Chapter 7: Staff Management Flashcards
Examples of misconduct
1) breaching police policies or procedures
2) treating a person harshly
3) using abusive or offensive language
4) misuse of police internet or email systems
5) using police databases for unauthorised / personal use
6) being absent from work / late without proper reason
7) failure to declare a conflict of interest
8) misuse / mistreatment / not taking care of police properly
9) not complying with a lawful & reasonable instruction without good reason
10) bringing police into disrepute
Example of SERIOUS misconduct
1) being convicted of / or found guilty of an offence
2) corruption (accepting a bribe)
3) bullying / Harassment
4) sexual misconduct
5) theft / dishonesty of any kind
6) unauthorised access to / disclosure of any matter or information related to Police business (including NIA).
7) repeated misconduct
8) knowing making a falsie statement / declaration (including incorrectly recording data).
9) excessive unjustified violence
Code of conduct - who does it apply to?
- anyone who is employed or engaged by NZP
- regardless of position or rank
- includes permanent, temporary, casual, contractors, consultants, volunteers.
- code applies to what we do outside of working hours - where our actions may bring Police into disrepute / damage trust & confidence
What is considered if a behaviour or decision is a breach of the code of conduct??
1) the nature and circumstances
2) intent - did you knowingly make decisions / act out of line of code
3) your position / duties / responsibilities
4) your ability to fulfil your duties and responsibilities
5) the impact on the organisation
6) impact trust & confidence Police has in you
7) how similar behaviour has been treated in the past
What is misconduct?
Behaviour or actions that breach the code of conduct.
Misconduct may not justify dismissal
May result in formal disciplinary action
What is SERIOUS misconduct?
Behaviour / actions that breach code of conduct or other policies.
Seriously undermine and damage the trust and confidence Police has in you.
Calling into question if your employment relationship can continue.
Behaviour that may justify dismissal.
Who can work FEO?
Any police employee
Can apply to vary or alter
Hours
Days
Place of work
in their current role
(Employment Relations Act 2000, s6AA)
What is flexible by default?
Police Executive have set the default setting for FEO to “YES”.
Means - if you want to work flexibly - starting point is yes.
Employee and manager will work together to find a way to make it work.
Why is FEO important to Police?
NZP committed to offering best environment to enable our people to preform to their full potential.
Working flexibly can make a positive difference to our work.
Greater job satisfaction - higher levels of engagement and productivity.
What are some benefits of FEO?
1) enabling high performance
2) attracting and retaining top talent
(FEO one of the top benefits candidates look for when deciding what organisation to work for).
3) accessing a broader talent pool
(Police committed to having a diverse workforce that reflects our communities. FEO means roles are more attractive to a wider range of ppl).
4) increased productivity
(Common for FEO’s to manage their time more effectively - increasing individual and team productivity).
What is flexible working?
1) working from home / alternative location
2) Flexi-time (work a set number of hours a week which can be varied from week to week).
3) part-time (working less than full time hours - working fewer days / fewer hours per day)
4) Condensed hours (working full time hours, shorter week).
What are a managers responsibilities with FEO?
Duty to consider any requests for FEO.
Respond to all FEO requests within ONE MONTH of receiving them.
Police default setting as “YES”.
Who can decline an FEO application?
Only District Commander or National Manager can decline FEO application.
A manager can approve or recommend an application is not supported.
If all option exhausted abs no workable solution - must be reviewed by the District Commander / National Manager for final decision.
Does an employee have to agree to a PIP?
Yes.
In order for it to be successful, the employee must agree to the PIP
What are the 4 steps in performance management??
1) Informal discussion
2) Performance meeting
3) Performance improvement plan (PIP)
4) Completion of PIP- required standard reached.
