Chapte 9: Eval & Dis Flashcards
Evaluator compares performance of one f/f to the performance of another f/f
Contrast effect
Local gov’t 101
Success 102
Can support the ? Process
Empowerment
Evaluator rates as only one aspect of f/f jobs
Which is either good or bad
Halo and horn effect
F/F is evaluated on the basis of the F/O’s personal ideas instead
Frame of reference
Evaluator perspective skews the evaluation such that the classified job knowledge, skills and abilities are not appropriately evaluated
Personal Bias
Name the 4 steps of an employee evaluation
- Fill out form
- Subordinate review and provide feed back
- Face to face
- Establish goals
A plan that would be designated as a special evaluation period
Work improvement plan
Tends to rate all of their f/f’s either higher or lower than their actual work performance
Leniency or severity
Court ruling in which the employee has the opportunity to present his case and explain evidence to protect the workers due process rights
Pretermination hearing
F/O’s sets a stage for positive discipline by clear expectations and by?
Walking the talk
How soon should a f/f know there is a problem before their annual evaluation
10 weeks
A f/f should conduct a self evaluation ? Before the next annual evaluation
6 weeks
One important characteristic of ?
Is the ability to maintain the value of the organization of highly trained emergency service professional
E.A.P
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
E.A.P
The starting point for positive discipline is to establish a set of expectations for ? And ?
Behavior and performance
Name one of the most effective strategies within the realm of positive discipline
Empowerment
Oral reprimand, warning or admonishment are examples of ?
“Informal” discipline action plan
1st level of negative discipline
NFPA ? Identifies F/O II, as the level of officer who issues formal evals and discipline
NFPA 1021; F/O II
The F/O’s maintain a list of the f/f’s activities by date, along with a brief description of performance observations
Performance log
Another informal performance review that requires a higher level of documentation.
Mid Year Reviews
When should performance feedback be delivered?
ASAP, after the incident
Name the key factor in ensuring success for fire companies
Teamwork
Moral, mental and physical state in which all ranks respond to the will of the leader
Discipline
Who’s responsibility is it to determine each individual’s skill, knowledge, aptitudes and weakness, sets specific expectations for each new f/f?
Fire officer
Discipline should be progressive, moving from ? To ? From minor to major
Positive to negative
EAP requires that f/f’s enter the program ?
Voluntarily
A negative disciplinary action that removes a f/f from the work location and prohibits him from performing any fire dept duties
Suspension
The next step of a progressive negative discipline path but have many different forms
Suspension
Represents an official negative supervisory action at the lowest level of progressive discipline
Formal written reprimand
When a f/f is rated in the middle of the range for all dimensions of work performance
Central tendency
A f/f is evaluated only on incidents that occurred in the last few weeks
Recency
A pre-disciplinary conference that occurs before a suspension, demotion or involuntary termination is issued
Loudermill hearing
Name the order a negative discipline process may proceed
- informal oral or written reprimand
- formal written
- suspension
- termination
The suspension notice is usually issued by (whom) or a (whom) after consultation with the fire chief or designee
Issued by a BATTALION CHIEF or Higher-level command officer
Alternative discipline actions:
Depending on the severity of the offense, a variety of penalties may be imposed : examples are
(This question could be all except)
Extension of probation Establish a special evaluation period Involuntary transfer or detail Make financial restitution Loss of leave Demotion
Negative discipline: Correcting Unacceptable Behavior
A process for dealing with job-related behavior that does not meet expected and communicated performance standard. This form of discipline increases from mild to more severe punishments if the problem is not corrected
Progressive negative discipline
