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Independent review for

the Department of Immigration and Border Protection into
the circumstances of the detention of two Australian
citizens
Final report
9 June 2017

Dr Vivienne Thom AM
Executive Reviewer, CPM Reviews
Contact:
s47F

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Table of Contents
Executive Summary ............................................................................................................ 3
Background ........................................................................................................................ 4
s47F
....................................................................................................................................... 4
s47F
....................................................................................................................................... 4
The scope of this review ..................................................................................................... 5
Methodology ...................................................................................................................... 5
Chronologies: key actions, decisions and documents.......................................................... 5
s47F
....................................................................................................................................... 5
s47F
..................................................................................................................................... 11
What relevant risk mitigation strategies are currently in place? ....................................... 15
Mandatory visa cancellation ........................................................................................................ 15
Detention related decision making .............................................................................................. 17
Previous reviews .............................................................................................................. 18
Why did the risk mitigation strategies fail?....................................................................... 19
Policies and procedures ............................................................................................................... 19
Knowledge and training ............................................................................................................... 19
Quality assurance and supervision............................................................................................... 21
Recordkeeping and data management ........................................................................................ 22
Decision making ........................................................................................................................... 23
Change management ................................................................................................................... 26
Workloads and resourcing ........................................................................................................... 26
Are these problems systemic? ..................................................................................................... 26
Actions already taken by DIBP following the incidents ..................................................... 27
What strategies need to be put in place to prevent similar incidents from happening
again? ............................................................................................................................... 28
Identification of citizenship issues ............................................................................................... 29
Systemic issues: detention related decision making.................................................................... 29
Visa cancellation processes .......................................................................................................... 31
Appendix A: Control framework for detention related decision making ........................... 33
Appendix B: Summary of previous reviews....................................................................... 34

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Executive Summary
This review inquires into the circumstances of the detention of two Australian citizens. The
citizens were subject to mandatory visa cancellation and subsequent detention.

The key problem was a failure by a number of DIBP officers to recognise that the individuals
could be or were Australian citizens.

The review finds that:

• The evidence shows that staff involved in this case did not have the fundamental
level of knowledge required to perform their duties.
• Current quality assurance processes and reporting are not effective. DIBP’s executive
cannot have any reasonable level of assurance that cancellation and detention
decisions are compliant with the policy and legislative framework.
• On a number of occasions different DIBP officers received critical information that
differed from that recorded in ICSE. No consistent attempts were made to resolve
the inconsistencies or escalate the matter.
• In both cases the Australian citizens provided critical information to DIBP in the
context of requests for revocation of the visa cancellations. This information was not
considered by any DIBP officer, including those making detention decisions.
• The lack of quality assurance in data management means that the officers concerned
and DIBP’s executive can have no assurance that the best available current data is
used when officers make cancellation and detention decisions.
• DIBP officers do not consistently demonstrate the requisite knowledge,
understanding and skills to fairly and lawfully exercise the power to detain. In these
cases, some decisions were based on erroneous assumptions, did not consider all
relevant information or seek to resolve complexities. Officers did not assume
personal responsibility for decisions.

The officers interviewed seemed to be performing their duties to the best of their abilities
and in line with their understanding of departmental policy and priorities. The evidence
pointed to resourcing issues and a focus by management on increasing throughput to
address timeliness and delays rather than ensuring the quality and lawfulness of decisions.

While the current review had a narrow focus it cut across a wide range of business areas
and involved a range of staff. The level of issues identified points to systemic problems. It is
also quite possible that other Australian citizens have been detained or removed in similar
circumstances, including in cases unrelated to cancellation on character grounds.

The review makes two recommendations at an operational level to address the lack of
knowledge by staff of citizenship issues. A further recommendation endorses
recommendations made in two recent reviews of detention related decision making to
address systemic issues. The final recommendation seeks to enhance risk management and
quality assurance in DIBP.

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Background
s47F

s47F
is a s47
F year old citizen of New Zealand who was born in Australia.
On s47
F April 2010, s47F
departed Australia for the first time. He returned five days
later, on a New Zealand passport and was granted a Special Category (subclass 444) visa
(SCV).

On s47
F November 2016, while in criminal detention, s47F SCV was mandatorily
cancelled under s501(3A) of the Migration Act 1958 (the Act). On s4 December 2016, upon
his release from criminal detention, s47F was detained under s189(1) of the Act on the
7

basis that an officer had formed a reasonable suspicion that he was an unlawful non-citizen.

On several occasions between November 2016 and January 2017, s47F advised the
Department that he was a citizen of Australia, that he was born in Australia or that he had
lived here his whole life.

On s47
F March 2017, a Status Resolution officer reviewed s47F immigration history
and noted that he may have automatically acquired Australian citizenship on his 10th
birthday. On the same day, the case was escalated to the Citizenship and Status Resolution
Helpdesks for further advice.

On s47
F March 2017, the Department confirmed that s47F was an Australian citizen and
he was immediately released from immigration detention.
s47F
had been held in immigration detention for a total of 97 days.

s47F

s47F
is a s47
F year old person who was born in the External Territory of
Papua prior to Papua New Guinea (PNG) Independence Day. s47F arrived with his
family as a minor in 1978 from PNG. On F February 1992,
s47 s47F
was granted a
permanent return visa. This visa converted to a transitional permanent visa on 1 September
1994 by operation of law.

This transitional permanent visa allows the holder to travel to and from Australia for a
prescribed period. The travel facility ceased on s47
F February 1997 but the visa remains in
effect indefinitely, unless the holder departs at which time the visa ceases. There is no
record of s47F departing Australia since 1992.

On s4 February 2017, while in criminal detention, s47F visa was mandatorily cancelled
under s501(3A) of the Act. Documentation to support an application for revocation of his
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visa cancellation was submitted on s4 March 2017. The documentation included a statement
that he had been born in PNG to Australian parents.
7

On s47
F March 2017, upon his release from criminal detention, s47F was detained under
s189(1) of the Act on the basis that an officer had formed a reasonable suspicion that he
was an unlawful non-citizen.

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s47F
was identified on the day of his detention as possibly requiring citizenship
screening as he was born in Papua prior to its separation from Australian territory. His
details including identity documents were examined by Status Resolution officers and a
referral made to the Citizenship Helpdesk on s47
F March 2017. He was identified as an
Australian citizen and released from detention on s4 April 2017. At the time of his release
from immigration detention, s47F revocation request had not been actioned.
7

Advice from the DIBP Citizenship Helpdesk indicated that as s47F was born in Papua
when it was still a territory of Australia he is an Australian citizen by birth. Further, under
British citizenship law, s47F would have automatically acquired British citizenship by
descent at the time of his birth on the basis that his father was born in Britain. As he had the
citizenship of another country (Britain) on PNG Independence Day (16 September 1975), he
would have retained his Australian citizenship.
s47F
had been held in immigration detention for a total of 13 days.

