PEAP Handbook

Question 1

Employee’s quality of work performance and on-the-job behavior fall into the ________’s sphere responsibility?

Answer 1

Supervisor’s

Question 2

What is the (5) step plan a supervisor can employ reference job performance?

Answer 2

1. Recognition that a Problem Exists
2. Documentation of the Problem
3. Taking Action
4. Referral
5. Return and Follow-up

Question 3

What (3) points must be emphasized when dealing with subject employee’s deteriorating performance?

Answer 3

1. The supervisor’s responsibility is to observe and document performance deficiencies
2. The supervisor does not attempt to diagnose
3. Once the employee has been referred to PEAP, the supervisor discontinues counseling

Question 4

What are the (12) patterns identifying the impaired employee?

Answer 4

1. Increased Absenteeism
2. ‘On the Job’ Absenteeism
3. High Accident Rate
4. Repeated Complaints
5. Repeated Reports of inappropriate Brandishing of firearm
6. Repeated Failure to Respond to Radio Dispatches
7. Sporadic Work Patterns
8. Lowered Job Efficiency
9. Returning to Work in an Obviously Abnormal Condition
10. Employee Relations on the Job
11. Unusual Behaviors
12. Misc Symptoms

Question 5

What are (2) important considerations when a supervisor is dealing with a problem employee?

Answer 5

1. Do not attempt to diagnose the cause of the job performance problem
2. Do not attempt to counsel the employee.

Question 6

What does the acronym C-L-E-A-R mean?

Answer 6

C-current
L-limited
E-expresses
A-acknowledges
R-reevaluates

Question 7

What are the (7) guidelines when meeting with a troubled employee?

Answer 7

1. Come prepared to the interview
2. Focus on specified job performance issues
3. Remain calm and firm
4. Avoid any diagnosis
5. Emphasize what you expect to resolve the problem
6. Set a return date
7. End interview on a positive note