Chapter 8 Flashcards by VIDAL DIAZ

When development rather than evaluation is the major purpose to be served by the appraisal, what type of evaluation has been introduced?

High visibility evaluation

Peer or self-evaluation

Supervisor evaluation

Group evaluation

Peer or self-evaluation

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Who receives results of the investigation?

The offending officer

The complaining party

Internal affairs unit

All of the above

The complaining party

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What is the value of baseline 2?

Converting problems into opportunities and obstacles
into solutions

Converting obstacles into opportunities and solutions
into problems

Converting obstacles into opportunities and problems into solutions

Converting problems into obstacles and solutions into opportunities

Converting obstacles into opportunities and problems into solutions

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If police employees appeal the chief’s decision, the police agency should _____.

Not provide the resources or funds for appeal

Provide the resources or funds for appeal

Not allow the employee to appeal

Deny the appeal and administer the discipline

Not provide the resources or funds for appeal

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Pertaining to sexual harassment, what did Equal Employment Opportunity Commission prohibit?

Verbal abuse and sexual advances from supervisors

Nude pinups in the workplace

Unwelcome sexual advances, sexual requests that are made a condition of employment, and conduct that creates a hostile work environment

All of the above

Unwelcome sexual advances, sexual requests that are made a condition of employment, and conduct that creates a hostile work environm

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What did the Civil Rights Act of 1964 contain?

Prohibited sexual advances and requests

Ruled that nude pinups in the workplace created a hostile environment

Amendment banning job discrimination on the basis of sex

Prohibited verbal abuse and physical advances from supervisors

Amendment banning job discrimination on the basis of sex

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When should you consult with your manager about other options?

If after two counseling sessions you are not making progress

If you need more than one counseling session

After every counseling session

Never

If after two counseling sessions you are not making progress

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Who is empowered to get the best results for its community?

Strength-based leaders

Community-oriented policing

Workforce

Supervisors

Workforce

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What must the focus of a police agency be on?

Its leaders

Trust

Moral duties

Performance

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Who must accept primary responsibility for controlling the vast discretionary power of police officers?

Individuals

Supervisors

Top management

The organization

Supervisors

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What are the three lines drawn for unsatisfactory and bad behavior to be defined and to set policies by the agency?

Warning, professional values, and violating the law

Malcontent, professional values, and criminal conduct

Problem employees, criminal conduct and violating the law

Warning, malcontent, and criminal conduct

Warning, professional values, and violating the law

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Which type of person deserves to be micromanaged?

Poor performers

Malcontent employees

Employees with negative attitudes

All of the above

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What are the six steps of leading by objectives?

pages 109-110

Step 1:  Identification of the issue
Step 2:  Specific statement
Step 3:  Optional strategies
Step 4:  Selection of an option
Step 5:  Implementation
Step 6:  Feedback

ID the SOS @ the ME

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What does the exclusionary rule pertain to?

Criminal actions against police employees

Civil actions against police employees

Criminal and civil actions against police employees

External remedies of correcting police employees behaviors

Criminal and civil actions against police employees

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The spirit of performance must be viral in five baseline values. What are they?

Baseline 1:  Nonnegotiable high standards
Baseline 2:  Opportunities
Baseline 3:  Character
Baseline 4:  Emotional intelligence
Baseline 5:  Teamwork

N. O. C. E. T.

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What is the role of the supervisor during phase three?

Determine the discipline

Provide information to the board as to what the investigation revealed

Be the adviser to the police manager

The supervisor is not involved in phase three

Be the adviser to the police manager

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How should every supervisor conduct internal investigations?

In a manner that best reveals the facts

Professionally

One on one

Face to face

In a manner that best reveals the facts

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What increases the likelihood that the mission statement will be practiced and not just preached?

Connecting performance appraisal to a mission statement

Repeating the mission statement to the employees

Having face-to-face conversations

Leading by objective

Connecting performance appraisal to a mission statement

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What is a general process and a specific method for a police agency to obtain feedback and provide guidelines for its personnel?

