Corporate Resource Management

Corporate resource management describes the functions and activities that underpin the delivery of policing services to the Queensland community. The functions and activities are provided through Information and Communications Technology and the Human Resources, Finance and Administration Divisions.

2008-09 Service priorities

• Employing flexible and supportive human resource management policies and practices to attract, retain and develop staff
• Developing concepts to address current and future policing needs associated with demographics and infrastructure growth across Queensland
• Implementing and maintaining information and communication technology systems to support frontline policing, support services and corporate governance requirements through research, benefits, management and consultation
• Planning, implementing and maintaining the Service’s capital works and other asset programs in accordance with the Service’s strategic priorities
• Coordinating planning, budgeting, policy development and risk management within the Service
• Pursuing and developing interagency partnerships that enhance the provision of healthy individuals and communities

Human resource management

Our human resources management focus is on supporting the delivery of policing services by effectively attracting, selecting, training, deploying, managing, developing and retaining employees of the Service.

Industrial relations

The Industrial Relations Branch provided a wide range of industrial and employee relations services. Major achievements in industrial relations this year included:

Rural Locality Incentive Payment

The attraction and retention of police officers and their families to rural and remote locations has always been a challenge for the Service. To assist in overcoming this challenge, the QPS introduced a Rural Locality Incentive Payment on 1 January 2009.

The initiative applies to police officers currently serving and who take up duty and remain in designated rural and remote locations.

The incentive comprises annual payments of $2 000 for the first year of service, $3 000 for the second, and $5 000 for the third and subsequent years.

The scheme currently applies to around 333 police positions in 54 designated locations in Far Northern, Northern, Central and Southern Regions.

Area Allowance

From 1 July 2008 a new Area Allowance of $10 000 per annum for the attraction and retention of police officers in Aboriginal and Torres Strait Islander locations, was introduced as part of Enterprise Bargaining Agreement (No 5). The Area Allowance currently applies to around 108 positions in the following locations: Aurukun, Bamaga, Cherbourg, Doomadgee, Hope Vale, Kowanyama, Lockhart River, Mornington Island, Palm Island, Pormpuraaw, Woorabinda, Wujul Wujul, and Yarrabah.

Officers eligible for the Indigenous Communities Area Allowance do not also qualify for the Rural Locality Incentive Payment.

Unions

Regular consultative arrangements have been established with all unions to ensure effective implementation of certified agreements and to enhance partnership arrangements between the Service, unions and employees.

The main unions that our employees are members of include the:

• Queensland Police Union of Employees
• Queensland Police Commissioned Officers' Union
• Queensland Public Sector Union.

Workplace health and safety

The QPS has implemented the new incident/injury notification and reporting system which has improved employee notification of incidents and injuries and automated workflow processes to ensure completion of injury investigation and implementation of corrective actions. This system has improved the lodgement phase of workers compensation claims and provides more efficiency in this area of claims management. To support the operation of the system, a training package has been developed to improve supervisor skills in health and safety investigations and risk management. We are currently developing an automated hazard management system that will interface with the incident management system and integrate the QPS risk management model. It also includes a module to manage the new legislation governing Provisional Improvement Notices.

Major achievements in the workplace health and safety area for this financial year include:

• development and implementation of the online incident, injury reporting recording and investigation system
• development and implementation of the online injury case management system
• development of an online management system to risk manage employee exposure to potentially traumatising events and enable early assistance to be provided
• all employees being offered access to flu vaccination prior to this year’s peak influenza season.

Workers’ compensation

The QPS recorded a five year low in injuries to employees and workers’ compensation claim lodgements (1 419). The injury frequency rate for this year (9.90 per one hundred employees) has consistently declined from a high in 2004-05 (11.39 per one hundred employees).

Our People

Staffing

Police numbers are increasing each year and at 30 June 2009 there were a total of 10 277 sworn officers (444 more than the previous year).

Queensland has experienced strong growth in police numbers over recent years. This has been essential to keep pace with Queensland’s rapid population growth. Queensland’s police to population ratio for 2008-09 was 1:427.

Attrition rate

In the 2008-09 financial year, 388 police officers separated from the Service with a separation rate of 3.9% and permanent retention rate of 96.1%.

For permanent civilian staff members the separation rate was 7.6% and the retention rate was 92.4%.

Civilianisation

The Service is continuing to implement its civilianisation program to ensure more police officers are available for first response duties.

Since the current civilianisation initiative commenced in 2005-06, numerous civilian staff have been employed in functions such as station counters, communications rooms, watchhouses, intelligence, prosecutions and other administrative roles.

It is recognised that technology also improves efficiency. Key projects such as the police call centre (Policelink) will allow members of the public to quickly and easily contact police, report crimes, and receive information and advice. The call centre will free up police staffing resources throughout the State, and further enhance the quality of policing services being provided to the public.

Secondments

As at 30 June 2009, there were 164 police officers seconded to other agencies to perform law enforcement duties.

Supporting our people

Physical health and wellbeing

The QPS continues to provide support for its employees through a comprehensive suite of services directed at employee physical and mental health.

The suite of support services is designed to enhance the capacity of the Service through the prevention of injuries and management of absence, stress and organisational health issues.

