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Sgts Test 2025 > HPM 10.10 > Flashcards

HPM 10.10 Flashcards

1
Q

The effectiveness of the performance appraisal system depends upon how the employee’s __________ and the __________ support and implement the system.

Immediate Supervisor/Management Team

Division Commander/Area Commander

Coworkers/Supervisor

Area Representative/Commander

A

Immediate Supervisor/Management Team

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2
Q

The Department, with the approval of CalHR, has subsequently defined the tasks which must be performed for the job classifications contained in this manual that are covered under the ________ (Form) process and determined that performance of these tasks should be rated.

CHP 100

CHP 2

CHP 118

CHP 112

A

CHP 118

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3
Q

The command’s management team should/shall/may establish performance ranges for evaluating an employees performance of critical tasks.

Should

Shall

May

A

Shall

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4
Q

Continued unsatisfactory performance in any Critical Task shall ultimately result in administrative action which may include, but is not limited to, all of the following EXCEPT:

Rejection during the probationary period

Removal from a specialized assignement

Commendable CHP 2

Adverse Action

A

Commendable CHP 2

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5
Q

A performance standard is the level at which an employee must perform a ________ or performance factor to satisfy departmental requirements.

Assignment

Critical Task

Responsibility

Job Classification

A

Critical Task

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6
Q

Departmental Managers and __________ are responsible for promoting and supporting the Departments Leadership Development Plan (LDP), working with subordinate employees to identify and provide meaningful leadership development opportunities, and evaluating and approving employee requests to participate in training or other activities aimed at leadership development.

Training Officers

Supervisors

Division Commanders

CalHR

A

Supervisors

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7
Q

The CHP 14, Leadership Development Plan (LDP), was developed as a tool to assist departmental employees with the identification and development of recognized leadership competencies as defined in the statewide leadership development model. How many competencies does the CHP 14 list, along with their definitions and key skills required for each competency?

a) 16

b) 14

c) 20

d) 10

A

a) 16

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8
Q

The employee and supervisor shall review the CHP 14 __________ following the initial date of discussion to determined the employees progress toward meeting the Leadership Development Plan (LDP).

Annually

At the end of each quarter

Monthly

Anytime it is necessary

A

At the end of each quarter

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9
Q

Final copies of the CHP 14, Leadership Development Plan (LDP) may be typed or printed; However, all completed LDP’s must be legible. The original CHP 14 shall be placed in the employees Field Personnel Folder, and a copy shall be provided to the employee. The CHP 14 shall be retained by the command for a period of ________ from the original date of discussion.

Two (2) years

Five (5) years

Three (3) years

One (1) year

A

One (1) year

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10
Q

All departmental employees at the supervisory and managerial level should be offered the CHP 14 at the time of their annual performance evaluation.

True

False

A

False (Shall)

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11
Q

The employee’s supervisor should/shall/may enter a general comment or overview of the employee’s leadership skills in the space provided in Section B-Supervisor Comments of the CHP 14.

Should

Shall

May

A

Should

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12
Q

Which is a purpose of the performance appraisal?

To assist supervisors and employees in establishing methods for increasing individual effectiveness.

To systematically record plans and goals set during discussions between

employees and supervisors and to record progress made in reaching those goals in subsequent discussions.

To evaluate performance of critical job tasks or performance factors during a

prescribed rating period.

All of the Above

A

All of the Above

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13
Q

True or False: The objective of performance appraisals is to ensure that performance at least meets departmental standards and to develop the performance of all employees to their minimum potential.

A

False

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14
Q

True or False: The effectiveness of the performance appraisal system depends upon how the employee’s immediate supervisor and the management team support and implement the system

A

True

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15
Q

True or False: Consistent, timely, and unbiased performance appraisals are crucial to achieving the purpose and objective of the performance appraisal system.

A

True

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16
Q

True or False: A critical task is a task which an employee must be able to perform at a level which exceeds established performance standards. If the employee cannot or does not perform any one critical task satisfactorily, then the employee’s overall performance is considered to be unsatisfactory.

A

False

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17
Q

All employees are responsible for ascribing to the following personal traits and values as indicated in General Order 0.8, Professional Values: (list them)

A

COURAGE

HONESTY

PROFESSIONALISM

PRINCIPLES

RESPECT

INTEGRITY

DEDICATION

ESPRIT DE CORPS

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18
Q

Which of the following is not a rating error characterized by allowing an employee’s exceptional or substandard performance of one critical task or performance factor to influence the ratings of all other tasks or factors, even when there is little or no evidence for such ratings. It is imperative raters treat the critical tasks and performance factors separately, even though some are closely related.

