Staff Management Flashcards
Staff Management
Code of Conduct
What is the SELF test ?
SCRUTINY = Would your decision or behaviour withstand scrutiny and be seen as appropriate by others
ENSURE COMPLIANCE = Does your decision or behaviour comply with the code and Police policy, GI’s and expectations
LAWFUL = Is your decision or behaviour lawful
FAIR = Is your decision or behaviour fair and reasonable
Staff Management
Code of Conduct
In considering breaches of the code, the factors we consider are … ?
- Nature and circumstances
- Intent
- Your position, duties and responsibilities
- Your ability to fulfil duties and responsibilities
- The impact on organisation and relationships
- Impact on Trust and Confidence Police has on you
- How similar behaviour treated in past
Staff Management
Code of Conduct
What is serious misconduct ?
- Convicted of offence
- Corruption - accept bribe, inducement or reward
- Bullying or Harassment
- Sexual Misconduct
- Theft / Dishonesty of any kind
- Unauthorised access, disclosure of info in NIA
- Repeated Misconduct
- Knowingly make false declaration or statement
- Excessive unjustified violence
Staff Management
Performance Management
Is Performance Management a “disciplinary process” ?
NO …
That only occurs if Staff member has been unwilling, unable to satisfactorily improve following a PIP
Staff Management
Performance Management
Explain the steps for managing performance ?
Step 1 - Informal discussion
Step 2 - The Performance Meeting
Step 3 - The Performance Improvement Plan (PIP)
Step 4 - Completion of the PIP (Required Standard reached)
Staff Management - Performance Management
Disciplinary Process - Non Performance.
When a invite is arranged for a disciplinary meeting, who should be involved at this stage ?
The EPM must be involved
Staff Management - Performance Management
Disciplinary Process - Non Performance.
What is the purpose of the disciplinary process ?
To ensure breaches of Our Code are managed and dealt with fairly and in good faith with view to improving conduct.
Staff Management - Performance Management
Disciplinary Process - Non Performance.
Good Faith - Police, it’s employees and representatives must …?
- Engage openly, honestly and respectfully
- Responsive and communicative
- Active and constructive in maintaining productive employment relationship
Staff Management - Performance Management
Disciplinary Process - Guidelines
What is the purpose of an employment investigation ?
To establish what conduct has occurred and whether conduct is misconduct and seriousness of it
Staff Management - Performance Management
Disciplinary Process - Guidelines.
Possible pathways to deal with breaches of the code …
* No conduct/performance issues
* Potential misconduct/serious misconduct
* Performance issue
*No conduct or performance issues
= NFA, But if employee aware of issue, notify in writing
*Misconduct/Serious Misconduct
= Refer to HR to determine next steps. If Criminal, work with PPS
*Performance issue
= Manager to manage and may seek HR advice
Staff Management - Performance Management
Disciplinary Process - Guidelines.
If an employment matter is “confidential”, has a disciplinary process been commenced ?
NO, it’s handled sensitively and kept need to know basis
Staff Management - Performance Management
Disciplinary Process - Categorisation
Who categorises complaints ?
Generally between Manager and HR
If complex or serious, may include ER for guidance and if Criminal PPS
Staff Management - Performance Management
Disciplinary Process - Categorisation
What types of things are not categorised ?
- Poor performance
- One off low level misconduct or mistakes (can be dealt with by the manager)
Staff Management - Performance Management
Disciplinary Process - Categorisation
What types of possible outcomes are there from Code breaches ?
- NFA
- Performance Management
- Employment Investigation
- Criminal Investigation
Staff Management - Performance Management
Disciplinary Process - Categorisation
Can an employment investigation that is NOT held in abeyance and is concluding before the criminal process be revisited ?
NO - and this is regardless of the criminal justice outcome
Staff Management - Performance Management
Restricted Duties, Suspension and Stand Down
Where should you seek advice before making decision to place employees on restricted or suspension ?
Human Resources
Staff Management - Performance Management
Restricted Duties, Suspension and Stand Down
This may be appropriate whilst employee under investigation to mitigate risks that may arise in workplace. These risks may include what … ?
RISK;
* H and S of employee
* Employee will interfere in investigation
* Employee will interfere with Operations or disrupt routines
* Nature/Gravity of conduct may prejudice public interest or damage reputation Police
Staff Management - Performance Management
Restricted Duties, Suspension and Stand Down
What options do Police have with employees to mitigate risks in the workplace … ?
Police may:
*1 Allow Employee remain in job with Supervision
*2 Restricted duties
*3 Suspend from duty
*4 Temporary stand down, while assessment made
2,3,4 = unless immediate need to remove, seek feedback from employee before making decision
Staff Management - Performance Management
Restricted Duties, Suspension and Stand Down
Suspension will be on full pay unless … what ?
- Employee on LWOP at time of suspension
- Employee refuses to engage in process or obstructs Investigation, and is given opportunity to make submissions on proposal
Staff Management - Performance Management
Restricted Duties, Suspension and Stand Down
During RD or Suspension, employees may be subject to what sort of conditions ?
- Hand in ID, no uniform, no police duties
- No promoting or apply for any jobs
- Training put on hold, if RD can apply to Dep. Chief Executive People to continue on framework
- No tertiary study assistance
- No secondary employment during police hours … required to make themselves available for meetings
Staff Management - Performance Management
Restricted Duties, Suspension and Stand Down
What is the purpose of an investigation ?
To establish and consider facts of what happened and assess whether their actions were in Breach of Code, policies, employment agreement and Our Values
Staff Management - Performance Management
Restricted Duties, Suspension and Stand Down
The investigation … Remember if the allegation is more serious .. what ?
The more sure the Police need to be of what has happened
Staff Management - Performance Management
Restricted Duties, Suspension and Stand Down
What is the purpose of the Investigation meeting with the employee ?
- Hear employees view and explanation on situation or conduct
- Seek clarification or explore aspect of situation that’s not clear
Staff Management - Performance Management
Restricted Duties, Suspension and Stand Down
What are the Two Stages to making a decision ?
- Preliminary decision
- Final decision
