Staff Management Flashcards
Code of conduct, who does it apply to?
The code applies to anyone whois employed or engaged by NZ Police, regardless of the position or rank. This includes employees who are permanently, temporary or casual, contractors and consultants, volunteers and any other groups or individuals we have advised this code applies to.
What is considered re breach of code decisions?
Nature and circumstances Intent Position, responsibilities, duties Ability to fulfil impact on organisation or relationships Impact on trust and confidence How similar behaviour has been treated in the past
What is misconduct?
Behaviours or actions that breach the code or other police policies,
Breaching police policy Treating a person harshly Abusive offensive language Misuse of police internet, emails Unauthorised use of databases Absent from work without proper reason Failure to declare conflict of interest Misuse of police Not complying with lawful and reasonable instruction Bringing Police into disrepute
Whats is serious misconduct?
Behaviours or actions that breach the code or other police policies, employment agreements and seriously undermine or damage trust and confidence.
Convicted/ guilty plea to offence Corruption Bullying or harassment Sexual misconduct Theft, dishonesty of any kind Unauthorised access, disclosure of any information NIA Repeated misconduct False declaration/ statment Excessive unjustified violence
Who can work FEO?
Any Police employee can apply to vary or alter hours, the executive have set the default setting as FEO to YES.
Benefits of working FEO?
Enabling high performance
Attracting and retaining top talent
Accessing a broader talent pool
Increased productivity
What is flexible working?
Working from home or an alternative location
Flexi-time
Part-time
Condensed hours
Who can decline FEO?
Only the DC or national manager
Performance management
Informal discussion
The performance meeting
PIP
PIP standard reached/ not reached referred disciplinary process with ERM.
Disciplinary process guidelines
All employees are expected to participate in good faith.
Initial assessment (appropriate manager with guidance from HR)
Categorisation (Matter referred to manager, HR rep and Professional conduct team
Criminal and employment investigations (consult ERM)
Restricted duties, suspension, stand down (HR advice)
Drafting allegations
Investigation- initial steps
Investigation and investigation meeting
Making the decision
Outcomes
HR and ER area available to support throughout.
Early intervention policy:
Supporting our employees facing professional and personal difficulties.
Early intervention is preventative in nature: What are the four phases?
Identification
Analysis
Engagement and intervention
Feedback and follow up
Early intervention applies to all employees
What is the District EI role?
Contact the employees supervisor to discuss
Main focus is to facilitate and support supervisors in conducting Early Intervention meetings with their employees.
Maintaining professional distance policy summary?
Be aware of the need to maintain a professional distance from those we deal with in our work.
Appropriately manage any personal relationships where a conflict of interest or imbalance or power arises, by declaring it to their supervisor, and
Avoid any such relationship that are unethical or inappropriate.
