Police Bulletin Issue 363 October 2011

PoliceBULLETIN

i s s u e n o . 3 6 3 o c t o b e r 2 0 1 1

Education and Training Command—leading QPS into

the future

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PoliceBulletin363 3

Evolving through Education and Training

This edition of the Police Bulletin features the Education and Training Command (ETC).

Whilst training and education have always been an essential and ongoing part of the Service, it has until recently been a part of the Human Resources Division.

In our organisational structure the ETC remains properly within the Corporate Services stream, reporting to the Deputy Chief Executive, Resource Management Mr Paul Brown.

The ETC will continue to work closely with the Human Resources Division as their roles are closely interwoven.

Former Chief Superintendent of the Southern Region, Tony Wright is the first Assistant Commissioner for the new ETC. His senior team includes Chief Superintendent Allan McCarthy, Ann Motteram and Superintendents Paul Lostroh and currently Mark Plath who is moving to head up the Strategic Performance Branch.

One of the reasons for creating the ETC was the work associated with the establishment of our new Academy.

It is currently planned to open in 2014. This is also our 150th year (sesqui-centenary) as an organisation.

The new Academy (Westgate) at Wacol is well positioned to enable future growth and accommodate our needs.

More significantly though it will be our symbolic home. It is my hope and belief that the new Academy will, unlike its predecessors the Police Barracks at Petrie Terrace and the Oxley Academy, be permanent and be there for all time—that many years from now it will have a tradition similar to other permanent facilities such as Duntroon at Canberra and West Point and the FBI Academy in the USA.

Queensland is the only police jurisdiction that I am aware of that has two academies. The Townsville campus of the QPS Academy has served us well for many years. It enables people who live in central and north Queensland to train and then work in the three related police regions—Central, Northern and Far Northern. It also reflects the fact that we are one of the largest Police Departments

in the English speaking western world, with one of the largest geographically and decentralised areas.

Our job, regardless of the role we have, is becoming more complex and difficult. The expectations and demands on us increase with each year and given the world we live in, there is a degree of inevitability that comes with this. We should welcome that our Government and community look to us as an organisation who provides safety, security and support; and who works in partnership to solve problems and deals with issues in a timely, sound and effective way.

We will only match those challenges and expectations if a number of key things exist. They include our ethical values, our commitment, our professionalism, our skill and knowledge, our training, and career-long self development. The ETC and members in training roles across Queensland have a fundamental and essential role in this, but the QPS as a whole shares equal responsibility.

executive editor

Matthew Rigby

editor

Paula Hedemann and Emilee Woolcock

editorial Assistant

Hayley-Clare Story

statement of purpose

Police Bulletin is a free bi-annual public

information document intended to provide

a record of initiatives and achievements,

an insight into the operations of the

Queensland Police Service, and base

research to interested members of the

community. Each edition is available

from police stations, district and regional

offices, and Police Headquarters,

Brisbane.

Front cover

Photo by Sergeant Clint Hanson

Photography

Unless otherwise indicated

photographs throughout this publication

were provided through the associated

branch or unit, or taken by QPS

Photographics Section or the Media

and Public Affairs Branch.

Media and Public Affairs Branch

Police Headquarters

GPO Box 1440

Brisbane Qld 4001

Telephone: 07 3364 6256

Facsimile: 07 3364 6268

Layout and design:

Wendy James

Graphic Designer

Graphic Design Services

Advertising contact details:

Martyn Hewett

0422 523 583

© State of Queensland

(Queensland Police Service) 2011

LicencePolice Bulletin by Media and Public Affairs

Branch, Queensland Police Service, is

licensed under a Creative Commons

Attribution (BY) 2.5 Australia Licence.

Please note: Where indicated, copyright

of individual images remains the property

of the photographer and/or organisation

identified, and is not covered by this

Creative Commons Attribution.

The information contained in this publication

was true and correct at the time it went to print.

PoliceBulletin3634

C O N T E N T SMessage from Commissioner Atkinson . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

Message from Deputy Commissioner Barnett . . . . . . . . . . . . . . . . . . . . . . 6

Message from the Minister . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

Education and Training Command–an academy for the real police officer . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

PROVEing ability . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

Justice Entry Program–the making of leaders . . . . . . . . . . . . . . . . . . . . . 12

Policing Skills Program teaches thought before action . . . . . . . . . . . 14-17

Shaping futures with Northern education . . . . . . . . . . . . . . . . . . . . . . . . 19

Driver training skills run in family . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20

First Year Constable program–from recruit to officer . . . . . . . . . . . . . . 22

Facing the challenge of major events through the Incident Command Development Unit . . . . . . . . . . . . . . . . . . . . . . . . . . . 24

Detective training on the cutting edge of investigative policing . . . . . 27

Earning your stripes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28

Creating leaders who make a difference . . . . . . . . . . . . . . . . . . . . . . . . . . 31

Senior leaders step-up . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33

Staff members benefit from training opportunities . . . . . . . . . . . . . . . . 35

Education and Training Support Program–the driving forcebehind training innovation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36

Westgate Academy, the future hub of police training . . . . . . . . . . . . . . 39

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PoliceBulletin363 5

PoliceBulletin3636

Information management to reduce road trauma

I-TAS ImplementationThe I-TAS Project commenced in a staged roll out to all regions in June 2011. It is now reaching its conclusion, with the final region (Northern Region) trained in September 2011. All I-TAS Project related activities are scheduled to be completed and handed over for Operational management as at 30 September 2011.

The I-TAS Project has provided Operational Traffic Police with an integrated, traffic-related intelligence-based application that will allow better asset management and deployment of resources. It provides a replacement for the legacy state-wide Traffic Returns and Complaints System (TRACS) and Random Road Watch Program. It also draws information from various local databases to ensure that the information used by all operational officers is from the ‘source of truth’, improving data integrity, quality reporting and enhanced analytical capabilities.

I-TAS contains a rich mapping component which can be

used by supervisors and Officers in Charge to visually display current trends in crashes and proactive enforcement activities relating to their organisational unit. It also interfaces with traffic related applications such as TSRS and TINMS so that speed camera and ticket enforcement activities can be easily reviewed on a daily basis.

The Queensland Police Service plays an integral role in the regulation and control of traffic within Queensland with the overall aim of reducing the incidence of road trauma.

The costs of road trauma to the Queensland community is in excess of $1 billion per year. Combined with a significant projected population growth in Queensland, it is expected that licence holders will reach 3.1 million by 2011. The demands to maintain advanced traffic policing services over approximately 175,000km of public roads are ever increasing.

I know that once officers become familiar with the I-TAS application their own ingenuity and skills will allow full utilisation of the I-TAS system. This will allow us to reduce road trauma through the delivery of improved information management which supports more accurate and timely decision making.

CHOGMThe next Commonwealth Heads of Government Meeting (CHOGM) will be held in Perth, Western Australia in October 2011.

As a result of a request from the Western Australia Government and Police, the QPS will deploy 125 members to CHOGM, ranging from general duties police to specialist police including close personal protection staff, intelligence officers, specialist response staff and media and public affairs officers.

These officers will be involved in a range of functions including venue security, traffic duties, media support, close personal protection duties and specialist response.

The deployment of these specialist officers provides for an excellent opportunity to develop and exercise our interoperability with other States and Territories, and for the Queensland Police to further enhance our capability for dealing with major events.

Support is also being provided to Western Australia in various forms from all States and Territories to ensure this important event is successful.

The Queensland contingent will be supported by an appropriate command structure lead by a

contingent commander who is a Superintendent from within Operations Support Command. Additionally Assistant Commissioner Pointing, Operations Support Command will be attending Western Australia during the actual meeting dates as the overall Commander of the contingent and in an observer capacity for the event.

I am confident that all members attending will continue to enhance the professional reputation of the Service during their deployment.

FroM DePutY coMMissioner bArnett (sPeciAlist oPerAtions)

PoliceBulletin363 7

Upholding QPS standards through education and training

The career of a police officer is one of honour, integrity, and professionalism, which requires a remarkable commitment to public service and dedication to upholding law and justice at all times.

As a necessary part of making sure officers are best placed to fight crime in our communities, the Queensland Police Service’s commitment to training and education of its officers and civilian support teams are second to none.

Officers have proven themselves physically, emotionally and intellectually qualified for the demands of being a police officer, completing one of the most rigorous selection processes for any occupation in the country—quite an accomplishment in itself. And although our officers would not currently be serving if they did not meet the high standards demanded of them, the QPS has a responsibility to play an important role in continuous improvement.

The QPS has recognised this in the appointment of Assistant Commissioner Tony Wright APM to head up

the Service’s Education and Training Command.

Assistant Commissioner Wright has had a long history with the QPS, as well as time with federal law enforcement agencies and brings a wealth of experience and knowledge to the position.

For the Government’s part, we have committed significant resources towards the education and training of officers, most notably in recent years to the Westgate Academy project.

The Westgate Academy will be a world-class facility in every aspect and will deliver a full-range of education and training programs for trainee and operational police.

I joined with Police Commissioner Bob Atkinson last year to officially open the driver training component of this facility and the remainder is expected to be fully completed in the 2014/15 financial year.

Other facilities still to be completed include special operations training, two indoor firearms ranges, a scenario village, a simulation training facility and fresh water training facility. It is expected that over 1000 QPS employees will work from the

Westgate Academy, as well having the capability to train around 700-1000 recruits each year.