The scope of this review

The Department engaged Dr Vivienne Thom to conduct this independent review of the
circumstances of the detention of s47F and s47F The review was to address the
following questions:
1. What risk mitigation strategies are currently in place to prevent an Australian citizen
from being detained?
2. Why did the risk mitigation strategies fail on these occasions?
3. What strategies need to be put in place to prevent similar incidents from happening
again?

Methodology
The review team had access to the documents and records located on DIBP’s systems
relating to
• s47F
departure from Australia
• s47F
arrival in Australia and grant of SCV
• the mandatory cancellation of s47F and s47F visas
• s47F
and s47F
request for revocation of visa cancellation
• the Department’s decision to detain to s47F and s47F
• s47F
and s47F
time in immigration detention.
The team interviewed 17 officers located in s47F s47F s47F
and s47F who
had some direct or management responsibility for the handling of the two cases, and met
with staff from the Permanent Visa and Citizenship Program, the ABF College, and Status
Resolution Operational Support.

All officers that were interviewed and line areas were given the opportunity to comment on
the reviewer’s preliminary views.

Chronologies: key actions, decisions and documents

s47F

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Move to a paperless office – The NCCC moved to being a paperless office on

14 November 2016 in accordance with the Department’s digital services strategy. As part of
this transition, all processes, procedures and supporting materials that existed in paper form
were to move to an electronic format. However, it appears that the use of supporting
materials, for example, a checklist officers used to assist them in their work, was
inadvertently discontinued until March 2017 when the issue was identified. 1

Mandatory cancellation pilot programme – The decision to cancel the visa of s47F
was made as part of the mandatory cancellation pilot programme. The pilot programme
was designed to trial a new process and structure which could potentially lead to more
timely and efficient processing of mandatory cancellation decisions. The pilot commenced
on 14 November 2016 with a team of five officers and concluded on 31 January 2017. The
pilot programme was measured in terms of productivity, quality and staff satisfaction.
Overall, the programme was deemed to be a success and was implemented more broadly
from 13 March 2017.

Surge project – The decision to cancel the visa of s47F was made as part of the surge
project. This project was designed to increase the time between a decision to mandatorily
cancel a visa and the person’s earliest date of release in order in minimise time spent in
immigration detention. The project took place from 1 February 2017 to 7 February 2017
and included 100 mandatory cancellation decisions made by a small number of officers from
the NCCC who had volunteered to assist.

Strong checks and controls are always required in the exercise of coercive powers. The
changes to and pressures on s501 mandatory cancellation decisions have only increased the
importance of robust risk mitigation strategies.

Risk mitigation strategies in place for the mandatory visa cancellation are currently limited
to:

• Policy and procedural advice - including higher level policy and procedural
documents and a range of supporting materials currently owned and maintained by
the NCCC.

• Checks by supervisors or team leaders – the level of supervisory oversight has

varied over recent months. Previously, the mandatory cancellation process involved
two levels of supervisor checks on all cases. Mandatory cancellation processes from
13 March 2017, following on from the mandatory cancellation pilot programme, has
involved one level of supervisor checks on all cases while the surge project included
only a partial supervisory check.

• Training - the NCCC runs a two week induction training programme for all new
starters which includes a formal session on citizenship. Refresher training is

1
In any event, this checklist did not contain any information that would have flagged the relevant
citizenship status issues

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conducted on an ad hoc basis. Training for officers who participated in the

mandatory cancellation pilot programme consisted of one-on-one mentoring while
officers who volunteered for the surge project were given a briefing at the beginning
of the project.

Detention related decision making

The Palmer and Comrie Reports were published in 2005 following investigation into the
wrongful detention of an Australian permanent resident and the wrongful detention and
removal of an Australian citizen (see Appendix B). The recommendations made in these
reports led to the Department implementing significant changes.

Of particular relevance is the control framework for detention related decision making
(DRDM) which has been designed to mitigate the risk of a person being detained unlawfully,
being kept in an inappropriate place of detention, being detained for longer than necessary
or not being managed to a timely immigration outcome.

The control framework consists of ten mandatory control points (MCP) at decision points
that represent a significant level of risk to decision makers, clients and the Department. To
further mitigate risks associated with DRDM, the control framework is accompanied by
additional control points, policy and procedural advice, case law assessment tools,
supervisory checks, case escalation pathways, committees, and training.

Status resolution is an essential part of the control framework so that a person can be
efficiently and effectively managed to an immigration outcome. Following on from the
detention capability review, the management initiated review of status resolution and the
empowered status resolution officer concept, the Department is currently implementing a
new holistic status resolution operating model to promote effective and timely status
resolution, to achieve more broadly nationally consistent practices, improved governance
and escalation points and the creation of the chief status resolution officer function.

An overview of the control framework for detention related decision making is included at
Appendix A. The parts of the control framework of particular relevance to the cases of
s47F
and/or s47F include:

• Compliance visit application – Completed prior to undertaking a field visit to ensure

that information known about a person prior to their location is analysed and assessed
to ensure the person’s immigration status is understood. Approved at the EL1 level.

• Compliance Client interview – Interview conducted with the person at the point of
location to explore and record the person’s identity, immigration status, intentions,
impediments to status resolution and inform the decision to detain or to grant a visa.

• Preliminary Client Placement Recommendation – Documents the risks and need of a

client about to be detained to ensure persons in detention are accommodated
appropriately within the network.

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• MCP4: Detention note – Documents the reasons for forming the reasonable suspicion
which lead to detention under s189. The detention note is approved, and also utilised
by the detention review manager (DRM).

• Maintaining reasonable suspicion – The detaining officer has responsibility for

establishing and maintaining reasonable suspicion until this responsibility is transferred
to a removals officer (if the person is identity met) or to a status resolution officer (if the
person is not identity met).

• Case management stream – Referral to assist to reduce or eliminate status resolution

impediments for persons who have cases that are unlikely to be resolved quickly.

• MCP7: DRM review – Documented review of the decision to detain for persons who are
referred to the case management stream. Takes place within a 24-48 hour period
following detention under s189.

• MCP17: Case plan – Documented plan focusing on actions that need to be taken to
substantively resolve the person’s immigration status. Developed within 21 days of
detention for all persons who have a case management approach of either maintained
or actively managed. Approved by a Compliance Manager (APS6 or EL1 level).

