1 CH 7 - Staff Management (Early Intervention) Flashcards
What are the four phases of ‘Early Intervention’
Clue: IAIF (4)
- Identification
- Analysis
- Intervention
- Feedback
In the ‘Identify’ phase of Early Intervention, what are the four ways of identifying employees can be initiated?
- employees
- peers
- supervisor
- Early Intervention Data PNHQ
What is considered:-
‘Inappropriate behaviour’ (6) and
what is not considered Inappropriate behaviour? (3)
- Unethical Behaviour
- Breaches of Code of Conduct
- Serious wrongdoing
- Harassment
- bullying
- discrimination
NOT
- issues with terms of employment
- personal grievances
- accusations were known to be false
If you are receiving a report of inappropriate behaviour, what steps MUST you take?
Clue: D, F, A, R, R (5)
- Discuss (neutral & unbiased)
- Obtain full details, nature, names, date, time, etc
- Advise initial steps, who will be informed protection/support available
- Report People Group, PNHQ
- Record Detailed records
What is the term ‘support Supervisor’ mean?
This is the person delegated responsibility for providing support whether they are your supervisor or an alternative.
What are the three tiers of Support offered for Speak Up?
Clue: C, P A (3)
- Core Supervisor Responsibility
- Proactive Management
- Active Intervention
In the tiers of support for Speak Up, tier two is ‘Proactive Management. In what circumstances does this tier of support apply?
Clue: Allegation requires? (2)
Retaliation (1)
- Allegation requires a criminal or employment investigation
- Retaliation already being experienced
When tier two (Proactive Management) of Speak Up support is activated what will a supervisor do as soon as possible?
CLUE: Me, Id2M, Sup, WO (4)
- Meet and discuss any concern
- Identify steps to mitigate concerns
- Offer support person
- Offer welfare officer and EAP counselling
What happens when tier three (Active Intervention) of Speak Up support, is activated? (3)
- People Group PNHQ notify District Harassment Officer and/or Executive Leadership Board (ELB)
- Harassment Officer works with employee,
- Supervisor and Executive Leadership Board (ELB) where necessary
Employees are required to self-report under six certain circumstances. What circumstances are these?
Clue: ( 4 traffic 2 other)
- Court charges
- EBA
- Drivers licence suspension
- Speeding notice (>40km/h)
- Charge/infringement that could lead to suspension of D/L
- Protection Order
What are the five principles of the Discrimination and Harassment Policy? (6) Clue:
C, V, Constructive, Rep, Alleg., Resolved
- Employees must adhere to CoC
- Values
- Constructive dialogue to try and resolve
- Right to representation and support
- Right to know substance of the allegation
- Resolved in a timely manner
The definition of Harassment has four criteria in relation to the behaviour in which ALL must be present to constitute harassment. What are the four criteria?
Clue: I, U, OHIT, RS (4)
- Not legitimate
- not welcomed and unsolicited
- offensive, humiliating, intimidating, threatening
- repeated or significant nature (detrimental effect on the employee)
What action can be taken for minor Discrimination and Harassment matters? (4)
- Do nothing
- Speak with respondent
- Letter to respondent
- Third party to speak with respondent
What are three key things employee are expected to do in regards to maintaining professional distance?
Clue: Maintain, Manage, Avoid (3)
- Maintain professional distance from those we deal with
- Manage personal relationships where imbalance of power or conflict of interest
- Avoid unethical or inappropriate relationships
What 3 main reasons can professional relationships be unequal? (3)
Clue: Disclose, Power, Vulnerable
- required to disclose private personal info, not reciprocated
- Power held to make decision (arrest, issue ION etc)
- Being vulnerable due to circumstances
What groups of people create the greatest risk to form a personal relationship with and must be avoided as the relationship would be unethical? (7)
- Offenders
- in custody
- informants
- victims
- complainants
- witnesses/families
- vulnerable persons
What are the six principles in regards to the Use of Technology policy?
Clue E R P M A S (6)
- Embrace policy
- Responsible use
- Police entitled to access any data on police device- no expectation of privacy
- No misuse of police technology
- Apply Code of Conduct and
- Scrutiny, Ensure meets obligatiions, Lawful, Fair use
Name the elements of the SELF-test?
- SCRUTINY - Would your decision or behaviour withstand scrutiny and be seen as appropriate by others?
- ENSURE COMPLIANCE - Does your decision or behaviour comply with the Code and other Police policy, general instructions and procedural expectations?
- LAWFUL - Is your decision or behaviour lawful?
