10.3 Flashcards
T/F
Veterans’ Preference will be awarded to any veteran, widow or widower of a veteran, or spouse of a 100 percent disabled veteran who achieves a passing score on an entrance examination
True
Employees (shall/may) be eligible to receive credit for out-of-class experience in meeting the minimum qualifications for a civil service examination.
T/F: the Department can deny the out of class experience request/justification.
Shall
True
T/F
Employees have a right to appeal the Department’s denial of a request to use out-of-class experience for meeting minimum qualifications in an examination with SPB, Appeals Division
True
Employees with promotional list eligibility (may/may not) request to have eligibility transferred to another promotional list of a different department
May, presuming no other restrictions prohibit the transfer, such as a transfer restriction placed on one of the lists involved and the eligibility lists involved must have been established as a result of an examination that was the same or substantially similar in complexity and subject matter
Requests for rescheduled or deferred examinations should be submitted in writing to HRS, Examination Services:
If not possible, requests shall be submitted no later than (#) (business/working/calendar) days following the date of the regularly scheduled examination.
prior to the regularly scheduled examination date whenever possible.
30 Calendar days
Requests for a deferred examination may be approved due to any of the 4 following reasons:
a candidate’s sincerely held religious belief,
military obligation or military leave,
official departmental assignment which cannot be changed,
or to rectify a departmental error or change made to the examination scheduled
T/F
Under no circumstances shall a telephone interview be used in lieu of a deferred examination.
False, The SPB Selection Manual, Section 5545, allows for a telephone interview when it’s in the best interest of the department and certain criteria can be met…
Participation as a consultant, subject matter expert, QAP chairperson, or SSR in the examination process shall not be:
for:
revealed to anyone beyond necessary clearances
the working time involved or until legally acceptable to do so
Persons involved in the examinations process shall not discuss any aspect of an examination until:
final examination results are released.
T/F
It is a violation of law for any person in any form cheat, or help another person cheat on any promotional exam.
True, a Misd
T/F
It is the proctor’s responsibility to ensure that test materials are not confiscated/stolen, photocopied, or notes regarding tests are not made by competitors or other individuals who may be exposed to these materials
True. Shall ensure
A: ___ ___ ___________ ________ _________, shall be signed by all persons involved in any aspect of an examination, including persons who issue proficiency certificates (resulting from a non-civil service examination/test) for the Department.
This form shall be maintained by HRS for:
CHP 151, Examination Security Agreement
The CHP 151 shall be maintained for two years, or until no longer necessary
Requests to abolish a departmental employment list require the approval of:
the Commissioner.
To fill non-uniformed position, the following the following 4 items must be submitted thru channels to:
The appropriate commissioner:
CHP 127, request for position action
CHP 129, duty statement
Organizational chart, if position is new, has moved, or reclassified, a proposed organizational chart
Proposed job opportunity Comm-net
The CHP 127 shall be submitted through channels via:
With:
As a:
via electronic mail
The appropriate signatures
Scanned PDF
The CHP 129 (duty statement) shall be submitted with the CHP 127 package through channels via:
With:
As a:
Email,
a proposed duty statement if the duties have changed
as an Adobe Acrobat PDF file
The organizational chart shall be submitted with the CHP 127 package through channels via:
With:
As a:
Email,
Commanders signature and date
Scanned PDF file
The proposed job opportunity comm-net shall be submitted with the CHP 127 package through channels via:
As a:
As a word document
A CHP 127 package may be submitted via e-mail up to, but not exceeding, (time frame) in advance of an anticipated position vacancy:
A) 90 business days
B) 90 calendar days
C) 90 days
D) 90 working days
C) 90 days
The earliest date a position may be filled, unless otherwise approved by the appropriate assistant commissioner, is:
(1) The effective date as approved by CH; and/or
(2) The expiration of the prior employee’s accumulated leave credits
_____________ ______ __________ have delegated authority to approve the filling of Public Safety Operator/Dispatcher (PSO/PSD) positions
Communications Center commanders
The CHP 127s requesting refill of dispatch ___________ _________ require the appropriate Commissioner’s approval.
supervisory positions
The appropriate Commissioner’s approval is required when refilling any vacant position other than ___ or ___, and for all requests to (4):
PSO or PSD
reclassify,
transfer,
overlap,
or fill a newly budgeted position
All nonuniformed CHP 127 packages from offices reporting to the Commissioner must be e-mailed to the: ___________ ____________ in the Commissioner’s office.
administrative lieutenant
All nonuniformed CHP 127 packages from commands reporting to Assistant Commissioner, Field, or staff must be e-mailed to:
Or:
Respectively
CHP-ACF_CHP127
CHP-ACS_CHP127
If approved, the appropriate Commissioner will e-mail the CHP 127 to ____________ ___ _________ for final review and approval
Classification and Hiring
Upon receipt of the necessary approval(s) to fill a position, the following procedures shall be followed:
-Shall contact HR analyst to determine if clearance of a reemployment list, State Restriction of Appointments, and/or surplus employees is required
-Commands shall refer to the respective bargaining unit contract and General Order 10.6
-Commands shall refer to the respective bargaining unit contract and General Order (GO) 10.6
Many more steps follow
Commands shall advertise vacancies for a minimum of:
A) 10 working days
B) 15 calendar days
C) 10 business days
D) 15 business days
10 working days
The advertisement is valid for (time frame) from the posted date.
A) 120 business days
B) 90 calendar days
C) 120 days
D) 90 working days
120 days
In all cases, if a conditional offer of employment has not been made within the specified time frame then:
the vacant position shall be re-advertised
All STD 678s must be:
on the front side of the application.
date stamped with the date received
T/F
Remove the Equal Employment Opportunity questionnaire and place it in a confidential destruct container. This page is only to be included with the application if the applicant is applying for an examination
True
Once an applicant pool has been determined, commands (shall/should) conduct preemployment interviews
Should
Once an applicant has been selected, commands need not verify that the selected applicant is eligible for appointment/transfer/promotion as the application process suffices.
