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Seniors CPK - 2020/2021 > 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 in our investigation 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 an 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.

Police, it’s employees and representatives must engage with “good faith”… what are these obligations?

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 - FEO

Who can work FEO

A

Any police employee

17
Q

Staff Management

Why is FEO important

A

Working flexibly has a positive effect onward resulting in higher levels of engagement

18
Q

Staff Management - FEO

What are the 4 main benefits of being able to work flexibly

A
  • Enabling high performance
  • Attracting and retaining top talent
  • Accessing a broader talent pool
  • Increased productivity
19
Q

Staff management -FEO

What are the 4 main working arrangements/options available

A
  • Working from home/alternative location
  • Flexi time (set number hrs per week)
  • Part time
  • Condensed hrs (full time but shorter weeks)
20
Q

Staf Management -FEO

How does a supervisor lead FEO in Police

A
  • Team discussions (include in culture sessions/monthly chats)
  • On the agenda (at leadership discussions)
  • Educate others
  • Advocate
  • Challenge negativity toward it
  • Role model
21
Q

Staff management - FEO

How long do you have to consider/respond to an application?

A

1 month

22
Q

Staff Management - FEO

Who can decline an application?

A

District Commander or National Manager

Managers can recommend that an application is not supported

23
Q

Staff Management
Early Intervention Policy

What are the 4 phases of early Intervention?

A

Identification
Analysis
Engagement / Interview
Feedback / follow up

24
Q

Staff Management
Speak up

What are the three tiers to support you through your situation? (basic reporting)

A

Your supervisor

Proactive management

Active Intervention

25
Q

Staff Management

Define Discrimination

A

is. .. directly/indirectly, sex, marital status, religion, belief, colour, disability, age, employment, family status or sexual orientation….
- refusing employment conditions available to others
- dismissing or subjecting to detriment
- retiring or causing to retire/resign

26
Q

Staff Management - harassment

Define Harassment

A

Directing unwanted behaviour that is not legitimate

Unwelcome, intimidating, threatening and either repeated or significant.

27
Q

Staff Management - harassment

What is not harrassment?

A
  • Issuing reasonable instructions
  • Warning or diciplining person
  • Requiring reasonable standard of performance
  • Legitimate criticism about performance
  • parental leave provisions
28
Q

Staff management - harassment

Define Racial harassment

A

Directly or indirectly
hostility against race, colour, ethnic or national origin
Hurtful, repeated or significant

29
Q

Staff Management harassment

Define sexual harassment

A

when someone makes a request or suggestion for intercourse, contact or implied sexual activity with a promise for preferential treatment or threat of detrimental treatment

or significant unwelcome behaviour

30
Q

Staff Management - harassment

Define Serious Allegations

A

A serious allegation that presents serious risk or emotional harm. May amount to serious misconduct if proved

31
Q

What are the three steps in the disciplinary process

A

Initial assessment
Categorisation
Inclusion of the member

32
Q

When a performance meeting follows an un-successful informal meeting, what are the steps required before a performance meeting

A

Identify minimum standards

Send letter of invitation

Discuss with HRM and consider possible remedy

Draw up checklist of items to discuss

If further support required obtain names/contacts

33
Q

What are the 5 steps to a performance meeting

A

Introduction

Provide information

Give opportunity for response

Problem solving

Record keeping

Seniors CPK - 2020/2021 (20 decks)

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