Staff management Flashcards

1
Q

Code of conduct – when does it apply

A

Applies to anyone who is employed or engaged by New Zealand police regardless of position or rank

Applies outside of work hours where our actions may bring police into disrepute or damage trust and confidence

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2
Q

Our reputation

A

We act professionally exercise good judgement and are accountable for our behaviour

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3
Q

Our influence and conflicts of interest

A

A conflict-of-interest is a situation where our personal or professional interests may conflict with our position obligations or responsibilities as a police employee

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4
Q

Our safety

A

The work we do can be inherently risky regardless of our role we would have responsibility for promoting and maintaining a safe working environment

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5
Q

Our information

A

As please we are trusted by those we serve to be exemplary in our dealings with information we need to consistently practice good judgement and integrity when creating accessing modifying using securing and disclosing all information

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6
Q

Our diversity

A

Place is strengthened by diversity are differences equip us to be more effective in our approach to policing across a wide range of communities

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7
Q

Our acceptance of others

A

Insure healthy work environment that does not tolerate discrimination harassment bullying victimisation or any other unacceptable or offensive behaviour

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8
Q

Our history

A

We wear Or identify within the New Zealand coat of arms which recognises the special relationship with you

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9
Q

What is misconduct

A

while misconduct may not justify dismissal it may result in formal disciplinary action

This is behaviour or actions that breach this code of conduct or other police policies

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10
Q

What is serious misconduct

A

it is behaviour or actions that may justify dismissal

This is behaviour or actions that breach this code of conduct or other pot place policies and employment agreements and seriously undermines all damages the trust and confidence please has a new calling in to question at the employment relationship can continue

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11
Q

Benefits of flexible working time

A

Enabling high-performance
Attracting and retaining top talent
Accessing a broader talent pool
Increased productivity

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12
Q

Leading a FEO in police

A
Talk about FEO with your team
FE are on the agenda
Educate 
advocate
Challenge
Role model
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13
Q

Manager responsibilities with FEO

A

Duty to consider any requests for FEO

Within one month of receiving

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14
Q

Who can decline an FEO application

A

Only the district Commander or national manager

Manager can approve or recommend that it is not supported

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15
Q

Performance management is about

A

Seeking improvement through dialogue and
Providing support
To enable the employee to perform satisfactory

It is not a disciplinary process

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16
Q

Disciplinary policy

Summary

A

Used to determine whether alleged breaches of our code and/or policies are substantiated and if so what the appropriate outcome is
Underpinned by the employment principles of good faith

17
Q

Purpose of an employment investigation

A

To establish and consider the facts of what happened
And
To assess whether the employees actions have been in breach of our code please policies or employment agreements and our values

18
Q

Responding to unacceptable work place behaviour

A

Address at yourself
Address it with support
Address it with the manager
Report confidentially

19
Q

Support services available to employees

A
Wellness advisors
District early intervention leads
Employee assistance program (EAP)
Mate to mate
Chaplaincy service
20
Q

Return to work obligations light duties

A

Medical certificate
Return to work plan
Managers weekly rehab monitoring

21
Q

Return to work obligations – full duties

A

Written medical clearance
Advise workforce management
Continue monitoring on return to full duties