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Snr Sgt CPK Dec 21 > Chapter 7 Staff Management > Flashcards

Chapter 7 Staff Management Flashcards

1
Q

P.I.P

What happens if the employee does NOT reach the required standard?

R, DP?, IE + EPM

A
  • REVISE the PIP
  • Matter may go to DISCIPLINARY PROCESS. .
  • EMPLOYEE must be INVITED. EPM must be involved.
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2
Q

Misconduct

What types of matters are considered?

What aren’t?

C, IPCA, TM, PP, 1M

A
  • Complaints Police ha e concerns about
  • Notifiable incidents (IPCA members of under)
  • Significant traffic matters

_____________________________________________

  • Poor performance
  • One of low level mistakes conduct
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3
Q

What should allegations contain?

T, D, P/OC/W/WE

A
  • Include TIME, DATE, PLACE (if possible)
  • Outline what is understood to have happened
  • Inducate who is involved
  • Explain why Police are concerned
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4
Q

What are the 4 phases of intervention?

I, A, E+I, F

A
  • Identification
  • Analysis
  • Engagement + Interaction.
  • Feedback
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5
Q

What is unacceptable behavior?

What is NOT unacceptable behavior?

A

Bullying, Harrassment, Discrimination

____________________________________________

  • Differences in opinion
  • Legitimate leadership action to improve performance.
  • An isolated incident of abruptness
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6
Q

What are the 5 Kia Tu Principals?

P, T, R, S, A

A

People

Trusted

Responsive

Safe

Accountable

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7
Q

In an employee investigation, what must always be remembered?

(6)

G F, T, D, D+R, P, A K, O M

A
  • GOOD FAITH
  • TIMELY investigation
  • Treat with DIGNITY and RESPECT
  • Respect PRIVACY need to know basis
  • Ensure employee KNOWS what the ALLEGATIONS are
  • Keep an OPEN MIND
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8
Q

If you are recieving a report of unacceptable behaviour, what 5 steps must you take?

D, O, A, R, R

A
  • Discuss
  • Obtain full details (nature,time,date)
  • Advise
  • Report
  • Record
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9
Q

In the tiers of support for speak up, tier 2 is proactive management

In what circumstances does this tier apply?

A
  • Allegations require a criminal or employment investigation.
  • Retaliation is already being experienced
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10
Q

Employees are required to report (self report) in 6 certain circumstances, what are these circumstances?

CC, E, DLS, S, PO, ION

A
  • Court Charges
  • EBA ION
  • Speed (40km/hr +)
  • P.O
  • Charge + ION that could lead to D/L suspension
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11
Q

What are the 3 tiers of support fo speak up?

CSR, PM, AI

A
  • Core supervisor responsibility
  • Proactive Management
  • Active Intervention
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12
Q

The definition of Harrassment has 4 criteria which must be present to constitute Harrassment.

What are they?

NL,NWS, OHIT, R/SN

A
  • Not legitimate
  • Not welcomed and unsolicited
  • Offensive, humiliating intimidating, threatening
  • Repeated or significant
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13
Q

What happens when tiers 3 (Active intervention) of speak up support is activated?

A

People group at PNHQ notify District Harrassment officer.

HO works with employee, supervisor, Exec leadership where necessary

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14
Q

What does the term “Support Supervisor” mean?

A

Responsible for providing support whether they are your supervisor or an alt’

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15
Q

When should an employment investigation take place?

A

Only when there is good reason to do so

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16
Q

Explain Initial Assessment

Explain Categorisation

A
  • To assess if there has been a breach of code, policy, values

——–‐—————‐————–‐——–‐

  • Manager HR+ P. Conduct assess if possible criminal offending or a complaint against Police
17
Q

Why is it appropriate for the allegations to be clear?

GF, NU, I, R, F, RA CF

A
  • Keeps GOOD FAITH
  • determine the correct outcome so its NOT UNFAIR
  • helps IDENTIFY the right course
  • Ensures all RELEVANT FACTS are considered
  • Ensures no need to update REINTRODUCE ALLEGATIONS
  • ensures investigation starts off with the CORRECT FOCUS
18
Q

Kia Tu

What is the purpose of the “Kia Tu” Policy?

