WAPU Police News June 2022

JUNE 2022

Morale at all-time low

The results of our Workplace, Health and Member Services Survey are in

Not all crimes created equal

Our Crime Severity Score addresses the traditional crime rate’s limitations

Dinner honours recently retired members

Our second annual event to celebrate the ends of many fine careers

THE MAGAZINE FOR THE

WA

POLICE UNION

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JUNE 2022

POLICE NEWS THE MAGAZINE FOR THE WA POLICE UNION

CONTENTS

08

No, minister, WA Police Force morale at all-time low Our President reports the results of our Workplace, Health and Member Services Survey

12

Same story, different day It seems what’s wrong with the job in 2022 is what was wrong with the job in 1945

16

Not all crimes created equal Our Crime Severity Score addresses the traditional crime rate’s limitations

4 POLICE NEWS JUNE 2022

20

The seven steps to PROTECT you Why you should prepare, report, obtain, track, equip, connect and task

24

Dinner honours recently retired members Our second annual event to celebrate the ends of many fine careers

30

Lace up for police legacy

The fourth Run4Blue challenge raised more than $128,000

06 BOARD OF DIRECTORS & STAFF 22 INDUSTRIAL REPORT 28 FIELD REPORT 32 M OTORING 33 FINANCE 35 L EGAL 36 HEALTH 37 R ETIREMENTS & RESIGNATIONS 38 VALE 38 NEW MEMBERS

WA

POLICE UNION

639 Murray Street, West Perth WA 6005 P (08) 9321 2155 E admin@wapu.org.au OFFICE HOURS Monday-Friday 7am-4pm AFTER HOURS EMERGENCY DIRECTOR 0438 080 930 www.wapu.org.au Follow us facebook.com/WAPoliceUnion Twitter @WAPoliceUnion Instagram instagram.com/wapoliceunion PUBLISHED BY WA Police Union 639 Murray Street, West Perth WA 6005 (08) 9321 2155 ADVERTISING WA Police Union (08) 9321 2155 DISCLAIMER WAPU (“Publisher”) advises that the contents of this publication are the sole discretion of the WA Police Union and the magazine is offered for information purposes only. The publication has been formulated in good faith and the Publisher believes its contents to be accurate, however, the contents do not amount to a recommendation (either expressly or by implication) and should not be relied upon in lieu of specific professional advice. The Publisher disclaims all responsibility for any loss or damage which may be incurred by any reader relying upon the information contained in the publication whether that loss or damage is caused by any fault or negligence on the part of the Publishers, its Directors or employees.

COPYRIGHT All materials in this publication are subject to copyright and written authorisation from WAPU is required prior to reproduction in any form.

ADVERTISING Advertisements in this journal are solicited from organisations and businesses on the understanding that no special considerations other than those normally accepted in respect of commercial dealings, will be given to the advertiser. All advertising is undertaken in good faith and WAPU takes no responsibility for information contained in advertisements.

COVER Morale is low in the WA Police Force, with officers feeling overworked and undervalued.

ABOVE 2022 WA Police Union Annual Retirement Dinner.

Photos: Jody D’Arcy.

POLICE NEWS JUNE 2022

WA

POLICE UNION

Board of Directors 24/7 EMERGENCY DIRECTOR

MICK KELLY President 0438 080 936

PAUL GALE Senior Vice President 0438 080 930

DAVE FLAHERTY Vice President 0436 856 085

MARTIN VOYEZ Treasurer 0438 992 374

WARD ADAMSON Director 0457 603 311

BRAD BIRD Director 0427 743 889

ANNTOINETTE CASHMORE Director 0436 861 370

Staff

PAUL HUNT Secretary 6 POLICE NEWS JUNE 2022

CHRIS VITLER Finance Manager

MARK WORWOOD External Media Communications Manager

JESSICA CUTHBERT Media Officer

CLAUDIA FUENTES BELTRAN Industrial Officer

MARK SHIPMAN Industrial Lawyer

MATTHEW PAYNE Research Officer

BOARD OF DIRECTORS & STAFF

BRANCH PRESIDENTS Academy Air Wing Armadale Gosnells Avon Bunbury Australind Cannington Causeway Central Great Southern Central Midlands Central West Coast Commissioned Officers East Kimberley Eastern Goldfields Eastern Wheatbelt Financial Crimes Fortescue Fremantle Gascoyne Geraldton Great Southern Intelligence Operations Joondalup

LINDSAY GARRATT Director 0407 775 050

AARON HONEY Director 0436 860 490

KEVIN MCDONALD Field Officer

GARY KEENAN Field Officer

GARY LEWIS Director 0434 328 417

GRAEME MACEY Director 0436 946 699

BRAD SINCLAIR Finance Officer

TODD ROBINSON Director 0433 567 519

PENNY BROWN Member Services Officer

SCOTT SULLEY Director 0437 829 145

KAREN MANN Administration Officer

Craig Cobern (Vice President) John Gobbels Paul Burke Jason Mora Gareth Reed Cindy Beckwith (President) Matt Turner Thomas Briscoe Michael Paterson Jaime Forbes Kim Travers Rob Jonas-Green (Vice President) Fergus MacKinnon Ben Reid Peter Birch Emily Gilbert Rosie McKee Chris Fox John Cranley Nathan Parkey Contact WAPU

Jon Bailey (Vice President) Leeuwin Naturaliste Tarryn Stone Licensing Kim Briggs Enforcement Major Crime Greg Hart Mandurah Harry Russell Maylands Complex Ian Moore Midland Mike Pearce Midland Workshops Jeanette Maddison Mirrabooka David McDonald Multi Functional Martin Glynn Police Facility MFPF Murchison Max Walker North Eastern Kevin Guy Goldfields North Pilbara Alex Kay Northern ROG Aaron Doran PAO Property Lisa Little Perth Aaron Hickey (Secretary) Perth Watch House Ryan Scott Professional Stephen Perejmibida Standards Prosecuting Sharon Cumbers Rockingham Kwinana Andy Allison Serious & Jennie Jannings Organised Crime Sex Crimes Paul Smith South East Eyre Aaron Honey South West Joe Dainty Hinterland (Secretary) Southern ROG Steve Kent State Traffic Matt Hudson Operations Traffic Enforcement Lance Munckton Group North Traffic Enforcement Shane Wheeler Group South Upper Great Mick Williams Southern Water Police Tim Savich West Kimberley Michael Sedgman West Pilbara Sasa Dzaferovic

7

POLICE NEWS JUNE 2022

MICK KELLY President

No, minister, WA Police Force morale at all-time low THE RESULTS OF OUR WORKPLACE, HEALTH AND MEMBER SERVICES SURVEY ARE IN. Some McGowan Government and WA Police Force officials, notably the Honourable Paul Papalia CSC MLA, Minister for Police, have bristled at your answers to our questions and buried their heads in the sand.

Also, none of this year’s respondents perceived the morale in the WA Police Force as “excellent”.

Our members told us they’re overworked and undervalued by an agency that doesn’t care about their mental health.

“There’s 7,000 police officers. There’s going to be some who are not happy, and that’s normal for any organisation. I’ve got to say I go right around the state. I’ve been to every police district and many of the subdistricts in the last year, talking directly to people, not taking anonymous surveys...I’ve not encountered the claims made in that survey. Might have something to do with the pay case that’s being negotiated right now,” said Mr Papalia about our confidential poll.

You may not want to admit it, Mr Papalia, but morale in the WA Police Force is at an all-time low. Almost two-thirds (64.6%) of the nearly 2,000 members who responded to our survey perceived the level of morale in the agency as “poor”, a sharp rise from the 28.2% result in the last equivalent poll in 2017.

Also, none of this year’s respondents perceived the morale in the WA Police Force as “excellent”.

Our members told us they’re overworked and undervalued by an agency that doesn’t care about their mental health. The McGowan Government in which former Royal Australian Navy diver Mr Papalia holds four portfolios - police, road safety, defence and veterans issues - has the money in the bank to meet the remuneration, resources and respite demands in our log of claims. That’d be a fair starting point.

WORKLOAD INCREASING, PARTICULARLY FOR OFFICERS IN CHARGE Almost three-quarters (74.7%) of respondents believed their workload had “significantly increased” or “increased” over the last 3-4 years, up from 67.2% in 2017. An even higher percentage of officers in charge (84.6%) answered “significantly increased” or “increased”.

“A greater volume of work. Fewer resources to manage the work. I’ve been a police officer for nearly 20 years, and it feels like there are fewer troops out there than when I started. Also, it seems to me like the workforce is more junior than when I started.”

8

FATIGUE IMPACTING HALF OF WORKFORCE’S PERFORMANCE Nearly one-half (49.5%) of respondents believed workplace fatigue had impacted their performance over the last month, up from 45.7% in 2017. Regional-based respondents (51.3%) were more affected than metropolitan-based respondents (49.0%).

“Constant stress-related fatigue on which you can’t get on top and there’s no option other than to keep going for the sake of the team. Lack of meal breaks and sleep deprivation affect mood and job performance. Feelings of being overwhelmed and not cared for.”

WORK-LIFE BALANCE WORSENING, ESPECIALLY IN CITY Almost 20 times more respondents believed managementinitiated changes to their roster pattern had “significantly worsened” or “worsened” their work-life balance (45.9%) than had “significantly improved” or “improved” it (2.3%), with the multiplier exceeding 30 times for metropolitan-based respondents (51.7% worsened versus 1.6% improved).

“Don’t get to plan my life outside of work because my roster is issued one week in advance. My family is suffering, which is of zero concern to the executive. ‘I couldn’t care less about your social life, you’re a police officer’ is the rhetoric from the Assistant Commissioner!”