Performance evaluation

Feedback

Feedforward

All of the above

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Which error cluster artificially at the middle of the scale?

Halo errors

Strictness errors

Leniency errors

Central tendency errors

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Administrative adjudication of internal discipline complaints involving violation of law should _______.

Depend on criminal prosecution

Curtail criminal prosecution

Not depend on criminal prosecution

Neither depend on nor curtail criminal prosecution

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Who is the most common type of all the problem employees and can be the most difficult to correct?

Problem employee 1

Problem employee 2

Problem employee 3

Those complained on by citizens

Problem employee 1

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What is the conventional wisdom in formal organizations, yet it is both untrue and harmful?

The actual battle is within the individual and centers on his or her character

Those who believe in innate human goodness view the battle for a better employee as primarily a struggle between the individual and the
department

The belief that employees are basically good and therefore can be corrected

Problem employees represent a small percentage of the department

The belief that employees are basically good and therefore can be corrected

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If all else fails, what should you do next?

Discipline or seek psychological assistance

Refer them to another supervisor

Ask you manager for further guidance

Continue with counseling

Discipline or seek psychological assistance

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Depending on the unique characteristics of each agency, how many PDRSs may be required to ensure and maintain job-related personnel evaluations? One to three Three to five Three to six Six to eight

Three to six

What is an advantage to strength-based leaders for leading by objectives? It encourages forecasting, planning, and dialogues between all administrative levels They are without roadblocks There is positive feedback All of the above

It encourages forecasting, planning, and dialogues between all administrative levels

Who receives a warning? Poor performers Malcontent employees Employees with negative attitudes All of the above

All of the above

What does a supervisor need to lead and not just supervise? Maximum influence Good relationships among the team members A healthy does of positive emotions Courage of strategic thinking

A healthy does of positive emotions

If unchecked, what will the malcontented (problem employee 1) employee do? Continue to spiral downward Poison the team morale Become untrustworthy All of the above

Become untrustworthy

As a supervisor, which question should you ask about your performance as a rater? “What will I do to motivate the employee to improve performance?” “In what areas do you feel I didn’t perform well?” “What prevented you from performing well in these areas?” “What can be done to make you a better performer?”

“What will I do to motivate the employee to improve performance?”

Performance must have tolerance for _____ but no room for ______. Failures / corruption Complacency / low standards Low standards / mistakes Failures / mistakes

Failures / corruption

``` Misguided employees are relatively few in numbers - perhaps ______ of a police agency - but they often drain a lot of a leader’s time and energy. Up to 5% 3% to 6% Less than 10% Less than 20% ```

Up to 5%

What should all strength-based leaders produce separately? Communication Performance evaluation meeting Draft of LBO contracts Event feedback

Draft of LBO contracts

What are some of the factors that affect the decision to leave an option on the list or remove it? Political ramifications and skills of the participants Tradition and custom Time and money All of the above

All of the above

What is referred to as a performance domain rating system (PDRS)? Job-related tasks which are evaluated Reliable rating scales which are produced in conjunction with a specific performance domain Personal evaluation method for improving the performance of the employee Performance domain for civilian personnel

Reliable rating scales which are produced in conjunction with a specific performance domain

What are the advantages of 360-degree performance evaluation? Affording you the opportunity to learn about your leadership practices Elevates trust, teamwork, and empowerment Positive work-place values All of the above

All of the above

Who recommends penalties if the disposition is sustained? The chief or the sheriff The immediate supervisor Top management The citizens on the board

The immediate supervisor

Who knows that he or she has maximum influence to sway everyone’s emotions? Strength-based leaders A true leader People with good morals Supervisors

Strength-based leaders

When should you not argue with a police employee? Never When you realize the problem is out of your hands When you will need more than one counseling session While you are in the process of counseling

While you are in the process of counseling

What is empowerment at its best? Community-oriented policing and value-oriented policing Leading by objective Delegation All of the above

Leading by objective

Who should be given a completed copy of the form as a receipt? The offending officer Internal investigations The complaining citizen All of the above

The complaining citizen

Who is ultimately responsible for performance? Top management Supervisors Each individual All of the above

Top management

If the allegations are sustained and warrant disciplining the offending employee, what should you do to reduce the chance that he or she will seek further remedy outside the department? Offer an apology Provide the offending employee with a copy of the complaint Consider entering into a compromise with the offended employee Provide the offended employee with copies of the complaint and the discipline

Consider entering into a compromise with the offended employee

Where does leading by objective produce concrete personal performance objectives? At top management With the supervisors With the team At an individual level

At an individual level

Who do officers take their emotional cues from? Top management Team members Their boss A strength-based leader

Their boss

Which type of leader gets the best for and out of their staff? Optimistic Positive Enthusiastic All of the above

Positive

What does the leader know more than anyone else? Groups of people working together are both smarter and achieve more When people feel good, they do their best work He or she creates the conditions that directly determine a police officer’s ability to work well All of the above

He or she creates the conditions that directly determine a police officer’s ability to work well

Which error occurs when an evaluator incorrectly treats two or more dimensions of performance as if they are identical or highly correlated? Halo errors Strictness errors Leniency errors Central tendency errors

Halo errors

