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Flashcards in EDRS Deck (70):
1

positive discipline is a program designed to solve the types of problems that have a detrimental effect on fire department ops, __, __, and espirit de corps

safety, honesty

2

the focus of positive discipline is on communicating an expectation of __ and __, rather than on communicating an expectation of future problems and eventual termination

change and improvement

3

foremost individuals the most important aspect of job satisfaction is __

recognition

4

adequate explanation of expectations, effective coaching, sufficient training, removable of obstacles, timely feedback, consequences based on performance, and counseling when necessary is the only __ required during their working careers

discipline

5

it is also a fact that supervisors and employees can resolve the majority of all problems __

informally

6

positive discipline is a two part process one involving __ processes and on involving __ processes

informal and formal

7

the __ process involves techniques that are utilized to increase motivation and development, prevent problems from developing, ensure responsibility is not ignored, discover mutually acceptable solution to problems

informal

8

the __ process involves progressive disciplinary action and occurs when attempts to resolve informally fail, an employee is not taking responsibility to correct problems, problems are of immediate serious nature and cannot be dealt with informally

formal

9

a __ can be defined as the difference between a management expectation and an employees success in meeting the expectation

problem

10

problems vary but can be assigned to 1 of 3 categories __ __ __

conduct, attendance, performance

11

__ is a mode or standard of personal behavior. it is how a person acts or carries himself and how that person interacts with those around him

conduct

12

the following fall under which problem category. insubordination, etoh or substance abuse, fighting, dishonesty, theft, misconduct

conduct

13

challenging, criticism, obstruction, or interference with management efforts, willful failure to do an assigned job or obey an order is considered what

insubordination

14

__ relates not only to the ability of a person to arrive at work at the start of their schedule shift, byt also to be present at assigned locations throughout the shift.

attendance

15

violations of __ policies are on of the most frequent and difficult one the fd must deal with

attendance

16

leaving the station, unit or assigned work location without supervisor approval, leaving the scene of an emergency incident without supervisor approval is considered

abandonment

17

__ refers to a persons ability to do satisfactory and competent work. failure to follow established policies or rules or failure to meet standards are the most common problems associated with this category

performance

18

the following all fall under what category: appearance, safety, work duties

performance

19

__ __ is a fact finding mission and the more time and effort put into finding out the facts the easier the rest of the process will

information gathering

20

the supervisor should do the following during what process: ask as many questions needed, talk to co-workers ambulance employees, make a personal observation of any physical items involved, listen attentively, keep an open mind

information gathering

21

after the info has been gathered the supervisor decides on __ or __ process

informal or formal

22

the underlying goal of the __ process is to prevent problems from developing and to quickly eliminate problems.

informal

23

what are the 6 strategies and techniques used to place importance on supervisor and employee responsibility

coaching, training, removal of obstacles, feedback, consequences, counseling

24

__ is an informal often times spontaneous discussion designed to assist an employee in developing knowledge, skills and abilities. it is the everyday interaction between supervisor and employee that leads to employee development

coaching

25

__ has 2 objectives: to help an employee who is seeking assistance in resolving a problem and to help an employee recognize that a problem exist

coaching

26

coaching sessions should be initiated by the employee or supervisor when

as soon as it appears there is a problem

27

at the conclusion of a coaching session the supervisor may enter a __ report

training

28

__ consist of activities designed to provide employees with the knowledge, skills and abilities required to do the job properly

training

29

__ __ involves ensuring the employee has the time, tools, equipment and proper direction required to do the job

removing obstacles

30

__ is the act of providing specific qualitative or quantitative info about conduct, attendance, or performance in relation to a given standard or goal

feedback

31

arranging __ consists of ensuring it actually does make a difference, both to the employee and the organization that a job is done correctly

consequences

32

.__ is a serious discussion between a supervisor and an employee designed to correct employee problems, it is planned has a specific purpose and is intended to result in a specific action, it is the last informal technique considered