UNPAID OVERTIME COMMON, NOTABLY FOR SENIOR RANKS More than three-fifths (61.3%) of respondents estimated they worked 1-5 hours of unpaid overtime a week, most commonly to meet administration/process requirements, while 67.4% of commissioned officers and 34.3% of senior sergeants reckoned they worked at least six.

PRESIDENT’S REPORT

“Feeling exhausted (not just tired) due to my shift times and need to work overtime – without the ability to claim pay – to catch up on outstanding paperwork I can’t do at the start of my shift because my superintendent wants vehicle stops and jobs keep coming in.”

“Far from it! I don’t believe the agency shows any care for its staff. There may be a general broadcast or a section in the weekly From The Line newsletter, however, the agency doesn’t lead by example and makes no effort to engage with its troops on the ground.”

WIDESPREAD ANGER ABOUT COMMISSIONER OF POLICE’S TRANSFER EMAIL

WHAT YOU SAID ABOUT US

Nearly nine-tenths (88.3%) of respondents who’d received the Commissioner of Police’s March email about management-initiated transfers to regional WA believed the time provided to nominate a preferred position was “less than adequate”.

“Officers were given three and a half working days to make one of their most important career decisions. Absolutely disgraceful the time we were given to make this choice.”

OPINIONS SPLIT ON AGENCY’S MENTAL HEALTH SERVICES Almost three-quarters (71.4%) of respondents said they’d used the WA Police Force’s Health, Welfare and Safety Division’s mental health services, with more users rating their experience “very negative” or “negative” (36.6%) than “very positive” or “positive” (36.5%).

“They treat people as numbers and apply their policydriven rhetoric instead of seeing each case individually for what it is and responding with care and compassion. A typical corporate approach that sadly has become the norm. Those people who’ve suffered for long enough can see the smoke-andmirrors approach that’s applied. Very poor indeed.”

SUICIDE PREVENTION FORUM DIDN’T CUT THROUGH More than three-quarters (75.5%) of respondents weren’t aware of the Commissioner of Police’s Suicide Prevention Forum the WA Police Force held in August 2021.

“The Commissioner of Police’s Suicide Prevention Forum was a load of crock. The invitation to attend was only to brass and supervisors as opposed to frontline officers who need the support and may want some insight into the agency’s direction and methods.”

A majority of respondents who’d accessed our holiday homes (87.2%), member discounts (83.5%), mobile app (80.7%), death benefits (65.4%), legal assistance (57.0%), industrial advice (53.2%) and welfare support (52.3%) rated the quality of service they’d received as “excellent”, “very good” or “good”. Also, our magazine (78.6%), website (76.9%), newsletter (74.8%), Facebook page (68.9%), Instagram channel (65.3%) and Twitter feed (54.3%) scored “excellent”, “very good” or “good” ratings.

“Gary Keenan has been an excellent field officer for the PAOs. I’d like more training and advice from him, but he’s so busy!”

Our questionnaire received 1,966 responses, which is the second-highest number of submissions for one of our surveys.

Thanks to our members who took the time to answer our questions, even those of you who marked us down. We’re only human so we bristled at your answers to our questions, but we won’t bury our heads in the sand. We’ll read the room and act accordingly. We’re here to serve you.

“There’s 7,000 police officers. There’s going to be some who are not happy, and that’s normal for any organisation. I’ve got to say I go right around the state. I’ve been to every police district and many of the subdistricts in the last year, talking directly to people, not taking anonymous surveys... I’ve not encountered the claims made in that survey. Might have something to do with the pay case that’s being negotiated right now.”

Hon Paul Papalia CSC MLA Minister for Police

FORCE NOT DOING ENOUGH TO SUPPORT OFFICERS Nearly four-fifths (79.2%) of respondents didn’t believe the WA Police Force was doing all it could to support the mental health and well-being of serving officers.

SEE A SURVEY RESULTS SUMMARY OVER THE PAGE ▷ 9

SURVEY RESULTS SUMMARY Excellent

74.7 % believed their

Very good Good

64.6 % rated WA Police Force Fair

morale as poor

workload had increased

Poor

“Morale is at the lowest I’ve seen. The majority of officers I know have left or are looking for another job.

We’ll have no one left with rank, and that’ll cause problems for years to come.”

What impact has Positive management-initiated roster pattern change had on your work-life balance?

Neutral

61.3% 10

1-5 hours

Decreased/ Significantly decreased

Remained the same

“Experienced officers leaving. Lack of knowledge in the teams. I’m undertaking a supervisory role when I don’t have a first hook, having to teach all staff regardless of rank, with more CAD jobs reported, pressure from senior management about response times, etc.”

Negative

45.9%

“We’ve just been advised we’ll be changing from 10-hour shifts to eight-hour shifts. This means more working days and fewer days off, and it’ll have a huge impact on our business unit with more fatigue.”

0 hours

Increased/ Significantly increased

39.1% answered “Not applicable”

49.5 % felt workplace

fatigue had impacted their perfomance

On average, how many hours of unpaid overtime do you usually work each week?

6-12 hours

13+ hours

“The improvement I’d most like to make is having enough administrative support to be not required to do as much paid and unpaid overtime.”

“I’ve forced myself to come into work despite suffering fatigue or illness to enable my team to put a single vehicle on the road to meet tasking demands.”

PRESIDENT’S REPORT

If you received the Commissioner of Police’s March email about management-initiated transfers to regional WA, what do you think of the time provided for you to nominate a preferred position?

What’s been your experience with the mental health services provided by WA Police Force’s Health, Welfare and Safety Division?

Less than adequate

88.3%

Positive

36.5%

“The short timeframe was unreasonable and demonstrative of the agency having no regard for the welfare of members. It caused a lot of angst and stress among members known to me.”

Neutral

Negative

36.6%

“In 2017, Health, Welfare and Safety approached me and asked if they could call me the day after my Professional Standards managerial interview to see how I was. I’m still waiting for that call.”

Are you aware of the Commissioner of Police’s Suicide Prevention Forum the WA Police Force held in August 2021?

Do you believe the WA Police Force is doing all it can to support the mental health and wellbeing of serving officers?

15% answered “Don’t know”

No

75.5%

No

79.2%

“A suicide prevention forum for a select group of attendees won’t absolve the agency of the mental health implications of officers being charged for defending themselves or subjected to threats of management-initiated transfers to regional WA and petty morale-lowering behaviours.”

“I have rest days to take when I feel the need. My OIC has dictated he’ll nominate when I’m to take them because it makes his rostering easier. Staff have told my OIC this is incorrect procedure, but he doesn’t care.”

TO VIEW THE COMPLETE SURVEY RESULTS

visit the WAPU website and log in to the members area: wapu.org.au/ member-news/ 1254-union-surveywa-police-forcemorale-at-all-time-low. html

11

SAME STORY, DIFFERENT DAY In November 1945, former police minister Frank Wise AO was the Premier of Western Australia, David Hunter was the Commissioner of Police and Bob Larsen KPFSM was the President of the WA Police Union.

That month’s edition of The Police News, which its editor positioned as the official organ of the Western Australian Police Union of Workers, led with an article its unattributed contributor could’ve written this month.

It seems what’s wrong with the job in 2022 is what was wrong with the job just a few months after the end of World War II 77 years ago.

12 POLICE NEWS JUNE 2022

What is wrong with the job?

Men with up to 20 years’ service are resigning from the Police Force.

To those who think at all, this must be a disquieting thought. These resignations are, to the rank and file, concrete evidence that all is not well within the service. They are pointers that indicate the ravages of dissatisfaction and discontent. To those in authority, then, how much more mentally indigestible must be this food for thought!

We all know that resignation after resignation is being tendered.

The intake of new members, recruited mostly from “demobbed” servicemen, is barely sufficient to fill the vacancies. The Force is 50 or more men under strength, and this number, when appointed, will, in the nature of things, be untrained in police work.

Experienced men are leaving for other fields of occupation; men with many years of service and whom it has cost the department (and the taxpayer) many pounds to train. Do those in authority know the reasons and the causes for what might be termed this minor exodus from the ranks? If they do, what are they doing about it? If they do not, why do they turn the blind eye and the deaf ear and a blunted sense of responsibility to matters that are of vital concern to the welfare of the Force? It should need no stressing that a contented Force is an efficient one, and that without contentment efficiency cannot exist.

Admittedly, the man at the bottom cannot properly realise all the factors with which authority has to contend. From a departmental or administrative angle he may be in complete ignorance of the more technical intricacies; but from a personal, human viewpoint he has a greater understanding and a far more intimate knowledge of the things that make or mar the happiness of his fellow workers. His knowledge, based on the practical points of working conditions, is far more likely to be nearer the truth than the academic understanding of those who are removed from them by rank and position.

In this respect, it would seem that there is in some quarters of authority a hidebound cleaving to precedence and dogmatism; a blind adherence to the written word despite its obvious unfairness in many individual cases; a not unhuman weakness in favouring one’s friends, but which is to be deprecated in practice; a miserly tendency to cut the cloth of warranted expenditure to the exact thread to the detriment of the general advancement of the Force, and, perhaps, the most important of all, a very deep-seated but quite erroneous conviction that discipline and fear are synonymous terms. Too often they rule by threat, direct or implied, instead of esprit de corps. The request becomes a command. The volunteer in many cases is only so under a subtle or implied compulsion. The willing horse works under the hidden whip.

Some of the things which are adding to the increasing discontent of the majority of members include pay, slowness of promotion and the method of it, and working conditions generally.

It is considered, for instance, that the pay is too little for the type of work performed. Apart from the automatic increases regulated by the basic wage, no increase of pay has been enjoyed since about 1928. During the war almost every other body of workers gained some increase in their remuneration by way of bonus, war loading, or overtime. The police gained nothing in this respect, yet suffered the penalty of increased living costs and taxation without the slightest recompense. When overtime is worked (and it is admitted that this often is unavoidable) time off only is allowed, and this at the discretion of the department. Recently some overtime has been paid for, but only at ordinary rates. It would be interesting to know what any other union of workers would do if asked to work under the same conditions. It is being said: “They make us pay for our loyalty – or our stupidity.”

