Ch 9 Evaluation and Discipline

Question 1

Ch 9 p164

> Intro

Answer 1

FO is responsible (to a certain extent) for supervising off duty behavior if it reflects on the FD

Question 2

Ch 9 p164

> Intro: Evals

Answer 2

Evals set personal goals for development and performance

improvement, it’s FORMAL written doc.

Question 3

Ch 9 p165

> Recruit Probi Period

Answer 3

Monthly Eval includes:
Skill competency, proficiency
Progress in learning regs, policies, etc..
Progress in learning the area
Performance of tasks, reports, and in-house discipline

Question 4

Ch 9 p165

> Feedback after MVC

Answer 4

Feedback is most effective ASAP after an incident

Question 5

Ch 9 p166

> Discipline

Answer 5

Discipline - moral, mental, physical state for all ranks to respect the leader.

Question 6

Ch 9 p166

> Positive Discipline:

Answer 6

Positive Discipline is encouraging and reinforcing behavior.

Try to use Positive before Negative.

Question 7

Ch 9 p166

> Negative Discipline:

Answer 7

Negative Discipline is punishing inappropriate behavior or unacceptable performance.

Question 8

Ch 9 p167

> Reinforcing Positive Discipline

Answer 8

Pos Discipline is to motivate and meet or exceed goals. Key is to convince parties they WANT to be better and capable.

Question 9

Ch 9 p167

> Reinforcing Positive Discipline

Answer 9

For the FO to apply Pos Discipline he must identify weaknesses, set goals and objectives to improve performance and provide tools to meet objectives.

Question 10

Ch 9 p168

> Empowerment:

Answer 10

Empowerment is most effective tool in positive discipline

Question 11

Ch 9 p169

> Oral Reprimand, Warning, Admonishment:

Answer 11

This is the 1st level of neg discipline which is INFORMAL. Informal DOES NOT become official records.

Question 12

Ch 9 p171

> Formal Eval and Discipline:

Answer 12

Annual Evals: 4 steps -

1. FO fills out form
2. Subordinate reviews and comments on it
3. Face to face feedback
4. Establish goals

Question 13

Ch 9 p171

> Conducting Annual Eval

Answer 13

Annual Eval is primarily for discussing future goals and objectives.

Question 14

Ch 9 p171

> Conducting Annual Eval

Answer 14

Performance Log: Lists FF activities by date and describes performance.

Question 15

Ch 9 p171

> Conducting Annual Eval

Answer 15

T-account: single sheet listing assets on left, liabilities on right, results resemble a “T”

Question 16

Ch 9 p172

> Annual FF Goals:

Answer 16

3 Goals: College courses
Qualify as a Driver Operator
Learn to design pre-incident plans on the CAD

Question 17

Ch 9 p172

> Informal Performance Reviews:

Answer 17

Informal Perf. Rvws are done throughout the year to stop on top of any issues.

Question 18

Ch 9 p172

> Informal Performance Reviews:

Answer 18

Informal Mid-yr Review that requires a higher level of documentation. The FF writes a self eval for the FO.

Question 19

Ch 9 p172

> Advance Notice of Substandard Eval:

Answer 19

If not meeting expectations, FF should know there’s an issue and be given time to fix it before the annual eval.

Question 20

Ch 9 p172

> Advance Notice of Substandard Eval Plan:

Answer 20

Work Improvement Plan: For substandard FF this plan usually covers 120 days as a “special eval” period.

Question 21

Ch 9 p172

> Advance Notice of Substandard Eval Plan:

Answer 21

Work Improvement Plan comes from HR.

Question 22

Ch 9 p173

> Six weeks before Annual Eval is due:

Answer 22

FF should do another self eval

Question 23

Ch 9 p173

> 7 Eval Errors:

Answer 23

Leniency or Severity
Personal Bias
Recency
Central Tendency
Frame of Reference
Halo and Horn Effect
Contrast Effect

Question 24

Ch 9 p173

> 7 Eval Errors - Leniency or Severity:

Answer 24

Leniency or Severity: rate FF higher or lower than their actual performance.

Question 25

Ch 9 p173 > 7 Eval Errors - Personal Bias:

Answer 25

Eval is skewed because the FO takes it personally due to race, religion, gender, age, etc..

Question 26

Ch 9 p173 > 7 Eval Errors - Recency:

Answer 26

Recency when the FO evals based only on facts within the past few weeks.

Question 27

Ch 9 p173 > 7 Eval Errors - Central tendency:

Answer 27

Central tendency is rated in the middle range as "OK" in all areas. This does not help the FF evolve.

Question 28

Ch 9 p173 > 7 Eval Errors - Frame of Reference:

Answer 28

Frame of Reference is when FO rates on if the FF met the FO personal ideals which as nothing to do with dept objectives.

Question 29

Ch 9 p174 > 7 Eval Errors - Halo and Horn Effect:

Answer 29

Halo and Horn Effect: When the FO hones in on one aspect, good or bad, and rates only on that.

Question 30

Ch 9 p174 > 7 Eval Errors - Contrast Effect:

Answer 30

Contrast Effect: FO compares performance of one FF to another.

Question 31

Ch 9 p174 > Negative Discipline:

Answer 31

Neg Discipline - stronger than positive discipline

Question 32

Ch 9 p174 > Progressive Neg Discipline:

Answer 32

Progressive Neg Discipline moves from mild to more severe. 5 steps - Counseling, Verbal Rep, Written Rep, Suspension, Termination

Question 33

Ch 9 p174 > Neg Discipline

Answer 33

When Neg Discipline is further required, the FO should follow the "due process" and "just culture" under the labor mgmt contract.

Question 34

Ch 9 p174 > Neg Discipline - Informal oral or written rep:

Answer 34

Informal oral or written rep: Issued by super. Reprimand stays at Fire station level up to 1 yr.

Question 35

Ch 9 p174 > Formal Written Reprimand:

Answer 35

Formal Written Reprimand: Official neg action at the lowest level given by the FO.

Question 36

Ch 9 p174 > Neg Discipline - Formal Written Reprimand:

Answer 36

Formal Written Reprimand: Cy goes in FF official personnel file for about 1 yr.

Question 37

Ch 9 p174 > Neg Discipline - Suspension:

Answer 37

Suspension usually issued by DC or BC. Permanent record unless disputed. No pay, usually lasts 1 - 30 days.

Question 38

Ch 9 p174 > Neg Discipline - Termination:

Answer 38

Termination: Fire Chief issues formal termination notice but approved ONLY by an official....Mayor, city mgr etc..

Question 39

Ch 9 p175 > Formal Written Reprimand -

Answer 39

This starts the formal paper trail of progressive discipline. Lasts for about 1 yr.

Question 40

Ch 9 p176 > Predisciplinary Conference:

Answer 40

Loudermill Hearing: pre-disciplinary conference that occurs before suspension, demotion or involuntary termination. Loudermill refers to Supreme Court decision.