• Case plan review – Case review conducted every month, or where circumstances
change and/or new information is available.

• Detention Review Committee – Monthly management review of all persons in

detention. DRC outcomes are then reflected in the case plan.

• Quality assurance – Internal audits of the control framework and DRDM processes are
conducted by the Department’s contracted internal reviewer.

• Training - In order to be job ready, it is expected that removals, compliance, status

resolution and detention review officers complete the Visa Compliance Essentials
training course, followed by role specific course(s).

Previous reviews
There have been a significant number of reviews of the operations of the Department over
the last 12 years that are relevant to this review. This includes the independent review
conducted by Mr Mick Palmer into the detention of Ms Cornelia Rau, a number of inquiries
conducted by the Commonwealth Ombudsman including the cases 247 individuals referred
to the Ombudsman who, when released from detention, were described as ‘not unlawful’,
reports of the Auditor-General, and Departmental internal audit reports. The most pertinent
of these reports are listed at Appendix B.

It is clear that this is well-trodden ground. There are a number of common themes and
overlaps between the findings and recommendations in these reviews conducted over the
last 12 years.

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Why did the risk mitigation strategies fail?

Policies and procedures
Legislation and policy provide the framework for administering the functions and services of
government. Staff administering legislation and government policy should be supported by
clearly defined roles and responsibilities, appropriate training and current guidance
materials.

The review found that the corporate Procedures Advice Manuals (PAMS) and information
on LEGEND 2 were generally described as being useful and accurate at a high level. This
procedural guidance was supplemented by local guides for staff. While it is understandable
that local guides are developed where corporate material is deficient, there is a risk that
they are not correctly used, are overlooked or can contain incorrect or outdated
information. The following two documents provided to the review illustrate this:
• A hard copy flowchart titled Chart A Determining visa status of New Zealand citizens
– this document was of unknown provenance and did not include any information
about New Zealand citizens born in Australia. It had been used by NCCC staff to
assess s47F possible Australian citizenship with an incorrect outcome.
• A NCCC badged document titled Australian citizenship – a limited review indicates
that this document is factually correct but, as it addresses a subject that is essential
to many parts of DIBP, it is not clear why there is not an appropriate corporate guide
that can be managed and updated centrally. In any event, the version provided to
the review, marked as being last updated on 5 October 2015, contains the footnote:
‘Departmental systems may show the client holding a visa, for example a TY-444 or
Resident Return Visa, which was granted on their other citizenship’s passport. This
does not mean they are not an Australian citizen.’ It seems that, despite NCCC staff
having access to this document, this correct information was not accessed or
considered relevant by staff.
Knowledge and training
Officers must have the requisite knowledge, understanding and skills to fairly and lawfully
exercise their powers. The evidence shows that staff involved in this case did not have the
base level of knowledge required to perform their duties.

These two cases illustrate some of the complexities that need to be considered when
determining whether a person is an Australian citizen. It is not expected that a DIBP officer
would be able to reach a final determination on all citizenship issues – there is a highly-
regarded Citizenship Helpdesk to provide advice – but all DIBP officers who need to consider
status issues must be able to identify the small number (apparently about six) sets of
discrete circumstances where citizenship issues warrant further consideration or escalation.

These circumstances include when a person born in Australia has been ordinarily resident in
Australia until their tenth birthday (the ‘ten year rule’), and the situation where a person
was born in Papua New Guinea prior to independence in 1975. Officers should be aware of
these circumstances after their basic citizenship training. The review was advised that all

2
LEGEND is the Department's online database for information on migration and citizenship legislation, policy
and operational material

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staff should have participated in at least one hour of citizenship training: clearly this is not
sufficient.

The following examples illustrate this:

• The officer who cancelled s47F purported visa as part of the pilot project at
the NCCC had been in the Department for about s47F months. He described his
training as initially being ‘buddied up’ with a person at the same level. He had little
formal training and cannot recall any training on citizenship. The officer had no
knowledge of the ten year rule. When he joined the pilot mandatory cancellation
project he sat with someone for a day and went through some of the
correspondence, systems and notifications. He was then given cases to cancel.
s47F
case was his second cancellation. He was assured that the supervisor
would provide quality assurance but in his view this seemed to be s47F
.3
• The officer who cancelled s47F purported visa as part of the surge project at
the NCCC was a long-term employee in the Department. He was working as a case
manager in s47F at the time but volunteered to cancel visas for two or three
days in the surge project. He was given an hour or so training on how to cancel a
visa, for example, the systems required and how to prepare a decision record. He
was allocated six cases which he completed in three days. He had not participated in
citizenship training for some time and did not know that someone born in PNG could
be an Australian citizen in particular circumstances.
• The removals officer for s47F in s47F was a long-term employee. In late
2016 she had participated in removals training but does not recall citizenship being
discussed.
• The detaining officer for s47F in s47F was a long-term employee. She
obtained a s47F in late 2015. She did not recall receiving
citizenship training and did not recognise any issue in this case. She said that even if
she had taken down a detailed immigration history she would not have recognised
that s47F could have been an Australian citizen.
• The detaining officer for s47F in s47F was a long-term employee. He had
received citizenship training a few years previously. He said that the information he
had regard to about s47F did not trigger any concerns about citizenship issues.
He ‘could not say’ that he would have recognised any particular complexity about
the citizenship status of any person born in Papua New Guinea.
• The case manager for s47F at s47F was a long-term employee. He could
not recall any training in the last twelve months and could not remember whether
he had ever received citizenship training. He did have knowledge of the ten year rule
but did not recognise it as applying in this case.
There is no reason to believe that these knowledge gaps are limited to the staff that
handled these cases, or that these deficiencies are limited to the handling of 501 visa
cancellations cases. The knowledge gap was observed across a number of business areas in

3
The review was informed that the supervisor also checks that the decision notice and notification are
lawfully correct including proper notification, correct visa cited and prison sentence correctly identified.

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three states and points to a systemic issue that poses a significant risk to DIBP and its
clients.
Quality assurance and supervision
It was suggested by staff that mandatory visa cancellation and subsequent detention
decisions are low risk because of the initial documentation that is gathered and the absence
of discretion in the cancellation decision.

The most significant power held by DIBP officers is to deny a person liberty by placing them
in immigration detention. The exercise of the power to cancel a visa and the power to
detain a person has serious consequences: there is profound impact on a client, and the
unlawful use of these powers could cause serious reputational damage and legal risk for
DIBP. Even before the current review commenced, a number of the previous reviews cited
in Appendix B expressed significant concerns about an ongoing lack of knowledge by officers
across the Department and a lack of effective controls. The problems already apparent to
the Department before the current two cases were discovered made it not unlikely that an
unlawful decision would be made. The risk was exacerbated when the initial mandatory
cancellation decision occurred without any engagement with a client. This should have
meant that officers had a greater responsibly to undertake thorough checks and/or
escalate.

