Ch 9 Flashcards
This lays the foundation for a long career.
The firefighters probationary period
There should be a continual supervisory process. Frequent feedback from the fire officer should keep firefighters aware of how they are doing, particularly after incidents or activities that present a special challenge.
Performance evaluation
Feedback on individual performance is most effective when delivered?
As soon as possible after an action or incident
This is a moral, mental, and physical state in which all ranks respond to the will of the leader.
Discipline
Within the fire department, discipline is divided into _____ & ______ sides.
Positive and negative
This type of discipline is based on encouraging and reinforcing appropriate behavior and desirable performance.
Positive discipline
This type of discipline is based on polishing inappropriate behavior or unacceptable performance.
Negative discipline
This type of discipline refers to starting out to correct a problem with positive discipline and then increasing the intensity of the discipline if the individual fails to respond to the positive form, perhaps by using a mild negative discipline.
Progressive discipline
The type of discipline is directed toward motivating individuals and groups to meet or exceed expectations. A fire officer provide this type of discipline by identifying witnesses, setting goals and objectives to improve performance, and providing The capability to meet those targets.
Positive discipline
This is one of the most effective strategies within the realm of positive discipline.
Empowerment
This is the first level of negative discipline, considered “informal” by many organizations. An informal discipline action stays with the fire officer and does not become part of the employees official record.
Oral reprimand, warning, admonishment
NFPA 1021 identifies _____ ____ __ as the level of officer who issues formal evaluations and discipline.
Fire officer II
In this the fire officer maintains a list of the firefighters activities by date, along with a brief description of performance observations.
Performance log
This is a slightly more sophisticated documentation System, similar to an accounting balance sheet listing credits and debits. A single sheet form is used to list the assets on the left side and the liabilities on the right side, with the result resembling the letter T.
T-account
Some fire officers tend to rate all of their firefighters either higher or lower than their actual work performance. This practice is called?
Leniency or severity
This is an a valuation error that occurs when the evaluators perspective skews the evaluation such that the classified job knowledge, skills, and abilities are not appropriately evaluated.
Personal bias
This is an evaluation error in which The firefighter is evaluated only on incidents that occurred in the last few weeks, rather than on all of the events that occurred throughout the evaluation period.
Recency
A fire officer demonstrates this when a firefighter is rated in the middle of the range for all dimensions of work performance.
Central tendency
this evaluation error occurs when the firefighter is evaluated on the basis of the fire officers personal ideals instead of the classified job standards.
Frame of reference
The fire officer may concentrate on only one aspect of the firefighters performance, which is either exceptionally good or bad, and apply that perception across the board to all aspects of the individuals work performance
Halo and Horn effect
This is an evaluation error that can occur when the fire officer compares the performance of one subordinate with the performance of another subordinate instead of against the classified job standards.
Contrast effect
This type of discipline is aimed at discouraging unacceptable behavior and poor performance. It is a stronger force than positive discipline.
Negative discipline
This represents an official negative supervisory action at the lowest level of the progressive discipline process. Even when the department requires a command level officer to issue this, this document is often prepared by a fire officer.
Formal written reprimand
These are the next step of a progressive negative discipline path but have many different forms. This is a negative disciplinary action that removes a firefighter from the work location and prohibits him or her from performing any fire department duties.
Suspension
This means that the organization has determined that the employee is unsuitable for continued employment.
Termination
This is designed to deal with issues such as substance-abuse, emotional or mental health issues, Marital and family difficulties, or other difficulties that affect job performance.
Employee assistance program (EAP)
