Chapter 7 Staff Management Flashcards
P.I.P
What happens if the employee does NOT reach the required standard?
R, DP?, IE + EPM
- REVISE the PIP
- Matter may go to DISCIPLINARY PROCESS. .
- EMPLOYEE must be INVITED. EPM must be involved.
Misconduct
What types of matters are considered?
What aren’t?
C, IPCA, TM, PP, 1M
- Complaints Police ha e concerns about
- Notifiable incidents (IPCA members of under)
- Significant traffic matters
_____________________________________________
- Poor performance
- One of low level mistakes conduct
What should allegations contain?
T, D, P/OC/W/WE
- Include TIME, DATE, PLACE (if possible)
- Outline what is understood to have happened
- Inducate who is involved
- Explain why Police are concerned
What are the 4 phases of intervention?
I, A, E+I, F
- Identification
- Analysis
- Engagement + Interaction.
- Feedback
What is unacceptable behavior?
What is NOT unacceptable behavior?
Bullying, Harrassment, Discrimination
____________________________________________
- Differences in opinion
- Legitimate leadership action to improve performance.
- An isolated incident of abruptness
What are the 5 Kia Tu Principals?
P, T, R, S, A
People
Trusted
Responsive
Safe
Accountable
In an employee investigation, what must always be remembered?
(6)
G F, T, D, D+R, P, A K, O M
- 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
If you are recieving a report of unacceptable behaviour, what 5 steps must you take?
D, O, A, R, R
- Discuss
- Obtain full details (nature,time,date)
- Advise
- Report
- Record
In the tiers of support for speak up, tier 2 is proactive management
In what circumstances does this tier apply?
- Allegations require a criminal or employment investigation.
- Retaliation is already being experienced
Employees are required to report (self report) in 6 certain circumstances, what are these circumstances?
CC, E, DLS, S, PO, ION
- Court Charges
- EBA ION
- Speed (40km/hr +)
- P.O
- Charge + ION that could lead to D/L suspension
What are the 3 tiers of support fo speak up?
CSR, PM, AI
- Core supervisor responsibility
- Proactive Management
- Active Intervention
The definition of Harrassment has 4 criteria which must be present to constitute Harrassment.
What are they?
NL,NWS, OHIT, R/SN
- Not legitimate
- Not welcomed and unsolicited
- Offensive, humiliating intimidating, threatening
- Repeated or significant
What happens when tiers 3 (Active intervention) of speak up support is activated?
People group at PNHQ notify District Harrassment officer.
HO works with employee, supervisor, Exec leadership where necessary
What does the term “Support Supervisor” mean?
Responsible for providing support whether they are your supervisor or an alt’
When should an employment investigation take place?
Only when there is good reason to do so
Explain Initial Assessment
Explain Categorisation
- 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
Why is it appropriate for the allegations to be clear?
GF, NU, I, R, F, RA CF
- 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
Kia Tu
What is the purpose of the “Kia Tu” Policy?
P+R, I, U, E, OS, E, DR
- 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
What to consider in the initial assessment process?
S, MI, B C?, IA, AS
- any SUBSTANCE
- MORE INFO
- BREACH OF CODE
- what INFORMATION is AVAILABLE
- What are the appropriate steps
When conducting interviews, what is best practice?
(7)
UC, QR, D, SD, CI, OEQ, VA,
- 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
What should happen before an investigation meeting?
(5)
SN, A of A, C of RE, Rep, AL (P)
- 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)
What should happen during the investigation meeting?
(5)
UA, Rec?, BIN, H+U, OEQ
- 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
What should happen after the meeting?
(3)
R, V, NI?+NM
- 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
What 10 things should be in a PIP?
- Performance to improve
- Minimum standard accepted
- Remedial steps
- Support + Services
- Feedback
- Review period
- Progress meeting dates
- Start PIP
- Consequences
- Signed
What are the 9 processes in the disciplinary Process?
IA, C, C+ EI, R, S + S, DA, I, D, O
- INITIAL ASSESSMENT
- CATOGORISATION
- CRIMINAL + EMPLOYMENT INVESTIGATIONS
- RESTRICTED duties
- SUSPENSION, STAND Down
- DRAFTING ALLEGATIONS
- INVESTIGATION, INITIAL INVESTIGATION AND MEETING
- managing the DECISION
- OUTCOMES
Who categorizes and what are their roles?
- Between HR and the manager
- To review the info
- Determine if needs to be investigated
- Detail clear allegations
What should the investigation report contained?
(7)
TF, AP, W, R, DR, SM S to ER, IPCA
- 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
What are the 4 types of outcomes?
After being catergorised
- No further action
- Performance Management
- Employment investigation
- Criminal investigation
It is critical to clearly outline the allegation to the employee so what must happen?
(3)
FI, EW, ER
- FULLY INFORM them of your concerns
- EPLAIN WHY Police would consider the conduct unacceptable
- ENABLE Them to properly RESPOND to the allegation
