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INSP CPK 21 > Staff Management 2 > Flashcards

Staff Management 2 Flashcards

1
Q

What has replaced “speak up”

A

Kia Tu

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2
Q

What is the purpose of Kia tu

A

Prevent/resolve harmful behaviour at work,

such as bullying, harassment, discrimination, sexual harassment and racial harassment

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3
Q

The responsibilities of our people leaders are to

A 
Monitor work environments 
Address concerns 
Promote culture
Report unacceptable behaviour. 
Ensure teams aware of processes
Ensure support 
Adjust reporting lines if needed
Assign responsibility if conflict of interest 
Provide support
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4
Q

How can employee report/address concerns

A 
Address them selves
Raise with manager
Report via Kia Tu portal ( phone or online)
Go direct to PPCM
Area/district commander 
National manager 
IPCA
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5
Q

Protected disclosure: Employee are immune from civil, criminal or disciplinary proceedings relating to disclosure. What are the 3 reasons identify may be released

A

1 Employee consents
2 essential for investigation
3 to comply with natural justice

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6
Q

Code of conduct. It is a requirement For employees to notify supervisor if they are subject to what

A 
Charges
Drink drive infringement
Suspended driver 
Infringement over 40km
Protection order respondent
Charge or infringement that could lead to D/L suspension
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7
Q

Independent police conduct authority 1988.
Section 12 function of authority (IPCA)
Receive complaints of

A 
misconduct 
Neglect of duty 
Concern police practice/ policy procedures
Investigate 
Take action

Receive complaints before and after 1989

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8
Q

IPCA not authorised to investigate matters relating to

A

Terms conditions of service

Of any police employee

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9
Q

IPCA 1988 section 13. Commissioner must notify authority of what incidents

A

Incidents involving death or serious bodily harm or hospitalised as a result of police action

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10
Q

IPCA 1988 section 13. What is serious bodily harm

A 
Fracture
Deep laceration 
Injury to internal organ
Impairment of bodily function
Blow to head 
Concussion
Injury/admission to hospital 
Allegation of sexual assault
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11
Q

When should commissioner give to IPCA written notice setting out particulars of an incident resulting in death or serious bodily harm

A

When employee acting in the execution of duty causes or appears to cause death or serious bodily harm to any person

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12
Q

IPCA section 15. Duty of commissioner to notify. when must notification be given

A

No later than 5 working days after receipt of complaint

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13
Q

IPCA 1988 . Section 20 duty of commissioner to report to authority police investigation of a complaint. What is the time frame for this

A

No later than two months after completion of complaint
Must inform when
Complaint upheld- action taken or proposed
Complaint settled via conciliation

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14
Q

IPCA section 20. What should the commissioner supply to IPCA

A

1 Material to enable them to assess the police investigation
2 commissioner may consult with IPCA for action on complaint before reporting to authority.

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15
Q

Police investigation and complaints

Key principles underpinning police complaint process what are they

A

Investigation conducted fair, timely, effective manner
Ensure all steps taken to investigate
Investigated, good practice, without bias, or conflict of interest
Rights explained and informed of allegations
Right to respond

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16
Q

IPCA categorisation what are categories

A. B. C. D

A

A is serious complaint. Authority may conduct own investigation

B is serious/ significant police investigation. Authority full review

C is authority considers matter capable of resolution. Police investigate

D. Is minor matter. No need for authority involvement

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17
Q

When may commissioner notify authority of matter involving criminal offending serious misconduct

A

When matter significant public interest that puts reputation of police at risk
Ie non injury pursuit with significant damage
Self harm in cell block
Use of force likely to put reputation at risk

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18
Q

What should the initial action be when Taking a police complaint

A

Treat with courtesy, respect, compassion
Receive and action complaint properly
Advice then of procedures for action of complaint

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19
Q

If employee is subject to a complaint and only person at the station what should they do

A

Submit brief report to DPCM
DC - National manager

Who will arrange for independent person to take complaint

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20
Q

Districts notify complaints to the director of PPC at PNHQ who in turn notify the authority. What must District not do

A

Do not notify Authority directly go to the Director PPC

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21
Q

What is a expression of dissatisfaction

A

Sirens at night
Trainee police drivers driving around streets
Complaint re not seeing police on the beat

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22
Q

Who is responsible for the oversight of investigations in to complaints about conduct of police

A

The director PPC. Section 13 of IPCA act 1988 require police notify death serious bodily harm

23
Q

Minor complaints about police can generally be actioned by managers with over sight by who

A

The district prof conduct manager or HR advisor.

