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book > Fire Officer 3rd Edition Chapter 9 > Flashcards

Fire Officer 3rd Edition Chapter 9 Flashcards

1
Q

What does supervision of firefighters require

A

Fire Officer conduct regular evaluations to provide feedback on child performance, onto the behavior, problem resolution

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2
Q

What should be an ongoing process throughout the year?

A

Fire fire evaluations, the annual performance evaluation is a formal written document of the firefighters performance during rating period

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3
Q

What must a fire officer determined for each new fire fighter?

A

The new firefighters skill, knowledge, aptitude, strength, and weaknesses then set specific expectations for each new fire fighter

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4
Q

The fire officer bills discipline by training to meet?

A

Performance standards,

using rewards and punishments judiciously,

instilling confidence in in building trust him on the team leaders

creating knowledgeable collective will

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5
Q

Positive or negative discipline is directed towards motivating individuals in group to meet or exceed expectations

A

Positive

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6
Q

Manessa Pole personnel rules usually require all of the official record of an employees work history to be secured in a

A

Secured central repository

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7
Q

NFPA 1021

A

Identifies fire officer to as the level of officer who issues formal evaluation and discipline

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8
Q

What in career fire departments require that every employee who has completed the initial probationary period receive and annual written evaluation for his or her immediate supervisor

A

Personal regulations

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9
Q

Evaluation is a (subjective or objective) process that is vulnerable to unintentional biases and error

A

Subjective

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10
Q

Term
(Negative or positive discipline)
Is aimed at discouraging unacceptable behavior in poor performance

A

Negative discipline

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11
Q

term

Is designed to deal with issues such as substance abuse, emotional or mental health issues, marital our family difficulties, or other difficulties that affect job performance

A

EAP

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12
Q

Term

And evaluation error that occurs when the fire fire is read it in the middle of the range for all dimensions of work performance

A

Central tendency

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13
Q

Term

And evaluation air in with a fire fighter is rated on the basis of the performance of another fire fighter and not on the classify job standards

A

Contrast effect

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14
Q

Term

A reduction in rink, with a corresponding reduction in pay

A

Demotion

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15
Q

Term

Immoral, mental, physical state in which all ranks respond to the will of the leader

A

Discipline

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16
Q

Term

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

A

Formal written reprimand

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17
Q

Term

And evaluation air in which the fire fighter is evaluated on the basis of the firefighters personal standers instead of the classified job description stand is

A

Frame of reference

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18
Q

Term

Any valuation air in which the fire officer takes one aspect of a firefighters job task and applies it to all aspects of work performance

A

Halo and horn effect

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19
Q

Term

A disciplinary action in which a fire fighter is transferred or assigned to a less desirable or a different work location or assignment

A

Involuntary transfer or detail

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20
Q

Term

A pre-disciplinary conference that occurs before a Suspension, emotion, or involuntary termination is issued

A

Loudermill hearing

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21
Q

Where does the term loudermill reference

A

US supreme court decision. A pre-disciplinary conference that occurs before suspension the motion or involuntary termination

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22
Q

Term

The first level of negative discipline. Considered in formal, this discipline action remains with the fire officer and it’s not part of the firefighters official record

A

Oral reprimand, warning, admonishment

23
Q

Term

And informal record maintain by the fire officer that list fire fighter activities by date and includes a brief description, it is used to provide documentation for annual evaluations in special Recognition

A

Performance log

24
Q

Term

And evaluation hear that occurs when the evaluators perspective skews the evaluating such as the classified job knowledge skills and abilities are not properly evaluate it

A

Personal bias

25
Q

Term

And initial check to determine if there are reasonable grounds to believe that charges against an employee are true and support the proposed termination

A

Pre-termination hearing

26
Q

Term

A process for dealing with job related behaviors that does not meet expected are communicated performance standards. The level of discipline increases from mild to more severe punishment if the problem is not correct it

A

Progressive negative discipline

27
Q

Term

And evaluation error In which the fire fighter is evaluate it only on incidents that occurred over the past few weeks rather than the entire evaluation.

A

Recency

28
Q

Term

A temporary work assignment during an administrative investigation the isolates a fire fighter from the public and usually is administrative assignment away from the fire station

A

Restrictive duty

29
Q

Term

It is a period of time when employee is providing additional training to resolve a work performance or behavioral issues

A

Special evaluation period

30
Q

Term

A negative disciplinary action that removes a fire fighter from the work location, here she is generally not allowed to perform any fire department duties

A

Suspension

31
Q

Term

A document system similar to an accounting balance sheet listing credit in debit, in which a single sheet form is used to list the employees assets on the left and liabilities on the right side so that there is a resemblances of T

A

T account

32
Q

Term

A situation in which the organization ends in individuals employment against his or her will

A

Termination

33
Q

Term

A written document that is part of a special evaluation. Period the plan identifies performance efficiencies in less the improvement and performance or changes any behavior required to obtain a satisfactory evaluation

A

Work improvement plan

34
Q

What is one of the most efficient strategies within the realm of positive discipline

A

Empowerment

35
Q

What is the first step in the empowerment process

A

Local government 101 it helps the fire fighter learn more about the fire department and local government such ass next physical your budget

36
Q

Two steps to empowerment

A

1 local government 101

  1. Success 102-Tools that others have used to achieve success within the fire department
37
Q

What are four areas a probationary firefighter.

A
  1. Fire fighter scale competency, including proficiency as an apparatus operator
  2. Progress in learning job specific information that covered in basic training such as local fire prevention code in department rules regulations and SOP’s
  3. Progress in learning the fire company district including streets in target has it
  4. Performance of other job tasks such as recording deliveries, performing housework, conducting an station tours, completing reports
38
Q

Difference between volunteer fire department probationary period

A

Common for multiple people to certify the probational fire fighter. However one officer should oversee the progress of the probationary member

39
Q

By providing a comprehensive in effect information area., Fire officers have the special opportunity to

A

Prepare future department leaders

40
Q

As a general positive discipline should always be used

A

Before negative discipline

41
Q

Convincing someone he or she wants to do better and he’s capable and willing to make the effort is the key to

A

Positive discipline

42
Q

What is the starting point for positive discipline

A

Set expectations for behavior and performance

43
Q

Firefighters can gauge a fire officers level of commitment by observing the characteristics of

A

Self discipline

44
Q

Personnel actions, grievances, evaluation reports, and hiring packet information is secured where

A

Employees personnel file any security central repository

45
Q

Is positive or negative discipline a stronger force?

A

Negative

46
Q

The ultimate level of negative discipline for an employee is

A

Termination

47
Q

Regular feedback on evaluations include

A

Job performance

On duty behavior

Problem resolution

48
Q

At what step is this employee allowed to review and comment on his or her performance evaluation

A

Second step

49
Q

What are the steps of performance evaluation

A
  1. A supervisor fills out a standardize evaluation form
  2. The subordinate is allowed to review and comment on the evaluation
  3. A face-to-face feedback interview between the supervisor in the subordinate to discuss the evaluation
  4. Usually completed at the end of the feedback interview is your status goals for this morning to accomplish during the next evaluation.
50
Q

And informal review session that assess his progress that includes self-evaluation is

A

Mid year review

51
Q

How soon before the annual evaluation. So the fire fighter conduct a self evaluation

A

Six weeks

52
Q

Disciplinary process is designed to be

A

Consistent been well documented

53
Q

What is the third step up negative Desitin process in most organizations

A

Suspension

54
Q

What are the four steps of negative discipline

A

1 informal oral or written reprimand

  1. Formal written reprimand
  2. Suspension

4 termination

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