iSAYSO
OIA request – Police ethics frameworks, training models, and evaluation of ethical conduct
NOW DUE 25TH MAY 2026
Response to this request is delayed. By law, New Zealand Police should normally have responded promptly and by May 04, 2026 (details and exceptions)
From: Nigel Gray
April 01, 2026
Dear New Zealand Police,
To: New Zealand Police
From: Nigel Gray
Date: 1 April 2026
To: New Zealand Police
From: Nigel Gray
Date: 1 April 2026
Subject: Official Information Act request – Police ethics frameworks, training models, and evaluation of ethical conduct
Under the Official Information Act 1982, I request the following information.
SECTION 1 – ETHICS FRAMEWORKS AND DOCTRINE
Please provide copies of all current documents that set out New Zealand Police’s official ethical framework, including but not limited to:
– codes of conduct
– ethics policies
– integrity frameworks
– values statements
– any internal doctrine describing the ethical duties of police officers.
– codes of conduct
– ethics policies
– integrity frameworks
– values statements
– any internal doctrine describing the ethical duties of police officers.
Please provide copies of any documents that explain the theoretical or conceptual basis for New Zealand Police’s ethical framework, including:
– references to ethical theories, models, or schools of thought
– references to psychological models used to support ethical behaviour
– any internal or external reports that describe “why” officers are expected to act ethically, beyond simple rule compliance.
– references to ethical theories, models, or schools of thought
– references to psychological models used to support ethical behaviour
– any internal or external reports that describe “why” officers are expected to act ethically, beyond simple rule compliance.
Please provide copies of any internal reviews, reports, or briefings in the last 15 years that:
– evaluate whether the current ethical framework is effective, or
– identify weaknesses, gaps, or failures in the ethical framework, or
– recommend changes to the ethical framework.
– evaluate whether the current ethical framework is effective, or
– identify weaknesses, gaps, or failures in the ethical framework, or
– recommend changes to the ethical framework.
SECTION 2 – ETHICS AND INTEGRITY TRAINING CONTENT
Please provide copies of all current training materials (or detailed syllabi where full materials cannot be released) used for:
– recruit training on ethics, integrity, and professional standards
– in‑service or ongoing ethics/integrity training for serving officers
– leadership training on ethics for sergeants, senior sergeants, inspectors, and above.
– recruit training on ethics, integrity, and professional standards
– in‑service or ongoing ethics/integrity training for serving officers
– leadership training on ethics for sergeants, senior sergeants, inspectors, and above.
For each training module identified in question 4, please provide:
– the learning objectives
– the total hours allocated
– the delivery method (e.g. classroom, online, scenario‑based, assessment‑based)
– the date the module was first introduced and the date of any significant revisions.
– the learning objectives
– the total hours allocated
– the delivery method (e.g. classroom, online, scenario‑based, assessment‑based)
– the date the module was first introduced and the date of any significant revisions.
Please provide copies of any documents that explain:
– how psychology is used in ethics or integrity training
– what psychological models or theories are relied on
– how these models are expected to support ethical behaviour and reduce misconduct.
– how psychology is used in ethics or integrity training
– what psychological models or theories are relied on
– how these models are expected to support ethical behaviour and reduce misconduct.
SECTION 3 – EVALUATION OF ETHICS TRAINING EFFECTIVENESS
Please provide copies of any evaluations, reviews, or assessments (internal or external) carried out in the last 15 years that:
– measure the effectiveness of ethics or integrity training
– assess whether training has reduced misconduct, complaints, or criminal offending by officers
– recommend changes to ethics or integrity training.
– measure the effectiveness of ethics or integrity training
– assess whether training has reduced misconduct, complaints, or criminal offending by officers
– recommend changes to ethics or integrity training.
Please provide any documents that set out:
– how New Zealand Police defines “success” for ethics or integrity training
– what indicators or metrics are used to determine whether ethics training is working
– how often these indicators are reviewed.
– how New Zealand Police defines “success” for ethics or integrity training
– what indicators or metrics are used to determine whether ethics training is working
– how often these indicators are reviewed.
