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CPK 2021 *** > Chapter 7: Staff Management ** > Flashcards

Chapter 7: Staff Management ** Flashcards

1
Q

Staff Management

Who does the code of conduct apply to?

When does it apply?

A
  • anyone who is employed or engaged by NZ Police
  • regardless of position or rank
  • includes employees who are:
    • permanent, temporary or casual
    • contractors, consultants and volunteers
  • any other group or individual that is advised that the code of conduct applies to them

Code applies:
- outside of work where our actions may bring Police into disrepute or may damage trust and confidence

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2
Q

Staff Management

Police’s vision is to have the trust and confidence of all by living our values. We pride outsides in being one of the most trusted Police services in the world.

How do we do this?

A

By being consistently honest and ethical, and applying SELF to our behaviour and decision making, we help bring our vision and values to life.

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3
Q

Staff Management

What three things do we need to protect?

Our ____?

A

Our safety:
- Physical safety. Also ensuring we are fit to work (drugs/alcohol)

Our information:
- Handle information legitimately. in line with law and policies

Our resources
- look after the gear. look after the technology and systems

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4
Q

Staff Management

What is misconduct?

What are some examples of misconduct?

A

Misconduct is behaviour or actions that breach the Code of Conduct or other Police policies.

Examples:

  • treating a person harshly
  • abusive or offensive language
  • being absent or late to work without a good reason
  • failure to declare a conflict of interest
  • misuse, mistreatment of Police property
  • not complying with lawful and reasonable instructions

Misconduct may not justify dismissal but may result in formal disciplinary action.

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5
Q

Staff Management

What is serious misconduct?

What are some examples of serious misconduct?

A

Serious misconduct is behaviours or actions that breach the Code of Conduct or other Police policies AND employment agreements AND seriously undermine the trust and confidence that Police have in you.

Examples:

  • being convicted or pleading guilty to an offence
  • corruption, i.e. accepting a bribe
  • bullying/harassment
  • sexual misconduct
  • theft or dishonesty
  • NIA breaches
  • making false statements (including incorrectly recording data)
  • excess unjustified violence

This may justify dismissal.

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6
Q

Staff Management

What are the four steps for performance issues?

A

1) informal discussion
2) performance meeting
3) performance improvement plan (PIP)
4) completion of PIP - required standard reached

Performance management is NOT a disciplinary process.

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7
Q

Staff Management

What are the 5 principles that underpin Kia Tu?

Kia Tu is the new Speak Up but more better

A

1) People-centric
People are at the centre of the process

2) Trusted
We need to trust each other and the process

3) Responsive
Respond quickly and proportionately to concerning behaviour

4) Safe
Safe and healthy work environment where everyone can thrive

5) Accountable
We are all accountable for our behaviour. bad behaviour will be addressed

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8
Q

Staff Management

How can you report unacceptable behaviour to Kia Tu?

new speak up

A
  • Call 0800 254 288 (0800 2 Kia Tu), or
  • Complete the online form

Information will be treated in confidence in accordance with the Privacy Act 2020

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9
Q

Staff Management

What are four examples of flexible working?

A
  1. Working from home or an alternative location
  2. Flexi-time
    • an employee sets a number of hours to work a week which can vary from week to week
  3. Part time
  4. Condensed hours
    • longer hours, shorter week
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10
Q

Staff Management

As a Police leader, you have a pivotal role in promoting and enabling Police to be flexible-by-default.

What are the ways you can support FEO?

*Flexible employment options

A
  1. Role model (HIGHLIGHTED)
    • as a leader, people will look to you as an example of how to manage work hours. Be mindful of the standards and expectations you are setting for your team.
  2. Talk about FEO with your team
  3. FEO on the agenda
    • at all leadership discussions
  4. Educate
  5. Advocate
  6. Challenge
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11
Q

Staff Management

Who can decline an FEO application?

A

Only the District Commander or National Manager (doesn’t specify a specific National Manager)

A manager can approve an application or recommend that it is not supported.

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12
Q

Staff Management

What are the four steps or levels of responding to unacceptable behaviour with Kia Tu?

A
  1. Address it yourself
  2. Address it with support
  3. Address it with a manager
  4. Report it confidentially
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13
Q

Staff Management

A Sgt observes a S/Constable acting inappropriately. The Sgt looks in the Code of Conduct but can’t find any clear breaches. What must the Sgt do?

A
  • Challenge immediately / ASAP
  • Report if appropriate
  • Investigate resolve in a timely manner
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14
Q

Staff Management

What are some situations where a supervisor MUST make a welfare referral for their staff?

A
  • critical incidents
  • when notifyably injured
  • threat to employee’s life
  • DVI incidents
  • delayed recovery of bodies
  • unnatural deaths
  • high number of critical incidents over a short period of time
  • Police death
  • Police intervention fails to prevent loss of life. 1X, 5F etc.
  • death/serious injury of baby or young child
  • incidents that involve other Police or their family
  • unpleasant or stressful duties
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15
Q

Staff Management

Does the Trauma Policy apply to people on SCOPE?

