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S/Sgt CPK November 2017 > CH 7 - Staff Management (Early Intervention) > Flashcards

CH 7 - Staff Management (Early Intervention) Flashcards

1
Q

What are the four phases of ‘Early Intervention’

Clue: Id An In Fe (4)

A
  • Identification
  • Analysis
  • Intervention
  • Feedback
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2
Q

In the ‘Identify’ phase of Early Intervention, what are the four ways of identifying employees can be initiated?

A
  • employees themselves
  • peers
  • supervisor
  • Early Intervention Data (where supervisor is notified should make a referral to either Early Intervention district lead or Early Intervention Team, PNHQ)
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3
Q

What is considered:-

‘Inappropriate behaviour’ (6) and

what is not considered Inappropriate behaviour? (3)

A
  • Unethical Behaviour (Includes what can cause you concern)
  • Breaches of CoC
  • Serious wrongdoing (Protected Disclosures Act)
  • Harassment
  • bullying
  • discrimination

NOT

  • issues with terms & cond of employment
  • personal grievances
  • accusations were known to be false
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4
Q

If you are receiving a report of inappropriate behaviour, what steps MUST you take?

Clue: D, Fulld, Adv, Rep, Rec (5)

A
  • 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
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5
Q

What is the term ‘support Supervisor’ mean?

A

This is the person delegated responsibility for providing support whether they are your supervisor or an alternative.

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6
Q

What are the three tiers of Support offered for Speck Up?

Clue: CSR, PM, AI (3)

A
  • Core Supervisor Responsibility
  • Proactive Management
  • Active Intervention
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7
Q

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)

A
  • Allegation requires a criminal or employment investigation
  • Retaliation already being experienced
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8
Q

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)

A
  • Meet and discuss any concern
  • Identify steps to mitigate concerns
  • Offer support person
  • Offer welfare officer and EAP counselling
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9
Q

What happens when tier three (Active Intervention) of Speak Up support, is activated? (2)

A
  • People Group PNHQ notify District Harassment Officer and/or Executive Leadership Board (ELB) HO works with employee,
  • Supervisor and Executive Leadership Board (ELB) where necessary
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10
Q

Employees are required to self-report under six certain circumstances. What circumstances are these?

Clue: CtC, E, DLS, S> PO, CI ( 4 traffic 2 other)

A
  • Court charges
  • EBA
  • Drivers licence suspension
  • Speeding notice (>40km/h)
  • Protection Order
  • Charge/infringement that could lead to suspension of D/L
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11
Q

What are the five principles of the Discrimination and Harassment Policy? (6) Clue:

CoC

V………….

Constructive………………….

Right 2 Rep &…………………

Right 2 Subst of………………….

Res in

A
  • 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
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12
Q

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: NL, NW&U, OHIT, Re or SN (4)

A
  • Not legitimate
  • not welcomed and unsolicited
  • offensive, humiliating, intimidating, threatening
  • repeated or significant nature (detrimental effect on the employee)
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13
Q

What action can be taken for minor Discrimination and Harassment matters? (4)

A
  • Do nothing
  • Speak with respondent
  • Letter to respondent
  • Third party to speak with respondent
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14
Q

What are three key things employee are expected to do in regards to maintaining professional distance?

Clue: Maintain…, Manage…, Avoid… (3)

A
  • Maintain professional distance from those we deal with
  • Manage personal relationships where imbalance of power or conflict of interest
  • Avoid unethical or inappropriate relationships
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15
Q

What 3 main reasons can professional relationships be unequal? (3)

Clue: Required………………

power……………..

Began……………..

A
  • required to disclose private personal info, not reciprocated
  • Power held to make decision (arrest, issue ION etc)
  • Begin vulnerable due to circumstances
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16
Q

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)

A
  • Offenders
  • victims
  • complainants
  • in custody
  • informants
  • witnesses/families
  • vulnerable persons
17
Q

What are the six principles in regards to the Use of Technology policy?

Clue E R P N A S (6)

A
  • Embrace/Actively support policy
  • Responsible use no expectation of privacy
  • Police entitled to access any data on police device
  • Not to misuse police technology
  • Apply CoC and
  • SELF to use
18
Q

Name the elements of the SELF-test?

A
  • 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
19
Q

Misconduct:- List (10)

A
  1. Breaching Police policies or procedures
  2. Treating a person harshly
  3. Using abusive or offensive language
  4. Misuse of Police internet or email systems
  5. Using any Police databases for any unauthorised or personal purpose
  6. Being absent from work or late without proper reason
  7. Failure to declare a conflict of interest
  8. Misuse, mistreatment or not taking reasonable care of Police property
  9. Not complying with a lawful and reasonable instruction without a good and sufficient reason
  10. Bringing Police into disrepute through any actions or behaviour
20
Q

Serious misconduct:- List (9)

