OPM 200

Question 1

Resource Access Officer report to:

Answer 1

Non-shift EMS captain

Question 2

Shift EMS captain reports directly to the shift Battalion Chief for _______

Answer 2

operational issues

Question 3

Shift EMS Captain reports directly to the Battalion Chief of the Support Services Division for ______

Answer 3

administrative duties.

Question 4

Who acts as the first line liaison for the EMS division when problems arise between
department personnel and personnel of a medical facility?

Answer 4

Shift EMS captain

Question 5

Who Compile and retrieve requested EMS run reports from the HIPPA archives and insure the overall security of those records?

Answer 5

Shift EMS captain

Question 6

Who Provides technical assistance to fire company officers

Answer 6

Fire Life Safety Captain

Question 7

Work may also include the ability to serve as the Fire Life Safety Captain or act as the Fire Marshal in his or her absence.

Answer 7

Plan Review Captain

Question 8

Records and reports any violations of codes or ordinances and ensures all violations are corrected before further construction is performed.

Answer 8

Plan Review Captain

Question 9

Logistic Captain reports directly to:

Answer 9

Battalion Chief of Support Services

Question 10

Who Coordinates vehicle status with the shift Battalion Chief

Answer 10

Logistic captain

Question 11

Who Maintains a vehicle status log for the morning report

Answer 11

Logistic Captain

Question 12

Training Captain reports directly to:

Answer 12

Division Chief of Special Ops

Question 13

Shift Battalion Chief reports to:

Answer 13

Operations Deputy Chief

Question 14

Support Battalion Chief reports to:

Answer 14

Deputy Chief of Administration

Question 15

The ______ is responsible for the oversight of all logistical issues within the Department

Answer 15

Support Battalion Chief

Question 16

EMS Battalion Chief reports to:

Answer 16

Deputy Chief of Administration

Question 17

Who is the Contact person for Social Service issues

Answer 17

EMS Battalion Chief

Question 18

Who Oversees the Community Paramedic/Resource Paramedic Program

Answer 18

EMS Battalion Chief

Question 19

______ systems provide a valid basis for personnel decisions such as compensation, promotion, training, retention, and performance -related disciplinary action.

Answer 19

Employee performance evaluation

Question 20

What are enhanced by an effective performance evaluation system

Answer 20

increasing employee productivity
improving organizational effectiveness
achieving better human resource utilization

Question 21

Any questions supervisors may have should be directed to the _____

Answer 21

Administrative Officer

Question 22

Employee benefits of performance evaluation include:

Answer 22

Feedback on performance
Understanding of performance expectations
Participation in goal-setting
Identification of training and development needs

Question 23

Supervisor benefits of performance evaluation include:

Answer 23

Increased managerial effectiveness

Documentation of employee performance

Question 24

Organization benefits of performance evaluation include:

Answer 24

Increased organizational effectiveness
Basis for determining applicable merit-based
pay increase

Question 25

An employee performance evaluation form should be completed for each Firefighter I, II and Fire Lieutenant _____

Answer 25

prior to their evaluation anniversary date

Question 26

The rating forms will be sent to the appropriate officer approximately ____ prior to the expected date of completion.

Answer 26

two weeks

Question 27

Each supervisor should also remember, that his/her effectiveness as a rater will _______

Answer 27

be considered by his/her supervisor in his/her own rating.

Question 28

There are four common biases at work during performance management:

Answer 28

“Haloing,”
“Stereotyping,”
“Just Like me,”
“Projection.”

Question 29

What is the “halo effect”?

Answer 29

The positive or negative general reactions supervisors have to others (or ourselves) can affect how he/she interprets what happens in specific situations.

Question 30

What is sometimes referred to as the “horn” effect”

Answer 30

halo effect

Question 31

If the supervisor finds him/herself thinking about someone only in extremely positive or negative terms _________

Answer 31

he/she should stop and do something about any distortions or biases that may be obvious.

