Chapter 8 Flashcards
When development rather than evaluation is the major purpose to be served by the appraisal, what type of evaluation has been introduced?
High visibility evaluation
Peer or self-evaluation
Supervisor evaluation
Group evaluation
Peer or self-evaluation
Who receives results of the investigation?
The offending officer
The complaining party
Internal affairs unit
All of the above
The complaining party
What is the value of baseline 2?
Converting problems into opportunities and obstacles
into solutions
Converting obstacles into opportunities and solutions
into problems
Converting obstacles into opportunities and problems into solutions
Converting problems into obstacles and solutions into opportunities
Converting obstacles into opportunities and problems into solutions
If police employees appeal the chief’s decision, the police agency should _____.
Not provide the resources or funds for appeal
Provide the resources or funds for appeal
Not allow the employee to appeal
Deny the appeal and administer the discipline
Not provide the resources or funds for appeal
Pertaining to sexual harassment, what did Equal Employment Opportunity Commission prohibit?
Verbal abuse and sexual advances from supervisors
Nude pinups in the workplace
Unwelcome sexual advances, sexual requests that are made a condition of employment, and conduct that creates a hostile work environment
All of the above
Unwelcome sexual advances, sexual requests that are made a condition of employment, and conduct that creates a hostile work environm
What did the Civil Rights Act of 1964 contain?
Prohibited sexual advances and requests
Ruled that nude pinups in the workplace created a hostile environment
Amendment banning job discrimination on the basis of sex
Prohibited verbal abuse and physical advances from supervisors
Amendment banning job discrimination on the basis of sex
When should you consult with your manager about other options?
If after two counseling sessions you are not making progress
If you need more than one counseling session
After every counseling session
Never
If after two counseling sessions you are not making progress
Who is empowered to get the best results for its community?
Strength-based leaders
Community-oriented policing
Workforce
Supervisors
Workforce
What must the focus of a police agency be on?
Its leaders
Trust
Moral duties
Performance
Performance
Who must accept primary responsibility for controlling the vast discretionary power of police officers?
Individuals
Supervisors
Top management
The organization
Supervisors
What are the three lines drawn for unsatisfactory and bad behavior to be defined and to set policies by the agency?
Warning, professional values, and violating the law
Malcontent, professional values, and criminal conduct
Problem employees, criminal conduct and violating the law
Warning, malcontent, and criminal conduct
Warning, professional values, and violating the law
Which type of person deserves to be micromanaged?
Poor performers
Malcontent employees
Employees with negative attitudes
All of the above
All of the above
What are the six steps of leading by objectives?
pages 109-110
Step 1: Identification of the issue Step 2: Specific statement Step 3: Optional strategies Step 4: Selection of an option Step 5: Implementation Step 6: Feedback
ID the SOS @ the ME
What does the exclusionary rule pertain to?
Criminal actions against police employees
Civil actions against police employees
Criminal and civil actions against police employees
External remedies of correcting police employees behaviors
Criminal and civil actions against police employees
The spirit of performance must be viral in five baseline values. What are they?
Baseline 1: Nonnegotiable high standards Baseline 2: Opportunities Baseline 3: Character Baseline 4: Emotional intelligence Baseline 5: Teamwork
N. O. C. E. T.
What is the role of the supervisor during phase three?
Determine the discipline
Provide information to the board as to what the investigation revealed
Be the adviser to the police manager
The supervisor is not involved in phase three
Be the adviser to the police manager
How should every supervisor conduct internal investigations?
In a manner that best reveals the facts
Professionally
One on one
Face to face
In a manner that best reveals the facts
What increases the likelihood that the mission statement will be practiced and not just preached?
Connecting performance appraisal to a mission statement
Repeating the mission statement to the employees
Having face-to-face conversations
Leading by objective
Connecting performance appraisal to a mission statement
What is a general process and a specific method for a police agency to obtain feedback and provide guidelines for its personnel?
Performance evaluation
Feedback
Feedforward
All of the above
All of the above
Which error cluster artificially at the middle of the scale?
Halo errors
Strictness errors
Leniency errors
Central tendency errors
Central tendency errors
Administrative adjudication of internal discipline complaints involving violation of law should _______.
