Assess a conduct and performance matter

This tool has been developed to help HR professionals, program leaders and team leaders in the Queensland public sector determine the severity of a possible employee conduct and performance matter. By answering some simple questions the tool will help you assess a matter and return a category under the CaPE Categorisation Framework. The results may form part of an assessment of a conduct and performance matter however, may not be the only way and is not recommended for use in isolation.

It is always advisable to consult with your agency human resources and/or ethical standards professionals.

Assessing a conduct or performance matter follows three broad stages:

  1. Initial review of the matter
  2. Determining the seriousness of the matter
  3. Manage and plan to resolve the matter

This form should take no longer than a few minutes to complete. Before commencing the tool, it is recommended that you have factual details regarding the matter being assessed in order to complete the categorisation in one sitting, as form data will not be saved.

Do not include any identifying details.

At the end of the assessment tool, you will have the opportunity to download a PDF summary to be used to support your assessment processes.

Corrupt conduct

You cannot use this form to assess the matter. Matters involving a reasonable suspicion of corrupt conduct should be referred to the Crime and Corruption Commission (CCC).

About the matter

Describe your matter below in a few short sentences. Think about the issue, behaviour, breach, evidence, referrals and issue type. Do not include information that would identify the subject officer of this matter.

Seriousness

The next series of questions will help you to determine the seriousness of the matter relating to this issue.

Repeated or ongoing

Impact

Consider how the matter will impact the subject officer, the workplace, the complainant and the reputation of the sector.

Intent

Consider whether the employee is aware of what is expected of them and chooses not to comply, or whether they are unaware of what is expected of them.

Outcome

Consider the most likely outcome if the matter is substantiated. For example, discipline processes or termination are more serious compared to management action being taken.

Criminal

Overall seriousness

Under the CaPE Case Categorisation Framework, the matter you are assessing (that is repeated, but less serious) is a

Category 2 matter

Under the CaPE Case Categorisation Framework, the matter you are assessing (that is not repeated and is less serious) is a

Category 1 matter

Under the CaPE Case Categorisation Framework, the matter you are assessing (that is not repeated, but more serious) is a

Category 2 matter

Under the CaPE Case Categorisation Framework, the matter you are assessing (that is not repeated, but is more serious and is wilful, reckless or malicious) is a

Category 3(a) matter

Under the CaPE Case Categorisation Framework, the matter you are assessing (that is repeated, is more serious, but is not a possible breach of criminal law) is a

Category 3(a) matter

Under the CaPE Case Categorisation Framework, the matter you are assessing (that is a possible breach of criminal law) is a

Category 3(b) matter

You can raise and resolve category 1 matters in the workplace without needing to report them to the Public Service Commission.

You must:

You must:

You must:

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