The contribution made by police to the daily lives of Queenslanders cannot be underestimated, and the work undertaken to help keep Queensland a safe place to live and work ultimately enhances the quality of living for all in the State.

The QPS is constantly working to implement improved training and education regimes and upgrades facilities wherever possible. This is an important part of ensuring we are best placed to respond to the evolving law enforcement demands placed on us well into the future.

FroM neil roberts MP

Minister For Police, correctiVe serVices AnD eMerGencY serVices

PoliceBulletin3638

Education and Training Command—an academy for the real police officerEducation and Training

Command Assistant

Commissioner Tony Wright

first walked the grounds

of the Queensland Police

Service (QPS) Academy at

Oxley 31 years ago when

he was a recruit in 1979. He

never imagined he would one

day be involved in shaping

the future direction of police

education and training.

Assistant Commissioner Wright previously served as District Officer for Toowoomba, then Operations Coordinator for Southern Region, before his appointment as Assistant Commissioner in late 2010 to the newly established Education and Training Command. The command includes both the Townsville Police Academy and the

Oxley Academy, which is

transitioning to the Westgate

Academy at Wacol.

Assistant Commissioner

Wright said he had embraced

his new position and had a

strong vision for the future of

the QPS Academy.

“I have experienced a steep

learning curve in my first eight

months, having stepped into

an education and training environment after operational policing roles,” Assistant Commissioner Wright said.

“But I have a good team, including Chief Superintendent Allan McCarthy, who understands the driving force behind the Education and Training Command—that is to produce knowledgeable and

skilled police officers and staff members to serve the Queensland community.”

All recruits go through the Police Recruit Operational Vocational Education (PROVE) program and spend 30 weeks at the academy before being assigned to a policing region for 12 months to complete their training as a first year constable.

“We are about to commence a trial at the start of next year aimed at reducing the time frame that recruits need to be at the academy to 22 weeks,” Assistant Commissioner Wright said.

“The trial will commence at our Townsville Academy and be benchmarked against the intake at Oxley.”Assistant Commissioner Tony Wright, with the support of Chief Superintendant Allan McCarthy, Education and Training Command,

ensure that all officers and staff of the QPS are provided with the right educational grounding and support.

Photo

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Clint

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PoliceBulletin363 9

The PROVE curriculum has also undergone a re-adjustment with a focus on recruit assessment enhancing their skills and aligning to their job description.

“The majority of jobs first year constables attend are traffic crashes, stealing, break and enters and domestic violence offences, and operational tasks include completing court briefs, taking statements and working through QPRIME.

“We have adjusted our programs to ensure the skills taught are closely aligned with the needs of the region, and to teach the recruits the fundamental skills needed to ensure a quick transition from recruit to first year constable.”

The new Police Academy at Wacol is scheduled to become operational in 2014 to coincide with the 150th anniversary of the Queensland Police Service. With the new academy in sight, Assistant Commissioner Wright has many future visions for the Education and Training Command such as offering potential recruits the option of completing some of the foundation subjects such as legal studies outside of their vocational program.

“A large group of our recruits are coming to the academy with financial and family commitments, which makes it challenging to live off a recruit wage for 30 weeks,” Assistant Commissioner Wright said.

“In the future, we intend to establish distance education courses to alleviate that pressure by allowing potential recruits to study the fundamentals with flexibility.

“Once they have completed the subjects they will need to pass the barrier test before they can start on their vocational course. The distance education will reduce the time recruits need to be at the academy.”

Assistant Commissioner Wright has a strong background in the area of investigation and intelligence. After commencing his career as a general duties officer, he served as an investigator in the area of child exploitation, child abuse and surveillance and intelligence activities.

He was seconded to the National Crime Authority prior to a secondment to the Fitzgerald Inquiry. From 1996 he spent four years as the Manager, National Intelligence Assessments, with the Australian Bureau of Criminal Intelligence in Canberra before transferring

to the Mackay District in North Queensland as a district inspector.

Assistant Commissioner Wright said that along with the PROVE Program, Detective Training was also an area which was being redeveloped.

“There are three phases of training a plain clothes officer needs to complete before they are eligible for a detective appointment. We would like to ensure an officer is enrolled in phase one within six months of being appointed into a Criminal Investigation Branch (CIB) or Child Protection Investigation Unit (CPIU) as a plain clothes officer,” Assistant Commissioner Wright said.

“Previously it was taking too long for an officer to commence phase one, which was unacceptable. We have

also added an additional week

to phase two which focuses

on investigative interviewing

techniques.”

The Education and Training

Command offers an academy

for all police officers and

staff members. Assistant

Commissioner Wright said

instructors and facilitators

periodically undertook

secondments in operational

areas to ensure the curriculum

remained current and

relevant.

“We need to ensure they are

keeping up to date with their

operational skills to ensure

their teaching practices are

a match for the operational

policing environment,” he

said.

By Michelle Fleming,


Assistant Commissioner Tony Wright has enjoyed a diverse career with the QPS preparing

him for his new role leading the Education and Training Command into the future.

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Dragging a 75kg mannequin 40 metres from one end of a gymnasium to the other, sprinting 80 metres and then dragging it back to its original position is some feat for a 52kg officer. How does Recruit Deb McLachlan do it?

“You squat down so your back is supported. You roll your shoulders back and keep your head up. You stay physically and mentally strong. Above all, you don’t give up,” she said.

That mannequin could be you or I, unconscious in a burning car, and the ‘dummy drag’ is just one of the drills police recruits practice to perfection.

All recruits undertake the intensive 30-week Police Recruit Operational Vocational Education (PROVE) program, which is offered at both the Oxley and the Townsville police academies.

Recruit McLachlan is 15 weeks into her program, but becoming a police officer has always been in the back of her mind.

“I first wanted to become a police officer when I was 18 and living in Adelaide. I tried to join the South

PROVEing ability

Power-house recruit and mother of two, Deb McLachlan lives

her long-time dream of becoming a police officer, entering

training at the QPS Academy in the PROVE program.

Photo

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PoliceBulletin363 11

Australia Police, but I was too short. They wanted 5’6”, and I’m only 5’4”, she said.

“Then when I moved to Brisbane in 1991, I met my

husband who had just graduated from the police academy. I got busy working as a personal trainer and coach, running fitness programs for kids, and raising two children.

“Now he is a Sergeant with the South Brisbane Traffic Branch, our kids are 12 and 14 years old, and I’m ready to take up the next challenge. It’s a big commitment and a

complete life change, but my family is very proud of me.”

The PROVE program gives participants the foundations

to become a police officer. The program is full time, with students expected to study and complete assignments in their own time. Participants complete modules on topics

such as community safety, legislation, property, traffic and juveniles, followed by an exam and then practical work based on scenarios and role play.

To be eligible for PROVE, applicants need to possess a tertiary qualification, life experience and a high level of fitness.

“I already had a Certificate III and IV in Fitness plus lots of life experience, which I think played a big role in my application,” Recruit McLachlan said.

“Physically, it helps if you are already fit before you come

to the academy. By the end of week 15 we are supposed to have completed our ‘triple’—that’s the dummy drag, obstacle course and ‘beep’ test. If you get the triple done early, then you can concentrate

on your studies without the added pressure of trying to get your fitness up to standard. I did mine in week five.”

At 44, Recruit McLachlan said she was the oldest female in her group, which comprised 21 men and women of varying ages.

“Despite the age differences, there’s a great camaraderie between us, not just within our group, but with other groups at the academy. There’s a good support network too; we have Human Services Officers and Learning Support Officers.

Our facilitators, Sergeant Miley and Sergeant Cooper, are terrific. If ever you’ve got problems you’ve got someone to talk to.”

In the future, Recruit McLachlan said she hoped to combine her passion for policing with her love of working with young people.

“I’d love to work with youth, and can see myself at a station that is linked to a PCYC, or even as a school-based police officer or adopt-a-cop. A position in the Child Protection Investigation Unit is another option,” she said.

“In hindsight I’m glad I didn’t do this at 18; I was not mentally or emotionally ready. You have to be prepared and your family has to be supportive. It will be hard, there will be challenges along the way, but it’s a fantastic thing to do and everybody I’ve dealt with has been terrific.”

By Paula Hedemann, Media and Public Affairs Branch

Recruits in the PROVE program

prepare for a diverse role as a police

officer learning the right skills through

physical fitness training, practical role

play and theory-based study.

Photos by Sergeant Clint Hanson, Police Photographic Section

PoliceBulletin36312

The journey to becoming a police officer is not an easy one. Although the path is well signposted, the qualifications required to take the first step could exclude some of our finest future officers.

For Justice Entry Program (JEP) Trainees Hayden Lea and Tennille Leschke, a career in policing always seemed a slightly unattainable goal, due to the prerequisite of at least 200 hours of tertiary education.

Both trainees are now eight weeks into the six-month, full-time JEP, an alternative pathway to recruitment for Indigenous Australians who lack tertiary qualifications.

The JEP provides participants with a Certificate IV in Justice, a nationally recognised qualification which has been tailored specifically to Aboriginal and Torres Strait Islanders.

Trainee Lea said the idea behind the program was to

help Indigenous students qualify for the Police Recruit Operational Vocational Education (PROVE) Program.

