Selection promotion and performance appraisals Flashcards
How long does the Division of Human Resources have to notify candidates of non-acceptance or failure?
Within 30 days.
How long is the probationary period for recruit police officers?
An 18-month period.
Can the probationary period for recruit police officers be extended beyond 18 months?
Yes, upon agreement by a representative of the Urban County Government.
Who is responsible for evaluating the work performance of probationary employees every two months?
The Training Section.
What kind of evaluations are conducted on probationary employees by the Training Section?
Formal job-related evaluations using valid and non-discriminatory procedures.
What is the Assessment Center’s purpose in the promotion process?
To evaluate behavior based on multiple inputs.
Are lateral entries permitted in the promotion process?
No, lateral entry is not permitted.
Who ensures that promotion procedures are job-related and non-discriminatory?
The Division of Human Resources.
How are promotions made according to the guidelines?
Based on the Code of Ordinances and the current collective bargaining agreement.
Who issues announcements to sworn personnel eligible for the promotion process?
The Division of Human Resources.
When should non-probationary employees be advised in writing if their performance is below expectations?
At any time prior to the end of the rating period.
What does a supervisor need to do before giving an overall unsatisfactory performance evaluation score to an employee?
Give timely written notification of unsatisfactory performance to the employee.
What should supervisors do regarding overall performance evaluation scores?
Not give an overall unsatisfactory score without prior written notification.
What is the purpose of informal progress review discussions throughout the year?
To provide corrective measures prior to the evaluation.
Where should performance evaluations be retained?
In the Personnel Records Unit for the duration of employment.
What are the objectives of job task analysis?
To serve as a basis for classification, compensation, recruitment, training, and more.
What does a written job task analysis for each position include?
Duties, responsibilities, tasks, frequency, and minimum proficiency levels.
Who is responsible for the administration of personnel ordinances and regulations?
The Division of Human Resources.
What is the purpose of job classification plans?
To describe different kinds of work, consolidate similar jobs, and relate compensation.
Who maintains the documentation related to adverse impact and measures taken to mitigate that impact?
Division of Human Resources
What selection process elements must be conducted in a uniform manner as specified in the Code of Ordinances?
All elements by police department in consultation with HR
Which department administers the standardized written examination to applicants?
The department
Who conducts the physical fitness examination approved by the Kentucky Law Enforcement Council?
The department
Who attends all sessions of the oral interview process but has no vote in proceedings?
Director of the Division of Human Resources or designee
Who is responsible for selecting the minimum number of applicants to proceed to Phase II of the hiring process?
Chief of Police
Which examinations constitute Phase II of the hiring process?
Polygraph examination, psychological suitability screening test, background investigation
Who ensures the physical qualifications are job-related and valid?
Division of Human Resources
What must all areas tested in medical and emotional/psychological examinations comply with?
Americans with Disabilities Act
Who is responsible for the security and disposal of all oral board material?
Division of Human Resources
What is the purpose of the reading list in the promotional process announcement?
To indicate material for written test questions.
How long are lists of eligible applicants effective for promotion?
Two (2) years, unless exhausted.
Who forwards a certified list of eligible applicants to the Chief of Police?
Division of Human Resources.
What criteria does the Chief of Police use for selecting applicants?
The ‘rule of three.’
How long is the probationary period for all promoted personnel?
Six (6) months without exception.
Who establishes rules and procedures for the review and appeal in the promotional process?
Division of Human Resources.
What is the purpose of the Assessment centers in the promotional process?
To assess candidates as per guidelines.
When should newly promoted sergeants attend the Sergeant’s Academy?
Prior to promotion or within one year.
What training should newly promoted lieutenants attend within one year?
Approved supervisory/management training.
What is rated on a bimonthly basis in the performance appraisal system?
Employee performance.
Who is responsible for ensuring fairness in performance evaluation reports?
Reviewing Officer.
What does ‘Counseling’ entail in the context of performance evaluations?
Giving advice or advising.
What are the components included in the Information Sheet?
a. Measurement definitions; b. Procedures for use of forms; c. Rater responsibilities; and d. Rater training.
What exceptions exist for performance evaluations of probationary police officers?
a. Quarterly appraisals for recruit police officers on probation.
When should civilian employees on probation receive performance appraisals?
During the 3rd and 5th months of their 6-month probation.
Who should rate department employees’ performance?
Their immediate supervisor.
What is the responsibility of both the employee and supervisor when updating position responsibilities?
Discuss changes and correctly document responsibilities on the Performance Development Form.
Who should coordinate a meeting to conduct the performance evaluation and review the Performance Development Form?
The supervisor.
What is the purpose of the employee’s performance evaluation report?
Career counseling, identifying suitability for specialized assignment, education requirements, and more.
What should department employees receive if their ratings fall below or above expectations?
A written explanation by the supervisor.
Who should sign and date the completed Performance Development Form in Section 6 Signatures?
The supervisor conducting the performance evaluation.
What is the purpose of the review by the ‘Next Level Supervisor or Department Designee’?
To monitor and ensure fairness, impartiality, and integrity of the performance evaluation process.
What options does each employee have after the performance evaluation process?
Review and ask questions, add comments, contest information, and sign the form.
Define ‘Minimum Adverse Impact’
Using procedures that reduce negative effects on selection candidates.
What are ‘Nondiscriminatory Procedures’?
Processes with little or no negative impact based on demographics.
What does ‘On File’ refer to?
Being documented and available for inspection in a department.
Explain ‘Permanent Status’
Employment after successfully completing a probationary period.
What are ‘Physical Qualifications’ in employment context?
Body-related attributes impacting suitability for a job.
Describe ‘Polygraph Examination’
Device measuring physiological changes to detect deception.
Define ‘Selection Criteria’
Rules or standards for making employment decisions.
Explain ‘Selection Process’
Combined methods leading to final employment decisions.
What does ‘Skills, Knowledge, and Abilities (SKA)’ refer to?
Competence, information, and capabilities crucial for a role.
Define ‘Work Behavior’
Execution of tasks to achieve job objectives.
What is the purpose of General Order G.O. 2012-01A?
To establish responsibilities in selection of recruit police officers, promotion, and performance appraisals.
Define Adverse Impact as per the order.
A substantially different selection rate disadvantaging a race, sex, or ethnic group.
What does Emotional Stability/Psychological Fitness Examination focus on?
Identifying candidate behavior patterns or personality traits affecting job performance.
Explain Cut-off Score/Passing Point.
Numeric result of a valid test used to determine minimum eligibility.
What is the purpose of an Instrument for the Detection of Deception?
Measuring and recording changes in voice characteristics or physiological responses.
What is meant by the term ‘Lateral Entry’?
Personnel practice allowing selection without completing full procedures.
Define Informed Consent in the context of recruitment.
Voluntary agreement based on full understanding of consequences.
Explain the term ‘Job Task’ according to the order.
Description of employee’s duties, purpose, instructions, materials, and more.
How often should classifications be reviewed by the Chief of Police and staff?
Once a year.
What factors should be considered during the classification review process?
- Up-to-date classification plan, 2. Changes noted by LFUCG, 3. Need for revisions.
Where should statements of duties and responsibilities for each position be filed?
They should be filed by bureau and maintained in the Public Integrity Unit.
Who is responsible for reviewing the duties and responsibilities statements annually?
It is the responsibility of the Public Integrity Unit.
What actions need to be taken if revisions or changes are necessary during classification review?
Revisions or changes should be forwarded to the Division of Human Resources.