``` What was the estimated number of sworn female police officers of at the time of publication of the book? 10% or more 20% or more 30% or more 40% or more ```

30% or more

When can you help the complainers toward better behavior? Only after you reassured them that you are trying to help When you inform them you are going to get rid them When you know they are listening to you Only when they are willing to receive the help

Only after you reassured them that you are trying to help

What do many leaders spend more effort on than leading others? Performance ratings Being visible Conflicts created by poor performers Guiding malcontent employees

Conflicts created by poor performers

Which complaints should be investigated? Moralistic Legalistic Sexual harassment All complaints

All complaints

How is an effective system of accountability constructed? With a recognized and responsive mechanism for maintaining discipline over police personnel With criminal and civil actions against police officers By ensuring supervisor’s have the responsibility of enforcing discipline All of the above

With a recognized and responsive mechanism for maintaining discipline over police personnel

What two terms are qualities of the evaluation process and refer to the accuracy of the information that is generated and used in subsequent decisions about the employee? Reliability and validity Reliability and accountability Validity and accountability Accountability and analysis

Reliability and validity

Why do halo errors, strictness errors, leniency errors, and central tendency errors guard against errors in the performance evaluation process? Errors in the rater or in the process itself There are peers rating each other The supervisor lacks discipline Raters rate team members the same

Errors in the rater or in the process itself

Which approach does more harm with malcontent employees? Letting them know your intentions are good Letting them know you are interested in what’s bothering them “Better get yourself straightened out or you lose your job” attitude on the supervisor’s part When you help the employee believe your intentions are good