“The idea is to get everyone up to the same base level. So, as well as doing the Certificate IV studies, the topics also include things like time management and study techniques to prepare for PROVE,” Trainee Lea said.

“I’m finding the study challenging, but we are all doing it together and we can

bounce ideas off each other. Being part of a small group is very supportive.”

Trainee Leschke said the study had also been a concern for her, but found she was coping well with the workload.

“The assessment is mainly based on assignments, but you are well prepared to tackle them. You’re given good information and enough time to get your head around it,” Trainee Leschke said.

“At the moment we are studying the justice systems in different cultures, comparing Vietnamese, Islamic, Aboriginal and other systems. We’re gaining awareness and understanding of other cultures.

“Field trips are also part of the course. Recently we visited the old jail to gain a broader understanding of conditions in the past, and later we will visit the modern Brisbane Watchhouse.”

Trainees Lea and Leschke are part of a group of eight students currently enrolled in JEP, comprising four men and four women. One of the youngest groups so far, Trainee Lea is the second oldest in his group at 26 years of age. The oldest student is a 28-year-old man, while the remaining students are around 19-20 years.

The JEP is offered at the Oxley Police Academy and, like Police Recruits, the JEP participants attend classes from 8am–4pm Monday to

Justice Entry Program—the making of leaders

Justice Entry Program (JEP) Trainees, Hayden Lea and Tennille Leschke step up to the mark, satisfying their assessment

requirements for a Certificate IV in Justice while also having to meet additional physical and psychological fitness standards.

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Friday, and have the option of living in at the academy. While Trainee Leschke lives not far from the academy, Trainee Lea has chosen to live in, along with another four of his colleagues.

“I have left a partner and my pet dogs behind in Townsville to attend this course. It’s a challenge being away from home, but living in is great. We can use the facilities whenever we want and it’s good for networking,” he said.

“There is a really good culture here in the academy—everyone wants you to succeed and will go out of their way to help you. The library staff are amazing; I can’t speak highly enough of them. Denise Desnica is great. She will come over and have a chat with you and you don’t realise until later how much you really needed that chat.”

Trainee Leschke said the encouragement offered by not just the staff but also other students helped make the program a positive learning experience.

“When we first arrived here at the academy, previous JEP students who are now in the PROVE Program came and introduced themselves and welcomed us. We also have a Learning Support Officer, an Indigenous lady called Janelle McCarthy.

“The facilitators are very accommodating of personal circumstances. I play soccer in my own time and I’ve been selected to compete in New Zealand. I thought I would have to miss out, but they’ve allowed me the time off to go.”

While the requirements for tertiary education is a hurdle that can be overcome, JEP students are subject

to the same physical and psychological fitness standards as police recruits.

“You need to pass a physical skills test and psychometric testing; these are the same tests the recruits are required to pass,” Trainee Leschke said.

“The physical tests include a hang test, where you need to be able to hang from a chin bar for at least three seconds, push ups, and a beep test, where you have to run back and forth between two points in ever decreasing intervals. These tests weren’t really a problem for anyone in our group as all of us are pretty fit already.”

Trainee Lea said the course content also included a physical skills education component.

“Besides physical skills, we learn the theory behind it—how the body works, how to get your cardio fitness up. The facilitators are really open to assisting you on a personal level. You can have a personal fitness program developed or a personalised eating plan.”

While participants earn a wage completing the JEP, both trainees said they had abandoned higher paying jobs to enrol. Trainee Lea was selling insurance, while Trainee Leschke was a customer service representative.

“For me, the sacrifice is well worth a career in the QPS,” Trainee Leschke said.

“It’s a job that will always be changing. In my old job I was nine to five on a computer all day. I just can’t face doing that for the rest of my life.”

Trainee Lea said the reduction in salary was more than compensated for by the opportunities that lay ahead.

“The majority of us have taken a pay cut to do this, but if you look at the bigger picture, then you manage these things. This is a quality of life issue. It’s a career I’ve always wanted, so I’m prepared to make sacrifices.

“I’m uncertain of where I will be posted or what I will be doing. At this stage I’m thinking dog squad, but there are so many different options that I don’t even know about yet. You can set your sights as high as you want. And it means a lot to me for my family to be proud of me.”

Trainee Leschke said her parents were extremely proud of her participating in the JEP.

“I’ve always wanted to do this and now I’m finally going for it. Indigenous people are not always expected to succeed, but my parents are really proud of what I’m doing. Everyone has a different story though; sometimes there can be mixed reactions from relatives. We are both very lucky to have supportive families.

“I would definitely recommend this course to

other Aboriginal and Torres Strait Islander people. It’s just crazy how much support there is. I thought you just came here as an individual and did the course by yourself. In reality, you are doing it as a group. You’ve all got the same goals, you help each other out. I have never regretted taking this on.”

Trainee Lea said he agreed working together as a group was a significant advantage, and that he would urge other Indigenous Australians to enquire further.

“It would be tougher if we weren’t doing it as a group. And by the time we’re finished, we’ll be well prepared for the PROVE Program. We will have already been here at the academy and know how to act and not have that nervousness.

“We will have what it takes to become leaders. I’m really looking forward to that,” he said.

By Paula Hedemann,


JEP Trainees Lea and Leschke hit the books in preparation for their entry into the

PROVE program.

PoliceBulletin36314

Policing Skills Program teaches thought before actionLong gone are the days when Queensland Police Service (QPS) officers were appraised on their skills and skills alone.

Their ability to shoot at a paper target, apply a wrist-lock to an offender or strike a baton correctly are still required tactical skills, however it is their capacity to make ethical decisions, justify, and articulate their actions that are true indicators of their aptitude as a police officer.

Introduced in 1996, the Situational Use of Force (SUOF) Model has found its way into all levels of policing and assists in the process of taking skills learnt in training and applying them to an incident as it evolves.

Training officers and recruits in each of the 11 ‘use of force’ options available is overseen by the Policing Skills Program, based at the QPS Academy at Oxley. This program provides initial training for recruits and develops ongoing training for operational police. The areas covered by the Policing Skills Program include Operational Skills and Tactics (OST), Firearms and Officers Safety Training (FOST) and Physical Skills Education (PSE).

The curriculum is developed with input from policing regions across the state, and addresses recommendations from Crime and Misconduct Commission reviews and Coronial investigations. Inspector Robyn Crozier, Manager of the Policing Skills Program, said the curriculum evolved to reflect best practice and community expectations.

“From our perspective there has been a significant shift in Operational Skills and Tactics training in the last 10 to 15 years,” Inspector Crozier said.

“Skill proficiency in any use of force application is only a small part of what we teach. It is another step from being able to safely use that skill to then be able to articulate and justify those actions in context of legislation and QPS policy and procedures.”

When confronted with a situation where force is needed, the SUOF Model gives officers a decision making tool that can be applied to all situations and ensures they are operating within the legislative framework. Officers must comply with the model’s guidelines—that the use of force must be authorised, justified, reasonable, proportionate,

appropriate, legally defensible, tactically sound and effective.

“Officers learn to continuously re-assess the threat, looking at the risks and circumstances surrounding the incident,” Inspector Crozier said.

“Where needed, officers have a number of options available to them and can escalate or de-escalate the use of force depending on the situation. In the end, the aim is to regain control and safety for all parties by bringing the situation to an appropriate resolution using the minimum amount of force necessary.”

Decision making under stress can be a hard skill to master, and the Policing Skills Program relies heavily on scenario-based training to teach officers to be able to justify a decision to use force.Recruits choose appropriate options from the Situational Use of Force Model to

resolve scenario-based situations, taken from real-life policing examples.


“Some officers find it difficult to articulate their course of action. Realistically, what is under greater scrutiny than the application of force is what was going on in their head—how they determined that course of action,” Inspector Crozier said.

“If an officer decided to use a taser, what was the decision making process? What was the risk, what was the threat, and was this considered to be good professional practice? These are some of the questions QPS officers must ask themselves and be accountable for afterwards.”

Inspector Crozier said people often thought that use of force was limited to physical means. However, tactical communication—communication used to achieve a resolution—is strictly reinforced as mandatory in their use of force process.

“Sometimes the mere fact that the officer is present, in uniform, in a marked vehicle, and acting with the authority of his or her position is enough to influence behaviour without physically using force,” she said.

By Emilee Woolcock, Media and Public Affairs Branch

Scenario focus for Operational Skills and Tactics

Taking the SUOF Model into consideration, the facilitators of the Operational Skills and Tactics (OST) Program have developed a program of dynamic interactive scenario-based training.

Senior Sergeant Damien Hayden, Officer-in-Charge of OST, said this form of practical training helped develop competence in the use of force process.

“Scenario-based training makes trainees, whether recruits or operational officers, work harder to

use the correct techniques and to justify and articulate their decision,” Senior Sergeant Hayden said.

“The scenarios have been taken from real life situations and are designed for maximum impact on learning. Scenario-based training is also a valid form of stress inoculation—we can see how officers perform and recognise where their strengths and weaknesses lie.”

All officers up to and including the rank of Senior Sergeant undertake OST training annually. The training One of the most difficult challenges for a police officer or recruit is to

establish a degree of control over another person, to deter them from

negative behaviour and to negotiate, using their verbal skills and their

‘presence’ and without laying a hand on them.

