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Welcome/Introduction from Chief of Defence Force
New Zealand’s Public Service is held in high regard for its honesty, transparency and integrity. Similarly, public
surveys show that our Defence Force is trusted by the overwhelming majority of New Zealanders.
As a large and complex organisation we must be successful in the things we have to achieve, and we must
maintain the trust placed in us, by having a great team of uniformed and civilian staff acting with honesty
and integrity. This includes supporting the Crown in its relationship with Māori under the Treaty of
Waitangi / Te Tiriti o Waitangi.
Our reputation depends upon all our people contributing to a values based culture where we are committed
to doing the right thing in the service of Aotearoa/New Zealand; and where we treat each other with respect
and dignity.
This Civilian Code of Conduct sets out our expectations and provides guidance to our civilian employees to
help you deliver your part in our ongoing success. The foundations are set by the Public Service principles
and values, which are in turn reinforced by our own Defence Force values: Tū Kaha/Courage, Tū
Tika/Commitment; Tū Tira/Comradeship, and Tū Māia/Integrity.
Please take the time to read and understand the Code of Conduct. We all know when something is amiss
and not sitting right. In these moments this Code of Conduct will be your guide. Do not hesitate to refer back
to it if you are ever in doubt.
Let this Code of Conduct guide your attitudes and behaviours inside our Defence Force, as together we
continue to be
A Force For New Zealand.
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The Civil Staff Code of Conduct
Members of the Civil Staff of the NZDF (employees) represent the NZDF and as such the NZDF has a clear
expectation that each employee conducts themselves in a manner that maintains and enhances the
reputation of the NZDF.
This Civil Staff Code of Conduct (the Code) is issued by the Chief of Defence Force (CDF)1 and sets out the
minimum standards of integrity and conduct that are to apply to all employees. This Code of Conduct does
not apply to contractors or consultants. However, the principles around the standards of appropriate
behaviours are expected to be adhered to by contractors, consultants, and/or third party providers who are
delivering work and/or outcomes for the NZDF.
The Code of Conduct:
sets minimum standards about appropriate behaviour and actions for all employees;
assists employees to make appropriate judgements and decisions regarding their actions and
behaviours; and
communicates the process by which any breaches of these expectations will be managed.
The Code of Conduct is a tool to help you understand the values of the NZDF, and to assist you to apply
them to your role at the NZDF and to your private life if they affect your job. We are accountable for our
behaviour and adhering to the expectations that this Code of Conduct outlines. This Code of Conduct also
provides examples of behaviours that conflict with the NZDF Values and are not acceptable at the NZDF.
Good judgement is required of all employees in regards to their own actions and behaviours in any given
situation. If you ever have a question on what behaviour is expected from you, this document is a good
place to start. You can also seek advice from your manager or another manager.
Who does the Code of Conduct apply to?
The Code of Conduct applies to all members of the Civil Staff (employees). This includes permanent, fixed
term, temporary and casual employees. For the purpose of this Code of Conduct only, all such persons are
referred to as ‘employees’.
No one, no matter how senior in the organisation is entitled to violate the Code of Conduct, or to give
anyone instructions to do so. It is the responsibility of each employee to ensure that they read, understand
and comply with the minimum standards of integrity and conduct set out in this Code at all times during
their employment with, or engagement by, the NZDF.
Managers and Commanders should use this Code of Conduct to help employees understand and apply the
NZDF values and principles outlined in the Code of Conduct, to their role.
1 Pursuant to the Defence Act section 60.
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Public Service Principles and Values The Public Service principles are:
Politically neutral;
Free and frank advice;
Merit-based appointments;
Open Government; and
Stewardship.
The Public Service Commissioner may set minimum standards of integrity and conduct that set out the
principles and minimum standards of behaviour the Commissioner expects of all people working within the
Public Service.
We are expected to act with a spirit of service to the community. We are also expected to apply high
standards of integrity to all that we do and to maintain political neutrality in our work so that we are able
to serve the current and future Governments of New Zealand.
The Public Service values require the Public Service to be impartial, accountable, ethical, respectful and
responsive. Our Code of Conduct incorporates these values and applies them to our work at the NZDF.
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The NZDF Values
The NZDF has a unique culture that is underpinned by shared values. These cultural values are the principles
from which the NZDF builds an organisation that is united, professionally trained, competent, equipped and
capable of serving the interests of New Zealand. Our people, as representatives of NZDF, are expected to
behave in a way that demonstrates these values. Our values guide the way we operate, as individuals, teams
and an organisation.