Depend on criminal prosecution
Curtail criminal prosecution
Not depend on criminal prosecution
Neither depend on nor curtail criminal prosecution
Neither depend on nor curtail criminal prosecution
Who is the most common type of all the problem employees and can be the most difficult to correct?
Problem employee 1
Problem employee 2
Problem employee 3
Those complained on by citizens
Problem employee 1
What is the conventional wisdom in formal organizations, yet it is both untrue and harmful?
The actual battle is within the individual and centers on his or her character
Those who believe in innate human goodness view the battle for a better employee as primarily a struggle between the individual and the
department
The belief that employees are basically good and therefore can be corrected
Problem employees represent a small percentage of the department
The belief that employees are basically good and therefore can be corrected
If all else fails, what should you do next?
Discipline or seek psychological assistance
Refer them to another supervisor
Ask you manager for further guidance
Continue with counseling
Discipline or seek psychological assistance
Depending on the unique characteristics of each agency, how many PDRSs may be required to ensure and maintain job-related personnel evaluations?
One to three
Three to five
Three to six
Six to eight
Three to six
What is an advantage to strength-based leaders for leading by objectives?
It encourages forecasting, planning, and dialogues between all administrative levels
They are without roadblocks
There is positive feedback
All of the above
It encourages forecasting, planning, and dialogues between all administrative levels
Who receives a warning?
Poor performers
Malcontent employees
Employees with negative attitudes
All of the above
All of the above
What does a supervisor need to lead and not just supervise?
Maximum influence
Good relationships among the team members
A healthy does of positive emotions
Courage of strategic thinking
A healthy does of positive emotions
If unchecked, what will the malcontented (problem employee 1) employee do?
Continue to spiral downward
Poison the team morale
Become untrustworthy
All of the above
Become untrustworthy
As a supervisor, which question should you ask about your performance as a rater?
“What will I do to motivate the employee to improve performance?”
“In what areas do you feel I didn’t perform well?”
“What prevented you from performing well in these areas?”
“What can be done to make you a better performer?”
“What will I do to motivate the employee to improve performance?”
Performance must have tolerance for _____ but no room for ______.
Failures / corruption
Complacency / low
standards
Low standards / mistakes
Failures / mistakes
Failures / corruption
Misguided employees are relatively few in numbers - perhaps \_\_\_\_\_\_ of a police agency - but they often drain a lot of a leader’s time and energy. Up to 5% 3% to 6% Less than 10% Less than 20%
Up to 5%
What should all strength-based leaders produce separately?
Communication
Performance evaluation meeting
Draft of LBO contracts
Event feedback
Draft of LBO contracts
What are some of the factors that affect the decision to leave an option on the list or remove it?
Political ramifications and skills of the participants
Tradition and custom
Time and money
All of the above
All of the above
What is referred to as a performance domain rating system (PDRS)?
Job-related tasks which are evaluated
Reliable rating scales which are produced in conjunction with a specific performance domain
Personal evaluation method for improving the performance of the employee
Performance domain for civilian personnel
Reliable rating scales which are produced in conjunction with a specific performance domain
What are the advantages of 360-degree performance evaluation?
Affording you the opportunity to learn about your leadership practices
Elevates trust, teamwork, and empowerment
Positive work-place values
All of the above
All of the above
Who recommends penalties if the disposition is sustained?
The chief or the sheriff
The immediate supervisor
Top management
The citizens on the board
The immediate supervisor
Who knows that he or she has maximum influence to sway everyone’s emotions?
Strength-based leaders
A true leader
People with good morals
Supervisors
Strength-based leaders
When should you not argue with a police employee?
Never
When you realize the problem is out of your hands
When you will need more than one counseling session
While you are in the process of counseling
While you are in the process of counseling
What is empowerment at its best?
Community-oriented policing and value-oriented policing
Leading by objective
Delegation
All of the above
Leading by objective
Who should be given a completed copy of the form as a receipt?
The offending officer
Internal investigations
The complaining citizen
All of the above
The complaining citizen
Who is ultimately responsible for performance?
Top management
Supervisors
Each individual
All of the above
Top management
If the allegations are sustained and warrant disciplining the offending employee, what should you do to reduce the chance that he or she will seek further remedy outside the department?
