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Inspectors CPK > Chapter 2 - Staff management 1 > Flashcards

Chapter 2 - Staff management 1 Flashcards

1
Q

Who does the Code of Conduct apply to?

A

Anyone who is employed or engaged by NZP

Employees who are:
- permanent
- temporary or casual
- contractors / consultants
- volunteers
- staff from other agencies we partner with
- any other groups / individuals advised the code applies to

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2
Q

When does the Code of Conduct apply?

A

All the time

Applies to what we do outside of working hours

Especially where our actions may bring Police into disrepute

Or

Damage the trust and confidence Police (as our employer) has in us.

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3
Q

How can we be sure our conduct complies with the Code & Policies?

A

Need to consider
- our values
- apply common sense
- act with self respect
- consider the reputation of police

The Code provides general guidance and minimum expectations.

No code / policy can cover every situation.

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4
Q

What is a Conflict of Interest?

A

A situation where our PERSONAL or PROFESSIONAL interests may conflict with our

  • position
  • obligations
  • responsibilities

As a Police employee

  • the APPEARANCE or PERCEPTION of such a conflict can be just as damaging as an actual conflict.
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5
Q

What to do when there is a conflict of interest?

A

Raise potential conflicts of interest with our manager.

Being open & honest as soon as we see a potential conflict of interest - we can be supported to ensure it does t be one a problem

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6
Q

Code of conduct - must not

A
  • act in a way that uses our influence / role / position to personal advantage / advantage of other we are associated with.
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7
Q

Code of conduct - examples

A
  • ensuring we access information through Police systems for legitimate work purposes only
  • never entering into a sexual / intimate relationship with:
  • someone we have met in a professional capacity (if a power imbalance exists)
  • or if that person is vulnerable
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8
Q

Our Diversity - To tatou kanaorau

A

We are committed to having a diverse workforce that is inclusive and respectful of each other’s differences.

We treat all people
- respectfully
- with empathy
- with dignity

Includes:
- members of the public
- colleagues
- victims
- offenders

REGARDLESS of the circumstances

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9
Q

Our Safety - To tatou haumaru

A

We all have responsibility for promoting and maintaining a safe working environment.

Includes:

  • ensuring we are fit & not impaired (alcohol / drugs)

Keep ourselves / each other / public safe

By appropriately managing and reporting any safety issues ASAP

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10
Q

Our Resources - A tatou rauemi

A

Obligation to properly manage / use resources appropriately - Ensuring our working environment is safe.

Take care of equipment / tools / resources provided to us.

Including making sure fit fit others.

Make sure we use appropriately / safely / for the designated purpose.

Includes Police systems and Technology

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11
Q

Our Information - A tatou parongo

A

We have access to confidential / sensitive / personal info

  • consistently practice good judgement and integrity when creating / accessing / modifying and using / securing and disclosing all information.

Always handle information appropriately - for legitimate work purposes

In line with law / policies / processes / systems

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12
Q

What matters must you notify your manger of ASAP? Code of Conduct.

A
  • any charge/s you are to face in court
  • becoming a respondent in a protection order
  • ION for EBA / drug impaired driving
  • suspension of drivers licence
  • speeding notice - in excess of 40km/ph
  • any charge / infringement that could lead to suspension / partial suspension of drivers licence.
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13
Q

What happens when you breach Code of Conduct?

A

Your manager will advise the District Police Professional Conduct Manager

Consideration will then be given to what action will be taken.

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14
Q

What are consequences of breaching the Code of Conduct?

A

You may face Disciplinary action - which could include:

  • termination of your employment

Consideration will be given to how any harm caused by your breach can be restored.

  • When harm is so significant / serious that it is unable to be restored - your employment may be TERMINATED
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15
Q

What is Misconduct?

A

Behaviour or actions that breach the Code of Conduct or other Police policies.

May NOT justify dismissal BUT may result in formal disciplinary action

Consideration of how harm can be restored

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16
Q

What is SERIOUS misconduct?

A

Behaviour or actions that breach the Code of Conduct or other Police Policies and employment agreements

And seriously undermines or damages the trust & confidence Police has in you

Calling into question if the employment relationship can continue

BEHAVIOUR / ACTIONS THAT MAY JUSTIFY DISMISSAL

17
Q

What factors are considered when determining if a behaviour / decision is a breach of the Code of Conduct - and how serious the breach is?

A
  • nature & circumstances
  • intent
  • your position / duties / responsibilities
  • your ability to fulfil your duties & relationships
  • impact on the trust & confidence Police has in you
  • how similar behaviour has been treated in the past
18
Q

Misconduct examples

A

1) Breaching Police policies / procedures

2) treating a person harshly

3) abusive / offensive language

4) misuse of Police internet / email

5) using police databases for unauthorised / personal purpose

6) being absent from work / late without proper reason

7) failure to declare conflict of interest

8) misuse / mistreatment / not taking reasonable care of police property

9) bring Police into disrepute through actions or behaviour

19
Q

SERIOUS misconduct examples

A

1) being convicted / pleading guilty to an offence

2) corruption (accepting a bribe)

3) bullying / harassment

4) sexual misconduct

5) theft or dishonesty

6) unauthorised access to / disclosure of information related to Police

7) repeated misconduct

8) knowingly making a false declaration / statement (incl incorrect recording of data)

9) excessive unjustified violence

20
Q

Who can work FEO?

A

Any police employ

Can apply to vary / alter their

  • hours
  • days
  • place of work

in their current role

21
Q

What is Flexible by default?

A

If you want to work flexibly - the default answer is YES

starting point (by Police Executive) is yes - then employee and manager work together to find a way to make it work

22
Q

Why is FEO important to Police?

A

NZP committed to offering best environment

People have greater job satisfaction - resulting in higher levels of engagement / productivity

When people are able to work in a way that best suits their lifestyle & commitments

23
Q

What are some benefits of FEO?

A
  • Enabling High Performance
  • Attracting and retaining top talent
  • accessing a broader talent pool
  • increased productivity
24
Q

What is FEO?

A
  • working from home or an alternative location
  • Flexi-Time (set number of hours that can be varied week to week)
  • Part-Time (less than full time hours - fewer hours each day / not working certain days)
  • Condensed hours (full time hours in a shorter week)
25
Q

Who can decline an FEO request?

A

District Commander / National Manager

A manger can approve / recommend that it’s not supported.

If all options exhausted and a workable solution can’t be found - application reviewed by DC for final decision.

26
Q

What are a Mangers responsibilities with FEO?

A

Duty to consider any requests for FEO - respond within one month of receiving

As police default setting is YES - approach is “how can we make this work?”

27
Q

How long does a manger have to consider & respond to an FEO request?

A

1 month (of receiving the request)

Employment Relations Act

28
Q

How do I lead FEO in Police?

A
  • Talk about FEO with your team
  • Educate others
  • advocate - (consider opportunities to promote/celebrate success stories)
  • Challenge - (unacceptable behaviour re: FEO)
  • Role model: (people will look to you as an example of how to manage work hours. Be mindful of standards / expectations you are setting fit your team)
29
Q

What are the 4 steps for performance management?

A

1) Informal Discussion

2) Performance Meeting

3) PIP (Performance Improvement Plan)

4) Completion of PIP (required standard reached)

Inspectors CPK (9 decks)

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