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Sergeant Exam > Selection promotion and performance appraisals > Flashcards

Selection promotion and performance appraisals Flashcards

1
Q

How long does the Division of Human Resources have to notify candidates of non-acceptance or failure?

A

Within 30 days.

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2
Q

How long is the probationary period for recruit police officers?

A

An 18-month period.

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3
Q

Can the probationary period for recruit police officers be extended beyond 18 months?

A

Yes, upon agreement by a representative of the Urban County Government.

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4
Q

Who is responsible for evaluating the work performance of probationary employees every two months?

A

The Training Section.

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5
Q

What kind of evaluations are conducted on probationary employees by the Training Section?

A

Formal job-related evaluations using valid and non-discriminatory procedures.

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6
Q

What is the Assessment Center’s purpose in the promotion process?

A

To evaluate behavior based on multiple inputs.

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7
Q

Are lateral entries permitted in the promotion process?

A

No, lateral entry is not permitted.

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8
Q

Who ensures that promotion procedures are job-related and non-discriminatory?

A

The Division of Human Resources.

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9
Q

How are promotions made according to the guidelines?

A

Based on the Code of Ordinances and the current collective bargaining agreement.

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10
Q

Who issues announcements to sworn personnel eligible for the promotion process?

A

The Division of Human Resources.

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11
Q

When should non-probationary employees be advised in writing if their performance is below expectations?

A

At any time prior to the end of the rating period.

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12
Q

What does a supervisor need to do before giving an overall unsatisfactory performance evaluation score to an employee?

A

Give timely written notification of unsatisfactory performance to the employee.

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13
Q

What should supervisors do regarding overall performance evaluation scores?

A

Not give an overall unsatisfactory score without prior written notification.

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14
Q

What is the purpose of informal progress review discussions throughout the year?

A

To provide corrective measures prior to the evaluation.

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15
Q

Where should performance evaluations be retained?

A

In the Personnel Records Unit for the duration of employment.

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16
Q

What are the objectives of job task analysis?

A

To serve as a basis for classification, compensation, recruitment, training, and more.

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17
Q

What does a written job task analysis for each position include?

A

Duties, responsibilities, tasks, frequency, and minimum proficiency levels.

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18
Q

Who is responsible for the administration of personnel ordinances and regulations?

A

The Division of Human Resources.

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19
Q

What is the purpose of job classification plans?

A

To describe different kinds of work, consolidate similar jobs, and relate compensation.

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20
Q

Who maintains the documentation related to adverse impact and measures taken to mitigate that impact?

A

Division of Human Resources

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21
Q

What selection process elements must be conducted in a uniform manner as specified in the Code of Ordinances?

A

All elements by police department in consultation with HR

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22
Q

Which department administers the standardized written examination to applicants?

A

The department

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23
Q

Who conducts the physical fitness examination approved by the Kentucky Law Enforcement Council?

A

The department

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24
Q

Who attends all sessions of the oral interview process but has no vote in proceedings?

A

Director of the Division of Human Resources or designee

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25
Q

Who is responsible for selecting the minimum number of applicants to proceed to Phase II of the hiring process?

A

Chief of Police

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26
Q

Which examinations constitute Phase II of the hiring process?

A

Polygraph examination, psychological suitability screening test, background investigation

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27
Q

Who ensures the physical qualifications are job-related and valid?

A

Division of Human Resources

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28
Q

What must all areas tested in medical and emotional/psychological examinations comply with?

A

Americans with Disabilities Act

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29
Q

Who is responsible for the security and disposal of all oral board material?

A

Division of Human Resources

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30
Q

What is the purpose of the reading list in the promotional process announcement?

A

To indicate material for written test questions.

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31
Q

How long are lists of eligible applicants effective for promotion?

A

Two (2) years, unless exhausted.

32
Q

Who forwards a certified list of eligible applicants to the Chief of Police?

A

Division of Human Resources.

33
Q

What criteria does the Chief of Police use for selecting applicants?

A

The ‘rule of three.’

34
Q

How long is the probationary period for all promoted personnel?

A

Six (6) months without exception.

35
Q

Who establishes rules and procedures for the review and appeal in the promotional process?

A

Division of Human Resources.

36
Q

What is the purpose of the Assessment centers in the promotional process?

A

To assess candidates as per guidelines.

37
Q

When should newly promoted sergeants attend the Sergeant’s Academy?

A

Prior to promotion or within one year.

38
Q

What training should newly promoted lieutenants attend within one year?

A

Approved supervisory/management training.

