Annual report 2021-22 - Agency's performance

SAPOL remains steadfast in its commitment to building safer communities through the delivery of policing priorities: Public Safety; Crime and Criminal Justice Services; and Road Safety.

• Premier’s Taskforce

A 2022 election commitment was to establish a Premiers Taskforce to make recommendations on increasing the number of sworn Police Officers and Protective Security Officers (PSOs) over the next 10-15 years. The Taskforce will include representatives of Government, SAPOL and the Police Association of South Australia, with the first meeting to be held in August 2022.

• Multi-Purpose Load Bearing Vests

A 2022 election commitment was to fund SAPOL $6.5 million for an additional 1,500 personal issue, Multi-Purpose Load Bearing Vests (MPLBV) to protect police and police security officers carrying out their duties. Implementation of this initiative is being staged over a two year period. MPLBV’s have specific use, care and storage requirements and to ensure compliance with contractual and warranty obligations, SAPOL is currently undertaking capital works to enable correct storage.

• Medic Nurses in Custodial Facilities program

Having nurses located at metropolitan custodial facilities reduces the need for police to attend a hospital with detainees. Originally an SA Health funded program, Pop-Up Medic Nurses provide operational efficiencies for SAPOL and SA Health as well as enhanced levels of medical care for detainees in Police custody. The use of these nurses within the custodial facilities assisted in the reduction of the flow of detainees to emergency departments as part of the State’s COVID-19 health strategy.

The program has further developed to provide additional services, including the conduct of forensic procedures, providing additional operational efficiencies for SAPOL – and was expanded during the reporting period to incorporate custodial nurses into a regional centre at Port Augusta.

Public Safety

Level of Community Confidence in policing services.

Percentage of Grade 1 tasking’s in the metropolitan area responded within 15 minutes.

Number of calls received by Call Centre.

Number of 000 calls presented to Police Communications Centre by Telstra.

82.5%

94.8%, above the target of ≥80.0%

567 479

171 091

Crime and Criminal Justice Services

Number of recorded offences against the person as reported by/on behalf of victims per 1000 head of population.

Number of recorded offences against property as reported by/on behalf of victims per 1000 head of population.

13.26 above projection of ≤12.44

48.46 below the projection of ≤49.29

Road Safety

Number of Road Safety Contacts issued personally involving unique expiation notices and apprehension reports/incident reports excluding camera.

Number of driver screening tests conducted.*

Number of Road Safety Centre attendees, children and young adults (16-24 years).

Total number of people attending SAPOL road safety programs.

142 683

481 936 below the target of 500 000

268

42 997

Aboriginal Employment Register (AER)

SAPOL is committed to supporting government initiatives and programs that support the employment of Aboriginal people within the public sector.  As such, the Human Resources Service developed the SAPOL People Strategy 2021-2025 with one of its key priorities to attract, develop and retain a diverse workforce with an inclusive culture within SAPOL. As part of this, SAPOL continues to consider Aboriginal people from the AER when filling non-sworn vacancies in order to help them with their career and offer professional and development opportunities.

Individual Performance Management

SAPOL’s online Individual Performance Management and Development system (iEngage performance and development) runs over a 12 monthly cycle with a mid-term review 6 monthly before completing and recommencing.

Introduced in November 2019, iEngage is focused on promoting a meaningful and purposeful feedback framework between employees and supervisors that will ensure ongoing development of the individual whilst incorporating wellbeing, performance improvement and workplace behaviour expectations. Underpinning this approach is the expectation of regular performance and development discussions between supervisors and employees.

The system has two primary elements:

1. Performance Standards - an employee’s performance is appraised against corporate and local accountabilities conjoined with individual performance goals.
2. Learning and Development:

   a. Ensuring completion of compulsory training for the employee’s job role.

   b. Identifying development strategies to support the employee’s career development goals.

It is a requirement for all eligible employees to have an up to date iEngage performance and development plan and compliance is monitored and reported through the Executive Leadership Team on a monthly basis.

Work health and safety programs

A total of 2 276 incidents were reported in 2021-22, reflecting a 5% reduction compared with 2020-21.  Of these, 1 111 incidents resulted in injury whilst 1 165 incidents resulted in no injury.  Additionally, a total of 285 hazard reports were submitted in 2021-22 reflecting a 21% decrease compared with 2020-21.

The Worksite Inspections program achieved a 99% completion rate in 2021-22.

A Heat Risk Management Campaign was launched to raise awareness of hazards and risk mitigation strategies when working during hot weather.

An Infection Control Campaign was launched to promote risk mitigation of contracting COVID-19 and Influenza.

An enhanced Personal Protection Equipment (PPE) decision guide was developed to assist workers determine the type of PPE required based on a dynamic risk assessment.  As part of minimising the risk of exposure to COVID-19 in high risk environments, 927 members were mask fit tested for a Particulate Filter Respirator and trained.

3 658 influenza vaccinations were administered as part of the annual voluntary Influenza Vaccination Program for employees and immediate family members.

