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Supervision of Police Personnel > Chapters 10-13 > Flashcards

Chapters 10-13 Flashcards

1
Q

Instructing, training, and teaching. Its main purposes are to facilitate coordination of effort, develop self-control and character, and foster orderliness and efficiency.

A

Discipline, defined…

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2
Q

Requisites of Punishment: (5)

A
  1. Certainty
  2. Swiftness
  3. Fairness and Impartiality
  4. Consistency
  5. Deterrence to others.
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3
Q

State of mind reflecting the degree to which an individual has confidence in the members of the group and in the organization and believes in the objectives and desires to accomplish them.

A

Morale.

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4
Q

Liability that a supervisory party (employer) bears for the actionable conduct of an associate (employee) because of the relationship between the two parties.

A

Vicarious Liability

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5
Q

Case Preparation, the first step to be initiated by the supervisor:

A

The exact nature of the alleged misconduct must be ascertained from the complainant.

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6
Q

Evaluation systems fail because of: (6)

A
  1. Indifference
    2, Employee Pressure
  2. Fail to train Raters
  3. Rating abuses
  4. Shipshod Procedures
  5. Rating Shortcuts
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7
Q

The correction of objective data about an employee’s performance which can be used as a basis for more effective performance ratings.

A

Critical Incident Technique

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8
Q

Evaluations for probationary officers of ALL ranks should be made at least:

A

once per month

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9
Q

Worst to First

A

Employee Ranking

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10
Q

The rater compares each employee with others who have been selected as having the greatest value to the organization and those considered to have the least value, as well as those in the middle.

A

Representative Employee Standard

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11
Q

Raters are instructed to decide in their own mind the attributes, professional qualities, and performance of the ideal employee performing a similar function to that of the employee is to be raided and make the comparison with this standard.

A

Ideal Employee Standard

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12
Q

The rater gives a numerical grade to each trait on the rating form according to the degree to which the employee possesses it.

A

Numerical Standard

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13
Q

Once traits are selected that are considered to be the most important indicators of quality of performance, several options can be provided, from which the rater must select the one that most closely describes the performance of the person being rated.

A

Forced Choice Standard

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14
Q

NSF Model
Supervisor to give initial orders while heading to the scene, get an assessment from the 1st responding officers, evaluate the scene for hazards,m determine the need for addiotnal assistance, etc.

A

NOW

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15
Q

NSF Model
Supervisor to take control and direct the response. They set up perimeters, assigned responders to handle specific tasks, keep higher command advised, etc.

A

SCENE

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16
Q

NSF Model
Supervisor to conduct briefings, and then evaluate reports to determine the need for commendations, discipline, training policy changes, etc.

A

FUTURE

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17
Q

One of the supervisor’s FIRST tasks at the scene of an unusual incident should be to:

A

Quickly evaluate the occurrence and then communicate to headquarters the field intelligence available so that plans can be started for the dissemination of necessary control material and equipment and the deployment of required personnel.

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18
Q

Hostage Scenes: THREE dangerous periods

A
  1. 1st 15-45 Minutes
  2. Surrender of Hostage Takers
  3. Tactical Assault
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19
Q

The Behavioral Change Stairway Model: AERIB

A
  1. Active Listening
  2. Empathy
  3. Rapport
  4. Influence
  5. Behavioral Change
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20
Q

Pincer Movement

A

Crowd is attacked from the front and both flanks, may force it to escape to the REAR.

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21
Q

Flanking Maneuver

A

Crowd is attacked from the front and from ONE flank, will usually force the group to disperse to the opposite flank.

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22
Q

The field supervisor’s primary responsibility in the event of an aircraft crash will be to: (5)

A
  1. Render Aid.
  2. Notify HQ
  3. Request Necessary Support
  4. Minimize danger to bystanders / victims
  5. Protect persons and property against looting
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23
Q

The rater compares each employee with others who have been selected as having the greatest value to the organization, and those considered to have the least value, as well as those in the middle.

A

Representative Employee Standard

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24
Q

The field supervisor’s secondary responsibility in the event of an aircraft crash will be to: (2)

A
  1. Provide Traffic Control
  2. Provide Assistance to rescue or fire control
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25
Q

Major Fire- PRIMARY responsibility

A

Immediate vicinity and perimeter posts to control vehicular and pedestrian traffic, which might interfere with firefighting efforts.