Offer an apology
Provide the offending employee with a copy of the complaint
Consider entering into a compromise with the offended employee
Provide the offended employee with copies of the complaint and the discipline
Consider entering into a compromise with the offended employee
Where does leading by objective produce concrete personal performance objectives?
At top management
With the supervisors
With the team
At an individual level
At an individual level
Who do officers take their emotional cues from?
Top management
Team members
Their boss
A strength-based leader
Their boss
Which type of leader gets the best for and out of their staff?
Optimistic
Positive
Enthusiastic
All of the above
Positive
What does the leader know more than anyone else?
Groups of people working together are both smarter and achieve more
When people feel good, they do their best work
He or she creates the conditions that directly determine a police officer’s ability to work well
All of the above
He or she creates the conditions that directly determine a police officer’s ability to work well
Which error occurs when an evaluator incorrectly treats two or more dimensions of performance as if they are identical or highly correlated?
Halo errors
Strictness errors
Leniency errors
Central tendency errors
Halo errors
What was the estimated number of sworn female police officers of at the time of publication of the book? 10% or more 20% or more 30% or more 40% or more
30% or more
When can you help the complainers toward better behavior?
Only after you reassured them that you are trying to help
When you inform them you are going to get rid them
When you know they are listening to you
Only when they are willing to receive the help
Only after you reassured them that you are trying to help
What do many leaders spend more effort on than leading others?
Performance ratings
Being visible
Conflicts created by poor performers
Guiding malcontent employees
Conflicts created by poor performers
Which complaints should be investigated?
Moralistic
Legalistic
Sexual harassment
All complaints
All complaints
How is an effective system of accountability constructed?
With a recognized and responsive mechanism for maintaining discipline over police personnel
With criminal and civil actions against police officers
By ensuring supervisor’s have the responsibility of enforcing discipline
All of the above
With a recognized and responsive mechanism for maintaining discipline over police personnel
What two terms are qualities of the evaluation process and refer to the accuracy of the information that is generated and used in subsequent decisions about the employee?
Reliability and validity
Reliability and accountability
Validity and accountability
Accountability and analysis
Reliability and validity
Why do halo errors, strictness errors, leniency errors, and central tendency errors guard against errors in the performance evaluation process?
Errors in the rater or in the process itself
There are peers rating each other
The supervisor lacks discipline
Raters rate team members the same
Errors in the rater or in the process itself
Which approach does more harm with malcontent employees?
Letting them know your intentions are good
Letting them know you are interested in what’s bothering them
“Better get yourself straightened out or you lose your job” attitude on the supervisor’s part
When you help the employee believe your intentions are good
“Better get yourself straightened out or you lose your job” attitude on the supervisor’s part
When is the leader ready to select the best option and implement it? Step 3 Step 4 Step 5 Step 6
Step 4 - Selection of an option
While a police supervisor initiates the LBO process, how is it best structured?
One-way channel
Two-way channel
In groups
From the top down
Two-way channel
What are the three forms of misconduct where the lines should be drawn?
Warnings, defiant behavior, and discipline
Legalistic, professional, and moralistic
Legalistic, criminal in nature, and professional consideration
Professional consideration, legalistic, and warning
Legalistic, professional, and moralistic
What is the bottom-line benefit when we take pride in our job performance?
Becoming courageous
Become a respected leader
Well-being improves dramatically
We pursue excellence
Well-being improves dramatically
What are the steps of a complaint?
Acknowledge, accusation, and investigation
Receipt, investigation, and adjudication
Accusation, receipt, and investigation
Receipt, accusation, and adjudication
Receipt, investigation, and adjudication
Step 1-Receipt of a complaint
Step 2-Investigation
Step 3-Adjudication
Which is a purpose of performance evaluations?
Assessing the effectiveness of a leader
Ethical and emotional issues
Assessing individual’s emotions
To know your assigned personnel
Assessing the effectiveness of a leader
“Many purposes….
- evaluating the success of selection decisions
- assessing the effectiveness of a leader
- evaluating training efforts
- determining the quantity and quality of individual work effort
What do problem employees do?