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Communication Skills

Conducted Energy Weapon

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Firearms

Oleoresin Capsicum (OC)

Spray

Open Hand Tactics

Presence

Restraining Accoutrement

Tactical Withdrawal

Situational Containment

Situational Use of Force

(SUOF)Model

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includes a static skills and theory component, followed by scenario-based training where students apply these skills and knowledge in workplace simulations.

“Putting theory into practice is essential. Realistically they are matching their technical abilities with a real-world, real-time, unfolding scenario and then at the end they are called upon to explain and justify why they did what they did,” Senior Sergeant Hayden said.

“All scenarios are dynamic and aimed to suit the diversity of QPS officers. There is no ‘set way’ to operate in a particular situation. Tactics used by a 22-year-old Constable can be entirely different from those of a 58-year-old Senior Sergeant, but both can achieve the same outcome.

“One may deploy a taser and the other may use a hands-on approach. They have a choice of options to bring a situation safely under control and minimise any risk for themselves, their partner or any other person involved,” he said.

Senior Sergeant Hayden said scenarios were not necessarily devised to require a resolution through an application of force.

“They are open to any number of means of resolution and using the least amount of force is strongly encouraged. What we ask is that officers assess the situation and then continually re-assess the scenario as it evolves. We want police to respond and not just ‘react’. This is why we ask officers to monitor themselves and

be able to justify their course of actions when lawfully applying force to resolve policing incidents.”

Senior Sergeant Hayden said beginning to train new recruits in handling emotions and monitoring levels of force could sometimes be challenging.

“While some find it hard to move forward from ‘talk’ to ‘action’, others have a low level of situational awareness and anticipation of risk. These are things that can’t necessarily be taught in a classroom, but learnt through appropriate scenario training and on the job experience.”

When asked to identify the most difficult aspect of use of force training, Senior Sergeant Hayden said, “Tactical communication.”

“One of the most difficult challenges for a police officer or recruit is to establish a degree of control over another person, to deter them from negative behaviour and to negotiate, using their verbal skills and without laying a hand on them.

“An officer who can do this will always be regarded as an asset,” he said.

By Emilee Woolcock, Media and Public Affairs Branch

Skill and confidence paramount in firearms trainingA police officer’s decision to draw a firearm is a choice which can never be taken lightly. The Firearms and Officer Safety Training (FOST) unit based at the Oxley Academy is committed to training police recruits to the highest possible standard, enabling confidence within this critical thought process.

Acting Sergeant Rozanna Henriksen is a FOST instructor, dedicated to educating future police officers on the decision making process involved in the firearms option, which is designed for use in a high-threat situation.

Acting Sergeant Henriksen said the course components were set out specifically to provide police recruits with the necessary skills to make the best judgement call at the time.

“Police recruits go through various components of the PROVE program here at the academy and part of that program is a two week firearms and officer safety course,” Acting Sergeant Henriksen said.

She said combining theory with practical instruction was the key to instilling confidence in a police recruit potentially facing a critical incident.


“It is a real balance of theory, law and practical instruction, so they’re getting both the lectures, instructor demonstrations and then the chance to demonstrate it, all of which builds confidence,” she said.

As most recruits who attend the academy have not handled or even seen a firearm, Acting Sergeant Henriksen said there were mixed reactions from recruits while attending FOST.

“Pretty much any member of the public you can think of will come through the academy as a recruit and most of them have never had any experience with firearms whatsoever. That’s why we offer them very close, one-on-one coaching to get them through.

“We build up their skills and their confidence and by the end of the two weeks they’re drawing their firearms and demonstrating a skill level that is proficient and well

calculated.”

Acting Sergeant Henriksen said it was mandatory for police recruits to pass all aspects of the course in order to graduate.

“They have to be able to demonstrate skill, and they need to be able to articulate policy and procedure—then they need to be able to say why they drew their firearm and explain their risk assessment.

“The most important role at FOST is teaching recruits the thought process that justifies their decision to draw a firearm. There needs to be a serious and imminent threat of death or greater bodily harm to use that use of force option,” she said.

By Chrissie McLeod, Media and Public Affairs Officer

Glock training pistols

These exceptional training aids are used to practice weapon handling drills including immediate and stoppage drills, holster drawing, trigger prepping, and striping, as well as during training scenarios.

The non-lethal marking cartridges use a detergent based, water soluble colour marking compound to represent visible impacts on a target to allow accurate assessment during simulated scenarios.

Acting Sergeant Rozie Henriksen combines theory with practical instruction

to instill confidence in a police recruit potentially facing a critical incident.

A recruit speaks into his radio,

articulating his decision to draw a

firearm in one of the Firearms and

Officer Safety Training scenarios.

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Shaping futures with Northern educationIn the northern reaches of

Queensland, the Townsville

Police Academy stands as a

fundamental stepping stone

for developing recruits into

finely trained and educated

police officers. Like its

southern counterpart at Oxley,

Brisbane, it facilitates world-

class policing but takes a

slightly different approach to

recruit training.

The Townsville Academy

operates under an integrated

training program with

facilitators—either Sergeants

or qualified staff members—

guiding recruits through their

training from beginning to end.

Currently nine facilitators lead the initial service training, jumping from theoretical studies to communications, tactics, driving skills and operational skills training. This differs from the Oxley campus which has separate facilitators for each individual training component.

Acting Inspector Paul Caswell, usually the intake coordinator for recruit training, said having facilitators interacting with recruits every day had both immediate and long-term benefits.

“It’s a compact staff to oversee the group; everyone has a role to play and we need all hands on deck,” Acting Inspector Caswell said.

“Facilitators get to know the recruits on a deeper level, allowing them to identify strengths and weaknesses early on, producing a well trained and prepared police officer.”

Currently, 42 Townsville recruits are undertaking 30 weeks of training to earn their badge. It’s a smaller figure compared to the Oxley Academy, but an ideal number for Townsville’s physical and human resources.

The Australian Army maintains a strong presence in the north, with the light infantry 3rd Brigade and the Army Reserve designated the 11th Brigade located in Townsville. As a result, the academy has a high proportion of former military personnel looking to extend their line of duty, representing an average of 15-25 percent of each intake.

With the Oxley Academy situated within the boundaries of Queensland’s capital, Townsville’s academy is comparatively remote. However, with most of the recruits coming from either Townsville itself or the surrounding areas, the academy is physically closer to their homes and loved ones. Acting Inspector Caswell said this continued to be a huge draw card in recruitment.

“The prospect of living at home and having only a short commute during training is incredibly attractive for recruits,” he said.

“Having family and friends within reach no doubt helps aspiring police officers persevere and succeed through the course. Those who board at the academy also have the luxury of visiting family and friends more often, along with the motel style accommodation provided.”

While Townsville’s method of delivery varied from Oxley’s, Acting Inspector Caswell said the academy went to great lengths to ensure consistency in the training across both campuses.

“We have the same academic modules and assessment, guidelines and principles. But we find that what we do differently also works well,” Inspector Caswell said.

When recruits sign on to be based in Townsville, they do so knowing they are expected to serve in the Northern, Far Northern or Central regions. It is a prerequisite that Acting Inspector Caswell said provided a great footing for police officers just starting their career in community service and law enforcement.

“Recruits gain firsthand experience of the vastness and diversity within the state and its people working in areas from Gladstone to Cairns, Mount Isa and Cape York.

“It is an opportunity to serve in the rural and remote areas of Queensland—areas that would otherwise be missed if they were to begin in central or city locations,” he said.

By Lucy Emlyn-Jones, Media and Public Affairs Branch

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Acting Inspector Paul Caswell says that the Townsville Police Academy offers

both suitable and quality training services to North Queensland’s recruits.

Driver training skills run in family

PoliceBulletin36320

QPS driver training has come a long way since

humble beginnings at the Caboolture Raceway,

now based at the Driver Training Centre at Wacol

where recruits learn the system of vehicle control.

Sitting on a bench seat in the back of a police issue XB Falcon being driven by a recruit was one of the first introductions Sergeant Lindsay McGinn had to QPS driver training—and he was only a child.

Sergeant McGinn has fond memories of going to work with his dad who was a driving instructor in 1970. The late

Sergeant Gordon McGinn was one of the first QPS driving instructors to set the foundations for the driver course that is an important part of recruit training.

“We would head out to the Caboolture Raceway which was a cow paddock,” Sergeant McGinn said.

“The recruits had to negotiate around logs that were laid out as the obstacles. I learnt all about system vehicle control from a very young age.”

Sergeant McGinn has been with the Queensland Police Service (QPS) Academy for seven years as an instructor

for the Driver Trainer Unit and said it was a coincidence to be following in his dad’s footsteps, but an easy decision to make.

His dad may have taught him how to drive, but Sergeant McGinn said a lot had changed since the times of cow paddocks.

“Recruits have a two-week block of driver training where they learn the basic defensive driver skills to meet the expectations of a policing environment,” Sergeant McGinn said.

“We cover various driving situations which take place in the city and in a country environment, and also ensure the recruits can change a tyre.”

Recruits learn the skills of driving using the system of vehicle control, which enables them to scan environments appropriately to detect crime while driving, and engage appropriate driving standards when lights and sirens are required.

“There are no tricks to driver training; we want our recruits to be able to scan and identify

hazards by looking as far ahead as possible,” Sergeant McGinn said.

“The further you look ahead the better you will

be. Scanning, having a driving plan involving a continuous risk assessment, and executing your plan all come under the system of vehicle control.”

