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zPromotion Card Archive > Discipline Manual I General Information; II Positive Recognition > Flashcards

Discipline Manual I General Information; II Positive Recognition Flashcards

1
Q

What is the purpose of the Discipline Manual (Preamble Pg2)

A

To provide guidelines to those in the department who are responsible for imposing discipline.

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2
Q

What is the Vision of the Depratment. (VVM Pg3)

A

The San Diego Police Department strives to advance the highest levels of public safety; trust; and professionalism by strengthening community partnerships through fair and impartial policing while fostering employee enrichment and growth to ensure we remain America’s Finest police department.

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3
Q

What are the Department’s Values (Pg3)

A 
Human Life
Integrity
Partnership
Diversity
Employee Enrichment
Compassion
Innovation
Courageous Justice
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4
Q

What is the San Diego Police Department’s mission? (Page 3)

A

Maintain public safety by providing the highest quality police services to all of our communities.

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5
Q

Discipline is defined as _______ and/or _______. (I.A.3. Pg10)

A
  1. Teaching

2. Learning

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6
Q

The San Diego Police Department recognizes that discipline take on several meanings; including _______. (I.A.3. Pg10)

A

Positive
corrective
and punitive action

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7
Q

The primary objective of discipline is _______. (I.A.5. Pg10)

A

Strengthen the Department and build morale

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8
Q

Discipline builds morale by: (I.I.A.5. Pg10)

A
  1. Reinforcing the values and expectations of the Department.
  2. Putting employees on notice when their performance needs improvement or behavior needs correction.
  3. Assisting employees in their efforts to improve performance or correct behavior.
  4. When necessary; removing employees whose performance is incompetent; or who engage in grossly negligent or willful or repeated misconduct.
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9
Q

To whom does The City of San Diego Police Department Discipline Manual apply to? (I.A.6. Pg10)

A

Exclusively to sworn police officers of the San Diego Police Department

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10
Q

Positive Recognition; of this manual contains detailed procedures for identifying and documenting outstanding conduct by sworn employees. Some examples are: (I.B.1.b. Pg11)

A
  1. Setting a positive example
  2. Focusing on positive behavior
  3. Providing consistent feedback
  4. identifying appropriate rewards
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11
Q

Supervisors and Commanding officers should consider the progressive discipline approach; however; _______. (I.B.2.b. Pg11)

A

It is not necessary to begin discipline at the lowest level

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12
Q

What are the different types of discipline? (I.B.1. Pg11)

A
  1. Positive Recognition
  2. Misconduct-related Discipline
  3. Performance-related Discipline
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13
Q

Performance deficiencies should generally be addressed in the following progressive steps: (I.B.3.b. Pg 12)

A
  1. Verbal/Notes of Counseling.
  2. Written Warnings
  3. Employee Performance Reports.
  4. Supplemental Performance Reports.
  5. Performance Development Plans.
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14
Q

If the progressive steps listed above are unsuccessful; what other steps should be taken? (I.B.3.c. Pg12)

A
  1. Reduction in Compensation.
  2. Demotion.
  3. Termination.
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15
Q

_______ action taken for the first offense will generally be less severe than that subsequent offense. (I.C.1. Pg12)

A

Corrective

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16
Q

No punitive action; nor denial of promotion on grounds other than merit; shall be undertaken for any act; omission; or other allegation of misconduct; if the investigation of the allegation and notification of the proposed discipline is not completed within one year of the agency’s _______. (I.D.1.a. Pg13)

A

Discovery

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17
Q

Category I investigations to be completed by Internal Affairs within ____. (I.D.2.a. Pg13)

A

90 days

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18
Q

Category II investigations to be completed by the command within _______ days of the assignment of the complaint for investigation. (I.D.2.b. Pg13)

A

60 days

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19
Q

The California Government Code; City of San Diego Personnel Manual; City of San Diego Civil Service Rules; and the MOU between the City and the San Diego Police Officers’ Association (SDPOA) provide that when an officer is under investigation and subject to interrogation by his or her commanding officer that could lead to punitive action; sworn members of the Department_____. (I.E. Pg13)

A

Have the right to have a representative present during any interview and at all appeal hearings.

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20
Q

An officer’s immediate supervisor may discipline the officer through_______. (I.F.1. Pg14)

A

Note of Counseling or Written Warning; with a second level supervisor’s approval

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21
Q

A Commanding Officer may approve discipline up to a _______ without further review. (I.F.2. Pg14)

A

Written Warning

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22
Q

Sworn employees have various due process rights during the disciplinary process. _______; the _______; and/ or the _______ guarantee certain rights prior to the imposition of serious discipline. (I.G. Pg15)

A
  1. Civil Service Rules
  2. MOU
  3. Peace Officer Bill of Rights
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23
Q

What are the types of Appeals; Hearings and Meetings. (I.G.1. Pg15)

A
  1. Captain’s Appeal
  2. Skelly Meeting
  3. Chief’s Appeal
  4. Mayoral Appeal
  5. Probationary Employee Post-Separation Hearing
  6. Civil Service Commission
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24
Q

A Captain’s Appeal is an impartial hearing; held by a Captain who did not have a role in the original decision to discipline the employee. A Captain may hear an appeal when the discipline includes a Note of Counseling or a Written Warning. This is an _______. (I.G.1.a.i. Pg15)

A

Evidentiary hearing

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25
Q

A Captain’s Appeal may also be utilized to appeal any ______. This is an informal hearing. (I.G.1.a.iii. Pg15)

A

Document containing negative comments about the employee when the document is to be place in the employee’s personnel file.