False, shall verify by contacting their CH analyst.
T/F
An applicant investigation, including fingerprints, shall be conducted once a conditional offer of employment has been made.
False, prior to a conditional offering being made
Upon successful completion of the applicant investigation, the applicant selected (shall/should) be given a conditional offer of employment
Shall
T/F
After the medical approvals are received, commands shall complete a CHP 128, Request for Personnel Action, and forward to CH for final approval thru their appropriate division.
True
T/F
Newly appointed nonuniformed employees may elect to attend an orientation, during which time they shall be provided with information regarding the Department’s mission, policies and procedures, working conditions and regulations, and employee rights and responsibilities
False, shall attend
All dispatcher applicant investigation packages shall be sent directly to:
for review before they are filed with Personnel File Services
Administrative Services Division, Cadet Hiring Unit
T/F
When filling an open PSO/PSD position, the command need not submit a CHP 128 shall be submitted to Division for approval and forwarded to CH.
False, CHP 128 shall be submitted
T/F
Commanders may hire outside of scheduled training dates and assign employees directly to the Communications Center only when justified by critical need and approved by the appropriate Division chief.
Employees hired under such conditions shall then be scheduled for, and must attend, the next available Phase I training class.
True
True
Commanders (shall/should) ensure that a copy of the reporting instructions is provided to each new employee as soon as:
Shall
a conditional offer of employment has been made.
T/F
Alternate job placement is considered a reasonable accommodation under the ADA.
True
T/F
Reemployment is a method to assist terminated (laid off) or demoted (voluntarily to avoid lay off) employees in returning to their former classification.
True
T/F
The only distinction is that an employee on an SROA list may be notified by departments filling a vacancy, whereas employees with surplus status need to seek out and apply for vacancies in classifications they feel qualified for and are eligible to transfer to.
True
Eligibles on an open certification list may decline up to (#) job inquiries before their name is removed from the lis
3
A Limited Examination and Appointment Program (LEAP) referral list consists of eligibles whose disability meets LEAP standards; these eligibles (shall/should/may) be considered when filling vacancies as an alternative to the traditional civil service examination and appointment process.
Should
A Training and Development (T&D) assignment is a _________, __________ assignment for up to (#) years for the purpose of training
voluntary, temporary assignment
2 years
A Limited Term (LT) appointment is an appointment authorized for up to (time frame) with an additional (time frame) extension.
An applicant shall be:
No _____ _______ __________rights are obtained from an LT appointment
one year/one-year
reachable on a certification list, or be eligible to transfer, demote, or reinstate into the classification.
civil service employment
When a command anticipates a vacancy or potential vacancy, the following steps shall be taken to consider EEO hiring options:
(1) Consider a LEAP hire.
(2) Consider permissive reinstatement requests.
(3) Consider utilizing a Training & Development assignment
(4) Consider accepting transfers between classification series when the salaries are substantially the same
(5) Consider temporarily downgrading the position.
A CHP 440A, Applicant Flow Data Chart (refer to Annex D), (shall/should) be completed to note ethnicity and gender, as well as any disability among the applicant group considered for appointment. The information noted on the CHP 440A is to be acquired through ______ __________ during the interview process.
Shall
visual observation
T/F
The CHP 440A shall be completed in all cases where vacant positions are advertised, including initial appointment, promotion, voluntary demotion, different prior classification, departmental and outside agency transfers (including CHP 220), SROA/Surplus, T&D assignment, reinstatement, LEAP, and Post and Bid.
True
CHP 440A does not need to be completed for Bargaining Unit (#) positions filled via transfers during open filing periods; however, when a position for this BU is advertised outside the open filing period, a CHP 440A (shall/should) be completed.
7
Shall
If CHP 440a EEO request is determined not to meet the minimum employment requirements as determined by:
Then the request (shall/should) be denied and the documents returned to the originating office.
Division commander
Should
Clearance of General Reemployment Lists. The Department must hire one of the top (#) names on the list.
T/F
If there are less than the required number of names, the Department can add names from the next list (for example, SROA or a promotional list)
3
True
Clearing an SROA list is required whenever a vacancy will be filled through any of the following(4):
(1) Hire from an open certification list.
(2) Permissive reinstatement.
(3) State employee from outside the Department.
(4) Hire from a promotional certification list (does not include promotions in place).
The SROA/surplus is not a consideration when a position is filled by a departmental employee through any of the following (4):
(1) Transfers (same or different classifications).
(2) Voluntary demotions.
(3) T&D assignments.
(4) Promotions in place (must meet CalHR criteria).
All eligibles on the general reemployment and SROA certification lists (shall/should) be contacted to determine interest in the position.
Shall
T/F
Because eligibles on the SROA certification lists are ranked, hiring interviews need not be conducted for eligibles on the SROA certification lists who are interested in the position, for any surplus employees who respond to the VPOS
False, they are not ranked, therefore hiring interviews must be conducted for all eligibles on the SROA certification lists who are interested in the position and for all surplus employees who respond to the VPOS
If the applicant is an identified surplus employee, the command may:
(a) Hire the applicant; or
(b) Obtain an exemption to bypass the applicant
T/F
An SROA/surplus employee need not be considered if the employee’s performance was documented as less than satisfactory in the employee’s current classification,
True
___ __ must approve any exemptions to bypass SROA/surplus employees who respond as being interested prior to:
CalHR
a conditional offer of employment being made to a non-SROA/surplus applicant.
