HPM 10.10 Performance Appraisal Manual

Question 1

What are the 4 goals of performance appraisals?

Answer 1

1 - Assist supervisors and employees with methods to increase effectiveness.
2- Assist employees by identifying strengths and weaknesses.
3 - Systematically record plans and goals set between employees and supervisors 3a - Record progress in reaching those goals.
4 - Evaluate performance in critical tasks.

Question 2

What are the objective of performance appraisals?

Answer 2

Ensure employee performance at least meets Departmental standards and to develop the performance of all employees to their full potential.

Question 3

Who is responsible to review HPM 10.10 and rate subordinate job performance based on the standards provided?

Answer 3

Each Supervisor and Manager.

Question 4

TRUE OR FALSE
If any one task is considered unacceptable, the employee’s overall performance is considered unacceptable.

Answer 4

TRUE.

Question 5

Continued unacceptable performance in critical task(s) _____ ultimately result in Administrative Action.

Answer 5

SHALL.

Question 6

Who establishes performance ranges for task performance?

Answer 6

The Commander.

Question 7

What are the 5 elements for rating personal characteristics?

Answer 7

CIGAD
Courtesy
Initiative
Good Judgement
Accuracy
Dependability

Question 8

What General Order covers uniformed employees personal traits and values?

Answer 8

G.O. 0.8. Specifically CHP PRIDE
Courage
Honesty
Professionalism
Principles
Respect
Integrity
Dedication
Esprit De Corps

Question 9

What is the LDP?

Answer 9

Leadership Development Program. Departmental Managers and Supervisors are responsible for promoting and supporting the Department’s LDP and working with subordinate employees to identify and provide meaningful leadership development opportunities.

Question 10

What model has the CHP adopted in regards to developing a Departmental LDP?

Answer 10

The CalHR Core Competency Model and Leadership Competency Model. These models identify core values employees should strive to maintain, competencies to develop successful employees and competencies for successful leaders.

Question 11

The LDP _____ be discussed and made available to all departmental supervisors and managers during the annual performance appraisal process.

Answer 11

SHALL.

Question 12

Is the LDP is mandatory or optional tool for employees to record and evaluate their progress toward acquiring the necessary leadership skills to become successful leaders within their career path.

Answer 12

Optional.

Question 13

What are the 8 critical tasks the CHP 100 form is based on?

Answer 13

1 - Community Engagement
2 - Policies and Procedures, Laws, Codes and Regulations
3 - Judgement
4 - Professional Demeanor
5 - Verbal / Written Communication
6 - Operation of Departmental Vehicles / Equipment
7 - Emergency Incident Management
8 Special Duty and Auxiliary Assignments

Question 14

How often shall probationary employees receive written performance appraisals?

Answer 14

Within 10 days of 4, 8, and 12 months. The 12 month report shall serve as the final probationary report.

Question 15

How many hours must a probationary employee work to be let off probation?

Answer 15

1680 hours.

Question 16

What is a CHP 118?

Answer 16

Annual Performance Review Form.

Question 17

What is a CHP 118G?

Answer 17

Performance Appraisal Guide - Officer. An optional form used as a resource by the rater in preparing the CHP 118.

Question 18

TRUE or FALSE
The CHP 118 uses the same 8 critical tasks for performance rating as the CHP 100.

Answer 18

TRUE

Question 19

When is the CHP 118 due to Human Resources Section for a permanent employee?

Answer 19

Within 60 days of the anniversary date of the officer.

Question 20

What time period does a CHP 118 cover for probationary employees?

Answer 20

Three consecutive 4 month rating periods.

Question 21

When is the CHP 118 due to Human Resources Section for a probationary employee?

Answer 21

Within 10 days of the end of the 4, 8 and 12 month rating periods.

Question 22

Interim reporting is used at any time during the rating period to document an officer’s performance of a specified critical task(s) which does not meet performance standards. Does a single low rating on a CHP 100 evaluation equal Interim reporting?

Answer 22

Not necessarily, however if a supervisor feels the performance discrepancies are serious, Interim reporting can be immediately initiated.

Question 23

TRUE or FALSE
When assigning performance ratings, supervisors are encouraged to make comparisons between the officer being rated and other officers.

Answer 23

FALSE. All comparisons are to be made against the rating standards, not fellow officers.

Question 24

What two rating categories have been created for substandard performance on the CHP 100 and CHP 118?

Answer 24

CHP 100 - Needs Improvement. This rating serves as a non-career threatening warning to the officer that improvement is needed.
CHP 118 - Deficient. Represents a persistent pattern of substandard performance. Indicates clear unacceptable performance and results in Interim reporting or other progressive discipline as necessary.

Question 25

Is the CHP 118 the appropriate document for initial comments regarding either excellent or deficient performance?

Answer 25

No. Trends shall have been documented on other source documents (Ex. CHP 2, MOD, CHP 100).

Question 26

TRUE OR FALSE
On the CHP 118 - Comments for excellent ratings are mandatory.

Answer 26

FALSE.
Only when monthly 100 ratings do not clearly support and additional information is needed.

Question 27

What shall a supervisor do when an employee refuses to sign a CHP 118?

Answer 27

Indicate “refused to sign” in the employee signature box and have a third party initial the form as a witness.

Question 28

What is the retention period for a CHP 118?

Answer 28

The latest CHP 118, plus 4 years.

Question 29

Can a CHP 118 REVIEWER change the appraisal when they do not concur with the ratings given?

Answer 29

No, they must instead make comments when the review does not concur with the rating(s) given.

Question 30

How often shall CHP 100 forms be completed?

Answer 30

UPDATED Quarterly. (Changed from Monthly)

Question 31

What evaluation form is used for Sergeant performance evaluations?

Answer 31

CHP 112

Question 32

How many critical tasks are on the CHP 112 (Sergeant Evaluation)

Answer 32

Ten (10)

Question 33

How often shall CHP 112 forms be completed?

Answer 33

UPDATE Quarterly (Changed from monthly like CHP 100s)

Question 34

Who is the rater for the CHP 112?

Answer 34

The Sergeant’s immediate supervisor, usually the Executive or Field Operations Lieutenant, although it may be the commander.

Question 35

What is the “corner piece and touchstone” of the sergeant’s performance appraisal system?

Answer 35

Dedication

Question 36

What are the 10 Critical Tasks for the CHP 112?

Answer 36

1 - Departmental Commitment
2 - Leadership
3 - Judgement
4 - Interpersonal Skills
5 - Communication Skills
6 - Investigative Skills
7 - Technical Competence
8 - Supervision
9 - Emergency Incident Management
10 - Administrative/Specialized Assignments

Question 37

How often do probationary Sergeants receive CHP 118S appraisals?

Answer 37

Within 10 days of 4, 8 and 12 months. The 12th month is the final probationary report.

Question 38

What is a CHP 118S?

Answer 38

Sergeant Annual Appraisal (Same as 118 for Officers with an S)

Question 39

If off duty for 30 or more days how long will the CHP 118S be extended for? Does the absence affect the next due date for the following CHP 18S?

Answer 39

3 months. No, it does not.

Question 40

What is a CHP 131?

Answer 40

By request of the Sergeant, a Promotional Development Assessment Form.