“Better get yourself straightened out or you lose your job” attitude on the supervisor’s part

``` When is the leader ready to select the best option and implement it? Step 3 Step 4 Step 5 Step 6 ```

Step 4 - Selection of an option

While a police supervisor initiates the LBO process, how is it best structured? One-way channel Two-way channel In groups From the top down

Two-way channel

What are the three forms of misconduct where the lines should be drawn? Warnings, defiant behavior, and discipline Legalistic, professional, and moralistic Legalistic, criminal in nature, and professional consideration Professional consideration, legalistic, and warning

Legalistic, professional, and moralistic

What is the bottom-line benefit when we take pride in our job performance? Becoming courageous Become a respected leader Well-being improves dramatically We pursue excellence

Well-being improves dramatically

What are the steps of a complaint? Acknowledge, accusation, and investigation Receipt, investigation, and adjudication Accusation, receipt, and investigation Receipt, accusation, and adjudication

Receipt, investigation, and adjudication Step 1-Receipt of a complaint Step 2-Investigation Step 3-Adjudication

Which is a purpose of performance evaluations? Assessing the effectiveness of a leader Ethical and emotional issues Assessing individual’s emotions To know your assigned personnel

Assessing the effectiveness of a leader "Many purposes.... - evaluating the success of selection decisions - assessing the effectiveness of a leader - evaluating training efforts - determining the quantity and quality of individual work effort

What do problem employees do? Push the borders and ethical standards Flagrantly violate ethical and professional norms Violate the law All of the above

All of the above

When should all internal disciplining investigations be concluded? Within 30 days of the date of the complaint made Within 30 days of the incident of the complaint Within 60 days of the date of the complaint made Within 60 days of the date of the complaint

Within 30 days of the date of the complaint made

Who upheld the validity of EEOC and when? US Supreme Court 1980 Washington federal appeals court 1977 US Supreme Court 1986 Florida federal district court 1991

US Supreme Court 1986

What happens when people become part of anything second-rate or stupid? They become malcontent They demean the value of their work They lose focus on the goals They lose character

They demean the value of their work

What is the distinction between wrongdoing and corruption? There is no difference There is no personal gain for the officer or others involved in professional misconduct There is personal gain for the supervisor involved in professional misconduct The discipline is harsher for professional misconduct

There is no personal gain for the officer or others involved in professional misconduct

What is an advantage to having multiple raters? One-on-one interviews Present supervisor would be responsible for coordinating the rating Improved clarity High personal trust

Improved clarity

Based on the decision, what did the US Supreme Court case (Meritor Savings Bank v Vinson) decide police agencies could do to comply with this ruling? Supervisors will not make sexual advances to employees Establishing preventive policies and training will lessen the likelihood of liability if a complaint is filed Employees must report unwanted sexual advance Employees must document unwanted conduct

Establishing preventive policies and training will lessen the likelihood of liability if a complaint is filed

What issues arise when performance is evaluated? Individual’s emotions Ethical and emotional Ethical and moral Quantity and quality of an individual’s work

Ethical and emotional

``` In 1977, which federal appeals court ruled that sexual harassment is discrimination under the Civil Rights Act? Arizona U S Supreme Court Washington Florida ```

Washington

In baseline 3: Character, what turns to the character of the organization? Well communicated goals Quest for high performance Moral duty Internal ethics

Quest for high performance

Whose impact on the organization can be more drastic? Malcontent employees Problem employees Problem bosses Dysfunctional bosses

Problem bosses

Who ruled that a hostile work environment need not be psychologically injurious, both only reasonably perceived as abusive? Florida federal appeals California federal appeals Washington federal appeals court US Supreme court

US Supreme court

What does a successful police organization require for assessing the current performance and future potential of its most valuable asset? A reliable performance evaluation system Rewards on decisions A proven process and accurate methods Merit increases and promotions

A proven process and accurate methods

What is one example of professional misconduct and is more complex than any other issue? Stealing Untruthfulness Sexual harassment Unreliable

Sexual harassment

Why is there a need for established policies, procedures, rules, and sanctions that explicitly encompass the conduct of police employees? To determine what conduct is permissible To establish the boundaries To determine what punishment is acceptable for professional misconduct None of the above

To determine what conduct is permissible

What are the sources of performance appraisals? Supervisors The person being evaluated Peers All of the above

All of the above

How is an evaluation system that uses both feedback and feedforward referred to? Performance evaluation Performance appraisal Rating Learning by objectives

Learning by objectives

What is the ABC process of leading by objectives? Setting the objective, obtaining the result, and providing feedback The objective, the result, and promotes self-control via feedback Establishing a goal, accomplishing the goal, and obtaining feedback None of the above