The review was also advised that two further controls had been discontinued:

• Senior officer reviews - Senior officer reviews were previously part of the control
framework but this control point has been discontinued. Senior officer reviews
consisted of a traffic light report identifying any concerns with the management of a
case and made recommendations in relation to case progress where necessary.
Senior officer reviews were conducted when a person had been in detention for
three months, followed by ongoing reviews every six months thereafter.

• Quality assurance – Several years ago, the Department was undertaking DRDM
quality assurance activities on a bi-annual basis. However, it appears this assurance
no longer occurs. In addition, internal audits of the control framework and DRDM
processes previously occurred on an annual basis, and although these internal audits
still occur, they are currently being conducted on a less regular basis.

In these circumstances the risk rating for an unlawful detention decision should have been
assessed as ‘high’, even before these two cases were uncovered. In such circumstances a
robust and comprehensive quality management system is essential.

A rigorous quality assurance process should have identified the systemic failure to resolve
discrepancies in information, such as occurred in the handling of s47F case, and the
lack of knowledge of citizenship complexities in all areas. Remediation of these systemic
issues should have made it more likely that individual citizenship complexities would have
been identified and resolved and prevented the detention of two Australian citizens.

This reviewer was not advised of any current quality management policy or framework that
applied in the business areas involved in these two cases. There was no evidence of any
systematic quality assurance of decision-making involving, for example, a thorough review

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of sampled cases to collect information to identify key or emerging issues involving

operational procedures, staff training, systems, or management. The control framework
outlined above for detention related decision making failed to identify problems in these
two cases.

What was described by staff as ‘quality assurance’ in the cancellation process seemed to
consist mainly of real-time quality control checks by supervisors. For example, the review
was advised that in the cancellations area there had been two ‘quality assurance’ points or
reviews by more senior officers that had been removed in the more streamlined processes.
Even when these checks were in place, they would not have constituted an adequate quality
assurance process.

At the time the review was conducted, the DIBP intranet provided the following information
about quality management:
Business owners are required to meet quality standards in accordance with the Quality
Management Framework. This means undertaking design and implementation of quality
controls and quality assurance (QA) and reporting of QA results to ensure compliance with
required levels.
The Quality Management Framework is under development. In the interim, business owners
should contact the Quality Management Office for advice and assistance.

The review was advised that this information was no longer current and that DIBP did not
currently propose to proceed with a full enterprise quality management framework.

In the absence of an adequate assurance processes and reporting it is difficult to see how
the Department’s executive can have any reasonable level of assurance that cancellation
and detention decisions are compliant with the policy and legislative framework.

Recordkeeping and data management

Data must be accurate, comprehensive and accessible to support good decision making.
This was not the case for s47F records.

The Integrated Client Services Environment (ICSE) is DIBP’s primary database and should
provide a single reference point for all records about individual clients. It supports
processing for a number of DIBP’s functions including citizenship, visas and compliance.

• Until March 2017 ICSE records relating to s47F noted his country of birth as
‘unknown’ and his citizenship as ‘New Zealand’.
• On s47
F November 2016 s47F requested revocation of the visa cancellation
decision. He gave his country of birth as ‘Australia’ and his citizenship as ‘Australian’.
This data was not viewed or entered on any system until some months later (after
his release from detention in March 2017).
• On s4 December 2016, removals operations conducted an interview with s47F
The completed form notes the country of birth as ‘New Zealand’ and his citizenship
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as ‘Australian’. The record shows that he said he was ‘an Australian citizen or
permanent resident’.

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• On s4 December 2016 a compliance operations officer noted s47F country of

birth as ‘Australia’ and his citizenship as ‘New Zealand’. The records shows that he
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‘does not know’ whether he was ‘an Australian citizen or permanent resident’.
• On s4 December 2016, a case management officer recorded that s47F had a
birth certificate available. It was not viewed by DIBP officers to verify any data. The
7

birth certificate recorded that he was born in Australia of New Zealand parents.
• On s47
F January 2017 s47F provide personal information relating to his
revocation request: he said he was born in Australia and was an Australian citizen.
The form was saved in his personal file in TRIM and noted in ICSE.
• Until s47F was released in March 2017 his ICSE records still showed his country
of birth as ‘unknown’ and his citizenship as ‘New Zealand’.

The evidence shows that on a number of occasions different DIBP officers received critical
information that differed from that recorded in ICSE. No consistent attempts were made to
resolve the inconsistencies or escalate the matter. The problem was exacerbated because
the data collected by these officers was either captured from a hand-written document in
image form, or in an electronic form with free text fields that are not linked to the
corresponding data fields in ICSE. DIBP also received important information about
s47F
in connection with his revocation request that was captured as an image in TRIM
but was not viewed.

The evidence demonstrates that a range of DIBP officers did not recognise any responsibility
to resolve data discrepancies. There are also no system controls in place to pick
discrepancies as they occur, or to review new data in a timely way when it is provided to
DIBP. The lack of quality assurance in data management means that the officers concerned
and DIBP executive can have no assurance that the best available current data is used when
officers make cancellation and detention decisions.

Decision making
Previous reviews (see Appendix B) have pointed to the importance of the following
considerations in decision making:

• recognising personal responsibility

• considering all relevant information
• guarding against erroneous assumptions
• recognising and escalating complexities.

These characteristics were not consistently present in the decisions made relating to
s47F
or to s47F
s47F
left Australia temporarily on a New Zealand passport in 2010. When he returned
it was not recognised that he was an Australian citizen and he was purportedly granted a
visa at the border.

While s47F should not have received a visa, he did have a right to enter and remain in
Australia. The grant of the visa had no immediate adverse consequences.

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Border processing is rapid and DIBP advise that it is not feasible to ask people at the border
whether or not they are Australian citizens and that there are currently no checks in place at
the border that would have picked up s47F citizenship.

The consideration of the mandatory cancellation of his visa on character grounds had far
more serious consequences and a risk-based approach would have ensured a high level of
scrutiny. Despite clear information that s47F could have been an Australian citizen,
and which should have pointed to a possible error in the grant of the visa, cancellation
officers did not properly review their original assumption that the grant of the visa had been
valid. Despite a number of telephone conversations with prison officers, which the
cancellation officer raised and discussed with his supervisor, the relevant officers
maintained their belief.

