Page 28 - Aanbevelingen om de integriteit

23 810 members), the General Dutch Police Association (ANPV, 6 559 members) and the Association
of Middle-Ranking and Senior Police Officers (VMHP, 1 030 members). They consult directly with the
Minister of Justice and Security on matters of general interest to the legal status of police officers
and also enter into collective labour agreements for the police sector. When the NPN integrity policy
has consequences for the legal status of police officers, these police unions are consulted. There are
also five regional police unions, which do not enter into direct dialogue with the Minister.

136. KMar officers may to join military unions which are part of the public administration
personnel bodies. These consult directly with the Minister of Defence. Before the Minister decides on
matters of general interest to the legal status of military officers and civil servants, including the
general rules concerning the implementation of human resources policies, these will be consulted.
The military unions do not provide any public information about their members.

Anti-corruption and integrity policy

Anti-corruption and integrity policy, mission statements and ethical principles

NPN and KMar

137. The mission of the NPN is to ensure safety, enforce the law and to protect democracy. As far
as integrity matters are concerned, the GET learned that NPN highlights values, such as
integrity/honesty, reliability, courage and connection to the public as being at the core of the
organisation. To this comes the strong emphasis on public trust as an important factor for policing in
the Netherlands.

138. In 2005, a model approach to basic integrity standards for the public administration was
established, providing for minimum requirements of an integrity policy, according to the following
priorities: 1) Focus on integrity; 2) Codes of conduct; 3) Suitability checks during recruitment and
selection; 4) Risk-prone positions; 5) Taking an oath or making a solemn affirmation; 6) Secondary
activities; 7) Financial interests; 8) Measures aimed at protecting information; 9) Business gifts; 10)
Public procurement and tenders; 11) Confidential integrity counsellors; 12) Procedure for reporting
suspected misconduct; 13) Procedure in case of an actual or suspected breach of integrity. The NPN
integrity policy is largely based on this model approach.

139. Over the years, the integrity policy of the police has developed from the so called integrity
policy 1.0, that was mainly aimed at preventing and sanctioning misconduct (setting standards and
establishing internal institutions to control compliance with these rules), and integrity policy 2.0 that
emphasised values, awareness and training to the current integrity policy 3.0. Integrity is no longer
considered as a separate element but as an integral part of “craftsmanship and professional
responsibility”. Therefore emphasis is put on setting clear guidelines and values, and explaining the
goals behind rules. This enables employees to apply them in specific situations. The approach is
broad: there are rules that are to be applied; there is policy on softer aspects, such as values and
culture (discussing dilemma’s to increase moral consciousness); and, integrity is part of leadership
development and professional responsibility.

140. Furthermore, it is acknowledged in the Netherlands that a changing society leads to different
expectations of law enforcement authorities. Society involvement is critical towards the way the NPN
and KMar fulfil their job and the GET was told that experiences have shown that over-standardised
procedures lead to ineffective service. It is considered essential to provide professionals with the
attitude and competencies needed to reach ethical assessments in unique situations.

141. Against this background, the NPN and KMar have a strategy that is aimed at making ethical
norms part of the daily job of employees and managers, based on a balance between compliance

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