7. Staff Management Flashcards
What are the 3 key changes that have been made to the FEO policy?
- Flexibility by default - the default setting for FEO applications is now
‘yes’. This means that instead of asking ‘why should a role be flexible?’,
we are now asking ‘why not?’. When an FEO application is made, the
answer will be ‘yes’ and then the employee and manager will work
together to find a way to make it work. - Applications can only be declined by a District Commander or National
Manager (or equivalent – Managers can only approve an FEO application
or make a recommendation for a decline. If all options have been
exhausted and a workable solution cannot be found, the application must
then be reviewed by the District Commander or National Manager (or
equivalent) to make the final decision - An application in MyPolice is the first course of action – employees
wanting to take up flexible work arrangements should submit their
application for FEO as their first course of action. They can then have a
conversation with their manager to discuss how together they can make it
work. This will enable Police to better capture information on the number
of people who want to take advantage of a flexible work arrangement. It
will also enable District Commanders and National Managers to have a
clearer picture of how many of their people are wanting to work flexibly
and identify any barriers to this.
What are 5 benefits of FEO availability?
• Enabling high performance – we need to respond to the changing needs
in the way we work. High performing organisations are dynamic, agile
and diverse. Through enabling flexible working, Police will be able to
better position ourselves for the evolving way we will work in the future.
• Attracting and retaining top talent – Flexible working allows for a
greater work/life balance. As circumstances change in our people’s lives,
having flexible options will allow them to remain in their roles and enable
them to perform to their full potential. Having flexible options not only
attracts people to want to work for Police, but also results in our people
wanting to stay working for Police.
• Accessing a broader talent pool – one of Police’s commitments is
having a diverse workforce that reflects the communities we serve.
Offering flexible options means that roles are attractive to a wider range
of people, increasing the diversity we are attracting into our workplace.
• Increased productivity – People who work flexibly not only have a
greater work/life balance, it is also common for them to manage their time
more effectively, meaning that not only are our people more productive
but our teams are more productive.
• Reduction in the gender pay gap – The Government Gender Pay Gap
Action Plan 2018-2020 states that by the end of 2020 all agencies will be
flexible-by-default, and that flexible employment options will not
undermine career progression or pay. It is therefore important that Police
drives change initiatives in regards to flexible working in order to
normalise FEO.
Who can decline
an FEO
application?
Applications can only be
declined by a District Commander/Director.
You can only approve an application or recommend the application is not
supported. If all options have been exhausted and a workable solution cannot
be found, the application must then be reviewed by the District Commander
or Director (or equivalent) for a final decision
You must notify your supervisor asap if you are subject to what? (6)
• Any charge/s you are to face in court
• Becoming a respondent of a protection order
• Any infringement for driving with an excess breath or blood alcohol
concentration, or other drug-impaired driving
• Any suspension of your driver’s licence
• Any speeding notice at a speed in excess of 40km/hr above the limit
• Any charge or infringement that could lead to suspension or partial
suspension of your driver’s licence
What is misconduct?
Behavior or actions that breach this Code or other Police policies. While misconduct may not justify dismissal but it may result in formal disciplinary action and consideration of how harm caused can be restored.
• Breaching Police policies or procedures
• Treating a person harshly
• Using abusive or offensive language
• Misuse of Police internet or email systems
• Using any Police databases for any unauthorised or personal purpose
• Being absent from work or late without proper reason
• Failure to declare a conflict of interest
• Misuse, mistreatment or not taking
reasonable care of Police property
• Not complying with a lawful and
reasonable instruction without a good and sufficient reason
• Bringing Police into disrepute through any actions or behaviour
What is serious misconduct?
Behaviour or actions that breach this Code or other Police policies and employment agreements, and seriously undermine or damage the trust and confidence Police has in you, calling into question if the employment relationship can continue. It is behaviour or actions that may justify dismissal.
• Being convicted of or pleading guilty to an offence
• Corruption – accepting a bribe, inducement or reward
• Bullying or harassment
• Sexual misconduct
• Theft or dishonesty of any kind
• Unauthorised access to, or disclosure of any matter or information related to Police business, including NIA
• Repeated misconduct (including breach of a warning or repeated failure to take agreed steps to restore relationships and/or repair harm)
• Knowingly making a false declaration or statement, including incorrectly recording data
• Excessive unjustified violence
What is considered when code of conduct has been breached?
In considering if a behaviour or decision is a breach of this Code and how serious it is, the factors that may be considered are:
• The nature and circumstances
• Intent – did you knowingly make decisions or act out of line with this Code, Our Values and policies?
• Your position, duties and responsibilities
• Your ability to fulfil your duties and relationships
• Impact on the trust and confidence Police has in you
• How similar behaviour has been treated in the past
