Staff management

Question 1

Under the code of conduct

Give 5 examples of what misconduct looks like? .

Answer 1

Breach of policy or procedure

Bringing Police into disrepute

Treating a person harshly

Abusive or offensive language

Using NIA unauthorized

Misuse of police property

Noncompliance with lawful instruction

Question 2

Under the code of conduct

Give five examples of serious misconduct

Answer 2

Being convicted of an offense or pleading guilty

Corruption

Sexual misconduct

Bullying or harassment

Dishonesty

Disclosure of information from NIA

Repeated misconduct

Making a false declaration

Excessive unjustified violence

Question 3

Similar to the complaints topic, what type of your own conduct must you SELF REPORT to your supervisor?

Answer 3

Charges in court

Respondent of a protection order

EBA infringement

Suspension of drivers license

Speed infringement over 40 KPH

Any charge that could lead to a suspension

Question 4

What is the default setting for an FEO request?

Answer 4

Yes

Question 5

Who can decline a request for FEO?

Answer 5

District commander or national manager

Question 6

What are the common options for FEO?

Answer 6

Working from an alternative location

Flexible hours

Part time

Condensed hours, for example long shifts

Job share

Question 7

How long does a manager have to consider and respond to an FEO request?

Answer 7

One month

Question 8

What document is used to agree upon the outcomes required by a staff member in any work group?

Answer 8

The strategic performance template

Or SPT

Question 9

If a staff members performance is not up to the agreed standard

What possible factors may influence their performance?

Answer 9

A mismatch between their capability and requirement of the position

The employee has not been enabled to achieve their objectives

The employee has received insufficient feedback

Influences inside and outside of the workplace

Health problems

The performance standards could be unreasonable

Question 10

If a conversation is not sufficient to improve the performance

What is the next step?

Answer 10

Performance improvement plan

Question 11

What are the steps to a PIP?

Answer 11

1 initiate the PIP
- identify areas for improvement and propose a PIP. Advise HR.

2. Meet with the employee.
   - discuss the performance issues, provide background, allow them to write an explanation, advise them of consequences, confirm the next step, record meeting outcome.

You may at this point consider not implementing a PIP

3. Finalize the PIP.
   Find what success looks like, specify, improvement, actions, state when progress will be reviewed, outline consequences
4. first formal review meeting
   They can bring a support person
5. confirmation of outcome
   Achieved

Standard not achieved but some improvement

No improvement

6. additional steps and final PIP
   They may be issued a formal warning