Mark Evans – Executive Director Prevention
For most of period under review – since January 2021 – Evans was responsible for “Service Delivery”, which I believe included MS. So, he should be held responsible for their rogue behavior. However, as I notice his role has changed to one of “Future Policing”, looks like he has moved out of an operational role & so – thankfully – can’t continue to harm PNHQ’s operation due to his lack of leadership. I recommend Evans never again be appointed to an operational role – operations don’t seem to be his ‘thing’.
Final Warnings – Office Staff of all Executive Leadership Team
Since 8 September 2023, I have sent the 8 Team Members’ Offices 44 emails with subject line “IMPORTANT – Corruption and GROSS misconduct & neglect of duty”. Since 11 October, I have sent the 8 Team Members’ Offices 32 emails with subject line “Case calling for Resignation of Andrew Coster”. Not a single indication they made their Manager aware of or delegated even 1 of my 76 emails to any appropriate personnel for their action/response. Defies logic people devoid of empathy, integrity, professionalism & respect (Police’s so-called values) are employed in an ‘executive support’ role supposedly leading the protecting & serving of the Public!
Demotion from Executive Leadership Team – Chris de Wattignar &/or Jevon McSkimming
Being responsible for “People, Leadership & Culture”, unless that excludes PNHQ, (Coster appointment) de Wattignar has to be held accountable for:
– corruption and (serious) misconduct & neglect of duty of the previously mentioned personnel
– total absence of resolution leadership throughout PNHQ
– very dysfunctional culture which covers up each other’s misbehaviour & blocks the Public from accessing the escalation process, because they hate all forms of accountability.
As per the “bleak” research mentioned in the Andrew Coster section, seems the dysfunctional culture & leadership spreads to the Districts too. Some of the senior personnel mentioned in the Others section work in the Districts – Bruce Bird, Grant Tetzlaff, Naila Hassan & Sam Hoyle. Despite numerous requests from me, none of them brought this complaint to Coster’s attention or responded to me! Even though I showed them proof was getting initial media interest in my name & shame story, still no action! Again, astonishing these ‘leaders’ have zero interest in protecting the Public reputation of Police.
de Wattignar needs to be redeployed to a role which does not have anything to do with culture & leadership – never again should he be appointed to such a role.
(On 4 October 2025, discovered de Wattignar had left Police)
Being responsible for “Operational Services”, which includes PNHQ, McSkimming has to be held accountable for the widespread corruption and (serious) misconduct & neglect of duty of the previously mentioned personnel, covering up for each other & blocking the Public from accessing the accountability/escalation process.
On 28 December 2023, I emailed McSkimming previous 5 letter sections – requesting he follow through on my recommended disciplinary actions. Despite 33 follow-up emails, no response.
(McSkimming ‘resigned’ in disgrace on 12 May 2025. As it has been reported by the Media, I have mixed thoughts about McSkimming’s 9 months home detention sentence. The Judge indicated the offending was not as serious as the media implied – though lack of reporting the details.
However – from a starting point of 3 years prison – Judge Black applied reductions of 50% for the early guilty plea, rehabilitation efforts, the steps McSkimming had taken at his home to prevent reoffending, as well as prior good character & remorse. So, 3 years reduced to 2.25 months prison – a lot of reductions!
He arrived at a sentence of 9 months per charge home detention, to be served concurrently, noting McSkimming’s career made him a “prime target for serious violence” in prison.
A 3 months prison sentence – in solitary confinement – would have been a fairer sentence
Call for Full Forensic Search of Jevon McSkimming’s Personal Devices
Critically, the objectionable material was found only his work devices – there is no public record Police searched his home or personal devices.
When those at the very top appear to receive lighter treatment, it undermines confidence in the justice system & fails to deter others. Sentencing in such cases must be seen to be firm, especially for offending involving child exploitation material. United Freedom Front urge Police Minister, IPCA, Crown Law & Government to act on these concerns. Please share & sign this petition to demand full transparency & real accountability)
Demotion from Executive Leadership Team & Final Warning – Jill Rogers, Assistant Commissioner
On 13 July 2024, “Requesting you bring to Andrew Coster’s attention my attached 11 October complaint…” emailed Rogers. Despite 21 follow-up emails, no indication my letter was brought to Coster’s attention or response from Rogers.
On 20 June 2025, “VERY IMPORTANT & URGENT – Widespread PNHQ Corruption and Serious Misconduct & Neglect of Duty” emailed Rogers – insisting Police investigate/review my attached performance complaint. Despite 19 follow-up emails (through to 29 September), no indication of action or response from Rogers.
