Chapter 7: Staff Management Flashcards
What is a conflict-of-interest
Conflict-of-interest is a situation where a personal or professional interest may conflict with our position, obligations or responsibilities as a Police employee.
Police should never enter into a sexual intimate relationship with someone we have met in a professional capacity when an
Imbalance of power exist, or if that person is vulnerable
Limited personal use of Police technology, equipment, supplies and other resources is permitted, but it must at all times
Be consistent with police values and standards of behaviour expected of an employee.
Be consistent with the terms of authorisation and direction of management.
Be kept to a minimum so that your official duties are not compromised.
Not incur direct cost other than trivial for Police or interfere with the use of the resources by others
We need to consistently practice good judgement and integrity when
Creating, accessing, modifying and using, securing and disclosing all information.
Police is strengthened by diversity. We are committed to having a diverse workforce that is
Inclusive and respectful of each other’s differences.
If your behaviour or decisions fall short of the required standard set out in this code, your employment agreement and Police policies, we will
Talk with you and determine the circumstances and actions that have led to the situation.
If you were found to have breached the code of conduct you may face disciplinary action which could include termination of your employment final outcomes will depend on
The seriousness of the situation.
Good employer principles and processes, and good faith will be applied and dealing with any breaches of the code.
What is misconduct.?
This is behaviour or actions that breach this code of conduct or other police policies. Warmest contact may not justify dismissal it may result in formal disciplinary action.
What is serious misconduct.
This is behaviour or actions that breach this code of conduct or other police policies and employment agreements and seriously undermine or damage the trust and confidence Police has in you, calling into question if the employment relationship can continue. It is behaviour or actions that may justify dismissal.
Examples of miss contact
Examples of miss contact Treating a person harshly using abusive or offensive language miss use of police Internet or email systems failure to the clear of conflict-of-interest
Examples of serious misconduct
Examples of serious misconduct Been convicted of or pleading guilty to an offence corruption bullying or harassment sexual misconduct fifth or dishonesty of any kind and are authorised access to, or disclosure of any matter or information related to Police business including NIA
One of the benefits of flexible working hours
Enabling high-performance. Attracting and retaining top talent. Accessing a broader talent pool. Increase productivity.
Flexible employment options can be
Any non-usual working arrangement, including changes to hours or days worked, and working from alternative locations.
What is Flexi time hours
Flexi time allows an employee to work a set number of hours a week that can be very from week to week.
What does condensed hours mean
Condensed hours means working full time hours but condensing those hours into a shorter week
Flexible employment options is a two way street. I keep benefit to the organisation that is often overlooked, as the positive affect that comes from an employee been able to work in a way that suits their
Lifestyle and commitments
As a leader, you have a pivotal role in promoting and enable Police to be with regards to FEO’s?
Flexible by default
As a manager you have a duty to consider any requests for flexible employment options. It is your responsibility to consider and respond to all requests within What time frame?
Within one month of receiving them as per the employment relations act
Who can decline an FEO application.
Only the district Commander or national manager can decline an FEO application.
Can a manager decline a flexible employment option
No - they can either approve an application or recommend that it is not supported. Only the District Commander or National Manager (or equivalent) can decline an FEO application.
What is the aim of performance management.
Performance management is about seeking improvement through dialogue and providing support to enable the employee to perform satisfactorily. It is not a disciplinary process.
What is the objective of an informal discussion?
To encourage dialogue and to try and identify if there are any underlying causes that are contributing to the performance issues.
This should be a two way discussion aimed at pointing out the shortcomings in contact or performance and encouraging comments and improvement.
Criticism should be constructive, with the emphasis on finding ways to improve and for the improvement to be sustained.
Wind must performance issues be addressed with an employee
As soon as possible after they are identified.
What should you do if after a informal discussion the problem does not improve satisfactorily
Discuss with the HR advisory with a more formal performance meeting as appropriate.
What are the five steps to the performance meeting
Introduction the sets the agenda, if you have a Recent agenda provide a copy to the employee and the support person. Insure the agenda does not contain any predetermined conclusions or outcomes.
Provide information. Outlined the minimum acceptable standard of performance and outline with the employees performance has fallen short of that standard. Provide any documentation examples.