The objective, the result, and promotes self-control via feedback

``` In which step will strength-based leaders have a “battle plan”? Step 3 Step 4 Step 5 Step 6 ```

Step 5 - Implementation

How do problem bosses make police work worse than it need be? Petty harassment Open abuse of power and prestige Meanness disguised as discipline All of the above

All of the above and... "insistence on the letter rather than the spirit of regulations"

What does the ethical principle of responsibility include? A moral duty to improve things To pursue excellence To produce and demand quality performance All of the above

All of the above

What is the 80:20 rule? 80 percent of your employees are happy and 20 percent of your employees are poor performers 80 percent of your time is directed to 20 percent of your staff 80 percent of your staff is self driven while 20 percent of your staff needs supervising 80 percent of your time is spent in the office while 20 percent of your time you are visible

80 percent of your time is directed to 20 percent of your staff

What does every performance evaluation system need or the entire process is apt to suffer severe problems of ambiguity and integrity? A rating manual Proper training An honest rater Job analysis

A rating manual

What factors influence performance? Environmental Organizational Individual All of the above

All of the above

If sustained is not the disposition, what is one of the dispositions? Unfounded Not sustained Exonerated All of the above

All of the above

An effective system of accountability is constructed with what? Strong and functional mechanism for maintaining behavioral control over police personnel Strict regulations Reliable performance evaluation system Effective discipline

Strong and functional mechanism for maintaining behavioral control over police personnel

Which error clusters closely at the high end of the scale? Halo errors Strictness errors Leniency errors Central tendency errors

Leniency errors

``` What was the estimated number of sworn female police officers by the year 2015? 1 in 5 3 in 5 3 in 10 5 in 10 ```

1 in 5

Where are the values and standards comprising the department’s mission being looked for? In an employee’s daily work effort In the performance evaluation meeting In the supervisors In each member

In an employee’s daily work effort

What is the glue that holds police employees together in a team and that links people to an organization? High performance A healthy dose of positive emotions Enthusiasm The emotions they feel

The emotions they feel

The best option for selecting an option is ______. Not always the most feasible Not always easy Process of elimination Delegation

Not always the most feasible

(1) Malcontented, (2) unprofessional, and (3) criminal are all categories of _____. Disgruntled employees Misguided employees Poor performers Wayward employees

Wayward employees

What kind of board should be available to all police agencies to assist in the adjudication phase? Internal investigations Professional standards board Administrative fact-finding trial board Citizen’s complaint board

Administrative fact-finding trial board

What is heavily dependent on an accurate and valid personnel evaluation process? Individual performance Organizational performance Rating the rater All of the above

Individual performance

Which intelligences are problem employees usually low on? Intellectual and emotional Emotional and social Social and ethical Ethical and moral

Emotional and social

When does the officer have legal redress available? If it is exonerated If it is unfounded If it is not sustained If the citizen complaint is found to be intentionally malicious

If the citizen complaint is found to be intentionally malicious

Who ruled that a hostile work environment should be evaluated from the standpoint not of a “reasonable person” but of a “reasonable woman”? Florida federal appeals California federal appeals Washington federal appeals court US Supreme court

California federal appeals

What does The Significant Incident Technique (SIT) involve? Recording what can be termed significant Recording what can be highly important behavior Recording positive or negative events All of the above

All of the above

Who should recommend adjudication and, if warranted, disciplinary action? The chief or the sheriff The immediate supervisor Top management The citizens on the board

The immediate supervisor

When should every police agency provide every employee with a written statement of the employee’s duties and rights when he or she is the subject of an internal discipline investigation? a At the time of employment b. At the hiring process c. Prior to the specific investigation d. Both A and C

d. Both A and C

Leading by objective establishes parameters that focus the individual and the agency in the direction of what? Setting a course of desired direction Accomplishing the much-to-be desired goals Engaging the person to proceed in that direction Promoting self-control

Accomplishing the much-to-be desired goals

What should a supervisor concentrate on in step 2? Identification of the objective Statement of the objective Roadblocks Techniques

Statement of the objective Step 2 - Specific statement

What is a technique that can help with identifying the issue? Brainstorming Electronic bulletin boards Making personal conversation All of the above

All of the above

What can you do to help a malcontent to help themselves? Refrain from criticizing Never argue Recognize your own limits All of the above

All of the above and.... - Listen patiently - listen to see if the person is trying to tell you something deeper than what appears on the surface - recognize what you are counseling an employee for - multiple sessions may be necessary - if after 2 counseling sessions you are not making progress, you should consult with your manager about other options - look at you task as a fact-finding one - use discipline or seek psychological assistance

