Progressive Discipline

Question 1

Progressive discipline is intended to ______

Answer 1

…modify an employee’s behavior, and should instruct and train the employee to act and perform in accordance with established standards of conduct.

Question 2

Supervisors and managers are expected to ensure employees are informed of expectations via ____

Answer 2

…briefings, ride alongs, one on one discussions, training days, written acknowledgments of policy review, etc.

Question 3

Supervisors and managers are expected to recognize those individuals who are ___

Answer 3

…meeting or exceeding standards by providing positive reinforcement and recognition, e.g., CHP 100 Form comments; commendable CHP 2, Incident Report, etc.

Question 4

Whenever an employee’s performance or conduct does not meet expectations, the commanders should ___

Answer 4

…determine if the employee was provided with adequate training or notice of performance expectations.

Question 5

If the employee has been provided with adequate training or notice of performance expectations, progressive discipline (should/shall) be utilized.

Answer 5

SHOULD

Question 6

At the center of the wheel is the employee’s ____

Answer 6

…behavior or performance deficiency.

Question 7

The goal of interim reporting is to provide the employee with _____

Answer 7

..tools and assistance to bring their performance to an acceptable level.

Question 8

What are the 8 spokes on the wheel of discipline?

Answer 8

1. Verbal counseling
2. CHP 100 or 112 Comment or Memorandum of Counseling
3. Memorandum of Direction
4. Censurable CHP 2
5. Denial of Salary Adjustment or Rate Change
6. Interim Reporting
7. Rejection During Probation
8. Adverse Action

Question 9

Proactive steps that reduce or eliminate the need for corrective or adverse action are?

Answer 9

Preventative Actions.

Question 10

It is the supervisor’s responsibility to engage and lead the employee in the right direction, as opposed to…

Answer 10

…merely documenting the actions of the employee.

Question 11

Examples of preventative actions include: Adequate ongoing training for all classifications. Sups and managers must ensure that employees attend ___

Answer 11

…required training and address training issues in a timely manner when appropriate (e.g., officer safety, policy changes).

Question 12

(Examples of preventative actions include) Clearly defined job duties, conduct, expectations, and objectives. Employees must know ___

Answer 12

…their job duties, the expected levels of conduct, and the performance standards.

Question 13

Ensure employees have positive and respectful workplace _______________ with the chain of command, peers, and subordinates.

Answer 13

communication

Question 14

To improve communication, (1) supervisors and managers should conduct _______ and ____ discussions with employees on job-related issues.

Answer 14

regular, open

Question 15

To improve communication, (2) actively consider ______ and _______ presented by employees, union job stewards and employee reps.

Answer 15

issues, concerns

Question 16

To improve communication, (3) provide information on ___ and _____ _______ that affect the employees or their jobs.

Answer 16

law, policy changes

Question 17

To improve communication, (4) provide ______ when performance or disciplinary discussions occur.

Answer 17

privacy

Question 18

To improve communication, (5) provide and opportunity to discuss ________ or _________ with supervisors, managers, and coworkers.

Answer 18

problems, conflicts

Question 19

To improve communication, (6) provide access to ______-_____ supervisors or managers, if requested for conflict resolution.

Answer 19

higher-level

Question 20

Provide employees with critical, constructive, and comprehensive feedback regarding job performance and conduct on an __-_____ _____ before a problem develops.

Answer 20

on-going basis

Question 21

Provide ____, _______, and _________ supervision. Supervisors and managers must also model appropriate conduct and professional job performance at all times. The importance of leading by example cannot be overstated.

Answer 21

fair, engaged, and impartial

Question 22

Make referrals to the ___ when appropriate.

Answer 22

Employee Assistance Program

Question 23

The goal of written or verbal corrective actions is to bring the employee’s performance to an acceptable level and to ______ continued misconduct or poor performance.

Answer 23

prevent

Question 24

Corrective Actions. This is accomplished by providing ________ __________ to the employee.

Answer 24

specific directives

Question 25

Corrective actions may be initiated by a __________, but are usually prepared with the concurrence and approval of the _________.