Our values give us common ways to think and act:
Taking action despite your fears
Courage is having the moral and physical strength to do what is right, even in the face of
Courage
adversity. It is stepping up when things get hard. It is speaking up when you see things
Tū Kaha
that are wrong. Courage is enforcing our standards and discipline. It is not giving in to
pressure.
Giving your best
Commitment Commitment is doing your best. It is always looking for ways to achieve the task, and
Tū Tika
persevering even when the going gets tough. Commitment is accepting and living our
values and standards. It is serving New Zealand.
Respecting and looking out for each other
Comradeship is respecting the differences of the people around you and treating others
Comradeship as you’d like to be treated. It is working together as a team, being inclusive, recognising
Tū Tira
we are stronger together. Comradeship is never an excuse for covering up other people’s
wrongdoing.
Doing the right thing – always
Integrity
Integrity is conducting yourself honestly, ethically and to the highest professional
Tū Māia
standards – even when no one is watching. It is doing the things that you say you are
going to do. Integrity is accepting responsibility for your decisions and actions.
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Expectations of Behaviour
Our actions and behaviours are expected to reflect the NZDF values. The following provides the principles
and expectations of behaviour which align with the NZDF values.2
At the NZDF we expect our employees to:
be accountable for your own performance;
behave in a way that reflects the principles and behaviours described in this Code of Conduct;
encourage others to behave in a way that reflects the principles and behaviours described in this
Code of Conduct;
promote equality and diversity in the workplace;
report behaviour that is inconsistent with this Code of Conduct;
be impartial, accountable, ethical, respectful and responsive;
act with a spirit of service to the community and meet the same high standards of integrity and
conduct in everything they do.
At the NZDF we expect our managers to:
support CDF’s role as a good employer and work with employees in good faith;
lead by example through internalising and modelling our organisational values of Courage (Tū
Kaha) Commitment (Tū Tika), Comradeship (Tū Tira) and Integrity (Tū Māia); and instilling these
within others;
be accountable for your own performance and that of your team;
treat all employees fairly and provide a safe work environment;
promote equality and diversity in the workplace;
positively reinforce the behaviour of your team members that reflects our values and the Code of
Conduct, and address any behaviour that is inconsistent with the Code of Conduct fairly, and
objectively and in accordance with this Code of Conduct and the policies and procedures of the
NZDF;
set performance objectives and expectations of member’s of their team, undertake Performance
Development Reporting (PDR), and performance management where necessary.
Conduct of employees of the NZDF is guided by several pieces of relevant legislation including the Defence
Act, the Employment Relations Act, Health and Safety at Work Act, Human Rights Act, the Privacy Act, and
Equal Employment legislation. These set out the legislative requirements for treatment of people in the
workplace.
2 This is not an exhaustive list.
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Performance and Professionalism (Integrity / Tū Māia):
It is the NZDF’s expectation that when performing their duties, employees will commit themselves to the
best of their ability and will act with honesty and integrity at all times.
Examples of how employees can meet this expectation is by:
acting professionally, responsively and with integrity, in everything we say and do;
leading by example;
taking responsibility and accepting accountability for our decisions, actions and behaviours;
ensuring we act in accordance with established policies and procedures, lawfully given instructions,
applicable Defence Force Orders (DFOs), Defence Force Instructions (DFIs), and legislation.
making all reasonable efforts to meet the performance and behavioural expectations that have been
set for us;
working to the best of our abilities, dedicating our time and attention to our work while we are
working;
being present at work as required, and complying with expectations of attendance and reporting of
absences;
maintaining a professional appearance at work, and always adhering to any dress requirements of
the role or task/situation;
identifying and appropriately acting on opportunities to improve the performance and efficiency of
our organisation;
developing our skills and competence appropriate to our role;
sharing our knowledge and expertise with colleagues and those who report to us; and
positively reinforcing and acknowledging the contributions of our colleagues, and challenging actions
and behaviours that don’t meet our standards.
Respecting and Supporting Each Other (Comradeship / Tū Tira):
It is the NZDF’s expectation that employees will interact with each other, colleagues, other members of the
NZDF and stakeholders; respectfully, courteously, and inclusively, and will contribute positively to creating
and maintaining a great place to work.
Examples of how employees can meet this expectation is by:
treating everyone we come into contact with fairly, inclusively and with respect;
acting consistently with NZDF’s obligation to provide a safe workplace free from inappropriate,
unacceptable and harmful behaviours;
supporting the NZDF in complying with its obligations as part of the Crown under the Treaty of
Waitangi (Te Tiriti o Waitangi) to Māori;
demonstrating and promoting safe workplace behaviours. This includes identifying and appropriately
acting on any risks or threats to the health, safety and security of the NZDF or its members, and
actively participating in any training or communication programme designed to improve our
workplace safety and security;
ensuring any conflict between parties is handled constructively and respectfully;
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ensuring that all interactions with external parties and stakeholders reflect well on the reputation of
the NZDF; and
conducting communications with respect and professionalism.