Rogers did her colleagues a disservice by ignoring this complaint first time around. Then, it was ‘only’ 20 pages in length. Now, it is 61 pages. Rogers’ neglect of duty meant another 41 pages of her colleagues’ (serious) misconduct & neglect of duty over an additional 1.5+ years was exposed!
Rogers started as relieving Deputy Commissioner on 31 March 2025. In this role, she has responsibility for “…service, victims & resolutions”. Most recently; Rogers has been Assistant Commissioner of Leadership, Talent & Development – responsible for “… all training & development”.
Like de Wattignar, Rogers has to be held accountable for:
– corruption and (serious) misconduct & neglect of duty of the previously mentioned personnel
– total absence of resolution leadership throughout PNHQ
– very dysfunctional culture which covers up each other’s misbehaviour & blocks the Public from accessing the escalation process, because they hate all forms of accountability
– ultimately, not addressing police’s Tribal culture which values loyalty Over integrity!
On 3 October, discovered Rogers had applied for Deputy Commissioner role. Again – as outlined in “Mike Pannett – ISG” section – large part of that role is about protecting & enhancing culture, integrity & reputation of NZ Police; lifting operational performance & service delivery, leadership that… exemplifies integrity, conduct & service…; demonstrating sense of ethics in all decisions & actions etc. Yet, (32-years Police veteran) Rogers repeatedly totally ignored my significant police performance complaint for 15 months & counting!
On 4 October, discovered Rogers was 1 of 4 candidates to be interviewed for the 2 Deputy Commissioner roles😡
On 5 October, emailed “VERY IMPORTANT (FOR YOU!) –Widespread PNHQ Serious Misconduct & Neglect of Duty. I see you applied for Deputy Commissioner role. Its position description states: (as outlined in “Mike Pannett – ISG” section). YET, as below – since 20 June 2025, you have TOTALLY IGNORED my attached Significant complaint about Widespread pnhq Corruption and Serious Misconduct & Neglect of duty!!
Even WORSE, this is the SECOND time period you have Totally Ignored my police performance complaint! On 13 July 2024 – over a year ago!, I first brought it to your attention. Despite 21 follow-up emails from me, Zero action or response from you!
You did your colleagues a Disservice by Ignoring the complaint the first time around. Then, it was ‘only’ 20 pages. As it is now 38 pages, Your Neglect of duty meant another 18 pages of your colleagues’ (serious) misconduct & neglect of duty was exposed! (For sake of trying to secure Deputy Commissioner position) I look forward to your Confirmation by 8 OCTOBER police are FINALLY starting to investigate my performance complaint 🙂 ” Rogers. Despite 8 “VERY IMPORTANT & URGENT” follow-up emails (through to 10 November), no response.
On 27 January 2026, discovered Rogers had been appointed as Deputy Commissioner! “Police Commissioner Richard Chambers said Rogers was a ‘an outstanding leader of people’”! So ‘outstanding’, Rogers has repeatedly totally ignored this significant police performance complaint since 13 July 2024!
Rogers’ hypocrisy – “When you stop making a difference, it’s time to go” … while repeatedly totally ignoring since 13 July 2024 this opportunity to address widespread PNHQ corruption and serious misconduct & neglect of duty!
This March 2021 research of Police personnel – which concluded values embodied in the Code of Conduct (professionalism, respect, integrity & empathy) were not seen as being modelled by the organization, particularly at a senior level – is still 100% valid 5+ years later!
Rogers needs to be redeployed to a role which does not have anything to do with culture, leadership development & training, and resolutions – never again should she be appointed to such a role. Given Rogers’ numerous unresponsive opportunities to address this significant performance issue, a final warning is warranted.
Written Warning – Tania Kura, Deputy Commissioner
Since 8 September 2023, I sent Kura 44 “IMPORTANT – Corruption and GROSS misconduct & neglect of duty” emails. Since 11 October, I sent 32 “Case calling for Resignation of Andrew Coster” emails. Zero response to these 76 emails.
On 23 June 2025, I “VERY IMPORTANT” emailed Kura – requesting “Confirmation Police are Finally investigating/reviewing my attached performance complaint 🙂 “. Despite 11 follow-up emails (last 5 marked “VERY IMPORTANT & URGENT”) through to 23 September, no response.
Kura’s public profile stated “Throughout her career, Tania has relentlessly focused on developing staff & building a strong, positive culture. Her current responsibilities include … international policing, media & communications services. Previously, Tania held … Leadership & Capability portfolio with responsibility for … culture & people development”. My 4.75 years experience is an appalling reflection of Kura’s ‘contribution’ to PNHQ in these areas.
