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Captains Test > Positive Discipline Manual > Flashcards

Positive Discipline Manual Flashcards

1
Q

What is a program designed to solve the types of problems that have a detrimental effect on fire department operations, safety, honesty and esprit de corps?

A

Positive Discipline

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2
Q

positive discipline __________ the use of punishment to correct problems.

A

minimizes

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3
Q

The focus of positive discipline is on communicating an expectation of _________ and ________ rather than on communication an expectation of future problems and eventual termination.

A

change, improvement

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4
Q

For most individuals, the most important aspect of job satisfaction is ________.

A

Recognition

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5
Q

What is defined as the difference between a management expectation and an employees success in meeting that expectation?

A

A problem

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6
Q

Problems vary, but can generally be assigned to what 3 categories?

A

conduct, attendance and performance

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7
Q

___________ is a mode or standard of personal behavior.

A

Conduct

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8
Q

_________ is how a person acts or carries himself or herself and how that person interacts with those around him or her.

A

Conduct

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9
Q

Challenge, criticism, obstruction, or interference with management and willful failure to do an assigned job efforts describes what?

A

Insubordination

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10
Q

Violation of _______ policies are one of the most frequent and difficult ones that the fire department deals with.

A

attendance

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11
Q

Failure to transfer from station to station in a timely manner can be seen as ______

A

tardiness

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12
Q

What refers to a persons ability to do satisfactory and competent work?

A

Performance

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13
Q

After all necessary information has been gathered, the supervisor should decide whether the problem can be handled by applying the ________ or ________ process.

A

informal, Formal

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14
Q

The underlying goal of the _________ process is to prevent problems from developing and to quickly eliminate problems that do arise.

A

Informal

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15
Q

How many strategies and techniques have been determined to be important components of an effective disciplinary program.

A

6

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16
Q

What is an informal, often times spontaneous discussion designed to assist an employee in developing knowledge, skills and abilities?

A

Coaching

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17
Q

It is the everyday interaction between supervisor and employee that leads to employee _________.

A

Development

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18
Q

To help an employee who is seeking assistance in resolving a problem and to help the employee recognize a problem exists is an objective of what?

A

Coaching

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19
Q

Coaching sessions should be initiated by either the employee or the supervisor as soon as it appears there is a ________.

A

Problem

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20
Q

At the conclusion of a coaching session, the supervisor may enter a ________ report.

A

Training

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21
Q

What are activities designed to provide employees with the knowledge, skills and abilities required to do the job properly.

A

Training

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22
Q

Any deficiency in training should be addressed by providing the employee with the _______ needed.

A

Training

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23
Q

What is the act of providing specific qualitative and/or quantitive information about conduct, attendance, or performance in relation to a given standard or goal?

A

Feedback

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24
Q

What is a serious discussion between a supervisor and an employee designed to correct employee problems?

A

Counseling

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25
Q

______ is planned, has a specific purpose, and is intended to result in specific action.

A

Counseling

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26
Q

What is usually the last of the informal techniques considered, as it most closely resembles formal discipline?

A

Counseling

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27
Q

Counseling sessions should end on a _______, yet serious note.

A

positive

28
Q

Counseling sessions are _____________ and should be approached with the understanding that if the employee fails to make necessary changes, formal _________ may result.

A

Informal, discipline

29
Q

_________ is designed to assist an employee in eliminating problems so that formal discipline will not be necessary.

A

Counseling

30
Q

_______ sessions are entered into the fire department disciplinary database for _______ purposes.

A

Counseling, tracking

31
Q

Upon completion of a counseling session, print ______ copies and have both parties sign the documents.

A

2

32
Q

What occurs as a result of either a failure of the informal process to eliminate a problem, or as an immediate response to a serious problem that could not have been dealt with informally.

A

The formal process

33
Q

During the investigative interview, the employee is afforded an opportunity to provide an explanation. the employee may submit a written response up to _____ hours later

A

48

34
Q

Investigative interviews should always be held in ________.

A

Private

35
Q

An effective investigative meeting is a ____ _______ ______, not a lecture.

A

two way conversation

36
Q

The tone of the investigative meeting should be _____

A

Neutral

37
Q

Any actions or non actions from an investigative interview should be communicated to the employee within ______ calendar days.

A

15

38
Q

What is a tool that assists supervisors in determining the appropriate level of discipline to apply on first infractions.

A

The disciplinary algorithm

39
Q

A supervisor should select the _______ action necessary to compel the employee to take responsibility for eliminating the problem.

A

Lowest

40
Q

The final level of disciplinary action will be governed by the ___ _____ _____.

A

disciplinary program software

41
Q

______ is one of the most serious considerations that must be addressed by the supervisor.

A

Safety

42
Q

A step _____ action places an employee on written notice by the supervisor that failure to correct a problem could lead to more serious discipline.

A

1

43
Q

A step ____ action places an employee on written notice by the supervisor that failure to correct a problem could lead to a more serious discipline and has an active life span of 6 months.

A

2

44
Q

A step _____ action involves suspension.

A

3

45
Q

A step 3 suspension will be a minimum of ____ shift to a maximum of ______ week(s) without pay.

A

1, 1

46
Q

A step 3 action has a life span of ____ months.

A

12

47
Q

A step ____ involves a suspension period of 1 shift with pay.

A

4

48
Q

A step 4 action has a life span of ______ months.

A

12

49
Q

What step is the most serious discipline action in the positive discipline process?

A

Step 4

50
Q

Paid time away from the department is provided to the employee so that they may decide if employment with the fire department is in their best interest. This describes what step?

A

4

51
Q

Any additional formal discipline during the active period of a step _____ will result in a termination hearing.

A

4

52
Q

Counseling’s have a life span of _____ months.

A

3

53
Q

Step 2 have a life span of _____ months.

A

6

54
Q

For step 1, 2 and 3 actions. How many actions are allowed before it must be moved to the next level of discipline?

A

2

55
Q

Administrative hearings will be scheduled whenever the event leading to disciplinary action is of such a nature that any resulting discipline may be greater than a step _____ action.

A

2

56
Q

What is a formal meeting in which the employee is afforded the opportunity to provide an explanation to the fire chief or designee?

A

Admin Hearing

57
Q

The employee and union will be afforded a notice of ______ days to prepare for an admin hearing.

A

7

58
Q

Employees that are not satisfied with the results of a disciplinary meeting should be referred to the _______ article of the contract.

A

Grievance

59
Q

Before an disciplinary meeting the supervisor should notify the employee of their right to ________

A

Representation

60
Q

The active life-span of disciplinary actions and purge dates are extended by any leave that exceeds ______ consecutive days.

A

30

61
Q

________ is not discipline.

A

Termination

62
Q

Typically, termination will be accomplished by having a ______ staff officer and a ______ from the officer rank deliver the termination notice.

A

Senior, witness

63
Q

In cases where serious discipline is indicated but termination may not be warranted, _______ may be considered.

A

Demotion

64
Q

During meetings which are informal in nature, such as coaching and counseling, the involvement of an employee ______ is not required.

A

Representative

65
Q

During meetings that involve or may involve discipline, ________ is an important component.

A

Representation

66
Q
A

Captains Test (48 decks)

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