A
  1. Being convicted of or pleading guilty to an offence
  2. Corruption – accepting a bribe, inducement or reward
  3. Bullying or harassment
  4. Sexual misconduct
  5. Theft or dishonesty of any kind
  6. Unauthorised access to, or disclosure of any matter or information related to Police business including NIA
  7. Repeated misconduct (including breach of a warning)
  8. Knowingly making a false declaration or statement (including incorrectly recording data)
  9. Excessive unjustified violence
21
Q

Performance management - Name the order of performance management steps, starting with

Clue: 1. Informal discussion (6 total)

A
  • Informal discussion
  • performance meeting
  • performance improvement plan PIP
  • completion of PIP standard reached
  • did not reach - revise the plan
  • progress to disciplinary policy
22
Q

Disciplinary policy - process steps Clue: (10)

  • Conduct
  • Undertake
  • Notify
  • Provide
  • Advise
  • Allow them
  • Consider
  • Notify
  • Ensure
  • Ensure
A
  1. Conduct disciplinary processes fairly and reasonably
  2. Undertake an employment investigation only where there is good reason to do so
  3. Notify employees of employment investigation in relation to them
  4. Provide details of specific allegations
  5. Advise right to take advice and be represented
  6. Allow reasonable opportunity to respond to allegations
  7. Consider the employee’s explanation in an unbiased manner, free from predetermination and uninfluenced by irrelevant considerations
  8. Notify the employee of the outcome
  9. Ensure outcomes are proportionate
  10. Ensure privacy of Police employees and the confidentiality of the investigation is maintained.
23
Q

Initial Assessment - What are the steps (4)

Clue:

  • Purp
  • Wh
  • Wha
  • Conf
A
  • PURPOSE - identify if there is an issue
  • WHO does it apply to
  • WHAT to consider/substance/alleged breach
  • CONFIDENTIALITY who needs to know
24
Q

Categorisation - what is Not Considered? (As in what is in not include) (2)

A
  • Poor performance
  • One-off low-level breach
25
Q

Disciplinary policy - key things to note in the policy (2)

Clue: what must be established and what underpins the process

A
  • This process is used to determine whether alleged breaches of Our Code and/or policies are substantiated, and if so, what the appropriate outcome is
  • This process is underpinned by the employment principles of good faith.
26
Q

Good faith means? (3)

Clue: En Op Hon Resp

Respo Comm

Acti Const Maint Prod Emp Rel

A
  • Engage openly, honestly and respectfully
  • Be responsive and communicative
  • Be active and constructive in maintaining a productive employment relationship
27
Q

During the course of restricted duties or suspension - name restrictions (5)

A
  • May be required to hand in their ID card,no uniform or carry out police duty
  • Not be eligible to apply or be considered for promotion, transfer or any police advertised vacancy
  • Already approved training on hold. Employees on restricted duties may apply to the Deputy Chief Executive People, who will consider entry into or continuation in the framework on a case by case basis
  • Not eligible for external tertiary study assistance
  • No secondary employment
28
Q

Initial steps of investigation:- (6)

Clue:

  • Go Fai
  • Time
  • Dig
  • Res Priv
  • Empl Knows
  • Op Mind
A
  • Investigation approach is based on employment obligations of good faith
  • Investigation should be conducted in a timely way
  • Everyone is entitled to be treated with dignity
  • Respect privacy and sensitive information – ensure information is kept on a need to know basis
  • Ensure the employee knows what the allegations are and are provided with the information that we are relying on as an organisation to make the final decision
  • Keep an open mind - until the investigation has concluded there is no foregone conclusion
29
Q

Two stages of making the decision?

  • Pre
  • Fin
A
  1. 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
  1. 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 consider any comments from the employee or their representative on the preliminary decision including any alternatives proposed
  • Make further enquiries if you need to or if any new information has come to light
  • Respond to any comments or issues raised by the employee
  1. Completion
    * At the conclusion of an employment investigation, if the matter was initiated because of a complaint or notification to the IPCA a brief memo should be sent to the PPC manager to ensure the IPCA and complainant can be advised of the end result. It should include in brief, the nature of the allegation, the finding and outcome.
30
Q

What are the 3 possible outcomes of disciplinary action?

A
  • warning - generally for misconduct
  • Final warning - Generally for serious misconduct
  • dismissal
31
Q

Police ‘s vision is that it has the trust and confidence of all. One part of the vision is how we deal with inappropriate behaviour by police employees. This can be achieved by ensuring that inappropriate behaviour by police employees continues to be?

  • Cha
  • Rep
  • Inv
  • Appr
A
  • Challenged
  • Reported
  • Investigated and
  • Appropriately dealt with
32
Q

What is the purpose of the discrimination & harassment policy within police?

  • Provides a fr
  • Sets out ob & res
  • affirms good emp
  • To eliminate disc & Har from the w
A
  • provides a framework for the Commissioner to investigate
  • Sets out obligations and responsibilities
  • Affirms the Commissioner of police is a good employer and
  • To eliminate discrimination & harassment from the workplace

S/Sgt CPK November 2017 (19 decks)

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