Our staff have access to a number of free and voluntary services:

• The HealthStart Program enables staff to obtain a confidential profile of their health through completion of a lifestyle questionnaire, physical assessment and comprehensive blood test. The Service employs four health coaches to conduct the physical assessments statewide and provide health coaching to those employees who wish to improve their HealthStart results through modification of their diet and physical activity levels. The Program is also supplemented by the HealthStart online learning product, which assists employees in learning about their health and developing diet, exercise plans and mental health coping plans.

Over 8 000 staff have participated in the program in the past four years, with 2 500 participating over the past twelve months.

• Headquarters and regional gymnasiums provide health and recreation facilities to Service members around the State. The Police Headquarters gymnasium provides a range of allied health services such as physiotherapy and pilates classes on a user pays basis.
• The Service provides rehabilitation services to staff who have suffered occupational injuries or disease. These services are also offered to staff who become injured or ill outside of work. Over 2 000 staff have been provided with rehabilitation assistance during the 2008-09 financial year.
• The Service funds an internal health care provider for case management and treatment of employees who require assistance for alcohol or drug misuse.
• all employees are offered access to flu vaccination prior to the year’s peak influenza season
• As part of our commitment to fostering the importance of employees’ health, the Service supports participation in a range of national and international sporting events, including:
• the 12th Australasian Police and Emergency Services Games
• the 2008 Australasian Police Cricket Championships
• the 2009 Australian Police Golf Championships
• the 2008 Australasian Police Basketball Championships.
• The Service has also supported a corporate police team in the annual Bridge to Brisbane Fun Run over several years, with participation in last year’s event exceeding 700.

Psychological health and wellbeing

The QPS Employee Assistance Service (EAS) comprises psychologists and social workers in all regions, commands and divisions. Our mental health professionals have a sound understanding of the unique demands placed on operational police. They provide professional clinical and organisational consultancy advice and support to all staff and managers. A continued focus for EAS is to align the management of psychological risk in the workplace with mainstream risk management practices. There are several initiatives focused on enhancing organisational health:

• The Positive Workplaces Program is intended to improve the organisational climate and productivity of Service workplaces. The Program provides management support and advice to supervisors on a broad range of human resource issues impacting on teams.

This program has developed and delivered workshops on ‘Supportive Leadership’ and ‘Workplace Conflict Management’ to more than 3 000 staff throughout the State.

• The Healthy Workplaces Project has the aim of developing a model for healthy, positive and productive workplaces. In September 2008, the Healthy Workplaces Project conducted a survey to identify strategies to improve working environments and the physical health and psychological well-being of members. The survey was completed by 32 percent of the Service (3 883 members).

The survey was part of a collaborative research study between Griffith University and the QPS which has been awarded funding under the Smart State Fellowship Grant Scheme.

This survey was the first of three to be conducted over three years with a different region each year. One of the first initiatives under this project involved 38 managers from Southern Region participating in a leadership program facilitated by an external business leadership coach.

• In addition, the Service developed a ‘Practical People Management Program’ for front line supervisors and middle managers, made improvements to the HealthStart Program and substantial progress towards the achievement of Health and Safety System accreditation under Australian Standard 4801.

Chaplaincy services and Helping Hand

The Service provides access to chaplaincy services across all regional and remote locations of Queensland. Chaplains are engaged through a number of churches in either full time, part time or voluntary arrangements.

Chaplains in the QPS work at the front line of policing and provide our members with independent confidential support to assist them to deal with a range of issues, such as those arising from personal loss, relationship breakdown, health concerns and workplace challenges.

In September 2008, QPS Chaplaincy coordinated National Police Remembrance Day marches and services throughout Queensland to honour the 137 officers who had lost their lives in the line of duty. Arguably one of the most important days on the policing calendar, National Police Remembrance Day is a time for members of the Service and the community to remember, honour and say thank you to the dedicated men and women who have died whilst on duty.

A Senior Chaplains Workshop was held in February 2009 where issues such as the Chaplaincy Charter and Handbook, in-service training and key performance indicators for chaplain reviews were developed and progressed.

The Community Supporting Police Inc. Helping Hand Fund was established in 2004 in response to an increasing need for assistance by Service members in times of crisis such as serious or terminal illness, injury or personal trauma.

This year, Helping Hand provided support to 93 cases ranging from financially based assistance to the provision of professional services, equipment, transportation and child-care.

Alcohol and drug awareness

The Alcohol and Drug Awareness Unit is responsible for managing internal alcohol and drug programs, including education, coordination of testing and clinical support for members requiring assistance.

Police member education on alcohol and drugs continues to be a significant prevention focus with all education linking back to the management of integrity for all members.

Testing continues to be one aspect of our commitment to enhance police wellbeing and safety, as well as integrity within the workplace. As at 30 June 2009, 1 249 members had undergone a random alcohol test, with one positive result. The Alcohol and Drug Awareness Unit also provided a statewide 24/7 on call service in order to coordinate targeted substance and alcohol tests following critical incidents. During the year, 33 urine drug tests and 31 breath alcohol tests were conducted, with all results being negative.

Equity and diversity

The Service strives to:

• promote a diverse workforce
• ensure equity in employment and professional development
• eliminate all forms of negative workplace behaviour.

Over the past year, the Equity and Diversity Unit (EDU) has continued to provide advice and support to our employees and strive to build a workplace culture founded upon the principles of equity and respect.

