OPM’s 100 & 200

Question 1

What is our vision statement?

Answer 1

To reduce risk for our community for a safer tomorrow

Question 2

What is our mission statement?

Answer 2

To be ready for whatever the day brings

Question 3

What are our values?

Answer 3

1. Duty
2. Honor
3. Integrity
4. Community
5. Heart

Question 4

What is duty?

Answer 4

Doing your work not just to the minimus standard, but to the very best of your ability

Question 5

What is honor?

Answer 5

Carrying out the vision and mission with a sense of high respect, great esteem

Question 6

What is integrity?

Answer 6

Being honest even when no one is watching

Question 7

What is community?

Answer 7

Creating an inclusive place where people serve each other willingly

Question 8

What is heart?

Answer 8

Showing the genuine care and compassion for the profession, for our community

Question 9

The OPM’s are reviewed as needed for updates or deletions in accordance with?

Answer 9

The joint labor and management committee

Question 10

Swat medic team member must have how many years of service to qualify?

Answer 10

3 years of continuous service

Question 11

What is the employee benefits from the employee performance evaluation program?

Answer 11

1. Feedback on performance
2. Understanding of performance expectations
3. Participation in goal setting
4. Identification of training and development needs

Question 12

What is the supervisor benefits in the employee performance evaluation program?

Answer 12

1. Increased managerial effectiveness
2. Documentation of employee performance

Question 13

What is the organization benefit from employee performance evaluation program?

Answer 13

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

Question 14

An employee evaluation form should be completed when?
The rating forms should be sent out to the appropriate officer when?

Answer 14

Prior to his or her evaluation anniversary date

Approximately 2 weeks prior to the date of completion

Question 15

In the employee performance evaluation program, what can distort what the rater sees and believes to be true

Answer 15

Their personal point of views, values and preferences

Question 16

What are the 4 common biases at work during performance management?

Answer 16

1. Haloing
2. Stereotyping
3. Just like me
4. Projection

Question 17

What is the halo effect in performance management?

Answer 17

The positive or negative general reaction’s supervisors have to others that affects how he or she interprets what happens in certain situations.

Question 18

What are the 2 types of halo effects in the performance management?

Answer 18

1. Mental glare that is extremely negative (sometimes called the horn effect) letting the observer see only faults and mistakes
2. Sometimes extremely positive, filtering out any negatives or problem areas

Question 19

What is stereotyping? Where does it come from? How is it used in performance management?

Answer 19

People making judgements about physical appearances, age, sex, race and many other judge mental criteria

Stereotyping comes from each persons early value programming and experiences

Supervisors use this type of information to categorize and judge an employee performance

Question 20

What is the “just like me” in performance management?

Answer 20

Being very positive about someone just because you think they are a good match to the organization. When they share similar values, style and philosophy as you so you give them favorable evaluations. Or on the other hand someone that is different than you so you give them bad evaluation.

Question 21

What is projection in the performance management?

Answer 21

When assumptions are made of why someone is acting some type of way. When the reason comes from the observer and not the person being evaluated. When you try to read in attitudes and motives for others behavior.

Question 22

What are other biases that should be avoided?

Answer 22

1. Recency: giving to much weight on recent events
2. Initial impression: distorting subsequent information based only on initial impression
3. Leniency: grading everyone higher than deserved
4. Contrasting: evaluating an employee relative to the last person graded
5. Central tendency: placing everyone in the middle of the scale
6. Attribution: taking credit vs. blaming. Providing an evaluation based on feedback from previous personal encounters with the person being evaluated

Question 23

What are the performance standards on which employees are rated?

Answer 23

Knowledge
Skills
Ability
Attitudes

Question 24

What does job class specifications describe?

Answer 24

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

Question 25

What are the rating factors in a performance evaluation?

Answer 25

-Work -Communication skills -Punctuality/attendance -Amount and quality of work -Safety -Planning and organizing work -Working without direct or detailed supervision -Working with others -Acceptance of change -Initiative -Judgement -Technical proficiency -Public contact -Appearance Additional for supervisors -Utilization of resources -Administrative decision making -Accomplishing Objectives

Question 26

Where should a rating of unsatisfactory, needs improvement or excellent be explained?

Answer 26

In the general comments

Question 27

To assist the evaluator in reducing tension and conducting a positive, meaningful evaluation. What are tools he/she may need for the meeting?

Answer 27

1. A quiet, private location with no interruption 2. Relevant work records for discussion 3. The completed performance appraisal form

Question 28

To assist the evaluator in reducing tension and conducting a positive, meaningful evaluation. The evaluator shall start the appraisal with a _____ period.