Answer 25

supervisor, commander

Question 26

Corrective actions include ________ and ______ counseling, and any corresponding corrective _____________ issued as a result.

Answer 26

informal formal

documentation

Question 27

The following considerations should be evaluated prior to taking action:

Answer 27

Read and understand POBR
Clearly identify the act or omission that is unacceptable, along with corresponding policy and law.
Fully understand the nature and extent of the porblem
Gather all pertinent facts
Discuss with the employee before making a decision to take corrective action.
Review the employee’s personnel folder (priors, recency, progressive disc. imposed, results, patterns.)

Question 28

What are the two types of counseling?

Answer 28

Informal and Formal

Question 29

Informal counseling is considered a _______ ________ _____________ and, therefore, is not subject to the grievance process, nor is the employee entitled to representation.

Answer 29

routine business communication

Question 30

Informal counseling provides the opportunity for the supervisor to speak with the employee in a _______ ______ regarding a problem in a private setting away from other departmental employees.

Answer 30

relaxed manner

Question 31

Informal counseling should or shall be documented?

Answer 31

should (i.e., CHP 112, Management Summary).

Question 32

Informal counseling. The focus is on the employee’s ________ and/or ___ ___________.

Answer 32

behavior and/or job performance.

Question 33

An employee must understand expectations for conduct and the consequences of a _______ __ ____ expectations.

Answer 33

failure to meet

Question 34

The employee must be made aware of the consequences of failing to comply with the requirements of the ________ ________.

Answer 34

employee’s position

Question 35

Formal counseling is considered _______ ________ _____________ and, therefore, is not subject to the grievance process, nor is the employee entitled to representation.

Answer 35

routine business communication

Question 36

The primary difference between informal and formal counseling is _____________.

Answer 36

documentation.

Question 37

A formal counseling session should be documented in two places. On a supervisors __________ ____ (e.g., CHP 112) and on the counseled employee’s _______ __________ ____, (e.g., CHP 100, CHP 100PSD, CHP 112).

Answer 37

evaluation form

monthly evaluation form

Question 38

If the employee does not have a monthly evaluation form, the counseling session shall be documented on a Memo of Counseling which is then ______ __ ___ ________.

Answer 38

issued to the employee.

Question 39

Corrective documentation can take the form of any of the following:

Answer 39

Monthly evaluation comment (CHP 100, 100PSD, 112)
Memorandum of Counseling
Memorandum of Direction
Censurable CHP 2

Question 40

The primary purpose of corrective documentation is to ___________ __________ ______ in response to unacceptable actions or substandard performance.

Answer 40

memorialize corrective action

Question 41

The month evaluation comment (CHP 100, 100PSD, 112) should or shall not contain the Bazemore Admonition

Answer 41

shall not

Question 42

A Memorandum of Counseling does not normally contain the ________ __________.

Answer 42

Bazemore Admonition.

Question 43

The Memorandum of Direction should or shall contain the Bazemore Admonition.

Answer 43

shall

Question 44

A censurable CHP 2 should be used for a single act which is not likely to recur in the future. It shall or shall not contain the Bazemore Admonition.

Answer 44

shall not

Question 45

In accordance with the collective bargaining agreement (CBA) for Bargaining Unit 5, adverse comments are subject to the ________ _______ __________ process.

Answer 45

Informal Dispute Resolution

Question 46

When should a formal request for adverse action be initiated?

Answer 46

When the employee does not respond to preventive and/or corrective actions, or the acts of misconduct are severe.

Question 47

Can the manager or supervisor be subject to disciplinary and legal repercussions if there isn’t sufficient cause for discipline?

Answer 47

Yes

Question 48

In order to establish cause, the following conditions must be established:

Answer 48

1) The rules or standards must bear a reasonable relationship to the employee’s specific job and/or the goals and mission of the Department.
2) Must have clear knowledge of the rules or standards he’s charged with violating (prefer signed docs).
3) Rule/Standards must be equitably enforced.
4) Off-duty must have a nexus.
5) Invest. must be thorough, impartial, and obj.
6) Must have preponderance of evidence,