Opportunity to respond. Give the employee a genuine opportunity to explain any reasons for the shortfall of the performance.
Problem-solving. Explain the performance management process in the action that will be taken next. If a PIP seems necessary, go through the PIP form with the employee and the support person.
Record keeping. Record the discussion including employees explanation in the notes of the meeting and make sure this is signed by both parties at the end of the meeting. Copy all documentation to the employees performance management file and provide a copy to the employee.
If an employee does not reach the minimum standard of performance,
the issue may be treated as a misconduct issue and addressed under the progressive disciplinary process.
It is important that the PIP sets out the requirements and expectations of both parties. In order for this to be successful, the employee must agree to the PIP. The PIP should include the following information
The performance to be improved, be specific site examples. Include a brief statement about the name of the PIP.
Outlined the minimum acceptable standard of performance in reference to the competencies, position description, code of conduct and any other available benchmarks.
The remedial steps to be taken. The standard should be measurable, realistic and have an achievable timeline.
The PIP is specific to the behaviours/poor performance that has been raised with the employee. Should new matters arise whilst the employees subject to a PIP what should you do
Another performance meeting will need to be convened and PIP revised.
Upon the completion of a PIP what should be retained in the employees performance management file
A copy of the PIP and any letters sent to the employee
When an employee does not achieve the required standard following a PIP consideration may be given to revising the pipe, however in some circumstances it may be appropriate for the matter to go directly to the
Progressive Disciplinary Process. The employee must be invited to a disciplinary meeting. At this stage either HR advisory or someone from your local employment resolutions team (LERT) must be involved.
Where is the new pilot model for disciplinary policy and process operating (ABCWE)
Auckland, Bay of Plenty, Canterbury, Wellington, eastern and three emergency communication centres
The new disciplinary policy and process promotes a values based framework that has our people’s
Hearts and minds at the forefront, one that allows our people to feel safe to talk and supports a high trust culture.
The pilot has consciously moved away from the traditional one size fits all approach to a People centric model that introduces multiple pathways, restorative practices and alternative resolutions.
The disciplinary policy and process pilot adopts a preventative and educational focus where possible and aims to embed what?
A trusted disciplinary process that supports the wellness and safety of our people.
An approach that is fair and consistent, responsive, transparent and aligns with our good faith obligations.
Executive summary. The key things to note in this policy are that this process is
Used to determine whether alleged breaches of our code and/or policies are substantiated, and if so, what the appropriate outcome is.
Underpinned by the employment principles of good faith.
The purpose of this disciplinary policy is to
Ensure breaches of our Code are managed and dealt with fairly and in good faith with a view to improve in conduct.
Good faith obligations are mutual and mean that place in its employees and their representatives must
Engage openly, honestly and respectfully.
Be responsive and communicative.
Be active and constructive in maintaining a productive employment relationship.
Police will undertake an employment investigation only where there is
Good reason to do so
Police will notify employees with unemployment investigation in relation to them is commenced unless
Unless there are exceptional circumstances that mean this is not appropriate.
In pilot locations if there are concerns about the employees behaviour, the matter is referred to
The national assessment team (NAT
When would the professional conduct team be involved in a disciplinary matter
They should be involved to assess if there is potential criminal offending or if the allegation has resulted from a complaint against police.
When categorising, and it is established that we do have concerns, the matter is referred to who
Appropriate manager, HR representative and professional conduct team member.
If a disciplinary matter is categorised as requiring a criminal investigation who do you seek advice from
Employment relations (ER)
When should an employee Who is under investigation be placed on restricted duties suspension or stood down
Restricted duties or suspension should only be considered where there is a risk and allowing the employee to undertake their current duties where is necessary and appropriate to remove the employee and investigation from the workplace. Advice from HR must be sought prior to taking the step.
You also need approval at district Commander or national director level
What is the purpose of an employment investigation
To establish what conduct has occurred and whether that conduct is misconduct and the seriousness of it
If misconduct is established there are two main outcomes available for consideration what are they
Warning/final warning or dismissal.
Nothing prevents other appropriate outcomes that are not disciplinary sanction’s, such as performance management or professional conversations.
