Senior Sergeants CPK: Chapter 7 - Staff Management - Code of Conduct / Performance management Flashcards
Who does the NZP CoC apply to?
Anyone who is employed or engaged by NZP regardless of position or rank held.
(permanent, temporary, contractor, consultants, volunteers)
What is the SELF test?
- SCRUTINY: Would behaviour withstand scrutiny of others?
- ENSURE COMPLIANCE: with CoC, Policy, GI’s expectations?
- LAWFUL: is decision/behaviour lawful
- FAIR: is it fair and reasonable
What factors must be considered when considering if a beahviour/decision has breached the CoC?
Clue: Nature, Intent, Position, Ability, Impact, Trust, Past
. Nature and circumstances
. Intent - was decision made knowingly
. Position, Duties, Responsibilities.
. Ability to fulfill duties/responsibilities.
. Impact to NZP and relationships
. Impact on TRUST & confidence of NZP in members
. How similar behaviour dealt with in past
What is serious misconduct?
Clue: Behaviour/Actions that?
Behaviour/Actions that:
BREACHES CoC, Policies, employment agreement and
seriously UNDERMINES or damage the TRUST & CONFIDENCE police have in the member questioning if relationship can continue.
- Is performance management a disciplinary process?
2. Can performance management become a disciplinary matter?
- No
- Yes but only where an employee has been unable and unwilling to satisfactorily improve following a performance improvement plan.
Performance Management (PM) When having an 'informal discussion' how should this be done (7).
Clue: 1. Talk in private
- Talk in private.
- Listen to employee
- Don’t become formal disciplinary action.
- Reach agreement where possible.
- Send letter of discussion
- Arrange follow-up meeting
- Wellness services.
What should you do BEFORE a PM with a staff member?
Clue: IDMS, I, F, HR, CL, S
- Identify minimum standard & shortfall (keep discussion on shortfall)
- Invitation letter
- Set up PM file (separate to PA file)
- Discuss with HRM (about options)
- Discussion checklist
- arrange support person (where required)
What are the 5 part you should go through during a PM with a staff member?
Clue: I, PI, OR, PS, RK
- Introduction
- Provide information
- Opportunity to respond
- Problem solving
- Record keeping
What 10 things should a Performance Improvement Plan (PIP) contain?
Clue: PI, MAS, RS, SR, F RP, PM SD, CPS
. Performance to be improved . Minimum acceptable standard . Remedial steps . Support and resources . Feedback: How & When . Review Period . Progress meeting dates . Start date of PIP . Consequences possible . Signatures
What must Police employees and their representatives do in GOOD FAITH when engaging with each other (3)
Clue: OHR, RC, AC
. engage openly honestly and respectfully
. responsive and communicative
. active and constructive (maintaining relationships)
When should an employment investigation be undertaken?
Only when there is good reason too.
If undergoing an employment process, when should an employee be put on restricted duties, suspended or stood down? (2)
- There is RISK in allowing them to continue current duties.
- NECESSARY and APPROPRIATE to remove employee.
(Seek HR advice before doing this)`
What are the 9 steps for the Disciplinary Process Guidelines? (9)
Clue: IA, C, C & EI, RD, DA, IS, I&IM, D, O
- Initial Assessment
- Categorization - Professional Conduct Team
- Criminal & Employment investigation (how/when)
- Restricted duties, suspension stand down
- Drafting Allegations - disclosure
- Investigation - Initial steps
- Investigation & Investigation meeting
- Making decisions
9, Outcomes
What are the 5 considerations when doing an initial assessment for a potential disciplinary matter (5)
Clue: S. S. B. IC. NS
. Any SUBSTANCE/need more information
. SPEAK/notify employee?
. BREACH? (CoC, policy employment agreement)
. What INFO available for CONSIDERATIONS?
. appropriate NEXT STEPS?
When ‘Categorizing” a disciplinary matter, what 4 types of matters are considered?
Clue: 1. Internally Identified C.I.TM
- Internally Identified
- Complaints causing concern
- IPCA s 13 (Notifiable incidents)
- Significant TRAFFIC MATTERS
DISCIPLINARY PROCESS (DP)
What are the 4 possible outcomes of the “Categorization” part of the process
Clue: N , PM , EI , CI`
. NFA
. Performance Management
. Employment Investigation
. Criminal Investigation
(DP) When a matter leads to both an employment investigation and a criminal investigation, when can employment investigation begin?
When aspects of the employment investigation which do not raise issues of ‘SELF INCRIMINATION’ may proceed where possible.
(DP) What 4 risks need to be considered when considering to impose restricted duties or suspend or stand down an employee during an investigations?
Clue: H.I.I.G
- Health and Safety Risk
- Interfere with investigation risk
- Interfere with normal police operations/police routine
- Gravity of alleged conduct (Public Interest)
What is the difference between an employment investigation and a criminal investigation when it comes to:
. participation by employee
. disclosure to employee
. time to consider before commenting
. what standard of proof test
Employment Investigation:
- expectation to participate in good faith
- relevant info to be disclosed
- allow time before commenting
- balance of probability
Criminal Investigation
- no requirement to participate
- don’t necessarily disclose info
- don’t need to give time to comment
- beyond reasonable doubt
Before an investigation meeting with an employee what 4 things should you ensure about the employee?
Clue: N.A.C.R
- sufficient NOTICE
- AWARE of allegations and concerns
- COPIES of relevant info
- REPRESENTATION / support
(DP) Making the decision: after an investigation who can make the decision to:
- Give Disciplinary Warning
- Dismissal
Warning: DC or NM (may delegate to Inspector or =)
Dismissal: DC OR GM, Training NM Comms, Assist Commissioner or above
(all in consultation with HR.)
