Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

BC STUDY MATERIAL (Updated 2022) > Dimension in Discipline > Flashcards

Dimension in Discipline Flashcards

0
Q

If an employee’s overall performance declines below the satisfactory level, then what do you do? pg. 5

A

a Supplemental Performance Evaluation and Performance Development Plan should be completed.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
1
Q

Depending on the seriousness of the performance issue what could happen? pg.5

A

a more severe form of discipline may be appropriate in the first instance.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

Supplemental Performance Evaluation and Performance Development Plan, define it? pg.5

A
  • provides formal notification to the employee that there is a performance problem
  • defines expectations and a time line for expected improvements
  • also documents the problem for future reference if further disciplinary action becomes necessary.
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

What is the purpose of “Progressive Discipline” ? pg.5

A

to correct performance problems by imposing discipline of increasing severity if the performance problems are not corrected.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

The primary measures for addressing misconduct, in order from least to most severe? pg. 6

A
  1. Oral Warning
  2. Written Warning
  3. Reprimand
  4. Suspension
  5. Demotion
  6. Termination
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

For more serious misconduct problems what are some options in terms of speaking with someone?

A
  • Group Human Resources Manager or the department’s human resources office
  • liaison in the City Attorney’s Office
  • Labor Relations Office
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

What requires the due process under misconduct? pg. 7

A

Suspension 1
Demotion 1, 2
Termination 1

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

What requires due process under Performance based problems? pg.7

A

Reduction in Compensation 1
Demotion1,2
Termination1

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

What are the components to Practicing Discipline: pg.

A

Consistency

Communication

Privacy and Confidentiality

Documentation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

Probationary and limited employees have appeal rights to the Civil Service Commission for? pg. 13

A

Suspensions only

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

Does Probationary Firefighters have the right to appeal termination due to probationary failure? pg.13

A

no; they do not have a right of an appeal

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

When a probationary employee fails probation for performance reasons, it is suggested (but not required) that the supervisor follow what? pg. 13

A

Advance Notice procedure.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

Probationary employees are allowed a hearing if they are failing probation due to what? pg.14

A

misconduct.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

They do not, however, have rights to appeal any discipline to the Civil Service Commission, except in cases of? pg. 14

A

Suspension or Reduction in Compensation.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

A permanent employee transferring to another department but remaining in the same job classification, or demoting to a position in which he or she has achieved permanent status, has a trial period of? pg. 14

A

60 calendar days of active duty in the new position.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

If an employee fails to meet performance standards, he or she can be formally notified of this through a ? pg. 24

A

Supplemental Performance Report

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

A Performance Development Plan must be used whenever an employee receives a? pg. 24

A

Supplemental Performance Report

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

The supervisor or manager must review the employee’s performance again when? pg. 25

A

Within 90 days

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

Can an Employee request a “Skelly Hearing” for a delayed step pay increase? pg.25

A

NO, since there is an expectation that the employee meet the requirements of the position in order to qualify for normal step increases

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

What can be used to recognize an employee with exceptional performance? pg. 26

A

Commendation form

Performance evaluation form

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

How often do you give the Probationary employees a Performance Evaluation? pg. 27

A

Quarterly

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

Counseling is not used in cases of? pg. 28

A

misconduct

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
22
Q

What needs to be included with a written counseling? pg. 28

A

Notice of Counseling

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
23
Q

Does an Oral Counseling need to precede a Written Counseling? pg. 28

A

No it does not.

should be appropriate for the incident

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
24
Q

What is a written counseling? pg. 31

A

puts the instructions given to the employee in the Oral Counseling session in writing.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
25
Q

The employee must be given at least how many days to arrange for representation? pg. 32

A

5 days

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
26
Q

Who conducts oral counseling? pg. 34

A

The immediate supervisor

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
27
Q

Does an employee have the right to representation in a oral counseling? pg. 34

A

no

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
28
Q

Prior to giving the employee the Written Warning, how much time do they have to arrange for representation? pg. 40

A

The employee must be given a reasonable time to arrange for representation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
29
Q

Reprimand must be issued by a? pg.44

A

Deputy Director or designee.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
30
Q

The employee has how many “working days” after receipt of the Notice of Adverse Action to appeal. pg. 50

A

10 working days

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
31
Q

There are three types of Suspensions: pg. 53

A

Suspension in Response to Misconduct
Suspension Pending Investigation
On-the-Spot Suspension.

32
Q

A Suspension Pending Investigation must be approved by ? Last for how long? pg.53

A

Approved by the Mayor and last for 30 days

33
Q

What’s the purpose of a fact finding?

A

to establish facts surrounding reports of employee misconduct

34
Q

Does an employee have “rights” to representation during an oral counseling?

A

NO

35
Q

Who has to authorize a “suspension pending investigation”?

A

Mayor or Labor Relations office for mayoral depts. prior to take action

36
Q

Give an example of when a satisfactory employee would need an oral counseling?

A
  • absenteeism problem
  • becoming argumentative
  • stopped doing his or her share of the work
37
Q

During a fact finding meeting it is advisable to have at least how many people on the panel?

A

2 people

38
Q

Can an employee or management record a fact finding?

A

Yes per FBOR

39
Q

Once a request for an appeal has been filed with the commission in regards to termination -vs- an employee resigning. Who needs to approve this?

A

Civil Service Commission

40
Q

How should an oral or written counseling meeting be conducted?

A
  1. State what the PROBLEM or SITUATION is
  2. Describe the specific behavior
  3. Describe the expected behavior needed and then have them explain it back.
  4. Explain how he or she can develop better work habits.
  5. Suggest training
41
Q

Instructions in a written counseling should be what?