Since 2007, the EDU has provided Improving Negative Workplace (previously Negative Workplace Behaviour) Training to policing regions throughout Queensland. Recently this training has been included into the Police Recruit Operational Vocational Education (PROVE) Program curriculum, providing information and awareness to recruits during their initial training period.

Following on from the recently reviewed and approved Pregnancy Information Package, the EDU in consultation with the Women’s Network have commenced a Part-Time Information Package, aimed at providing information for employees and managers/supervisors that is easy to follow and understand.

A Cultural Training Program has also been developed to introduce recruits to the history and culture of Aboriginal and Torres Strait Islander (ATSI) people. The training is delivered face-to-face and is designed to provide recruits with a cultural and historical appreciation of the ATSI people. Additionally, the EDU is currently conducting a review of the Aboriginal and Torres Strait Island Recruitment and Career Development Strategy. This review will provide future directions for the recruitment and career strategies of ATSI people.

Aboriginal and Torres Strait Islander employment

During the year, we continued to deliver the Aboriginal and Torres Strait Islander Justice Entry Program (JEP) traineeship, the JEP Indigenous Mentoring Program, and maintained the Aboriginal and Torres Strait Islander Community Advisory Board. Progress has included:

• 81 people have commenced the JEP traineeship since 2003
• 67 people have graduated with the Certificate IV in Justice
• 62 JEP graduates have then entered the Police Recruit Operational Vocational Education Program (PROVE) as police recruits
• 54 people have graduated from PROVE and have been sworn in as constables
• 7 people commenced the 8th intake of the JEP traineeship in February this year and are due to graduate in August 2009.

Preventing and resolving negative workplace behaviours

Negative workplace behaviour refers to any behaviour that may be defined as workplace harassment or unlawful discrimination, including sexual harassment.

A new competency acquisition product titled Negative Workplace Behaviour was developed to support new policy in the Human Resource Management Manual. An innovative feature is a CD-ROM featuring short video clips of workplace situations which allow learners to test their understanding of the content.

In addition to providing Negative Workplace Behaviour training to the regions, the Equity and Diversity Unit provides train the trainer sessions to District Education Training Officers and Harassment Referral Officers. This ensures there are sufficient numbers of qualified officers to deliver Negative Workplace Behaviour training.

Balancing work and family

Many members are now accessing part-time work options as a means of balancing their work and family responsibilities. As can be seen from the following table, the majority of these employees are female.

The Pregnancy Information Package has been reviewed and approved. This initiative provides an easy to understand guide to legislation, policy and procedure for pregnant employees, employees adopting, partners, supervisors and managers. The Pregnancy Information

Package will be available online in the near future.

We are developing an information package for parttime employees. Similar to the Pregnancy Information Package, the part-time information package will provide QPS employees with an easy to understand guide that will be accessible online.

Voluntary early retirements

There were no voluntary early retirement packages taken by employees in the 2008-09 financial year.

Retrenchments

There were no employees retrenched in the 2008-09 financial year.

Personnel safety equipment for operational police

General accoutrement vests (GAV)

After an extensive trial period, the Queensland Police Service announced the rollout of a general accoutrement vest as a standard uniform item in late 2008.

Police on patrol need to carry a range of equipment which can include a firearm, spare magazines, OC spray, handcuffs, batons, portable radios, mobile phones and a rechargeable torch. The roll out of Conducted Energy Devices is also adding to this inventory. It is estimated this equipment can weigh up to 9kg.

The purpose of the general accoutrement vest is to redistribute the weight of operational equipment from an officer’s waist to areas on the upper body.

The first shipment of 900 GAVs was received in the 2008-09 financial year and the majority of these have now been distributed to uniform officers.

In addition to reducing the discomfort associated with carrying necessary police equipment, the GAV should result in significant health and safety benefits to officers.

Safety hoods

Police officers in Queensland are continuously faced with a risk of exposure to infectious diseases such as human immunodeficiency virus and hepatitis C strain, as a result of biting, spitting or needle stick injuries inflicted by offenders.

A twelve month trial of Safety (Spit) Hoods within the confines of Special and Category One type watchhouses throughout the State was conducted from June 2007. The purpose of a spit/safety hood is to contain any fluid that is being spat at an officer within the hood, whilst also providing some degree of protection in the event that an offender attempts to bite an officer.

Following a review of the trial, statewide rollout of safety hoods in all QPS watchhouses is underway.

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Supporting women’s career development

The Service continued to support a range of specific strategies and initiatives which provide developmental opportunities and improve the quality of life of our female employees, including:

• the Equal Employment Opportunity Management Plan 2006-2009
• the Women’s Network
• the Senior Women’s Forum
• the Leadership and Mentoring Program for Women
• Child and Family Issues Committees
• the Work and Family Policy
• the Pregnancy Policy
• part time policies
• the Jim O’Sullivan Achievement Award for initiatives which enhance the standing of women in the Queensland Police Service
• representation on the QPS Senior Executive Conference.

The Women’s Network

The purpose of the Women’s Network is to create opportunities in a changing environment to develop, support and empower women in the QPS. A recent initiative within the Network involved members of the Women’s Network Executive mentoring Network Coordinators to assist and support them to effectively perform their roles.

Network members have also been involved in a number of projects designed to assist women to balance their work and family responsibilities, including the trial of a carer’s room in Northern Region, the updating and release of the Network’s Pregnancy Package and as a reactor group for policies such as the Child and Family Initiative (CAFI) Committee and Telecommuting policy.

