7.1 Staff Management Flashcards
Who does the Code of Conduct (CoC) apply to?
Everyone employed or engaged by NZP. Incl permanent, temporary, casual, contractors, consultants, volunteers and others who have been advised the code applies to.
Does CoC apply outside working hours?
Yes
When does CoC apply outside of work hours?
When our actions bring NZP into disrepute or damage Trust & Confidence police has in employee
Describe “Conflict of Interest”
Where our personal or professional interests conflict with our position, obligations or responsibilities
What is considered if a breach of CoC is reported? (7)
- NATURE/circumstances
- INTENT (knowingly act etc)
- POSITION/duties
- ABILITY to fulfill duties at the time
- IMPACT on organisation and relationships
- impact on TRUST & confidence police has on you
- past OUTCOMES for similar behaviour
N.I.P.A.I.T.O
What is misconduct?
Examples (10)
A breach of CoC or policy:
1. breach policies, procedures
2. treat someone harshly
3. abusive, offensive language
4. misuse police internet or email
5. use police database for unauthorised personal use
6. absent, late from/to work without proper reason
7. fails to declare conflict of interest
8. misuse, neglect police property
9. not complying with lawful & reasonable instruction without good/sufficient reason
10. bring police into disrepute through actions or behaviour
What is serious misconduct?
Examples (9)
Breaching CoC or policy or employment agreements that seriously undermine or damage trust and confidence. “It is behaviour or actions that may justify dismissal”
- convicted of or pleading guilty to an offence
- corruption
- bullying or harassment
- sexual misconduct
- theft/dishonesty of any kind
- unauthorised access, disclosure of info or matter related to police business including NIA
- repeated misconduct (including breach of warning)
- knowingly makes false statement or declaration including incorrectly recording data
- excessive unjustified violence
Who can work FEO?
Any employee can apply
What are the benefits of FEO? (4)
- enabling high performance
- attracting and retaining top talent
- accessing broader talent pool
- increased productivity
How do I lead FEO in police?
ACRE
- Advocate
- Challenge
- Role model
- Educate
The Employee Relations Act has a timeframe for responding to FEO requests. What is it?
One month
Who can decline an FEO request?
DC or NM
Is performance management a disciplinary process?
No
When should performance issues be addressed?
ASAP after it is identified
What are the four steps in performance management?
- Informal meeting
- Performance meeting
- Implement Performance Improvement Plan (PIP)
- Completion of PIP - required standard required
What is the objective of informal discussion?
Encourage dialogue and identify underlying causes contributing to performance issues
What is your role in an informal discussion?
Encourage, support, and try help the employee to improve
How should an informal discussion take place? (7)
- In private informal two way. Support person welcome to attend
- Listen to their view (it may be evident there is no issue)
- Careful it doesn’t turn into disciplinary (may unintentionally deny rights ie support person)
- Reach agreement on way forward where possible, including reasonable period to achieve behaviour sought
- Send letter recording discussion
- Follow up meeting time to assess progress
- Consider welfare referrals
Prior to the performance meeting, what should you do? (6)
- identify minimum standard required and how falls short
- send invitation letter to performance meeting
- create performance management file
- discuss with HR and consider remedies for performance concerns
- write a checklist of items to be discussed
- ascertain contacts for support
What should the PIP explain?
Requirements & expectations (of both parties)
List the requirements of a PIP (10)
- List performance to be improved, cite examples and include aim
- Minimum standard required, reference CoC, position descriptions
- Remedial steps with measurable, realistic and achievable timeframes
- What police will provide (support, resources). Note if they want to source own help
- Feedback (how and when will occur)
- Review periods including with whom and how often
- Dates for progress meetings where performance will be re-evaluated
- Start date of PIP
- Consequences of not meeting standards
- Signatures
List the four responsibilities once PIP implemented
- ensure agreed assistance is provided
- diary meetings at the interval agreed and make progress notes
- monitor progress and provide feedback
- if new issues arise, a new PIP is required
What should happen at completion of the PIP?
The end date confirmed in writing on the PIP, letter sent to employee confirmed this, and place copy of PIP and any letters sent on employees file
What happens if the PIP is not achieved?
Consider revising PIP. But some circumstances require progressive disciplinary process. Ensure HR or ER involved
What does the new piloted disciplinary process aim to embed (2)
- a trusted disciplinary process that supported the wellness and safety of our people
- an approach that is fair and consistent, responsive, transparent and aligns with our good faith obligations
What is the purpose of the disciplinary process?
Ensure breaches of CoC are managed and dealt with fairly and in good faith with a view to improve conduct