September 2002 Volume 83 Number 9
"serving the protectors"
| September 2002 Volume 83 Number 9 "serving the protectors" |
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| By Mark Carroll, PASA Assistant Secretary |
Assessing performance
Do you have to assess someone’s work performance? If so, how do you do it? On what basis do you make your judgements?
With the number of probationary constables in the workplace, some members are being asked to provide reports on their suitability. As would be expected, not all the reports are favourable.
In a negative assessment – which carries the likelihood that a probationary constable would not be permanently appointed and subsequently dismissed – the focus (on appeal) would shift to the suitability of the assessor.
If a probationary constable is dismissed under section 27 of the Police Act, he or she may appeal to the Police Review Tribunal, constituted of a magistrate, for a review of the decision, with a further appeal (for both sides) to the Administrative and Disciplinary Division of the District Court.
In proceedings before the tribunal, the parties are afforded a reasonable opportunity to call or give evidence, examine or cross-examine witnesses and make submissions to the tribunal. The parties are – in a departure from promotional reviews – entitled to be represented by legal practitioners.
So, you are a senior patrol officer, and your partner is not long out of the academy. SAPOL requires you to validate competencies contained within the workplace assessment record book. You may also, at any time during the probationary period, advise your LSA officer of police and the co-ordinator of the Constables Development Program of your opinion if you believe the probationer is unsuitable for permanent appointment. But, be careful – one person’s meat is another’s poison. You will – in proceedings before the review tribunal – be asked to justify, and be cross-examined on, your opinion.
If placed in the position of assessing performance, you should question your own suitability to do so. What has SAPOL provided you to ensure your competency for the task? Are you a trained workplace assessor? Do you know the difference between an objective and subjective assessment? Do you know what competencies you are assessing and the level at which they are pitched? Are you able to provide an unbiased opinion? Do you know what constitutes a competent police officer? Can you separate personality from competency?
These are, of course, rhetorical questions but, if you can’t answer them – and you are required to provide such assessments – perhaps you should ask SAPOL to train you. Be aware also that what you think makes a competent police officer will not necessarily match another’s assessment.
Time off in lieu
Be reminded that the current enterprise agreement provides the ability for an employee to request time off in lieu of overtime payment for attendance at community programmes or for other activities outside ordinary hours, as long as the attendance is authorized by a senior sergeant or above. “Other activities” does not include operational activities related to normal service delivery, such as patrols, attending sporting or special events, RBT operations, etc.
This time-off provision can only be initiated at the employee’s request, as it does not contemplate any option for payment for the overtime. Your manager cannot tell you to attend such an activity and force you to take TOIL. It is your decision.
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