Other projects the Network has undertaken include a technology and marketing working party, a women’s union interest working party, the coordination of two conferences and International Women’s Day celebrations.

Recognising QPS women’s achievements is a strategy adopted by the Network to empower and inspire other women and the Jim O’Sullivan Achievement Award provides a formal vehicle for this within the Service. The winner of the award in 2008-09 was Sergeant Kylee Hayden for the ‘Job Swap Noticeboard’ initiative.

The Network has established a working party to identify and develop nominations for other suitable external awards, such as those offered by the Australasian Council of Women and Policing, and the International Association of Women Police. Network Conferences and Newsletters also provide regular informal avenues to showcase women’s projects, skills and achievements.

The 2008 Senior Women’s Forum was held in October. This annual event offers professional development, leadership development and networking opportunities for senior women within QPS.

The theme of the 2008 Senior Women’s Forum was ‘Policing in a Climate of Change’. The aim for the forum was to address the world wide impact of social, demographic, climate and technical changes and put them in perspective for the QPS and its senior women.

A diverse range of speakers, both internal and external to the Service, gave presentations to the 100 plus delegates who attended. The majority of the delegates were female members at the rank of senior sergeant or AO6 level and above, as well as some male members from a number of regions and commands.

Twenty-eight Service members received their certificate of graduation from the Leadership and Mentoring Program for Women (LaMP) in November. The program blends leadership development with peer mentoring, developing skills to support women moving into middle and senior management roles.

The program runs for six months with participants attending monthly professional development workshops and engaging in mentoring partnerships with senior QPS members.

The table below provides information on the number and proportion of female police officers at different ranks within the Service. The total number and proportion has increased significantly since 2003.

The table below provides information on the proportion of staff members from equal employment opportunity target groups by salary levels within the Service.

Information and communications technology

Strong population growth in Queensland means new infrastructure is needed to support service delivery to the community. Information and Communications Technology (ICT) initiatives such as Policelink, Computer Aided Dispatch (CAD), Integrated Justice Information Strategy (IJIS) and Public Safety Network (PSN) are key projects that will enhance our capacity to receive and respond to an increasing number of calls for service.

QPRIME

The QPRIME (Queensland Police Records and Information Management Exchange) computer system is realising significant productivity gains by reducing the time officers spend repetitively entering data.

QPRIME Phase 2.2 went live across Queensland on 6 October 2008 and involved the implementation of custody management, prosecution management and search recording.

There is also additional functionality being implemented in QPRIME to support the whole-of-Government Integrated Justice Information Strategy (IJIS). The QPRIME IJIS interface is a pre-requisite for the sharing of information between Queensland criminal justice agencies, including the Department of Child Safety. Regular consultation between the QPRIME and IJIS project teams is occurring to ensure alignment.

Policelink

Construction of the QPS Contact Centre (Policelink – Zillmere) commenced in March 2009. This centre will provide a central facility for all community members of Queensland to contact police for assistance. Community members will be able to contact police via a broad range of communication methods including telephone, fax and Internet access.

The development of Policelink and the Joint Contact Centre is a whole-of-Government partnership with the Department of Public Works, Smart Service Queensland and the QPS.

By providing the opportunity for community members to report non-urgent matters directly to Policelink, around 260 000 human resource hours will be reinvested in other priorities and proactive functions to the greater benefit of the community.

Policelink is scheduled to commence operations in March 2010. The new business unit will amalgamate the Police Assistance Centre (PAC), the Crime Stoppers Unit and the Police Headquarters Switch. The introduction of services will be graduated over a six to 12 month period from commencement of operations to ensure that stated service standards are met.

The recruitment of 40 new Client Service Officer (CSO) positions was undertaken in April 2009 so that PAC staff can be progressively released for training in future Policelink operations and systems. The next scheduled CSO recruitment campaign will be in December 2009.

In February 2009 the Department of the Premier and Cabinet approved the establishment and use of an individual logo for Policelink. Work is now being undertaken to have this logo trade marked. The logo will only be promoted once the national non-urgent police number—131 444 becomes operational in Queensland.

Computer Aided Dispatch (CAD)

The QPS currently operates 22 communication centres throughout the State. These centres receive calls for service from the public, initiate dispatch, and manage the police response. Centres located in Brisbane, Logan, Gold Coast, Cairns and Townsville utilise the ESCORT system. The remaining 17 communication centres operate on a QPS built Incident Management System. While these systems have provided comprehensive service over many years, they now require replacement with updated technology. This will provide significant improvement in the functionality required for calltaking and dispatch, and allow for interoperability with other emergency response partners.

The CAD project has documented a comprehensive statement of the QPS business requirements, conducted a business process review and developed a technical requirements statement. The CAD project has also engaged contractors to assist in the development of a business case to ensure best value is obtained from the project and has released an invitation to offer to the market for the supply of a new CAD solution and for implementation services.

This project is a key strategic undertaking within the Service and critical to the future development of QPS information communication technology infrastructure. At the completion of the QPS CAD project it is envisaged that the CAD systems developed for the Queensland Police Service and the Department of Community Safety will have the capacity to interface and share information.

Public Safety Network (PSN)

Successful delivery of the joint PSN Project remains a high priority for the Queensland Police Service, Department of Community Safety and Department of Justice and Attorney-General.