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26
Q

A _______ is an informal meeting intended to provide an opportunity for an employee who has been served with an advance notice of serious discipline (e.g. Suspension; Demotion; Reduction in Compensation or Termination) to respond to the allegations set forth in the advance notice. (I.G.1.b. Pg15)

A

Skelly Meeting

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27
Q

A Skelly Meeting is an informal meeting intended to _____. (I.G.1.b.i. Pg15)

A

Provide an opportunity for an employee who has been served with an advance notice of serious discipline to respond to the allegation set forth in the advance notice.

28
Q

The purpose of the Skelly Meeting is to ____. (I.G.1.b.ii. Pg15)

A

Minimize the risk of error in the initial decision to discipline.

29
Q

Although probationary employees _______ entitled to a Skelly Meeting; they _______. (I.G.1.b.v. Pg16)

A
  1. Are not

2. Are entitled to a Chief’s Appeal.

30
Q

A Chief’s Appeal is an appeal heard by the Chief of Police; though generally delegated to an Assistant Chief. The Chief’s Appeal process is available to all employees without regard to permanent or probationary status. This is _______. (I.G.1.c.i. Pg16)

A

An evidentiary hearing

31
Q

During a Chief’s Appeal; the subject officer has the right to _______ (I.G.1.c.ii. Pg16)

A 
Offer verbal and written evidence;
call witnesses;
present evidence;
cross-examine witnesses;
and require the attendance of any witnesses who are city employees.
32
Q

During a Chief’s Appeal; who may be present at the hearing to support the finding(s) and/or discipline? (I.G.1.c.iv. Pg16)

A
  1. a representative from the investigating command
  2. Internal Affairs (IA)
  3. Equal Employment Opportunity (EEO)
33
Q

The Mayoral Appeal is an appeal before the Mayor or his/her designee (usually Labor Relations). The Mayor will only review appeals of _______ affecting permanent employees (I.G.1.d.ii. Pg16)

A

Reprimands or Reductions in Compensation

34
Q

The Department will serve the decision after a probationary employee post-separations hearing within _______. There is no appeal from the Department’s decision at this hearing; and the Department’s decision is not subject to the Grievance Procedure. (I.G.1.e.iii. Pg17)

A

seven (7) calendar days

35
Q

The Civil Service Commission reviews _______. (I.G.1.f.ii. Pg17)

A

Suspensions;
demotions;
terminations;
including disciplinary transfers associated with a suspension or demotion.

36
Q

A Suspension; Demotion or Termination may be appealed to the Civil Service Commission within _______ calendar days of receipt of discipline. (I.G.2.b. Pg17)

A

5

37
Q

A Disciplinary Transfer that has taken place in conjunction with a Suspension or Demotion may also be appealed to the Civil Service Commission in conjunction with _______. (I.G.2.c. Pg17)

A

The appeal of that Suspension or Demotion

38
Q

An Intra-Department Appeal is the general term used to describe a meeting or hearing that is heard by the Department before the final discipline is imposed. A _______ all fall under the broad category of an Intra-Department Appeals. (I.G.3.a. Pg18)

A

Captain’s Appeal
Skelly Meeting
Probationary Employee Post-Separation Hearing
and Chief’s Appeal

39
Q

All requested Intra-Departmental Appeals must be directed to the Office of _______ within _______ working days of receiving the discipline; or Advance Notice of Adverse Action. (I.G.3.c. Pg18)

A
  1. Chief of Police

2. ten (10)

40
Q

All Intra-Departmental Appeals should be _______ and held in a manner as to permit transcription if necessary. At the expense of the subject officer and with appropriate notice; _______ may be used to record the proceedings. (I.G.3.f. Pg18)

A
  1. audio-recorded

2. a certified court reporter

41
Q

At the conclusion of the hearing; the hearing officer will deliver the decision in writing within a reasonable amount of time; based on the circumstances of the case; not to exceed _______ calendar days. (I.G.3.k. Pg19)

A

Sixty (60)

42
Q

The following types of discipline are subject to the Intra-Department Appeals process: (I.G.3.l. Pg19)

A

i. Less than Satisfactory Employee Performance Report.
ii. Note of Counseling.
iii. Written Warning.
iv. Reprimand.
v. Disciplinary Transfer (punitive).
vi. Suspension.
vii. Reduction in Compensation (as defined in Index Code L-2 of the Personnel Manual).
viii. Demotion (in rank or classification).
ix. Dismissal/Termination.
x. Probationary Failure.