Although Sergeant McGinn isn’t the type of instructor to trick his recruits, he does have a pet hate.

“Everyone, not just recruits, needs to make sure they are in the correct road position,” Sergeant McGinn said.

“The majority of drivers drive in the centre of the lane. You need to maximise your road position and keep to the left or right side depending on the hazard being negotiated. This will allow extra space to manoeuvre if there is a hazard on the road or if you need an area to brake.”

The majority of driver training takes place at the Driver Training Centre at Wacol, which was built for the exclusive use of QPS officers and recruits.

The track consists of a simulated road circuit of asphalt, gravel and tar roads, manoeuvre areas and urban streetscape.

Many years of planning and design culminated in the construction of the $12 million track in 2010.

One of the implementations from an Education and Training Command review was to allow academy instructors from the PROVE program to be seconded to an operational environment to update their skills.

“I am currently working at Boondall Police Station on general duties and it is good to be in the real world work environment to refresh my policing skills,” Sergeant McGinn said.

“The job of first response policing hasn’t changed. It’s still the fundamentals of communication with the public, however the support tools are the elements that have changed.”

Sergeant McGinn is also using his time to see if any of his driver training techniques need to be modified to fit into current policing trends.

“I will be making some recommendations when I get back to the Driver Training Unit to see if we can incorporate different vehicles, such as vans, into the current training block,” Sergeant McGinn said.

“This is one of the advantages of being an instructor on secondment—we get to assess our own teaching in a real world policing environment.”

By Michelle Fleming, Media and Public Affairs Branch


PoliceBulletin36322

When Constable Natalie Norris moved from Townsville to start work as a client service officer at a police station in Cairns, she never imagined one day she would be wearing the uniform of blue.

Now she has just completed the First Year Constable program in Mount Isa and, having reached the end of her engagement with the Initial Service Training section of the Education and Training Command, is embarking on the next phase of her career.

“Initially it never crossed my mind I would end up as a police officer; I just wanted a steady government job. I really enjoyed the work, but eventually, after four years, I just felt I wanted to get out of the office,” Constable Norris said.

Constable Norris studied law for one year which helped her gain entry into the PROVE program at the Queensland Police Service (QPS) Academy in Townsville. She graduated from the academy in August 2010 and took up a posting as a First Year Constable in Mount Isa. She said the transition from recruit to a sworn police officer was a challenging one.

“The recruit training was good, but nothing can prepare you for the real world,” she said.

“Being an officer is definitely different from being a recruit—and nothing like being a client service officer. You don’t have that counter separating you from the outside world. It took me six months to adjust; I’m still getting used to it.”

First Year Constable program—from recruit to officer

Constable Natalie Norris looks over the mining hub of Mount Isa where she has been stationed

throughout the First Year Constable program.


The First Year Constable program is competency based, on-the-job training, where academy graduates are assigned to a police station. Participants rotate through different aspects of police work to broaden their experience, and need to demonstrate competency in a range of topics. The learning experience is complemented by training days at the station and blocks of study back at the academy.

Constable Norris said having the opportunity to perform a range of duties gave her a taste of some of the career choices that lay ahead.

“As part of our first year we do two week blocks in two sections. I worked two weeks in the Child Protection and Investigation Unit (CPIU) and had some jobs with the property

squad. I also worked two weeks in the traffic branch.

“I definitely would like to work as a plain clothes officer at some stage in the future, but first would like to stay in general duties for a while.”

Mount Isa is just one of a number of police stations throughout Queensland equipped to be able to take officers through the FYC program. Constable Norris said despite having no family or friends in the outback town, isolation was not an issue.

“I am one of five First Year Constables here; four of us went through training together. I live in the barracks so we live, work and socialise together. Everyone gets on really well and this is quite different to a main city where people go home to their own lives every day.

“I also play a lot of sport—netball and basketball outside of work, as well as touch football with work mates in a social competition.”

Having reached the end of her first year as a police officer, Constable Norris said she was looking ahead to the future.

“A condition of living in the barracks is that you agree to a six month rotation to either Doomadgee, Mornington Island, Cloncurry or Normanton. I’d like to go to Doomadgee or Mornington Island to experience life in a very remote community.

“The First Year Constable program has been a rewarding and nurturing experience. It is a very supportive atmosphere. Everyone is so willing to stop

what they are doing and help you. It’s a small station, so if there are problems they find out pretty quickly.

“The hardest part to get used to is the shift work. It throws your body around a bit, especially if you have overtime on night shift. You have to get used to turning your body clock around.

“It sounds a bit cliché. What I like the best is that each day you don’t know what is going to happen or what you’ll come up against. You meet new people and most days you walk away with a laugh.”

By Paula Hedemann, Media and Public Affairs Branch

Mount Isa has given Constable Norris a taste of

the possibilities in her future as a police officer.

Constable Norris said that she has never found the

isolation of Mount Isa an issue. Aside from building

relationships with her fellow officers, she has also

immersed herself in the town’s sporting and social life.

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More than 7000 significant events involving actual or threatened violence and requiring a policing response were recorded across Queensland in 2010.

In addition, natural weather events, searches, civil unrest and other threats to public safety all required a measured, high level and well thought-out response.

To meet these challenges, police officers across all ranks and geographical locations need to be sufficiently equipped to deal with not only the first response, but also protracted operations.

The Incident Command Development Unit (ICDU) is part of the Senior Leadership and Professional Development Program based at the Oxley Police Service Academy. A team of four officers and staff members, managed by Inspector Joe Joyce, are continuously working to deliver incident command education and training to police throughout the state.

The incident command course forms part of the Level 3 Management Development Program, residential for senior sergeants, and has for some time delivered requisite skills to

enable front line commanders to better perform their job. The

course delivers the necessary training and up-skills participants

in first response and command. The ICDU has also delivered

regional supervisor workshops aimed at first response.

A critical part of the training is the virtual reality component,

which challenges students to manage real life situations using

their knowledge to resolve incidents which appear on the large

screen in front of them.

The unit also delivered the inaugural Incident Command

Symposium in 2010, where a fellow officer from the United States

of America was the key note speaker, having been involved in the

1999 Columbine High School killings.

Later this year, another symposium will be held in Brisbane

with the timely theme of disasters. A key note speaker from

Christchurch, New Zealand, will discuss the tragedy of the

earthquake there earlier this year.

By Inspector Joe Joyce, Incident Command Development Unit

Facing the challenge of major events through the Incident Command Development Unit

PoliceBulletin36324

ICDU offers training in ‘virtual reality’ to prepare

for significant event policing response.

An important addition to the residential courses commencing in April 2010 was the ‘Visiting Fellow’ initiative. Inspectors from Queensland and interstate attend for the duration of the course and share their experiences, insights and fellowship. Inspector Paul Carrett from Major Events and Incidents Group, New South Wales Police Force, attended as Visiting Fellow in October 2010, and provided the following account.

When the offer was made for me to attend the Incident Command Course, my immediate thoughts were, “what could I offer?” No matter what I ended up giving to the course, the trip turned out to be one of the most rewarding experiences in my 22 years as a police officer.

It quickly became apparent that this team of dedicated people exuded professionalism.

With quite a number of years experience in teaching incident command to senior police, it was pleasing to see that the course was following what I call the two guiding principles for running senior police courses.

The first principle involves hearing it from the horse’s mouth. The use of subject matter experts in such courses is imperative, and fortunately this course had an abundance of such experts, supported by relevant visits to specialist units and into the field at times.

The second principle involves keeping the participants active, and this is where I found the course impressed most. There was a good mix of tabletop exercises and virtual reality exercises that kept all the participants on their toes.

As it turned out, much of what we spoke about during the course was put into practice earlier this year with major flooding and cyclones. Such events prove the value and absolute necessity of ensuring our police commanders, at whatever level, have the skills to deal with such events.

By Inspector Paul Carrett, New South Wales Police Force

Senior Sergeant Graham Seabrook, Officer-in-Charge at Longreach, attended the residential in 2010, and submitted this account of his experiences with the unit.

As a practical person, it was a discouraging thought—reading and doing assignments. The other concern I had, was that I last worked ‘on the road’ in 1999 and this course was about incident command.

From day one I found the staff very approachable. The atmosphere was one of respected learning with a positive enthusiasm on behalf of unit staff to share knowledge, welcome past experiences, and truly value input. The feedback from experienced Special Emergency Response Team operatives after exercises was invaluable.

The importance of making a firm decision and explaining the reasons, and allowing staff to understand those reasons, was stressed. The recording of decisions cannot be underestimated and is something I have continued with in all aspects of my duties.

Ultimately, my experience at the two week Incident Command Course was a very positive one with real life practical learning and I would urge other officers to consider this if they haven’t done it, or go back and do it again as a refresher.

Longreach District staff also appreciated the delivery of the two-day workshop by the Incident Command team in June 2011.

By Senior Sergeant Graham Seabrook, Longreach

Keeping on track for career successWith the Initial Service Training finally completed, a police officer is entitled to feel as though he or she has reached a significant milestone in their working life. With a career in the Queensland Police Service however, this is just the first step on a rewarding and wide-ranging education and training journey.

The second branch of the Education and Training Command is the Senior Leadership and Development Program (SLPDP). Within this branch, the journey starts with the Constable Development Program, delivered over three years.

