Chapter 7: Staff Management

Question 1

Code of Conduct

Answer 1

Representation of the NZ Police, how we behave is important. - living our values.
Applies to everyone employed by the Police.
Vision - trust and confidence/ self test

Question 2

Breach of code

Answer 2

Talk - determine the circumstances and actions that lead to the situation
Consequences - disciplinary action

Question 3

Misconduct

Answer 3

• Actions or behaviour breached COC - may result in disciplinary action
  eg: treating some harshly, failure to declare conflict of interest, abusive language, misuse of Police internet

Question 4

Serious Misconduct

Answer 4

• Behaviour or actions breached COC - damaged the trust and confidence - justify dismissal
  eg: Bullying, convicted of a offence, sexual, theft or dishonesty, repeated misconduct

Question 5

FEO

Answer 5

Flexible Employment Options

• enable high performance
• attracting and retaining top talent
• accessing a broader talent pool
• increase productivity
• only the district commander or national manager can decline FEO applications

Question 6

Performance Management

Answer 6

Seeking improvement through dialogue and providing support to enable the employee to perform satisfactory 
1 - Informal discussion
2 - Performance meeting
3 - Performance improvement Plan (PIP)
4 - Completion of PIP

Question 7

Disciplinary Policy

Answer 7

Process used to determine appropriate outcomes of COC breaches and good faith
1- initial Assessment
2- Categorisation - between the manager and HR ( no further action, Performance management, employment investigation or criminal investigation
3- Drafting allegations - fully informed of concerns
4- Investigation initial steps - establish and consider facts (Manager unless more serious)
5- The investigation - unbiased independence
6- Investigation meeting - to hear and seek clarity (full draft report is completed)
7- Making decision - Preliminary and final decision
8- Outcome - Warning or dismissal

Question 8

Early Intervention Policy

Answer 8

preventative in nature - aimed at engaging with employees in a remedial and supportive manner
1- Identification
2- analysis
3- engagement and intervention
4- feedback and follow up
*not a disciplinary action

Question 9

Identification -EIP

Answer 9

• Self referral
• Peers
• Supervisors
  data base is managed and based PNHQ

Question 10

Analysis - EIP

Answer 10

the EI team analyses and determines whether early intervention engagement is required

Question 11

Engagement and intervention -EIP

Answer 11

District lead will make contact with supervisor and find out more about the situation.
The main focus of the District lead is to help facilitate and support supervisors in conducting a EI meeting

Question 12

Feedback - EIP

Answer 12

The district lead will follow up with supervisor and employee to ensure that any agreed support and follow up actions are arranged.

Question 13

Professional Distance

Answer 13

We must be mindful of whether relationships developed through our role may lead to a conflict of interest or power imbalance.
Notify supervisor
- unethical, unequal or an conflict of interest

Question 14

Acceptable use of technology, equipment and information

Answer 14

Comply and take any necessary steps to ensure that the resources are not misused in any way.
- trust and responsibility

Question 15

Social Media Policy

Answer 15

• Clearly state personal view not those of the Police, high privacy settings, be aware of security advice issued
• Don’t post in uniform, personal emails and phone numbers.
  Code of conduct and any breaches may be criminal investigated