Administrative Orders

Question 1

Whose responsibility is to maintain standards of employee conduct in accordance with the Personnel Rules of Metropolitan Dade County, and any stated rules of a department?

Answer 1

all supervisors

Question 2

Who should review policies and rules with employees on a continuing basis?

Answer 2

supervisors

Question 3

Supervisors should be thoroughly familiar with ______ _____ and ______ and with ______ _______ articles concerning performance and disciplinary actions.

Answer 3

personnel rules; procedures; labor contract

Question 4

What will receive firm support, and can be expected to be upheld?

Answer 4

fair and reasonable discipline

It can be expected to be upheld.

Question 5

What must management do when disciplinary actions are challenged?

Answer 5

Is required to justify its actions.

Question 6

Discipline which is not supported by facts, or imposed arbitrarily, is…

Answer 6

unacceptable and must be avoided.

Question 7

Any employee may be reprimanded, suspended, reduced in grade or dismissed by the ____________ for any good and sufficient reason which will promote the efficiency of the County service.

Answer 7

head of the department

Question 8

What are some examples of good and sufficient reasons which will promote the efficiency of the County service that any employee may be reprimanded, suspended, reduced in grade or dismissed by the head of his department?

Answer 8

Negligence, dishonesty, insubordination, or conduct unbecoming a public employee

Question 9

Who are considered regular part-time employees?

Answer 9

Those who have worked (20) hours or more per week for at least (6) months continuously.

Question 10

Whose responsibility is to counsel employees when necessary to improve performance and attempt to avoid the need for disciplinary measures?

Answer 10

the appropriate supervisor

Question 11

When should supervisors attempt a friendly, informal counseling, in order to provide a satisfactory remedy?

Answer 11

When the supervisor recognizes employee situations which could evolve into disciplinary cases.

Question 12

What type of counseling is not recorded on the personnel record summary?

Answer 12

informal counseling

Question 13

What shall be done when an employee fails to respond to informal counseling?

Answer 13

formal counseling should be conducted by the supervisor

Question 14

What should be discussed in the formal counseling session?

Answer 14

The applicable standards and policies.

Question 15

Actions which may be expected if performance does not improve should be explained, and a ________ _____ ______ for correction and review should be set.

Answer 15

reasonable time period

Question 16

What should be prepared in triplicate during a formal counseling?

Answer 16

a narrative description of the counseling

Question 17

What is not considered to be disciplinary action?

Answer 17

Neither formal or informal counseling

Question 18

What should be viewed as preventive efforts to improve performance and thereby avoid the necessity of discipline?

Answer 18

formal and informal counseling

Question 19

What is appropriate if an employee has not responded to counseling and it is evident that the employee displays continued unacceptable behavior?

Answer 19

disciplinary action

Question 20

What type of counseling requires the supervisor to record and convey to the employee the type of conduct required, the deviations that are the cause of the counseling session, what you expect of the employee and a timetable where appropriate?

Answer 20

formal counseling

Question 21

A record of counseling form shall be removed from an employee’s file after ___ years of good performance during which the employee have not been the subject of disciplinary action or further formal counseling.

Answer 21

2

Question 22

What should the employee receive if they commit a sufficiently serious offense?

Answer 22

immediate discipline

Question 23

Disciplinary action must be supported by:

Answer 23

complete and accurate investigation.

Question 24

No discipline should be recommended without review of the:

Answer 24

personnel record summary

Question 25

What may be observable when reviewing the personnel record summary form and should be considered?

Answer 25

a pattern of behavior

Question 26

What shall the employee be scheduled for as soon as the completion of an investigation and preparation of the DAR?

Answer 26

A private disciplinary session at which they have the right to the presence of a labor organization or other representative.

Question 27

What should be done at the closing of the interview of a DAR?

Answer 27

Ask employee to sign DAR and given a copy.

Question 28

What if the employee for any reason refuses to sign the DAR?

Answer 28

Supervisor should write “Employee refuses to sign” and supervisor signs/date and a witness signature should be obtained.

Question 29

What should the employee have the right to if the recommended disciplinary action calls for dismissal?

Answer 29

Given the opportunity to respond orally to the charges before departmental official charged with final authority to take dismissal action.

Question 30

What rule applies when a resignation is accepted in lieu of dismissal and the employee must have been told that he/she will be terminated in the absence of the resignation?

Answer 30

Resignation held for 24 hours - become final unless retracted during the 24 hour period.

Question 31

It is the policy of Metropolitan Dade County to conduct annual performance evaluations of employees below the level of __________ ___________.

Answer 31

Division Director

Question 32

What will assist in identifying and recognizing employees who demonstrate superior performance?

Answer 32

performance evaluations

Question 33

No eligible employee may receive a merit increase, nor have his merit increase deferred, unless the employee has received a __________ __________.

Answer 33

performance evaluation