Elements and Performance Criteria

Own performance in the context of this unit may include
an individual officer's professional ethics
integrity and behaviour in relation to that expected and implied within the organisation's stated Codes of Ethics/Practice
Statements of Values, law, policy and procedures

The monitoring of 'own performance' against established personal and organisational performance requirements could include processes such as
formal/informal organisational initiated performance appraisals
obtaining feedback from supervisors
subordinates
colleagues
HRD personnel, family and other relevant community members, etc
monitoring of supervised staff, colleagues and/or team staff morale,
personal reflective behaviour strategies/methodologies
others which facilitate the identification of personal strengths/weaknesses/issues to be addressed

Professional performance standards
are those personal and technical attributes and skills required to undertake the day to day tasks and duties of the incumbent's role to the required workplace performance level

Self assessment and professional reflective behaviour
This requires officers to regularly review their own performance against established service standards and their own personal professional goals and standards.
Feedback sought could be both formal and informal and provided in written and/or verbal formats.

Strategies for improvement may include
development/implementation of a personal/professional improvement program, either internal or external to the organisation including such things as:
development of improved interpersonal/technical skills
updating stress management abilities
adapting work rotation to facilitate changing personal/work priorities
formal/informal learning programs
utilisation of existing strengths to focus future career development
cultural awareness
seeking coaching
mentoring
counselling from appropriate personnel to overcome identified limitations
establishment of new career paths within or external to the organisation

The development and maintenance of ongoing personal professional competence may include
establishing new career paths and goals such as achievement of a particular specialist policing function or rank
personality improvement
improving security of lifestyle
dealing with internal integrity matters
through processes such as:
personal competence/development models
specific work assignments
job rotation
formal education
internal training
involvement in community activities
which may take place during work time and off duty time

Participation in professional associations may include
promotion of individual ethics and integrity
improved workplace performance resulting from adaptations to new technologies/organisational climates, acquisition of new skills, rapid adoption of new work practices
Participation in professional associations and formal/informal professional development activities should be focused on facilitating and encouraging the development and maintenance of high levels of professionalism

Federal legislation may include
Anti-discrimination
EEO
Workplace Health and Safety

Managing personal work priorities should cover matters that enable optimisation of the individual's ability to perform effectively and may include
identifying and dealing with the competing priorities of personal/family/professional responsibilities
dealing with competing personal team member/partner priorities or levels of workplace performance and commitment
responding/adapting to unforseen/unplanned events
developing effective time management strategies
optimising own on-the-job learning through establishing and achieving specific learning activities/competencies, working with a mentor, etc.

Advice and support may include
formal and informal socialisation
assisting in induction
acting as a role model/mentor
acting as a field supervisor
participation in a formal assessment program

Appropriate action may include
seeking internal and/or external professional help
accessing peer support
advising team leader/coordinator of problems
undertaking intervention programs to achieve a level of health and fitness commensurate with organisational policies

Critical aspects of evidence
It is essential for this unit that competence be demonstrated in consistent maintenance of professional performance standards.

Interdependent assessment of Unit
Pre-requisite: Nil
Co-requisite: Nil

Underpinning knowledge
relevant organisational Codes of Practice/Ethics
Statements of Values
professional integrity and behaviour standards
professional associations
registration bodies (if applicable)
acceptable/non-acceptable behaviour and practices
ethical and integrity issues confronting police officers
cultural awareness
internal procedures for dealing with breaches of professional ethics
standards behaviours
internal/external professional support and development mechanisms
team dynamics and its impacts on personal work performance
methods for assessing/reviewing personal performance and planning and implementing effective personal improvement strategies
factors pertaining to policing roles that affect/impact upon personal health and stress

Underpinning skills
Recognising, accurately assessing and acknowledging personal strengths and weaknesses
planning and implementing personal improvement plans
maintaining consistently high levels of personal presentation (dress code, mannerisms, respectfulness, etc)
maintaining consistently high levels of 'professional ethics and integrity' in all work practices and dealings with the community
seeking out and responding effectively to feedback related to personal performance
dealing with and effectively responding to issues/events that challenge professional ethics
integrity and behaviour including the reporting of breaches to appropriate authorities
maintaining personal health and stress at a level that will enable optimum operational performance

Resource implications
No special requirements

Consistency in performance
Performance should be assessed over a time and under a range of various operational conditions

Context of assessment
Evidence should be gathered over a period of time in a range of actual or simulated workplace environments