A (form) is used by (the command/CH/appropriate division) to contact eligibles on a certification list to determine interest in the position.
STD. 628 Employment Inquiry
CH
The STD. 628 is valid for (#) days from the contact date. If a conditional offer of employment has not been made in that time frame then:
120 days
the eligibles shall be recontacted.
T/F
If the need to fill the position is urgent, commands may contact eligibles verbally, by telephone or by e-mail in lieu of sending the STD. 628.
True
Verbal or telephone contacts may be used to determine interest in the position, a (form), Confirmation Notice Regarding Eligibility For Appointment, (shall/should) be sent to each eligible contacted to confirm the response
CHP 451
Shall
When establishing the date by which an eligible’s reply must be returned, the following minimum time frames shall apply:
(1) Verbal/Telephone:
(2) Mail:
(3) E-mail:
(1) Verbal/Telephone: Two business days response time following the initial contact.
(2) Mail: Six business days after the date the notice is sent.
(3) E-mail: Six business days after the date the notice is sent.
Prior to the interview of a non- CHP applicant, the following documents need to be completed by the applicant (2):
(1) CHP 101, Appropriate Use of Automated Information & Systems Statement.
(2) CHP 420, Applicant Drug History Questionnaire - Nonuniformed
An applicant who discloses illegal drug use or illegal use of prescribed drugs within a (time) period of submitting an employment application shall be disqualified from employment consideration
two-year
any illegal use of hard drugs such as heroin, cocaine, or methamphetamines, within a (time) period of submitting an employment application, should be viewed as a significant concern in assessing an applicant’s suitability for hire
five-year
T/F
Inquiries regarding duration and frequency of drug use is prohibited prior to the applicant investigation.
Therefore, information concerning an applicant’s last drug use may not be legally obtained by the command prior to the applicant investigation.
True
False, Information concerning an applicant’s LAST drug use, however, may legally be obtained by the command prior to the applicant investigation.
The California Fair Employment and Housing Act prohibits any inquiry that is not: ___ _______, either verbal or through the use of an application form, which directly or indirectly:
job-related
limits a person’s employment opportunities
Consistent with federal discrimination regulations and state laws, departmental policy prohibits preemployment inquiries regarding:
disabilities
Fair Employment and Housing Commission guidelines prohibit persons who actually hire or make a recommendation to hire from having an applicant’s ______ ______________ available at the time of an employment interview
ethnic identification
Departmental policy prohibits questions regarding _____ affiliation during the preemployment interview
union
T/F
Labor Code Section 432.7 prohibits asking an applicant for employment to disclose information concerning an arrest which did not result in a conviction.
It also prohibits employers from obtaining such information from any source or utilizing it in a determination for hiring the applicant unless an arrest for which a trial is pending is involved
True
True
This Labor Code Section does not apply to persons seeking employment as _____ _______ or other positions with:
Questions regarding __________ are permitted for any applicant.
peace officers
access to criminal offender record information.
convictions
The maintenance of all records of employment practices shall be maintained for a (time) period of time. This time period is from the:
two-year
initial creation of receipt of these records.
A conditional offer of employment is a:
provided the individual:
hiring commitment made to an applicant
successfully completes the medical screening.
The CHP 437 informs the prospective employee that employment with the CHP is contingent upon:
and for the PSD classification:
the successful clearance of the applicant’s medical (including a urinalysis, if applicable)
psychological screening
Commands shall complete Form SSA-1945 using the employer name:
and employer ID#:
when completing the form.
The original form shall be attached to:
California Highway Patrol
ID# 5000
the CHP 128
An approved STD. 910, Essential Functions Health Questionnaire is required for:
(1) Initial appointment to all classifications not listed in paragraphs 11.c.(1) and 11.c. below, essentially non laborious positions.
(2) Any change in classification.
(3) Any change of duties in the current position.
(4) Any change in command.
An approved___ ___ (four-page form) and ___ ____, Authorization to Release Medical Information, are required prior to appointment for all classifications listed in paragraphs 11.c.(1) and 11.c.(2) below, essentially non sensitive laborious positions.
If a sensitive position, a _____ _____ is also required
STD. 610, Health Questionnaire (With Physician’s Report)
CHP 446D
Drug test
An approved STD. 610 is valid for (time period) following the date of the medical examination. Should the appointment be delayed beyond the designated time period, the Department may:
This will extend the validity of the of the STD 610 by
90 days
permit the candidate to certify in writing that there has been no change in medical condition since the date of the examination.
90 days for a one time basis
The Department will pay the fees for a medical examination and an additional examination, such as a drug test; however, fees in excess of the amounts below, or fees for examinations not duly authorized by the Department, are at the expense of the applicant:
(1) Medical Examination: $70.15
(2) Urinalysis: $20.00
(3) Audiogram: $42.86
The CHP Hiring Committee reviews, for all:
cases involving applicants who are being considered for employment with the CHP but have:
with or without:
departmental open examinations,
specific medical limitations which may prevent them from performing all the essential functions for the position
reasonable accommodation.
The STD. 910 should be sent at least (time period) prior to the proposed appointment date to allow sufficient time for ________ __ ______ to review and approval.
one week
C and H
T/F
An Limited Term appointment may be terminated at any time by either the employee or the appointing power
True
T/F
An appointment made from an LT certification list or by lateral transfer guarantees a permanent appointment at the termination or expiration of the LT appointment
False, does not guarantee
If a certification list is abolished prior to a permanent appointment for a LT employee, the employee must:
participate in a new examination.
For an LT appointment to become permanent, the individual hired into the position shall be:
or have had:
reachable on the permanent certification list
permanent status in a classification that is transferable
Retired annuitants may be appointed for the following:
For a maximum of (#) hours per year
(1) To cover emergency-related work.
