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Seniors CPK > Staff Management > Flashcards

Staff Management Flashcards

1
Q

Staff Management
Code of Conduct

What is the SELF test ?

A

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

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2
Q

Staff Management
Code of Conduct

In considering breaches of the code, the factors we consider are … ?

A
  • 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
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3
Q

Staff Management
Code of Conduct

What is serious misconduct ?

A
  • 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
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4
Q

Staff Management
Performance Management

Is Performance Management a “disciplinary process” ?

A

NO …

That only occurs if Staff member has been unwilling, unable to satisfactorily improve following a PIP

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5
Q

Staff Management
Performance Management

Explain the steps for managing performance ?

A

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)

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6
Q

Staff Management - Performance Management
Disciplinary Process - Non Performance.

When a invite is arranged for a disciplinary meeting, who should be involved at this stage ?

A

The EPM must be involved

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7
Q

Staff Management - Performance Management
Disciplinary Process - Non Performance.

What is the purpose of the disciplinary process ?

A

To ensure breaches of Our Code are managed and dealt with fairly and in good faith with view to improving conduct.

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8
Q

Staff Management - Performance Management
Disciplinary Process - Non Performance.

Good Faith - Police, it’s employees and representatives must …?

A
  • Engage openly, honestly and respectfully
  • Responsive and communicative
  • Active and constructive in maintaining productive employment relationship
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9
Q

Staff Management - Performance Management
Disciplinary Process - Guidelines

What is the purpose of an employment investigation ?

A

To establish what conduct has occurred and whether conduct is misconduct and seriousness of it

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10
Q

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
A

*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

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11
Q

Staff Management - Performance Management
Disciplinary Process - Guidelines.

If an employment matter is “confidential”, has a disciplinary process been commenced ?

A

NO, it’s handled sensitively and kept need to know basis

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12
Q

Staff Management - Performance Management
Disciplinary Process - Categorisation

Who categorises complaints ?

A

Generally between Manager and HR

If complex or serious, may include ER for guidance and if Criminal PPS

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13
Q

Staff Management - Performance Management
Disciplinary Process - Categorisation

What types of things are not categorised ?

A
  • Poor performance

* One off low level misconduct or mistakes (can be dealt with by the manager)

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14
Q

Staff Management - Performance Management
Disciplinary Process - Categorisation

What types of possible outcomes are there from Code breaches ?

A
  • NFA
  • Performance Management
  • Employment Investigation
  • Criminal Investigation
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15
Q

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 ?

A

NO - and this is regardless of the criminal justice outcome

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16
Q

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 ?

A

Human Resources

17
Q

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 … ?

A

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
18
Q

Staff Management - Performance Management
Restricted Duties, Suspension and Stand Down

What options do Police have with employees to mitigate risks in the workplace … ?

A

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

19
Q

Staff Management - Performance Management
Restricted Duties, Suspension and Stand Down

Suspension will be on full pay unless … what ?

A
  • 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
20
Q

Staff Management - Performance Management
Restricted Duties, Suspension and Stand Down

During RD or Suspension, employees may be subject to what sort of conditions ?

A
  • 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
21
Q

Staff Management - Performance Management
Restricted Duties, Suspension and Stand Down

What is the purpose of an investigation ?

A

To establish and consider facts of what happened and assess whether their actions were in Breach of Code, policies, employment agreement and Our Values

22
Q

Staff Management - Performance Management
Restricted Duties, Suspension and Stand Down

The investigation … Remember if the allegation is more serious .. what ?

A

The more sure the Police need to be of what has happened

23
Q

Staff Management - Performance Management
Restricted Duties, Suspension and Stand Down

What is the purpose of the Investigation meeting with the employee ?

A
  • Hear employees view and explanation on situation or conduct
  • Seek clarification or explore aspect of situation that’s not clear
24
Q

Staff Management - Performance Management
Restricted Duties, Suspension and Stand Down

What are the Two Stages to making a decision ?

A
  • Preliminary decision

* Final decision

25
Q

Staff Management - Performance Management
Restricted Duties, Suspension and Stand Down

What are the two types of disciplinary “outcomes” ?

A
  • Warning / Final warning

* Dismissal

26
Q

Staff Management - Performance Management
Restricted Duties, Suspension and Stand Down

If an employee is subject to a Summary Dismissal, are they required to work their notice period ?

A

NO

27
Q

Staff Management - Performance Management
Early Intervention Policy

What are the four phases to an Early Intervention ?

A
  • Identification
  • Analysis
  • Engagement and Intervention
  • Feedback and Follow Up

NOTE: This is NOT a disciplinary process.

28
Q

Staff Management - Performance Management
Early Intervention Policy

What is the objective of Early Intervention ?

A

To identify when personal issues may be impacting on work performance … to reduce risk of harm to themselves and others

29
Q

Staff Management - Performance Management
Early Intervention Guidelines

Is any information from the Early Intervention meetings held on a staff members personnel file ?

A

NO

30
Q

Staff Management - Performance Management
Early Intervention Guidelines

Information from EI meetings cannot be disclosed without the employees consent UNLESS you reasonably believe … what?

A
  • Is for purpose for which it was obtained or directly relates to one of these purposes
  • Necessary prevent threat to public health or safety or life or health of person
  • Avoid prejudice to maintenance of law
  • Part of any Court process
31
Q

Staff Management - Performance Management
Integrity reporting / Speaking Up

What does NOT apply under this policy when reporting inappropriate behaviour ?

A
  • Issues of your terms and conditions of employment
  • Personal grievances
  • Accusations known to be false
32
Q

Staff Management - Performance Management
Integrity reporting / Speaking Up

What are the three tiers of support that exist around Speak Up ?

A
  • Tier 1 = Core Supervisory Reponsibilities
  • Tier 2 = Proactive Management
  • Tier 3 = Active Intervention
33
Q

Staff Management - Performance Management
Integrity reporting / Speaking Up

Self reporting - What “km ph” do you need to be driving in excess of, where you MUST self report ?

A

40 km ph

34
Q

Staff Management - Performance Management
Discrimination and Harassment Policy

What is the purpose of this policy ?

A
  • Promote fair treatment and timely resolution
  • Provide procedure to effectively deal with D and H, and promote obligations under:
  • Human Rights Act
  • H and S Act
  • Employment Relations Act

NOTE: This replaces Sexual Harassment Policy

35
Q

Staff Management - Performance Management
Discrimination and Harassment Policy

What is Discrimination ?

A

On the following basis (directly or indirectly):

  • sex
  • marital status
  • religious or ethical belief
  • colour, race, ethnic
  • disability
  • age
  • political opinion
  • employment status
  • family status
  • sexual orientation
  • involvement in unions etc
36
Q

Staff Management - Performance Management
Discrimination and Harassment Policy

What is NOT Harassment ?

A
  • Issuing reasonable instructions
  • Warning or disciplining after fair process
  • requiring reasonable standards of performance (quality, style and team co-operation)
  • legitimate criticisms about performance
  • affirmative action policies
  • parental leave provisions
  • reasonable accommodation and aids for staff with disabilities
37
Q

Staff Management - Performance Management
Discrimination and Harassment Policy

What are the Employers Statutory Responsibilities under this policy ?

A
  • Take practical steps to provide safe working environment
  • Principle of Natural justice, including thorough and fair investigation
  • Decisions based on what fair and reasonable employer would do

Seniors CPK (18 decks)

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