A
  • specific (facts)
  • include examples of the employee’s performance problems (facts)
  • offer suggestions on how to improve them
42
Q

Upon approval of the Notice of Adverse Action when does it have to be delivered?

A

within 5 working days

43
Q

When is a Supplemental Performance Report given?

A

when a supervisor or manager decides to make an official record of “POOR OVERALL” employee performance. Before a PDP

44
Q

What is the “Commendation” form used for?

A

Exceptional Performance

45
Q

What are the different types of counseling?

A

Oral and Written

Oral = Informal (but important)

Written = Formal

46
Q

What should you do if an employee refuses to sign the Notice of Counseling?

A

Note: the person refusing to sign

You sign and date it

Have a witness sign and date it

47
Q

Appeal hearings are usually heard by whom? pg. 69

A

A single commissioner

48
Q

How long of a notice is required when you resign from your position?

A

1 week

49
Q

What type discipline need not be progressive? pg. 6

A

Misconduct discipline

50
Q

When should a suspension be implemented? pg.53

A

when an oral or written warning and reprimands have been insufficient to correct the problem behavior.

  • suspension can also be used as a step for misconduct
51
Q

Written warnings are issued for what? pg. 36

A

Violating a rule, policy, or procedure

52
Q

What criteria should be used for determining when discipline is most appropriate? pg. 10

A
  • when their behavior negatively impacts other employees including the supervisor
  • violation of a rule, law or regulation
  • behavior impacts the public negatively
  • not performing a full range of duties at a satisfactory level
53
Q

What’s the term limit for a “Reduction in Compensation”? pg. 57

A

6 months

54
Q

When is the reduction in compensation used? pg.57

A

used in cases of sustained poor work performance

55
Q

Are there appeal rights for a “Suspension Pending Investigation”? pg. 54

A

NO; because it’s non-disciplinary suspension

56
Q

What happens if the final discipline is not issued prior to the end of 30 days of a “suspension pending Investigation”? pg.54

A

the employee must be reinstated with full pay

57
Q

What cases are “demotions” used in? pg. 65

A

performance related; not usually misconduct

58
Q

If an employee is on a “Reduction in Compensation” when do you have to review their performance? pg. 57

A

90 days; although it may be reviewed sooner

59
Q

Define: Demotion pg.62

A

a reduction in job classification

60
Q

How many members on the Civil Service Commission? pg 67

A

5 members and they are appointed by the Mayor

61
Q

When is EAP mandatory for employees? pg. 12

A
  • Last Chance Agreements

- Conditions of continued Employment process

62
Q

What’s a “quorum” in a Civil Service Commission Appeal Hearing? pg. 74

A

3 to 5 commissioners hear the case; instead of ONE commissioner

63
Q

The measures for addressing performance-related problems are listed below, in order from least to most severe

A 
Oral Counseling
Written Counseling
Supplemental Performance Evaluation and required PDP
Reduction in Compensation
Demotion
Termination
64
Q

What’s the City’s Philosophy and goal of discipline?

A

Correct and modify behavior that impacts:

  • other employees
  • service delivery to the public
  • interferes with another employee’s ability to perform his/her job duties
  • violates policies, procedures and regulations
  • ***get the employee back to meeting performance and behavior standards.
65
Q

Discipline should:

A
  • be progressive
  • generally use the least severe step which will restore employee to meeting standards.
  • address disciplinary issuers as close to the time of the incident as possible
66
Q

What level of discipline requires an approval from a second level supervisor?

“San Diego Discipline 101”

A

Supplemental Performance Report and PDP

67
Q

What type of discipline can a first level supervisor (captain/sergeant) do?

A

Verbal counseling and Verbal Warning

Written counseling and Written Warning

68
Q

Who drafts and issues reprimands?

A

Drafted by the direct supervisor

Issued by Deputy Chief/Shift Commander/Lifeguard Captain

69
Q

What level of discipline gets drafted and issued by a deputy chief/shift commander

A
  • reduction in compensation
  • suspension
  • ***needs the Fire Chief approval
70
Q

What level of discipline is drafted by a DC/SC or above, issued by the Asst. Chiefs, with approval of the Fire Chief?

A

Demotion

71
Q

What level of discipline gets drafted by a DC/SC or above, and approved/issued by the Fire Chief?

A

Termination

72
Q

Counselings and Warnings usually focus on what?

A

Specific issue or incident (narrow focus)

73
Q

Performance evaluations may address what?

A

Multiple performance issues (broad focus)

74
Q

During a fact finding, does a witness have the right of representation?

A

No, they do not.

If they verbalize something that can be construed as a violation, then the meeting will stop and the employee will be afforded the representation. There will be an investigation/fact finding at a later date.

75
Q

All Supplemental Performance Reports should have a __________________________________. The Supplemental Performance Report is the discipline component and provides supervisors with the opportunity to document poor overall job performance and discuss it with the employee.

A

Performance Development Plan

76
Q

“For cause” drug/alcohol testing:

Reasonable suspicion may also result from an observation of physical symptoms such as the following:

A
  • Slurred speech
  • Drowsiness or actual sleeping during working hours
  • Red, watery eyes
  • Dilated pupils
  • Odor of alcohol on the breath
  • Unsteady gait
77
Q

Approvals needed before initiating testing (before a “For Cause” test can be given it must reviewed and approved)?

A
  • Asst. Fire Chief or PSO

- Approval from HR and City Personnel

78
Q

“For cause” test:

Who will make the notifications to the facility where the test will be made?

A

Personnel in most cases

BC STUDY MATERIAL (Updated 2022) (174 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions