This is an HTML version of an attachment to the Official Information request 'Some executive job descriptions'.

 
 
Detective  
Superintendent 
 
POSITION DETAILS
 
 
 
 
 
Location:  Auckland 
Remuneration 
Senior Manager 3 
Range: 
 
  
 
 
Title:         Detective Superintendent 
Reports to: 
Assistant Commissioner: 
Northern 
National Operations 
 
  
 
 
 
 
Status: 
Office of Constable 
 
 
 
 

Date: 
 July 2010 
Direct Reports:  This position has no direct  
reports but may lead teams  
and task forces with co-opted  
staff as required. 
 
PURPOSE 
To conduct major inquiries and lead selected teams and task forces dealing with 
inter-District crime and operations.  
 
To provide a link between Districts and PNHQ and contribute to the management 
of risks to Police integrity and operational performance.  
 
To provide governance and leadership of the Criminal Investigation Branch (CIB) 
through the Crime Reference Group (CRG). 
 
KEY ACCOUNTABILITIES 
 
1. Service Delivery 
Operations and Investigations Management
  
•  Assists with the planning for major and exceptional operations, including 
the preparation of operation orders as required by the Assistant 
Commissioner: National Operations. 
•  Provides supervision and support to managers of major and exceptional 
operations or emergency situations as required.  
•  Assumes management responsibility for major crime investigations (e.g. 
mobile serial offenders) and other major operation contingencies as 
directed by the Assistant Commissioner: National Operations.  
 
 
 
 

•  KEY ACCOUNTABILITIES (Continued) 
 
•  Maintains an overview of major operations and investigations within the 
Region to provide quality assurance and national consistency of service 
delivery and standards.  
•  Monitors and reports on specific investigations and operations i.e. 
investigation reviews and de-briefs. 
 
Integrity And Ethics Management  
•  Undertakes objective investigations into operational performance.  
•  Leads sensitive internal inquiries anywhere within New Zealand as 
required.  
•  Monitors areas of possible risk to ethics or standards within the Police and 
advise the Commissioner of appropriate remedies.  
 
2. Relationship Management 
Establishes and maintains constructive and complementary working 
relationships with:  
1.  National Crime Manager  
2. District Commanders  
3.  National Manager: Operations  
4.  District Managers: Criminal Investigations  
5.  Other District Managers  
6. Commander:  Metro  Crime and Operations Support (AMCOS) 
(Auckland based position only) 
 
3. General Management 

•  Ensures systems and behavioural alignment to the integrity, ethics and 
values of the organisation.  
•  Ensures the promotion of values and ethics within the organisation.  
•  Encourages behaviour that develops a constructive culture as 
described by the identified ideal culture.  
•  Supports and explains decisions made by Police Executive in all 
relevant forums and discussions.  
•  Acts as a source of expert information and advice in their area of 
specialisation for managers and staff.  
•  Ensures the key concepts of Maori Responsiveness, community 
orientated policing, partnerships and quality customer service are 
adhered to in all projects and initiatives.  
•  Contributes to meeting Police obligations under the Treaty of Waitangi.  
•  Develops networks inside and outside the organisation to achieve 'best 
result' for the organisation as a whole. 
•  Fosters a safe environment by integrating safety and health into all 
aspects of work practices and places of work.  
 
 
 
Detective Superintendent Northern 
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PERSON SPECIFICATION 

Values: 
The following values are the fundamental principles of behaviour that guide New 
Zealand Police. The successful applicant will demonstrate these behaviours. 
 
Integrity 
All Police members are committed and loyal to the vision, values and goals of the 
organisation. They inspire trust and behave honestly and ethically. 
Desirable Behaviours: 
•  Communicates openly and truthfully with discretion 
•  Remains impartial and polite in all interactions 
•  Challenges unethical or unprofessional behaviour 
•  Maintains confidentiality with discretion 
• Respects 
confidences 
 