Please provide any documents that discuss:
– the relationship between ethics training and actual instances of misconduct or criminal offending by officers
– whether ethics training has been modified in response to specific cases or patterns of misconduct.
– the relationship between ethics training and actual instances of misconduct or criminal offending by officers
– whether ethics training has been modified in response to specific cases or patterns of misconduct.
SECTION 4 – INTERNAL RECOGNITION OF ETHICAL FAILURE
Please provide copies of any internal reports, briefings, or reviews in the last 20 years that:
– explicitly acknowledge that existing ethics or integrity training has failed or been inadequate, or
– identify that officers have engaged in serious misconduct or criminal offending despite having completed ethics training, or
– recommend a fundamental review or redesign of ethics training or ethical frameworks.
– explicitly acknowledge that existing ethics or integrity training has failed or been inadequate, or
– identify that officers have engaged in serious misconduct or criminal offending despite having completed ethics training, or
– recommend a fundamental review or redesign of ethics training or ethical frameworks.
Please provide copies of any documents where New Zealand Police has:
– considered alternative ethical models or training approaches (for example, moral development models, virtue ethics, restorative or harm‑based ethics), and
– recorded reasons for adopting or rejecting such models.
– considered alternative ethical models or training approaches (for example, moral development models, virtue ethics, restorative or harm‑based ethics), and
– recorded reasons for adopting or rejecting such models.
SECTION 5 – GOVERNANCE, RESPONSIBILITY, AND EXTERNAL INPUT
Please identify the current role titles and units responsible for:
– designing ethics and integrity training
– maintaining the ethical framework and codes of conduct
– monitoring and reviewing the effectiveness of ethics training.
– designing ethics and integrity training
– maintaining the ethical framework and codes of conduct
– monitoring and reviewing the effectiveness of ethics training.
Please provide copies of any terms of reference, minutes, or reports from any committees, working groups, or governance bodies that:
– oversee ethics and integrity policy
– review serious misconduct or criminal offending by officers from an ethical or systemic perspective
– recommend changes to ethics frameworks or training.
– oversee ethics and integrity policy
– review serious misconduct or criminal offending by officers from an ethical or systemic perspective
– recommend changes to ethics frameworks or training.
Please provide details of any external experts, academics, or organisations that have:
– been consulted on police ethics or integrity training in the last 20 years
– provided written advice, reports, or reviews on police ethics or integrity
– delivered ethics‑related training to New Zealand Police.
– been consulted on police ethics or integrity training in the last 20 years
– provided written advice, reports, or reviews on police ethics or integrity
– delivered ethics‑related training to New Zealand Police.
SECTION 6 – LINK BETWEEN ETHICS TRAINING AND OFFICER OFFENDING
Please provide any documents, reports, or analyses that:
– examine why police officers commit criminal offences despite having received ethics or integrity training
– identify underlying causes or contributing factors for criminal offending by officers
– propose changes to training, recruitment, or organisational culture to address these causes.
– examine why police officers commit criminal offences despite having received ethics or integrity training
– identify underlying causes or contributing factors for criminal offending by officers
– propose changes to training, recruitment, or organisational culture to address these causes.
If no such analyses exist, please confirm whether New Zealand Police has ever:
– formally examined the question of why its own staff commit criminal offences, from an ethical or training perspective, and
– considered commissioning such an examination.
– formally examined the question of why its own staff commit criminal offences, from an ethical or training perspective, and
– considered commissioning such an examination.
FORMAT AND TIMEFRAME
I am happy to receive the requested information in electronic form.
If any part of this request is refused, please provide the grounds for refusal and the specific sections of the Official Information Act relied upon.
If any part of this request is refused, please provide the grounds for refusal and the specific sections of the Official Information Act relied upon.
If the scope of this request is considered too broad, please contact me so that I can refine it. However, I note that the core focus of this request is on:
– the ethical frameworks New Zealand Police relies on
– the training models used to instil ethics and integrity
– the evaluation of whether those models work in practice.
– the training models used to instil ethics and integrity
– the evaluation of whether those models work in practice.
Yours faithfully,
Nigel Gray
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