Staff Management Flashcards
Who does the Code of Conduct (CoC) apply to?
Everyone employed or engaged by NZP
Does it apply outside working hours?
Yes
When does it apply?
When our actions bring NZP into disrepute or Damage Trust and Confidence
Can you post on social media material with police content?
Yes - as long as it does not bring police into disrepute
Describe “Conflict of Interest”
Where our personal or professional interests conflict with our position, obligations or responsibilities
What is considered if a breach of CoC is reported?
Nature/Circumstances Intent (knowingly etc) Position/Duties Ability to fulfil duties at the time Impact on organisation and relationships Impact on trust & confidence Police has on you Past Outcomes for similar behaviour
What is misconduct?
A breach of CoC or policy
What is serious misconduct
Breaching CoC or policy or employment agreements that seriously undermine or damage trust and confidence. “It is behaviour or actions that may justify dismissal”
Who can work FEO?
Any employee can apply
What are the benefits of FEO?
Enabling high performance Attracting top talent Accessing broader talent pool Increased productivity
How do I lead FEO in police?
Advocate Challenge Role Model Educate (ACRE)
The ERA has a timeframe for responding to FEO requests. What is it?
One month
Who can decline an FEO request?
District Commander or National Manager
Is performance management a disciplinary process?
No
When should performance issues be addressed?
ASAP after it is identified
There are four steps in the performance management process. What is the first step?
Informal meeting
What is the objective of informal discussion?
Identify underlying causes Encourage dialogue
What is your role in an informal discussion?
Encourage and support
How should an informal discussion take place?
In private Informal two way Listen Careful it doesn’t turn into disciplinary (may unintentionally deny rights ie support person) In Solution mode - reach agreement send letter recording discussion Follow up meeting. Consider welfare
What are the four steps in performance management?
Informal meeting Performance Meeting Implement Performance improvement plan (PiP) Completion of PiP
Prior to the performance meeting what should you do?
Identify minimum standard required and how falls short Invite Create Performance Management file Discuss remedies with HRM Write a checklist of issues to be addressed Ascertain contacts for support
What should the PiP explain?
Requirements Expectations (of both parties)
List the requirements of a PiP
List performance to be improved Examples (Evidence) Minimum standard required Reference to CoC, position descriptions. Measurable timeframes for improvement. What Police will provide (support, resources) Feedback (how and when will occur) Review periods Dates for progress meetings Start dates Consequences Signatures
List the four responsibilities once PiP implemented
Assistance provided Diary progress notes Monitor progress If new issues arise, a new PiP is required.
What should happen at the completion of the PiP?
Inform End date confirmed in writing Copy on employees file
What happens if the PiP is not achieved?
Consider revising PIP. But some circumstances require progressive disciplinary process. Ensure HRA or ER involved
What does the the new piloted disciplinary process aim to embed
A trusted disciplinary process Approach that is fair and consistent
What is the purpose of the disciplinary process?
ensure breaches of CoC dealt with fairly and in good faith to improve conduct