(2) To conduct a special project of limited duration.
(3) To cover ongoing workload.
(4) To cover a position that has remained vacant for an extended period of time.
960 hours
A retired person shall not be eligible for employment as a retired annuitant for a period of (#) (business/calendar) days after the date of retirement unless the appointment is necessary to fill:
180 calendar days
a critically needed function.
T/F
A conditional offer of employment shall not be made to retired annuitant applicants prior to receiving CalPERS’ approval and clearance.
True
Employment as a retired annuitant is not allowed if the applicant is younger than the normal retirement age unless:
(1) There is no verbal or written agreement to return to work as a retired annuitant between the employee and the employer before the employee retired.
(2) There is a bona fide break in service of 60 days between the employee’s retirement date and the date employment as a retired annuitant will begin.
T/F
Retired annuitants shall be appointed to a nonuniformed classification in which the person had permanent or probationary status at the time of retirement or in another classification to which the employee could have permanently transferred, reinstated, or demoted at the time of retirement.
True
T/F
Retired annuitants shall be compensated only for actual time worked
But are eligible to earn benefits of any kind; for example, sick leave, vacation, holiday pay, personal holiday, or retirement credits.
True
False, shall not earn
The CHP 127 for a retired annuitant shall contain the following information (3):
(1) Purpose of the hire and justification; for example, the position is for a limited time and requires specific expertise.
(2) Skills provided by the retired annuitant.
(3) Expected beginning and ending dates, and estimated cost of appointment.
Retired annuitants have the following exclusions (3):
(1) shall not be loaned to other agencies or departments.
(2) Retired employees who will be providing testimony will not be hired as retired annuitants, but through the use of personal services contracts.
(3) Uniformed classifications shall not be used for retired annuitants.
Student assistants and youth aids may not work more than a total of (time period) in any consecutive (time) period.
1500 hours
12-month
The CHP 127 for Student assistants and youth aids shall contain the following information:
(1) Purpose of hire and justification; for example, the position is for a limited time to assist with a special project.
(2) Expected beginning and ending dates, and estimated cost of appointment.
Youth Aids under 18 years of age must possess:
an appropriate work permit required by the Education Code.
Temporary assignments or loan of employees can be permitted if:
And only if the duties to be performed are within the scope of the employee’s current classification.
Temporary assignments or loan of employees between jurisdictions may be made for a period not to exceed:
four years.
A Hire-Above-the-Minimum (HAM) salary rate may be requested when a prospective employee’s application/resume exhibits:
and the classification has:
extraordinary qualifications
recruitment difficulty.
A higher range salary rate, such as the Office Assistant classification that has ranges A and B, may be appropriate when a prospective employee’s application/resume exhibits:
outside experience to qualify for a higher range in classifications
T/F
A salary rate higher than the minimum rate may be appropriate when a prospective employee has prior state service in the same or substantially the same classification and, upon separation, was earning high than the minimum.
True
T/F
Commanders shall reserve the right to preclude any assignment of related employees in the command if, in their judgment, the assignment could cause internal morale or supervisory problems.
True
Employees who become related after assignment to the same command location and are in a subordinate/supervisory relationship shall:
Approval of:
with the concurrence of:
is required for continuance of the assignments.
notify their commander.
the commander, with concurrence of the next level of review,
Despite Commander review, the following two situations will not be allowed:
(a) Related employees will not be assigned to the same command when either is the commander.
(b) Direct supervision of a related employee will not be permitted.
T/F
When the position is being filled on a limited term basis, and the position may be filled permanently at a later date, commands may put a statement indicating this on the Comm-Net message. The statement may allow commands to hire the present incumbent into the permanent position, without readvertising the position.
True
T/F
The Department’s electronic mail (e-mail) system shall be utilized to send a Communications Network (Comm-Net) message to advertise all nonuniformed vacancies, at all levels, except as listed below:
True
Exceptions:
When a mandatory BU transfer will be effected instead,
When a promotion in place will occur as no true vacancy exists
T/F
A separated employee may request permissive reinstatement after a termination for being absence without leave, whether voluntary or involuntary.
True
A former uniformed employee must apply for reinstatement to a uniformed position within:
And the process (does/does) not need to be completed within that time frame.
three years of separation
Does not
All requests for reinstatement from former uniformed employees shall be submitted:
The letter of request should include:
in writing to the Commissioner
current address, telephone number, and the applicant’s former departmental identification number.
It is departmental policy that permissive reinstatement will normally be restricted to those uniformed employees who:
have successfully completed field probation.
T/F
Permissive reinstatement of a uniformed employee shall be approved at the rank of Officer, California Highway Patrol (CHP), regardless of the rank from which the employee resigned or retired.
True
T/F
Permissive reinstatement will be one salary step below the salary level at the time of separation.
False, Reinstatement will be one salary step below maximum for the range of Officer, CHP, if the employee earned the maximum salary at the time of separation. If the employee had not reached the maximum salary for that range prior to separating, compensation will be at the same salary level at the time of separation
A prerequisite for reinstatement shall be the successful completion of the:
Physical Performance Test (PPT).
T/F
All reinstated employees must serve a one-year probationary period, and shall be required to serve a one-year term in their initial field assignment.
True and true
T/F
The three-year limitation does not apply to reinstatement to nonuniformed classifications.
True
T/F
an employee who applies for reinstatement and is no longer incapacitated for duty in the position held when retired for disability, or in a position in the same classification, may apply for permissive reinstatement, at the employee’s option
False, shall be reinstated, at the employee’s option
The former employee shall file an application with:
requesting reinstatement from a disability retirement.
the California Public Employees’ Retirement System (CalPERS)
T/F
As with permissive reinstatements, successful completion of the PPT, background investigation, medical examinations, and psychological evaluation is required prior to mandatory reinstatement.
