Abacus The all-encompassing name for the Tasmania Police Commissioner’s Directions relating to conduct, complaint management and compliance review.
apology Refer to section: 9. Apologies.
authoriser The Authoriser is a member of or above the rank of Inspector who reviews a matter at the point of Provisional Finding for the purpose of checking and endorsing (or otherwise) the conduct of the inquiry / investigation. The Authoriser is responsible for:
– a Provisional Determination if proposed action is within the scope of their delegation; or
– a recommendation to their manager if proposed action is outside the scope of their delegation.
balance of probabilities  The balance of probabilities means more probable than not. Refer to section: 1.9 Balance Of Probabilities.
BlueTeam™  The user interface of the IAPro™ software which members use to register Abacus matters and inquirers / investigators use to manage Abacus matters allocated to them.
coaching A method of Continuing Professional Development (CPD) involving the further development of mental and / or physical skills in a member that is intended to help them learn, rather than be taught.
Code of Conduct Contained in section 42 of the Police Service Act 2003.
complaint An expression of dissatisfaction from any person regarding the conduct of one or more members of Tasmania Police. For the purpose of this document ‘complaint’ means a complaint under Division 2 of Part 3 of the Police Service Act 2003. It does not include internally raised matters or compliance review matters.
compliance Review of matters to ensure adherence to organisational instructions, directions, orders and procedures.
conciliation Informal resolution or formal resolution
conduct A mode of behaviour considered against expected standards. It includes any act or omission, both on-duty and off-duty.
conduct history All Determination Notices issued to a member, held in the member’s human resources folder on HP Records Manager. Refer to section: 11.4. Determination Notices.
continuing professional development (CPD) A range of options for supervisors to educate, support and develop members. Options include mentoring, training, addressing a knowledge or skills gap, targeted supervision, guidance, coaching, retraining, individually-tailored development activities, work diaries, welfare, personal development. CPD does not form part of a member’s conduct history.
determination notice A document formally recording that a determination has been made that a member has breached a provision of the Code of Conduct. The notice may or may not include a decision to take an action under section 43(3) of the Police Service Act 2003. It is a formal outcome that forms part of a member’s conduct history. A determination notice attached to a Provisional Report is deemed to be provisional unless the subject officer converts it to a final determination notice by signing it or acknowledging it formally.
due credit Leniency in decision-making in consideration of a member’s own actions towards resolving a matter (such as making an apology or a voluntary disclosure, or being frank in accepting they were in the wrong).
EIPro™ A software interface that connects to data held in IAPro™ that enables early identification of members who have attracted higher numbers of complaints or other Abacus matters; or repeatedly attract a particular type of complaint as compared to other members in the same work area.
equity Fairness and impartiality.
formal resolution A process where the complainant and subject officer are involved in the resolution of a matter without a formal inquiry/investigation taking place and without there being a determination as to whether the Code of Conduct was breached. The parties agree to resolve the matter even if their views differ. Refer to section: 9. Formal Resolution.
FVMS Family Violence Management System – in Abacus this refers to family violence matters involving members.
guidance A method of Continuing Professional Development which may be given orally or in writing and is intended to influence and direct a member’s conduct and performance.
IAPro™ The software used as a database and case management system for the recording and management of Abacus matters. It is a stand-alone system and no information contained in IAPro™ is linked to any other information system. It has two interfaces that connect to the data contained within it – BlueTeam™ and EIPro™.
individually-tailored development activity A method of Continuing Professional Development where a program is specifically designed to best benefit and develop the individual member to whom it is applied.
informal resolution A method of resolving a Complaint 1, ED1, IRM1, Complaint 2, ED2, or IRM2 matter where all parties are in agreement to a proposed outcome (such as CPD). The resolver can be a supervisor.
information only A category for matters containing no specific allegation, or a generalised allegation with insufficient information to classify further.
inquirer The member tasked with making inquiries into a Complaint 2, ED2, IRM2, or Pursuit 2. This role is undertaken by a member of or above the rank of Sergeant and is allocated by the relevant District Commander.
inquiry A probe or examination to a lesser extent than an investigation. An inquiry is to be proportionate. Refer to section: 10.4.1. Proportionality.
internally raised matter (IRM) A matter initiated by a member (including a peer or senior officer) regarding a Code of Conduct breach; or reported to facilitate performance management; or determined during investigative activities or otherwise identified internally within Tasmania Police. It does not include a complaint made by a member against another member (e.g. for stealing or assault) as that would constitute a complaint. Three levels of IRM apply: IRM1, 2 & 3.
investigator The member tasked with investigating a Complaint 3, ED3, IRM3, or Pursuit 3. This role is undertaken by a member of or above the rank of Sergeant and is allocated by the relevant District Commander. In most cases the investigator will be a member of Professional Standards.
investigation The resolution of a Complaint 3, ED3, IRM3, or Pursuit 3 matter through proportionate investigation and reporting. It is more extensive than an inquiry. Refer to section: 10.4.1. Proportionality.
knowledge gap A gap which has been identified between the knowledge a member possesses and the knowledge needed to effectively discharge the duties of a police officer.
level 1 matter A collective term for Complaint 1, ED1 and IRM1.
level 2 matter A collective term for Complaint 2, ED2, and IRM2.
level 3 matter A collective term for Complaint 3, ED3, and IRM3.
manager A member of or above the rank of inspector. It includes a member acting at that rank.
managerial resolution The resolution of minor matters in the district by a member’s supervisor or manager. It empowers supervisors and managers to manage conduct and performance issues at the lowest level with a focus on professional development. It is suitable for Complaint 1, ED1 and IRM1 matters and may involve CPD.
mentoring A Continuing Professional Development where a subject officer is partnered with another member for a finite period of time with the purpose of improving the subject officer’s skills, knowledge and conduct.
member A currently serving police officer, trainee or junior constable[1] of Tasmania Police including officers on secondment[2]. It includes all Special Constables but does not include Ancillary Constables. It includes people who were a police officer at the time the conduct occurred.
minor-moderate injury An injury such as bruising, cuts or grazes, concussion, minor fracture or hospitalisation up to 24 hours.
offence An alleged offence that does not amount to a serious offence or crime.
organisational learning Retaining and applying knowledge gained from the collective experience of the organisation to improve the service delivery of the organisation over time.
preliminary assessment Undertaken by a supervisor or manager following registration of a matter on BlueTeam™. It may involve fact checks on data holdings (such as IDM, ICE, AVL) and speaking with the parties. A preliminary assessment does not amount to an inquiry or investigation. The purpose of preliminary assessment is to assist with the prompt categorisation of the matter and assist with early resolution of minor matters.
procedural fairness Also known as natural justice, it is the right of all parties to a fair process (including the complainant and the subject officer). It is not concerned with whether or not the outcome is fair.  Refer to section:  1.5. Procedural Fairness.
provisional determination As a result of the Provisional Finding, this is a brief statement containing a preliminary determination about whether or not a member breached a provision of the Code of Conduct; and the provisional outcome (if any) for the member such as section 43(3) Actions and / or CPD. Where it is provisionally determined that a member breached the Code of Conduct they may receive a Provisional Determination Notice.
provisional finding This relates to level 2 and 3 matters only. A Provisional Finding follows the conclusion of an Inquiry / Investigation. It is an appraisal of the allegations and a preliminary decision about the member’s conduct. Any Provisional Finding is based on the balance of probabilities. Notification to members of a Provisional Finding is a measurable point in the Abacus process. See section: 3.4. Timelines for Resolution.
pursuit 1 Defined at pursuit 1 and detailed instruction provided at Part 14.14 of the TPM.
pursuit 2 Defined at pursuit 2 and detailed instruction provided at Part 14.14 of the TPM.
pursuit 3 Defined at pursuit 3 and detailed instruction provided at Part 14.14 of the TPM.
reconsideration request Written request for review of a level 1 matter. Review is limited to procedural fairness or CPD. Limited review is also available in respect of decisions relating to CPD or medals in Level 2 and 3 matters.
registration The process of entering a new matter on IAPro™ or BlueTeam™. To achieve the objective of timely resolution, it is a measurable point in the Abacus process. See section: 3.4. Timelines for Resolution.
retraining A form of CPD where a member, who has been previously trained in an area of knowledge or skill, undergoes additional training after a deficiency in skill/knowledge has been identified.
section 43(3) action Actions that the Commissioner (or delegate) may take following a determination that a member breached a provision of the Code of Conduct. Refer to section 43(3) Actions for a comprehensive explanation.
serious offence or crime An alleged offence or crime that presents a significant risk to the reputation of Tasmania Police or involves an allegation of corruption; and if proved would warrant termination of employment.
significant injury A physical injury such as a significant fracture (e.g. limb, skull, spine, but not finger); multiple moderate injuries; loss or permanent limitation on use of an organ or system; or hospitalisation exceeding 24 hours.
skills gap Where a member has insufficient skill in an area of police procedure to enable that member to effectively perform their duties as a police officer. Once identified, any such gap is to be corrected by CPD measures.
subject officer A member who is identified at any point in an Abacus matter as the member who is the subject of allegation(s) in a complaint, Equity and Diversity matter or internally raised matter. Note: the IAPro™ system refers to a subject officer as an ‘involved officer’.
supervisor A sergeant or member acting in that rank, including those undertaking Shift In Charge or Higher Duties as per the Police Award.
targeted supervision Supervision, conducted as part of CPD, designed to correct specific deficiencies in an individual member.
training Where it has been identified that a member has a gap in their skills or knowledge, education and guidance provided, as part of CPD, to overcome that gap.
voluntary disclosure A member reporting a matter on BlueTeam™ in which they are the subject officer; for example reporting a conflict of interest, a breach of the Code of Conduct, declarable association or advising they are the subject of civil or other legal proceedings.
welfare The network of services and facilities available to ensure all members are treated fairly and their support needs are catered for.
working day This does not mean Monday to Friday 8am-4pm – it refers to days when members are rostered to duty. It accounts for shift work and rostered days off.
work diary A record of activities a member is required to complete, as part of CPD, to track their progress towards overcoming any knowledge or skills gaps.


[1] In accordance with s88 of the Police Service Act 2003
[2] In accordance with s23 of the Police Service Act 2003