Among many of the members a bone of bitter contention is the method (and the consequent slowness) of promotion. The union is against the principle of promotion by merit, but many men subscribe only lip service to this. Actually, they disbelieve in its efficacy, acknowledging it to be, as indeed it is, the most archaic form of advancement. It puts a high premium on dullness and dampens the ardour of the enthusiast. It clouds the aspirations of the ambitious and, after a few years of struggling only to find oneself in the same place, kills the incentive to aspire to greater heights. Hope, of course, springs eternal in the human breast, and it is only this natural virtue common to all men that keeps our members going for 20 to 25 years before achieving their first step forward. Not until the race is to the swiftest can the Police be held up as career for the ambitious and clever young men.

Many chafe, not under a well-regulated discipline, but under ill-conceived and often useless restraint. They resent the somewhat dictatorial attitude adopted by some in authority. Fortunately, these are very few, the majority of the senior officers having too much intelligence to indulge in this exercise of power. The minority, however, are sufficient to cause friction among subordinates. A pinprick is nothing, but a number of them can cause needless irritation. In this respect, it is always a source of amazement how a member, on attaining his majority, becomes vested in a cloak of infallibility on nearly every subject of which he was formerly ignorant or not well informed.

Resignations cannot all be explained away by the popular illusion that distant shades look coolest. Our working conditions are something that is painfully evident to each of us. Compared with most other unions and associations we are at a disadvantage.

We work 48 hours every week. Nearly everybody else works 44, or are paid overtime for the extra hours if they work them. Most of us work weekends and all public holidays when the rest of the community (including our own families) are free to enjoy themselves.

The very nature of our duties preclude us from participating in these relaxations, and the social and family life of the policeman suffers in consequence. Generally speaking, these disabilities are unavoidable, but it is expected that some consideration as recompense should be shown in other ways. It might be argued that we have the privilege of three months’ leave every ten years.

This is very nice, but not enough. The Civil Service, for example,

are entitled to three months every seven years in addition to several days at Easter, Christmas, all single day public holidays, and a five working-day week.

Praise is balm to the human soul, and credit where credit is due has been from time immemorial one of the chief foundations upon which to build efficiency and a sense of well-being. It fires the brain to work for ever greater success, and it soothes the smart of unfortunate failure. The greatest Teacher of all time could say, “Well done, thou good and faithful servant.” It is a sound psychological doctrine of which many of those in authority appear to be unaware. Or, if they are aware of it, consider it undignified or unnecessary to utter the word of commendation that should be the reward of sincere effort.

It is not childish to expect credit for one’s endeavours, but perhaps even this omission could be overlooked if condemnation was overlooked too. It is a poor rule that will not work both ways.

Let there be but the slightest lapse from departmental rectitude and the whips of outraged authority begin to crack. How can there be, then, any atmosphere of working contentment when the scales are so unevenly balanced?

What is wrong with the Police Force? The answer, it would seem, is that our house is in an untidy mess.

The Police News, Friday 30 November 1945

■

13 POLICE NEWS JUNE 2022

EMERGENCY 24/7 DIRECTOR

Paul Gale

0438 080 930

EMERGENCY DIRECTOR

639 Murray Street, West Perth WA 6005 PH: (08) 9321 2155

WAPU

www.wapu.org.au admin@wapu.org.au

* WAPU SCHOOL HOLIDAY BALLOT APPLICATION APPLICATIONS WILL ONLY BE ACCEPTED ON THIS FORM, It can be emailed or posted to the Union office.

Complete and return by Friday 22 JULY 2022 to: WA Police Union 639 Murray Street, West Perth WA 6005 Email: admin@wapu.org.au Results to be advised by Friday 29 July 2022

Only mark the holiday periods and locations you are prepared to accept in numerical order of preference.

Note: Bookings are available from Saturday (2pm) to Saturday (10am) only.

WEEK 1 08.04.23 – 15.04.23

ALBANY

Name (Please Print): PD No:

BUSSELTON VILLA 4

Address (Home):

BUSSELTON VILLA 11 BUSSELTON VILLA 15 Post Code:

Work (Unit/Section):

Email (Home): Phone no. (Work): (Mobile):

14 POLICE NEWS JUNE 2022

BUSSELTON VILLA 23 ESPERANCE EXMOUTH PORT DENISON YALLINGUP

APRIL 2023

WEEK 2 15.04.23 – 22.04.23

EITHER WEEK

ARE YOUR DETAILS UP TO DATE? It’s important our members have an up-to-date Beneficiary Nomination Form.

Policing by its very nature is often unpredictable, difficult and dangerous.

While we may not like talking about it, it is imperative that you make arrangements for your loved ones just in case something should occur.

To ensure your chosen beneficiary receives the entire benefit under our Death Benefit Policy, you must complete a Beneficiary Nomination Form as without these details we have no option but to pay the benefit to your estate.

If your personal circumstances alter it is also your sole responsibility to make sure you advise WAPU in writing of these changes.

Please complete, detach and send the Beneficiary Nomination Form on this page to WAPU HQ immediately by email admin@wapu.org.au or post WAPU, 639 Murray Street, West Perth WA 6005.

✁

Beneficiary Nomination Form WA Police Union 639 Murray Street WEST PERTH WA 6005

REF: WA POLICE UNION GROUP LIFE INSURANCE AND DEATH BENEFIT SCHEME BENEFICIARY NOMINATION FORM

Dear Sir, I,

Regimental No: (NAME)

of (ADDRESS)

in accordance with Rule 11.5 of the WA Police Union’s Constitution, Rules & By-Laws, hereby nominate: (NAME IN FULL)

(RELATIONSHIP)

(ADDRESS)

to receive all monies due at the time of my death. Should he/she pre-decease me, I then nominate: (NAME IN FULL)

(RELATIONSHIP)

(ADDRESS)

In the event of any change in personal circumstances occurring since the signing of this document, or should any of the above matters be disputed following my death, I authorise the Board of the WA Police Union to act on my behalf and distribute the benefit to the person or persons considered most appropriate.

(MEMBER’S SIGNATURE)

(WITNESS)

DATE

15 POLICE NEWS JUNE 2022

Not all crimes created equal We’ve become accustomed to sophisticated statistics in the analysis of our favourite sports. Canadian ice hockey fan Alan Ryder sparked the expected goals phenomenon when he published his January 2004 paper, Shot Quality, the first paragraph of which reads: “Not all shots on goal are created equal. If the puck would have entered the net without the intervention of the goaltender, a shot on goal is recorded. But even the casual observer can sense that some shots are more dangerous than others.”

[Alan Ryder, Shot Quality, January 2004]

16 POLICE NEWS JUNE 2022

It’s time we became accustomed to sophisticated statistics in the analysis of our recorded offences because not all crimes are created equal, and some crimes are more dangerous than others. Later in 2004, most likely inspired by Ryder’s pioneering work in ice hockey, the Police Information and Statistics Committee of the Canadian Association of Chiefs of Police asked Statistics Canada to create a new measure of police-reported crime that would address the limitations of the traditional crime rate. In April 2009, Marnie Wallace, John Turner, Anthony Matarazzo and Colin Babyak released their co-authored paper in which they introduced Statistics Canada’s Crime Severity Index.

Fluctuations in high-volume, less serious offences heavily influence the traditional crime rate. This is because each police-reported offence, regardless of its seriousness, carries the same weight in calculating the crime rate. If minor offences decrease in a given year, the crime rate is likely to decline, even if there’s a significant increase in major offences.

… more serious offences carry a higher weight than less serious offences. As a result, changes in more serious offences would have a greater impact on the index than on the traditional crime rate.

The traditional crime rate doesn’t provide information on the overall seriousness of police-reported crimes. Historically, analysts reviewed offence-specific crime rates to assess changes in the seriousness of police-reported crime. However, this unsophisticated approach made it difficult to create an overall picture of trends in crime severity.

Statistics Canada designed its Crime Severity Index in collaboration with police forces, justice partners and academics.

Statistics Canada established a working group and handed it a mandate to create a measure that would provide a more meaningful indicator of change in police-reported crime from year to year, and which would enhance the comparability of crime statistics at provincial, territorial and municipal levels by considering the relative seriousness of each offence.

The principle behind Statistics Canada’s Crime Severity Index was to have more serious offences carry a higher weight than less serious offences. As a result, changes in more serious offences would have a greater impact on the index than on the traditional crime rate. This would reduce the impact of high-volume, less serious offences and allow the index to better reflect changes in the incidence of more serious offences. It would also minimise the impact of differences in the way the public and police in various jurisdictions report high-volume, less serious offences, thereby improving comparisons.

Statistics Canada’s first step in the development of its Crime Severity Index was to find a way to assess the relative seriousness of offences. Any such measure had to meet specific criteria.

Namely, it had to be as empirical and objective as possible. It also had to be based on existing data, easy to update and easy to understand. Further, the index was to include all reported offences, unlike the traditional crime rate.

A detailed review of criminological literature provided several existing approaches for determining the relative seriousness of different offences. Statistics Canada explored various options: including only a subset of the most serious offences; using information on public perceptions of crime; looking at the financial cost of crime; and using maximum penalties outlined in the Criminal Code. However, none of the existing methodologies met all the criteria Statistics Canada set out.

In Statistics Canada’s search for another approach, it became clear data collected from its surveys of adult and youth criminal courts met all the criteria for defining a measure of relative

seriousness. The underlying premise of sentencing is more serious offences will receive more serious punishments from the courts. Thus, objective sentencing data can determine the relative seriousness of each offence type. Also, these data already exist and are collected regularly, so updates are possible.