A

Yes.
Includes volunteers as well.
Supervisors should keep the welfare of all staff on their mind.

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16
Q

Staff Management

When must a Wellness Advisor make a referral to a psychologist for a staff member?

2 broad categories

A
  1. Exceptional circumstances
    • natural disasters
    • mass homicides / terrorism
    • etc.
  2. Critical incident
    • police actions cause (or could have caused) death or serious injury
    • use of firearm against public
    • fleeing driver death
    • could be a range of critical incidents
17
Q

Staff Management

When a Wellness Advisor makes a referral for a member of staff to see a psychologist, what the time frame for when they should see the psychologist?

A

First appointment will not occur earlier than 72 hours following the critical incident.

Second appointment should occur within 10 days post incident.

18
Q

Staff Management

What is a supervisors role in the ‘return to work’ process after an employee’s injury/illness?

A

A supervisor needs to ensure specific guidelines around rehabilitation and return to work process are followed when an employee takes time off because of an illness/injury. MAKE SURE THE PROCESS IS FOLLOWED.

You MUST take the lead role in initiating and managing the rehabilitation of your employees following work absences due to illness/injury. LEAD ROLE INITIATING AND MANAGING PROCESS.

19
Q

Staff Management

What is AEP?

How often does Police get audited by ACC to keep their AEP status?

Who does Police contract to manage ACC claims and can Police employees use this company for non-work related injuries?

A

AEP = Accredited Employer Programme

Being part of the AEP means that Police pay less ACC levies but have to cover the costs of injury claims. It also gives Police employees a more tailored version of ACC.

This status is reviewed once every year by an auditor to ensure Police are doing well.

Police contract Gallagher Bassett to manage injury claims.

Police employee’s can use GB for non-work related injuries if they are off work for more than 7 days.

This is optional. Employees can choose not to go through GB for non-work claims. Work claims will go through GB.

20
Q

Staff Management

What counts as a work related injury?

A

All of these have to happen while working. Could be at any location.

  1. An accident or series of events at work
  2. gradual process, disease or infection (not including non-physical stress)
  3. noise induced hearing loss (more than 6%)
  4. mental injury caused by a single significant event likely to cause mental injury to people generally
21
Q

Staff Management

After a work related injury, how long to you have to fill out an incident report?

Within how long should you have contact with the employee?

A

48 hours (audit standard)

Make contact within 2 days.

22
Q

Staff Management

When you have an injured staff member, and they are submitting their medical certificates, who should you send them to?

A
  • H&S advisor, and

- accpayroll@police.govt.nz

23
Q

Staff Management

When you have an injured staff member who has returned to light duties, what paperwork must you complete and where do you send it?

A

Submit the ‘Managers Weekly Rehab Monitoring’

Send it to Gallagher Bassett.

24
Q

Staff Management

When you have an injured staff member who has fully recovered, do you need a medical certificate before they are allowed to resume normal duties?

A

Yes.

Give the copy to the Return to Work Advisor, advise WFM and keep monitoring the employee to make sure they’re fine.

25
Q

Staff Management

Is the Police allowed to access all the data in our work phones from times when it has been used for personal use?

A

Yes.

Employees should have no expectations of privacy even if the devices are used for personal benefit.

The organisation is entitled to access any data or records (including personal use records) on Police technology systems and equipment for any lawful purpose.

26
Q

Staff Management

Under what circumstances does the Commissioner have to make a report to IPCA about an incident?

What’s the time frame?

2 different broad situations

A
  1. Police causes, or appears to cause the death or serious injury of any person.
    • must notify the IPCA as soon as practicable
  2. Police receive a complaint about Police.
    • must notify the IPCA as soon as practicable but no later than 5 working days
NOTE:
Serious injury includes:
  - fractures
  - deep lacerations
  - injuries to internal organs
  - impairment of a bodily function
  - blow to head that caused severe concussion
  - injury that results in hospital admission
  - any allegation of sexual assault

THERE IS AN EXCEPTION for dog bites that aren’t serious.

27
Q

Staff Management

Police are obligated to report incidents to the IPCA where:

(i) death/serious injury has been caused by Police
(i) Police receive a complaint about Police

Can Police report other matters to the IPCA? why would they do that?

A

Yes they would, because:
- the matter is of such significance or public interest that it places or is likely to place the Police reputation as risk.

This is covered in a Memorandum of Understanding between Police and IPCA

28
Q

Staff Management

A volunteer who is working at the front counter behaves inappropriately. does the code of conduct for the Police apply to them?

A

Yes, The code applies to anyone who is employed or engaged by NZ police, involves permanent, temp, casual , contractors, consultants, volunteers. Applies to what we do outside working hours,. may bring the Police into disrepute or damage your trust.

CPK 2021 *** (15 decks)

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