(Kura retired in November – in disgrace)
Final Warning – Andrea Conlan, Chief Operating Officer
Since 14 November 2023, Conlan was cced into 79 ‘invitations’ to Coster to address this performance complaint & ignored all of them.
Since 25 January 2025, Conlan was cced into 7 “IMPORTANT: Required PNHQ Disciplinary Actions & Restructuring” emails to Chambers & ignored all of them.
Since 31 January, Conlan was cced into 37 “I REALLY look forward to your recommendation how to directly get my document to Richard Chambers” emails to Winch & ignored all of them.
Since 5 October, Conlan was cced into 6 “VERY IMPORTANT –Widespread PNHQ Serious Misconduct & Neglect of Duty” emails to Penny & Rogers and ignored all of them.
On 5 October, “IMPORTANT: I look forward to your confirmation this week you have arranged for Police to investigate/review my attached performance complaint :)” emailed Conlan. Despite 3 follow-up emails, no response.
Yet, Conlan’s Police website profile states “As Chief Operating Officer, her current responsibilities include leadership of people (HR) services… and integrity & conduct.
Andrea has a wealth of people & functional leadership experience including from ACC where she held many senior roles including Head of Customer Performance, Head of Service Support & Acting Deputy Chief Executive – Strategy, Engagement & Planning.
She has… extensive experience in… operational performance alongside strong understanding of risk assessment, communications & engagement.
An advocate & driver for positive change & continuous improvement, she is known for her collaborative leadership style with a focus on action & solutions”
Conlan’s LinkedIn profile states “Performance Focus | Culture Development | Change Expert | Customer Champion
Significant success at delivering change improvement initiatives for… customer value. Genuine, authentic. Believes strongly in human centred leadership. Known for being person who gets things done.
Interests & Expertise:
– Business excellence
– Performance monitoring
– Culture development
– Voice of Customer
– Delivering change
– Issue management
– Leadership development
– Continous delivery”
Since 14 November 2023, despite 130+ opportunities to do so, Conlan has shown none of the above claimed expertise with this performance complaint. I do not know her as a “person who gets things done”. I do not know her as a person interested in business excellence, continuous delivery, culture development, customer voice, delivering change, issue management, leadership development & performance monitoring.
Conlan is directly responsible for one of the worst offenders – Integrity & Conduct – in this performance complaint.
Conlan did her colleagues a disservice by ignoring this complaint first time around. Then, it was ‘only’ 14 pages in length. Now, it is 66 pages. Conlan’s neglect of duty meant another 52 pages of her colleagues’ corruption and serious misconduct & neglect of duty over another 2.5 years was exposed!
Demotion from Executive Leadership Team & Written Warning – Cassandra Anderson, Chief of Staff
While I did not deal with Anderson, she was:
– chief of staff to Police Commissioner from 2015 to 2020
– People Capability Executive Director from 2020 to 2023; undertaking culture & leadership reforms, and overseeing employment relations & professional development
So, Anderson has to be held accountable for:
– corruption and serious misconduct & neglect of duty of the previously mentioned personnel
– total absence of resolution leadership throughout PNHQ
– very dysfunctional culture which covers up each other’s misbehaviour & blocks the Public from accessing the escalation process, because they hate all forms of accountability
– ultimately, not addressing Police’s tribal culture which values loyalty over integrity!
The “bleak” 2021 research mentioned mentioned in the Andrew Coster section was not addressed (& still remains unaddressed) during Anderson’s People Capability Executive Director tenure!
My 5.5 years’ experience is a very poor reflection of Anderson’s ‘contribution’ to PNHQ’s culture & resolution ‘leadership’.
Given my extensive escalated resolution efforts from 2021 to 2023, it is concerning Anderson had such a low profile I never became aware of People Capability Executive Director her. As Anderson is definitely not an “accountable, connected & visible leader” – as per Police Commissioner’s high-level priorities – demotion from the Executive Leadership Team is appropriate.
This email confirms Anderson received on 21 July 2026 the email mentioned at the end of the Copious Resolution Opportunities section.
No response from Anderson to me.
Written Warning – Leigh MacDonald, Chief People Officer
MacDonald has to be held accountable for:
– corruption and (serious) misconduct & neglect of duty of the previously mentioned personnel
– total absence of resolution leadership throughout PNHQ
– very dysfunctional culture which covers up each other’s misbehaviour & blocks the Public from accessing the escalation process, because they hate all forms of accountability
– ultimately, not addressing police’s Tribal culture which values loyalty Over integrity!