Accountability (Courage / Tū Kaha and Integrity / Tū Māia )
It is the NZDF’s expectation that employees will do what is expected of them, that we will act with
transparency, courage and integrity. Employees will exercise self management at work and in our private
lives, and will advise our manager of any changes in our personal circumstances that could impact on the
safe and effective completion of our duties, or that may impact on the perception of our integrity and
professionalism, or impact on our ability to maintain any required security clearance.
Examples of how employees can meet this expectation is by:
complying with the law at all times, and declaring any criminal convictions or criminal proceedings
we may be subject to;
upholding the policies, procedures and standards of the NZDF;
being transparent and accountable in decision making by ensuring decisions are documented,
justifiable, appropriate and comply with sound principles of public administration;
ensuring our decisions are always objective and can withstand scrutiny;
acting within our delegated authority limits at all times and using public funds responsibly and with
prudence;
addressing your own behaviour or anyone else’s behaviour if it falls below the behaviours expected
by the NZDF;
owning your actions and behaviours and acknowledging your mistakes;
maintaining appropriate professional boundaries and relationships at all times in the workplace;
using NZDF’s resources, equipment, information and IT systems responsibly and for their intended
purpose;
complying with physical, personnel and information security requirements. This includes taking any
necessary actions required to obtain and retain the level of security clearance required to perform
our roles, and appropriately challenging or reporting any security breaches we may witness;
acting in accordance with NZDF policy on acceptable social media behaviour, and refraining from
making unauthorised comments to the media or on social media;
never using or misusing our position for personal gain;
declaring any gifts received or declining any gifts or benefits that place us under any obligation or
perceived influence;
avoiding lending to or borrowing money from other members of the NZDF; and
understanding and adhering to the NZDF’s fraud prevention provisions.
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Impartiality (Commitment / Tū Tika)
It is the NZDF’s expectation that employees will carry out the functions of the NZDF, and be impartial and
politically neutral in serving the government of the day.
Examples of how employees can meet this expectation is by:
respecting the authority of the government of the day;
maintain the political neutrality required to enable us to work with current and future governments;
proactively disclosing to your manager any conflict or potential conflict of interest (including any
secondary employment);
carry out the functions of the NZDF, unaffected by our personal beliefs;
ensuring all information and statements provided to the media are authorised and communicated
through the appropriate spokespeople; and
supporting the NZDF to provide robust and unbiased advice and service.
When Expectations are not met
At the NZDF we expect a very high standard of professional and personal behaviour. Sometimes employees
perform, act or behave in ways that don’t comply with the expected standards of behaviour of the NZDF.
This type of behaviour may result in disciplinary action.
If an activity, behaviour or conduct is identified as potentially unacceptable or of concern, the NZDF will
follow a fair and reasonable process, appropriate to the alleged actions. We will judge every situation on its
own merits and circumstances.
If an employee’s behaviour is inconsistent with the Code of Conduct, there are a range of options. This may
include further development or support to bring the behaviour up to the standard required or expected.
For more serious misconduct, disciplinary action may result, which could include warnings or the
termination of employment, the cancellation of a contract, or the removal of authority to be in a Defence
Area, or place of work.
The Discipline Policy is at Annex A (but does not apply to contractors or consultants). This provides the
NZDF with the means to take appropriate action to address unacceptable actions or behaviours where
employment is continuing, and reiterate future behavioural expectation for the employee.
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Civil Staff Code of Conduct Declaration
I, __________________________________, confirm that I have received, read, understood and will comply
with the Code of Conduct, including Annex A: The Civil Staff Discipline Policy. I understand that if, at any
time, I am unclear about any of the content, or I am at risk of breaching the Code of Conduct, I can discuss
this with my manager, another manager or any other member of the NZDF. I understand that if I breach the
Code of Conduct, this may lead to disciplinary action, including dismissal. I understand the NZDF may
review, update, vary or amend this Code of Conduct from time to time, and that I am responsible for
ensuring that I remain familiar with, and comply with, the Code of Coduct, including any subsequent
amendments or variations. I understand that where there is discrepancy or conflict in interpretation, the
English version of the code of conduct will prevail.
Signed: ______________________________________ Date ________ / _____________ / 20
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