Staff Management

Question 1

Who does the Police code of conduct apply to?

Answer 1

Everyone
sworn, non sworn, permanent, temp, casual, contractors, consultants

Inside and outside of the workplace

Question 2

If we have a potential conflict of interest, what should we do?

Answer 2

Raise it with our manager at the first opportunity

Question 3

What is the “purpose” of NZ Police?

Answer 3

Ensure everyone can be safe and feel safe

Question 4

If we are unsure if specific information is confidential or sensitive, what should we do?

Answer 4

See advice from our manager

Question 5

On our coat of arms, we identify with Maori. Why?

Answer 5

Recognises the special relationship with Iwi.
Commitment to Māori and the treaty is one of our values

Question 6

In what instances should you advise your manager?

Answer 6

Any charges bought against you
Becoming a respondent of a PO
Infringement for EBA or drug impaired driving
Suspension of driver license
speeding in excess of 40ks
charge or infringement that could lead to suspension or partial suspension of license

Question 7

What consideration will be given if you breach Police’s Code of Conduct?

Answer 7

How any harm caused by your breach can be restored

Question 8

Misconduct and serious misconduct apply to behaviour at work or outside of work?

Answer 8

Both

Question 9

In considering if a behaviour is a breach of Polices code of conduct, what factors will be considered?

Answer 9

Nature & circumstances
Intent
Position, duties & responsibilities
Ability to fulfil your duties & relationships
Impact on trust & confidence Police has in you
How similar behaviours has been treated in the past

Question 10

What does PIP stand for?

Answer 10

Performance Improvement Plan

Question 11

What are SPTs about?

Answer 11

They are agreements on the outcomes required from each position in the organization

Question 12

If an employee is not preforming to the required standard, they may need to engage in additional performance conversations outside their regular PHPF.

What is the first course of action?

Answer 12

A two-way conversation in which the manager defines & discusses the area for performance improvement

*Managers are encouraged to consult with HR

Question 13

What is the goal of a two-way performance conversation?

Answer 13

To agree on what the employee will do to improve their performance

How the manager can support the employee

Discuss and provide any other support that may be required

Question 14

If a PIP is required, who else should be informed?

Answer 14

Employee
HR
Director/District Commander

Question 15

What is the value of a PIP?

Answer 15

Provides the employee and the Manager a structured plan of actions over an AGREED timeframe

Question 16

What is the first step with initiating a PIP?

Answer 16

Set a time for a formal conversation

The meeting should be initiated through a conversation, then followed up in writing stating:

Areas of improvement, setting out performance concerns & deficiencies

Propose the implementation of a PIP

Invites employee to bring a support person

Question 17

Step 2 of a PIP
Meeting with the employee to discuss the items stated on your email

Answer 17

Allow the employee an opportunity to provide an explanation

Highlight a PIP is to help achieve improvement

Inform consequences

Identify resources

Confirm next steps

Record meeting outcomes

Question 18

After an initial PIP meeting, can you decide a formal PIP is not required?

Answer 18

Yes, however this must also be communicated to the employee in writing

Question 19

Step 3 of a PIP
Finalise the PIP

Answer 19

Set a time to finalise the PIP by

Defined what success looks like

Specifying improvement actions that are clear, relevant & timely

State when progress will be reviewed and by whom

Advise options if performance does not meet the standard

Keep a copy of the PIP and a copy for the employee

Question 20

If you put an employee on a PIP, how often should you provide feedback

Answer 20

Ongoing feedback is essential for success