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26
Q

Pipe Bomb

EXPLOSIVES

BUILDING

OUTDOOR

A

Pipe Bomb

EXPLOSIVES 5 lbs

BUILDING 70 Feet

OUTDOOR 850 Feet

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27
Q

Briefcase

EXPLOSIVES

BUILDING

OUTDOOR

A

Briefcase

EXPLOSIVES 50 lbs

BUILDING 150 Feet

OUTDOOR 1,850 Feet

28
Q

Compact Sedan

EXPLOSIVES

BUILDING

OUTDOOR

A

Compact Sedan

EXPLOSIVES 500 lbs

BUILDING 320 feet

OUTDOOR 1,500 feet

29
Q

Sedan

EXPLOSIVES

BUILDING

OUTDOOR

A

Sedan

EXPLOSIVES 1,000 lbs

BUILDING 400 Feet

OUTDOOR 1,750

30
Q

Passenger Cargo Van

EXPLOSIVES

BUILDING

OUTDOOR

A

Passenger Cargo Van

EXPLOSIVES 4,000 lbs

BUILDING 600 Feet

OUTDOOR 2,750 Feet

31
Q

Small Van/Delivery Truck

EXPLOSIVES

BUILDING

OUTDOOR

A

Small Van Delivery Truck

EXPLOSIVES 10,000 lbs

BUILDING 860 Feet

OUTDOOR 3,750 Feet

32
Q

Water Truck / Moving Van

EXPLOSIVES

BUILDING

OUTDOOR

A

Water Truck / Moving Van

EXPLOSIVES 30,000 lbs

BUILDING 1,240 Feet

OUTDOOR 6,500 Feet

33
Q

Semi Trailer

EXPLOSIVES

BUILDING

OUTDOOR

A

Semi Trailer

EXPLOSIVES 60,0000 lbs

BUILDING 1,500 feet

OUTDOOR 7,000 feet

34
Q

A well-disciplined organization is one that is considered highly:

A: Structured
B: Trained
C: Supervised
D: Regulated

A

B: Trained

Chapter 10, Page 183

35
Q

While punishing an employee does not guarantee that his future conduct or performance will improve, it will demoralize others in the organization if it is:

A: Fair and Consistent
B: Equal and Swift
C: Equal and Consistent
D: Fair and Swift

A

A: Fair and Consistent

Chapter 10, Page 186

36
Q

Morale is considered to be what kind of condition:

A: Stable
B: Static
C: Fluctuating
D: Inert

A

C: Fluctuating

Chapter 10, Page 190

37
Q

Which of the following will dictate the procedure to be followed in receiving and disposing of complaints against personnel?

A: Laws
B: Regulations
C: Organizational Policy
D: State Statutes

A

C: Organizational Policy

Chapter 10, Page 191

38
Q

Under which doctrine is a public safety entity now liable for the wrongful acts or omissions of its employees who are acting within the scope of their employment?

A: Respondeat Superior
B: Respondeat Quality
C:Respondeat Reservation
D: REspondeat Adequate

A

A: Respondent Superior

Chapter 10, Page 192

39
Q

The investigating supervisor should approach contact with the accused employee as/with

A: An interview process, although it may end as an interrogation
B: A matter-of-fact manner with full opportunity to explain their side
C: An objective, unbiased attitude with no notion of preconceived conclusions
D: All of the above

A

D: All of the Above

Chapter 11, Page 205

40
Q

According to the text, which form of lineup is becoming more and more prevalent?

A: Physical Lineup
B: Driveby Lineup
C: Photo Lineup
D: On-the-scene Lineup

A

C: Photo Line Up

Chapter 11, page 208

41
Q

Minimum requirements of procedural due process reviewed in the text include all of the following except:

A: Sealing of evidence to be used against the officer
B: A hearing before a neutral and detached body
C: Written notice served on the officer
D: The right to confront and cross-examine adverse witnesses.

A

A: Sealing of Evidence to be used against the officer

Chapter 11, Page 210

42
Q

Properly administered personnel evaluation programs can be useful to administrators in research activities, and these systems are helpful in:

A: Evaluating the selection and testing program
B: Evaluating the effectiveness of a training program at the operating level
C: Determining as one basis for promotion
D: All of the above

A

D: All of the above

Chapter 12, Page 221

43
Q

Which technique involves the collection of objective data about an employee’s performance, which can then be used as a basis for more effective performance ratings

A: Supervisor Management Technique
B: Rater Observation Technique
C: Rater Observation Technique
D: Performance rating Technique

A

C: Critical Incident Technique

Chapter 12, Page 224

44
Q

Rating forms will usually list how many characteristics that must be considered by the rater?

A: 4-10 traits
B: 4-12 traits
C: 5-10 traits
D: 6-12 traits

A

B: 4-12 traits

Chapter 12, Page 224

45
Q

Evaluation reports for probationary officers of all ranks should be made at least how often?

A: Once per week
B: Once per month
C: Once per quarter
D: Once per year

A

B: Once per month

Chapter 12, Page 224

46
Q

In letting subordinates know what is expected of them, the supervisor is performing a/an ________ function that will give them a basis for understanding which standards will be used to measure and evaluate their effectiveness.

A: Strategic
B: Training
C: Oversupervision
D: Regulatory

A

B: Training

Chapter 12, Page 232

47
Q

Which of the following is inherently subjective since it involves a personal audit by one person of another’s conduct or performance?

A: Training Curriculum
B: Rating System
C: Supervisory Management
D: All of the above

A

B: Rating System

48
Q

It is recognized by most supervisors that if many of the observations of their subordinates are systematically made and recorded for the prime purpose of eliminating _____________________, then they will provide an excellent basis for trait evaluation involved in personal rating systems.

