Staff Managment Flashcards
What is the self test?
Scutiny, would your decision or behaviour withstand scrutiny and be seen as appropriate?
Ensure Compliance, does your decision or behaviour comply with the code and other policies.
Lawful, is you decision or behaviour lawful?
Fair, is you decision or behaviour fair?
What are the steps of the informal discussion stage?
Talk to the employee in private. The discussion should be two way aimed at pointing out shortcomings. Any criticism should be constructive and focused on finding ways to improve. Listen to whatever the employee had to say and be careful that this meeting does not turn into formal disciplinary.
After this has finished sent a letter to the employee recording the discussion and set up a check up meeting to record progress. Consider if a welfare referral is needed to support the employee.
What are the six steps in a performance meeting?
Identify the minimum standard
Send the employee a letter of invitation
Set up a performance management file
Discuss with HR and consider possibly options to remedy the performance issue.
Draw up a checklist of items to be discussed.
If further support is required, ascertain names of the people.
What topics should a PIP include?
The performance to be improved. The minimum accepted standard The remedial steps to be taken The support and resources that police will provide. How and when you will provide feedback to the employee Review periods Dates for progress meetings Start date of the PIP Signature of both parties.
What is ‘inappropriate behaviour’?
Unethical, behaviour which may be breaching the code of conduct, serous wrongdoing or harassment, bullying and discrimination.
What type of issues must you advise your supervisor of?
Facing court charges, ION for EBA, loss of licence, speeding ticket for over 40 over, speeding ticket putting you over 100 demerits, respondent for a protection order. Any other infringement or issue that may lose one but not all classes of licence.
