FINGERPRINTING AUDIT

CPSU was informally advised of the decision to audit staff for fingerprint checks some weeks ago.

PEP MEETS FACE BOOK - :-!

CPSU has been advised of further changes to the Performance Appraisal system of which one is the capacity for employees other than your primary assessor to make comments on your performance.

Our understanding was that the policy to mandatorily fingerprint Vicpol employees was introduced post 1996.

The policy did not apply retrospectively and employment with Victoria Police prior to 1996 was advertised with the provision that prospective employees ‚Äö?Ñ??maybe subject to a security check which may include fingerprinting etc ..

Hence staff hired prior to the roll out of the 1996 HRM Policy are being contacted by HRD and asked to present themselves at their nearest live scan facility.

Members have asked CPSU what their rights are.

CPSU has been informed that Vicpol is relying on the Commissioner of Law Enforcement and Data Act 2005 as the instrument for processing this request.

CPSU has read the Act and cannot find any such direction.

However there is a corresponding document titled Standards for Victoria Police law Enforcement Data Security, July 2007 Protocol 4.1 which states;

‚Äö?Ñ??All position advertisements and background documentation prepared for employees , contractors and consultants must contain a reference to the appointment being dependent upon a full security check, including fingerprinting‚Äö?Ñ??.

There is however no reference to retrospective fingerprinting and the legal status of a protocol is unclear.

At this point in discussions CPSU asks management to defer the live scan process until we have further discussions and members should relay this advice if approached.


PEP MEETS FACE BOOK - :-!

CPSU has been advised of further changes to the Performance Appraisal system of which one is the capacity for employees other than your primary assessor to make comments on your performance.

Whilst we have been advised that the intention is to report good work performance CPSU feels there are insufficient safe guards to protect employees from vexatious and damaging comments.

PEP Unit has advised CPSU that;

‚Äö?Ñ?? if an employee (not their primary assessor) wishes to record evidence of poor performance that good management practice is that the issue will be raised with the employee through their line manager/assessor. After natural justice has been applied and the employee has been provided with an opportunity to respond then it can be entered into the system at the discretion of the assessor. However the system will physically allow someone to directly enter poor work performance but we will not be encouraging it. If direct evidence is deemed to be inappropriate or not substantiated the assessor may elect to remove if totally from the assessment. If this occurs the employee should be informed of what was removed and the reasons why.‚Äö?Ñ??

Apart from the insufficient controls and safeguards to protect the employees standing and reputation in the workplace the issue of whether the comments are appropriate or not will be determined subjectively and it is unclear who will oversee the process to make sure that good management practice is followed.

CPSU does not support the current rendering of the Performance appraisal process and seeks further discussion with Vicpol on this matter.

Contact CPSU on enquiry@cpsuvic.org to provide your feedback on these issues.

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KAREN BATT
CPSU Victorian Branch Secretary

Thursday 26 June 2008