True
The temporary assigned command for a reinstatee awaiting training will be:
The _________ _______ will be responsible for completing all required new employee paperwork.
within a reasonable geographic area from the reinstatee’s residence
temporary command
A transfer may be effective on a date agreeable to both agencies, which shall be:
after the current employing agency receives a request from the agency requesting the transfer
no later than 30 calendar days
T/F
An employee who transfers to the California Highway Patrol is required to serve a new probationary period
unless:
True
the employee has previously served a probationary period in the same classification in this Department and has had no break in state service
An employee’s sick leave, vacation, and annual leave credits are the responsibility of:
any excess hours or overtime balance is paid by:
the agency to which the employee is transferring
the agency from which the employee is transferring.
A commitment (shall/should) not be made to a potential transferee until approval has been received from Selection Standards and Examinations Section, Classification and Hiring
Shall not
Unless waived, the employee shall be given a written notice of transfer (time frame) in advance of the effective date of the transfer.
The written notice shall set forth in:
language the reasons why the employee is being transferred.
60 days
clear and concise
The advance 60-day written notice is not applicable to the following transfer actions:
(1) Mandatory transfer which does not reasonably require an employee to change the employee’s place of residence.
(2) Voluntary transfer.
(3) Administrative transfer which is a matter of mutual agreement between the appointing power and employee.
(4) Mandatory transfer as a result of a layoff situation.
T/F
The Department will continue to follow its policy of giving 60 day advanced notice in voluntary transfer actions to avoid undue hardship to employees.
False, will give as much advance notice as possible, but no number set
T/F
If a mandatory transfer is expected to require an employee to change their place of residence, the employee may waive the 60-day advance written notice of transfer.
True
Uniformed employees shall reside in such proximity to their assigned command or headquarters office as will assure:
or to allow:
their ability to respond to an emergency within a reasonable length of time
equitable assignment of departmental responsibility
The maximum travel distance from residence to work location for commanders using a state vehicle shall not exceed:
70 miles.
The maximum travel distance from residence to work location for noncommand employees using a state vehicle shall not exceed:
50 miles
T/F
The distance a department employee commutes to and from work in a state vehicles may cross Area command boundaries, but shall not cross Division boundaries.
False, may cross both area and division boundaries.
T/F
The maximum commute distance is measured from the employee’s residence to the actual command office location rather than the command boundary.
True
T/F
Resident post personnel shall reside within the established boundaries of the resident post, except where permitted by the Commissioner for out of state residency.
True
T/F
A uniformed employee newly assigned to a command or contemplating a change of residence for personal reasons, transfer, promotion, reassignment, or a combination thereof, or for any other reason, shall confer with the commander to assure that the general area under consideration conforms to departmental policy.
True
T/F
Residence requirements established by the commander shall be subject to:
Division approval.
Any circumstances which, in a commander’s opinion, justify an exception to departmental policy, shall be documented and submitted through channels to:
for a determination
the Commissioner
T/F
In the event a command office is relocated, the commander shall review the residences of uniformed employees and submit recommendations through channels as to the necessity to require uniformed employees to move, or such plan of operation as may be developed to preclude the necessity of moving. Relocation expenses will be reimbursed in accordance with established departmental policy.
True
True
T/F
ALL employees, except for legally employed noncitizens, shall, on or before the effective date of appointment and before entering upon the duties of their employment, sign the Oath of Allegiance portion of a STD. 689
True, and Noncitizens are required to sign the Declaration of Permission to Work portion of the STD. 689.
T/F
salary payment or reimbursement for expenses cannot be made unless the employee has taken and subscribed to the Oath or Declaration.
True
All uniformed personnel with the rank of _________ or above and nonuniformed __________ and their designated alternates are authorized to administer the Oath of Allegiance or Declaration of Permission to Work
sergeant
commanders
If the STD 689. has not been received from Human Resources Section by the date the employee reports to work, commands may obtain the STD. 689 from:
the Department of General Services’ Web site
T/F
The date shown on the Oath or Declaration must be the date of appointment or a subsequent date.
False, prior date
T/F
Alternate salary ranges are based on educational, professional, special skill, or experience qualifications of the employee, or on conditions or location of employment.
True
Notice of assignment to, or removal from, flight duty should reach HRS and FMS prior to the (#)th of the month to ensure proper payment.
15th
HRS = Human Resources Section
FMS = Fiscal Management Section
T/F
The HRS and FMS shall be notified of the removal for cause either by Comm-Net message or through receipt of a copy of the memorandum to the employee in accordance with the above.
True
Increases equal to one step in the salary range which may be granted to employees annually, if they meet the standards of efficiency required for their position are called:
Merit salary adjustments (MSA)
When an employee has received an MSA and the new salary is $__.__ or less from the maximum rate of the classification, the salary will be increased to the maximum rate effective:
25.00
the same date as the MSA.
The normal anniversary date for an MSA is the first day of the pay period following the completion of (#) pay periods of _________ _______ after the employee’s appointment, last MSA, or special in-grade salary adjustment
12
qualifying service
an merit salary adjustment (shall/should) not be recommended unless the employee’s work meets:
expected of employees with equal experience in the same kind of work.
Should
the normal standards
When a supervisor recommends denial of an employee’s salary adjustment, the supervisor shall prepare a memorandum informing the employee of:
and:
The following three persons shall sign the memorandum:
the reason(s) for the denial
the right to appeal the action before completing the certification.
employee, issuing supervisor, and employee’s commander
(The original/A copy of the original) memorandum shall be attached to the PSD 609 and forwarded to HRS (time frame)
The original, employee gets a copy
immediately
T/F
Employees shall also be informed that their salary adjustment will not be processed until the action causing the denial is complete, meaning the employee now meets the minimum satisfactory qualifications, and will not normally be considered again in less than (#) months
True
three months
T/F
HRS must be notified by memorandum, certifying that the employee now meets the standards of efficiency required for the position and the pay period in which the increase is to be effective. A new salary anniversary date will be established for the employee 12 months after the effective date of the increase.
