Staff Management #Integrity Reporting and Speaking Up Flashcards
How should what appears to be inappropriate behaviour by Police employees be dealt with to maintain a corruption resistant culture and promote ethical and professional policing: #4 actions
- challenged
- reported
- investigated, and
- appropriately dealt with
What does inappropriate behaviour include? #clue 4 examples
- Unethical behaviour
- Behaviour which may be a breach of the Code of Conduct
- Serious wrongdoing
- Harassment, bullying and discrimination
Inappropriate behaviour does not include
- Terms and conditions of employment
- Personal grievances
- Accusations that you know to be false
What are the three tiers of support ensure that Police support you appropriately in different situations
Tier one – Core supervisory responsibilities
Tier two – Proactive management
Tier three – Active intervention
If you are the subject of any of the matters detailed below, you must as soon as possible after becoming aware, notify your supervisor in writing of the brief details and circumstances of:
- any charge(s) you are to face in court
- any infringement for driving with an excess breath or blood alcohol concentration
- any suspension of your drivers licence
- any speeding notice at a speed in excess of 40km/hr above the limit
- becoming a respondent of a protection order
- any charge or infringement that could lead to suspension or partial suspension of your drivers licence
Upon receipt of a self report as a supervisor you should
Forward the report through the line supervisory levels to the District Professional Conduct Manager or, in the case of a Police Service Centre, to the Police Professional Conduct Group at PNHQ.
What are the four phases to Early Intervention
− Identification
− Analysis
− Engagement and Intervention
− Feedback and Follow Up
The District Lead and the supervisor cannot disclose personal information outside of the EI meeting without the employee’s consent unless they reasonably believe that disclosing the information
• Is for one of the purposes for which the information was obtained or is directly related to one of these purposes; or
• Is necessary:
− To prevent or lessen a serious threat to public health or safety or to the life or health of a person
− To avoid prejudice to the maintenance of the law; or
− As part of any court process
Early Intervention is not a disciplinary sanction and any information collated during this process must not be used for disciplinary, performance appraisal or appointment processes. What is the exception to this?
where there is a proposal to remove an employee from Police
Early Intervention identifies behaviour that is considered to be a potentially criminal, disciplinary, or performance