Stereo effect

Contrast effect

Tendency effect

Halo or horns effect

A

Halo or horns effect

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19
Q

This rating error occurs when raters compare employees rather than focusing on one employee’s performance of the critical tasks or performance factors. An average employee may appear to perform extremely well or extremely poor in contrast to a very “low” or very “high” performing employee. The rater should be conscientious in rating the actual performance observed for the employee relative to the critical tasks or performance factors, rather than relative to other employees.

Stereo effect

Contrast effect

Tendency effect

Halo or horns effect

A

Contrast effect

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20
Q

___ critical tasks have been identified as essential to performing the job of an officer and are used in evaluating individual performance. These critical tasks and their rating guidelines reflect the expectations of the Department and have been developed to emphasize observable job behaviors of officers in the work setting.

7

8

9

13

A

8.
COMMUNITY ENGAGEMENT

POLICIES AND PROCEDURES, LAWS, CODES, AND REGULATIONS

JUDGMENT

PROFESSIONAL DEMEANOR

VERBAL/WRITTEN COMMUNICATIONS

OPERATION OF DEPARTMENTAL VEHICLES/EQUIPMENT

EMERGENCY INCIDENT/TRAFFIC MANAGEMENT TECHNIQUES

SPECIAL DUTY AND AUXILIARY ASSIGNMENTS

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21
Q

A CHP 100 is not required under the following circumstances:

Officers off duty the entire calendar month (e.g., extended absence covered under Labor Code Section 4800.5, long-term military leave)

A

Officers off duty the entire calendar month (e.g., extended absence covered under Labor Code Section 4800.5, long-term military leave)

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22
Q

True or False: Officers assigned as a trainee in the Field Training and Evaluation Program (FTEP). Evaluation of FTEP trainees shall be accomplished utilizing the methods outlined in HPM 10.11, Field Training and Evaluation Program.

Tru

A

True

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23
Q

True or False: Each officer’s CHP 100 should be reviewed by their immediate supervisor promptly after the 15th of the month and again after the last day of the calendar month (and at any other time deemed appropriate). The supervisor should indicate completion of the midmonth review by checking the signature box labeled “Supervisor’s Initials (15 Day).”

A

False

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24
Q

An officer’s performance of the critical tasks is to be rated on the following three-point system: Excellent, Meets, and Needs Improvement

A

False

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25
Q

True or False All road patrol officers, regardless of their assignment, shall be evaluated on Critical Tasks 1-7. When appropriate, these officers may also be assigned a rating on Critical Task 8.

A

False

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26
Q

True or False: When assessing performance, attempt to make comparisons between the officer being rated and other officers.

A

False

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27
Q

Comments on the CHP 100, whether positive or negative, ___ be made as soon as possible after performance is observed by the supervisor.

Should

Shall

May

A

should

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28
Q

Comments by the supervisor are ___ for any ratings of Excellent or Needs Improvement.

Important

Mandatory

Suggested

Unnecessary

A

Mandatory

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29
Q

The supervisor ___ enter an occupational safety tip for the officer’s review each month. Entries shall be relevant to the officer’s assignment and current departmental issues.

Should

Shall

May

Must

A

Shall

30
Q

The completed CHP 100s for previous annual evaluation periods shall be maintained for ___ years, in a separate folder, filed adjacent to the field personnel folder.

2

3

5

7

A

7

31
Q

Probationary officers shall receive written performance appraisals within 10 days of the end of ___ months, ___ months, and ___ months.

3, 6, 9

4, 8, 12

3, 9, 12

2, 4, 6

A

4, 8, 12

32
Q

If an officer has not worked the required ___ hours for the probationary period due to absences, the period will be extended.

1,290

1,370

1,680

1,720

A

1,680

33
Q

An annual performance appraisal shall be completed and submitted to HRS, PFS, within ___ days following the officer’s anniversary date of appointment in the current job classification.

20

30

45

60

A

60

34
Q

True or False: Each command is responsible for maintaining a roster of employees by anniversary date and ensuring CHP 118s are completed in a timely manner.

A

True

35
Q

True or False A transfer CHP 118 is not required to be prepared.