Push the borders and ethical standards
Flagrantly violate ethical and professional norms
Violate the law
All of the above
All of the above
When should all internal disciplining investigations be concluded?
Within 30 days of the date of the complaint made
Within 30 days of the incident of the complaint
Within 60 days of the date of the complaint made
Within 60 days of the date of the complaint
Within 30 days of the date of the complaint made
Who upheld the validity of EEOC and when?
US Supreme Court 1980
Washington federal appeals court 1977
US Supreme Court 1986
Florida federal district court 1991
US Supreme Court 1986
What happens when people become part of anything second-rate or stupid?
They become malcontent
They demean the value of their work
They lose focus on the goals
They lose character
They demean the value of their work
What is the distinction between wrongdoing and corruption?
There is no difference
There is no personal gain for the officer or others involved in professional misconduct
There is personal gain for the supervisor involved in professional misconduct
The discipline is harsher for professional misconduct
There is no personal gain for the officer or others involved in professional misconduct
What is an advantage to having multiple raters?
One-on-one interviews
Present supervisor would be responsible for coordinating the rating
Improved clarity
High personal trust
Improved clarity
Based on the decision, what did the US Supreme Court case (Meritor Savings Bank v Vinson) decide police agencies could do to comply with this ruling?
Supervisors will not make sexual advances to employees
Establishing preventive policies and training will lessen the likelihood of liability if a complaint is filed
Employees must report unwanted sexual advance
Employees must document unwanted conduct
Establishing preventive policies and training will lessen the likelihood of liability if a complaint is filed
What issues arise when performance is evaluated?
Individual’s emotions
Ethical and emotional
Ethical and moral
Quantity and quality of an individual’s work
Ethical and emotional
In 1977, which federal appeals court ruled that sexual harassment is discrimination under the Civil Rights Act? Arizona U S Supreme Court Washington Florida
Washington
In baseline 3: Character, what turns to the character of the organization?
Well communicated goals
Quest for high performance
Moral duty
Internal ethics
Quest for high performance
Whose impact on the organization can be more drastic?
Malcontent employees
Problem employees
Problem bosses
Dysfunctional bosses
Problem bosses
Who ruled that a hostile work environment need not be psychologically injurious, both only reasonably perceived as abusive?
Florida federal appeals
California federal appeals
Washington federal appeals court
US Supreme court
US Supreme court
What does a successful police organization require for assessing the current performance and future potential of its most valuable asset?
A reliable performance evaluation system
Rewards on decisions
A proven process and accurate methods
Merit increases and promotions
A proven process and accurate methods
What is one example of professional misconduct and is more complex than any other issue?
Stealing
Untruthfulness
Sexual harassment
Unreliable
Sexual harassment
Why is there a need for established policies, procedures, rules, and sanctions that explicitly encompass the conduct of police employees?
To determine what conduct is permissible
To establish the boundaries
To determine what punishment is acceptable for professional misconduct
None of the above
To determine what conduct is permissible
What are the sources of performance appraisals?
Supervisors
The person being evaluated
Peers
All of the above
All of the above
How is an evaluation system that uses both feedback and feedforward referred to?
Performance evaluation
Performance appraisal
Rating
Learning by objectives
Learning by objectives
What is the ABC process of leading by objectives?
Setting the objective, obtaining the result, and providing feedback
The objective, the result, and promotes self-control via feedback
Establishing a goal, accomplishing the goal, and obtaining feedback
None of the above
The objective, the result, and promotes self-control via feedback
In which step will strength-based leaders have a “battle plan”? Step 3 Step 4 Step 5 Step 6
Step 5 - Implementation
How do problem bosses make police work worse than it need be?
Petty harassment
Open abuse of power and prestige
Meanness disguised as discipline
All of the above
All of the above
and…
“insistence on the letter rather than the spirit of regulations”
What does the ethical principle of responsibility include?
A moral duty to improve things
To pursue excellence
To produce and demand quality performance
All of the above
All of the above
What is the 80:20 rule?