Statistics Canada’s Crime Severity Index tracks changes in the severity of police-reported crime by accounting for both the amount of police-reported crime in a given jurisdiction and the relative seriousness of these offences. It tells us not only how much crime is coming to the attention of police but also about the seriousness of that crime. To do this, each type of offence is assigned a seriousness weight. The weights are derived from actual sentences handed down. More serious offences are assigned higher weights, less serious offences lower weights.

The seriousness weight for any given type of offence consists of two parts. The first component is the incarceration rate for that offence type. This is the proportion of people convicted of the offence who are sentenced to time in prison. The second component is the average length of the prison sentence, in days, for the specific type of offence. Offences that tend to be subject to incarceration are generally considered more serious than those that aren’t. Additionally, more serious crimes generally receive longer custodial sentences. The incarceration rate is multiplied by the average sentence length to calculate the seriousness weight for each offence type.

Each occurrence of a particular offence is assigned the same weight regardless of the specific outcome of any individual case. For example, all police-reported robberies carry the same weight, regardless of the specific characteristics of each incident.

The weights are calculated using the five most recent years of sentencing data. This ensures there’s a large amount of data on which to base the weights. It also minimises the impact of any fluctuations for low-volume offences.

Mathematicians on the other side of the Atlantic Ocean to Canada have built on the ground-breaking work of their Canuck counterparts. The Office of National Statistics in the United Kingdom has developed its own weighted measure of policereported crimes, and its Crime Severity Score is on what we’ve based our equivalent metric.

The seriousness weight for any given type of offence consists of two parts. The first component is the incarceration rate for that offence type.

The second component is the average length of the prison sentence, in days, for the specific type of offence.

Matthew Payne is our researcher who saw merit in us creating a Crime Severity Score. The WA Police Force has developed a Crime Harm Index, but unfortunately, the agency doesn’t publish it annually, so we created our system to fill the information gap. Since 2019, we’ve used the experimental methodology of the Office of National Statistics to develop our Crime Severity Score, which reflects not only the relative harm of offences but also the likely demands on our members. ▷

17 POLICE NEWS JUNE 2022

WA offence weights DAYS IN CORRECTIVE CUSTODY – EQUIVALENT

ANZSOC CATEGORY

Our Crime Severity Score has climbed 15.0% in Perth city centre and soared 22.2% in regional WA over the past 10 years.

Of the WA Police Force’s eight metropolitan districts, Perth, which includes the Northbridge entertainment precinct, was the only one whose Crime Severity Score went up from 2011-12 to 2020-21. Four of the WA Police Force’s seven regional districts experienced Crime Severity Score increases, and big ones at that: Pilbara (31.2%); Goldfields-Esperance (35.5%); Mid West-Gascoyne (45.1%); Kimberley (96.0%).

Over the past 10 years, our Crime Severity Score has risen in seven offence categories: abduction and harassment (+68.2%); sexual offences (+61.1%); fraud and deception (+58.6%); acts intended to cause injury (+50.0%); offences against justice (+49.9%); illicit drugs (+48.3%); weapons and explosives (+17.6%).

WA’s overall crime rate is lower than it was 10 years ago, but our Crime Severity Score numbers reveal offenders are committing more serious crimes, posing more serious threats to our members and placing them under more serious pressures.

18 POLICE NEWS JUNE 2022

Homicide & related offences

1,861.4

Acts intended to cause injury

73.7

Sexual assault & related offences

587.1

Abduction, harassment & other offences against the person

61.5

Robbery, extortion & related offences

438.4

Unlawful entry with intent / burglary, break and enter

186.8

Theft & related offences

14.9

Fraud, deception & related offences

38.0

Illicit drug offences

65.2

Prohibited and regulated weapons and explosives offences

22.0

Property damage & environmental pollution

22.0

Offences against justice procedures

11.8

WA Police Force recorded offences grouped by ANZSOC category ANZSOC CATEGORY

WA POLICE FORCE RECORDED OFFENCE

Homicide & related offences

Homicide (Total)

Acts intended to cause injury

Assault (Family) Assault (Non-Family)

Sexual assault & related offences

Recent Sexual Offences (Total) Historic Sexual Offences (Total)

Abduction, harassment & other offences against the person

Threatening Behaviour (Family) Threatening Behaviour (Non-Family) Deprivation of Liberty (Total)

Robbery, extortion & related offences

Robbery (Total)

Unlawful entry with intent / burglary, break and enter

Burglary (Total)

Theft & related offences

Stealing of Motor Vehicle (Total) Stealing (Total) Receiving and Possession of Stolen Property (Total)

Fraud, deception & related offences

Fraud & related offences (Total)

Illicit drug offences

Drug Offences (Total)

Prohibited and regulated weapons and explosives offences

Regulated Weapons Offences

Property damage & environmental pollution

Property Damage (Total) Arson (Total) Graffiti

Offences against justice procedures

Breach of Violence Restraining Order (Total)

WA Police Force districts – total offence rate and Crime Severity Score TOTAL OFFENCE RATE