P+R, I, U, E, OS, E, DR

A
  • PREVENT + RESOLVE harmful behaviour in the workplace
  • how to IDENTIFY unacceptable behaviour
  • have shared UNDERSTANDING of unacceptable behaviour
  • EXPLAIN processes of raising concerns
  • OUTLINING SUPPORT available
  • EXPLAIN the restorative approach
  • DEFINE ROLES to maintain a safe workplace H.P team culture
19
Q

What to consider in the initial assessment process?

S, MI, B C?, IA, AS

A
  • any SUBSTANCE
  • MORE INFO
  • BREACH OF CODE
  • what INFORMATION is AVAILABLE
  • What are the appropriate steps
20
Q

When conducting interviews, what is best practice?

(7)

UC, QR, D, SD, CI, OEQ, VA,

A
  • Ensure witnesses UNDERSTAND CONFIDENTIALITY
  • STICK TO QUESTIONS RELEVANT to the matter
  • DOCUMENTATION is vital
  • Ensure they know STATEMENT can be DISCLOSED
  • if CONFLICTING INFORMATION consider interviewing
  • ask OPEN ENDED QUESTIONS
  • VERIFY ACCURACY of notes
21
Q

What should happen before an investigation meeting?

(5)

SN, A of A, C of RE, Rep, AL (P)

A
  • ensure employee has SUFFICENT NOTICE of meeting
  • is AWARE OF ALLEGATIONS
  • has recieved copies of all relevant info.
  • If employee wants a REPRESENTATIVE communicate via representative
  • ensure APPROPRIATE LOCATION booked (private)
22
Q

What should happen during the investigation meeting?

(5)

UA, Rec?, BIN, H+U, OEQ

A
  • confirm the employee is aware and UNDERSTANDS the ALLEGATIONS
  • DIGITALLY RECORD. both parties need to agree
  • BREAKS IF NEEDED
  • Be HONEST and UPFRONT
  • ask OPEN ENDED QUESTIONS
23
Q

What should happen after the meeting?

(3)

R, V, NI?+NM

A
  • REVIEW documentation
  • VERIFY meeting notes with the person interviewed
  • If NEW INFO comes to light, you may NEED to MEET with employee or witness again
24
Q

What 10 things should be in a PIP?

A
  • Performance to improve
  • Minimum standard accepted
  • Remedial steps
  • Support + Services
  • Feedback
  • Review period
  • Progress meeting dates
  • Start PIP
  • Consequences
  • Signed
25
Q

What are the 9 processes in the disciplinary Process?

IA, C, C+ EI, R, S + S, DA, I, D, O

A
  • INITIAL ASSESSMENT
  • CATOGORISATION
  • CRIMINAL + EMPLOYMENT INVESTIGATIONS
  • RESTRICTED duties
  • SUSPENSION, STAND Down
  • DRAFTING ALLEGATIONS
  • INVESTIGATION, INITIAL INVESTIGATION AND MEETING
  • managing the DECISION
  • OUTCOMES
26
Q

Who categorizes and what are their roles?

A
  • Between HR and the manager
  • To review the info
  • Determine if needs to be investigated
  • Detail clear allegations
27
Q

What should the investigation report contained?

(7)

TF, AP, W, R, DR, SM S to ER, IPCA

A
  • articulate THE FACTS
  • ALLEGATIONS PROVED? Explain why/why not
  • reasons WHY conduct not aligned with code.
  • Make RECOMMENDATION
  • send the DRAFT REPORT to employee
  • if SERIOUS MISCONDUCT SEND to ER
  • if needed send to IPCA also
28
Q

What are the 4 types of outcomes?

After being catergorised

A
  • No further action
  • Performance Management
  • Employment investigation
  • Criminal investigation
29
Q

It is critical to clearly outline the allegation to the employee so what must happen?

(3)

FI, EW, ER

A
  • FULLY INFORM them of your concerns
  • EPLAIN WHY Police would consider the conduct unacceptable
  • ENABLE Them to properly RESPOND to the allegation

Snr Sgt CPK Dec 21 (8 decks)

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