Professionalism 
All Police members are aware of the impact of their behaviour at all times. 
They maintain self-control, are resilient and present a professional image. 
They uphold the rule of law and maintain the guidelines, standards, policies 
and procedures set by the organisation. 
Desirable Behaviours: 
• Remains 
objective 
•  Able to work through and recover from setback or disappointment without 
affecting performance 
•  Controls emotions that may negatively affect performance or interpersonal 
relationships 
•  Seeks, accepts and gives feedback constructively 
•  Effectively manages conflict 
•  Adheres to correct policies and procedures 
•  Maintains political neutrality in public regardless of personal political beliefs 
•  Maintains high standard of personal appearance 
 
Respect  
All Police members understand that their role is to acknowledge and respond to 
our diverse society and to serve all people with dignity. In doing so they  
recognise the rights, values and freedoms of all people. 
Desirable Behaviours: 
•  Treats all people in a fair, equitable and non-discriminatory manner 
•  Listens to and respects the point of view of other cultures 
•  Listens to and respects the views and values of the community 
•  Open and sensitive to cultural needs 
•  Shows consideration of diversity 
•  Takes account of the community and stakeholder views and values in decision-
making 
•  Adapts communication style in line with needs of the community 
•  Positively responds to the contribution of all members of Police 
 
Detective Superintendent Northern 
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PERSON SPECIFICATION (continued) 
 
Commitment to Maori & Treaty 
New Zealand Police are committed to being responsive to Maori as tangata 
whenua, recognising the Treaty of Waitangi as New Zealand's founding 
document.  By working with Maori New Zealand Police will enhance safety and 
security. 
Desirable Behaviours: 
•  Establishes contacts in Maori community appropriate for role 
•  Understands sensitivities that arise from Tikanga when dealing with Maori  
•  Able to discuss Treaty of Waitangi issues and provide perspective within a 
policing context 
•  Encourages others to understand Treaty of Waitangi 
•  Seeks advice from Kaitakawaenga (Iwi Liaison Officers) in sensitive, complex 
situations involving Maori 
•  Acquires and uses Te Reo Maori in conversation and where appropriate in 
documents 
 
Competencies:  
The following competencies describe the essential  and highly desirable 
behaviours, attributes and characteristics required to be effective in this position. 
The successful applicant will demonstrate these competencies. 
 
The three (3) essential competencies for this position are:  
 
1) Building Partnerships 
Effective performers work co-operatively with others to build partnerships and 
achieve desired outcomes.  They actively network, create and maintain 
relationships that inspire trust amongst all stakeholders in order to share 
information and co-ordinate action effectively. 
Desirable Behaviours: 

•  Uses initiative to take the first step in building relationships 
•  Develops and maintains effective working relationships 
•  Proactively develops and maintains networks internally and externally 
•  Liaises professionally with stakeholders 
•  Shares knowledge internally and externally to achieve overall objectives 
•  Asks for information or assistance from others 
•  Communicates the benefits of working together 
 
(2) Exercising Judgement 
Effective performers seek out and make full use of all available information and 
experience to resolve a situation. They analyse the options and associated risks 
while considering possible solutions within time constraints.   
Once the analysis has been completed, they make sound decisions or 
recommendations. 
 
 
 
Detective Superintendent Northern 
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PERSON SPECIFICATION (continued) 
 
Desirable Behaviours:
 
• Objectively 
evaluates 
situations 
•  Uses combination of information, experience, and initiative / “gut feel” when 
resolving situations 
•  Identifies risks and acts accordingly 
•  Identifies causes of problems and takes steps to resolve them 
•  Consults with others to achieve effective solutions 
•  Makes and communicates difficult decisions 
•  Responds quickly and decisively in emergency situations 
•  Identifies and takes action to minimise risks to service delivery 
•  Recognises own knowledge or experience gaps and asks for help 
 
(3) Influential Leadership 
Effective performers communicate a vision, provide direction, coordinate and 
develop individuals and teams.  They inspire and motivate others through 
personal example, while enabling colleagues to maximise potential.  They use a 
combination of authority and influence at all levels of the organisation. 
Desirable Behaviours: 
•  Assumes responsibility in times of uncertainty or crisis 
•  Communicates clear and firm directions when required 
•  Defines and actively models high standards of behaviour 
•  Communicates clear direction to all 
•  Delegates responsibility to enable others 
•  Supports and inspires individuals and teams to work towards a common goal 
•  Adopts appropriate leadership style to suit the situation 
•  Coaches, develops and mentors others 
•  Allocates and uses resources effectively and efficiently 
•  Actively promotes success stories 
 
