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Ch 9 Evaluation and Discipline > Ch 9 Evaluation and Discipline > Flashcards

Ch 9 Evaluation and Discipline Flashcards

1
Q

Ch 9 p164

> Intro

A

FO is responsible (to a certain extent) for supervising off duty behavior if it reflects on the FD

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2
Q

Ch 9 p164

> Intro: Evals

A

Evals set personal goals for development and performance

improvement, it’s FORMAL written doc.

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3
Q

Ch 9 p165

> Recruit Probi Period

A

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

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4
Q

Ch 9 p165

> Feedback after MVC

A

Feedback is most effective ASAP after an incident

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5
Q

Ch 9 p166

> Discipline

A

Discipline - moral, mental, physical state for all ranks to respect the leader.

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6
Q

Ch 9 p166

> Positive Discipline:

A

Positive Discipline is encouraging and reinforcing behavior.

Try to use Positive before Negative.

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7
Q

Ch 9 p166

> Negative Discipline:

A

Negative Discipline is punishing inappropriate behavior or unacceptable performance.

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8
Q

Ch 9 p167

> Reinforcing Positive Discipline

A

Pos Discipline is to motivate and meet or exceed goals. Key is to convince parties they WANT to be better and capable.

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9
Q

Ch 9 p167

> Reinforcing Positive Discipline

A

For the FO to apply Pos Discipline he must identify weaknesses, set goals and objectives to improve performance and provide tools to meet objectives.

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10
Q

Ch 9 p168

> Empowerment:

A

Empowerment is most effective tool in positive discipline

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11
Q

Ch 9 p169

> Oral Reprimand, Warning, Admonishment:

A

This is the 1st level of neg discipline which is INFORMAL. Informal DOES NOT become official records.

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12
Q

Ch 9 p171

> Formal Eval and Discipline:

A

Annual Evals: 4 steps -

  1. FO fills out form
  2. Subordinate reviews and comments on it
  3. Face to face feedback
  4. Establish goals
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13
Q

Ch 9 p171

> Conducting Annual Eval

A

Annual Eval is primarily for discussing future goals and objectives.

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14
Q

Ch 9 p171

> Conducting Annual Eval

A

Performance Log: Lists FF activities by date and describes performance.

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15
Q

Ch 9 p171

> Conducting Annual Eval

A

T-account: single sheet listing assets on left, liabilities on right, results resemble a “T”

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16
Q

Ch 9 p172

> Annual FF Goals:

A

3 Goals: College courses
Qualify as a Driver Operator
Learn to design pre-incident plans on the CAD

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17
Q

Ch 9 p172

> Informal Performance Reviews:

A

Informal Perf. Rvws are done throughout the year to stop on top of any issues.

18
Q

Ch 9 p172

> Informal Performance Reviews:

A

Informal Mid-yr Review that requires a higher level of documentation. The FF writes a self eval for the FO.

19
Q

Ch 9 p172

> Advance Notice of Substandard Eval:

A

If not meeting expectations, FF should know there’s an issue and be given time to fix it before the annual eval.

20
Q

Ch 9 p172

> Advance Notice of Substandard Eval Plan:

A

Work Improvement Plan: For substandard FF this plan usually covers 120 days as a “special eval” period.

21
Q

Ch 9 p172

> Advance Notice of Substandard Eval Plan:

A

Work Improvement Plan comes from HR.

22
Q

Ch 9 p173

> Six weeks before Annual Eval is due:

A

FF should do another self eval

23
Q

Ch 9 p173

> 7 Eval Errors:

A 
Leniency or Severity
Personal Bias
Recency
Central Tendency
Frame of Reference
Halo and Horn Effect
Contrast Effect
24
Q

Ch 9 p173

> 7 Eval Errors - Leniency or Severity:

A

Leniency or Severity: rate FF higher or lower than their actual performance.

25
Q

Ch 9 p173

> 7 Eval Errors - Personal Bias:

A

Eval is skewed because the FO takes it personally due to race, religion, gender, age, etc..

26
Q

Ch 9 p173

> 7 Eval Errors - Recency:

A

Recency when the FO evals based only on facts within the past few weeks.

27
Q

Ch 9 p173

> 7 Eval Errors - Central tendency:

A

Central tendency is rated in the middle range as “OK” in all areas. This does not help the FF evolve.

28
Q

Ch 9 p173

> 7 Eval Errors - Frame of Reference:

A

Frame of Reference is when FO rates on if the FF met the FO personal ideals which as nothing to do with dept objectives.

29
Q

Ch 9 p174

> 7 Eval Errors - Halo and Horn Effect:

A

Halo and Horn Effect: When the FO hones in on one aspect, good or bad, and rates only on that.

30
Q

Ch 9 p174

> 7 Eval Errors - Contrast Effect:

A

Contrast Effect: FO compares performance of one FF to another.

31
Q

Ch 9 p174

> Negative Discipline:

A

Neg Discipline - stronger than positive discipline

32
Q

Ch 9 p174

> Progressive Neg Discipline:

A

Progressive Neg Discipline moves from mild to more severe. 5 steps - Counseling, Verbal Rep, Written Rep, Suspension, Termination

33
Q

Ch 9 p174

> Neg Discipline

A

When Neg Discipline is further required, the FO should follow the “due process” and “just culture” under the labor mgmt contract.

34
Q

Ch 9 p174

> Neg Discipline - Informal oral or written rep:

A

Informal oral or written rep: Issued by super. Reprimand stays at Fire station level up to 1 yr.

35
Q

Ch 9 p174

> Formal Written Reprimand:

A

Formal Written Reprimand: Official neg action at the lowest level given by the FO.

36
Q

Ch 9 p174

> Neg Discipline - Formal Written Reprimand:

A

Formal Written Reprimand: Cy goes in FF official personnel file for about 1 yr.

37
Q

Ch 9 p174

> Neg Discipline - Suspension:

A

Suspension usually issued by DC or BC. Permanent record unless disputed. No pay, usually lasts 1 - 30 days.

38
Q

Ch 9 p174

> Neg Discipline - Termination:

A

Termination: Fire Chief issues formal termination notice but approved ONLY by an official….Mayor, city mgr etc..

39
Q

Ch 9 p175

> Formal Written Reprimand -

A

This starts the formal paper trail of progressive discipline. Lasts for about 1 yr.

40
Q

Ch 9 p176

> Predisciplinary Conference:

A

Loudermill Hearing: pre-disciplinary conference that occurs before suspension, demotion or involuntary termination. Loudermill refers to Supreme Court decision.

Ch 9 Evaluation and Discipline (1 decks)

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