A: Rapport
B: Poor Performance
C: Bias
D: Poor Investigations

A

C: Bias

Chapter 12, Page 235

49
Q

The biggest problem in the selection of a rating method within large groups where functions vary widely is:

A: That it will yield reliable results
B: That it will be applicable across jobs
C: That it will be used correctly
D: That supervisors will learn the system

A

A: That it will yield reliable results

Chapter 12, PAge 235

50
Q

What method of rating employees is simple and easy to administer, but has the advantage of lacking common standards of measurement, especially when employees from widely different assignments must be compared?

A: Evaluation
B: Ranking
C: Military
D: Categorization

A

B: Ranking

Chapter 12, Page 235

51
Q

Instead of using selected employees who are representative of certain groups of personnel with varying values to the organization, __________________ may be developed to avoid the necessity for changing criteria when selected employees leave the unit or their performance becomes such that they can no longer be used as a pattern for ratings.

A: Ideal employee descriptions
B:: Numerical standards
C: Forced choice standards
D: Employee ranking

A

A: Ideal Employee descriptions

Chapter 12, Page 236

52
Q

What may be improved when the rater compares each employee with others who have been selected as having the greatest value to the organization, who are in the middle group with average value, and who are considered as having the least value?

A: Utility
B: Accuracy
C: Discipline
D: Morale

A

B: Accuracy

Chapter 12, Page 235

53
Q

When using representative employee standards, a rater is able to rank employees by comparing them with other representative employees who have what type of value to the organization?

A: The least
B: The greatest
C: An Average
D: All of the above

A

D: All of the above

Chapter 12, Page 235

54
Q

When quantity of production is most important to an organization, __________________ may be used to an advantage in measuring accomplishments and are often expressed numerically.

A: Qualifying Standards
B: Descriptive Standards
C: Qualitative Standards
D: Analysis Standards

A

B: Descriptive Standards

Chapter 12, Page 236

55
Q

What scale is used as a guide in determining total value points and assigns numerical values to each trait or performance factor and gives each a weight?

A: Purely an arithmetic scale
B: Ideal employee scale
C: Forced choice scale
D: Qualitative rating scale

A

A: Purely an arithmetic scale

Chapter 12, page 236

56
Q

Every supervisor should realize that they are evaluated ________ by each subordinate on the basis of how their personnel evaluation duties and responsibilities are performed.

A: Annually
B: Continually
C: Informally
D: Formally

A

C: Informally

Chapter 12, page 243

57
Q

What rating error occurs when raters tend to rate higher than is justified by those persons they know well and like, and those who subscribe to the same opinions as the supervisor?

A: Leniency
B: Personal bias
C: Subjectivity
D: OVerweighting

A

B: Personal Bias

Chapter 12, Page 245

58
Q

Captain Fordham is responsible to complete annual performance appraisals for the staff assigned to his office. Lt. Carney’s performance on most criteria was weak, and throughout the year, overall performance was mediocre. However, Carney writes grant applications and secured significant funding for several important department activities. Fordham gave Carney a good rating overall. Capt. Fordham has committed which rating error?

A: Overwerighting
B: Related Traits
C: Central Tendency
D: Halo or Horns Effect

A

D: Halo or Horns Effect

Chapter 12, Page 246

59
Q

What type of rating error results when raters group their ratings near the center of the rating scale with few ratings at the bottom or at the top?

A: Leniency
B: Related Traits
C: Central Tendency
D: Halo or Horns Effect

A

C: Central Tendency

Chapter 12, Page 246

60
Q

What type of rating error results when the rater gives similar ratings to traits which seem to be similar?

A: Overweighting
B: Related Traits
C: Central Tendency
D: Halo or Horns Effect

A

B: Related Traits

Chapter 12, Page 246

61
Q

A report is said to be _________ when it is an accurate measurement of the ability it purports to measure.

A: Valid
B: Reliable
C: Useful
D: Clinical

A

Valid

Chapter 12, page 247

62
Q

A report is said to be _______ if it measures consistently and reasonably accurately each time it is used.

A: Valid
B: Reliable
C: Useful
D: Clinical

A

B: Reliable

Chapter 12, Page 248

63
Q

Every supervisor should become familiar with the basic procedures applicable to the procurement and use of _________ command to the policing of most unusual occurrences.

A: Personnel
B: Facilities
C: Equipment
D: All of the Above

A

D: All of the above

Chapter 13, page 255

64
Q

When a command post is needed, all fo the following were considerations presented in the text, EXCEPT:

A: Easily identifiable on maps
B: Free of trees or overhead roadways
C: Located upwind from the event
D: Near a power supply

A

B: Free of trees or overhead roadways

Chapter 12, page 256/257

65
Q

Supervisors should make it clear to all personnel that they reserve the right to decide how and when organized force may be used to rush a suspect who holds a hostage and that if they enforce such directions, they are maintaining:

A: Strategic practice
B: Tactical operations
C: Unity of Command
D: Field Operations

A

C: Unity of Command

Chapter 12, page 262

66
Q

During a building search for a barricaded suspect, as each room is secured, officers should proceed to other rooms until:

A: The suspect is located
B: The suspect is neutralized
C: The suspect is captured
D: All of the above

A

D: All of the above

Chapter 12, page 267

Supervision of Police Personnel (5 decks)

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