Why do most performance-rating systems make a mistake from the viewpoint of accountability? They focus on a one-way relationship They focus on a downward relationship They focus on a boss to subordinate relationship All of the above

All of the above

What serves as the springboard of a leader’s character? Values Ethics Vision All of the above

All of the above

What requires teamwork? Strength-based leaders High performance Balance focus on the task at hand Attention to relationships

High performance

What are the four milestones for attaining high performance? Leading by objectives; setting objectives; evaluating performance; and designing and implementing a personnel evaluation system Leading by example; setting objectives; performance evaluations; and a reliable personnel evaluation system Leading by objectives; setting the example; evaluation performance; and a reliable personnel evaluation system Leading by objectives; setting the example; performance evaluations; and designing and implementing a personnel evaluation system

Leading by objectives; setting objectives; evaluating performance; and designing and implementing a personnel evaluation system

Which is an important purpose for using performance evaluations? Promotion, separation, and transfer decisions Evaluations of relative contributions made by individuals and entire departments in achieving organizational goals Specification of new performance objectives for the future All of the above

All of the above - promotion, separation, and transfer decisions - feedback for each police employee regarding how the organization views his or her performance - evaluations of relative contributions made by individuals and entire departments in achieving organizational goals - reward decisions, including merit increases and promotions - criteria for evaluating the effectiveness of selection and placement decisions, including the relevance of the information used in those decisions - ascertaining and diagnosing training and developmental needs for individual employees and entire divisions within the police agency - criteria for assessing the success of training and development decisions - database on which work-scheduling plans, budgeting, and human resources planning can be projected - specification of new performance objectives (LBO) for the future

What is a specific performance domain? A type of job analysis A performance evaluation What the employee should be doing in his or her work assignment Background analysis of your work assignment

What the employee should be doing in his or her work assignment

What is an often-ignored asset of a PDRS? It draws on the power of positivity It is focused on accountability It is highly valid and reliable It draws on the power of narrative comments

It draws on the power of narrative comments

What is derived from individual performance? The supervisor’s ability to lead The mission statement Organizational performance All of the above

Organizational performance

What is done in order to keep people informed? Meetings are held Written word Feedback All of the above

Feedback

Which form of misconduct can range from physical to verbal abuse of a citizen? Warning Legalistic Moralistic Professional misconduct

Professional misconduct

Why is a performance evaluation system complex?

First, it must serve many purposes Second, the assessment of performance itself is a difficult measurement task because so many factors influence performance, including environmental, organizational, and individual factors.

What separates the leaders from the supervisors? Being able to communicate effectively Understanding each member Understanding the powerful role of emotion in the workplace Being able to influence others

Understanding the powerful role of emotion in the workplace

How many SITs are usually generated per week? One or two Two or three Three or four As many as are necessary

Two or three

Which act may be sufficient to resolve the difficulties of a malcontent employee? Look at your task as a fact-finding one Listen patiently Listen to see if the person is trying to tell you something deeper None of the above

Listen patiently

Who sets the emotional bar? The leader The boss Team member Yourself

The leader

Who has a duty to be a force for excellence? Supervisors Team leaders Strength-based leaders Top management

Strength-based leaders

When rating, what does a rater normally have a clearer memory of? The last event A triggered specific event Those events that occurred over the preceding few weeks than of those that occurred months ago Events which were written down

Those events that occurred over the preceding few weeks than of those that occurred months ago

Which feedback positively reinforces favorable conduct? Feedforward Feedback Employee-supervisor feedback Event feedback

Event feedback

What does your success depend on, no matter what you set out to do? What you do What you say How you do it All of the above

How you do it

When is an officer’s performance evaluation usually made by an officer’s immediate superior? Major purpose of the appraisal is evaluation Major purpose of the appraisal is employee development Major purpose of the appraisal is for self-evaluation All of the above

Major purpose of the appraisal is evaluation

What feedback is a clear-cut must? Feedforward Feedback Employee-supervisor feedback Event feedback

