Company officer ch9

Question 0

Define Positive and Negative discipline?

Answer 0

Positive- help employee recognize problems and improve performance

Negative- punishment for unsatisfactory performance, behavior or failure to respond in a positive way.

Question 1

actions by the first officer set the stage for probationary FF for how long? Pg 164

Answer 1

20-40yrs

Question 2

The evaluation process for probationary FF should be in 4 areas?

Answer 2

Skill competency
job specific task
geographical area
performance of other tasks.

Question 3

Feedback on individual performance is most effective when? pg 165

Answer 3

delivered soon as possible after an incident or action.

Question 4

What defines Progressive discipline?

Answer 4

Starting out to correct a problem with positive discipline ad increasing the intensity if the individual fails to respond to the negative form.

Question 5

What is the starting point positive discipline?

Answer 5

Establish expectations for behavior and performance.

Question 6

How is positive discipline reinforced?

Answer 6

by recognizing performance and rewarding excellent performance.

Question 7

What is one of the most effective strategies within the realm of positive discipline? pg 168

Answer 7

Empowerment.

Question 8

What is the first level of Negative discipline?

Answer 8

oral, written or admonishment that DOES NOT become part of the employees official record.

Question 9

What is the purpose of the Informal written reprimand? pg 169

Answer 9

Allows the employee to understand clearly that the disciplinary issue and have an opportunity to respond.

Question 10

What are official records that are to be kept for an employees record?

Answer 10

Hiring packet
tax withholding
personal actions
evaluation reports
grievances
formal discipline

Question 11

Which NFPA std identifies officer II as the level to issue formal evaluations or discipline? pg 171

Answer 11

NFPA 1021

Question 12

What are the 4 steps for an annual evaluation process?

Answer 12

Fill out standardized form
subordinate allowed to review
face to face feedback
establish goals

Question 13

What is the difference between a performance log and T- account?

Answer 13

Performance log- brief description of observations

T- account- lists assets and liabilities in columns.

Question 14

Eval
   I
   I- Problems - NO- annual eval on time
            YES
                I
      work improvement plan 10 weeks prior or immediately
                I
      Special eval period
                I
      Self eval 6 weeks prior to annual
                I
       annual review

Answer 14

Is the review process as above.

Question 15

What is Leniency?

Answer 15

giving a positive evaluation to allow a more pleasant experience and avoids confrontation.

Question 16

What are the following review errors 6 of them? pg 174

Answer 16

Personal bias- "skews"
Recency- :"last few weeks"
Central Tendency- "middle of the range"
Frame of reference- "personal ideals"
Halo and horn- "based on 1 aspect"
Contrast- "compares subordinates.

Question 17

What is the ultimate goal of discipline? Pg 174

Answer 17

FF performance improvement.

Question 18

What is the format of discipline- Flow chart?

Answer 18

Positive discipline
Negative discipline
    - informal oral, written, admonishment ( 1st level of neg discipline)
Progressive Negative discipline
    -informal written or oral  reprimand
    -Formal Written reprimand
    -Suspension
    -Termination

Question 19

What is considered the lowest level of discipline in the progressive chain?

Answer 19

Formal written Reprimand.

Question 20

What documentation starts the paper trail for progressive discipline?
pg 175

Answer 20

Formal written reprimand.

Question 21

What is the flow chart for Progressive Negative Discipline?

Answer 21

Progressive Neg Discipline
   Informal oral or written
   Formal written reprimand-   (begins paper trail and process)
   Suspension- (1-30 days)
   Termination

Question 22

What is the definition of Termination?

Answer 22

the organization has determined that the employee is unsuitable for continued employment.

Question 23

What was the Court ruling and what did it represent in the disciplinary process? Pg 176

Answer 23

Loudermill hearing

Ruled that a pre-termination hearing is necessary and serves as a check against a possible mistaken decision.

Question 24

The final resolution of a disciplinary action usually resides with who?

Answer 24

Civil service commission or City personnel director.

Question 25

What is the purpose of EAP?

Answer 25

Help employees cope with underlying issues that might be affecting workplace performance.

Question 26

What are some reasons an employee continue to be late for work?

Answer 26

``` Child care issues family crisis ETOH coming from a second job Psychological condition ```

Question 27

For EAP to be Successful the fire officer must what?

Answer 27

Recognize stress in an employee with multiple signs indicated.

Question 28

What is the GOAL of EAP?

Answer 28

to provide counseling and rehabilitation services to get the employee back to full productive duty as soon as possible.