Chapter 9 – evaluation and discipline

Question 1

When is Feedback on individual performance is most effective when delivered?

Answer 1

As soon as possible after an action or incident

Question 2

When should the fire officer correct unsafe conditions?

Answer 2

As soon as they are noticed

Question 3

A moral, mental, and physical state in which all ranks respond to the will of the leader.

Answer 3

Discipline

Question 4

The fire officer builds ………. by training to meet performance standards, using rewards and punishments judiciously, instilling confidence in and building trust among team leaders, and creating knowledgeable collective well.

Answer 4

Discipline

Question 5

Discipline that is based on encouraging and reinforcing appropriate behavior and desirable performance.

Answer 5

Positive discipline

Question 6

Discipline that is based on punishing inappropriate behavior or unacceptable performance performance

Answer 6

Negative discipline

Positive discipline should be used before negative discipline is applied

Question 7

A fire officer provides ………by identifying weaknesses, setting goals and objectives to improve performance and providing the capability to meet those targets.

Answer 7

Positive discipline

Question 8

One of the most effective strategies within the realm of positive discipline is…………..

Answer 8

Empowerment

Question 9

Some type of Hands-on training or activity should be scheduled every day, and skills have been shown to deteriorate if not used within ……… days of training.

Answer 9

90 Days

Question 10

The first level of negative discipline, considered “informal” by many organizations. And “informal” discipline action stays with the fire officer and does not become part of the employees record.

Answer 10

Oral reprimand, warning, or admonishment

Question 11

Fire fighter who is not meeting expectations should know there was a problem ………. the annual evaluation is undertaken.

The subordinate should be given adequate time to change the behavior or improve the skill, particularly if it is jeopardizing a scheduled pay raise or continuing employment.

Answer 11

Long before

Question 12

…….. is common when the fire officer is required to conduct a face-to-face meeting with the fire fighter to review the evaluation.

also

………. reduces conflict, because a positive evaluation is likely to make the evaluation a more pleasant experience and avoids confrontation.

Answer 12

Leniency or severity

Question 13

……….. is an evaluation error in which the fire fighter is evaluated only on incidents that occurred in the last few weeks, rather than on all of the events that occurred throughout the evaluation period .

Answer 13

Recency

Question 14

A fire officer demonstrates a ……….. when a fire fighter is rated in the middle of the range for all dimensions of work performance. This holds a little value for the fire fighter or the evaluation process.

Answer 14

Central tendency

Question 15

An evaluation error

When a fire fighter is evaluated on the bias of the fire officers personal ideals instead of the classified Job standards.

Answer 15

Frame of reference

Question 16

………… is aimed at discouraging unacceptable behavior and poor performance.

…………is a stronger force than positive discipline

Answer 16

Negative discipline

Question 17

An official negative supervisory action at the lowest level of the progressive discipline process

Answer 17

Formal written reprimand

Question 18

A work assignment that isolates the fire fighter from the public, often an administrative assignment away from the fire station environment.

Answer 18

Restrictive duty

Question 19

An evaluation error in which the fire officer takes one aspect of a firefighters job and applies it to all aspects of work performance

Answer 19

Halo and horn effect

Question 20

A pre-disciplinary conference that occurs before any suspension, demotion, or involuntary termination is issued. This term refers to a US Supreme Court decision.

Answer 20

Loudermill hearing

Question 21

Discipline should be progressive, moving from _____ to _____and from ______to _______.

Answer 21

Positive to negative. &
Minor to major

Question 22

What specifies all of the required knowledge, skills, and abilities that a fire fighter is expected to master within a specified time. To complete the probationary requirements?

Answer 22

A classified job description

Question 23

How often should performance evaluations be held?

Answer 23

Continually,

not just when a scheduled rating has to be submitted

Question 24

By training to meet performance standards, using rewards and punishments judiciously, installing confidence in and building trust among team leaders, and creating knowledgeable collective will, the fire officer builds _________?

Answer 24

Discipline

Question 25

A moral, mental, and physical state in which all ranks respond to the will of the leader

Answer 25

Discipline

Question 26

Starting out to correct a problem with positive discipline and then increasing the intensity of the discipline if the individual fails to respond to the positive form, perhaps by using mild negative discipline

Answer 26

Progressive discipline

Question 27

Unless there’s a problem with employees performance, the scheduled evaluation should be used primarily as an opportunity to discuss future _____ and _______.


Answer 27

Goals and objectives

Question 28

If an employee receives a substandard annual evaluation then the outcome might require a _______ _______ _______. This plan should cover a span of time such as 120 calendar days, that would be designated as a special evaluation. Period

Answer 28

Work improvement plan

Question 29

What starts the paper trail of progressive discipline process?

Answer 29

A written reprimand

Question 30

A _________ hearing can be conducted by disciplinary board, by the fire chief or another ranking officer, or buy a hearing officer.

Answer 30

Pre-disciplinary

Question 31

Program that helps employees cope with underlying issues that might be affecting workplace performance

Answer 31

EAP

Question 32

If you were employed grievances and severe disciplinary actions are encountered when ______ is in place.

Answer 32

EAP