counseling

33

what differentiate a coaching session from a counseling session

privacy and communication techniques

34

__ is designed to assist an employee in eliminating a problem so that formal discipline will not be necessary

counseling

35

counseling sessions are entered into the fd disciplinary database for __ __

tracking purposes

36

problems should be stated in __ vs actual conduct, attendance or performance

desired

37

the __ process occurs as a result of either a failure of the informal process to eliminate a problem or as an immediate response to a serious problem that could not have been dealt with informally

formal

38

the __ process consist of preparing and conducting investigative interviews, utilizing the decision making process in regards to discipline, preparing & conducting an admin hearing, preparing and conducting a disciplinary meeting, documentation

formal

39

the following steps should be taken when prep 4 what: gathering info concerning the incident, reviewing notes from info, training reports, other documentation of efforts 2 resolve problem, prep a agenda, ensuring employee has time 2 secure union rep

investigative interview

40

the __ __ is a formal meeting in which the supervisor and the employee discuss the problem at hand. the sup id the problem and discusses facts evidence ect obtained during the info gathering phase

investigative interview

41

during the investigative interview a employee is afforded the opportunity to provide an explanation. this explanation may b given during the meeting or the employee may elect to submit a written response up to __ hours later (or a mutually agreed time)

48

42

the investigative interview should be conducted by the immediate __ or may be conducted by the fire chief or his designee

supervisor

43

the tone of an investigative interview should be

neutral

44

any action or non action should be communicated to the employee with in __ days

15

45

the __ is a tool that assist supervisors in determine the appropriate level of discipline to apply on the 1st infraction

disciplinary algorithm

46

the supervisor should select the __ action necessary to complete the employee to take responsibility for eliminating the problem

lowest

47

the disciplinary algorithm requires the supervisor to consider what 3 important factors

safety, honesty, and negative impact

48

__ is one of the most serious consideration that must be addressed by the supervisor

safety

49

__ and __ are 2 of the most important characteristics of employee who are given the trust of the public and their fellow employees and is therefore taken very seriously

honesty and integrity

50

__ __ relates to the departments inability to quickly recover from the cost or ramifications resulting from the employees infraction

negative impact

51

what are the 4 progressive steps of disciplinary action in the formal process

steps 1, 2, 3, 4

52

__ action places an employee on written notice by the supervisor that failure to correct a problem could lead to more serious discipline and has an active life span if 3 months

step 1

53

__ action places an employee on written notice by the supervisor that failure to correct a problem could lead to more serious discipline and has a life span of 6 months

step 2

54

__ action involves a suspension of a min of 1 shift and a max of 1 week without pay and has a life span of 12 months

step 3

55

__ involves a suspension but the suspension period will be 1 shift with pay and has an active life span of 12 months

step 4

56

once the supervisor makes a decision concerning the level of discipline to be taken an entry is made into the __ database

disciplinary

57

active life span for counseling and steps 1-4

counseling = 3 months, step 1 = 3 months, step 2 = 6 months, steps 3 and 4 = 12 months

58

what is the max number of counseling an employee can have

1 in each category

59

what is the max number of step 1-3 an employee can have

no more than 2 in all categories

60

what is the max number of step 4 an employee can have

no more than one

61

__ __ will be scheduled whenever the event leading to disciplinary action is of such a nature that any resulting discipline may be greater than a step 2 action

administrative hearing

62

the __ __ is a formal meeting in which the employee is afforded the opportunity to provide an explanation directly to the fire chief

administrative hearing

63

the employee and union will be afforded a min of __ calendar days from notification to prepare for the hearing unless both parties mutually agree to meet at another date and time

7

64

the decision will be communicated to the employee within __ days after the administrative hearing unless a different timeline is mutually agreed to

15

65

section __ of the lvfd disciplinary action form must be completed with the following info: level of disciplinary action, date database entry made, date of admn hearing, effective dates of disciplinary action, suggested corrective actions

II

66

__ sessions are maintained solely within the fd disciplinary database

counseling

67

steps 1 through 4 actions are maintained within the fd database and steps _ through _ in the employees hr file

2 through 4

68

disciplinary actions may be purged from hr files when: disciplinary action are __ months beyond their inactive date and time a written request is submitted to hr director

6 months

69

is termination a form of discipline

no

70

in case where serious discipline is indicated by termination may not be warranted __ may be considered

demotion

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