Staff Management Flashcards
Employment Relations Act 2000 (section 4)
What is the overall theme of this section
Parties to employment relationship to deal with each other in good faith
NZ Police Code of Conduct
Who and when does it apply to
Anyone who is employed or engaged by New Zealand Police
Also applies to what we do outside of working hours
How can we be sure our conduct complies with the code and policies?
The SELF test
In considering if a behaviour or decision is a breach of this Code and how serious it is, the factors that may be considered are:
- Intent – did you knowingly make decisions or act out of line with this Code, Our Values and policies?
- Your position, duties and responsibilities
- Your ability to fulfil your duties and responsibilities
- The impact on the organisation and relationships
- Impact on the trust and confidence Police has in you
- How similar behaviour has been treated in the past
What is misconduct?
Behaviour or actions that breach this Code of Conduct or other Police policies
What is serious misconduct?
Behaviour or actions that breach this Code of Conduct or other Police policies and employment agreements and seriously undermine or damage the trust and confidence Police has in you
In the performance improvement guidelines what are the stages?
Targeted Performance Conversations - outside of normal scheduled conversations
Performance Improvement Plan (PIP)
What is the manager responsible for at the PIP meeting?
- Defining the performance issues
- Letting the employee know that they risk jeopardising their continued employment if their performance does not improve
- Allowing the employee opportunity to provide an explanation or reason for their performance not meeting the required standard
What is contained within a PIP
- Outline improvement actions that are relevant and timely
- Clearly document when the actions will take place, who will support it and what the desired outcomes are
- Allow sufficient time and opportunity for the employee to improve their performance
- State when progress will be reviewed
What are the employee responsibilities of a PIP
Actively engage in the performance improvement process
Work to improve their performance within the agreed timeframe
Engage in regular performance conversations in line with the PHPF schedule
What are the Manager responsibilities of a PIP
Evaluate the employee’s progress
Enable the employee to action the required activities, such as providing training or organising a buddy
Engage in regular performance conversations in line with the PHPF schedule
Where conditions of PIP not met what processes are available
- Formal verbal warning (also recorded in writing)
- Formal written warning
- Final written warning
- Dismissal
Describe the stages of the Disciplinary Process
Initial Assessment Categorisation Criminal and Employment investigations Restricted Duties, Suspension and Stand Down Drafting Allegations Investigation – Initial steps Investigation and Investigation Meeting Making the decision Outcomes
What types of matters are considered at a categorisation meeting
- Internally identified matters that may involve a breach of Our Code or criminal offending
- Complaints that we have concerns about
- Notifiable incidents under section 13 of the Independent Police Conduct Authority Act or under the memorandum of understanding between Police and the IPCA.
- Significant Traffic matters
What is not considered at a categorisation meeting
- Poor performance
* One off low level misconduct or mistakes that can be dealt with by the manager
Types of possible outcomes at a categorisation meeting
- No further action
- Performance management
- Employment investigation
- Criminal investigation