Chapter 12 Flashcards
Organizations are judged by their record of achievement, law enforcement agencies are judged in part by their ability to
A. Assist the public in domestic disputes
B. Suppress unlawful activity
C. Avoid negative publicity
D. Address racial profiling complaints
B. Suppress unlawful activity
Which of the following has been revealed by studies as one of the most important parts of management process A. Evaluation and appraisal of employees B. Training and eduction of employees C. Supervision and coaching of employees D. Reward of employees
A. Evaluation and appraisal of employees
Which of the following is not true
A. Every supervisor engages constantly in the process of comparatively rating subordinates whether there is formal or informal rating system or none at all
B. In those agencies where no evaluation system has been adopted each supervisor is left to his own devices to evaluate his personal comparatively
C. A cause of rating system failure including rating shortcuts
D. The supervisor rating form should be constructed to focus the rater’s attention on limited traits and characteristics required for a supervisory position
D. The supervisor rating form should be constructed to focus the rater’s attention on limited traits and characteristics required for a supervisory position
One tool for measuring employee capabilities and giving management an inventory of them is provided by A. Service rating B. personnel evaluations C. Merit rating D. All of the above
D. All of the above
A properly executed rating system is a valuable tool in
A. Placement and promotion of personnel
B. Administration of merit pay or salary increases
C. Disciplinary proceedings
D. All of the above
D. All of the above
In a _______ agency an informal rating system may serve management well because everyone knows everyone else
A. Small
B. Medium
C. Large
D. Corporate
A. Small
Personnel rating systems are inherently unstable because the instruments are A. Objective B. Subjective C. Dynamic D. Static
B. Subjective
Which of the following should serve as a means of providing a degree of recognition that employees desire A. Personnel evaluation B. Supervision C. Training D. Esprit de Corps
A. Personnel evaluation
As an administrative tool the data obtained from personnel evaluations are useful in
A. A Progressive personnel management program
B. Determining if employees should be granted tenure
C. Determining if employees are entitled to earn or retain longevity or merit pay
D. All of the above
D. All of the above
Rating reports are valuable to afford a basis for calling attention to inadequate \_\_\_\_\_\_\_ when used as clinical instruments A. Compensation B. Discipline C. Performance D. Morale
C. Performance
Properly administered personnel evaluation programs can be useful to administrators in research activities and these systems are helpful in
A. Evaluating the selection and testing program
B. Evaluating the effectiveness of a training program at the operating level
C. Determining as one basis for promotion
D. All of the above
D. All of the above
There are many causes for rating system failures including A. Indifference B. Employee pressures C. Failure to train rater’s D. All of the above
D. All of the above
According to the text all of the following are reasons for rating system failures except A. Generalization B. Rating abuses C. Rating shortcuts D. Slipshod procedures
A. Generalization
The competence of the rater, the effort he expends in observing and recording evidence of the behavior of his subordinates, his judgement in weighing and evaluating this evidence and his fairness in applying it to the service rating procedure directly reflect
A. The type of training he has received
B. The degree of his attitudinal conditioning
C. The climate established for the system by management
D. All of the above
D. All of the above
According to the text, who in the police service is the key figure in any rating system since his job involves the productivity of the officers under his command A. First line supervisor B. Chief of police C. Field supervisor D. Field officer
A. First line supervisor
The first line supervisor method of accumulating evidence about his subordinates performance may be established as a matter of A. Law and regulations B. Practice and policy C. Rules and regulations D. Procedures and policy
B. Practice and policy
Which technique involves the collection of objective data about an employee performance which can then be used as a basis for more effective performance rating A. Supervisor management technique B. Rater observation technique C. Critical incident technique D. Performance rating technique
C. Critical incident technique
Rating forms will usually list how many characteristics that must be considered by the rater A. 4-10 traits B. 4-12 traits C. 5-10 traits D. 6-12 traits
B. 4-12 traits
Evaluations reports for probationary officers of all ranks should be made at least how often A. Once per week B. Once per month C. Once per quarter D. Once per year
B. Once per month
Rating traits and abilities can be grouped into broad categories such as A. personal characteristics B. Ability C. Performance D. All of the above
D. all of the above