Beyond that, Senior Constables enter the Management Development Program and are eligible for promotion to Sergeant, Senior Sergeant and finally Inspector, after progressing through each of the program’s three levels.

For Inspectors and above, the senior leadership suite offers a mix of courses, conferences, workshops, study tours and in some cases outplacements, to broaden the professional leadership and management repertoire of more senior officers.

Superintendent Mark Plath, SLPDP, said the professional development continuum of training and education programs was designed to take all police officers beyond their initial service training and experiences.

“All officers need specific knowledge and skills as they progress through the ranks and various roles,” Superintendent Plath said.

“Most of this knowledge and skills are acquired through workplace experiences and mentoring by supervisors and is widely recognised as important in the skill development process, but it also relies on good supervision.

“Contemporary knowledge and skills are very dynamic, so education and training programs are designed to introduce officers to new legislation, new policies and procedures, new ideas and new ways of providing better supervision and leadership.”

Superintendant Plath explained the SLPDP training was based on a curriculum that offered critical reflection, case studies and the analysis of current issues and trends; and could be delivered across most working environments.

“Where feasible, practical and sustainable, distance education is complemented with residential components. All educators and trainers recognise the value added to learning through face-to-face sessions,” he said.

The SLPDP comprises a range of units that deliver programs not only for rank progression, but for key specialist skills. These include investigations and intelligence training, incident command training and officer-in-charge training.

Superintendent Plath said QPS staff members were also well catered for with a range of programs.

“Our staff members are a vital part of the Service and the opportunities provided to them enhance the standards within the organisation as a whole,” he said.

“We are very fortunate within SLPDP to have teams of highly enthusiastic and committed professionals who devote their efforts to the development of police and staff members across the QPS.”

As told to Paula Hedemann, Media and Public Affairs Branch


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The Investigations and Intelligence Training Unit (IITU) is training officers to be on the front line of investigative policing through its three year Detective Training Program.

The program is offered to plain clothes police officers who have completed the prerequisite course work, and is the pathway to becoming a detective in the Queensland Police Service (QPS).

The Detective Training Program is delivered in three phases, and participants graduate with the nationally recognised Advanced Diploma of Public Safety (Police Investigation).

Phase one covers basic investigation skills, evidence gathering, interviewing, law foundations, process and procedures; while phase two covers laws and legislation. In 2012, high level investigative interview training will also be included.

Finally, phase three includes practical and theoretical assessments surrounding homicide investigation and major incident room coordination, and the investigative processes required in complex criminal investigations. On successful completion of the training, graduates present a portfolio of their work as an investigator to a board of senior detectives. If successful, they are appointed as a detective.

Detective Sergeant Cameron Gardner of the Detective Training Section said some of the key attributes encouraged by the program were thoroughness and attention to detail. The program also strives to

develop in detectives an awareness of emerging trends affecting society and investigative policing.

“The program is aimed not only at training officers in well established practices, but also equipping them with knowledge of new technology and emerging crime trends,” Detective Sergeant Gardner said.

“We keep the curriculum current so detectives stay on the cusp of prevailing trends such as identity theft and the use of the internet to commit offences.

“The training is conducted with a mixture of both theory and practical training sessions, as well as on the job training. In phase three, we construct a mock murder investigation to give the participants a situation that is as close to reality as possible.”

Detective Senior Constable Janelle Walsh, recent graduate and winner of this year’s Len Hooper Award said the training was invaluable to her work as a detective.

“The Detective Training Program equipped me with the skills to confidently perform my job to the best of my ability and to see results,” Detective Senior Constable Walsh said.

“I’ve gone into every situation I’ve encountered as a detective fully prepared thanks to it.”

By CJ Roberts, Media and Public Affairs Branch

Len Hooper AwardDetective Sergeant Len Hooper was tragically killed in August 1997 while executing a search warrant in Herston. His dedication and commitment to the QPS were recognised with a posthumous National Police Medal, and QPS vessel the Len Hooper was launched by Yeppoon Water Police in 1998.

The Len Hooper Award was created in 2003 and is presented annually to an outstanding Detective Training Program graduate who demonstrates similar qualities to those held by the late detective.

These qualities include a high degree of knowledge, leadership skills, integrity, tenacity, reliability, loyalty, dedication, commitment, motivation, professionalism to duty, and the ability to work within a team environment.

This year’s winner, Detective Senior Constable Janelle Walsh of the Carseldine Criminal Investigation Branch, said she was thrilled to accept the award. “The program was quite intensive and really pushed us, but it was very rewarding. It’s a real honour to receive the Len Hooper Award,” Detective Senior Constable Walsh said.

By Bridgette Williams, Media and Public Affairs Branch

Detective training on the cutting edge of investigative policing

The third phase of detective training

incorporates a mock murder scenario to

give participants practical experience in

investigative techniques.

Photos by Detective Sergeant Cameron Gardner, Detective Training Section

PoliceBulletin36328

So, you’ve made it through the recruit training, survived the First Year Constable Program—now it’s just a matter of time before you progress up through the ranks, right?

Length of service actually has little to do with the number of stripes on your epaulettes. Rather, the QPS has a structured program in place to support each officer’s progress from Constable through to Senior Sergeant.

The unit that supports this chapter of a police officer’s journey through his or her career is the Supervisor Development Unit (SDU). SDU Manager Inspector Howard Franklin explained the evolution of the unit.

“The Supervisor Development Unit was created in February 2010 as part of the broader restructure of the Human Resource Development

Branch into the Education and Training Command. For the first time, all the supervisory programs came under the responsibility of one inspector,” Inspector Franklin said.

“The formation of the SDU allowed us to refocus the development of more than 80 percent of our members—the Constables, Senior Constables and Sergeants seeking to progress their careers up to the Senior Sergeant level.

“Facilitators work closely together to ensure we have a cohesive and comprehensive curriculum that progressively builds on previous competencies. This synergy ensures the level of delivery is relevant and appropriate for every stage of a student’s progress.

“The courses are developed by the unit and tailored specifically to QPS needs,

rather than generic learning products that could overlap or leave gaps in knowledge.”

Inspector Franklin said as well as revising the course content, the unit was also reviewing the way the courses were delivered.

“We are exploring avenues to allow students to complete assessment items within time frames considerate of personal circumstances. This has seen a move away from semester-based learning to self-paced learning for Legal and Management studies and an intensive residential workshop for Sergeants,” he said.

The four sections within the SDU—the Constable Development, Legal Studies, Management Studies, and Office in Charge sections—work collaboratively to provide the Constable Development Program,

Management Development Program and the Officer in Charge Program.

Constable Development ProgramThe Constable Development Program (CDP) is a self-paced three year distance education program specifically designed to prepare constables for the performance of duties at the rank of Senior Constable.

Year one focuses on investigative processes, while year two sees students applying those processes to specific investigations. Year three introduces basic management issues, planning, controlling and coordinating serious incidents and concludes with a one-week workshop, conducted at either the Oxley or the Townsville police academies. Upon successful completion of the CDP, participants are eligible

Earning your stripes

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to progress automatically to the rank of Senior Constable.

Acting Senior Sergeant Katrina Mason said Constables completing the CDP were offered extra support to keep them motivated during the three-year period.

“The Constable Development Section provides a student support initiative, whereby facilitators from the Brisbane or Townsville offices attend each region twice during a calendar year,” Acting Senior Sergeant Mason said.

“Additional support is also provided to more isolated locations such as Palm Island, Longreach, Cape York and Mount Isa District, which includes Cloncurry, Gulf of Carpentaria and Mornington Island.

“Members who have completed CDP are also granted credit towards a Bachelor of Policing degree from Charles Sturt University. The university allows CDP graduates to complete five elective subjects at a cost of about $550 per subject. This is a great opportunity to obtain a tertiary qualification at a reduced rate,” she said.

Management Development ProgramThe Management Development Program (MDP) comprises three levels, each encompassing a Management Studies and a Legal Studies component. Level 1 is required to be eligible for the rank of Sergeant, level 2 for Senior Sergeant and level 3 for Inspector. The educational focus at each level is targeted at the next rank, ensuring each officer attains the required competence to be eligible to apply for promotion. Levels 1 and 2 are offered by Management

Studies Section and Legal Studies Section as part of the Supervisor Development Unit.

The underlying driver of MDP is to provide the leadership, supervision and management skills required to not only perform their duties at an optimal level, but also to progress the QPS towards being a better organisation as a whole.

The MDP is designed as a distance educational program and the curriculum is comprised of academic based learning materials with a practical application to the Service.

Senior Sergeant Alex Hodge, Officer in Charge of the Legal Studies Section, said levels 1 and 2, as well as Foundation Studies, had recently moved to an ‘open’ enrolment system.

“This means students can enrol at any time and have 12 months to successfully complete the assigned tasks. This allows greater flexibility to students, but more responsibility for them to complete their assignments within the timeframe,” Senior Sergeant Hodge said.

“Another new initiative is the Management Studies in Policing 2 one-week residential workshop. This forms part of the management studies course for level 2, and is compulsory. The inaugural workshop will commence in October 2011, with one scheduled for each calendar month thereafter.”

Officer in Charge ProgramThe Officer in Charge (OIC) Program is a competency-based, distance education course that develops participants’ ability to better

manage their roles and responsibilities as officers in charge. It provides practical and relevant training, taking into account students’ unique work environments.

