HPM 10.10 Performance Appraisal manual

Question 1

True or false.

The following are purposes of the performance appraisal:

a. To assist supervisors and employees in establishing methods for increasing individual effectiveness.
b. To assist each employee on a continuing basis by identifying strengths and weaknesses.
c. 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.
d. To evaluate performance of critical job tasks or performance factors during a prescribed rating period.

Answer 1

True

Question 2

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.

Answer 2

False

Full potential

Question 3

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.

Answer 3

True

Question 4

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

Answer 4

True

Question 5

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.

Answer 5

False

Meets established performance standards

Question 6

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

Answer 6

CHP PRIDE

Courage
Honesty
Professionalism

Principals
Respect
Integrity 
Dedication 
Esprit de corps

Question 7

These are rating errors 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.

a. Stereo effect
b. Contrast effect
c. Tendency effect
d. Halo or horns effect

Answer 7

D. Halo or horns effect

Question 8

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.

a. Stereo effect
b. Contrast effect
c. Tendency effect
d. Halo or horns effect

Answer 8

B. Contrast effect

Question 9

_____ 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.

Answer 9

8

i. COMMUNITY ENGAGEMENT
ii. POLICIES AND PROCEDURES, LAWS, CODES, AND
REGULATIONS
iii. JUDGMENT
iv. PROFESSIONAL DEMEANOR
v. VERBAL/WRITTEN COMMUNICATIONS
vi. OPERATION OF DEPARTMENTAL VEHICLES/EQUIPMENT
vii. EMERGENCY INCIDENT/TRAFFIC MANAGEMENT
TECHNIQUES
viii. SPECIAL DUTY AND AUXILIARY ASSIGNMENTS

Question 10

True or false? 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).

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.

Answer 10

True

Question 11

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).”

Answer 11

False

(Second should is a “shall”)

Shall indicate completion of mid month review

Question 12

True or false? On the CHP 100 form an officer’s performance of the critical tasks is to be rated on the three-point system (Excellent, Meets, and Needs Improvement).

Answer 12

False

(118: Excellent, Proficient, Deficient
100: Excellent, Proficient, Needs Improvement, N/R)

Question 13

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.

Answer 13

True

Question 14

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

Answer 14

False

avoid making comparisons

Question 15

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

Answer 15

Should

Question 16

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

Answer 16

mandatory

Question 17

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.

Answer 17

Shall

Question 18

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.

Answer 18

5

Question 19

The completed CHP 100s will be forwarded to the new command only when an officer voluntarily or administratively transfers. A transfer CHP 118 ___ required to be prepared.

Answer 19

Is not

Question 20

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

Answer 20

4, 8, 12

Question 21

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

Answer 21

1680

Question 22

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.

Answer 22

60

Question 23

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.

Answer 23

True

Question 24

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

Answer 24

True

Question 25

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.

Answer 25

3

Question 26

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.

Answer 26

Shall

Question 27

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.

Answer 27

True

Question 28

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.

Answer 28

True

Question 29

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.

Answer 29

Shall