A

True

36
Q

When an officer is off duty 30 consecutive calendar days or more because of illness, injury, or leave of absence, the officer’s appraisal will be extended ___ additional months after returning to work.

1

2

3

6

A

3

37
Q

If at any time during the rating period an officer’s performance of a specified critical task(s) does not meet performance standards and other supervisory techniques have not brought about satisfactory performance (such as counseling, corrective memoranda, CHP 100s, etc.), the officer ___ be placed on interim reporting and a CHP 118 shall be initiated.

Should

Shall

May

Must

A

Shall

38
Q

True or False: A single low rating on a CHP 100 in a 12-month period does not necessarily mean an officer should be placed on interim reporting. However, a single Deficient rating on the CHP 118 would be cause for such action.

A

True

39
Q

True or False: A sustained rating of Deficient in any critical task means an officer is unfit to continue employment in that current job classification or assignment.

A

True

40
Q

Prior to completing an officer’s annual performance appraisal, the rater ___ meet with the officer to discuss the officer’s job performance during the past 12-month period.

Should

Shall

May

Must

A

Shall

41
Q

The annual performance appraisal shall be completed and submitted to Human Resources Section (HRS), Personnel Files Services (PFS), within ___days following the end of each calendar year.
60
45
30
90

A

60

42
Q

Upon request by a sergeant, promotional readiness______________ be documented on the CHP 131, Promotional Development Assessment.
should
shall
may

A

shall

43
Q

The CHP 112 is the principle means of recording a sergeant’s monthly
activities, job performance, development, and training needs. A CHP 112 (should or shall) be completed for each sergeant every calendar month.

A

shall

44
Q

A sergeant’s performance of the critical tasks is to be rated on the
three-point scale. What are those three points?
Excellent
Proficient
Need Improvement
All of the above

A

All of the above

45
Q

Probationary sergeants shall receive written performance appraisals within ___ days of the end of 4 months, 8 months, and 12 months.
10
20
30
45

A

10

46
Q

No probationary sergeant shall be promoted or obtain permanent status if a final rating of _______ is received for any critical task on their CHP118S.
Excellent
Proficient
Needs Improvement
Deficient

A

Deficient

47
Q

If a sergeant has not worked the required ______ hours for the probationary period due to absences, the probationary period will be extended.
1220
1340
1590
1680

A

1680

48
Q

How long shall a sergeants CHP 118S be retained.

2 years
1 year
5 years
4 years

A

4 years

49
Q

When conducting evaluations for nonuniformed employees, who is the evaluator and assigns the employee’s actual ratings?

a) The employee’s friend

b) The employee’s manager

c) The employee

d) The employee’s immediate supervisor

A

The employee’s immediate supervisor

50
Q

When conducting evaluations for nonuniformed employees, what is the rank or position of the reviewer in relations to the evaluator?

a) Same as the employee

b) Same as the evaluator

c) Next level of management above the rater

d) Anyone

A

Next level of management above the rater

51
Q

Probationary reports for nonuniformed employees serving a 6-month probationary period shall be completed within 10 days of the end of what rating periods?

a) 1 month, 3 months, 6 months

b) 1 month, 6 months

c) 2 months, 4 months, 6 months

d) 6 months and one year

A

c) 2 months, 4 months, 6 months

52
Q

Probationary reports for nonuniformed employees serving a 6-month probationary period shall be completed within 10 days of the end of what rating periods?

a) 4 months, 8 months, 12 months

b) 1 month, 6 months, 12 months

c) 2 months, 4 months, 6 months, 12 months

d) 6 months and 12 months

A

a) 4 months, 8 months, 12 months

53
Q

If an employee serving a 6-month probationary period has not worked the required hours for the probationary period due to absences, the period will be extended. How many hours are required?

a) 100 hours

b) 840 hours

c) 2,000 hours

d) 1,040 hours

A

b) 840 hours

54
Q

If an employee serving a 12-month probationary period has not worked the required hours for the probationary period due to absences, the period will be extended. How many hours are required?

a) 100 hours

b) 840 hours

c) 2,000 hours

d) 1,680 hours

A

d) 1,680 hours

55
Q

When completing an assessment of a nonuniformed employee, what are the 4 levels of the rating system?

a) Good, Great, Grand, Wonderful

b) Outstanding, Standard, Improvement Needed, Unacceptable

c) Should, Shall, May, Ought to

d) Perfect, Okay, Par, Rejecte

A

b) Outstanding, Standard, Improvement Needed, Unacceptable

56
Q

If an employee receives a final rating of ________ for any qualification factor, the employee shall not be promoted or obtain permanent status.