This error and assumption carried on through to the detention decision:

• The compliance officer who made the decision to detain said that s47F had
said he did not know whether he was a citizen or not and she did not explore
further. She did not access his application for revocation of the visa cancellation.
The officer described the compliance team as being the ‘operational arm’
implementing a decision that had already been made to detain s47F She said
that all of the work had been done already on the case including criminal and
immigration histories. For s 501 cases, compliance officers were not expected to
compile immigration histories or conduct any further checks.
• Her supervisor noted that because the case had been through the NCCC it would be
considered to be low risk.
• The case manager advised that s47F had not claimed to be an Australian
citizen. Although the officer was aware of the ten year rule, his assumptions about
the 444 visa ‘threw him’.

Although the circumstance around s47F Australian citizenship are more complex,
the same themes emerge in the handling of his case:
• The officer who had cancelled s47F visa said cases were prepared and
presented to him ready for cancellation. His responsibility was to check whether the
person was still in prison and, if they were, to cancel the visa. He did not recognize or
consider any complexities around the citizenship of a person born in PNG. He
believed that the person who had prepared the case would have done all the
necessary checks. He said that as s47F had made no claims of citizenship at the
time there was nothing further to consider.
• The compliance officer who detained s47F explained that prison releases are
different from detentions in the field. For these cases their work was as a ‘conduit’
for decisions already made. For these cases he based his ‘reasonable suspicion’ on
the background work done by the NCCC. He thought that the revocation request
would be ‘irrelevant’ to his decision. Any issues should have been identified and
resolved prior to him being given the case.

A critical deficiency in the decision making processes was the failure to consider all relevant
information. In s47F case his revocation request had been received by DIBP on
s47
F November 2016 and entered on DIBP’s systems on s4 December 2016. In this request he
stated his citizenship as ‘Australian’. While his claim did not provide proof of his citizenship,
7

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in the context of the other information it should have raised a serious question that needed
to be resolved as a priority. It is unacceptable that this information was not read or
reviewed by any of the DIBP officers who subsequently handled his case. In particular, it is
difficult to see how any officer could properly have made a lawful decision to form a
‘reasonable suspicion’ that s47F was an unlawful non-citizen without considering this
information.

It would not be fair to apportion all responsibility to individual officers for these deficiencies
in decision making. Officers interviewed seemed to be performing their duties to the best of
their abilities and in line with their understanding of departmental policy. It seems that their
conduct was largely in line with the expectations of their supervisors. The business
processes and the language used as the cases were passed on reinforced the belief that the
decisions had been made and there was no expectation that officers would exercise
personal responsibility and judgement. For example, the compliance officer in s47F had
little time to interview s47F
in the prison before he had to be transferred to the flight
to s47F The flight had already been arranged with the airline and security escorts
arranged. There was little practical opportunity for the officer to consider anything
s47F
said at the time of detention as the decision had, in effect, already been made.

In 2005 Mr Mick Palmer wrote:

… the forming of a ‘reasonable suspicion [under section 189(1) of the Migration Act] is an
exercise of personal judgement. Exercise of this power places an obligation on officers who
detain a person … to justify the reasonableness of their suspicion before they make the
decision to detain. Indeed, a properly based exercise of discretion in the determination of a
‘reasonable suspicion’ provides, for a person facing possible immigration detention, the only
protection against indefinite arbitrary detention.

And recommended that the Department:

… design, implement and accredit for all compliance officers and other staff who might
reasonably be expected to exercise the power to detain a person under s 189(1) of the
Migration Act 1958 a legislative training package that provides the officers with the requisite
knowledge, understanding and skills to fairly and lawfully exercise their power

… restrict the authority to exercise the power to detain a person under S 189(1) to staff who
have satisfactorily completed the training program and who are considered to be otherwise
sufficiently experienced to exercise that power.

This review has shown that DIBP staff still do not consistently demonstrate the requisite
knowledge, understanding and skills to fairly and lawfully exercise these powers.

In response to a draft of this report a senior executive officer observed:

I think some of this speaks to culture; a culture of working in your ‘lane’ and not having a
broader view or appreciating the context. To some extent this shouldn’t matter if each
officer did form their own reasonable suspicion (correctly), but I can’t help but think there is
something about the collectiveness of this behavior that says our staff aren’t being
professionally curious (might be driven by change fatigue, lack of engagement, poor training
etc).

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The reviewer agrees with this observation.

Change management
Prior to the December 2014 legislative amendments, s 501 cancellations on character
grounds involved a balancing of various factors and required interaction with the client. The
change in legislation meant that the cancellation was mandatory if certain conditions were
met. There is no direct interaction with the client to gather any information prior to
cancellation in these cases. The actual workload far exceeded the predicted workload. The
pilot and surge projects further decreased the amount of checking done on these cases. The
review of the pilot project points to increased efficiencies and throughput at a lower level of
staff. Although the maintenance of the ‘quality control check’ by the team leader was a
requirement of the trial, there was no independent assessment of quality.

This change to s 501 also had downstream effects: officers who handle the cases
subsequently mistakenly believed that all aspects of the case were still reviewed thoroughly
in the NCCC.

The reviewer has not viewed any document prepared prior to implementation that sets out
an analysis of the risks associated with the implementation of these legislative changes or
how any risks were to be managed. Staff were not able to point to any involvement in the
design of new end-to-end business processes to manage these risks or any consideration of
downstream effects.

It is also not clear whether there has been any post-implementation review of the change,
consulting with the business areas involved to see whether there have been any unforeseen
or unintended consequences.

Workloads and resourcing

Most officers pointed to an increased workload and decreased resourcing as a reason for
decreased scrutiny of individual cases. The evidence pointed to resourcing issues and a
focus by management on increasing throughput to address timeliness and delays rather
than ensuring the quality and lawfulness of decisions. This review has not conducted a
comprehensive analysis of resourcing but notes that it is generally accepted that the volume
of these cancellations was far higher than predicted and that there is reduced staffing in
many areas.

Are these problems systemic?

The report by the Commonwealth Ombudsman, Lessons for public administration:
Ombudsman investigation of referred immigration cases, sets out as lesson 10:
Check for warning signs of bigger problems. All agencies experience problems in decision
making. Sometimes the problems are one-off and exceptional, but more often a problematic
case is not unique and points to a recurring difficulty in the agency.
A number of interviewees pointed to the complexities of these cases and the particular
circumstances of the character cancellation cohort as constituting exceptional
circumstances that indicate that the detention of these Australian citizens were one-off
incidents.

