Chapter 7: Staff Management Flashcards
Code of Conduct - High Standards
Our reputation (Tu Tatou ingoa pai)
Our influence and conflict of interest - (Tu tutou kawe i nga whakaaro o etahi, me nga taupatupatu panga)
Our Safety - (Tu Tatou noho haumaru)
Our information - (Tu Tatou korero)
Our Reasources ( Tu Tatou rauemi)
Our diversity
Our acceptance of others
Our History
What happens if you break the code of conduct?
If behaviour or decisions fall short of the required standard set out in this code. A disciplinary policy which outlines the process will be followed.
What is considered when a breach is discovered?
The nature of the circumstances
Intent
Your position duties and responsibilities
Your ability to fulfil your duties
The impact on the organisation
Impact on the trust and confidence Police has in you
How similar behaviour has been treated in the past
Good Employer principles?
Good Employer principles and processes and good faith will be applied in dealing with any breaches of the Code.
Good faith that both parties will
engage openly
be responsive and communicative
be active and constructive in maintaining a productive employment relationship
What is misconduct ? and Serious Misconduct ?
Misconduct - breach of the code of conduct or other police policies. While misconduct may not justify dismissal, it may result in formal disciplinary action
Serious Misconduct - breach of the code of conduct or other police policies and seriously undermines or damages the trust and confidence Police has in you. It is behaviour or actions that may justify dismissal.
Examples of Misconduct?
Using abusive or offensive language
Failiure to declare a conflict of interest
Misuse / mistreatment of police property
Examples of serious misconduct?
Corruption Sexual misconduct Theft or dishonesty of any kind Incorrectly recording data excessive unjustified violence
Who can work as a FEO - Flexible Employment Options
Any police employee can apply to vary or alter their hours/days/place of work in their current role.
Flexible by Default FEO?
Default setting is Yes. To enable employees to make it work.
What is flexible working?
Working from home or alternate location - if duties and technology allows.
Flexi time - allows set number of hours to be worked week by week. can be adjusted.
Part - time - Working less hours than full time
Condensed hours - working full hours but condensing it to a shorter week.
Who can decline FEO application?
Only the District Commander or National Manager can decline a FEO application.
Four steps in Performance Management?
Informal Discussion - Performance issue to be addressed as soon as its identified. Informal meeting to discuss general work and areas in need of improvement. Send a letter to employee recording the discussion. Consider wellness services
Performance Meeting - Performance has not imporved despite informal discussion.
Before the meeting ID a minimum standard of performance and how the employees falls short of that standard. Discuss with HR. Give opportunity to respond
Decide if PIP required or not.
Performance Improvement Plan (PIP) -
Important to set out the requirements and expectations of both parties. Ensure assistance provided to employee.
PIP is specific to behaviours / poor performance that has been raised.
Completion of the PIP -
If employee has reached the required standard, they should be informed that they have achieved a level of performance required and no longer needed to continue with the pip.
End date confirmed in writing a letter confining
Copy of the PIP will be retained in the employees performance management file along with a copy of any letters sent to the employee.
Instigation the disciplinary process for non performance
When an employee does not meet the required standard following a PIP consideration should be given to revising the PIP.
However it may be appropriate to go straight to the progressive disciplinary process.
Employee must be invited to disciplinary meeting. At this stage HR advisory or someone from Local Employment Resolutions Team must be involved.
Summary of the Disciplinary Process
Initial Assessment
Categorisation
Criminal and employment investigation
Restricted Duties suspension and stand down
Drafting allegations
Investigation - initial steps
Investigation and Investigation meeting
Making the decision
Outcome - Waring (generally for misconduct) / final warning (generally for serious misconduct or where previous warning have already been issued) or dismissal
HR and ER are available to provide support throughout the process.
Initial assessment - Possible Pathways
No conduct or performance concerns
Potential misconduct or serious misconduct - referred to HR who will determine next steps initiating an investigation
Performance Issues - seek advice from HR
Criminal and employment investigations
When a matter leads to a criminal investigation and possible misconduct is also identified. A separate employment investigation must be commenced with a separate investigator.
Who can approve restricted duties / suspension / stand down ?
Advice must be sought from HR before the decision is made to place a employee on Restricted duties / suspension. You also need approval at District Commander Level / Director level.
5 Principles for Unacceptable Behaviour Policy
People Centric - Te putahi o te tangata
Trusted - Whakawhirinaki
Responsive - Whaiwhakaaro
Safe - Tikanga Haumaru
Accountable - Noho Haepapa
What is not Unacceptable behaviour?
Differences in opinion
Legitimate leadership action to improve performance
An Isolated Incident of abruptness
Four options when responding to unacceptable behaviour?
Address it yourself
Address it with support
Address it with a manager
Report it confidentially
How do you access support - trauma policy
Supervisor may refer one of their employees to wellness adviser and a employee may also self-refer to wellness.
When to refer?
Critical incidents Notifiable injury or illness threat to employees life whilst on duty delayed recovery of bodies unnatural death etc
AEP ?
ACC - Accredited employer program.
Gallagher Bassett manage claims instead of ACC.
Who manages non-work related injuries?
ACC is outsourcing the management of non - work related injuries claims to GB.
ACC will allocate your team members non work claim to GB for management if they have more that 7 days off work.
If a employee does not want their non work claim to be managed by GB they can choose to remain with ACC
What is a work injury?
Accident or series of events at work Work related gradual process, disease or infection (not stress) Noise induced hearing loss (more than 6%) etc who is covered? Permanent employees Staff on fixed term contracts casual employees
How soon do you need to report a work related injruy?
No later than 48hrs (audit standard)
Early intervention - 4 phases
Identification
Analysis
Engagement and intervention
Feedback and follow up
