Chaoter 2 - Staff Management 1 Flashcards
What a full benefits of flexible working
Enabling high-performance attracting and retaining top talent accessing a broader talent pool increased productivity
What is the police executive default position to F AO
The default position is yes then the staff member and manager work to make it doable
Name for common options of flexible working
Working from home or in alternative location Flexi time part time condensed hours
What is six way a police leader can support if he oh
Talk about if E0 with your team FE0 on the agenda educate advocate challenge role model
What a manager responsibilities with a physio
Consider in response to all requests for FEO within one month
Who can decline in FEO application
District Commander or national manager
Is performance management a disciplinary process
No performance measures only become relevant for disciplinary purposes where in employee has been unable or unwillingness to improve following a PIP
Under section 4 of the employment relations and parties must deal with each other in good faith what other parties required to do in that good-faith relationship
Be active and constructive in
maintaining a productive employment relationship that is responsive and communicative
Who does the code of conduct apply to
Employees permanent temporary or casual contractors and consultants volunteers in the other groups who have been advised this code applies
There’s a conflict of interest apply to conflicts that are real or perceived
Perception of a conflict of interest can be just as damaging as an actual conflict
And considering if a behaviour or decision is a breach of the code of conduct what factors may be considered? hint PPOTAI
Position past behaviour treated organisational impact trust and confidence police has in you ability to fulfil your duties intention
What constitutes misconduct
Behaviour or actions that breached the code of conduct or other police policies
What constitutes serious misconduct
Behaviour or actions that breach code of conduct police policies employment agreements and damage the trust and confidence in you
Could serious misconduct justify dismissal
Yes serious misconduct this behaviour or actions that may justify dismissal
Name five examples of misconduct
Miss use of police Internet treating a person harshly being absent from work or late without proper reason failing to declare a conflict-of-interest bringing police into disrepute
Name five examples of serious misconduct
Being convicted of an offence corruption bullying or harassment sexual misconduct dishonesty of any kind
When does the performance matter become relevant for disciplinary purposes
Where and employee has been unable or unwillingness to satisfactorily improve following a PIP
What’s the objective of an informal discussion
To encourage dialogue and try and identify if there are any underlying causes that are contributing to the performance issues
What are the five key steps to a performance meeting
Introduction
provide information opportunity to respond problem-solving
recordkeeping
Does a record of the discussion of a performance meeting need to be signed by both parties
Yes it’s preferable that is signed by both parties at the end of the meeting and stored in a separate employees performance management file with a copy provided to the employee
Does a performance improvement plan and need to sit out the expectation of the employee and the employer
Yes it sets out the requirements and expectations of both parties in order for it to be successful the employee must agree to the Pip
If a new matter arises while and employee is on a performance improvement plan Ken that new matter be added to the Pip
No a PIP is specific to the behaviours that has been raised with the employee already should a new matter arise another performance meeting will need to be convened before Pip could be revised
If employee reaches the required standard in a poop before the end date of the Pip what should happen
The employee should be informed that they have achieved the level of performance required and that there is no lot longer and need to continue performance management through the PIP this in date should be confirmed in writing and a letter confirming this should be provided to the employee
What is the purpose of a disciplinary policy
To ensure breaches of our code are managed in doubt with fairly and in good faith with a view to improving contact
What are the three key components of good faith and an employer employee relationship
Engage openly honestly and respectfully
be responsive and communicative
be active and constructive in maintaining a productive employment relationship
When will police undertaken unemployment investigation
Police will undertake an employment investigation only with their is a good reason to do so
How will police consider an employees explanation in the disciplinary process
Police will consider and employees explanation in an unbiased manner
free from predetermination and
Uninfluenced by irrelevant considerations
During the disciplinary process what will police to do in respect of privacy of an employee
Police will insure privacy of police employees and the confidentiality of the investigation is maintained
What is the first step of the disciplinary process and what guidance will a manager seek
Initial assessment is the first step the manager will seek guidance from HR to assess the available relevant information to determine if it requires further investigation
Step two in the disciplinary process is categorisation who conducts this categorisation step
A matter is referred to the appropriate manager HR rep and professional conduct the professional conduct team assist if there is a potential criminal offending or if the allegation has resulted from a complaint against police
If a disciplinary matter is categorised as requiring a criminal investigation who are we required to seek advice from
If the matter is categorised as requiring a criminal investigation we need to seek advice from employment relations when this occurs
During the disciplinary process if it is determined that it’s necessary and appropriate to remove the employee under investigation from the workplace who must advice be sought from
Advice must be sought from HR prior to taking the step