Question 32

What comes from each person’s early value programming and experiences.

Answer 32

Stereotyping

Question 33

Stereotyping occurs when a supervisor uses this type of information to categorize and judge an employee’s performance

Answer 33

judgments about physical appearances, age, sex, race, and many other judgmental criteria

Question 34

When a supervisor attempts to project or “read-in” attitudes and motives for other’s behavior, the conclusions often say ______

Answer 34

more about the observer’s behavior than that of the person being evaluated.

Question 35

_____ does not have a place in performance management.

Answer 35

Projection

Question 36

______ : Giving too much weight to recent events

Answer 36

Recency

Question 37

______: Distorting subsequent information based only on initial impression.

Answer 37

Initial impression

Question 38

______: Grading everyone higher than deserved.

Answer 38

Leniency

Question 39

______: Evaluating an employee relative to the last person graded.

Answer 39

contrasting

Question 40

_______: Placing everyone in the middle of the scale.

Answer 40

Central tendency

Question 41

______: Taking credit vs. blaming. Providing an evaluation based on feedback from previous personal encounters with the person being evaluated.

Answer 41

attribution

Question 42

This category describes a level of performance that should significantly improve within a relatively short period of time if the individual is to remain in the position.

Answer 42

unsatisfactory

Question 43

If an employee’s job performance improves to “Satisfactory” or above during the re-evaluation period,

Answer 43

the employee shall be granted his/her merit increase on a delayed (without retroactivity) basis.

Question 44

This is the performance category rating just below that of satisfactory or acceptable performance

Answer 44

needs improvement

Question 45

this performance leaves something to be desired and the need for further developmental effort is recognized

Answer 45

needs improvement

Question 46

The individual may still be in the trial-and-error phase of learning but shows definite promise of becoming satisfactory within a reasonable, expected period of time

Answer 46

needs improvement

Question 47

This should be assigned to those employees who have demonstrated consistently competent work

Answer 47

Satisfactory

Question 48

This is the level of performance for consistently acceptable performance on the job.

Answer 48

satisfactory

Question 49

that the individual is consistently performing in a manner well beyond the normal, expected performance of a satisfactory employee, often exceeding standards in several critical areas

Answer 49

above average

Question 50

Performance of this kind is exceedingly rare and is generally reserved for the truly exceptional employee

Answer 50

excellent

Question 51

_____ are the knowledge, skills, ability, and attitudes on which employees are rated.

Answer 51

performance standards

Question 52

______ describe the knowledge, skills, experience and education requirements of an individual suited to perform a job within the classification.

Answer 52

job class specifications

Question 53

Caution must be exercised to not rely on or evaluate only ________ of an employee’s responsibility.

Answer 53

one or two components

Question 54

This section also is used to identify employee awards and commendations provided during the evaluation period

Answer 54

employee development

Question 55

This part allows supervisors to identify training needs,solicit employee views, and to facilitate communication

Answer 55

employee development

Question 56

This is the “overall” performance rating for the employee during a particular rating period, and that which determines the merit increase.

Answer 56

annual performance certification

Question 57

The purpose of evaluating newly employed Sunrise Fire-Rescue personnel during their first year (probationary period) is to:

Answer 57

ensure they can perform their job properly, safely, efficiently and legally

Question 58

The probationary evaluation processes are designed so:

Answer 58

deviations from proper and accepted procedures can be identified early on, and subsequent counseling and professional development provided.

Question 59

Battalion Chiefs should attempt to assign each probationary employee on their shift to a different company officer every _____

Answer 59

3 months

Question 60

The Training Division is responsible for (probationary evaluation):

Answer 60

providing a basic orientation to all new employees,
explaining the various assessment and evaluation processes to the new employee, scheduling and administering a written and practical exam at the sixth and eleventh month periods,
reviewing and filing of all daily performance reports.

Question 61

The 11th month evaluation is forwarded to:

Answer 61

The Fire Chief office