Staff management Flashcards
Code of conduct – when does it apply
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
Our reputation
We act professionally exercise good judgement and are accountable for our behaviour
Our influence and conflicts of interest
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
Our safety
The work we do can be inherently risky regardless of our role we would have responsibility for promoting and maintaining a safe working environment
Our information
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
Our diversity
Place is strengthened by diversity are differences equip us to be more effective in our approach to policing across a wide range of communities
Our acceptance of others
Insure healthy work environment that does not tolerate discrimination harassment bullying victimisation or any other unacceptable or offensive behaviour
Our history
We wear Or identify within the New Zealand coat of arms which recognises the special relationship with you
What is misconduct
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
What is serious misconduct
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
Benefits of flexible working time
Enabling high-performance
Attracting and retaining top talent
Accessing a broader talent pool
Increased productivity
Leading a FEO in police
Talk about FEO with your team FE are on the agenda Educate advocate Challenge Role model
Manager responsibilities with FEO
Duty to consider any requests for FEO
Within one month of receiving
Who can decline an FEO application
Only the district Commander or national manager
Manager can approve or recommend that it is not supported
Performance management is about
Seeking improvement through dialogue and
Providing support
To enable the employee to perform satisfactory
It is not a disciplinary process
Disciplinary policy
Summary
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
Purpose of an employment investigation
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
Responding to unacceptable work place behaviour
Address at yourself
Address it with support
Address it with the manager
Report confidentially
Support services available to employees
Wellness advisors District early intervention leads Employee assistance program (EAP) Mate to mate Chaplaincy service
Return to work obligations light duties
Medical certificate
Return to work plan
Managers weekly rehab monitoring
Return to work obligations – full duties
Written medical clearance
Advise workforce management
Continue monitoring on return to full duties