CRIME SEVERITY SCORE

WA POLICE FORCE DISTRICT

2011-12

2020-21

CHANGE

WA POLICE FORCE DISTRICT

WA

9,745.3

8,747.0

-10.2%

WA

2011-12

2020-21

CHANGE

6.52

6.01

-7.9%

Metropolitan

10,142.2

8,169.6

-19.4%

Metropolitan

Regional WA

10,110.9

11,055.2

9.3%

Regional WA

6.67

5.43

-18.6%

6.80

8.31

22.2%

Armadale

9,078.5

7,874.3

-13.3%

Armadale

6.17

5.37

-13.1%

Cannington

13,908.7

12,029.4

-13.5%

Cannington

9.49

7.01

-26.2%

Fremantle

8,851.9

7,985.4

-9.8%

Joondalup

7,364.0

5,030.4

-31.7%

Fremantle

5.87

4.90

-16.5%

Joondalup

4.95

3.73

-24.5%

Mandurah

9,310.3

7,675.7

-17.6%

Mandurah

6.62

5.56

-16.1%

Midland

9,030.5

6,894.4

-23.7%

Midland

6.29

5.27

-16.2%

Mirrabooka

10,341.4

8,109.8

-21.6%

Mirrabooka

6.71

5.27

-21.4%

Perth

12,626.4

14,082.2

11.5%

Perth

7.39

8.50

15.0%

Goldfields-Esperance

13,441.1

15,395.3

14.5%

Goldfields-Esperance

9.26

12.54

35.5%

Great Southern

7,972.6

7,407.4

-7.1%

Great Southern

5.47

5.44

-0.4%

Kimberley

16,982.7

33,674.6

98.3%

Kimberley

13.11

25.69

96.0%

Mid West-Gascoyne

12,117.6

16,144.3

33.2%

Mid West-Gascoyne

8.35

12.12

45.1%

Pilbara

11,541.9

12,820.5

11.1%

Pilbara

7.23

9.49

31.2%

South West

7,941.6

6,178.5

-22.2%

South West

4.86

4.46

-8.2%

Wheatbelt

7,685.6

6,626.7

-13.8%

Wheatbelt

5.50

4.87

-11.5%

WA recorded offences – Crime Severity Score OFFENCE CATEGORY

2011-12

2012-13

2013-14

2014-15

2015-16

2016-17

2017-18

2018-19

2019-20

2020-21

CHANGE

Homicide

0.08

0.08

0.07

0.07

0.07

0.08

0.07

0.07

0.07

0.07

-17.2%

Acts intended to cause injury

0.68

0.74

0.75

0.78

0.94

0.92

0.88

0.88

0.93

1.02

50.0%

Sexual offences

0.93

0.95

1.08

1.23

1.32

1.28

1.44

1.34

1.54

1.50

61.1%

Abduction & harassment

0.10

0.10

0.10

0.12

0.15

0.16

0.15

0.15

0.16

0.16

68.2%

Robbery & extortion

0.32

0.29

0.25

0.23

0.23

0.23

0.21

0.23

0.24

0.20

-36.1%

Unlawful entry with intent

2.80

2.73

2.61

2.60

2.79

2.58

2.36

2.23

1.95

1.37

-51.0%

Theft

0.54

0.54

0.53

0.58

0.62

0.57

0.55

0.57

0.51

0.37

-31.4%

Fraud & deception

0.24

0.41

0.37

0.29

0.34

0.22

0.45

0.45

0.41

0.38

58.6%

Illicit drugs

0.42

0.45

0.54

0.70

0.86

0.88

0.82

0.77

0.77

0.63

48.3%

Weapons & explosives

0.02

0.02

0.03

0.04

0.04

0.04

0.04

0.04

0.03

0.03

17.6%

Property damage

0.36

0.34

0.31

0.31

0.34

0.32

0.27

0.25

0.25

0.23

-36.2%

Offences against justice

0.04

0.04

0.04

0.04

0.05

0.05

0.05

0.05

0.05

0.05

49.9%

TOTAL

6.52

6.70

6.69

6.97

7.76

7.34

7.29

7.03

6.90

6.01

-7.9%

19 POLICE NEWS JUNE 2022

THE SEVEN STEP S 1. P REP ARE

R E C H AR G E Y O U R P E R SO N AL B AT T E R Y

G AU G E Y O U R L O VED O NES

C O N SI D E R Y O U R R E SP I T E O P T I O N S

Disconnect from work, sleep well and ensure at least 10-hour breaks

Discern well-being needs of family members, friends and dependents

Discuss using entitlements such as rest days, sick leave and carer's leave

C O MP L Y W ITH YO U R ST AR T T I M E

C H AN G E I N T O Y O U R B ASI C U N I F O R M

TIC K O F F YO U R SAF E T Y O B L I G AT I O N S

Turn up prior to shift but don't begin early

Suit up in work clothes but don't don kit

Clean up desks and offices but don't endanger others

AT T E N D B R I E F I N G S F R O M Y O U R SU P E R V I SO R S

N O T E H AN D O V E R S F R O M YO U R P EERS

D E T E C T I SSU E S F R O M Y O U R O B SE R V AT I O N S

Get managerial guidance from your superiors

Gain operational awareness from your equals

Glean additional information from your senses

R E AD Y O U R C O M M U N I Q U E S F R O M O F F I C I AL C H AN N E L S

R E V I E W Y O U R M E SSAG E S F R O M C O R R E SP O N D E N T S

M O N I T O R Y O U R AL E R T S F R O M KE Y SO U R C E S

Swot up on changes to laws, policies and procedures

Brush up on emails, texts and voicemails

Read up on intelligence reports, training manuals and social media

v. make or get ready

2. REP O RT v. present oneself on arrival

3. O B TAIN v. get, come into possession of

4 . TRAC K v. keep oneself informed

TO P RO TEC T YO U 5. EQ U IP

C HEC K YO U R TO O L S

I N SP E C T Y O U R VEHICL ES

ST O C K Y O U R C O N SU M AB L E S

Assess use-of-force apparatus, body-worn cameras and other devices

Ascertain accessibility, serviceability and suitability of cars

Assemble suitable items, materials and supplies for kit bags

E ST AB L I SH Y O U 'R E R E AD Y F O R D U T Y

C O N F I R M Y O U R P AR T N E R I S R E AD Y F O R D U T Y

R E G I ST E R Y O U R T E AM AS AV AI L AB L E F O R D U T Y

Ensure personal fulfilment of all criteria

Endorse corresponding credentials of work colleague

Enrol on Computer Aided Dispatch system

D O N 'T SKI P T O N E XT ST E P

D O N 'T SU C C U M B T O T ASKI N G P R E SSU R E

D O N 'T SU B M I T T O U N N E C E SSAR Y R I SK

The PROTECT order is vital for you to complete

The assigning issue is not for you to manage

The unavoidable danger is enough for you to face

v. supply with what's needed

6. C O NNEC T v. join, be joined

7 . TASK v. assign a job

Your number one priority is you're prepared and able to ethically and safely discharge your duties as a WA Police Force officer.

Follow our simple step-by-step guide to PROTECT your integrity and safety. PROTECT is an acronym formed by combining the initial letters of prepare, report, obtain, track, equip, connect and task.

Look after self. Look after all. Adhere to PROTECT and you'll accomplish both. Download our PROTECT campaign online.

PAUL HUNT Secretary

Back in the UnionsWA fold TO ASSIST OUR FIGHT FOR MORE REMUNERATION, MORE RESOURCES AND MORE RESPITE for our members, we’ve restored our UnionsWA affiliation.

The agreement … reflects the commitment of members of the Public Sector Alliance to collective action to secure investment in the public sector. However, it doesn’t override the democratic right of any group of workers to accept or reject a government offer.

22 POLICE NEWS JUNE 2022

UnionsWA is Western Australia’s peak union body, representing more than 30 affiliated unions whose combined memberships exceed 150,000 people. In 2010, we renounced our UnionsWA affiliation because we didn’t feel it was benefitting us. In 2022, we’ve returned to the UnionsWA fold because we see merit in being part of its current collective, a key initiative of which is the Public Sector Alliance.

Last year, UnionsWA and several of its affiliate unions banded together to form the Public Sector Alliance, a group that uses its combined might campaigning to: • end the restrictive public sector wages policy • effect a return to genuine collective bargaining in the public sector • secure outcomes that represent a meaningful investment in public sector workers.

As a member of the Public Sector Alliance, we’re committed to working collectively with the likes of the Community and Public Sector Union/Civil Service Association of WA, United Firefighters Union of WA and WA Prison Officers’ Union by: • using our available resources to secure a successful outcome for all workers covered by the public sector union alliance in the 2022 round of bargaining • communicating any offer made to us with all other parties to the alliance prior to the balloting of our membership • not endorsing any balloted offer that doesn’t secure recurring investment greater than the restrictive public sector wages policy.

The agreement above reflects the commitment of members of the Public Sector Alliance to collective action to secure investment in the public sector. However, it doesn’t override the democratic right of any group of workers to accept or reject a government offer.

PROTECT INTEGRITY AND SAFETY Workloads are increasing, particularly for officers in charge.

Fatigue is impacting half of the workforce’s performance.

Work-life balance is worsening, especially in urban areas.

Unpaid overtime is common, notably for senior ranks. The WA Police Force isn’t doing enough to support the mental health of coppers. Morale is at an all-time low.

The findings of our Workplace, Health and Member Services Survey and the dismissive response to them from the Honourable Paul Papalia CSC MLA are why our members must follow our simple step-by-step guide – the centrefold of this edition of Police News is a pull-out poster – to PROTECT their integrity and safety because the Minister for Police, the agency he oversees and the McGowan Government in which he has four portfolios aren’t going to do it for them.

PROTECT is an acronym formed by combining the initial letters of prepare, report, obtain, track, equip, connect and task.

To paraphrase the comments of one Facebook user after we launched our campaign online, PROTECT is about our members being as safe as possible to do one of the world’s most dangerous jobs. It’s about them, their welfare and the well-being of their loved ones. It’s a checklist for them to follow. It’s an education piece for all of our members.

From recharging personal batteries to not submitting to unnecessary risks, it’s important our members don’t skip any of the seven PROTECT steps because they shouldn’t task before they prepare, report, obtain, track, equip and connect in that specific order. Certainly, they shouldn’t kit up before they’ve completed the first four PROTECT steps or they risk breaching a procedural or legislative change, which may expose them to a managerial review or criminal charge.

Look after self. Look after all. Adhere to PROTECT and accomplish both.

INDUSTRIAL REPORT

DON’T FORGET TO USE THIRD REST DAYS

PROTECT is about our members being as safe as possible to do one of the world’s most dangerous jobs.

It’s about them, their welfare and the wellbeing of their loved ones. It’s a checklist for them to follow.

It’s an education piece for all of our members.

Finally, a reminder to our members to use their third rest days before they expire at the end of June. Securing a third rest day was one of the wins we negotiated into the Western Australia Police Force Industrial Agreement 2021.

Good faith bargaining between the WA Police Force and us for a replacement industrial agreement is under way, and five unconditional rest days is a major item in our log of claims.

Remuneration, resources and respite are the three central themes of our log of claims.

A 5% pay rise annually is one of our remuneration claims, along with: • increasing shift allowances, overtime rates and missed meal rates • introducing penalty payments on significant public holidays • insuring officers with universal private health cover.

A longer rostering pattern is one of our resources claims, along with: • setting fair expectations for the hours of duty/ availability of commissioner officers and officers in charge • settling extra cleaning days for officers vacating Government Regional Officer Housing properties • securing cost refunds for officers forced into intratown transfers.

And a right to disconnect is one of our respite claims, along with: • realising the five rest days officers need to safeguard their mental health • removing the conditions around rest days to make them unconditional • redefining the weekend to mean 0000 Saturday to 0000 Monday.

23 POLICE NEWS JUNE 2022

Dinner honours recently retired members In April, we hosted our 2022 Annual Retirement Dinner to celebrate the careers of 33 members who retired from the WA Police Force in 2021, as well as our longer retired members from the 2018, 2019 and 2020 cohorts who were unable to attend last year’s inaugural event.

24 POLICE NEWS JUNE 2022

“We were proud to stand alongside our retired members during their careers.

Our annual retirement dinners enable us to thank our retired members for the opportunity to represent, protect and support them.”

The Fleet Network- and Slater and Gordon Lawyerssponsored function, which took place at Optus Stadium with the exterior of the arena and the adjacent Matagarup Bridge lit up in blue, acknowledged more than 1,000 years of WA Police Force service and WA Police Union membership.

Retired Senior Constable Michael Carpenter gave 48 years of his life to the WA Police Force before his retirement. The dinner’s attendees included eight members whose vocations lasted at least 40 years.

An initiative of our board first held in 2020, our annual retirement dinners aim to appropriately recognise our retired members. Mick Kelly, President of the WA Police Union, said he hoped the well-received concept would continue growing in significance.

“Planning an event during a pandemic is problematic, but we were delighted to salute these members’ careers and more than 1,000 years of WA Police Force service and WA Police Union membership,” he said.

“Pending COVID-19 requirements, we hope our future dinners will allow more families and friends to accompany our retired members because we understand the sacrifices our loved ones make while we work.

“It was fantastic to catch up with familiar faces and you could really sense the camaraderie and mateship as people reminisced.”

Mr Kelly said he felt privileged to represent the WA Police Union at the special occasion and present each retired member with a memento.