The PSN Project has achieved significant progress towards the establishment of a single shared network service with the successful conclusion of procurements valued at approximately $56.7 million.

In 2009 the PSN Project moved into implementation phase and is currently rolling out upgrades at participating agency sites across Queensland. Strong positive engagement of regional stakeholders during the implementation is contributing to the success of the current phase of the project.

Integrated Justice Information Strategy

The Integrated Justice Information Strategy (IJIS) enhances and automates information sharing between police and the courts. Collaborative work to date between the QPS and our IJIS partners has enhanced the efficiency of criminal justice agencies in managing the movement of people through the criminal justice system.

The program of work for the 2008-09 year included progression of:

• Electronic Transfer of Court Results – through which court results recorded in the Justice Information System will be electronically forwarded to the criminal justice agencies.
• Court Event Outcome Project – which will implement the verification of court results prior to electronic transfer to police and ensure the consistent recording of court result information within the Justice Information System. This project is still in the scoping stage.

Mobile services

The Public Safety Communications Project (PSCP) has initiated a mobile communications program structure comprising members from QPS, Department of Community Safety (DCS), Queensland Government Chief Information Office, Queensland Treasury and Department of the Premier and Cabinet.

We have completed a draft mobile communications strategy for amalgamation with DCS and input into joint radio and mobile data business cases.

Legacy Migration Program

In 2008-09 significant progress has been made towards the sourcing and implementation of replacement solutions which are required to enable legacy systems to be decommissioned. Key achievements include:

• Procurement of a solution to replace legacy records management systems and provide a standard platform that can be leveraged for subsequent initiatives
• Completion of a solution options analysis for a replacement Weapons Licensing System
• Commenced decommissioning of applications already subsumed by QPRIME.

CrimTrac National Police Reference System

The CrimTrac National Police Reference System (NPRS) has been established by the Commonwealth’s CrimTrac agency with the support of all states and territories, to ensure police in every part of Australia can immediately access essential information about people of interest.

In September the Police Service Administration and Other Legislation Amendment Bill 2008 was passed in Parliament. It bolstered the ability of the Service to share offender information with interstate policing jurisdictions.

In February 2009, the Service reached a major milestone in the CrimTrac program of work with the release of the NPRS Consumption module.

The NPRS Consumption module allows Queensland users to search for people of interest held not just in the Queensland database, but also to access information provided to the national database by other jurisdictions in Australia.

The NPRS Consumption module was the second major NPRS component to be developed and released. NPRS Provision was released in November 2008, and it provides QPRIME person of interest updates to the CrimTrac national database for use by other Australian police jurisdictions.

Radio and communication upgrade and enhancement

A range of radio communication initiatives have been progressed during the year:

• The rollout of Radio Over Internet Protocol (RoIP) to provide connectivity from Police Communication Centres to 125 remote communication sites is currently underway, with an expected completion date of September 2009
• An upgrade of existing police radio communications systems across the State is also being undertaken. Programs of work in this area include:

- the installation of audio logging systems in 11 Regional Communications Centres. Equipment has been ordered with delivery and installation to be completed by September 2009

- the installation of four integrated Radio and Telephone Communications consoles at Regional Communications Centres at Cairns, Townsville, Rockhampton and Maroochydore. Progressive installation commenced in April and will be finalised in September 2009.

• A program of work to replace ageing police communications equipment commenced in September 2008. The equipment involved in this program of works included:

- progressing the replacement of 150 long range high frequency mobile radios and the upgrade to seven regional base stations and three telephone interconnect sites, all in regional Queensland. This purchase process is anticipated to be completed by the end of 2009

- completing the replacement of 1 152 portable Ultra High Frequency (UHF) radios in non metropolitan regions

- progressing the Digital Electronic Recording of Evidence (DERE) project to place computer based digital evidence recording equipment in all interview rooms across the State. The project will also provide 14 portable field recording systems. Up to August 2008, 103 units had been installed. A further 94 units were purchased and are expected to be installed by September 2009.

Telephony and satellite voice communications

Telephony, including satellite voice communications, imparts continuity to police/community contact and has a significant role in supporting the safety of operational officers.

During 2008-09, our Telephone Coordination Unit initiated a Voice Over Internet Protocol pilot in Far Northern Queensland as well as Internet Protocol connectivity for voice traffic between the major Police Communications Centres (PCCs). This will assist with the onset of Policelink and handling of calls to PCCs from a statewide perspective.

ICT survey

A QPS survey conducted in late 2008 invited more than 5 000 users to rate their level of satisfaction with QPS Information Systems products and services, with 35 percent of those responding.

The customer satisfaction index rose from 76 percent in 2007 to 83 percent in 2008.

The information gathered assists ICT to plan and prioritise work commitments and will provide input into ICT strategic and operational plans. These include QPRIME issues, rollout or the Public Safety Network, Policelink and the National Police Reference System.

Physical resource management

Administration Division directs the management and development of administrative and logistic support. During 2008-09 procurement and logistical support was provided for the following projects:

• Public Safety Network
• Legacy Migration Program
• Policelink
• Intelligent Traffic Policing Program
• Smartcard
• Purchase of three catamarans
• Purchase of an aircraft
• Purchase of an Electronic Document Management System

Fleet management

Selecting the most operationally suitable vehicles and achieving the optimum fit-out of those vehicles for Service use is a key function of the Fleet Management ranch.