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The reviewer does not agree with this assertion. While the current review had a narrow
focus it cut across a wide range of business areas and involved a range of staff. The level of
issues identified points to systemic problems. In particular:
• Most front-line staff who were interviewed could not correctly identify fundamental
citizenship issues that needed to be escalated or resolved. These issues are not
limited to the s 501 cohort.
• Systems data was deficient and a number of officers who should have noticed
discrepancies did not seek to resolve them. These systems do not support good
decision making.
• There is no systematic end-to-end quality assurance in place.
• Staff did not consider all relevant information when making decisions and did not
take personal responsibility for decisions.

The consequences of these problems could be far-reaching. By way of example, officers in

s47F
advised that field detentions of PNG citizens were not uncommon. It is quite
possible that there could have been little or no consideration of complex citizenship issues
by DIBP officers in the detention or removal of such individuals, particularly if officers rely
on individuals to raise citizenship claims themselves. As the citizenship of these individuals
can be determined only by obtaining information about their parents and grandparents,
there is a significant and ongoing risk that other Australian citizens could have been, or will
be, detained or removed. In any event, it will not be possible to identify all such cases
conclusively by using only DIBP databases.

Actions already taken by DIBP following the incidents

The review was informed that the following actions have been taken to improve the
cancellation function:

• The NCCC has reviewed caseloads with similar characteristics. About 156 cases with
country of birth “unknown” in ICSE were reviewed and the country of birth
established and data updated. None were born in Australia. We have included
instructions to staff that they must update country of birth if they come across this
data shortcoming. Ten cases of clients born in PNG with dates of birth before the
relevant date in 1975 were identified and investigated. All had had citizenship
assessments conducted on them by the Citizenship Helpdesk prior to the visa
cancellation. As new cases are received records will be checked and updated. The
Network advice released on 16 March has been incorporated into NCCC procedures.
• The mandatory cancellation checklist has been revised in electronic format and will
be used both by the decision maker and their supervisor to work through all of the
elements with the greatest risks – citizenship, visa held, sentence, location,
transitional arrangements and notification.
• In addition, we have revisited the decisions that were made during the surge project
to ensure that all are legally sound; we are looking at the citizenship training we can
offer to staff and officers; and we have been developing a QA framework for the
branch and the VCSG is looking at QA processes across the group.

In respect to the status resolution function:

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• Network advice was released on 16 March 2017 to Regional Directors, Regional

Commanders, Directors (Status Resolution), Superintendents (Compliance and
Removals). The advice raises issues pertinent to the case of and identifies
s47F

the types of issues officers should be taking into consideration as part of any
assessment of whether a person is an Australian citizen. Officers were also provided
references to further advice and contact information for the relevant Helpdesks. The
advice was also provided to teams responsible for training and policy.
• Status Resolution officers have reviewed the entire held detention population (not
limited to NCCC caseload) to ensure that Citizenship related records are accurate and
clearly documented. A number of cases have been escalated to the Citizenship
Helpdesk, which has put in place mechanisms to ensure any cases in held detention
are prioritised. These cases continue to be followed up by Status Resolution officers.
• All cases in cohorts with a high risk of citizenship issues have been specifically
discussed at Detention Review Committees to confirm citizenship status and that it
has been recorded clearly.

In respect of training:

• The two based Detention Review officers participated in Notifications and

s47F

Immigration Status Training on 27 and 28 April 2017; all five Detention Review
officers have completed the online Citizenship training; the Detention Review officers
are also scheduled to participate in face-to-face training in Sydney and Melbourne in
May; the three based Detention Review officers are scheduled to
s47F

participate in Notifications training on 17 May 2017; one of the based

s47F

Detention Review officers is participating in VCE Essentials training 1-12 May 2017.

What strategies need to be put in place to prevent similar incidents

from happening again?
This review follows on from a number of previous reviews which have raised similar
concerns. The Department has been in a state of constant review and reform in the last
twelve years.

In July 2012 the Australian Government conducted a capability review into the then DIAC.
The review focused on leadership, strategy and delivery capabilities. The report noted:

While dealing with external pressures, events and crises, DIAC 's internal focus in recent
years has been on making the necessary changes in response to the findings in the 2005
Palmer report Inquiry into the Circumstances of the Immigration Detention of Cornelia Rau
and the 2005 Comrie report Inquiry into the Circumstances of the Vivian Alvarez Matter
about failures of process. This has involved repeated structural changes, changes to process,
changes to senior personnel, changes to ICT and other systems, and a sustained effort to
change culture. However, in the review team's view, the Department has been only partially
successful in developing control mechanisms to reduce the risk of future failures of process.

This review has found that DIBP’s control mechanisms are still not functioning effectively.

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Appendix B: Summary of previous reviews

Report of inquiry into the circumstances of the immigration detention of Cornelia Rau,
Mr Mick Palmer, July 2005
This inquiry dealt with the detention of an Australian resident who was in poor mental
health during her detention. Ms Rau was detained in 2004 as a suspected unlawful non-
citizen. She was detained for a total of ten months.

The report was critical of numerous failures by the then Department of Immigration and
Multicultural and Indigenous Affairs (DIMIA) officers and of DIMIA processes that adversely
affected Ms Rau. These included the failure by DIMIA officers to properly identify Ms Rau
and the ongoing failure to review her detention. The report also identified cultural problems
within DIMIA’s compliance and detention sections and a lack of training for the powers
DIMIA officers are authorised to exercise.

The report made comments about the exercise of powers under s 189(1) of the Migration
Act that are relevant to the current review. It emphasised that exercising the power to
deprive someone of their liberty brings with it significant responsibilities:

… the forming of a ‘reasonable suspicion [under section 189(1) of the Migration Act] is an
exercise of personal judgement. Exercise of this power places an obligation on officers who
detain a person … to justify the reasonableness of their suspicion before they make the
decision to detain. Indeed, a properly based exercise of discretion in the determination of a
‘reasonable suspicion’ provides, for a person facing possible immigration detention, the only
protection against indefinite arbitrary detention.

The report also noted the importance of the obligation on officers to keep a person’s
circumstances under review. The officer must be able to demonstrate at any particular time
that the suspicion persists and that it is reasonably held in the light of any new information.

The report recommended that the Department:

… design, implement and accredit for all compliance officers and other staff who might
reasonably be expected to exercise the power to detain a person under s 189(1) of the
Migration Act 1958 a legislative training package that provides the officers with the requisite
knowledge, understanding and skills to fairly and lawfully exercise their power

… restrict the authority to exercise the power to detain a person under S 189(1) to staff who
have satisfactorily completed the training program and who are considered to be otherwise
sufficiently experienced to exercise that power.