Written Warning – Tusha Penny, Assistant Commissioner Deployment
On 20 June 2025, “VERY IMPORTANT & URGENT – Widespread PNHQ Corruption and Serious Misconduct & Neglect of Duty” emailed Penny – insisting Police investigate/review my attached performance complaint. Despite 27 follow-up emails (through to 10 November), no indication of action or response from Penny.
Penny started as relieving Deputy Commissioner on 10 November 2025. Being most recently responsible for Police College training, Penny should be professional conduct passionate about ensuring new personnel join a ‘better’ Police organization/improving Police’s performance.
Dismissal – Organisational Culture Governance Group (OCGG): Carl McLennan – Assistant Commissioner, Cath Curran-Tietjens – Executive Director, Chris de Wattignar – Deputy Commissioner, Jill Rogers – Assistant Commissioner, Leigh MacDonald – Executive Director, Mark Evans – Executive Lead, Mike Johnson – Assistant Commissioner, Mike Rusbatch – Assistant Commissioner, Mike Webb – Chief Assurance Officer, Sean Hansen – Assistant Commissioner, Steve Dunn – Assistant Commissioner & Tania Kura (chair) – Deputy Commissioner
As OCGG is “responsible for ensuring we have high performing culture…to enable…successful delivery of Our Business”, have to be partly held accountable for PNHQ’s very dysfunctional culture. Current members who joined prior to 2025 to be dismissed from this group. New group’s main priority should be significantly improving PNHQ/Police’s culture, leadership talent pool & service resolution. Culture, Leadership & Service Deputy Commissioner or Police Commissioner to head this group.
Given the required significant improvements in Police’s culture, leadership & service and seniority of its members, new group needs to solely focus on initiatives that truly align with its above purpose. The current group wastes time discussing very minor matters i.e. alcohol policy Police Manual Chapter settings, articulate on recruitment page wearing glasses doesn’t exclude an individual from being eligible (only 14 applicants were medically declined on their vision in 2023 out of 984 medical reviews), ‘crystal ball gazing/wet finger in air’ frontline recruitment predictions over next 10-20 years, drug testing, establishment of special leave entitlements for gender-affirming healthcare (which will impact very few staff), facilitating transition of constabulary staff into employee roles (only 45 such staff in the 22/23 year), new Police Rainbow Pin & volunteer staffing model for rural stations!
It is embarrassing for Police – such senior personnel meet to discuss such trivial matters which have nothing/very little to do with Police’s culture, leadership & service! – supposedly subordinates cannot adequately deal with these matters without this ‘esteemed’ group’s approval/involvement! Instead, they should be addressing the significant appalling culture research results mentioned in the “Andrew Coster” section of this complaint.
DEFINITE Dismissal – Public Facing Office Staff of Andrew Coster & Jevon McSkimming
Since 16 August 2021, I have sent to these Offices 173 emails pleading for their (Manager’s) intervention to get my case on track. Not a single response from them! Not a single indication they delegated even 1 of my emails to any appropriate personnel for their action/response!
You have 29(!) office staff – & preach “I want police to be known as a service, not a force” – yet not a single one of them showed any interest in providing me any basic service over nearly 3 years!!
My experience confirms Coster & McSkimming’s public facing office staffs are completely devoid of empathy, integrity, professionalism & respect (Police’s so-called values) and personal leadership. Given Coster & McSkimming are the Public leadership ‘faces’ of Police, their executive support staff should be the crème de crème yet they obviously are not – no way such poorly appointed ‘soulless’ people are appropriate for these roles.
Final Warnings: Alix Wood – Chief Adviser to Executive, Claire Trevett, Media Adviser to Commissioner & Kyle Sherson – Chief Adviser to Commissioner
On 30 July 2025, frustrated with the non-response from Chambers/Office, “IMPORTANT & URGENT: Attached is a performance complaint I have been Unsuccessfully trying since October 2023 (“2023” is Not a typo!) to get police to investigate. I look forward to chambers’ TIMELY commitment to follow through on my recommended disciplinary actions” emailed these personnel. Despite 14 follow-up emails (through to 30 October), no response.
These senior personnel are literally Chambers ‘right hand men/women’ – yet, they still did not do anything to prevent possibility of this letter being shared with the media or take any action! Yet again, astonishing such senior personnel have zero interest in protecting the Public reputation of Police.
Appreciate you sharing & signing my “Independent Commission of Inquiry into Tribal NZ Police Culture is Warranted” petition. Thanks in anticipation