The QPS fleet currently numbers 2 273 vehicles.

The QPS Fleet Management Branch has designed, developed and supplied $300 000 in additional specialist vehicles for the Roadside Drug Testing Unit. These vehicles include a Toyota Kluger All Wheel Drive, three Toyota Hilux Dual Cab utilities and a Mercedes Sprinter 518 van. Each vehicle has hi-visibility markings installed.

The second Mobile Police Facility (MPF) has been built with modifications carried out to the original design for improved operational efficiency and officer comfort. This vehicle is scheduled for delivery to the Northern Region in late July 2009. Work is progressing on a further two MPFs. Total cost of this project is $1 million.

Our fleet management branch has designed and constructed two versions of an aluminium prisoner cage for installation into a Toyota Prado wagon. The key features of the cage are:

• two person capacity
• aluminium construction to keep weight to a minimum and ensure ease of cleaning
• smooth interior surfaces to reduce the risk of injury or potential self harm
• emergency exit hatch provided to the front bulkhead
• ducted air conditioning to reduce the risk of hyperthermia.

The QPS is also focused on ensuring our vehicle fleet achieves good environmental outcomes. Energy efficiencies have been achieved through greater use of diesel powered vehicles, introduction of smaller fuel efficient vehicles for executive and administrative use and a continuing program of trials involving both hybrid and turbo diesel sedans.

The overall fleet fuel efficiencies have improved as a result. The fleet travelled 3 percent further in 2009 than 2008 but with approximately 6 percent less fuel cost, in spite of increasing fuel prices.

Vessel management

The Queensland Water Police are responsible for policing the State’s coastline and waterways and coordinating the State’s Search and Rescue response. The Water Police fleet statewide is made up of 67 vessels, ranging from class one patrol and command catamarans to jet skis. These vessels are located at 23 police stations around the State. Eleven of these stations are specialist water police facilities.

The Vessel Management Plan for 2008-09 included 18 projects such as the final delivery of the new patrol catamarans, the re-fitting and re-powering of several vessels and the replacement of 7 smaller vessels ranging between 4.5 and 7.6 meters.

Key investments included the replacement of three Class 1 Vessels at a total cost over two years of $11.8 million. The new vessels have been delivered to water police stations at Cairns, Yeppoon and Brisbane and offer substantially enhanced operational capability, including increased range and payload capacity. These vessels are equipped as mobile marine Command Operations Centres enabling major incidents including search and rescue operations to be managed from the scene.

The Service continued to increase its counter-terrorism capability in the marine environment with a 9.5 metre tactical response and patrol vessel allocated to Brisbane Water Police, capable of being deployed throughout the State. This vessel was delivered in October 2008.

A new 9.5 metre rigid hull inflatable boat was also delivered to Redland Bay in September 2008, alongside a new Noosa 2700 catamaran for the Gold Coast Water Police delivered in August 2008. These craft allow for greater flexibility and increase the operating capabilities of police in the areas of minor search and rescue, vessel interception and crime related inquiries.

Aircraft

The Service currently operates four permanent aircraft, collectively referred to as the Police Air Wing: a Cessna Citation jet based in Brisbane, a Beechcraft B1900 which operates out of Cairns and two Cessna Caravans, one based in Cairns and one in Mt Isa. A new Britten-Norman aircraft which will operate in the Torres Strait is scheduled for delivery in late 2009 or early 2010.

The Air Wing provides the QPS with the capacity to rapidly deploy officers and specialist equipment to emergency situations throughout the State. It also facilitates the movement of prisoners and police officers across most of Queensland and into remote areas.

The Citation Jet has also supported the Government Air Wing on interstate organ retrieval flights and the extradition of people in custody from interstate.

During 2008-09, the Air Wing recorded over 2 280 flight hours and travelled 772 800 kilometres. More than 11 520 passengers were transported including 1 500 prisoners. Over 27 600 kilograms of freight was carried.

A number of search and rescue operations were also undertaken using both Cessna Caravan and Citation Jet aircraft.

Emergency response was provided to a number of situations on Cape York Peninsula and in coastal areas. The Air Wing also provided relief police staff into the Gulf and Peninsular areas during recent flooding.

Capital Works Program

During 2008-09, the Queensland Government allocated $147 million for the continuation of the QPS Capital Works Program. This funding was used for a number of projects including:

• completion of new or replacement police stations at Mango Hill/North Lakes, Fortitude Valley (Stage 1), Port Douglas, Charleville, Yeppoon, Ayr, Whitsunday, Woodford, Ravenshoe and Surfers Paradise, Pine Rivers District Watchhouse, and East Brisbane/Kangaroo Point Neighbourhood Police Beat
• refurbishments to Bribie Island, Longreach, Mount Morgan, Mudgeeraba, Smithfield, The Gap and Townsville police stations
• commencement of construction of new or replacement police stations at Mareeba, Burpengary, Carseldine, Crestmead, Holland Park, Reedy Creek, Springfield and Sippy Downs, as well as a district headquarters at Coomera
• upgrades and refurbishments to existing facilities are underway at Upper Mount Gravatt, Fortitude Valley (Stage 2) and Charleville watchhouse.

During the year land was acquired at Springfield.

