Ch 9 Evaluation and Discipline Flashcards
Ch 9 p164
> Intro
FO is responsible (to a certain extent) for supervising off duty behavior if it reflects on the FD
Ch 9 p164
> Intro: Evals
Evals set personal goals for development and performance
improvement, it’s FORMAL written doc.
Ch 9 p165
> Recruit Probi Period
Monthly Eval includes:
Skill competency, proficiency
Progress in learning regs, policies, etc..
Progress in learning the area
Performance of tasks, reports, and in-house discipline
Ch 9 p165
> Feedback after MVC
Feedback is most effective ASAP after an incident
Ch 9 p166
> Discipline
Discipline - moral, mental, physical state for all ranks to respect the leader.
Ch 9 p166
> Positive Discipline:
Positive Discipline is encouraging and reinforcing behavior.
Try to use Positive before Negative.
Ch 9 p166
> Negative Discipline:
Negative Discipline is punishing inappropriate behavior or unacceptable performance.
Ch 9 p167
> Reinforcing Positive Discipline
Pos Discipline is to motivate and meet or exceed goals. Key is to convince parties they WANT to be better and capable.
Ch 9 p167
> Reinforcing Positive Discipline
For the FO to apply Pos Discipline he must identify weaknesses, set goals and objectives to improve performance and provide tools to meet objectives.
Ch 9 p168
> Empowerment:
Empowerment is most effective tool in positive discipline
Ch 9 p169
> Oral Reprimand, Warning, Admonishment:
This is the 1st level of neg discipline which is INFORMAL. Informal DOES NOT become official records.
Ch 9 p171
> Formal Eval and Discipline:
Annual Evals: 4 steps -
- FO fills out form
- Subordinate reviews and comments on it
- Face to face feedback
- Establish goals
Ch 9 p171
> Conducting Annual Eval
Annual Eval is primarily for discussing future goals and objectives.
Ch 9 p171
> Conducting Annual Eval
Performance Log: Lists FF activities by date and describes performance.
Ch 9 p171
> Conducting Annual Eval
T-account: single sheet listing assets on left, liabilities on right, results resemble a “T”
Ch 9 p172
> Annual FF Goals:
3 Goals: College courses
Qualify as a Driver Operator
Learn to design pre-incident plans on the CAD
Ch 9 p172
> Informal Performance Reviews:
Informal Perf. Rvws are done throughout the year to stop on top of any issues.
Ch 9 p172
> Informal Performance Reviews:
Informal Mid-yr Review that requires a higher level of documentation. The FF writes a self eval for the FO.
Ch 9 p172
> Advance Notice of Substandard Eval:
If not meeting expectations, FF should know there’s an issue and be given time to fix it before the annual eval.
Ch 9 p172
> Advance Notice of Substandard Eval Plan:
Work Improvement Plan: For substandard FF this plan usually covers 120 days as a “special eval” period.
Ch 9 p172
> Advance Notice of Substandard Eval Plan:
Work Improvement Plan comes from HR.
Ch 9 p173
> Six weeks before Annual Eval is due:
FF should do another self eval
Ch 9 p173
> 7 Eval Errors:
Leniency or Severity Personal Bias Recency Central Tendency Frame of Reference Halo and Horn Effect Contrast Effect
Ch 9 p173
> 7 Eval Errors - Leniency or Severity:
Leniency or Severity: rate FF higher or lower than their actual performance.
Ch 9 p173
> 7 Eval Errors - Personal Bias:
Eval is skewed because the FO takes it personally due to race, religion, gender, age, etc..
Ch 9 p173
> 7 Eval Errors - Recency:
Recency when the FO evals based only on facts within the past few weeks.
Ch 9 p173
> 7 Eval Errors - Central tendency:
Central tendency is rated in the middle range as “OK” in all areas. This does not help the FF evolve.
Ch 9 p173
> 7 Eval Errors - Frame of Reference:
Frame of Reference is when FO rates on if the FF met the FO personal ideals which as nothing to do with dept objectives.
Ch 9 p174
> 7 Eval Errors - Halo and Horn Effect:
Halo and Horn Effect: When the FO hones in on one aspect, good or bad, and rates only on that.
Ch 9 p174
> 7 Eval Errors - Contrast Effect:
Contrast Effect: FO compares performance of one FF to another.
Ch 9 p174
> Negative Discipline:
Neg Discipline - stronger than positive discipline
Ch 9 p174
> Progressive Neg Discipline:
Progressive Neg Discipline moves from mild to more severe. 5 steps - Counseling, Verbal Rep, Written Rep, Suspension, Termination
Ch 9 p174
> Neg Discipline
When Neg Discipline is further required, the FO should follow the “due process” and “just culture” under the labor mgmt contract.
Ch 9 p174
> Neg Discipline - Informal oral or written rep:
Informal oral or written rep: Issued by super. Reprimand stays at Fire station level up to 1 yr.
Ch 9 p174
> Formal Written Reprimand:
Formal Written Reprimand: Official neg action at the lowest level given by the FO.
Ch 9 p174
> Neg Discipline - Formal Written Reprimand:
Formal Written Reprimand: Cy goes in FF official personnel file for about 1 yr.
Ch 9 p174
> Neg Discipline - Suspension:
Suspension usually issued by DC or BC. Permanent record unless disputed. No pay, usually lasts 1 - 30 days.
Ch 9 p174
> Neg Discipline - Termination:
Termination: Fire Chief issues formal termination notice but approved ONLY by an official….Mayor, city mgr etc..
Ch 9 p175
> Formal Written Reprimand -
This starts the formal paper trail of progressive discipline. Lasts for about 1 yr.
Ch 9 p176
> Predisciplinary Conference:
Loudermill Hearing: pre-disciplinary conference that occurs before suspension, demotion or involuntary termination. Loudermill refers to Supreme Court decision.