True
True
T/F
The denial of an MSA may not be appealed through the grievance process.
False, may be
Represented employees shall follow the procedures in:
Non-represented employees shall follow the procedures in:
their bargaining unit agreement.
HPM 9.1, Employee Relations Manual.
Employees appointed at the minimum salary step of some entry level classifications are eligible for a Special In-Grade Salary Adjustment (SISA) on the first of the pay period following:
completion of six months of qualifying service.
T/F
is authorized for those employees in the classifications listed below who have received (a) a permanent appointment; (b) a permanent appointment immediately following a limited term (LT) or temporary authorization (TAU) appointment at the same or higher salary; or (c) an LT or TAU appointment when filling a permanent position.
True
T/F
Denial of a SISA may not be appealed beyond the Department level for either represented or nonrepresented employees.
True
An employee who has (#) or more working days of service in a monthly pay period shall be considered as having a complete pay period of service, or continuous service.
11 or more
T/F
Time during which an employee is absent because of holidays, sick leave, vacation, compensating time off, or personal leave shall not be considered as time worked by the employee
Shall be considered
Separations, for more than (#) working days in a day pay period, or (#) working days in a (#) day pay period, or (#) consecutive working days which fall in two __________ __________ ____ periods shall disqualify one pay period of service
10 in a 21
11 in a 22
11
Consecutive qualifying pay
Any pay period in which an employee has been absent as a result of a _________ __________ of (#) working days or less (shall/should/may) disqualify an employee from a salary adjustment if, during the month:
temporary separation
11
May
the absence affected the employee’s ability to meet the standard of efficiency required for the position
The memorandum shall include an explanation of the manner in which the performance was:
and shall be submitted through channels to HRS by the 15th day of the month (subsequent to/following) the pay period to be disqualified and a (the original/copy of the) memorandum must also be provided to the employee.
adversely affected by the absence
Following
A copy
T/F
Time during which an employee is receiving temporary disability compensation or time spent on a military leave of absence, including temporary military leave, is considered as time spent in state service for the purpose of determining an employee’s salary adjustment date.
True
A probationary period is required for (3):
appointments made from an eligible list,
permissive reinstatements,
and interdepartmental transfers,
A probationary period is not required for:
mandatory reinstatements,
intradepartmental transfers within classification,
and interdepartmental transfers or reinstatements without a break in state service when the employee has previously completed the probationary period for the classification while employed with the California Highway Patrol
Employees on 6 months probation shall receive written appraisals at the following intervals:
2 months, 4 months, and 6 months and more frequently as necessary
An employee serving a 6-month probationary period must work a minimum of (#) hours during the 6-month period
840
Employees on 12 months probation will receive written appraisals at:
4 months, 8 months, and 12 months and more frequently as necessary
An employee serving a 12-month probationary period must work a minimum of (#) hours during the 12-month period.
1,680
In the event a probationer has not worked the hours required, probation will be extended until:
the probationer has worked the required number of hours
T/F
In determining total hours worked, vacation, sick leave, military leave, or other leave of absence, compensating time off, suspension or other separations, including separations subsequently voided or otherwise set aside, shall be considered working time.
False, shall not be, basically only actual hours worked count
an appointing power of an employee, who alleges a disability, (shall/should/may) submit a _______ _________ for approval by the California Department of Human Resources (CalHR) that would extend the employee’s probationary period within the existing classification for up to (time frame) to provide:
May
written agreement
6 months
a reasonable accommodation.
Qualified individuals with a disability may submit a written request for a reasonable accommodation by submitting a (form) to their commander
CHP 163, Reasonable Accommodation Request
T/F
An employee is not entitled to a discretionary leave as a matter of right.
True
The following are discretionary leaves (4):
(a) Regular leave of absence (reasons listed in paragraph 2).
(b) Adoption leave.
(c) Temporary leave of absence.
(d) Informal leave.
T/F
When an employee meets the eligibility criteria as specified by the Government Code (GC), California Department of Human Resources (CalHR) Rules, bargaining unit agreement, or federal or state law, the employee is entitled to the leave as a matter of right
True
The following are nondiscretionary leaves:
(1) Pregnancy/Parental Leave.
(2) Veterans’ Educational Leave.
(3) Military Leave.
(4) Spousal Military Leave.
(5) Family and Medical Leave Act (FMLA)/.
California Family Rights Act (CFRA) Leave.
(6) Nonindustrial Disability Insurance (NDI) Leave. (7) State Disability Insurance (SDI) Leave.
T/F
In cases of discretionary and non-discretionary leave, State property should always be surrendered.
True, however not always, FMLA should be on a case by case basis.
Uniformed employees who are on an approved leave of absence for:
shall be retrained and recertified at their assigned commands.
less than one year
(2) Uniformed employees who are on an approved leave of:
are required to complete Refresher Training at the Academy prior to resuming field related duties at their assigned commands.
absence for twelve contiguous months to two years
Uniformed employees who are on an approved leave of absence for:
are required to complete Reinstatement Training at the Academy prior to resuming field related duties at their assigned commands.
over two years
T/F
The employee is not offered the opportunity to continue medical benefits during the unpaid leave
False:
The employee shall be offered the opportunity to continue medical benefits during the unpaid leave through the “direct pay” process
an appointing power may grant a leave of absence without pay to any employee under that jurisdiction for a period not exceeding:
An extension to an unpaid leave of absence for up to:
may be granted by the appointing power prior to:
one year.
one year.
the expiration date of the initial leave of absence
T/F
The purpose of a regular leave of absence is to provide an employee with a guaranteed right of return to the employee’s former position upon expiration of the leave.