Significant works completed under the Watchhouse Upgrade Sub-Program included electronic security upgrades of Bundaberg, Bowen and Boondall, and physical upgrades of Blackall, Jericho and Muttaburra. A statewide program for the replacement of doors in violent detainee cells has also continued.

Forty six watchhouses, which have the capacity to accommodate prisoners for longer than 24 hours, have also been audited with a view to upgrading Closed Circuit Television Cameras (CCTV) in these facilities.

The Service has developed a program to incrementally upgrade CCTV facilities throughout the State. The tender stage has been completed for the upgrade of the Normanton and Cunnamulla Watchhouses in the 2008-09 financial year.

Westgate Academy

The current stage of the project involves completion of the strategic master plan, project definition plans and schematic design.

Renovations on Lillypilly House are now complete and will provide accommodation for the Driver Training Unit when the track is constructed.

The project is scheduled for completion in the 2014-2015financial year and will provide for 38 new buildings/structures and refurbishment of 14 heritage buildings.

The Westgate Project is continuing with the schematic design for the Academic Hub, Forensic Services Branch and site infrastructure, and the contract documentation for the redevelopment of Orford Drive.

The construction of the driver training track and associated classrooms, renovation of the heritage listed cricket pavilion and the demolition of surplus buildings are due for completion by June 2010.

Environmental sustainability and infrastructure

The Queensland Government’s Towards Q2: Tomorrow’s Queensland strategy has set goals that address current and future challenges for Queensland, including the reduction of Queensland’s carbon footprint by onethird with reduced car and electricity use. The QPS is committed to the reduction of emissions created by government buildings and vehicles as well as managing water consumption and waste production.

The QPS has established an Environmental Governance Committee (EGC) to provide an appropriate framework to ensure the Service is aligned to the State and Federal Government's environmental policies and targets.

The QPS EGC makes recommendations to the Senior Executive and has, as its consultative body, the Environmental Management Working Group that consists of representatives from all regions, commands and divisions within the Service.

To provide a framework from which the Committee can develop environmental management systems and plans, the Queensland Police Service Environmental Policy has been written and forms the cornerstone of the Service’s response to environmental management.

Energy

The QPS is considering ways to reduce its energy consumption and impact on the environment. The Queensland Police Service Strategic Energy Management Plan (SEMP) has been developed to guide management of the department’s future energy consumption, so the objectives of the State Government's Strategic Energy Efficiency Policy for Queensland Government Buildings can be met.

This policy requires the Service to achieve a 5% energy reduction by 2010 and a 20% saving by 2015. To achieve these targets, the Service is engaged in energy efficiency processes for the Police Headquarters Building and a number of retrofits of other facilities with high energy consumption. The SEMP outlines the use of the Built Environment Material Information Register to record and report on energy consumption and to identify poorly performing facilities. This strategy will enable the Queensland Police Service to meet the 2015 energy savings target.

The following opportunities have been identified and planned for the calendar year 2009.

It is envisaged that these trials will provide templates upon which future initiatives can be based.

Water

The QPS is committed to the Government Buildings Water Conservation Program (Water Smart Buildings), which aims to reduce water consumption by at least 25% primarily in new and existing Government commercial buildings.

Our commitment is demonstrated by the adoption of and compliance with the Water Efficiency Management Plans (WEMP) in South East Queensland. This plan provides long-term efficiencies and savings for identified police stations and facilities including the Police Headquarters building, retrofitted in 2007 with water efficient devices resulting in a water consumption reduction of 60%.

Water saving strategies include:

• installation of smart metering devices at headquarters and the Oxley Academy. This allows for weekly consumption readings, providing for better control of water supply and water leakage detection
• education of staff to raise the awareness of water conservation
• review of the way water is used and recycled
• quarterly reporting on water consumption against WEMP targets
• regular maintenance and inspections of water supply equipment and associated devices.

Waste

The Queensland Police Service Waste Management Strategic Plan (WMSP) focuses on the Government’s waste management hierarchy of waste avoidance, reuse, recycling, energy recovery from waste and disposal.

This focus highlights the strong and growing commitment the Service has to reducing the amount of waste created, ensuring the efficient use of resources and encouraging recycling of resources.

Waste management strategies being implemented by the Service include:

• Battery recycling – Regional Environmental Working Group members are working with suppliers of police vehicle batteries to facilitate the collection of used batteries and dispose/recycle them on our behalf. Additionally, battery recycling bins are progressively being placed in all policing establishments for batteries used in alcometers, torches, recording devices and various other items.
• Recycling of RBT mouthpieces – The current breath testing mouthpieces are manufactured from 100% polyethylene and can be recycled in the same manner as other domestic plastic materials such as milk and soft drink bottles.
• Electronic payslips –The Service is working towards the introduction of electronic payslips, which will substantially reduce the demand for paper and lead to significant environmental gains. The QPS currently distributes more than 14 000 payslips each fortnight.

Greenhouse gas emissions

The QPS is committed to supporting the Queensland Government’s Toward Q2 – Tomorrow's Queensland target to cut Queensland’s greenhouse gas emissions by one third by 2020. This commitment includes implementation of the Government's climate change and other environmental strategies such as the ClimateQ: toward a greener Queensland strategy.