Inquiry into the circumstances of the Vivian Alvarez matter, Commonwealth Ombudsman
report into an inquiry undertaken by Mr Neil Comrie, September 2005
This report related to an Australian citizen who was detained by DIMIA officers as a
suspected unlawful non-citizen, and removed from Australia in 2001. This report identified
failures in DIMIA’s processes including failures by officers to properly identify the Australian
citizen, the decision to detain her under the Migration Act and the subsequent decision to
remove her from Australia.

The inquiry concluded;

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The inquiries made in an attempt to identify [the citizen] were ad hoc and symptomatic of a
situation in which DIMIA officers had been inadequately trained for their role as compliance
officers, particularly in relation to the interrogation of IT systems and databases.

… it is the Inquiry’s view that the decision to detain [the citizen] under s. 189 of the Migration
Act was not based on a reasonable suspicion: the relevant inquiries were neither timely nor
thorough and there was a lack of rigorous analysis of the available information. Accordingly,
this action was unreasonable and therefore, by implication, unlawful.

The inquiry recommended:

The Inquiry recommends that the formal interview of detainees be constructed in such a way
as to require that, where necessary, responses from a detainee be further investigated. The
interview process should be dynamic and designed to elicit information useful to the making
of decisions about detention and removal.

… The Inquiry recommends that in the training program for compliance and investigations
officers there be a focus on objectivity in decision making and a strong warning that false
assumptions will contribute to poor decisions.

After the Palmer and Comrie Reports were published, DIAC established the College of
Immigration to provide accredited training to all field operations staff who exercise powers
to detain people.

Reports on referred immigration cases, Commonwealth Ombudsman, reports 4/2006, 6-

8/2006, 7-10/2007
The Australian Government referred 247 immigration detention cases to the
Commonwealth Ombudsman following the two earlier reports discussed above. In each of
these cases, a person who had been taken into detention by the then Department of
Immigration and Citizenship (DIAC) was later released and their computer record marked
with the descriptor ‘not unlawful’. This descriptor meant that the person either was not an
unlawful non- citizen and should not have been detained, or was now recognised as being
lawful and could no longer be detained. For example, in some cases the person was an
Australian citizen; in others the person either held a visa that entitled them to live in the
community or something had occurred (such as a court case) which meant they should no
longer be detained. The core issue in each investigation was whether all or any part of the
person’s detention was unlawful or wrongful.

The issues arising from the investigation of the 247 cases formed the basis of six
consolidated public reports and two reports on individual cases by the Ombudsman. The
reports highlighted errors made in many but not all of the 247 cases, and pointed to
systemic failures in immigration administration.

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The reports are comprehensive and identify and address a range of issues. The following
two extracts are particularly relevant to this review:

1. From ‘Report into referred immigration cases: Data problems’:

DIAC’s data recording practices were flawed… officers failed to check and collect reliable
data. In most of the cases in this report the detention of a person was inexcusable: the
Department already held sufficient information that established a person’s lawful status.
These failings in Departmental administration partly stemmed from insufficient training and
policy guidance on the detention provisions of the Migration Act, the bridging visa regime,
and the procedures for compliance checks of client files and other data. Many of the
detentions may not have occurred or could have been resolved more quickly had a proper
quality assurance approach to data management been in place.

2. From ‘Report into referred immigration cases: children in detention’:

It is indisputable that [DIAC} officers involved in compliance must clearly understand

Australian citizenship law. The opposite appears to be true of the cases examined in this
report…

There is firstly the issue of how a person’s citizenship comes to be recognised under s 10(2)(b)
of the Citizenship Act. The section provides that a child born in Australia after 1986, who
remains ordinarily resident in Australia, acquires citizenship at age 10. Two documents, MSI
329: Unlawful Non-Citizens and the Australian Citizenship Instructions, correctly provide
guidance on the application of s 10(2)(b). It is noted that no application is required for a
grant of citizenship under that section, and that a child does not need to be in Australia on
the date they turn 10. The Instructions set out the steps that should be taken for an
assessment against this section and gives guidance on what the test of ‘ordinarily resident’
will entail. Importantly, the Instructions indicate that an assessment under s 10(2)(b) is
usually made only once a person seeks a Certificate of Evidence of Australian Citizenship.

In some of the cases in this report, it seems that a contrary approach was adopted, whereby
[DIAC} was of the view that a person effectively had to claim their citizenship.

There is also evidence … of confusion among some [DIAC] officers and a lack of
understanding of the implications of the Citizenship Act.

Administrative, legislative, policy and system-based changes that were recommended in the
reports were accepted by DIAC and addressed in a significant reform program that
commenced in 2005. The Department noted in its response to these reports that it had
invested heavily in it a new program, Systems for People, which had deployed new business
processes, quality control, record keeping, reporting and decision support for compliance
and case management services. The Department also established the College of
Immigration to strengthen training and instruction, particularly for compliance staff
administering s189 of the Migration Act 1958.

Lessons for public administration: Ombudsman investigation of referred immigration cases,

Commonwealth Ombudsman, August 2007
The purpose of this report was to draw together the ten lessons for public administration
that arose out of the investigation of the 247 cases referred to the Ombudsman in 2005 and
2006. In this report the Ombudsman noted:

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At the end of every administrative process is a person who can be affected, beneficially or
adversely. It is therefore important in all areas of government administration that the
exercise of significant powers is underpinned by high quality internal systems, rigorous
decision making, clear policy guidance, effective training, active oversight and quality
assurance, and efficient internal and external information exchange.’
The following lessons are particularly relevant to this review: 5

Lesson 1 – Maintain accurate, comprehensive and accessible records. An error as simple as

misspelling someone’s name, misstating their date of birth or arrival in Australia, or misfiling
their visa or review application, can result in the person later showing up as an unlawful non-
citizen and being taken into detention.
Lesson 2 – Place adequate controls on the exercise of coercive powers. Powers to detain, to
confiscate, to summon, to demand and to penalise are often exercised by staff at low-
ranking levels, in offices spread across Australia. The officers will make mistakes unless they
are adequately trained, supported by clear manuals and policies, and their work is constantly
supervised and monitored.
Lesson 3 – Actively manage unresolved and difficult cases. Difficult cases will arise that are
beyond the skill of the case officer assigned to the case, but can be managed with help from
elsewhere in the agency. Agencies should therefore move matters around, consult other
officers, escalate difficult cases, and monitor the risk areas in agency decision making.
Lesson 4 – Heed the limitations of information technology systems. We trust in technology,
but automated systems are in fact no better or more reliable than the data entered on the
system. Officers must not assume that a person is an unlawful non- citizen because the
computer screen says they are.
Lesson 5 - Guard against erroneous assumptions. For example, in the immigration context,
do not assume that a child has the same citizenship status as its parents.
Lesson 8 – Promote effective communication in your own agency. The ability of staff to
make good decisions will be undermined if administrative manuals are out-of-date, if there
are different data management systems that are not integrated and that give incorrect
answers, or if staff are not informed of important court decisions.
Lesson 9 – Manage complexity in decision making. Immigration law and administration is a
microcosm of the complexity that now permeates government. Many of the errors that
occurred in these 247 cases were a product of that complexity. Officials, who were both
competent and well-intentioned, made factual and legal mistakes because they were out of
their depth.
Lesson 10 – Check for warning signs of bigger problems. All agencies experience problems in
decision making. Sometimes the problems are one-off and exceptional, but more often a
problematic case is not unique and points to a recurring difficulty in the agency.
Administering the Character Requirements of the Australian Citizenship Act 2007, Australian
National Audit Office, June 2011
The objective of this audit was to assess the effectiveness of DIAC’s administration of the
character requirements of the Citizenship Act.

