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2025 May other > Staff Management 2 > Flashcards

Staff Management 2 Flashcards

(51 cards)

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1
Q

What are the consequences of Corruption? (Damage)

A

Damages Reputation and Trust and Confidence

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2
Q

What are the consequences of Corruption? (Social Cost)

A

Social Wellbeing

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3
Q

What are the consequences of Corruption? (Cost)

A

Misspent public money, court costs, further criminal enterprise

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4
Q

What are the consequences of Corruption? (Employee Cost)

A

Legal, Reputation, Career, Family/Friends

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5
Q

What is Prof Conduct in relation to the commisioner?

A

Expectation of Commisioner under COC and Values

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6
Q

What is the Director, District and Minor Responsitilibys under Prof Conduct?

A

Director - National, District - District Prof Conduct, Minor - Supervisor

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7
Q

If Employee doesn’t want to report a prof conduct matter to Supervisor, who do they report to?

A

Report up past Supervisor

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8
Q

What is a protected disclosure?

A

Serious wrongdoing protection

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9
Q

How is someone protected under protected disclosure?

A

Immune to criminal and civil or disciplinary proceedings, information confidential.

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10
Q

When can someone be Id’d under protected disclosure?

A

RGB - Essential to investigation OR prevent serious risk to pub H+S OR to comply with natural justice OR essential for an invest by other LEO or Regulatory Agency

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11
Q

What are the functions of the IPCA?

A

Receive complaints - Misconduct/Neglect duty, Practice Policy Procedure affecting a person

Do invest if pub interest or death/serious harm

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12
Q

When what harm occur, does the Commissioner have to advise IPCA?

A

Employee causes death or serious harm, Fracture/deep laceration/internal organ, Impairment of bodily function, Unconscious, hospital, sexual assault.

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13
Q

What is an exception to the Commissioner having to advise IPCA?

A

Dog bite if no laceration and just need hospital to clean wound.

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14
Q

What is the duty of the Commissioner to notify IPCA of complaints?

A

Advice IPCA of every complaint other than ones notified to the commissioner by IPCA, within 5 wking days.

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15
Q

Which matters does the Commisioner request IPCA investigate?

A

Criminal Offending, Serious Misconduct, Intentional discharge of firearm, Judicial adverse comment, 1X in custody, Unintentional dog bites

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16
Q

When must the Commissioner report to the IPCA by when complaint upheld or settled?

A

2 Months, if complaint upheld or settled, give info to IPCA to assess, consult with IPCA before giving report.

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17
Q

What is a IPCA Cat A, B, C and D Investigation

A

Cat A - Serious IPCA may do own invest,
Cat B - Police Invest, IPCA Oversight (Serious).
Cat C - IPCA refer for conciliation between Police and Complainant
Cat D - NFA by IPCA, Police may assess
IPCA may look at multiple complaints as a theme

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18
Q

What do you do if:

No Complaint, just dissastified?
Oral Complaint
In Person
Complainant is about the receiver
Doesn’t want to go to Station
Lawyer or Support person wanted
On behalf of
Police custody
Anon

A

No Complaint, just dissatisfied - Resolve issue
Oral Complaint - Summarise in writing
In Person - Record
Complainant is about the receiver - Advise Super who advises Pro Conduct
Doesn’t want to go to Station - Go elsewhere
Lawyer or Support person wanted - Facilitate it
On behalf of - Try talk to complainant
Police custody - Have rep present
Anon - Anon but will be limited

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19
Q

What is a serious complaint and who should be advised?

A

Serious Complaint - Pub interest or Rep risk. Eg Media attention, Insp or above, Sexual.

Commissioner advised by Director of Integrity via Prof Conduct via report taker

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20
Q

What are the key tasks of a complaint investigation?

A

Police guiding principles B4/During/After
Assess Criminal liability
Assess COC
Solicitor General Guidelines if to Pro
Have independent review
TOR for out of town investigators
Nat Integrity Unit does the criminal investigation in their scope
NIU advise district of invest

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21
Q

Who manages incident investigations into notifiable incidents or complaints?

Study These Flashcards
A

DC or Director unless Commissioner says otherwise by Independant Investigators.

Advise Director Integrity.

Significant Matter Prof Conduct advise Director Integrity.

If insufficient reporting, can be escalated to Exec Level by Director Integrity.

22
Q

How are updates made in an Investigation?

Study These Flashcards
A
  • Status of invest, significant developments.
  • Time to complete.
  • If not completed in time, escalated to Director of Integrity.
  • IPCA advised if applicable.
23
Q

When should IPCA and Integrity/Employment relations by consulted?