True
Acceptable reasons for a leave of absence (8):
1) To attend school or college or to enter training to improve the quality of the employee’s service.
2) Temporary incapacity due to illness or injury. (Not applicable when on SDI/NDI.)
(3) Loaned to another governmental agency for the performance of a specific assignment.
(4) To seek or accept other employment during a layoff situation or otherwise lessen the impact of an impending layoff.
(5) Family illness or obligation. (N/A FMLA/CFRA)
(6) Union activity.
(7) Victim of domestic violence. (Miscellaneous Absences With Pay.)
(8) For some other reason equally satisfactory as determined by the appointing power.
T/F
Attendance reporting is not required for the period that the employee is off duty without pay on an approved regular, pregnancy/parental, adoption, veterans’ educational, or military leave of absence
True
T/F
For employees on a leave of absence:
The number of regular days off to which the employee is entitled is equivalent to the number of Saturdays and Sundays in the pay period before and after the leave.
True
Requests for leave of absence extensions shall be routed through channels to the appropriate Commissioner at least (time period) in advance of the effective date of the extension
60 days
It is Executive Management’s practice to recommend and grant leaves and extensions in ____ ______ increments
full-month
T/F
Leave credits may not be used prior to the effective date of leave, but remain for the employee’s use upon return to work.
Sick leave credits cannot be used unless the leave is for medical reasons as substantiated by a physician’s statement.
False, may be used
True
T/F
If the request is for medical reasons, it must also include the amount of sick leave to be used and whether or not NDI or SDI benefits will be requested prior to a leave without pay
A physician’s statement is not required to substantiate a leave for medical reasons for the time requested.
True
False, is required
T/F
The employee being denied a leave of absence shall be advised of the right to appeal the decision through the grievance or complaint procedure appropriate to the employee’s bargaining unit agreement.
True
Adoption leave is approve at the:
And allows for unpaid leave for a permanent employee of up to:
Area Commander level.
One year
Temporary Leave is approved at the:
Who may grant a temporary leave without pay to ANY employee for a period not to exceed:
area Commander level
30 calendar days
Absences for temporary leave are processed and reported as:
Once on this status, an employee cannot use credits until:
unless on an:
Dock time.
after physically returning to work,
FMLA/CFRA leave.
Commanders may grant an informal leave of absence without pay not to exceed:
(#) working days in a 22-day pay period
or
(#) working days in a 21-day pay period
or
(#) consecutive working days between pay periods.
A holiday is counted as a:
11
10
11
Work day
T/F
The commander shall not grant paid absences to break the continuity of a leave of absence without pay.
True
Absences for informal leave are handled in the same manner as:
Temporary Leave
any female employee with permanent status may request and (shall/should/may) be granted a leave of absence without pay for pregnancy, childbirth, or the recovery therefrom for a period as determined by the employee not to exceed:
Shall
one year.
A spouse/domestic partner or parent who is a permanent employee (shall/should/may) be granted a leave of absence without pay for a period not to exceed (time period) to care for the newborn child
Shall
one year
When an employee first becomes aware of her pregnancy, she shall:
and submit a statement from her health care provider regarding her:
This must be included in the statement:
notify her commander
ability to perform full or limited duties.
An estimated date of delivery
T/F
All pregnant female employees who perform duties associated with firearms training, shall submit a CHP 209, Advisory: Potential Fetal Health Hazards Associated with Firearms Training, signed by their health care provider.
True. Uniformed or non, if associated with firearms training
Pregnancy/parental leave is approved at the:
Area commanders level
Any permanent employee, who served in the armed forces, and who is eligible because of that service for education or training under applicable state or federal law (shall/should/may), upon application, be granted an educational leave of absence without pay for:
Shall
the period during which the employee receives that education or training and for three months thereafter.
The employee granted veterans educational leave must enroll for a minimum of (#) credit hours of post-high-school or the equivalent amount of work at high school level each school year. Such leave shall remain in effect for no longer than:
This leave is approved at the:
10 credit hours
four years and three months of school attendance
Area commanders level
A permanent, probationary, limited-term, or temporary employee is entitled to a short-term military leave of absence for ordered active military duty for:
in the armed forces, National Guard, or Naval Militia.:
six months (180 calendar days) or less.
Inactive duty, such as scheduled weekly or monthly reserve drill periods, qualifies for an:
Such absences may be charged to:
unpaid short-term military leave.
leave credits, or dock, with the exception of sick leave
The effective date of the short term military leave must begin within (#) (business/working/calendar) days after the last day the employee physically worked or the last day the employee:
10 calendar days
used leave credits before the active duty date
An employee who has had (#) qualifying pay periods of state service without a break in service immediately prior to the active duty date or has a combination of pay periods of such state service and calendar time spent in the military service which equals (time period), is entitled to pay for the first:
of either:
12
One year
30 calendar days (172 hours)
short or long term military leave of absence
The length of either a long or short-term military leave is for the period of active duty plus:
unless:
one day for travel going to and one day for travel returning from such duty
other provisions are included in the orders for additional travel time
T/F
An employee who is absent longer than 30 days (172 hours) in one fiscal year may use any leave credits, with the exception of sick leave, to cover an absence that extends beyond 30 days (172 hours)
True
A limited-term or temporary employee ordered to active duty for 30 days or less must return to state service within:
after the end of the military leave or within:
after any rehabilitation afforded by the state or the U.S. following military service
10 calendar days
30 calendar days
A limited-term or temporary employee ordered to active duty for more than 30 days but less than 180 days, must return to state service within:
after the end of the military leave or within:
after any rehabilitation if afforded
14 calendar days
30 calendar days
A permanent or probationary employee ordered to active duty must return to state service within:
after the end of the military leave, following any period of rehabilitation afforded by the U.S. or after the termination of the state military emergency ordered by the Governor
14 calendar days
T/F
Attendance reporting is required for routine military leaves of absence with pay for 30 calendar days (172 hours) or less
True
An employee who has permanent or probationary status is entitled to a long-term military leave for active duty service in the U.S. armed forces when the orders are for a period over:
but not exceeding
six months,
five years
The effective date of the long term military leave must be within:
after the last day the employee physically worked, or the last day the employee is on leave credits prior to the active duty date
90 calendar days
T/F
An employee may elect to be paid for any vacation/annual leave or other accrued credits at the time a long-term military leave is granted.
