Detective
Superintendent
POSITION DETAILS
Location: Auckland
Remuneration
Senior Manager 3
Range:
Title: Detective Superintendent
Reports to:
Assistant Commissioner:
Northern
National Operations
Status:
Office of Constable
Date:
July 2010
Direct Reports: This position has no direct
reports but may lead teams
and task forces with co-opted
staff as required.
PURPOSE
To conduct major inquiries and lead selected teams and task forces dealing with
inter-District crime and operations.
To provide a link between Districts and PNHQ and contribute to the management
of risks to Police integrity and operational performance.
To provide governance and leadership of the Criminal Investigation Branch (CIB)
through the Crime Reference Group (CRG).
KEY ACCOUNTABILITIES
1. Service Delivery
Operations and Investigations Management
• Assists with the planning for major and exceptional operations, including
the preparation of operation orders as required by the Assistant
Commissioner: National Operations.
• Provides supervision and support to managers of major and exceptional
operations or emergency situations as required.
• Assumes management responsibility for major crime investigations (e.g.
mobile serial offenders) and other major operation contingencies as
directed by the Assistant Commissioner: National Operations.
•
KEY ACCOUNTABILITIES (Continued)
• Maintains an overview of major operations and investigations within the
Region to provide quality assurance and national consistency of service
delivery and standards.
• Monitors and reports on specific investigations and operations i.e.
investigation reviews and de-briefs.
Integrity And Ethics Management • Undertakes objective investigations into operational performance.
• Leads sensitive internal inquiries anywhere within New Zealand as
required.
• Monitors areas of possible risk to ethics or standards within the Police and
advise the Commissioner of appropriate remedies.
2. Relationship Management
Establishes and maintains constructive and complementary working
relationships with:
1. National Crime Manager
2. District Commanders
3. National Manager: Operations
4. District Managers: Criminal Investigations
5. Other District Managers
6. Commander: Metro Crime and Operations Support (AMCOS)
(Auckland based position only)
3. General Management
• Ensures systems and behavioural alignment to the integrity, ethics and
values of the organisation.
• Ensures the promotion of values and ethics within the organisation.
• Encourages behaviour that develops a constructive culture as
described by the identified ideal culture.
• Supports and explains decisions made by Police Executive in all
relevant forums and discussions.
• Acts as a source of expert information and advice in their area of
specialisation for managers and staff.
• Ensures the key concepts of Maori Responsiveness, community
orientated policing, partnerships and quality customer service are
adhered to in all projects and initiatives.
• Contributes to meeting Police obligations under the Treaty of Waitangi.
• Develops networks inside and outside the organisation to achieve 'best
result' for the organisation as a whole.
• Fosters a safe environment by integrating safety and health into all
aspects of work practices and places of work.
Detective Superintendent Northern
2
Position Description_dc_ bei July 2010
PERSON SPECIFICATION
I
Values:
The following values are the fundamental principles of behaviour that guide New
Zealand Police. The successful applicant will demonstrate these behaviours.
Integrity
All Police members are committed and loyal to the vision, values and goals of the
organisation. They inspire trust and behave honestly and ethically.
Desirable Behaviours:
• Communicates openly and truthfully with discretion
• Remains impartial and polite in all interactions
• Challenges unethical or unprofessional behaviour
• Maintains confidentiality with discretion
• Respects
confidences
Professionalism
All Police members are aware of the impact of their behaviour at all times.
They maintain self-control, are resilient and present a professional image.
They uphold the rule of law and maintain the guidelines, standards, policies
and procedures set by the organisation.
Desirable Behaviours:
• Remains
objective
• Able to work through and recover from setback or disappointment without
affecting performance
• Controls emotions that may negatively affect performance or interpersonal
relationships
• Seeks, accepts and gives feedback constructively
• Effectively manages conflict
• Adheres to correct policies and procedures
• Maintains political neutrality in public regardless of personal political beliefs
• Maintains high standard of personal appearance
Respect
All Police members understand that their role is to acknowledge and respond to
our diverse society and to serve all people with dignity. In doing so they
recognise the rights, values and freedoms of all people.
Desirable Behaviours:
• Treats all people in a fair, equitable and non-discriminatory manner
• Listens to and respects the point of view of other cultures
• Listens to and respects the views and values of the community
• Open and sensitive to cultural needs
• Shows consideration of diversity
• Takes account of the community and stakeholder views and values in decision-
making
• Adapts communication style in line with needs of the community
• Positively responds to the contribution of all members of Police
Detective Superintendent Northern
3
Position Description_dc_ bei July 2010
PERSON SPECIFICATION (continued)
Commitment to Maori & Treaty
New Zealand Police are committed to being responsive to Maori as tangata
whenua, recognising the Treaty of Waitangi as New Zealand's founding
document. By working with Maori New Zealand Police will enhance safety and
security.
Desirable Behaviours:
• Establishes contacts in Maori community appropriate for role
• Understands sensitivities that arise from Tikanga when dealing with Maori
• Able to discuss Treaty of Waitangi issues and provide perspective within a
policing context
• Encourages others to understand Treaty of Waitangi
• Seeks advice from Kaitakawaenga (Iwi Liaison Officers) in sensitive, complex
situations involving Maori
• Acquires and uses Te Reo Maori in conversation and where appropriate in
documents
Competencies:
The following competencies describe the
essential and
highly desirable behaviours, attributes and characteristics required to be effective in this position.
The successful applicant will demonstrate these competencies.
The three (3)
essential competencies for this position are:
1) Building Partnerships Effective performers work co-operatively with others to build partnerships and
achieve desired outcomes. They actively network, create and maintain
relationships that inspire trust amongst all stakeholders in order to share
information and co-ordinate action effectively.
