To support agencies apply the CaPE Case Categorisation Framework, a three stage approach to assess and manage conduct and performance matters has been developed. The approach supports the proactive and timely resolution of matters.
In stage two, the unique circumstances of a matter are considered to determine the seriousness and appropriate CaPE reporting category.
The following context questions in conjunction with the unique circumstances of the matter should be considered to determine whether the matter is more or less serious.
|Context questions to determine more or less serious|
|Repeated||Is the matter ongoing or repeated in nature?
Has the employee had corrective action taken previously for similar conduct or performance?
|Impact||What is the likely impact of the matter?
For the subject officer, the workplace, the complainant, the reputation of the public sector
|Outcome||What is likely to be the most serious outcome if the matter is substantiated? For example, management action / discipline process / no further action. If proceeding to a discipline process, what is the most serious action? (e.g. reprimand versus termination)|
|Criminal||Is the matter a possible criminal matter as defined under criminal law?|
|Intent||Was the intent of the action/s reckless, willful or malicious? i.e. does the employee know what is expected of them and chooses not to comply OR is the employee unaware of performance and conduct standards and expectations|
When the assessor has considered the above context questions and specific circumstances of the matter, thought can be directed to determine the appropriate CaPE category. Each matter should be assessed in its own context, with regard for the allegation/s and information available at the time.
The Categorisation flowchart provides a process to identify the appropriate CaPE category. The definitions for each CaPE category are provided in Understanding the CaPE Case Categorisation Framework.