Senior Sergeant Gai Bolderrow of the OIC Section said the program was mainly aimed at Senior Constables and Sergeants.

“The program is designed for current officers in charge or those one rank below who wish to become an officer in charge,” Senior Sergeant Bolderrow said.

“It provides an alternative pathway for promotion, as participants who successfully complete one module are granted an exemption from one Management Development Program unit.”

The course content develops strategic thinking, problem solving, analysis and an understanding of the Operational Performance Review process.

Senior Sergeant Bolderrow said the OIC Program constantly received praise from past students who found

the course relevant, practical and rewarding. One student wrote the following as part of the feedback process.

“This program helped me immensely with the duties that I perform as officer in charge. The practical, no nonsense format was a refreshing change. Using the course material, I was able to identify and rectify deficiencies found at my station across a broad range of areas.

“Most of the assessments that need to be completed for the course are also required as part of the station risk management or other procedures. In other words, you are not doing things just for the sake of passing the course and then never using it again. Your working papers and gained knowledge can then be incorporated into your station’s procedures for use immediately.”

By Paula Hedeman, Media and Public Affairs Branch

Constable

Senior Constable

Sergeant

SeniorSergeant

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Creating leaders who make a differenceLeadership is important to success and the Queensland Police Service (QPS) is dependent on the abilities of strong, decisive and capable leaders who provide work units with a clear vision, inspire work performance and provide vital support to all staff. The Leadership Development Unit (LDU) recognises this need and aims to develop leaders who are equipped with the right tools to make a positive impact on their workplace.

The role of the LDU is to prepare participants for senior leadership roles within the QPS. This is achieved through the Management Studies in Policing 3, which is one of the capstone courses that comprise the Management Development Program. The Management Studies in Policing 3 course is delivered via a distance education component and a three week residential course. The LDU also co-ordinates executive level conferences using prominent and experienced keynote speakers to highlight innovative leadership practices. The next conference is due to be held in February 2012.

All QPS Senior Sergeants are eligible to participate in LDU courses. Course participants also include QPS staff members (AO6 and above), external participants from the Queensland Fire and Rescue Service, Queensland Ambulance Service, Australian Federal Police as well as international delegates from the Hong Kong Police Force, Maldives

Police Force, Guangdong Police and the Shanghai Municipal Public Security Department. This diversity of participants provides a networking opportunity for participants and promotes the building of mutually beneficial partnerships with other organisations.

The Management Studies in Policing 3 residential course is designed to assist middle managers to make the transition from operational level to a strategic level. The LDU draws on the knowledge of expert facilitators, senior police executives, corporate executives, leading academics and prominent sporting identities to explore issues of strategic management and leadership within a policing environment.

The residential course is held at the Queensland Police Service Academy and also

uses regional engagement visits to draw on the expertise of senior regional police as well as the expertise of inspirational business leaders from the private sector.

During the three week residential program, the LDU is assisted through experienced visiting Fellows, who play an integral role in enhancing the experiences and learning opportunities of the participants. Visiting Fellows are role models and mentors to the students and provide them with support as well as provide them with examples of practical application of the course theory. The most recent visiting Fellow, Inspector Dave Robertson said the residential courses were an outstanding model that engaged students in a variety of leadership and management methodologies. Additionally all of the visiting

fellows involved in the course noted what a valuable experience it was for their own development.

The QPS has developed partnerships with several universities and credit obtained from completing the Management Development Program can be used to articulate into several university courses. Members who have completed the Management Development Program subjects will be granted up to 50 percent off a master’s degree. The LDU has a wealth of experience in liaising with those affiliated universities and assist QPS staff with enquiries about entering post graduate

studies.

By Melanie Mather, Leadership and Development Unit

International emergency service delegates keen to progress as leaders draw on each other’s expertise during one of the

courses run by the Leadership Development Unit.

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Senior leaders step-upThe step from a Senior Sergeant to an Inspector comes down to the dedication of the officer.

Being a senior leader represents a leap in responsibility and expectations, requiring strong leadership and negotiation skills as well as a high degree of organisational insight.

The Executive Development Unit (EDU) was established in April 2011 to support the professional development of police officers at and above the rank of Inspector and administrative officers at and above the level of AO7 or equivalent. This includes coordinating a range of external courses including those offered by the Australian Institute of Police Management and through the Public Service Commission.

Senior Sergeant Howard Kemp, Manager of EDU, said one of the unit’s key developmental strategies was the Senior Leadership Course (SLC).

“The course is designed to support senior leaders in making a smooth transition to this level, as well as to promote confidence and motivation,” Senior Sergeant Kemp said.

“It provides direct access to senior executive members of the Service through the visiting mentor component, and helps participants understand what makes the organisation tick at a strategic level.

“Participants are provided with key information regarding strategic issues, future directions and emerging issues and trends that may impact on the Service.”

The unit has also developed a range of educational resources including a comprehensive website and Leadership ‘Short Shots’. The two-hour short shots are focused, practical development sessions on a variety of relevant topics in a concise and challenging format. They recognise the knowledge and skills senior leaders already have, and are conducted in a way that draws and builds on those foundations.

“We’ve also had great feedback on our resource database from all ranks and levels,” Senior Sergeant Kemp said.

“It includes information on employee engagement, Operational Performance Review priorities and a page dedicated to each of the Service’s four values—People, Performance, Partnerships and Professionalism.

“Supporting our senior leaders with a range of resources helps improve their ability to look at problems clearly and really understand what the critical issues are.

The EDU provides the tools and knowledge to help our senior leaders respond to the complex and challenging environment in which they work.”

Environment

Purpose

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Culture

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People

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Senior Leadership Development ModelThe QPS has developed a Senior Leadership Development Model which provides a framework for the development of QPS senior leaders, both police and staff members. It has five components, as follows.

SelfSenior leaders need to have self awareness and take responsibility for their actions and development.

ValuesSenior leaders need to embody and model the Service’s values and encourage staff to own and display them.

CapabilitiesSenior leaders need to demonstrate the behaviours associated with the leadership capabilities.

Action OrientationSenior leaders need to take an action orientated approach to enhance their ability to achieve desired outcomes.

Strategic PositionSenior leaders need to consider the environment in which they and the Service operate.

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Staff members benefit from training opportunitiesSupport staff for the Queensland Police Service (QPS) make up a crucial component of the organisation’s 14,000 members. About 4200 employees of the Service are not police officers however their skills and knowledge enhance the smooth running of the organisation, allowing more officers to remain in an operational capacity.

The professional development of this group comes under the umbrella of the Staff Member Training and Development Unit (SMTDU). SMTDU Acting Manager Cassandra Bull said the unit had a unique role within the Service to develop and deliver nationally accredited training qualifications and other professional development training specifically for staff members.

“As part of the Core Agreement 2009, the QPS is committed to provide nationally accredited qualifications to eligible staff members. Qualifications undertaken by staff members are recognised in all states of Australia,” Ms Bull said.

“Unlike most other government departments, the QPS as a registered training organisation has been able to tailor many of its programs specifically to the organisations requirements, ensuring a more relevant and hands-on experience for students.”

Ms Bull said participants were provided with learning materials written to meet QPS specific job roles and had access to tutors and assessors with an understanding of their workplace situation, which in turn supported their

undertaking of assessment requirements.

“Using QPS specific information to provide learning—rather than generic theory—provides a more meaningful learning experience. Assessment is work-based, so students are using their current job roles to determine competency. The organisation in turn benefits by seeing direct impact in the workplace,” Ms Bull said.

Diploma of ManagementThe Diploma of Management is one course currently available that offers a flexible learning approach, including a self paced learning mode. April Jenkinson, Client Service Officer at Policelink, recently graduated with the diploma, and said she was able to fast-track her course, completing it in 18 months.

“Being a mother and a shift worker, it’s often difficult to find time for yourself, let alone study. As SMTDU courses are distance based, I worked in my own time at my own pace, which allowed for a great amount of flexibility,” Ms Jenkinson said.

“I could choose the order in which I completed the subjects, so I could often combine my work duties with my assignments. For example, as part of a work-based assessment I implemented a mentoring system to further develop employees’ mentoring skills and help new employees settle in to Policelink.”

Ms Jenkinson said the Diploma of Management had already opened up new

opportunities in her role as a client service officer.

“The new skills and knowledge have been extremely beneficial for my career and I’m now acting in the role of team leader. I was interested in moving up the ladder, so it is was really good to see the advantages of the diploma so soon after graduating.”

Police Liaison OfficersPolice Liaison Officers (PLO) are another component of the Service’s workforce that provides a vital link between police and multicultural communities. The SMTDU manages the Police Liaison Officer Initial Employment Training (PLOIET) program, enabling these officers to carry out their important role in promoting community safety.

After a PLO has completed the PLOIET program, SMTDU provides opportunity for the newly appointed PLO to continue their learning experience by enrolling in the Certificate III in Public Safety (Police Liaison). The Certificate

III is a distance learning model that consists of work-based activities.

Wayne Heyer, Police Liaison Initial Employment Training Coordinator said that, to date there has been 269 PLOs enrolled to complete the Certificate III with 193 being issued with their Certificates by the QPS.

“Feedback received from PLOs after completing the Certificate III indicated that the learning experience was very positive,” he said.