True
An employee must return to state service within:
after the end of long-term military leave.
six months
Emergency Military Leave
The effective date of the leave must be within:
after the last day the employee physically worked, or the last day the employee is on leave credits prior to the active duty date
10 calendar days
T/F
An employee on emergency military leave is not entitled to payment of salary for the period of active duty and travel time.
False, is entitled
However, the payment cannot exceed 30 calendar days granted for each emergency military leave
A permanent or probationary employee must return to state service within:
after the end of the military leave, following any period of rehabilitation
14 calendar days
A limited-term or temporary employee must return to state service from emergency military leave within:
after the end of the military leave, or:
after the end of the state military emergency ordered by the Governor.
ten calendar days
30 calendar days
T/F
The time period between the limited term or temporary employee’s release from active emergency military duty and reinstatement to state service is without pay.
True
Effective Date of War or National Emergency Leave. The effective date of the leave must be within:
after the last day the employee physically worked, or the last day the employee is on leave credits prior to the active duty date
10 calendar days
any state employee, who is ordered to active duty for the War on Terrorism, for the duration of the event up to 730 calendar days, is entitled to receive from the state: 1 The difference between the employee’s military pay and allowances (not including hazardous duty pay, hostile fire pay, or imminent danger pay) and the amount the employee would have received as a state employee, including any merit raises that would have been granted during the time the employee was on active duty. 2 All benefits the employee would have received if the employee had not been called to active duty.
True
T/F
If an employee requests the difference in military and state pay while activated for the war in terror, and is unable to document military earnings, an estimate will suffice.
True
T/F
Employees who elect to retain their military pay (their military pay may be larger than their state pay) need not complete a Military Leave Work Sheet
False, must still complete. Premiums for any benefits the employee elects to keep will be collected upon return
The employee shall notify the commander of a military leave at least:
prior to the date of the leave.
30 days
The employee shall submit orders to the commander as soon as:
Because military leave cannot be:
received.
officially approved prior to the submission of orders.
T/F
An employee who voluntarily requests and obtains an extension of the original term of enlistment, service, or tour of duty may jeopardize the right of reinstatement following the employee’s military service.
True
The military separation document required t be submitted to the Commander must provide the following (3):
T/F
The employee shall either be denied, or the reinstatement date delayed if the information above is not readily available
(a) The condition of the employee’s release from the military service (for example, honorable, general, under honorable conditions).
(b) The date the employee entered active duty.
(c) The date the employee was released from duty.
False, will not be denied or delayed if info does not exist, or is not available, but employee must submit as soon as available
Members of reserve military units and the National Guard required to attend scheduled reserve drill periods or perform other inactive duty reserve obligations (shall/should/may) be granted military leaves of absence (with/without) pay as provided by federal law.
Shall
Without
T/F. Reserve/National Guard
Short-term military leave (shall/should/may) be granted to a reservist while engaged in active military duty ordered for military training
Short-term or long-term military leave may be granted only if the unit is ordered to:
May
active federal military duty
T/F
A regular leave of absence may be granted for extended active duty (more than six months) when the reserve/national guard unit is not ordered to active federal military duty.
True
Eligible employees whose spouse is on a leave from a period of military conflict (R&R) will be allowed to take up to:
Available leave credits (excluding ____ leave) may be used to receive payment.
10 days of unpaid leave
Sick
T/F
Military leave payments issued by the State Controller’s Office (SCO) will not be subject to Federal, California State, and SDI taxes
False, will be taxed
T/F
Pursuant to the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) an employee who returns from qualified military service has the right to make up missed Savings Plus Program contributions
True
T/F
Employees on military leave and receiving pay pursuant to GC 19775.17 or 19775.18 will continue to accrue leave credits for up to 48 months.
False, 24 months
T/F
Employees placed on long-term military leave are eligible for lump-sum payment for leave credits (excluding sick leave).
True
T/F
Employees enrolled in the FlexElect Program with the Cash Option in lieu of health and/or dental coverage will not continue to receive the Cash Option, regardless of whether they receive an adjusted state warrant or opt to retain their military pay.
False. Will continue to receive
The (time) period for all departmental employees for (paid/unpaid) FMLA leave shall be based on a:
12-month
Unpaid
calendar year
Supervisors shall be responsible for providing an employee with the CHP 738 within:
after the employee has submitted a request for an FMLA/CFRA leave or the supervisor becomes aware the employee’s leave may qualify for FMLA/CFRA
five business days
The CHP 738 informs the employee of eligibility for an FMLA/CFRA leave based on the eligibility requirements of having worked:
and at least:
12 months
1,250 hours in the previous 12 months.
T/F
Time off for sick leave, paid time off for job related injuries, vacation/annual leave, administrative time off, compensating time off, holidays, informal time off or personal leave are counted toward the 1,250 hours of work necessary to qualify for FMLA.
False, are not counted