- FAIR - Is your decision or behaviour fair and reasonable
Misconduct:- List (10)
- Bringing Police into disrepute actions/behaviour
- Treating a person harshly
- Using abusive or offensive language
- Breaching Police policies or procedures
- Misuse of Police internet or email systems
- Using databases for unauthorised/personal purpose
- Being absent / late without proper reason
- Failure to declare a conflict of interest
- Misuse, mistreatment of Police property
- Not complying with a lawful and reasonable instruction without a good and sufficient reason
Serious misconduct:- List (9)
- Convicted/plead guilty to an offence
- Corruption – accepting a bribe, inducement
- Sexual misconduct
- Theft or dishonesty of any kind
- False declaration or statement
- Excessive unjustified violence
- Bullying or harassment
- Unauthorised access/disclosure of any info.(NIA)
- Repeated misconduct (incl. breach of a warning)
Performance management - Name the order of performance management steps, starting with
Clue: 1. Informal discussion (6 total)
- Informal discussion
- performance meeting
- performance improvement plan PIP
- completion of PIP standard reached
- did not reach - revise the plan
- progress to disciplinary policy
Disciplinary policy - process steps Clue: (10)
- Conduct
- Undertake
- Notify
- Provide
- Advise
- Allow them
- Consider
- Notify
- Outcomes
- Privacy
- Conduct processes fairly and reasonably
- Undertake investigation only where good reason
- Notify employees of employment investigation
- Provide details of specific allegations
- Advise right to take advice and be represented
- Allow reasonable opportunity to respond
- Consider explanation in an unbiased manner
- Notify employee of the outcome
- Outcomes are proportionate
- Privacy/confidentiality is maintained.
Initial Assessment - What are the steps (4)
Clue:
- P
- W
- W
- C
- PURPOSE - identify if there is an issue
- WHO does it apply to
- WHAT to consider/substance/alleged breach
- CONFIDENTIALITY who needs to know
Categorisation - what is Not Considered?(2)
- Poor performance
- One-off low-level breach
Disciplinary policy - key things to note in the policy (2)
Clue: what must be established and what underpins the process
This process is used to determine whether
- breaches of Our Code and/or policies are substantiated,
- appropriate outcome
- underpinned by principles of good faith.
Good faith means? (3)
- Engage
- Responsive
- Active
- Engage openly, honestly and respectfully
- Be responsive and communicative
- Be active and constructive in maintaining a productive employment relationship
During the course of restricted duties or suspension - name restrictions (5)
- Hand in their ID card,no uniform or no police duty
- No applic. promotion, transfer, advertised vacancy
- Already approved training on hold.
- No external tertiary study assistance
- No secondary employment
Initial steps of investigation:- (6)
Clue:
- Good
- Time
- Treat
- Respect
- Know
- Open
- Investigation - obligations of good faith
- Investigation - conducted in a timely way
- Everyone is entitled to be treated with dignity
- Respect privacy and sensitive information
- employee knows what the allegations
- Keep an open mind - no foregone conclusion
Describe preliminary decision of investigation
RNS
- The preliminary decision this includes:
The investigation report and any attached information and witness statements
The investigation meeting notes with the employee and any explanation regarding the conduct
Any submissions made by the employee or their representative
Describe the final decision making process
OCFR
Final decision
Prior to making your final decision, the employee is entitled to the opportunity to comment on your preliminary decision either in person and/or in writing
You need to or consider any comments from the employee on the preliminary decision including any alternatives proposed
Make further enquiries if any new information has come to light
Respond to any comments or issues raised
Describe the completion process
IMPA
NFO
Completion
initiated because of a complaint to the IPCA a brief memo should be sent to the PPC manager to ensure the IPCA and complainant can be advised result.
Include in brief, nature of the allegation, the finding and outcome.
What are the 3 possible outcomes of disciplinary action?
- Warning - generally for misconduct
- Final warning - Generally for serious misconduct
- Dismissal
Police ‘s vision - trust and confidence of all.
Part vision: How we deal with inappropriate behaviour
This can be achieved by ensuring that inappropriate behaviour by police employees continues to be?
Clue: CRIA (4)
- Challenged
- Reported
- Investigated and
- Appropriately dealt with
What is the purpose of the discrimination & harassment policy within police?
- Provide
- Set
- Affirms
- Eliminate
- provides a framework for investigation
- Set out obligations and responsibilities
- Affirms the Commissioner of police -good employer
- To eliminate discrimination & harassment