80 percent of your employees are happy and 20 percent of your employees are poor performers
80 percent of your time is directed to 20 percent of your staff
80 percent of your staff is self driven while 20 percent of your staff needs supervising
80 percent of your time is spent in the office while 20 percent of your time you are visible
80 percent of your time is directed to 20 percent of your staff
What does every performance evaluation system need or the entire process is apt to suffer severe problems of ambiguity and integrity?
A rating manual
Proper training
An honest rater
Job analysis
A rating manual
What factors influence performance?
Environmental
Organizational
Individual
All of the above
All of the above
If sustained is not the disposition, what is one of the dispositions?
Unfounded
Not sustained
Exonerated
All of the above
All of the above
An effective system of accountability is constructed with what?
Strong and functional mechanism for maintaining behavioral control over police personnel
Strict regulations
Reliable performance evaluation system
Effective discipline
Strong and functional mechanism for maintaining behavioral control over police personnel
Which error clusters closely at the high end of the scale?
Halo errors
Strictness errors
Leniency errors
Central tendency errors
Leniency errors
What was the estimated number of sworn female police officers by the year 2015? 1 in 5 3 in 5 3 in 10 5 in 10
1 in 5
Where are the values and standards comprising the department’s mission being looked for?
In an employee’s daily work effort
In the performance evaluation meeting
In the supervisors
In each member
In an employee’s daily work effort
What is the glue that holds police employees together in a team and that links people to an organization?
High performance
A healthy dose of positive emotions
Enthusiasm
The emotions they feel
The emotions they feel
The best option for selecting an option is ______.
Not always the most feasible
Not always easy
Process of elimination
Delegation
Not always the most feasible
(1) Malcontented, (2) unprofessional, and (3) criminal are all categories of _____.
Disgruntled employees
Misguided employees
Poor performers
Wayward employees
Wayward employees
What kind of board should be available to all police agencies to assist in the adjudication phase?
Internal investigations
Professional standards board
Administrative fact-finding trial board
Citizen’s complaint board
Administrative fact-finding trial board
What is heavily dependent on an accurate and valid personnel evaluation process?
Individual performance
Organizational performance
Rating the rater
All of the above
Individual performance
Which intelligences are problem employees usually low on?
Intellectual and emotional
Emotional and social
Social and ethical
Ethical and moral
Emotional and social
When does the officer have legal redress available?
If it is exonerated
If it is unfounded
If it is not sustained
If the citizen complaint is found to be intentionally malicious
If the citizen complaint is found to be intentionally malicious
Who ruled that a hostile work environment should be evaluated from the standpoint not of a “reasonable person” but of a “reasonable woman”?
Florida federal appeals
California federal appeals
Washington federal appeals court
US Supreme court
California federal appeals
What does The Significant Incident Technique (SIT) involve?
Recording what can be termed significant
Recording what can be highly important behavior
Recording positive or negative events
All of the above
All of the above
Who should recommend adjudication and, if warranted, disciplinary action?
The chief or the sheriff
The immediate supervisor
Top management
The citizens on the board
The immediate supervisor
When should every police agency provide every employee with a written statement of the employee’s duties and rights when he or she is the subject of an internal discipline investigation?
a At the time of employment
b. At the hiring process
c. Prior to the specific investigation
d. Both A and C
d. Both A and C
Leading by objective establishes parameters that focus the individual and the agency in the direction of what?
Setting a course of desired direction
Accomplishing the much-to-be desired goals
Engaging the person to proceed in that direction
Promoting self-control
Accomplishing the much-to-be desired goals
What should a supervisor concentrate on in step 2?
Identification of the objective
Statement of the objective
Roadblocks
Techniques
Statement of the objective
Step 2 - Specific statement
What is a technique that can help with identifying the issue?
Brainstorming
Electronic bulletin boards
Making personal
conversation
All of the above
All of the above
What can you do to help a malcontent to help themselves?
Refrain from criticizing
Never argue
Recognize your own limits
All of the above
All of the above
and….
- Listen patiently
- listen to see if the person is trying to tell you something deeper than what appears on the surface
- recognize what you are counseling an employee for
- multiple sessions may be necessary
- if after 2 counseling sessions you are not making progress, you should consult with your manager about other options
- look at you task as a fact-finding one
- use discipline or seek psychological assistance
Why do most performance-rating systems make a mistake from the viewpoint of accountability?
