10.10 Performance Eval Flashcards
First few cards of this are at the end of 11.1
A
The CHP 100 ratings concern performance during a much shorter period where the focus is on:
quality of performance
The CHP 100 is the principle means of recording an officer’s (4):
day-to-day activities, job performance, development, and training needs.
Each officer’s CHP 100 (shall/should/may) be reviewed by the immediate supervisor promptly after the 15th of the month and again after the last day of the calendar month
Should
T/F
When assessing activity levels, it is understandable that comparisons will be made between the officer being rated and other officers. Be sure that all comparisons are made against officers with similar experience who are working similar shifts in comparable areas.
True
Comments by the supervisor are mandatory for any ratings of:
Excellent or Needs Improvement.
The completed CHP 100s shall be maintained by the supervisor in a ________ file for the current year for assistance in preparing performance appraisal reports.
separate
The completed CHP 100s for the rating period /(shall/should/may) be attached to the copy of the CHP 118 filed in the field personnel folder.
Shall
T/F
The completed CHP 100s will not be forwarded with the submission of a resume for an administrative position.
The completed CHP 100s will be forwarded upon promotion.
True
False, will not be, not applicable at new rank
T/F
Except for voluntary and admin transfer situations, CHP 100s shall be detached from the CHP 118 whenever the CHP 118 leaves the location of assignment (e.g., during the promotional process, when the officer applies for a special assignment).
True
A probationary officer is not to complete the probationary period with more than two Deficient rating for any critical tasks.
False, with any deficient ratings for any critical tasks
T/F
For probationary officers, the completed probationary CHP 118s, as well as the completed CHP 100s, shall be attached to the final probationary CHP 118.
True
When an officer is off duty 30 consecutive calendar days or more because of illness, injury, or leave of absence, the officer’s appraisal will be extended:
after returning to work.
T/F
The officer’s anniversary date does not change and the next performance appraisal is due on the employee’s anniversary date.
three additional months
(Example: An officer works 11 months, is on a leave for 2 months, and returns to work for 3 months. The total performance period will encompass 16 months.)
When interim reporting is initiated, the rater shall assign a rating of Deficient to the applicable critical task(s) on the CHP 118 and prepare a plan of action to correct the deficiency (refer to Annex E). The plan shall include:
A discussion of the specific problem area(s).
A description of all performance objectives set.
Methods outlined to reach objectives.
Controls involved.
Time frames for follow-up.
T/F
An officer on interim reporting within the prior 12 months of an overtime program cannot be considered for that overtime program if it has the same emphasis as the critical task for which the officer was placed on interim reporting
True, i.e. On interim for low activity, cannot sign up for enforcement related OT, but could sign up for movie detail.
T/F
When an officer is placed on interim reporting, the commander shall determine if the officer has a transfer request on file, as officer would not be eligible.
True
T/F
At the close of the interim reporting period specified in the initial plan of action, a final report shall be prepared indicating whether or not the performance objective has been reached and, if not, what further corrective measures will be taken. This may include extending the initial period of interim reporting.
True
(Prior/subsequent) to completing an officer’s annual performance appraisal, the rater shall meet with the officer to discuss the officer’s job performance during the past 12-month period.
Prior
Note: Before the informal discussion is held, a preliminary rating should be assigned for each task and comments made regarding areas to be discussed during the meeting.
At the conclusion of the appraisal conference, the officer (shall/should/may) be asked if there is a desire to establish any specific personal development goals (e.g., promotion, education, special training).
Shall
What are the 5 possible entries for Reason for Report on a CHP 118.
“1st,” “2nd,” or “Final Probationary.”
“Annual.”
“Interim.”
T/F
If any one performance element is determined by the rater to be essential to successful completion of the task (i.e., pursuit driving) and is performed in such a manner that performance standards are not met, a Deficient rating for the critical task shall be assigned with appropriate comments and a plan of action implemented.
True
however, a performance element is determined by the rater to be important but not essential to successful completion of a task (i.e., spelling) and performance of this element is substandard, a rating of Proficient could be justified if all other performance elements in the task meet or exceed performance standards.
Probationary officers are to be rated on the degree to which their performance meets the standards expected for:
the amount of experience possessed.
Section C - __________ Skills. This section is __________ and may be commented on if required by the officer.
Leadership
optional
Comments on the CHP 118 shall include only a summary of __________ ______________ ______________ unless additional descriptions or directions are deemed necessary as in interim reporting or goal setting situations
previously documented performance