24
Q

Police investigations into all complaints are subject to over site by who

A

IPCA

25
Q

If you as a police employee receive a complaint what must you do

A

Report to supervisor who will
Issue instructions
Refer file to district prof conduct who will inform director PPC

26
Q

Police complaint and investigation updates

District commander must update director PPC how often

A

Monthly

27
Q

Investigation police complaint
With Matters of significance which are subject to commissioners notification how often must the District PCM update national manager

A

Weekly

Update must include status and developments and timeline of tasks outstanding

28
Q

Early intervention there are four phases what are these

A

Identification
Analysis
Engagement/ intervention
Feedback and follow up

29
Q

What best describes early intervention

A

Preventive in nature, aimed at engaging employees in remedial and supportive manner

30
Q

How can early intervention be implemented

A

Self referral
Peers
Supervisor
Early intervention database

31
Q

Four phases of early intervention

A

Identification
Analysis
engagement/intervention
Feedback and follow up

32
Q

Early intervention data can not be disclosed unless

A

Prevent or lesson serious threat to public
Health and safety to life health of person
Law avoid prejudice
Part of court process

33
Q

When is early intervention not suitable

A

Criminal
Disciplinary
Performance issues

34
Q

What is a conflict of interest

A

A conflict of interest means a conflict between a public duty and private and/or personal interest

35
Q

What are the four definitions of conflict of interest

Clue think others

A

Actual
Perceived
Potential
Other interests

36
Q

Internal investigation it is essential that these are independent. All investigators assigned to cat A and B must complete what document

A

Independence of investigation conflict of interest declaration form

37
Q

For IPCA investigation C and D when must the independence of investigation conflict of interest declaration form be completed

A

If a actual, perceived or potential conflict of interest exists

38
Q

Providing written character references. Police employee may only do what

A

Provide written reference as private individual only and should not sign off using their police job titles or use police letterhead.

39
Q

For spouses who work in the same group, service centre or area/ district what can be used

A

Conflict of interest management plan

40
Q

What strategies can we use to manage risk around conflict of interest

A 
Note conflict only if no bias 
Obtain agreement 
Impose oversight 
Assign work to another employee 
Assign work out of district/group 
Employee step back from role causing conflict 
Assess conflict high - low 
Support staff when arises 
Monitor
41
Q

Professional boundaries steps to keep yourself and others safe

A 
Take responsibility for Maintaining prof boundaries 
Document contact in nia
Involve support person
Keep supervisor informed 
Consider the cultural values 
Raise concerns with colleague 
Develop a plan of contact
42
Q

What is trauma

A

Distressing Event or experience that can have an impact on your ability to cope and function

43
Q

Trauma what support is provide

A

1 initial assessment by wellness advisor

Referrals to psychologists mandatory following
critical incident
Exceptional circumstances

44
Q

Psychologist appointment will not occur earlier than 72 hours and second appointment should occur

A

10 days post incident

45
Q

Who must take lead role around initiating and managing the rehab of employee following work absence

A

Supervisor

46
Q

Medical certificate must be provided for all ACC absences when must a new medical certificate be submitted

A

Before end of employee previous Med cert

47
Q

If work injury a incident report must be completed in what time frame

A

48 hours

48
Q

What is a work related injury

A

Accident or events at work
Gradual disease or infection
Hearing loss
Mental injury

49
Q

Who is covered for work injury claim

A

Permanent employees
Fixed term
Casual employees

50
Q

Return to work process

first five days

Manager must

A

Inform wfm
If work related. Incident report within 48 hours
Contact employee within 2 day
Obtain med cert of over 5 days
Complete leave request and attach med cert
Organise light duties if clear for return to work

51
Q

Return to work process

Ten days plus

A

Med Certs to H and safety advisor and acc payroll

Arrange meeting to develop return to work plan
May include Gb. A&S. advisor and RTW advisor.

Weekly contact- support

Forward and signed return to work plan to H&S advisor or RTW advisor.

52
Q

Return to work

Obligations

A

Complete and submit managers weekly rehab monitoring for GB case manager injuries

53
Q

On receipt of personal grievance what must HR do

A

Send copy to employment relations at PNHQ

INSP CPK 21 (12 decks)

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