They focus on a one-way relationship
They focus on a downward relationship
They focus on a boss to subordinate relationship
All of the above
All of the above
What serves as the springboard of a leader’s character?
Values
Ethics
Vision
All of the above
All of the above
What requires teamwork?
Strength-based leaders
High performance
Balance focus on the task at
hand
Attention to relationships
High performance
What are the four milestones for attaining high performance?
Leading by objectives; setting objectives; evaluating performance; and designing and implementing a personnel evaluation system
Leading by example; setting objectives; performance evaluations; and a reliable personnel evaluation system
Leading by objectives; setting the example; evaluation performance; and a reliable personnel evaluation system
Leading by objectives; setting the example; performance evaluations; and designing and implementing a personnel evaluation system
Leading by objectives; setting objectives; evaluating performance; and designing and implementing a personnel evaluation system
Which is an important purpose for using performance evaluations?
Promotion, separation, and transfer decisions
Evaluations of relative contributions made by individuals and entire departments in achieving organizational goals
Specification of new performance objectives for the future
All of the above
All of the above
- promotion, separation, and transfer decisions
- feedback for each police employee regarding how the organization views his or her performance
- evaluations of relative contributions made by individuals and entire departments in achieving organizational goals
- reward decisions, including merit increases and promotions
- criteria for evaluating the effectiveness of selection and placement decisions, including the relevance of the information used in those decisions
- ascertaining and diagnosing training and developmental needs for individual employees and entire divisions within the police agency
- criteria for assessing the success of training and development decisions
- database on which work-scheduling plans, budgeting, and human resources planning can be projected
- specification of new performance objectives (LBO) for the future
What is a specific performance domain?
A type of job analysis
A performance evaluation
What the employee should be doing in his or her work assignment
Background analysis of your work assignment
What the employee should be doing in his or her work assignment
What is an often-ignored asset of a PDRS?
It draws on the power of positivity
It is focused on accountability
It is highly valid and reliable
It draws on the power of narrative comments
It draws on the power of narrative comments
What is derived from individual performance?
The supervisor’s ability to lead
The mission statement
Organizational performance
All of the above
Organizational performance
What is done in order to keep people informed?
Meetings are held
Written word
Feedback
All of the above
Feedback
Which form of misconduct can range from physical to verbal abuse of a citizen?
Warning
Legalistic
Moralistic
Professional misconduct
Professional misconduct
Why is a performance evaluation system complex?
First, it must serve many purposes
Second, the assessment of performance itself is a difficult measurement task because so many factors influence performance, including environmental, organizational, and individual factors.
What separates the leaders from the supervisors?
Being able to communicate effectively
Understanding each member
Understanding the powerful role of emotion in the workplace
Being able to influence others
Understanding the powerful role of emotion in the workplace
How many SITs are usually generated per week?
One or two
Two or three
Three or four
As many as are necessary
Two or three
Which act may be sufficient to resolve the difficulties of a malcontent employee?
Look at your task as a fact-finding one
Listen patiently
Listen to see if the person is
trying to tell you something deeper
None of the above
Listen patiently
Who sets the emotional bar?
The leader
The boss
Team member
Yourself
The leader
Who has a duty to be a force for excellence?
Supervisors
Team leaders
Strength-based leaders
Top management
Strength-based leaders
When rating, what does a rater normally have a clearer memory of?
The last event
A triggered specific event
Those events that occurred over the preceding few weeks than of those that occurred months ago
Events which were written down
Those events that occurred over the preceding few weeks than of those that occurred months ago
Which feedback positively reinforces favorable conduct?
Feedforward
Feedback
Employee-supervisor feedback
Event feedback
Event feedback
What does your success depend on, no matter what you set out to do?
What you do
What you say
How you do it
All of the above
How you do it
When is an officer’s performance evaluation usually made by an officer’s immediate superior?
Major purpose of the appraisal is evaluation
Major purpose of the appraisal is employee development
Major purpose of the appraisal is for self-evaluation
All of the above
Major purpose of the appraisal is evaluation
What feedback is a clear-cut must?
