STAFF MANAGEMENT Flashcards
Staff Management
Code of Conduct
What is the SELF test ?
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
Staff Management
Code of Conduct
In considering breaches of the code, the factors we consider in our investigation are… ?
- 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
Staff Management
Code of Conduct
What is serious misconduct ?
- 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
Staff Management
Performance Management
Is Performance Management a “disciplinary process” ?
NO …
That only occurs if Staff member has been unwilling, unable to satisfactorily improve following a PIP
Staff Management
Performance Management
Explain the steps for managing performance ?
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)
Staff Management - Performance Management
Disciplinary Process - Non Performance.
When an invite is arranged for a disciplinary meeting, who should be involved at this stage ?
The EPM must be involved
Staff Management - Performance Management
Disciplinary Process - Non Performance.
What is the purpose of the disciplinary process ?
To ensure breaches of Our Code are managed and dealt with fairly and in good faith with view to improving conduct.
Staff Management - Performance Management
Disciplinary Process - Non Performance.
Police, it’s employees and representatives must engage with “good faith”… what are these obligations?
- Engage openly, honestly and respectfully
- Responsive and communicative
- Active and constructive in maintaining productive employment relationship
Staff Management - Performance Management
Disciplinary Process - Guidelines
What is the purpose of an employment investigation ?
To establish what conduct has occurred and whether conduct is misconduct and seriousness of it
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
*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
Staff Management - Performance Management
Disciplinary Process - Guidelines.
If an employment matter is “confidential”, has a disciplinary process been commenced ?
NO, it’s handled sensitively and kept need to know basis
Staff Management - Performance Management
Disciplinary Process - Categorisation
Who categorises complaints ?
Generally between Manager and HR
If complex or serious, may include ER for guidance and if Criminal PPS
Staff Management - Performance Management
Disciplinary Process - Categorisation
What types of things are not categorised ?
- Poor performance
* One off low level misconduct or mistakes (can be dealt with by the manager)
Staff Management - Performance Management
Disciplinary Process - Categorisation
What types of possible outcomes are there from Code breaches ?
- NFA
- Performance Management
- Employment Investigation
- Criminal Investigation
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 ?
NO - and this is regardless of the criminal justice outcome
Staff Management - FEO
Who can work FEO
Any police employee
Staff Management
Why is FEO important
Working flexibly has a positive effect onward resulting in higher levels of engagement
Staff Management - FEO
What are the 4 main benefits of being able to work flexibly
- Enabling high performance
- Attracting and retaining top talent
- Accessing a broader talent pool
- Increased productivity
Staff management -FEO
What are the 4 main working arrangements/options available
- Working from home/alternative location
- Flexi time (set number hrs per week)
- Part time
- Condensed hrs (full time but shorter weeks)
Staf Management -FEO
How does a supervisor lead FEO in Police
- Team discussions (include in culture sessions/monthly chats)
- On the agenda (at leadership discussions)
- Educate others
- Advocate
- Challenge negativity toward it
- Role model
Staff management - FEO
How long do you have to consider/respond to an application?
1 month
Staff Management - FEO
Who can decline an application?
District Commander or National Manager
Managers can recommend that an application is not supported
Staff Management
Early Intervention Policy
What are the 4 phases of early Intervention?
Identification
Analysis
Engagement / Interview
Feedback / follow up
Staff Management
Speak up
What are the three tiers to support you through your situation? (basic reporting)
Your supervisor
Proactive management
Active Intervention