Six gases have been identified under the Kyoto Protocol as the main greenhouse gas emissions that need to be reduced. The gases are carbon dioxide, hydrofluorocarbons, methane, nitrous oxides, perfluorocarbons and sulphur hexafluoride. As part of standard emission measurement practices these gases are mainly reported as carbon dioxide equivalent emissions (CO2-e).

The Queensland Government continues to develop and improve whole-of-Government data collection processes and systems to standardise reporting of its greenhouse gas emissions. The basis for this reporting is consistent with acknowledged national and international standards, including the definitions outlined in the AS ISO 14064 standards and the Australian Government’s National Greenhouse Accounts Factors Workbook. These standards establish the following different categories of emissions that organisations (such as government agencies) need to consider, taking into account the particular organisation's operational boundaries:

• Scope 1 - emissions that occur directly from sources which are owned or controlled by an organisation (eg. emissions from departmental vehicles, on-site diesel generators, gas boilers etc)
• Scope 2 - emissions that occur indirectly due solely to an organisation's consumption of electricity or steam or heating/cooling (which has been generated by the burning of fuels such as coal, natural gas, etc at power stations or other facilities not controlled by the organisation)
• Scope 3 - emissions that occur indirectly due to actions of the organisation, but from sources which are not owned or controlled by the organisation (ie. outside its operational boundary). Some common examples of these sources include employee business travel (in vehicles or aircraft not owned or controlled by the reporting organisation); employees commuting to and from work; out-sourced activities; and transportation of products, materials and waste.

For QPS the key greenhouse gas emissions are those that are linked to the following business activities:

• vehicle usage
• electricity consumption
• air travel

The following table outlines the emissions relating to the QPS for 2008-09:

Other reporting

Weapons licensing

The Weapons Licensing Branch administers all aspects of the Weapons Act 1990, Weapons Regulation 1996 and Weapons Categories Regulation 1997. The Branch issued 12 771 new or replacement licences, renewed 33 753 licences and received 31 886 applications for the issue of permits to acquire firearms.

All weapons licences now have a maximum five year life other than those extended to the licensee’s date of birth. As of 30 June 2009 there were 153 358 licence/approval holders with 544 504 firearms/weapons registered to licence or approval holders.

The Branch also coordinates the QPS Firearms Security and Inspection Program. Between 1 June 2008 and 31 May 2009, a total of 11 676 inspections were undertaken (7.59% of total licence holders). The inspections found 363 facilities to be non-compliant—of these, 70 licensees had firearms seized pending storage upgrade or disposal and 16 licensees were charged with Weapons Act offences.

The Branch also provided support, training and advice to internal and external clients throughout the year.

Recordkeeping

The Administration Branch is responsible for the development, review and maintenance of QPS corporate records management policies, procedures, standards, guidelines and training programs. Together these ensure that the Service meets its responsibilities under the Public Records Act 2002 and continues to improve recordkeeping processes to enhance compliance with Queensland Government Information Standard 40, ‘Recordkeeping’.

Key activities in 2008-09 included:

• ongoing consultation with QPS business areas to improve recordkeeping practices
• large-scale training sessions in recordkeeping practices to improve records management within the Service, including correct records disposal
• further rollout of a compliant electronic document and records management system (eDRMS) to key offices within the Police Service
• involvement in whole-of-Government negotiations with eDRMS vendors to expand the range of eDRMS products approved for use in Queensland Government agencies
• participation in the review of the Queensland State Government Business Classification Scheme and Thesaurus of Administrative Terms (QKey) to provide agencies with a relevant and standard set of terminology for use in managing administrative records.

The QPS is working towards complete compliance in relation to records management. A strategic plan has been formulated and implementation has commenced. A record management system has been scoped, identified and purchased and will be deployed in 2009-10.

Consultancies

The Police Service did not engage any consultants in 2008-09.

Freedom of information

In 2008-09 the Freedom of Information (FOI) and Privacy Unit received 2 995 FOI applications. All applications were processed within statutory timeframes. Throughout the year the unit continued to provide support, training and advice to internal and external clients, while maintaining professional relationships with representatives from the Office of the Information Commissioner and other FOI units across Government.

On 1 July 2009 with the implementation of the Right to Information Act 2009 and the Information Privacy Act 2009, the title of the unit will be redesignated to the ‘Right to Information and Privacy Unit’.

Key future initiatives

Information Management

Mobile Services

The introduction of mobile services is a key strategic undertaking within the Service. Mobile services will present opportunities to further exploit information management efficiencies made possible through the integration of information databases such as QPRIME, Policelink, Computer Aided Dispatching (CAD) and through convergence of technologies (voice, data, video streaming) in developing communication networks (digital trunk mobile, 3G Networks and Satellite).

The Public Safety Communications Project (PSCP) will progress the development of mobile data in 2009-10.

Electronic Transfer of Court Results

Electronic Transfer of Court Results is due to be commissioned into production in mid-September 2009.

Physical Resource Management

Vessel Management Program

The Service intends to undertake 11 projects during 2009-10. These projects will include the completed construction and delivery of a number of smaller Rigid Hull Inflatable Boats, replacing current vessels in the Far Northern, Northern and Brisbane regions, and the repowering of several vessels throughout the State.

Travel Management

The Travel Management System (TMS) is a whole-ofgovernment initiative that will assist in reducing the direct and indirect cost of official travel. It is envisaged that the TMS will be implemented Service-wide by June 2010.