The highly desirable competencies for this position are: 
 
Accountability for Performance 
Effective performers take personal responsibility for achieving personal and team 
goals and targets. They set clear objectives and are committed to their work.  
They plan, prioritise and use their time and energy effectively to achieve desired 
outcomes.  They promote accountability in others and take responsibility for their 
own actions and decisions. 
Desirable Behaviours: 
•  Sets challenging and realistic goals, targets and objectives 
•  Manages time effectively to achieve goals, targets and objectives 
•  Contributes to projects or operations to achieve results 
•  Takes appropriate responsibility for any delegated work 
•  Promotes and encourages the desirable performance of others 
•  Addresses poor performance from others 
•  Actively seeks out development opportunities 
•  Demonstrates personal drive and commitment 
 
Detective Superintendent Northern 
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PERSON SPECIFICATION (continued) 
 
•  Stands by own decisions and takes personal responsibility when things do not go 
to plan to rectify and learn from them 
•  Actively participates as part of a team 
 
Building Talent and Managing Performance 
Effective performers actively develop employees who report to them. They 
explain performance standards and provide timely and honest feedback. They 
help employees acquire new skills and knowledge and provide advice from their 
own experiences. They identify and facilitate developmental experiences  
for employees across the organisation who contribute to individual and 
organisational capability. 
Desirable behaviours: 
• 
Is aware of each employee's career aspirations, engagement levels and 
abilities.  
•  Works with each employee to develop and implement individual 
development plans 
• 
Monitors employee performance and engages in frequent discussions about 
performance and development 
•  Supports employees to identify and accept stretch development 
opportunities 
• 
Constructively addresses inappropriate behaviour or poor performance in a 
timely manner. 
 
Challenging for Continuous Improvement 
Effective performers are flexible and responsive to the changing needs of the 
community and organisation.  They constantly seek improvement to ensure 
effective and efficient service delivery.  They demonstrate the ability to adapt to 
new situations and promote and encourage initiatives for personal and 
organisational improvement. 
Desirable Behaviours: 
•  Constructively challenges established ways of working where improvements can 
be seen 
•  Proactively seeks to improve the service provided 
•  Identifies obstacles and seeks to remove them or work through them 
•  Adapts own behaviour to suit changing circumstances 
•  Actively supports change initiatives and shares good practice 
•  Implements changes in a measured way that allows appropriate time for 
consultation and acceptance 
•  Recognises internal and external changes, trends, issues and raises them for 
discussion 
•  Willingly seeks out opportunities to exceed service expectations 
 
Strategic Development 
Effective performers think strategically when planning for the future.  They 
develop national, district or service centre strategy that determines business and 
operational planning and policy. 
Detective Superintendent Northern 
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Position Description_dc_ bei July 2010 
 

PERSON SPECIFICATION (continued) 
 
Desirable Behaviours:
 
•  Focuses on future development 
•  Considers and evaluates global and national trends 
•  Promotes and sponsors strategy 
•  Ensures organisational strategies are aligned 
•  Ensures priorities are aligned with strategic objectives 
• Proactively 
monitors 
progress 
CIFICATIONPERSON SPECIFICATION (cont'd 
Technical Skills: 
The following knowledge and skills are essential in achieving the purpose and 
accountabilities of the position: 
•  Demonstrates an in-depth understanding of Police operational and 
governance issues, particularly in relation to criminal investigations. 
•   Demonstrates extensive experience in the management of complex and 
serious criminal investigations. 
•  Demonstrates an ability to identify and mitigate risks to Police integrity and 
operational performance. 
 
Special Requirements: 

•  Applicants must be qualified as a Detective. 
 
NOTE 
 
For selection purposes each of the above competencies will be considered in 
relation to the following: 
1. Potential to perform well in the position, given a reasonable period of  
time for familiarisation and/or training. 
2. Personal attributes and temperament relevant to the position. 
3. General health which will allow for the performance of all duties and 
functions of the position. 
Detective Superintendent Northern 
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Position Description_dc_ bei July 2010