“We were proud to stand alongside our retired members during their careers. Our annual retirement dinners enable us to thank our retired members for the opportunity to represent, protect and support them.” ▷ 25 POLICE NEWS JUNE 2022

Thank you for your service Sen. Constable Michael CARPENTER 4836 • 48 years

Sen. Constable John LITTLETON 6114 • 41 years

Sen. Constable Murray FARRELL 7457 • 35 years

Sergeant Graham TEATHER 8169 • 31 years

Sen. Constable Warren MUNNS 7917 • 29 years

Sen. Constable Pasco ANTONUCCI 11193 • 16 years

Sergeant Gregory KELLY 5187 • 43 years

Sergeant Steven BORDAS 6040 • 40 years

Det. Sergeant Gordon BIRTWISTLE 6876 • 35 years

Sen. Constable Alistair SINCLAIR 8638 • 30 years

Sergeant Austin COLQUHOUN 7935 • 29 years

Sen. Constable Tina TOMPKINS 12328 • 14 years

Sen. Constable Paul WOOLSEY 6004 • 42 years

Inspector Robert KIRBY 6464 • 39 years

Sergeant David MOORE 7284 • 34 years

Sen. Constable Wade ADAMS 8851 • 30 years

Sergeant John STRONG 9797 • 25 years

Police Auxiliary Deirdre TAPSELL 99977 • 12 years

Sergeant Clay GWILLIAM 5274 • 42 years

Superintendent Ian CLARKE 6675 • 37 years

Sergeant Paul BEVERIDGE 8104 • 32 years

Sergeant Gregory WEBB 8780 • 30 years

Sergeant Glenn SAVAGE-MORTON 9454 • 25 years

Sen. Constable William BELCHER 5426 • 42 years

Inspector Andrew HENDERSON 6790 • 37 years

Sen. Constable Erika SCHRAMM 7840 • 32 years

Sergeant Darren JOINER 7458 • 30 years

Sen. Constable Gary BLANCHETTE 10251 • 23 years

Sen. Constable Russell TINDALL 6227 • 41 years

Det. Inspector Denise RAMSAY 7059 • 36 years

Sergeant Steven BACON 8123 • 31 years

Det. Sergeant Murray McKAY 7692 • 30 years

Sen. Constable Gail JAMES 11948 • 16 years

26 POLICE NEWS JUNE 2022

■

27 POLICE NEWS JUNE 2022

KEVIN McDONALD Field Officer

Hidden danger of body-worn cameras RECENTLY, A LONG-SERVING AND RESPECTED SERGEANT (we’ll call him Bob, not his real name) resigned from the WA Police Force after enduring a lengthy internal investigation into his on-duty behaviour that was based solely on the evidence of body-worn camera (BWC) footage. The footage, downloaded from his partner’s BWC, was a compilation of different incidents stemming from his work as a supervisor on Nightsafe in the Northbridge precinct over a two-year period.

In the absence of a complaint from any member of the public, Bob’s nomination as the subject officer of a historical BWC internal investigation was unusual. However, the practice is becoming more common. Through the blinkered lens of BWC, the conduct of police on the frontline is microscopically scrutinised, analysed and investigated. Instead of being a tool for individual professional development, investigations are often resulting in disciplinary outcomes.

During his two-year tenure on Nightsafe, Bob dealt with more than 500 incidents involving move-on notices, use of force, arrests and prosecutions relating to matters flowing from drug dealing, alcohol and drug abuse, acts of violence and other anti-social behaviour.

Drawn from those 500-plus incidents, internal investigators gave Bob a week to review 10 hours of BWC footage from 34 events. He was then interviewed under compulsion for more than five hours and ordered to account for his actions. Though Bob was unable to clearly recall specific details, or parts of incidents, by watching the footage he did remember some and answered questions honestly and as best he could recollect.

Given there was no complaint from any member of the public, no injury to any person, no witness statements, no other evidence and the passage of time, it became clear the procedural fairness of this process was, like the corroborating evidence in this matter, non-existent.

An article published in the June 2016 edition of the Australian Police Journal highlighted some of the concerns associated with BWC:

EVIDENCE IS ONLY TWO DIMENSIONS

Given there was no complaint from any member of the public, no injury to any person, no witness statements, no other evidence and the passage of time, it became clear the procedural fairness of this process was, like the corroborating evidence in this matter, non-existent.

28 POLICE NEWS JUNE 2022

Video footage of a police-citizen encounter is a twodimensional rendition of a three-dimensional event.

The human brain processes the movement of people and objects differently than does a digital recorder. People’s perception of what’s happening in a given moment can be affected by physiological conditions such as tunnel vision and auditory exclusion – two affects that video isn’t going to have the ability to illustrate. This means an officer’s memory of the incident may not reflect the story the video tells. This reinforces the need to write a detailed police report that describes everything the officer has experienced that may not have been caught on camera.

FIELD REPORT

CAMERAS DON’T HAVE MEMORY RECALL

As body-worn camera footage is made available and viewed in court, consideration for what the officer was seeing, hearing and experiencing at the time of the event is what is important, not what the camera recorded. The camera simply cannot record the totality of the circumstances.

The camera will see only what’s happening in the encounter taking place in the moment, but the officer may have had multiple contacts with a subject – perhaps contacts during which the individual was resistive or combative.

That experience may have given them insight into what the subject’s pre-attack indicators are – minute facial movements or other signs they’re about to assault the cop.

The camera has no such database and can draw no such conclusions. When an officer makes a decision to use a certain tactic based on seeing a pre-attack indicator they’ve seen in a past interaction with a subject, that history with the subject should be included in their report.

CAMERAS DON’T HAVE FEELINGS Similarly, when an officer contacts a subject physically, they can very often tell if the individual is going to be resistive simply by the tension in their muscles and their pulling away or pressing in against the contact. This physical connection may prompt the officer to pre-emptively use a force option to gain quick compliance, but to the camera’s eye it would look entirely unprovoked. This, too, should be written as descriptively as possible in the police report. The better you describe your reasons for your decisions, the more prepared and confident you’ll be if and when your day in court comes.

FIELDS OF VIEW DIFFER Even when the officer’s eyes and the camera’s lens are perfectly aligned, the camera and the cop are not seeing the same scene. Most cameras offer about a 125-degree field of view. Under optimal, normal stress, most people’s useful field of view – the area used to gather and process visual data – is 55 to 60 degrees. During heightened stress – when tunnel vision kicks in – the field of view can get considerably smaller than 55 degrees. Officers involved in gunfights at close range often report they ‘saw nothing but the barrel of the gun’ and ‘it looked as big as a beach ball’. This means their useful field of view was probably just five degrees or less.

The presence of a single view doesn’t guarantee that all the action will be recorded. When there are two, three or more cameras present, you have a higher probability of seeing what occurred, but there’s also a higher probability one camera will record one version of the truth while another camera records another.

Bob wasn’t required to author a report about any of the matters at the time or after they occurred and as you might expect, none of these cautionary caveats were considered when Bob’s conduct was assessed, and conclusions were drawn by internal investigators. In its conclusion, the Australian Police Journal article cites Graham v Connor 490 US 386 (1989): That case decision stated that Court cautioned that “the ‘reasonableness’ of a particular use of force must be judged from the perspective of a reasonable officer on the scene, rather than with the 20/20 vision of hindsight.” As body-worn camera footage is made available and viewed in court, consideration for what the officer was seeing, hearing and experiencing at the time of the event is what is important, not what the camera recorded. The camera simply cannot record the totality of the circumstances.

Months later, Bob couldn’t remember much of what he saw, heard or experienced at the time of the events, so he was unable to give proper context or adequately rebut what the footage might have suggested. Unfortunately, the internal investigation process relied solely upon BWC footage and explanations were demanded. Attempts by Bob to explain the vision from incidents were summarily rejected, twisted to suit pre-conceived interpretations, allegations were sustained, disciplinary action commenced and all this combined to take its toll on Bob. When the WA Police Force finally served its Notice of Intention to Remove on Bob, he’d lost confidence in the agency as a fair and caring employer and resigned.

The wider community (not to mention his many trusted colleagues) lost the services of a fine, dedicated and experienced officer. The objectivity and procedural fairness of this internal investigation and its findings were also a casualty. It’s hoped this system failure is remedied quickly before too many more officers are put under this flawed microscope, lose confidence in the WA Police Force and follow Bob out of the door.

29 POLICE NEWS JUNE 2022

01

02 03

01 NT Police Force Senior Constable Tammy Watson.

02 Run4Blue founders Natalee Cunningham and Tammy Watson with two of our directors, Brad Bird and Dave Flaherty.

03 WA Police Force Senior Constable Natalee Cunningham running 4 blue in Margaret River.

30 POLICE NEWS JUNE 2022

Lace up for police legacy In May, Australian police officers took on the Run4Blue challenge for the fourth year running, lacing up their sneakers, raising $128,382 for police legacy groups and the families who fallen officers have left behind.

S

enior Constable Natalee Cunningham of the WA Police Force and Senior Constable Tammy Watson of the NT Police Force created Run4Blue.

Each May, Run4Blue participants decide the number of kilometres they’d like to walk, run or wheel throughout the month and nominate the police legacy organisations they’d like to support with their registrations.

After spending months talking online through a running chat group for mums, Run4Blue’s founders met face to face at the 2018 Australasian Police and Emergency Services in Mandurah. Run4Blue was born in 2019 and it’s grown exponentially since then. So far, Run4Blue has raised more than $438,000 across Australia.

Senior Constable Cunningham said it was wonderful to see not only WA police officers from across the ranks but also members of the WA public registering for Run4Blue and supporting its worthy cause.

“This year, there was a high level of involvement from WA Police Force recruits. It was fun to see friendly rivalry among our newest officers. Getting a team at your station or business unit together to challenge another workplace to cover the greatest distance or raise the most money was a terrific way to get motivated, and the result is going to be another massive win for WA Police Legacy,” she said.

RUN4BLUE 2022 STATE TOTALS 1st Place NSW 2nd Place WA 3rd Place AFP

VIC

NT

TAS

QLD

SA

Total of

$31,760 $23,769 $23,453 $21,489 $15,982 $6,643 $2,878 $2,408 $128,382 AUS

Senior Constable Cunningham said she’d never thought Run4Blue would become so big and expressed her thanks for everyone’s support.

“Policing is an inherently dangerous job. We all insure our houses and cars. Supporting your local policy legacy organisation is no different. It’s an insurance policy on which you don’t want to lodge a claim,” she said.

“Irrespective of how current or retired officers pass, it’s critical we support police legacy groups so they can support the families left behind. Run4Blue has really raised awareness of the important work police legacy organisations do and at the same time all its participants have benefitted from exercising regularly throughout May.”

■

31 POLICE NEWS JUNE 2022

Aaron Honey WA Police and WA Police Union Aaron Honey, a Police Sergeant - Officer in Charge at WA Police and Director of the WA Police Union, first heard about Fleet Network through the union a couple of years back. While attending conferences, Aaron spoke to the Fleet Network team to discuss salary packaging and learned about the tax benefits of a novated lease.