a) Outstanding

b) Standard

c) Unacceptable

d) Improvement needed

A

c) Unacceptable

57
Q

If an employee receives an overall rating of ________, the employee shall not be promoted or obtain permanent status.

a) Outstanding

b) Standard

c) Good

d) Improvement needed

A

d) Improvement needed

58
Q

By the conclusion of the probationary period, an employee must meet the minimum acceptable performance standard for all qualification factors. Which rating is this?

a) Outstanding

b) Standard

c) Improvement needed

d) Unacceptable

A

b) Standard

59
Q

All ratings on an employee evaluation must be justified by appropriate comments except which one?

a) Outstanding

b) Standard

c) Improvement needed

d) Unacceptable

A

b) Standard

60
Q

Commands are responsible for maintaining a roster of employees by what, to ensure 118As are completed in a timely manner?

a) Alphabetical Order

b) Employee Birthdays

c) Employee ID numbers

d) Anniversary date

A

d) Anniversary date

61
Q

When interim reporting is initiated, the rater shall prepare a plan of action to correct the deficiency. This documentation will include, problems discussed and outlined with specifics, performance objectives set, methods outlined to reach objectives, controls involved and time frames for follow-up. Where shall the above be documented?

a) Annual Performance evaluation

b) Letterhead

c) Memorandum

d) Posted on the union information board

A

c) Memorandum

62
Q

What happens when an employee fails to respond to interim reporting?

a) Nothing

b) Re-write the interim reporting paperwork and try again

c) Adverse action initiation

d) The employee’s immediate supervisor is placed on interim reporting

A

c) Adverse action initiation

63
Q

Prior to completing an employee’s annual performance appraisal, the rater should meet with the employee to discuss their job performance during the past 12 -month period and any identified performance objectives.

a) True

b) False

A

a) True

64
Q

When conducting evaluations for cadets, who is the evaluator and assigns the actual ratings?

a) The cadet’s friend

b) The cadet’s manager

c) The cadet

d) The cadet’s immediate supervisor (Staff Officer)

A

d) The cadet’s immediate supervisor (Staff Officer)

65
Q

When conducting evaluations for cadets what is the rank or position of the reviewer in relations to the rater?

a) Same as the cadet

b) Academy commander

c) Equal rank or higher than the rater

d) Anyone

A

c) Equal rank or higher than the rater

66
Q

A three-point rating scale is used when accessing cadets, what are the three ratings?

a) Great, Proficient, Poor

b) Good, Great, Grand

c) Outstanding, Improvement needed, Unacceptable

d) Exceeds, Meets, Needs Improvement

A

d) Exceeds, Meets, Needs Improvement

67
Q

How often shall the CHP 100CDT be completed for each cadet?

a) Monthly

b) Weekly

c) Annually

d) Semi-annuall

A

a) Monthly

68
Q

What are used as the primary source documents for competing the CHP 118CDT?

a) POST Exam scores

b) CHP 100CDTs

c) Completed blue cards

d) Brass polishing assignment logs

A

b) CHP 100CDTs

69
Q

Comments by the supervisor on the CHP 100CDT are mandatory for any ratings of which scores?

a) Meets or Poor

b) Standard or Improvement Needed

c) Excellent or Commendable

d) Exceeds or Needs Improvement

A

d) Exceeds or Needs Improvement

70
Q

If at any time during the evaluation period a cadet is unable to meet the performance standards in any of the critical tasks after supervisory techniques (such as counseling, corrective memoranda, CHP 100 CDT comments, etc.) have been employed the cadet may be placed on what corrective program?

a) Interim Reporting

b) Continual Evaluation Program

c) Naughty Cadet Program

d) Less than stellar Cadet Program

A

b) Continual Evaluation Program

71
Q

When a cadet fails to respond to the Continual Evaluation Program, what shall be initiated?

a) Academy Remediation

b) Adverse action

c) Rejection During Probation package

d) dance contes

A

c) Rejection During Probation package

72
Q

Upon completing a cadet’s performance appraisal (CHP 118CDT), the rater shall meet with who, to discuss the cadet’s job performance during the rating period.

a) The academy commander

b) Staff Office Sergeant

c) Academy landscaper

d) The cadet

A

d) The cadet

Sgts Test 2025 (121 decks)

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