43
Q

A Note of Counseling will be retained as follows: (I.I.2.c.i. Pg22)

A

Two (2) years in Divisional File and then destroyed. It will be unsealed the first year and be sealed the second year.

44
Q

Discipline shall be retained as follows: Written Warning: _______ in Divisional file; and then destroyed. (I.I.2.c.ii. Pg22)

A

2 years

45
Q

A Suspension; Demotion or Reduction in Compensation will be retained as follows: (I.I.2.iv. Pg22)

A

Five (5) years in Department Human Resource personnel file and then may be sealed.

46
Q

Formal reprimands (discipline) without further penalty more than two (2) years old; and those with additional penalty more than five (5) years old; _______ be considered for purposes of disciplinary actions except _______. (I.I.1.2.d Pg22)

A
  1. will not
  2. when such reprimands show patterns of misconduct as defined in Department Rules and Regulations and Department Instructions
47
Q

IA investigations: Supporting investigative documentation maintained in IA is destroyed after _______ year(s) from the date of the completed investigation. (I.I.3.a Pg23)

A

Five (5)

48
Q

What shall be printed clearly on the outside of a sealed discipline envelope? (I.I.3.c.i.f Pg23)

A

The purge date

49
Q

When shall the command investigation be purged for Reprimands; Suspensions; Demotions; Reductions in Compensation and Terminations? (I.I.3.c.ii.b Pg24)

A

Two years and six months from the date that the incident for which the investigation took place came to the attention of the Department.

50
Q

For Written Warnings and Notes of Counseling: In no case may the investigation be retained longer than _______ from the date that the incident for which the investigation took place came to the attention of the Department. (I.I.3.c.i.d Pg23)

A

Two years and six months

51
Q

What type of discipline may NOT be sealed after the completion of an investigation? (I.I.4.b.ii Pg25)

A

Terminations

52
Q

An Officer may request discipline to be sealed. If granted; all documents with be placed in an envelope; sealed and initialed by the officer. The envelope will be placed in the officer’s Divisional or Department Human Resource personnel file as appropriate and will be opened by Police Human Resources or Police Legal only in the event the officer is _______ (I.I.4.b.iii.d Pg25)

A

The subject of future discipline; litigation; or by judicial order.

53
Q

An employee has the right to file a rebuttal against any _______ placed in the employee personnel file. (I.I.5.a Pg26).

A

Negative Comment

54
Q

An employee has a right to file a rebuttal against any negative comment placed in the employee’s personnel file. The supervisor should advise the employee that he/she has _______ calendar days to file a written response to the document or adverse comment. (I.I.5.c. Pg. 26)

A

Thirty (30)

55
Q

In addition to the Department’s psychological services; _______ offers a free; confidential Employee Assistance Program (EAP). (I.I.J.2. Pg26)

A

City Risk Management

56
Q

Probationary employees are not entitled to Advance Notice or a Skelly Meeting; and have no appeal rights to _______. (I.I.K.2. Pg27)

A

The Mayor or Civil Service Commission

57
Q

Probationary Employees are not entitled to Advance Notice or a Skelly Meeting and have no appeal rights to the _______or _______. (I.I.K.2 Pg27)

A
  1. Mayor

2. Civil Service Commission

58
Q

Since the probationary period is considered part of the testing process; employees who fail probation and who must leave City employment are _______. (I.I.K.3 Pg27)

A

Not considered terminated

59
Q

Probationary employees will be provided one informal; non-evidentiary post-separation hearing; to be conducted by _______or his/her designee. (I.I.K.4 Pg27)

A

An Assistant Chief

60
Q

Probationary employees will be provided one informal; non-evidentiary post-separation hearing; to be conducted by an Assistant Chief or his/her designee. The Department will serve the decision within _______ calendar days. There is no appeal from the Department’s decision at this hearing; and the Department’s decision is not subject to the Grievance Procedure. (I.I.K.4 Pg27)

A

7

61
Q

If a policy or procedure appears overly cumbersome; or interferes with the operation of the Department; the supervisor should bring it to the attention of _______. (II.A.3 Pg28)

A

The next level supervisor

62
Q

What are the different types of recognition and rewards? (II.C. Pg28)

A
  1. Identifying outstanding or exemplary performance
  2. Citizen’s Commendations
  3. Supervisor’s Commendations
  4. Commanding Officer’s Citation
  5. Service Awards
  6. Discretionary Leave
  7. Employee of the Month
  8. Employee of the Shift
  9. Exceptional Merit Step Increase
63
Q

If the proposed award includes a potential Service Award; all supporting documentation must be reviewed by _____ prior to approval. (II.C.1 Pg29)

A

The Service Awards Committee

64
Q

A Supervisor’s Commendation is a memorandum prepared by the employee’s immediate supervisor and addressed to ______. (II.C.3 Pg29)

A

The Commanding Officer

65
Q

When an employee has shown exceptional dedication or has performed exceptionally during the course of duty; the employee’s supervisor may recommend that the employee be granted discretionary leave. Such leave with pay can amount to a total of ________ consecutive days off. (II.C.8 Pg30)

A

Three

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