It was two years later that Aaron contacted Frank from Fleet Network, who helped him with car options and packages that would best suit his needs. The car Aaron wanted was on a waitlist in Perth, but Frank managed to find the same car at a competitive price in Sydney and had it shipped over at no extra cost.

“I didn’t have to do anything!” says Aaron. “I just said what I wanted, what I could pay, and Fleet Network did the rest.”

Aaron’s choice of car was a BMW X5, claiming it’s the best car he has ever driven. He previously owned a series 1 BMW which he loved, but living 9 hours away from Perth, Aaron was looking for something a little bigger that he could easily drive for hours at a time. His favourite feature is the semiautonomous driving technology.

Now well into his first lease, Aaron has been thrilled with his salary packaging experience, noting the $3,000 surplus he’s saved, and the running costs bundled into one easy payment. “If I need tyres, I can just get them, claim back the costs, and save on tax,” he says. “What’s not to like?”

He continued to express just how amazed he was at the level of customer service received, noting that Fleet Network were honest and upfront if something was looking costly or not recommended for his budget.

We asked Aaron if he would recommend Fleet Network after his experience.

“Without hesitation, I won’t go to anyone else. I’m a customer for life!”

“

I didn’t have to do anything! I just said what I wanted, what I could pay, and Fleet Network did the rest.

Aaron Honey

Talk to Kane Bowra today to learn more 0401 522 626 kaneb@fleetnetwork.com.au

GEMMA HAY

FINANCE

Senior Manager, Retail Distribution P&N Bank

Are you considering refinancing your home loan?

WITH INTEREST RATES beginning to rise, you may be considering switching your home loan, or refinancing as it’s also known, to get the best deal.

Refinancing can be a great way to lock in a lower rate, save money and make sure you’re receiving a competitive offer from your bank, but is it the right choice for you?

We’ve broken down the steps to help you figure out if refinancing could be the right choice for you and how to go about finding a new home loan.

STEP 1: WEIGH UP THE PROS AND CONS Before you refinance, it pays to do your research. Weigh up the savings you’ll make over the life of your loan versus the cost of switching. Make sure you consider any upfront and ongoing costs associated with exiting your current home loan and switching to a new loan, such as the settlement, loan establishment, exit and mortgage registration fees and charges. Also consider the flexibility of repayments, whether you will need lenders mortgage insurance, for how long you’ll need the loan and whether you’re protected against sudden rate rises.

Our online home loan calculator will help you figure out how much you can save.

MY TOP FIVE TIPS FOR GETTING ON TOP OF YOUR BUDGET IN 2022 AND BEYOND 1.

2.

3.

4.

5.

Keep on top of your spending habits Expect, and plan for, the unexpected Use a budgeting tool Strip out unnecessary costs, no matter how small Stick to your budget and hold yourself accountable

Even though you may decide not to go ahead with refinancing, taking the time to regularly review your loans to make sure you’re getting a good deal is an important part of keeping on top of your finances.

STEP 2: DETERMINE WHY YOU WANT TO REFINANCE There are a number of reasons you might look to refinance, such as: • the flexibility to increase or decrease your repayments • your fixed term rate is about to end • your circumstances have changed • to lock in a low interest rate • to consolidate your debts • tapping into the equity in your home to do renovations or buy an investment property.

Knowing why you want to refinance will help you or your mortgage broker figure out which product and lender is right for you.

STEP 3: COMPARE HOME LOANS The next step in your refinancing journey is to compare home loans to find the product that’s right for you.

A few things to consider: • Do you need flexibility in your loan? This may impact whether you choose a variable or fixed rate product, or a split loan that has both.

• Are you looking for a credit card?

Some home loan products come with a credit card, but you’ll need to make sure it meets your needs.

•

Do you require an offset account?

Not all products come with an offset account, and you can be charged fees if you do decide to go with this product. If you’re not going to be maintaining a large balance in an offset account, you can sometimes benefit with going for a basic home loan that has no frills but offers a lower interest rate.

We can help you with all these options and more, so if you need advice or have questions get in touch.

STEP 4: MAKE THE SWITCH Now the hard work is done, it’s time to make the switch by contacting your preferred lender or broker.

If it’s P&N Bank, we can come to your home or office and walk you through the details of your home loan selections to help you to fully understand the potential benefits of each loan and any costs.

Or you can drop into one of our branches.

Once your application is approved, we’ll pay off your previous home loan and your new one will begin.

WANT TO KNOW MORE ABOUT REFINANCING YOUR LOAN? Our dedicated WA Police Force Employee Home Loan Relationship Managers, Ross Inglis (south) and Jessica Nguyen (north), are available seven days a week to help you.

Visit pnbank.com.au/campaign/ supporting-wa-police for their contact details and more information on our special banking package available to you.

33 POLICE NEWS JUNE 2022

Free legal services for WAPU Members, their families and retired Members.

To arrange a preliminary in-person or phone appointment contact WAPU HQ on (08) 9321 2155

Leading Australian law firm, Tindall Gask Bentley is the preferred legal services provider of the WA Police Union, offering 30 minutes of free initial advice and a 10% fee discount.

CRIMINAL AND DISCIPLINARY • The Corruption and Crime Commission

• Courts of Inquiry • Criminal and Disciplinary matters Joanne Graham

FAMILY AND DIVORCE Matrimonial, De Facto and Same-Sex Relationships • Children’s Issues

• Property Settlements

• Child Support matters

• “Pre-nuptial” Style Agreements Renee Sapelli

Kate Major

PERSONAL INJURY • Motor accident injury compensation • Public liability • Workers compensation

• Superannuation claims (TPD) Tim White

WILLS AND ESTATES • Wills and Testamentary Trusts

• Advice to executors of deceased estates

• Enduring Powers of Attorney

• Obtaining Grants of Probate

• Enduring Guardians

• Estate disputes Renee Sapelli

Tindall Gask Bentley is a leading Australian law firm.

We’ve been helping people with injury, family and estate matters for more than 50 years.

With a culture of service and empathy, we are fiercely committed to our clients.

Kate Major

RENEE SAPELLI

LEGAL

Partner Tindall Gask Bentley

Three reasons to update your will in 2022 WITH THE NEW FINANCIAL YEAR beginning on Friday 1 July, now is a good time to review your will. It’s a good idea to review your will regularly to ensure it accurately reflects your wishes and any changes to your financial circumstances. Make it a new financial year resolution.

There are many reasons why your will may be outdated. For example, you may have bought your dream family home, purchased your first investment property or married your long-term partner.

In this article I explore three common scenarios, each of which may prompt you to consider changing your will.

You may have had the joy of welcoming someone into your family, perhaps the birth of a child, the arrival of a grandchild or the completion of an adoption. In this situation, you may consider updating your will to include gifts for your family’s new addition.

HAS SOMEONE LEFT OR JOINED YOUR FAMILY?

There may be times when your estate changes dramatically. For instance, you may have won Powerball, received an inheritance or picked the trifecta in the race that stops a nation, the Melbourne Cup. Your financial position may have deteriorated. You may have sold or disposed of assets. For example, the land you held in a new housing estate that’s now not worth as much as it was when you bought the land and you left it to a particular person in your will. It’s vital to update your will, especially if there are reasons why your gifts may fail.

COVID-19 has had a major impact on people’s lives, particularly with respect to their finances. If you face these challenges, you may want to review your will to determine how your estate is to be disbursed.

It’s inevitable you’ll experience losing a loved one. Whether it happens by death or divorce/separation, when you gift assets in your will, you should consider the redistribution of those assets elsewhere.

Divorce voids a will, and therefore, it’s important you make a new will promptly. In the case of a divorce, a bequest to your former spouse will be nullified, so if you’d like them to remain a beneficiary of your estate, a provision for a former spouse must be clearly stated.

Marriage voids a will unless special wording has been added to include your intentions to marry a specific person.

COVID-19 has had a major impact on people’s lives, particularly with respect to their finances. If you face these challenges, you may want to review your will to determine how your estate is to be disbursed.

HAVE YOUR FINANCIAL CIRCUMSTANCES CHANGED?

HAVE YOU CHANGED YOUR MIND? Your relationships can change in dramatic and unforeseen ways.

For instance, that close relationship you had with your child has now become strained and you no longer speak with that child.

A significant change in your circumstances may have an impact on your estate. Therefore, you may want to change the terms of your will. Having a change of heart over some personal aspect may be a trigger to reflect on your priorities. For example, you may want to consider a new charity for a bequest or leave a greater portion of your estate to one child as opposed to another of your children.

The relationship you once had with your current executor may have changed for the worse, and therefore, you may want to consider appointing someone neutral, such as your lawyer.

The appointment of a minor’s guardian is a crucial decision to make.

The relationship you have with the current guardian may no longer exist or they may not be able to take on that role in the unfortunate event of the passing of you and your spouse.

If you decide to amend your will, it’s imperative you do it properly. It’s not enough to make the amendments by doodling over your will and initialling the changes or writing a letter to your executor setting out the changes.

A solicitor can efficiently do simple amendments.

The legal services page of the WA Police Union website contains more information about wills, including downloadable simple will kits.

35 POLICE NEWS JUNE 2022

COURTNEY JENSEN

HEALTH

Member Police Health

Police Health saved my life WHEN MY HUSBAND WAS working in policing, I jumped at the chance to join Police Health, despite the fact I worked at a rival major health insurer at the time.

After my own cancer diagnosis at 34, I was determined there was no way I was going through what Mum experienced in the public system.

In public, you’re so easily forgotten, and there are such long wait times.

36 POLICE NEWS JUNE 2022

My mum had a stroke 10 years ago, and that’s when they found her breast cancer. I was disappointed with what she went through in the public health system.

