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Snr Sgt CPK Margo > Senior Sergeants CPK: Chapter 7 - Staff Management - Code of Conduct / Performance management > Flashcards

Senior Sergeants CPK: Chapter 7 - Staff Management - Code of Conduct / Performance management Flashcards

1
Q

Who does the NZP CoC apply to?

A

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

(permanent, temporary, contractor, consultants, volunteers)

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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 beahviour/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 fulfill duties/responsibilities.
. Impact to NZP and relationships
. Impact on TRUST & confidence of NZP in members
. 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:

BREACHES CoC, Policies, employment agreement and
seriously UNDERMINES or damage 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 performance management become a disciplinary matter?

A
  1. No
  2. Yes but only where an employee has been unable and unwilling to satisfactorily improve following a performance improvement plan.
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6
Q 
Performance Management (PM)
When having an 'informal discussion' how should this be done (7).

Clue: 1. Talk in private

A
  1. Talk in private.
  2. Listen to employee
  3. Don’t become formal disciplinary action.
  4. Reach agreement where possible.
  5. Send letter of discussion
  6. Arrange follow-up meeting
  7. Wellness services.
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7
Q

What should you do BEFORE a PM 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 5 part you should go through during a PM with a staff member?

Clue: I, PI, OR, PS, RK

A
  1. Introduction
  2. Provide information
  3. Opportunity to respond
  4. Problem solving
  5. Record keeping
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9
Q

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

Clue: PI, MAS, RS, SR, F RP, PM SD, CPS

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 relationships)

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11
Q

When should an employment investigation be undertaken?

A

Only when there is good reason too.

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12
Q

If undergoing an employment 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 advice before doing this)`

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13
Q

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

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

A
  1. Initial Assessment
  2. Categorization - Professional Conduct Team
  3. Criminal & Employment investigation (how/when)
  4. Restricted duties, suspension stand down
  5. Drafting Allegations - disclosure
  6. Investigation - Initial steps
  7. Investigation & Investigation meeting
  8. Making decisions
    9, Outcomes
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14
Q

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

Clue: S. S. B. IC. NS

A

. Any SUBSTANCE/need more information
. SPEAK/notify employee?
. BREACH? (CoC, policy employment agreement)
. What INFO available for CONSIDERATIONS?
. appropriate NEXT STEPS?

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15
Q

When ‘Categorizing” a disciplinary matter, what 4 types of matters are considered?

Clue: 1. Internally Identified C.I.TM

A
  • Internally Identified
  • Complaints causing concern
  • IPCA s 13 (Notifiable incidents)
  • Significant TRAFFIC MATTERS
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16
Q

DISCIPLINARY PROCESS (DP)

What are the 4 possible outcomes of the “Categorization” part of the process

Clue: N , PM , EI , CI`

A

. NFA
. Performance Management
. Employment Investigation
. Criminal Investigation

17
Q

(DP) When a matter leads to both an employment investigation and a criminal investigation, when can employment investigation begin?

A

When aspects of the employment investigation which do not raise issues of ‘SELF INCRIMINATION’ may proceed where possible.

18
Q

(DP) What 4 risks need to be considered when considering to impose restricted duties or suspend or stand down an employee during an investigations?

Clue: H.I.I.G

A
  • Health and Safety Risk
  • Interfere with investigation risk
  • Interfere with normal police operations/police routine
  • Gravity of alleged 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
  • don’t need to give time to comment
  • beyond reasonable doubt
20
Q

Before an investigation meeting with an employee what 4 things should you ensure about the employee?

Clue: N.A.C.R

A
  • sufficient NOTICE
  • AWARE of allegations and concerns
  • COPIES of relevant info
  • REPRESENTATION / support
21
Q

(DP) 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 =)

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

(all in consultation with HR.)

Snr Sgt CPK Margo (6 decks)

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