Feedforward
Feedback
Employee-supervisor feedback
Event feedback
Employee-supervisor feedback
When did Arizona federal district court rule that the Civil Rights Act did not cover claims of repeated verbal abuse and physical advances from supervisors? 1964 1975 1986 1991
1975
Which is the more vague type of misconduct?
Warning
Legalistic
Moralistic
Professional misconduct
Moralistic
Who is frequently the first to hear a citizen’s complaint?
The officer
The supervisor
Internal affairs
Top management
The supervisor
What is the first baseline value of performance?
Setting nonnegotiable high-performance standards
Setting negotiable high-performance standards
Teamwork
Character
Setting nonnegotiable high-performance standards
What is the critical part of step 1?
Thinking clearly about the project and then writing it down in the most specific terms possible
Understanding the project and explaining it
Generating new data about the project and asking someone internal or external to the agency who may have had more experience
Thinking reflectively and feedback
Thinking clearly about the project and then writing it down in the most specific terms possible
Regardless of the administrative adjudication, every police agency should refer all complaints of what to the prosecuting agency for the decision to prosecute criminally?
Moral and ethical violations
Violation of law
Legal and immoral
All of the above
Violation of law
Who should have legal authority during an internal discipline investigation to relieve police employees from their duties when it is in the interests of the public and the police agency?
The supervisor
The citizen complaint board
The professional investigations board
The Chief or the Sheriff
The Chief or the Sheriff
What is a disadvantage to strength-based leaders for leading by objectives?
Lack of delegation
Resistance to change
Confusion
All of the above
Resistance to change
What are the two rubrics of possibilities for wrongdoing?
The law and “unbecoming an officer”
Ethical and moral
Legalistic and moralistic
Professional conduct and professional corruption
The law and “unbecoming an officer”
Which performance evaluation is a very powerful appraisal process?
A one-way rating process
A two-way rating process
A 360-degree approach
When the supervisor draws the lines
A 360-degree approach
What is the first step in designing and implementing a personnel evaluation system?
Creating a rating manual
Training the raters
Job analysis
Rating the raters
Job analysis
13 steps for designing and implementing a personnel evaluation system:
- Job analysis: what is to be evaluated
- Multiple raters
- The raters
- Trained raters
- Rating the raters
- A rating manual
- Significant (critical) incidents: a database
- Feedback
- Leading by objective
- Making missions statements happen
- Avoiding mistakes
- Employee preparation
- Self-appraisal
Of the seven interrelated steps, which one has experience shown to often be the most difficult?
Feedback
Development of optimal strategies to deal with the
issue
Identification of the issue
Implementation
Identification of the issue
The learning by objective process consists of seven interrelated steps. What are they?
Page 109
- Identification of the issue
- Definition of the issue in a specific statement
- Development of optimal strategies to deal with the issue
- Selection of the appropriate option
- Implementation
- Evaluation
- Feedback
What are some external review agencies?
Civilian review boards and ombudsmen
Civilian review boards and
internal affairs
Internal affairs and professional responsibilities
All of the above
Civilian review boards and ombudsmen
What do problem bosses generate?
Maximum anxiety over issues of minimal significance
They make the workday of people disengaging and miserable
Small-minded decisions
All of the above
They make the workday of people disengaging and miserable
What does police corruption consist of?
Illegal behavior
Police employee’s involvement in promoting the business of one person while discouraging that of another person
Acts involving the misuse of authority by an employee in a manner designed to produce personal gain for the person or others
Extremely complex and demoralizing crimes
Acts involving the misuse of authority by an employee in a manner designed to produce personal gain for the person or others
Which is a reason why performance evaluations fail?
No preparation by either party
No face-to-face conversations
Supervisors are concerned only with bad performance
All of the above
All of the above
The representation and logistical support of the accused employed and the person representing the agency in a trial board proceeding should be ______.
Provided
Different
Equal
Shared
Equal
What did the Florida federal district court rule could create a hostile work atmosphere?
Nude pinups
Sexual advance
Verbal abuse
Sexual requests that are made a condition of employment
Nude pinups
How does leading by objective seek to use goals?
To control
To proved
To engage
To accomplish
To engage
What serves as important constraints?