After my own cancer diagnosis at 34, I was determined there was no way I was going through what Mum experienced in the public system.

In public, you’re so easily forgotten, and there are such long wait times.

Chemotherapy was eye opening for me. I had to go once every three weeks. It was full on. I needed six months off work, and it’s permanently damaged my body. I was extremely sick and lost my hair. I used to be able to sit on my healthy, long hair and I ended up completely bald.

By 34 I’d had a double mastectomy and reconstruction. I also had my ovaries removed as genetic testing showed I had a deadly gene mutation called BRCA2. This meant instant menopause.

It was difficult to get through and I know it was difficult for my husband to watch, too.

I stayed in a nice private hospital for two and a half weeks. But a great benefit I really liked about Police Health was I could access Hospital at Home.

A nurse came to my house every day to check my wounds. Being able to be in your own home is a great aspect of Police Health’s cover. It made such a massive difference to my mental health.

When I was first diagnosed, I was automatically put on the public hospital waiting list. I was diagnosed four years ago, and it was only this year they called to book me in for my mastectomy.

It could’ve spread into my bones in that time!

The benefits Police Health offers are amazing. I have confidence that when I go to hospital, I know what I’m getting. With my former insurer I had a hospital co-payment rate per day.

With Police Health I didn’t have to pay that. Police Health’s Rollover Benefit is awesome, too!

Since joining Police Health in 2007, Courtney and her husband have received more than $200,000 in benefits.

Recently, an artery sitting behind my implant burst. My husband and I were watching TV when we heard a weird pop. I felt a strange sensation and suddenly my breast was up to my chin.

We called an ambulance, and they took me to a public hospital, where I really didn’t want to go but given the urgency, I had no choice.

I was in surgery within an hour.

They removed a litre of blood from my chest, but they managed to save my implant.

I didn’t think anything like that could ever happen. I wasn’t prepared.

Thank goodness I knew Police Health fully covered the ambulance costs.

It was one less thing to worry about.

During my recovery, the staff at the public hospital were lovely, but they were stretched so thin. I’d be waiting up to 30 minutes when I wanted to go to the toilet, because I had to leave my room to use the facilities and I was too wobbly to go on my own.

They had a private patient liaison officer who visited every day, asking whether I would use my private insurance in the public hospital.

However, during these visits, they didn’t inform me that if I elected to be a private patient, I may experience out-of-pocket costs.

Because I had worked in the industry for many years, I knew there was no health benefit for me, personally, if I elected to be treated as a private patient.

I’ve got my hair back now, and I came up with some tricks and beauty tips that I’m always happy to share with other girls going through the same thing. For me, it was important to still feel beautiful. To be honest, losing my hair had more of an impact on me than the actual cancer.

I’m so glad I’ve got Police Health with me on my journey. It’s given me peace of mind and made my life so much easier.

To join more than 65,000 other members of Australia’s police community already enjoying peace of mind from Pol ice Healt h’s gold - t ier insurance, call 1800 603 603 or visit policehealth.com.au.

RETIREMENTS & RESIGNATIONS

RETIRING MEMBERS 5665 6245 6258 6285 6489 6493 6637 6741 6834 6893 7226 7486 7497 7809 8098 8847 8900 9154 9381 9946 9958 10310 10311 11876 12215 12522 13980 13984 14442 14947 99469

Phillip BASKERVILLE Douglas WIGNALL Patrick BLEE Theron KINGHORN Gavin THOBAVEN Robert WRIGHT Lloyd ELLIS Edward LAMPERD Simon HILL Geoffrey TILLEY Bruce RODGERS Darren GRIGSON Wayne TAYLOR Michelle BEAMAN David ELLERY Christopher BROWNE David SODEN Kevan DELANEY Jay CRUICKSHANK Richard WELLS Peter TIMMS David JOHNSON Ceri SKAMP Wade SALTER Grant ENARES Bon LIM Shane PARKER Karen SMITH Matthew SCHMECHTIG Calum COOPER Sandra MADELEY

RESIGNING MEMBERS 7432 9279 9537 9572 10514 10743 10753 10980 11111 11282 11344 11410 11549 11598 11626 11821 11964 12098 12185 12430 12517 12524 12583 12949 13022 13181 13237 13389 13401 13406 13438 13487 13655 13682 13685 13876 13895 13911 13934

Melaine HARRIS Harry ARNOTT Michael SLOANE Grant PENSON Danelle HUDNOTT Gemma HENNIGAN Jeremy DICKENSON David BEAN Tamara READ Darren JONES Andrew KENWORTHY David COOPER Rachael EDWARDS Brett FOWLER Emily JASPER Benjamin COLE Jodie JARVIS Trent LANGTHORN Linda CARTER Simon TOMKINS Nicole HENDRY Nicole McCALLUM-VAN LIEROP Kevin LOVELAND Monique BLAND Barry McGRATH Regine HORCH David TIMLIN Gregory KERR Joanne SKIRROW Paul WILLS Renee HEALY Mathew BEAR Elisha VINES Lee CLARKE Dominic EYNONWILLIAMS Andrew WHITHALL Jeremy LLOYD Benjamin DEARING Nathan BERTOLINI

13964 14088 14148 14192 14287 14453 14744 14761 14766 14859 14941 15126 15156 15190 15222 15237 15238 15314 15380 15436 15442 15451 15471 15511 15525 15534 15695 15715 15719 15727 15772 15781 15795 15845 15891 15902 15912 15931 16099 16127 16139

Caitlin BEARMAN Steven WEARING Mark LUIS Lucy FLETCHER MILLS John PURVIS Amanda ALBU Ian THOMAS Daniel HILL Tiffani-Allyce WOOD Nathan REID Harley WILSON Benjamin WHITE Jamie BRADY Richard DENNY Matthew HUGHES John BAIN James GALLO Philip GEACH David McCONAGHY Graham CONATY Nicholas BROWN Owen KILLIP Ryan GURNEY Christopher WOOD Luke FACCIONI Marc RODIN Jack GOODBODY Matthew CLEGHORN Shakiri FRENCH Xavier LUCAS Nikolas WAKELY Bruce GAIDA Melanie CONTI Ella MAUGHAN Stacey WHITEROAD Allen COTTAGE Warren BEADLE Heather MALHAM Katherine O'LOUGHLIN Frankie-Jo PERROTT Samantha MIGAS

16144 16157 16234 16274 16286 16292 16330 16426 16496 16545 16791 16919 17237 17246 17338 17343 17360 17548 17560 17636 17800 17914 17923 17966 17968 18057 18069 51382 52812 52886 99851 99912

Trent WALKER Nathan WHITE Christopher FORD Jevon ANG Emily KLUGE Lauren RILEY Aaron TOUBIA Alyssa MAHONEY Shane GARDINER Sarah WORRELL Cornelius WEPENER Michael CONNOR Manuel CABAHUG Kayla SLOW Ashley DOREY Ronice GOSS Kelly POWER Cathryne CASARSA Dillon LAMPRECHT Amy WATTS Umesh SEWA Timothy FERGUSON Kyden ANDERSON Jason VERSHAW Patrick VEZA Scott MIDDLETON Joeanne DUNCAN Matthew HOARE Abdalla KAMR Teleisha HILL Peter LE FEUVRE Glenn TULLY

CORRECTION Graham MacKenzie 7393 – Resigned not Retired as reported in March Police News

37 POLICE NEWS JUNE 2022

VALE

SERVING 12376 PETER BEVAN JARVIS Senior Constable Aged 36 16/05/2022 50607 BRODY ROBERT KENNEY Police Auxiliary Aged 22 20/03/2022 RETIRED 3023 ROBERT ELLIOTT OWEN Sergeant Aged 92 18/05/2022 2932 RAYMOND FREDERICK KAERGER Senior Inspector Aged 96 10/05/2022 4304 JOHN WILLIAM FRANCIS Sergeant Aged 91 22/04/2022 3489 DESMOND ERIC HUNTER Superintendent Aged 79 5/04/2022 3444 MALCOLM JOHN EVANS Superintendent Aged 79 29/03/2022

38 POLICE NEWS JUNE 2022

RETIRED cont.

4688 KENNETH LEONARD MARKHAM 1/C Sergeant Aged 73 28/03/2022 3111 KEVIN CHARLES MARSHALL Superintendent Aged 87 25/03/2022 3450 RONALD GEORGE STEDMAN Sergeant Aged 84 11/03/2022 4442 KENNETH MAX WELLS 1/C Sergeant Aged 74 4/03/2022 5055 PHILIP IVAN GOULD Senior Constable Aged 75 28/02/2022

NEW CONSTABLES JOIN THE FORCE More than 100 new constables graduated from the WA Police Academy in April and May, starting their new careers on the frontline.

The WA Police Force officially welcomed the Grey, Green, Silver and Brown squad recruits into its ranks after they’d successfully completed 28 weeks of intensive training at the WA Police Academy in Joondalup.

We wish the new constables well as they embark on their policing journeys.

NEW MEMBERS

39 POLICE NEWS JUNE 2022

POLICE HEALTH IS FOR YOU AND YOUR FAMILY Police Health extends beyond the police officer, to all employees of Australian police departments/ services/associations and their families. This means if you have a brother, sister, parent, grandparent or child, they may be eligible to join Police Health under your own policy. If you’re unsure about eligibility call it in - 1800 603 603 or email joinus@policehealth.com.au

Our fund was voted #1 of all private health funds in Australia in the following categories#

Call it in – 1800 603 603 scan the qr code to compare your cover today!

Police Health Limited ABN 86 135 221 519 A restricted access not-for-profit Private Health Insurer © 09/05/2022 * Customer Satisfaction Survey 2006-2021 Discovery Research. # In a recent Healthcare & Insurance Australia research survey conducted in 2021. IPSOS research conducted every 2 years.