A gap analysis of SAPOL’s Work Health and Safety system framework against the globally recognised standards ISO 45001:2018 Occupational Health and Safety Management Systems and ISO 45003:2021 Psychological Health and Safety at Work - Guidelines for Managing Psychosocial Risks was completed.

The Commissioner’s Occupational Health Safety and Welfare Advisory Committee, SAPOL’s principal consultative committee involving management and industrial association officials, continued to monitor and review safety performance and issues impacting employee health, safety and wellbeing.

Employee Assistance

The Employee Assistance Program (EAP) is an external professional counselling service delivered by mental health professionals, offering support for work-related and personal problems provided by Corporate Health Group.

The EAP is a confidential service available to all employees and immediate family members who can access up to six sessions every two years.

During 2021-22, the EAP resulted in 324 initial consultations, 8% higher than 2020-21 and a total of 954 consultations, 29% higher than 2020-21.

The COVID-19 Employee Assistance Hotline continued to support the workforce throughout 2021-22 by providing wellbeing checks on close contacts or COVID-19 positive, information on COVID-19 directions and industrial entitlement advice. The COVID-19 Employee Assistance Hotline also administered the Employee Assistance Section COVID-19 online reporting form and dashboard, and the vaccination compliance dashboard.

Early Intervention

The Early Intervention Program (EIP) supports employees with work related injuries and aims to act early to minimise the impact and duration of emerging symptoms or actual injury or illness.

To achieve this, an early assessment of needs is undertaken within 48 hours of a reported incident through direct contact with the employee and their supervisor. The program then provides injured employees with early and appropriate treatment with providers of their choice, to assist with recovery while remaining at work. Where the employee experiences an absence from work, referrals are made to appropriate services with the aim of achieving the best practicable levels of physical and/or mental recovery.

Participation in the program is voluntary and does not impact the ability to lodge a work injury claim in future.

In 2021-22 a total of 1 341 early intervention assessments were undertaken. Of these, 91% were undertaken within 48 hours of incident reporting, exceeding the 80% performance target.

The early intervention assessments resulted in the following outcomes:

• 43.5% participated in the EIP, 23.5% moved to a Return to Work Claim whilst 33% required no further assistance.
• 583 EIP users attended 761 early treatment consults. Physiotherapy services accounted for the highest treatment service at 41%, followed by GP/Initial Hospital review at 28%.

Reconditioning Program and Preferred Health Service Providers List

SAPOL implemented a range of health and wellbeing initiatives designed to promote healthy living and improve the overall health of the workforce by delivering evidenced based education/advice, providing health and fitness equipment and offering support to those in need.

The Reconditioning Program links staff with appropriate allied health service providers and helps by covering any out of pocket expenses. The program is open to all employees wishing to improve their physical health and excludes work related injuries.

In 2021-22, 289 employees participated and 1 350 consultations occurred.

Supporting the Reconditioning Program is SAPOL’s ‘Preferred Health Service Providers List’ which currently has 260 allied health practitioners participating in the program. This list allows SAPOL to communicate with treating allied health professionals regarding the unique nature of policing and better inform our workforce of service providers that best suit their needs. Services are provided by dieticians, physiotherapists, exercise physiologists, podiatrists and sleep clinicians.

Operational Nutrition Support

Operational Nutrition Support is an online nutrition program designed for SAPOL by accredited dietitians from Sprout Nutrition. The program aims to teach nutrition basics such as reading food labels, portion control, healthy eating as well as addressing how food influences sleep, energy levels and mood. The topics are specifically designed for shift workers but are broad enough to benefit the broader workforce. In 2021-22 the program had a total of 482 enrolments and 1 650 hours of online learning undertaken.

Body Scan Program

SAPOL has purchased an InBody 570 unit which measures and analyses an individual’s body composition in terms of water, fat, protein, muscle and bone mineral. The device can determine the weight and percentage of lean muscle mass and body fat in segmented body parts. Results are used to springboard participants into physical health improvement programs such as the Reconditioning Program mentioned above. In 2021-22, 700 body scans were conducted.

Fitness Passport

In April 2022, SAPOL launched the Fitness Passport Program. The program allows SAPOL employees and their families to pay a small weekly fee to gain access to a ‘passport’ to over 55 health and fitness centres. Since its launch, the program has resulted in 667 participants.

Total new workplace injury claims*

352

363

-3%

Fatalities

1

+100%

Seriously injured workers**

0

Significant injuries (where lost time exceeds a working week, expressed as frequency rate per 1000 FTE)

25.90

17.07

+52%

Number of notifiable incidents (Work Health and Safety Act 2012, Part 3)

10

5

+50%

Number of provisional improvement, improvement and prohibition notices (Work Health and Safety Act 2012 Sections 90, 191 and 195)

0

1

-100%

Total gross workers compensation expenditure ($)

$19 748 915

$23 521 763

-16%

Income support payments – gross ($)

$10 496 777

$14 706 691

-29%

Commissioner

1

Deputy Commissioner

1

Assistant Commissioners

8

SA Executive Service Level 2

3

SA Executive Service Level 1

6