The exclusionary rule
Criminal and civil actions
against police officers
Other external remedies
All of the above
All of the above
What should the chief establish on the retention of internal discipline complaint investigation reports?
Written policy
Baseline
Proper guideline
Set the example
Written policy
What is directly related to your performance as a leader?
Your ability to communicate
Your ability to select an option
Your ability to accurately appraise the performance of your assigned personnel
Your ability to have a positive performance evaluation
Your ability to accurately appraise the performance of your assigned personnel
Who sets the emotional standard?
Supervisors
Leaders
Team member
The group
Leaders
What should the raters be evaluated on?
Their leadership
Their attitudes and emotions
Their rating skills
Their performance
Their rating skills
Which reports should become part of the accused employee’s personnel folder?
All copies pertaining to any complaints
Only reports of sustained and, if appealed, upheld investigations
Only reports of sustained
Only reports of sustained and exonerated
Only reports of sustained and, if appealed, upheld investigations
How effective is a well-designed evaluation process?
Only as effective as the employee who is being honest
Only as effective as the leader who is being honest
Only as effective as the employee who is responsible for doing the work
Only as effective as the leader who is responsible for administering it
Only as effective as the leader who is responsible for
administering it
More than anyone else, who should be able to evaluate the overall conduct and performance level of his or her staff and, if a penalty is indicated, to determine how severe it should be?
The chief or the sheriff
The immediate supervisor
Top management
The citizens on the board
The immediate supervisor
Which question should an employee be prepared to answer?
“Did I set up good two-way communication?”
“In what areas do you feel you didn’t perform well?”
“Did I concentrate on behaviors and avoid personality factors?”
“”How can I be better?”
“In what areas do you feel you didn’t perform well?”
If your agency has an “internal investigations” or “professional responsibilities” unit, who has the responsibility to maintain discipline?
The employee
The supervisor
Top management
Everyone
The supervisor
What is included in police corruption?
Misuse of police authority
Activity which compromises, or has the ability to compromise, his or her authority to uphold the law
Protection of illicit activities, whether or not the police employee receives something of value in return
All of the above
All of the above
and…
“the police employee’s involvement in promoting the business of one person while discouraging that of another person”
When does the leader develop as many options as possible to tackle the issue? Step 1 Step 2 Step 3 Steps 4 and 5
Step 3 - Optional Strategies
Who should be trained as raters?
Supervisors
Top management
Individuals
Those responsible for rating
Those responsible for rating
What is the prime means for a police agency to ensure the job relatedness of a performance-evaluation system?
Established guidelines
Proper training
Rating the rater
Job analysis
Job analysis
Which penalty is least severe?
Loss of time or of annual leave
Remedial training
Oral reprimand
Written reprimand
Oral reprimand
In descending order:
Oral reprimand
Written reprimand
Remedial training
Loss of time or of annual leave in lieu of suspension
Suspension of up to 30 days(but no longer)
Removal from service
What is criminal misconduct?
Bad behavior
Malcontent
Corruption
Misuse of authority
Corruption
What is one key test of a police organization?
There are five baseline values
Its spirit of performance
Its moral duties
The ethical principle of responsibility
Its spirit of performance
Who has the primary responsibility of controlling the vast discretionary power of police officers?
The employee
The supervisor
Top management
Everyone
The supervisor
The board’s recommendations should be ______ to the chief.
Binding
Advisory
Facts
Final
Advisory
What are the malcontent’s (Problem employee 1) negative attitude and sloppy behavior?
A violation of professional values
Unacceptable
Require immediate attention
Contagious
Contagious
Who must have input in each of the seven interrelated steps?
The employee, the leader, and by the top bosses
The individual and the supervisor
The leader and the top bosses
The employee, the leader, and top management
The employee, the leader, and by the top bosses
Which error clusters closely toward the low end of the rating scale?
Halo errors
Strictness errors
Leniency errors
Central tendency errors
Strictness errors
How does an internal investigation unit strengthen discipline?
Relieves the supervisor of the need to maintain discipline
The community may disagree with the misconduct and want harsher punishment
The larger the department, the more efficient the internal investigation unit is
Provides assistance on request in the investigation of alleged misconduct
Provides assistance on request in the investigation of alleged misconduct