“This Certificate has been successful in giving the opportunity for the QPS PLOs to be more effective in promoting public safety objectives as they work closely with their supervisors and peers.”

He also said that the PLOIET program continues to be driven by the dedication, commitment and assistance that both the PLOs and their supervisors maintain while Certificate III studies are underway.

By Paula Hedemann and Annabelle Martin, Media and Public Affairs Branch

Photo by Sergeant Clint Hanson, Police Photographic Section


The Police Liaison Officer Initial Employment Training program guides Police Liaison

Officers in being an effective link between police and multicultural communities.

While many people don’t know much about the Education and Training Support Program (ETSP), Director Ann Motteram said that almost everyone in the Queensland Police Service (QPS) would have had some contact with the program, probably without realising.

“Our program is a bit like an engine room and underpins most of what happens in education and training within the QPS,” Ms Motteram said.

“And just about everything we do is done in partnership with some other area of the Service.”

The ETSP is the third main component of the Education and Training Command. Within ETSP, there are three units; the Curriculum Development and Review Unit

(CDRU), the Flexible Learning Support Unit (FLSU) and the Project Coordination Unit (PCU). There is a large variety of roles covered by these units under ETSP.

The 60 staff in the program include educational designers, curriculum developers, evaluators, multimedia and web developers, audio visual technicians, project officers, desk top publishers, and system administrators, who administer Advance2, the QPS Learning Management System. The staff work in partnership with content experts from all areas of the QPS, including the academy programs.

“We do a range of things. We coordinate the process for pay point progression for police, we develop

Education and Training Support Program—the driving force behind training innovation

PoliceBulletin36336

Forensics fingerprint qualificationPrior to the QPS becoming a Recognised Training Organisation (RTO), fingerprint officers wanting to reach expert status were required to undertake a five-year course of study. This was comprised of internal training and external study through the Canberra Institute of Technology to gain the Diploma of Public Safety (Forensic Investigation) required for accreditation as a fingerprint expert.

Now as an RTO, the QPS is able to provide officers with nationally recognised qualifications which are achieved through a combination of formal study and practical on-the-job training.

Senior Sergeant Adrian Robb is a member of the Curriculum Development and Review Unit within the ETSP, which completed a review of the training programs undertaken by Forensic Service Branch officers. The review focused on ensuring that officers attained a qualification which was both relevant to QPS forensic work and externally recognised.

“Our scenes of crime officers and fingerprint experts undertake several years of practical on-the-job training before going on to gain a Diploma of Public Safety in Forensic Investigation through internal QPS training programs,” Senior Sergeant Robb said.

“It’s a lot more convenient for our officers to be able to gain recognised qualifications internally while still being able to work full-time, rather than having to study through an external provider.

“It also means the qualification and training is more specific and specialised for the work our officers do and ensures the knowledge, skills and expertise throughout our forensics units is of the highest standards,” he said.

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Education and Training Support Program—the driving force behind training innovation

training for any significant new legislation or QPS policy such as the Safe Driving (Pursuits) Policy, we manage the Competency Acquisition Program (CAP) and we develop a range of flexible learning resources such as the online learning products,” Ms Motteram said.

“We work with people in training offices all over the state, helping them through the QPS course approval process. This process ensures the quality of any education and training offered by the QPS, cuts back on the duplication of courses by alerting people to similar training that might already be available, and helps those who are new to the education and training world.”

Ms Motteram said the QPS had the benefit of being

a Registered Training Organisation (RTO), with the registration administered by ETSP.

“This enables us to issue nationally recognised qualifications for a number of specific training areas. Whether nationally recognised or not, QPS training is high quality, but sometimes it is nice to get the piece of paper to recognise this.

“Being an RTO has helped in other ways as well. For example, we’ve been able to reduce the amount of sea time our water police require for licensing by offering marine qualifications. It also means our scenes of crime and fingerprint experts can undertake practical, on-the-job training and gain recognised qualifications internally while still being able to work full time. We are also in a position to access significant external funding for our training as a result of being an RTO”.

The quality and the nature of the training offered by the

QPS is such that courses are often in high demand from other government agencies. The QPS is in a unique position to accommodate these requests, particularly where there is a benefit to community safety.

“In partnership with TransLink, we developed the initial training for Senior Network Officers. These officers have some limited powers including the power to detain people in certain circumstances, so as well as the practical aspects of training it was important to include aspects of ethical behaviour and professionalism,” Ms Motteram said.

“At the moment we’re helping Operations Support Command to develop consistent training for Police Communications Centre staff in response to the flood crisis review.

“We’re also working with Ethical Standards Command to identify the training required for Australian Federal Police, who will soon

take full responsibility of policing of major airports in Queensland.”

The innovative and diligent work of ETSP staff has been recognised numerous times over the years at the QPS Awards for Excellence. In 2010, they won gold for their work in relation to the Dangerous Liaisons ethics training package, silver for their multicultural awareness training and bronze for their Advance2 training administration system.

This year, they won silver for the OAK training package—the Operational Assistance Kit to refresh officers who have been off the road for an extended period about processes and policy. While they have been recognised with awards for training in the past, this was the first time they have been given an award in the category of Police Operations.

By Hayley-Clare Story, Media and Public Affairs Branch


Dangerous LiaisonsDangerous Liaisons training was developed as part of a comprehensive response by the QPS to the 2009 Crime and Misconduct Commission investigation into allegations of police misconduct (Operation Capri). The Commissioner initiated the strategy to ensure the key messages from the report were clearly disseminated and understood throughout the Service.

One of the more significant components of the strategy required the urgent development of training materials to be delivered to a target audience of over 4000 members across the Service. This provided an excellent opportunity for the QPS to deliver high quality ethics based training using innovative adult learning concepts.

A framework for the training was developed by senior officers from the Ethical Standards Command and developed into a unique ethics focused training package by the ETSP. The timeframes for the project were extremely short as it was important to deliver training as quickly as possible after the release of the report.

The ETSP project team was briefed on 11 August 2009. By 9 October, the training materials had been developed and were presented for approval. Statewide delivery of the training sessions commenced in November and by 7 December, the initial evaluation was complete and nearly 4,000 QPS Officers in Charge, supervisors and plain clothes officers had attended the training sessions.

ETSP was awarded a Commissioner’s Certificate for their work on this project and the training won the Gold Award in the 2010 QPS Awards for Excellence in the category of Police Education and Training.

The report and subsequent training provided a focus for a number of ongoing activities within the QPS which are aimed at maintaining an ethical and professional work force.

The team behind ETSP hard at work in the

engine room of the Education and Training

Command.

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Westgate Academy, the future hub of police trainingNestled on 350 acres on the banks of the Brisbane River at Wacol, the foundations of change are underway for what will become Queensland’s new police academy, taking pride of place in educational training and leader development.

Due for completion in 2014, the Westgate Academy will ensure theory and practice remain interconnected to achieve the highest levels of operational competence,

on par with leading training institutes of the world such as the FBI Academy Quantico in the USA and Tulliallan and Bramshill in the UK.

Westgate Project Manager Superintendent Danny Baade said Westgate would be a centre of excellence and an inspiration, allowing the Queensland Police Service (QPS) to remain at the cutting edge of contemporary policing.

“The $450 million state government funded project will allow 19 heritage listed buildings to be refurbished, and the construction of four ‘green star’ designed buildings, which will house academic and operational hubs including two residential suites, twin indoor firearm

ranges and a scenario training village,” Superintendent Baade said.

“The driver training facility was completed in November 2010 and is now fully functional. In 2013, the scenario village and twin indoor firearm ranges will be operational, followed by the academy in 2014.

“The new academy will have the facilities to compliment modern educational practices and curricula with the additional benefit of being in one location easily accessible by public transport.”

The Academic Hub will incorporate recruit training, operational skills training and ongoing officer and staff development, and will include the now completed

driver training facilities and soon to be operational firearms ranges. The Centre of Excellence will facilitate research, innovation and knowledge exchange.

Superintendent Baade said he envisaged the facility would attract high calibre recruits through the application of advanced learning and operational training models.

“Graduates of the new police academy will benefit from the facility when establishing their careers and continue an ongoing association of learning.

“This will contribute to the greater improvement of the services the QPS offers.”

A Centre of Forensic Investigation will be established within the complex, ensuring advances in forensic techniques are integrated into police training to accelerate the operational policing benefits derived from new investigative techniques and technologies.

The amenity and utility of the academy will be enhanced by its setting amongst the natural

topography of the land, which includes bushland, ravines and a 2.8 hectare freshwater dam.

The academy will also have the capacity for a Command and Control Centre, both for training and when the need arises to respond to large scale incidents and disasters.

As a demonstration of the Service’s commitment to sustainability, the academy has included innovative features in its design to reduce its carbon emissions and reliance on energy. Photovoltaic solar panels will be installed on the roofs and will supplement mains power and offset some of the academy’s energy requirements. Water harvesting and re-use will occur via the academy’s dam, integrated water tanks and onsite water recycling.

A wildlife corridor supporting local kangaroos and other fauna has been retained and landscaping will incorporate local native plant species.

By Karen Downey,

Westgate Project

A cricket pavilion originally constructed in 1896 and moved to its present location in

1910 is one of 19 heritage listed buildings to be refurbished on the Westgate site.

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Police Bulletin Issue 363 October 2011

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Transcript of Police Bulletin Issue 363 October 2011