Chapter 9: evaluation and discipline Flashcards
supervision of ff’s requires?
regular evaluations
positive discipline?
helps employees recognize problems
negative discipline?
punishment
discipline should be?
progressive, moving positive to negative, minor to major
positive discipline should start with?
verbal counseling
ultimate level of negative discipline?
dismissal
formal written documentation of ff’s performance?
annual performance evaluation
who is responsible for evaluating each ff during probation?
fire officer
4 areas of probationary ff’s progress?
competency as apparatus operator/progress on job specific info/progress in learning zone/performance (reports/dutys)
performance evaluation should be?
continual
when is feedback most effective?
as soon as possible after action or incident
when should unsafe conditions be corrected?
as soon as they are noticed
moral, mental, physical state in which all ranks respond to will of leader?
discipline
discipline dived into 2 sides?
positive/negative
encouraging and reinforcing appropriate behavior/desirable performance?
positive discipline
punishing inappropriate behavior/unacceptable performance?
negative discipline
which discipline should be used first?
positive
key to positive discipline?
convince parties they want to do better and they are capable
starting point for positive discipline?
establish expectations for behavior/performance
guidance to correct problems is needed because?
task or skill was never learned
example of fire officer setting stage for positive discipline?
“walking the talk”
most effective strategy of positive discipline?
empowerment
empowerment component to help ff’s learn about fd and local govt?
“local govt 101”
example of another component?
“success 102”
first level of negative discipline considered informal?
oral reprimand/warning/admonishment
stays w/ fire officer and does not become part of employees official record?
informal
some departments require____ of oral reprimand which provides employee space to respond?
informal written reprimand
employees work record should be secured where?
secured central repository
official documents of empowerment should include?
hiring packet/tax withholding/personnel actions/evaluation reports/grievances/formal discipline
examples of documents that may be at second personnel file not required to be at secured central?
letters of recommendation/work hx/certifications
nfpa standard for fire officer 2, issues formal evaluations and discipline?
nfpa 1021
every ff who has completed probation should have?
annual written evaluation
annual evaluations become?
formal part of employees work hx
how many steps in annual evaluation?
4
step 1 in annual evaluation?
fill out standardized evaluation form
step 2 in annual review?
employee allowed to review and comment on evaluation
step 3 in annual review?
face to face feedback
step 4 in annual review?
establish goals for next evaluation
where does officer maintain list of ff’s activities and performance?
performance log
sophisticated document listing assets and liabilities?
t account
plan w/ specific time span for specific evaluation?
work improvement plan
example of hr requirements for improvement plan?
in writing stating deficiencies/reviewed by senior officer/end of time period rating/consequences if goals not met
evaluation errors?
leniency/severity/personal bias (race religion gender)/central tendency (“ok in all areas”)/frame of reference (personal ideals)
fire officer concentrates on only one aspect of ff’s performance?
halo and horn effect
when fire officer compares performance of one subordinate against another?
contrast effect
moves from mild to more severe punishment if problem is not corrected?
progressive negative discipline
steps in progressive negative discipline?
counsel/verbally reprimand/written reprimand/suspend ff/terminate ff
official negative supervisory action at lowest level?
formal written reprimand
negative discipline that removes ff from performing duties?
suspension
suspension places ff on?
leave without pay
work assignment that places ff away from public?
restrictive duty
dept has determined employee unsuitable for continued employment?
termination
examples of alternative disciplinary actions?
extension of probation/involuntary transfer/establish special evaluation/financial restriction/loss of leave/demotion
must be conducted before discipline can be invoked?
predisciplinary conference
process come from result of?
loudermill hearing/1985
designed to deal with issues such as substance abuse, health issues, maritol problems?
employee assistance program (eap)
some considerations for eap?
child, elderly issues/family crisis/substance abuse or alcoholism/second job or financial issues/psychological issues.
for eap to be successful fire officer must?
recognize stress in employee