39
Q

What is rated on a bimonthly basis in the performance appraisal system?

A

Employee performance.

40
Q

Who is responsible for ensuring fairness in performance evaluation reports?

A

Reviewing Officer.

41
Q

What does ‘Counseling’ entail in the context of performance evaluations?

A

Giving advice or advising.

42
Q

What are the components included in the Information Sheet?

A

a. Measurement definitions; b. Procedures for use of forms; c. Rater responsibilities; and d. Rater training.

43
Q

What exceptions exist for performance evaluations of probationary police officers?

A

a. Quarterly appraisals for recruit police officers on probation.

44
Q

When should civilian employees on probation receive performance appraisals?

A

During the 3rd and 5th months of their 6-month probation.

45
Q

Who should rate department employees’ performance?

A

Their immediate supervisor.

46
Q

What is the responsibility of both the employee and supervisor when updating position responsibilities?

A

Discuss changes and correctly document responsibilities on the Performance Development Form.

47
Q

Who should coordinate a meeting to conduct the performance evaluation and review the Performance Development Form?

A

The supervisor.

48
Q

What is the purpose of the employee’s performance evaluation report?

A

Career counseling, identifying suitability for specialized assignment, education requirements, and more.

49
Q

What should department employees receive if their ratings fall below or above expectations?

A

A written explanation by the supervisor.

50
Q

Who should sign and date the completed Performance Development Form in Section 6 Signatures?

A

The supervisor conducting the performance evaluation.

51
Q

What is the purpose of the review by the ‘Next Level Supervisor or Department Designee’?

A

To monitor and ensure fairness, impartiality, and integrity of the performance evaluation process.

52
Q

What options does each employee have after the performance evaluation process?

A

Review and ask questions, add comments, contest information, and sign the form.

53
Q

Define ‘Minimum Adverse Impact’

A

Using procedures that reduce negative effects on selection candidates.

54
Q

What are ‘Nondiscriminatory Procedures’?

A

Processes with little or no negative impact based on demographics.

55
Q

What does ‘On File’ refer to?

A

Being documented and available for inspection in a department.

56
Q

Explain ‘Permanent Status’

A

Employment after successfully completing a probationary period.

57
Q

What are ‘Physical Qualifications’ in employment context?

A

Body-related attributes impacting suitability for a job.

58
Q

Describe ‘Polygraph Examination’

A

Device measuring physiological changes to detect deception.

59
Q

Define ‘Selection Criteria’

A

Rules or standards for making employment decisions.

60
Q

Explain ‘Selection Process’

A

Combined methods leading to final employment decisions.

61
Q

What does ‘Skills, Knowledge, and Abilities (SKA)’ refer to?

A

Competence, information, and capabilities crucial for a role.

62
Q

Define ‘Work Behavior’

A

Execution of tasks to achieve job objectives.

63
Q

What is the purpose of General Order G.O. 2012-01A?

A

To establish responsibilities in selection of recruit police officers, promotion, and performance appraisals.

64
Q

Define Adverse Impact as per the order.

A

A substantially different selection rate disadvantaging a race, sex, or ethnic group.

65
Q

What does Emotional Stability/Psychological Fitness Examination focus on?

A

Identifying candidate behavior patterns or personality traits affecting job performance.

66
Q

Explain Cut-off Score/Passing Point.

A

Numeric result of a valid test used to determine minimum eligibility.

67
Q

What is the purpose of an Instrument for the Detection of Deception?

A

Measuring and recording changes in voice characteristics or physiological responses.

68
Q

What is meant by the term ‘Lateral Entry’?

A

Personnel practice allowing selection without completing full procedures.

69
Q

Define Informed Consent in the context of recruitment.

A

Voluntary agreement based on full understanding of consequences.

70
Q

Explain the term ‘Job Task’ according to the order.

A

Description of employee’s duties, purpose, instructions, materials, and more.

71
Q

How often should classifications be reviewed by the Chief of Police and staff?

A

Once a year.

72
Q

What factors should be considered during the classification review process?

A
  1. Up-to-date classification plan, 2. Changes noted by LFUCG, 3. Need for revisions.
73
Q

Where should statements of duties and responsibilities for each position be filed?

A

They should be filed by bureau and maintained in the Public Integrity Unit.

74
Q

Who is responsible for reviewing the duties and responsibilities statements annually?

A

It is the responsibility of the Public Integrity Unit.

75
Q

What actions need to be taken if revisions or changes are necessary during classification review?

A

Revisions or changes should be forwarded to the Division of Human Resources.

Sergeant Exam (108 decks)

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