Answer 28

Warm up period -take the time to develop rapport and discuss the appraisal process including the need for action and commitment -review the information at hand that was used to measure the employees performance

Question 29

To assist the evaluator in reducing tension and conducting a positive, meaningful evaluation. The evaluator has to get to the point in discussing the employees job performance. What is the evaluator doing?

Answer 29

Being candid and specific (The quality and effectiveness of the entire performance evaluation will hinge on the ability of the supervisor to be direct and candid discussing what was expected and how well the job has been done.

Question 30

To assist the evaluator in reducing tension and conducting a positive, meaningful evaluation. The evaluator can build on what?

Answer 30

The employees strength (This approach enables the employees to work towards his/her greatest potential)

Question 31

To assist the evaluator in reducing tension and conducting a positive, meaningful evaluation. The evaluator should be what kind of listener?

Answer 31

A positive listener (Non-verbal communication often says more than words)

Question 32

At the conclusion of an employee evaluation program interview, the evaluator should have answered what 4 questions for the employee?

Answer 32

1. How am I doing? 2. Where do I go from here? 3. What are my major skills and abilities? 4. What areas of my performance need improvement?

Question 33

What is the purpose of evaluating newly employed sunrise fire rescue personnel during their first year?

Answer 33

To ensure they can perform their job properly, safely, efficiently and legally The evaluation processes are designed so deviations from proper and accepted procedures can be identified early on, and subsequent counseling and professional development provided

Question 34

Station commander shall complete a formal performance evaluation of the proby when?

Answer 34

At or very close to the 4th, 8th, and 11th month benchmark of the employees tenure

Question 35

Who is the 4th and 8th month evaluation forwarded to? Who is the 11th month evaluation forwarded to?

Answer 35

Training division Fire chiefs office

Question 36

A shift level position primarily concerned with emergency and non-emergency activities of fire suppression, emergency management and EMS components of the fire rescue department

Answer 36

Firefighter / EMT

Question 37

A shift level position with a high degree of physical and mental fitness, primarily concerned with emergency and non-emergency activities of fire suppression, emergency management and EMS components of the fire rescue department

Answer 37

Firefighter / Paramedic

Question 38

This is a skilled technical and clerical position with inspection, prevention, and investigation components of the fire rescue department

Answer 38

Fire inspector

Question 39

A tested, shift level position primarily concerned with emergency and non emergency activities as they relate to the fire rescue department motorized pumping and ladder apparatus

Answer 39

Driver operator

Question 40

This is a tested, shift level position primarily concerned with the emergency and non emergency activities of fire suppression, emergency management and EMS components of the fire rescue department with special emphasis on EMS division

Answer 40

Rescue lieutenant (Shift)

Question 41

This is a tested and highly accountable suppression position with the fire rescue department responsible for maintaining a supervisory role and appropriate technical direction in the area of fire suppression, rescue/medical operations, fire prevention, personnel management, and emergency management as well as coordinating the administrative and equipment/supply needs appropriate to the position

Answer 41

Fire captain

Question 42

FLUSAR is also known as?

Answer 42

FASAR Florida Association of Search and Rescue

Question 43

To be part of the special ops team, you need how many years of continuous service?

Answer 43

1 year with successful completion of probationary period

Question 44

Members assigned to the special ops team, upon being promoted will only continue to be assigned to the special ops team as long as a vacancy exists in the rank they were promoted to. Lacking such vacancy, the individual will be placed on ?

Answer 44

1. In active status 2. Assignment status revoked 3. Eligible for reassignment only when a vacancy occurs within the same rank as the individual, unless recommended by the fire chief for operational need

Question 45

All members of the special operations response team shall complete SERC “HAZARDOUS MATERIALS TECHNICIAN COMPETENCY ASSESSMENT CHECK-OFF” skills checklist, and completion of the FASAR team member evaluation form when?

Answer 45

Once every 2 years

Question 46

The maximum number of special operations team positions by rank and shift are:

Answer 46

1. Staff officer & non shift personnel (as determined by the fire chief) 2. Battalion chiefs 4 3. Captain 15 (max 5 per shift) 4. Drivers 12 (max 4 per shift) 5. Lieutenants 9 (max 3 per shift) 6. Firefighters 9 (max 3 per shift)

Question 47

_________ provides a valid basis for personnel decisions such as compensation, promotion, training, retention, and performance-related disciplinary action. It also increases employee productivity, improving organizational effectiveness, and achieving better human resource utilization.

Answer 47

Employee performance evaluation system

Question 48

____ and ____ on job performance throughout the year helps overcome apprehension during the actual evaluation interview

Answer 48

Planned frequent communication and feedback