Staff Management Flashcards
What are the two types of no no behaviour under the Code of Conduct?
Misconduct and Serious Misconduct
Misconduct is behaviour or actions that breach the Code or other Police policies that may not justify dismissal
Serious Misconduct is behaviour or actions that breach the Code or other Police policies that seriously undermine the trust and confidence that Police have in you and may justify dismissal
What factors can be considered when deciding if a behaviour is misconduct or serious misconduct?
- Nature and circumstances
- Intent
- Position, duties, responsibility
- Your ability to fulfil your duties and responsibilities
- Impact on the trust and confidence Police has in you
- How similar behaviour has been treated in the past
What are the key points of the FEO policy?
- Flexibility by default
- Applications can only be declined by a District Commander or National Manager
- An application in MyPolice is the first course of action
What are some benefits of FEO?
- Enabling high performance
- Attracting and retaining top talent
- Accessing a broader talent pool
- Increased productivity
- Reduction in gender pay gap
What are some common FEO options?
- Working from home/alternate location
- Flexitime (varying hours eg around school holidays)
- Part time
- Condensed hours (eg 4 days a week, 10hr shifts)
- Flexible job share (2x persons making up one FTE total)
What are some manager responsibilities for FEO?
Must consider and respond to all requests for FEO within one month of receipt.
Need to work with the employee to make it work for both the employee and the organisation.
What are the key principles of enhancing employee performance?
- Resolving any barriers in the employees way
- Acknowledging good work that people generally do
- Informal people focussed conversations will generally resolve most issues
- Integrity is important, ensure that an employee maintains their mana
- Expected performance standards are managed through regular conversations
- Proactive management is essential
- Early interventions through management rather than discipline are preferred
What do we measure our performance against?
- SPTs
- Level purpose statement
- Values
- Code of Conduct
- Position description
What steps are there in performance management?
- Regular PHPF conversations
- Additional performance conversations outside of PHPF schedule (keep a written record)
- Interventions such as training, coaching, mentoring etc
- Formal intervention (PIP) (District Commander should be informed prior to proceeding)
What is a PIP?
Structured plan of actions over an agreed timeframe, aimed at recording and improving an employees performance
What are the six stages of a PIP?
1 - Initiate the PIP
2 - Meet with employee to formulate a PIP for future implementation
3 - Finalise the PIP
4 - First formal review of the PIP
5 - Confirmation of outcome
6 - Additional steps and final PIPs
How do you initiate a PIP (Step 1)
First through a conversation followed by a written invitation to a meeting including
- Identifying areas for improvement, outlining performance concerns
- Proposing the implementation of a PIP
- Inviting the employee to bring a support person and allow time to arrange this
HR Advisor can provide a template and guidance on the PIP
How do you formulate a PIP with an employee (Step 2)
- Meet with them, identifying performance issues and providing examples
- Allow the employee an opportunity to provide an explanation
- Let the employee know the purpose of the PIP and potential consequences if performance does not improve.
- Seek feedback from the employee regarding the PIP
- Identify any resources/support Police may provide to the employee
- Confirm next steps with employee
- Record meeting outcomes
You may determine at this step that a PIP is not required. This needs to be communicated in writing
How do you finalise the PIP (Step 3)
If determine that a PIP is needed
- Define what success looks like
- Ensure that improvement actions are clear, relevant and timely.
- State when progress will be reviewed and by whom
- Advise employee that if their performance does not meet the standard discussed in a reasonable timeframe it may impact on employment
- Keep a copy and provide employee with a copy
Can you raise new issues during a PIP?
No, only what was agreed to at the start
What is the First formal review meeting of a PIP (Step 4)
Measuring the employees performance vs PIP objectives to see if they’ve reached the standard or if PIP needs to continue. Because there’s been continuous communication there shouldn’t be any surprises. Should be getting employee feedback
Once a PIP has been completed what are the possible outcomes (Step 5)
- PIP has resulted in required improvements being met
- Some improvements achieved but required standard not reached
- No or insufficient improvements
What should you do if employee claims bullying/harassment during PIP process?
Seek assistance from HR, offer EAP support but do not discontinue PIP process
What are the additional steps that you can do following a PIP (Step 6)
- Repeat PIP if improvements are happening
- Proceed to final PIP
Should be advised via letter, may be a written warning letter or a final written warning letter must be provided at this stage. Must state what the continued ongoing issues are. If there is ongoing poor performance contact HR
Who is responsible of managing and resolving conduct related matters?
Te Ohu Manawanui/Employment Resolutions Team
What is the difference between anonymous and confidential notifiers in relation to conduct matters?
- Anonymous notifier’s identity is unknown to Police
- Confidential notifiers identity is known to Police however their identity is not disclosed. This is rare and ID will usually have to be disclosed
Consideration will need to be given as to whether any action can be taken if identity cannot be disclosed
What should you do if any conflict of interest is identified during a conduct related process?
Raise with Employment Resolutions Specialist ASAP
Who does correspondence go though if an employee chooses to be represented by Association or Employment Lawyer?
All correspondence through that representative unless otherwise agreed with employee
What are the key stages of the employment resolution and disciplinary process?
- Receive notification
- Perform initial assessment
- Perform a case assessment (If progressed to National Assessment Team)
- Recommend pathway
-Implement pathway - Close case
