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Snr Sgts CPK: Chapter 7 > Staff Management (Performance Mgmnt/Disciplinary Process) > Flashcards

Staff Management (Performance Mgmnt/Disciplinary Process) Flashcards

1
Q

Who does the NZP Code of Conduct apply to?

A

Anyone who is employed or engaged by NZP, regardless of positionor rank held.

(permanent, temporary, contractor, consultants)

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2
Q

What is the SELF test?

A
  • Scrutiny: Would behaviour withstand scrutiny of others
  • Ensure Compliance: with CoC, Policy, GI’s, expectations
  • Lawful: is decision/behaviour lawful
  • Fair: is it fair and reasonable
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3
Q

What factors must be considered when considering if a behaviour/decision has breached the CoC?

Clue: Nature..,Intent..,Position..,Ability..,Impact..,Trust..,Past

A
  • Nature and circumstances
  • Intent -was decision made knowingly
  • Position, Duties, Responsibilities
  • Ability to fulfil duties/responsibilities
  • Impact on NZP and relationships
  • Impact on trust & confidence of NZP in member
  • How similar behaviour dealt with in past
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4
Q

What is serious misconduct?

Clue: “Behaviour/Actions that…..”

A

Behaviour/Actions that…

Breach CoC, Policies, employement agreement and

seriously undermines or damages the

trust & confidence police have in the member

questioning if relationship can continue.

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5
Q
  1. Is Performance management a disciplinary process?
  2. Can perfomance management become a disciplinary matter?
A
  1. No
  2. Yes but only where an employee has be unable or unwilling to satisfactorily improve following a Performance Improvement Plan
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6
Q

Performance Management

When having an ‘informal discussion,’ how should this be done? (7)

Clue: #1 Talk in private…

A
  • Talk in private
  • listen to employee
  • dont become formal disciplinarty action
  • reach agreement where possible
  • Send letter of discussion
  • Arrange follow-up meeting
  • Wellness services?
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7
Q

What should you do before a ‘Performance Meeting’ with a staff member?

Clue: IDMS, I, F, HR, CL, S

A
  • Identify minimum standard & shortfall (keep discussion on shortfall)
  • Invitation letter
  • Set up PM File (Separate to PA file)
  • Discuss with HRM (about options)
  • Discussion checklist
  • arrange support person (where required)
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8
Q

What are the five part should you go through during a ‘Performance Meeting’ with a staff member?

Clue: I,PI,OR,PS,RK

A
  • Introduction
  • Provide Information
  • Opportunity to respond
  • Problem solving
  • Record Keeping
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9
Q

What ten things should a Performance Improvement Plan contain? (10)

Clue: PI,MAS,RS,SR,F,RP,PM,SD,CP,S

A
  • Performance to be improved
  • Minimum acceptable standard
  • Remedial steps
  • support and resources
  • Feedback: How & when
  • Review Period
  • Progress meeting dates
  • Start Date of PIP
  • Consequences possible
  • Signatures
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10
Q

What must Police, employees and their representatives do in ‘Good Faith’ when engaging with each other? (3)

Clue: OHR,RC,AC

A
  • engage openly honestly and respectfully
  • responsive and communicative
  • active and constructive (maintaining relationship)
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11
Q

When should and employment investigation be undertaken?

A

Only when there is good reason to do so.

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12
Q

If undergoing an employment diciplinary process, when should an employee be put on restricted duties, suspended or stood down? (2)

A
  • There is risk in allowing them to continue current duties
  • necessary and appropriate to remove employee

(seek HR adivce before doing this)

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13
Q

What are the nine steps for the ‘Disciplinary Process Guidelines?’ (9)

Clue: IA,C,C&EI,RD,DA,IS,I&IM,D,O

A
  • Initial Assessment
  • Categorisation -Professional Conduct team
  • Criminal & Employment investigations (how/when)
  • Ristricted duties, suspension, stand down
  • Drafting Allegations -disclosure
  • Investigation-Initial steps
  • Investigation & Investigation meeting
  • Making decision
  • Outcomes
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14
Q

What are the five considerations when doing an initial assessment for a potenital disciplinary matter? (5)

Clue: S,S,B,IC,NS

A
  • Any substance/need more infomation
  • Speak/notify employee?
  • Breach? (CoC, policy, employment agreement)
  • What info available for consideration?
  • appropriate next steps?
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15
Q

When ‘Categorising’ a disciplinary matter, what four types of matters are considered?

Clue: #1. Internally Identified,C,I,TM

A

Internally identified

Complaints causing concern

IPCA s.13 (Notificable incidents)

Significant traffic matters

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16
Q

Disciplinary Process

What are the four possible outcomes of the ‘Categorisation’ part of the process?

Clue: N,PM,EI,CI

A
  • No further action
  • Performance Management
  • Employment Invesitgation
  • Criminal Investigation
17
Q

Discipline Process

When a matter leads to both an employment Investigation and a criminal investigation, when can the employment investigation begin?

A

Aspects of the employment investigation which do not raise issues of ‘self-incrimination’ may proceed where possible.

18
Q

Disciplinary Process

What four risks need to be considered when considering to impose restricted duties or suspend or stand down an employee during an investigation?

Clue: H,I,I,G

A
  • Health & safety risk
  • Interfer with Investigation risk
  • Interfer with normal police operations/police routine
  • gravity of alledged conduct (Public Interest)
19
Q

What is the difference between an employment Investigation and a criminal Investigation when it comes to:

  • participation by employee
  • disclosure to employee
  • time to consider before commenting
  • what standard of proof test?
A

Employment Investigation:

  • expectation to participate in good faith
  • relevant info to be disclosed
  • allow time before commenting
  • balance of probability

Criminal Investigation

  • no requirement to participate
  • don’t necessarily disclose info
  • dont need to give time to comment
  • beyond resonable doubt
20
Q

Before an investigation meeting with an employee, what four things should you ensure about the employee?

Clue: N,A,C,R

A
  • sufficient notice
  • aware of allegations & concerns
  • copies of relevant info
  • representation/support
21
Q

Disciplinary Process

Making the decision: After an investigation, who can make the decision to:

  • Give Disciplinary Warning
  • Dismissal
A

Warning:

DC or NM (may delegate to Inspector or equivalent.)

Dismissal:

DC or GM: Training, NM Comms, Assist Commissioner or above

(all in consultation with HR)

Snr Sgts CPK: Chapter 7 (2 decks)

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