The ANAO found that DIAC had established an appropriate framework for administering the
character requirements of the Citizenship Act and to conclude that an applicant is of good

5
Lessons for public administration: the Ombudsman Investigation of Referred Immigration Cases, John
McMillan, presentation to IPAA seminar, 7 August 2007.

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character. This framework includes clear roles and responsibilities that are understood by all
stakeholders, comprehensive training for decision-makers about the character requirements
and sound processes for recording citizenship decisions. DIAC also has satisfactory processes
for identifying applicants of potential character concern.

However, there are aspects of the implementation of this framework that reduced its
effectiveness. These included:
• variability in the application of processes for decision-making by DIAC case officers;
• the term ‘good character’ is not defined, for administrative purposes, in DIAC’s
policy and guidance materials; and
• limited interaction between the areas within DIAC that administer the character
requirements of the Migration Act and the Citizenship Act in relation to the
processing and referral of cases concerning the same client.

It noted that the guidance available to decision makers is general and, in some cases, out of
date. While citizenship training was comprehensive, it was not mandatory for all
decision-makers and attendance had been variable. Input or review of decision making by
senior officers also varied, but was generally minimal.

Administering the Character Requirements of the Australian Migration Act 1958, Australian
National Audit Office, June 2011
The objective of this audit was to assess the effectiveness of DIAC’s administration of the
character requirements of the Migration Act.

The report found that overall, DIAC has established a sound framework for identifying and
processing visa applicants and holders of potential character concern. DIAC provided
extensive guidance to its staff about the character requirements, and established processes
to identify and assess visa applicants and holders with criminal histories. The Department’s
then relatively new centralised s501 decision-making unit, the NCCC, had also implemented
adequate arrangements to manage the assessment of s501 cases that have been referred to
it by visa processing centres.

The report noted:

To support the administration of the character requirements, DIAC has developed

operational guidance for all staff administering the character requirements.
However, this guidance does not reflect DIAC’s more recent administrative changes.
Other NCCC resource documents and the Character Helpdesk also provide assistance
to staff administering s501 of the Act.

Section 501 induction and training for staff administering the character requirements
is generally developed and delivered on an ad hoc basis. DIAC does not have a
consistent national approach for the delivery of induction and training, except for
overseas posted staff. DIAC is currently re-designing its training curriculum, including
a role specific course for s501 administrators.

… The NCCC generally delivers induction through a buddy system. The buddy system
involves experienced officers mentoring new staff for up to three weeks, after which

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time they learn on-the-job through managers and informal staff networks. There is
generally no guidance provided to officers performing the buddy role and different
induction programs have been developed by individual officers. There would be
benefit in DIAC reviewing the documents currently used to induct staff and
consolidating them into a formal package to guide the induction process.

The administration of section 501 of the Migration Act 1958, Commonwealth Ombudsman,
December 2016
The Ombudsman conducted this investigation because of concerns about the administration
of s 501 following the amendments of December 2014.

The report notes that the Department had failed to achieve it stated aim of cancelling well
before the estimated date of release where possible, so that any revocation processes could
be finalised while the person is still in prison. It concludes that the delays and backlog stem
from the increase in visa cancellations following the introduction of the s 501(3A)
mandatory cancellation provision combined with the large number of persons seeking
revocation of their visa cancellation.

This review was advised that it was this Ombudsman report that prompted the surge
project in the NCCC.

Detention-related decision-making, EY, DIBP internal audit report, Engagement 32 2015/16

This internal audit report reviewed whether appropriate governance arrangements were in
place to support detention-related decision-making (DRDM) and whether decisions to
detain and not to detain are lawful and consistent.

It found overall that governance arrangements were not appropriate. A review of case files
indicated that control design weaknesses in the end-to-end framework for DRMR and that
key controls are not operating effectively. Of relevance to this review, the following factors
were found to impact the effectiveness of controls:
• officers do not adequately record client responses to interview questions or their
reason for detention related decisions
• officers may not always make reasonable enquiries into the circumstances of the
client when making the decision to detain, and
• officers do not have ready access to all client information electronically when making
detention decisions.

The report noted that the deficiencies were similar to those raised previously by the
Ombudsman in Lessons for public administration: investigation of referred immigration
cases (see above).

The Australian Border Force’s use of statutory powers, Australian National Audit Office,
February 2017
The objective of the audit was to assess the establishment and administration of the
Australian Border Force’s framework to ensure the lawful exercise of powers in accordance
with applicable legislation. It concluded that the Department has made progress towards
establishing a framework to ensure Border Force officers exercise coercive powers lawfully
and appropriately. However, it found that significantly more work needs to be done to gain

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assurance that controls are effective. The Border Force had established an integrated
operational quality assurance team, which at the time of the audit had not yet finalised any
reports. Delegations and authorisations for coercive powers were complete and in place but
not all instruments were accessible to officers.

The ANAO found instances of potentially unlawful actions which indicate current internal
controls for mitigating the risk of unlawful or inappropriate use of coercive powers are
inadequate:

The Department has not provided adequate instructions and guidance for officers exercising
coercive powers. There is currently no single source of instructions and guidance material for
Border Force officers, and much of the guidance material available is out of date and
inaccurate. While positive foundational work has commenced on integrating the former
Customs and Immigration training regimes, officers have been exercising significant coercive
powers without having undertaken pre-requisite training.

Many of the instructions that are provided to Border Force officers on the Department’s
intranet are out of date, incomplete, inaccurate and are not accessible to all officers. A
project to remedy this situation was endorsed by the Department’s executive in
December 2015 and has to date delivered only a very small number of operational
instructions for Border Force officers.

Not all officers exercising coercive powers under the Migration Act and Customs Act have
received pre-requisite training.

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