Study These Flashcards
A

AC/DC can consult anytime.

IPCA - Commish can consult with them anytime before final report.

24
Q

What is an Early Intervention (EI)?

Study These Flashcards
A

Under performance, beh, traits show could be further misconduct.

25
Why/How/ID for EI?
Why - Engage person at risk of harm to self/others. Not disciplinary process. How - Using data to ID those needing support to comply with COC and values. ID - 1st phase, Self ID, Peers to Super or EI coordinator, Supervisors, EI database
26
What is the 2nd (Analysis), 3rd (Engagement and Intervention) phase of EI.
Analysis - EI ID and EI analysis of data, to district lead and DC Engagement and Intervention - District lead advises supervisor, liaises with supervisor if EI meeting needed.
27
What is an EI Meeting?
- Informal (usually nothing further) - Or asisstance offered e.g mentoring, support, counselling, anger management. - Voluntary.
28
What is the 4th (Feedback/Followup) Phase of EI?
- District lead followup's with supervisor and employee - Feedback from participants gained.
29
When can info on EI be disclosed?
W/Out employee consent when: - For purpose it was obtained OR - Prevent/lessen serous threat to pub h+s OR - Avoided prejudice to the maintenance of law OR - Part of court process
30
When can EI information be used in disciplinary hearing?
ONLY if removing person from Police can refer to this information as well as complete employment history.
31
What if the EI identify's criminal behaviour?
Not EI must refer on to most appropriate person.
32
What is a conflict of interest (COI)?
Conflict between public duty and private and/or personal interests e.g financial.
33
What is an: Actual COI Perceived COI Potential COI Other COI
Actual - Conflict official duties and other interest affect impartially/objective/independent. Perceived - Perception of Others Potential - Potential to interfere Other - Interest other than Police, e.g family/personal.
34
How to ID COI?
Would you act different if no other interests. Would a reasonable observer think you would act different?
35
How do you deal with COI in rural/small Community's?
Regularly review other interests. Prior to arriving, review with supervisor.
36
What are some examples of COI's?
Family Club memeber Trustee/Property Owner Political/Union Member Views on social media 2nd employment Personal to professional relationship accepting gifts financial obligations being a referee or court supporter
37
Which roles have a higher risk of COI?
Internal investigator Small community Procurement Police rep 4 governance group outside of Police Exercising discretionary power Licencing or Vetting Using NIA info Media Managing security/contractors Reviewing decisions made where police had a role
38
What do you do if immediate incident in small community?
Save life 1st, COI after Small town - Document COI and say why.
39
What do you do if COI and: Internal Investigation External Investigation Resolution Procurement
Internal Investigation - Cat A or B need to state any COI, C or D if actual/perceived/potential COI. Sexual - Independant not super External Investigation - if actual/perceived/potential COI, declare it Resolution - OCW etc, ensure declare any COI. Procurement - Each stage of tender process, declare any COI.
40
How to do a Written Ref / SIS / X ref / F/A licence?
Written - No Police headings etc. SIS - No checking NIA X Ref - Not a COI to be a referee F/arms Licence - Dont do, significan COI
41
Other COI's in recruitment space include?
Hiriing/managing staff May need written management plan to pevent COI Can record in multiple ways, but have sign off with senior manager.
42
What are example of COI in personal life?
Wearing uniform to negotiate a service Use ID to get into pub Say Police to support friend in court SELF CHECK if online and commenting
43
How do you avoid COI?
Stay out of decision making if COI Not seem like Police info could have been used Redeploy employee Governance - Have COI b4 decision
44
How do you involve an employee in COI plan?
Involve employee, but escalate if employee doesn't manage it
45
What are the managers responsibility's in a COI?
Openly discuss COIS ID impact of COI
46
How would you manage COI with an employee?
Note only Agreeing COI ok Have additional oversight Assign to other person, or outside district Employee steps away from work causing COI
47
What should you do alongside employee with COI?
Assess seriousness (low/med/high). Document COI how managed Support staff if COI arrises Monitor COI Consider future strategies to avoid future conflict
48
What is a continuum of behaviour?
Under and over involvmeent, prof relationship inside this. Breach occurs if over involved, and COI.
49
How do you keep yourself safe professionally?
Prof boundarys Document in NIA Have support If contact outside wk, advise will contact in wk Advise supervisor Consider cultural values Advise Colleague if they behave unprofessionally Ask if its your needs or their needs Develop contact plan
50
What warning signs professional relation crossing line?
Show feelings emotionally close outside hours think about it after wk provides personal contact info person only speaks to employee employee denies contact NIA use inappropriate employee has social interactions Txt/messages/social media/touching
51

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