that is not in line with our Code of Conduct. When required, it will ensure everyone involved is clear about what should happen, their role, and the options available to them depending on what has occurred.
This policy explains the difference between misconduct and serious misconduct, when suspension/stand-down should be considered, and what other options may be appropriate. It also outlines the processes that should be followed during a suspension/stand-down, and by whom, and the obligations of each party during this process.
The Managing Inappropriate Behaviour and Conduct Policy applies to all Fire and Emergency employees and volunteers.
Read the Managing Inappropriate Behaviour and Conduct Policy
Finalising this policy supports the delivery of recommendations 11 and 13 in the Te Kawa Mataaho | Public Service Commission review(external link).
Policy finalised via consultation
From 3 to 29 September, we invited feedback on the draft policy via email, an online form, drop-in sessions and via the unions and associations. Thank you to everyone who shared their views.
Feedback showed the majority of people found the draft policy was easy to read and understand, and the definitions and procedures were clear.
However, a number of changes were suggested, which have been made, including:
- Clarification about what we mean by suspension and stand-down, with definitions of each.
- New disputes section, which outlines what to do if individuals are unhappy with any part of the process or outcome.
- Appendix with definitions added; numerous changes to simplify language and reorder content, including to better reflect volunteers’ relationship with Fire and Emergency.
- Adding clarification around decision-making, plus more detail explaining what we mean by “support person or representative” for an individual going through the process.
Read the summary of the key themes and outcomes from consultation
All feedback was considered, and the Executive Leadership Team endorsed the changes recommended by the Eke Taumata programme. The finalised policy was launched in December 2024.
Having consistent and uniform criminal conviction vetting for all personnel will help us to have a safe, trusted and positive organisational culture and maintain the public’s trust in us.
It is commonplace for public and emergency service organisations to vet their personnel for criminal convictions, initially during the recruitment process and then re-vetting at regular intervals.
We consulted on the proposed Criminal Conviction Vetting Policy at the same time as the Managing Inappropriate Behaviour and Conduct Policy during September 2024, and received considerable feedback, for example:
- Questions about how confidentiality will be maintained throughout the entire vetting/revetting process including records storage and access to information.
- Seeking clarification about how the policy and supporting processes will work once rolled out.
- Requests for clarity about responsibilities and decision-making, including how bias and conflicts of interest will be managed.
- Suggestions of ways to make the language more accessible, and general improvements.
- Suggestions about how we could launch the finalised policy and associated processes/systems.
We are continuing to review all feedback on this draft policy.
Given the significant change revetting will introduce to our organisation, we are taking time to carefully plan the processes, systems, education and information that will be required and ensure we have the appropriate resourcing to support it in place.
Once this work has been completed, the recommended changes to the policy and the proposed implementation plan will go to ELT for approval, in 2025.
We will then share the finalised policy and highlight the changes resulting from feedback. At the same time, we will launch the systems and processes referenced in the policy and explain how we will transition to it. Details to follow.
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