Desirable Behaviours:
• Uses initiative to take the first step in building relationships
• Develops and maintains effective working relationships
• Proactively develops and maintains networks internally and externally
• Liaises professionally with stakeholders
• Shares knowledge internally and externally to achieve overall objectives
• Asks for information or assistance from others
• Communicates the benefits of working together
(2) Exercising Judgement
Effective performers seek out and make full use of all available information and
experience to resolve a situation. They analyse the options and associated risks
while considering possible solutions within time constraints.
Once the analysis has been completed, they make sound decisions or
recommendations.
Detective Superintendent Northern
4
Position Description_dc_ bei July 2010
PERSON SPECIFICATION (continued)
Desirable Behaviours:
• Objectively
evaluates
situations
• Uses combination of information, experience, and initiative / “gut feel” when
resolving situations
• Identifies risks and acts accordingly
• Identifies causes of problems and takes steps to resolve them
• Consults with others to achieve effective solutions
• Makes and communicates difficult decisions
• Responds quickly and decisively in emergency situations
• Identifies and takes action to minimise risks to service delivery
• Recognises own knowledge or experience gaps and asks for help
(3) Influential Leadership
Effective performers communicate a vision, provide direction, coordinate and
develop individuals and teams. They inspire and motivate others through
personal example, while enabling colleagues to maximise potential. They use a
combination of authority and influence at all levels of the organisation.
Desirable Behaviours:
• Assumes responsibility in times of uncertainty or crisis
• Communicates clear and firm directions when required
• Defines and actively models high standards of behaviour
• Communicates clear direction to all
• Delegates responsibility to enable others
• Supports and inspires individuals and teams to work towards a common goal
• Adopts appropriate leadership style to suit the situation
• Coaches, develops and mentors others
• Allocates and uses resources effectively and efficiently
• Actively promotes success stories
The
highly desirable competencies for this position are:
Accountability for Performance
Effective performers take personal responsibility for achieving personal and team
goals and targets. They set clear objectives and are committed to their work.
They plan, prioritise and use their time and energy effectively to achieve desired
outcomes. They promote accountability in others and take responsibility for their
own actions and decisions.
Desirable Behaviours:
• Sets challenging and realistic goals, targets and objectives
• Manages time effectively to achieve goals, targets and objectives
• Contributes to projects or operations to achieve results
• Takes appropriate responsibility for any delegated work
• Promotes and encourages the desirable performance of others
• Addresses poor performance from others
• Actively seeks out development opportunities
• Demonstrates personal drive and commitment
Detective Superintendent Northern
5
Position Description_dc_ bei July 2010
PERSON SPECIFICATION (continued)
• Stands by own decisions and takes personal responsibility when things do not go
to plan to rectify and learn from them
• Actively participates as part of a team
Building Talent and Managing Performance
Effective performers actively develop employees who report to them. They
explain performance standards and provide timely and honest feedback. They
help employees acquire new skills and knowledge and provide advice from their
own experiences. They identify and facilitate developmental experiences
for employees across the organisation who contribute to individual and
organisational capability.
Desirable behaviours:
•
Is aware of each employee's career aspirations, engagement levels and
abilities.
• Works with each employee to develop and implement individual
development plans
•
Monitors employee performance and engages in frequent discussions about
performance and development
• Supports employees to identify and accept stretch development
opportunities
•
Constructively addresses inappropriate behaviour or poor performance in a
timely manner.
Challenging for Continuous Improvement
Effective performers are flexible and responsive to the changing needs of the
community and organisation. They constantly seek improvement to ensure
effective and efficient service delivery. They demonstrate the ability to adapt to
new situations and promote and encourage initiatives for personal and
organisational improvement.
Desirable Behaviours:
• Constructively challenges established ways of working where improvements can
be seen
• Proactively seeks to improve the service provided
• Identifies obstacles and seeks to remove them or work through them
• Adapts own behaviour to suit changing circumstances
• Actively supports change initiatives and shares good practice
• Implements changes in a measured way that allows appropriate time for
consultation and acceptance
• Recognises internal and external changes, trends, issues and raises them for
discussion
• Willingly seeks out opportunities to exceed service expectations
Strategic Development
Effective performers think strategically when planning for the future. They
develop national, district or service centre strategy that determines business and
operational planning and policy.
Detective Superintendent Northern
6
Position Description_dc_ bei July 2010
PERSON SPECIFICATION (continued)
Desirable Behaviours:
• Focuses on future development
• Considers and evaluates global and national trends
• Promotes and sponsors strategy
• Ensures organisational strategies are aligned
• Ensures priorities are aligned with strategic objectives
• Proactively
monitors
progress
CIFICATIONPERSON SPECIFICATION (cont'd
Technical Skills:
The following knowledge and skills are essential in achieving the purpose and
accountabilities of the position:
• Demonstrates an in-depth understanding of Police operational and
governance issues, particularly in relation to criminal investigations.
• Demonstrates extensive experience in the management of complex and
serious criminal investigations.
• Demonstrates an ability to identify and mitigate risks to Police integrity and
operational performance.
Special Requirements:
• Applicants must be qualified as a Detective.
NOTE
For selection purposes each of the above competencies will be considered in
relation to the following:
1. Potential to perform well in the position, given a reasonable period of
time for familiarisation and/or training.
2. Personal attributes and temperament relevant to the position.
3. General health which will allow for the performance of all duties and
functions of the position.
Detective Superintendent Northern
7
Position Description_dc_ bei July 2010
