9(f) - Performance Disciplinary

PREFACE

When an employee with non-frontline policing duties (e.g. investigating officer, dispatcher, divisional command (Captain/Lieutenant), People Services officers or those responsible for handing out Observation Reports) has performance which is not up to standard, or isn't aligned with the best interests of the Department, a Performance Disciplinary may take place. These are aimed to support officers in doing the best they can in their role.

Disciplinary for misconduct is distinct to this process, however on occasions it is practical for them to occur in conjunction with each other.

WHAT IS A COMMAND DISCIPLINARY, AND WHY MIGHT I FACE ONE?

2.1 Following investigation into performance, it may be that your divisional leader or the Chiefs of Department begin the disciplinary process outlined below.

Any officer can be subjected to a Command Disciplinary relating to non-frontline policing duties. This could be for a number of reasons, all relating to a lack of good performance which may be a result of either incapability or intentionally ignoring duties.

WHAT ARE THE STAGES?

3.1 Disciplinary proceedings generally follow the following stages. Exceptions are made where the process, designed to promote improvement, is not working (for example, there is no point completing the process when an employee is blatantly not interested in improving their standards).

3.2 Throughout the process, the employee receiving the Disciplinary is to be supported fully. Any factors which may be affecting performance should be identified, and help should be offered to mitigate these where possible.

Informal Warning - Facilitated by the "Let's Talk" structure in Appendix A. Any number of these can be given without the need for disciplinary to advance to the next stage, and aim to avoid unnecessary escalation of matters by improvement. Not recorded, but must be acknowledged and used to seek improvement. A review date is typically suggested, and at the end of this timescale, if necessary, an escalation to a Formal Warning could be considered.
First Formal Warning - Facilitated by "Written Warning" structure in Appendix B. Remains on record for three months.
Final Formal Warning - Facilitated by "Written Warning" structure in Appendix B. Remains on record for six months.
Demotion - If performance in a role is consistently of an unsatisfactory standard, and the support of the disciplinary process has been unsuccessful in correcting these standards, the employee may be considered for demotion.

Performance Disciplinaries are distinct to Department Disciplinaries, Performance Disciplinaries are not subject to your department-wide record, however will be logged by the Commanding Officer issuing said warning, and you may be subject to further disciplinary action if no improvement is made.

APPEALING

4.1 Informal Warnings cannot be appealed. If you feel that an Informal Warning was not issued in good faith, then a complaint should be submitted.

4.2 Formal Warnings and Demotions can be appealed by submitting a ticket to Professional Standards or the Chiefs of Department.

APPENDIX A: "LET'S TALK"

To be used as part of a message with the employee:

----------------------------------------------------------

LET'S TALK - Performance Review

This is an 'informal warning'. Please remember that we don't keep this on record, and that it is simply a measure used to, in partnership, avoid escalation of performance related matters, and ensure that everything is on the right track!

Performance area(s) for review:

[]

Considerations for improvement:

[]

Date for review:

[]

I need to know your thoughts on what has been discussed above. I also need you to let me know if there is anything or anybody that may be responsible for unsatisfactory performance. I will try my best to support you.

----------------------------------------------------------

APPENDIX B: "WRITTEN WARNING"

----------------------------------------------------------

COMMAND DISCIPLINARY - WRITTEN WARNING

This is an 'written warning'. It has been identified that your performance must improve, and it is hoped that this measure will encourage you to take steps towards better performance.

Type of Written Warning:

First/Final

Performance area(s) for review:

[]

Considerations for improvement:

[]

Date for review:

[]

Please remember that this may remain active on your record as an infraction for 3/6 months. If you wish to appeal the warning, you may do so by submitting a helpdesk ticket to Professional Standards or the Chiefs of Department.

----------------------------------------------------------

Google Sites

Report abuse