Employee-supervisor feedback

``` When did Arizona federal district court rule that the Civil Rights Act did not cover claims of repeated verbal abuse and physical advances from supervisors? 1964 1975 1986 1991 ```

1975

Which is the more vague type of misconduct? Warning Legalistic Moralistic Professional misconduct

Moralistic

Who is frequently the first to hear a citizen’s complaint? The officer The supervisor Internal affairs Top management

The supervisor

What is the first baseline value of performance? Setting nonnegotiable high-performance standards Setting negotiable high-performance standards Teamwork Character

Setting nonnegotiable high-performance standards

What is the critical part of step 1? Thinking clearly about the project and then writing it down in the most specific terms possible Understanding the project and explaining it Generating new data about the project and asking someone internal or external to the agency who may have had more experience Thinking reflectively and feedback

Thinking clearly about the project and then writing it down in the most specific terms possible

Regardless of the administrative adjudication, every police agency should refer all complaints of what to the prosecuting agency for the decision to prosecute criminally? Moral and ethical violations Violation of law Legal and immoral All of the above

Violation of law

Who should have legal authority during an internal discipline investigation to relieve police employees from their duties when it is in the interests of the public and the police agency? The supervisor The citizen complaint board The professional investigations board The Chief or the Sheriff

The Chief or the Sheriff

What is a disadvantage to strength-based leaders for leading by objectives? Lack of delegation Resistance to change Confusion All of the above

Resistance to change

What are the two rubrics of possibilities for wrongdoing? The law and “unbecoming an officer” Ethical and moral Legalistic and moralistic Professional conduct and professional corruption

The law and “unbecoming an officer”

Which performance evaluation is a very powerful appraisal process? A one-way rating process A two-way rating process A 360-degree approach When the supervisor draws the lines

A 360-degree approach

What is the first step in designing and implementing a personnel evaluation system? Creating a rating manual Training the raters Job analysis Rating the raters

Job analysis 13 steps for designing and implementing a personnel evaluation system: 1. Job analysis: what is to be evaluated 2. Multiple raters 3. The raters 4. Trained raters 5. Rating the raters 6. A rating manual 7. Significant (critical) incidents: a database 8. Feedback 9. Leading by objective 10. Making missions statements happen 11. Avoiding mistakes 12. Employee preparation 13. Self-appraisal

Of the seven interrelated steps, which one has experience shown to often be the most difficult? Feedback Development of optimal strategies to deal with the issue Identification of the issue Implementation

Identification of the issue

The learning by objective process consists of seven interrelated steps. What are they? Page 109

1. Identification of the issue 2. Definition of the issue in a specific statement 3. Development of optimal strategies to deal with the issue 4. Selection of the appropriate option 5. Implementation 6. Evaluation 7. Feedback

What are some external review agencies? Civilian review boards and ombudsmen Civilian review boards and internal affairs Internal affairs and professional responsibilities All of the above

Civilian review boards and ombudsmen

What do problem bosses generate? Maximum anxiety over issues of minimal significance They make the workday of people disengaging and miserable Small-minded decisions All of the above

They make the workday of people disengaging and miserable

What does police corruption consist of? Illegal behavior Police employee’s involvement in promoting the business of one person while discouraging that of another person Acts involving the misuse of authority by an employee in a manner designed to produce personal gain for the person or others Extremely complex and demoralizing crimes

Acts involving the misuse of authority by an employee in a manner designed to produce personal gain for the person or others

Which is a reason why performance evaluations fail? No preparation by either party No face-to-face conversations Supervisors are concerned only with bad performance All of the above

All of the above

The representation and logistical support of the accused employed and the person representing the agency in a trial board proceeding should be ______. Provided Different Equal Shared

Equal

What did the Florida federal district court rule could create a hostile work atmosphere? Nude pinups Sexual advance Verbal abuse Sexual requests that are made a condition of employment

Nude pinups

How does leading by objective seek to use goals? To control To proved To engage To accomplish

To engage

What serves as important constraints? The exclusionary rule Criminal and civil actions against police officers Other external remedies All of the above

All of the above

What should the chief establish on the retention of internal discipline complaint investigation reports? Written policy Baseline Proper guideline Set the example

Written policy

What is directly related to your performance as a leader? Your ability to communicate Your ability to select an option Your ability to accurately appraise the performance of your assigned personnel Your ability to have a positive performance evaluation

Your ability to accurately appraise the performance of your assigned personnel

Who sets the emotional standard? Supervisors Leaders Team member The group

Leaders

What should the raters be evaluated on? Their leadership Their attitudes and emotions Their rating skills Their performance

Their rating skills

Which reports should become part of the accused employee’s personnel folder? All copies pertaining to any complaints Only reports of sustained and, if appealed, upheld investigations Only reports of sustained Only reports of sustained and exonerated

Only reports of sustained and, if appealed, upheld investigations

How effective is a well-designed evaluation process? Only as effective as the employee who is being honest Only as effective as the leader who is being honest Only as effective as the employee who is responsible for doing the work Only as effective as the leader who is responsible for administering it

Only as effective as the leader who is responsible for | administering it

More than anyone else, who should be able to evaluate the overall conduct and performance level of his or her staff and, if a penalty is indicated, to determine how severe it should be? The chief or the sheriff The immediate supervisor Top management The citizens on the board

The immediate supervisor

Which question should an employee be prepared to answer? “Did I set up good two-way communication?” “In what areas do you feel you didn’t perform well?” “Did I concentrate on behaviors and avoid personality factors?” “”How can I be better?”

“In what areas do you feel you didn’t perform well?”

If your agency has an “internal investigations” or “professional responsibilities” unit, who has the responsibility to maintain discipline? The employee The supervisor Top management Everyone

The supervisor

What is included in police corruption? Misuse of police authority Activity which compromises, or has the ability to compromise, his or her authority to uphold the law Protection of illicit activities, whether or not the police employee receives something of value in return All of the above

All of the above and... "the police employee's involvement in promoting the business of one person while discouraging that of another person"

``` When does the leader develop as many options as possible to tackle the issue? Step 1 Step 2 Step 3 Steps 4 and 5 ```

Step 3 - Optional Strategies

Who should be trained as raters? Supervisors Top management Individuals Those responsible for rating

Those responsible for rating

What is the prime means for a police agency to ensure the job relatedness of a performance-evaluation system? Established guidelines Proper training Rating the rater Job analysis

Job analysis

Which penalty is least severe? Loss of time or of annual leave Remedial training Oral reprimand Written reprimand

Oral reprimand In descending order: Oral reprimand Written reprimand Remedial training Loss of time or of annual leave in lieu of suspension Suspension of up to 30 days(but no longer) Removal from service

What is criminal misconduct? Bad behavior Malcontent Corruption Misuse of authority

Corruption

What is one key test of a police organization? There are five baseline values Its spirit of performance Its moral duties The ethical principle of responsibility

Its spirit of performance

Who has the primary responsibility of controlling the vast discretionary power of police officers? The employee The supervisor Top management Everyone

The supervisor

The board’s recommendations should be ______ to the chief. Binding Advisory Facts Final

Advisory

What are the malcontent’s (Problem employee 1) negative attitude and sloppy behavior? A violation of professional values Unacceptable Require immediate attention Contagious

Contagious

Who must have input in each of the seven interrelated steps? The employee, the leader, and by the top bosses The individual and the supervisor The leader and the top bosses The employee, the leader, and top management

The employee, the leader, and by the top bosses

Which error clusters closely toward the low end of the rating scale? Halo errors Strictness errors Leniency errors Central tendency errors

Strictness errors

How does an internal investigation unit strengthen discipline? Relieves the supervisor of the need to maintain discipline The community may disagree with the misconduct and want harsher punishment The larger the department, the more efficient the internal investigation unit is Provides assistance on request in the investigation of alleged misconduct

Provides assistance on request in the investigation of alleged misconduct