G.O. 4.6.14 PERFORMANCE APPRAISALS (EVALUATIONS) Flashcards Preview

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Flashcards in G.O. 4.6.14 PERFORMANCE APPRAISALS (EVALUATIONS) Deck (57)
1


What form shall be used by the employee to identify the achievement of goals for the previous year.



Employee Performance Form


Memo


Employee Pre-Evaluation Form


Employee Preparation Form

Employee Preparation Form

GO 4.6.14 (4 E 1)

Prior to the evaluation meeting, employees may fill out an Employee Preparation Form. This form is optional. This form shall be used by the employee to identify the achievement of goals for the previous year.

2


If there is a disagreement as to the overall evaluation, the new supervisor completing the evaluation shall determine the overall evaluation.



True


False

False

GO 4.6.14 (4 F 3)

If there is a disagreement as to the overall evaluation, the manager of the new supervisor completing the evaluation shall determine the overall evaluation.

3


What must the supervisor address at the beginning of the respective rating periods? (CHECK ONLY THOSE THAT APPLY)



evaluation rating criteria


Results of performance


tasks of the employee's current assignment


level of the performance expected


Performance Improvement Plan


career development goals

Tasks of the employee's current assignment
level of the performance expected
Evaluation rating criteria
Career development goals.

GO 4.6.14 (4 G 1)

The immediate supervisor shall confer with all subordinate employees at the beginning of their respective rating periods. As part of this session, the supervisor shall address the following:

a. The tasks of the employee's current assignment.

b. The level of performance expected.

c. Evaluation rating criteria.

d. Career development goals.

4


An employee rated “Below Standards” will be given a copy of the Performance Improvement Plan, which shall address the deficiencies that are identified.

True

False

True

GO 4.6.14 (4 G 4)

5


Performance evaluations Shall not be completed by a corporal, or corporal equivalent.



True


False

False

GO 4.6.14 (4 F 2)

Performance evaluations should only be completed by a corporal, or corporal equivalent, if the sergeant, or sergeant equivalent, is absent or if the rank of sergeant, or sergeant equivalent, does not exist in that area.

6


Supervisors are not required to document justification for below standards ratings.



True


False

False

GO 4.6.14 (4 C 4)

Supervisors shall document justification for below standards ratings.

7


Employees shall be evaluated on the relevant job task analysis and job description for their position. The evaluation criteria shall be descriptive and measurable.



True


False

True

GO 4.6.14 (4 C 1)

Employees shall be evaluated on the relevant job task analysis and job description for their position. The evaluation criteria shall be descriptive and measurable.

8


Supervisors are not required to periodically review performance expectations with subordinates.



True


False

False

GO 4.6.14 (4 G 2)

Supervisors shall periodically review performance expectations with subordinates.

9


Who shall raters complete and forward evaluations to prior to the merit date?



Personnel Management Manager


Section Commander


Division Commander


Human Resources

Human Resources

GO 4.6.14 (4 A 4)

Raters shall complete and forward evaluations to Human Resources prior to the merit date

10


Training in conjunction with ______ shall train supervisors on the proper utilization of the agency's performance evaluation system, to include rating procedure, common rating errors, the evaluation meeting, feedback, and goal setting



Legal


Risk Management


FTEP


HRD

HRD

GO 4.6.14 (4 F 4)

Training in conjunction with HRD shall train supervisors on the proper utilization of the agency's performance evaluation system, to include rating procedure, common rating errors, the evaluation meeting, feedback, and goal setting.

11


All completed performance evaluation reports shall be maintained in the employees' personnel file.



True


False

True

GO 4.6.14 (4 G 9)

All completed performance evaluation reports shall be maintained in the employees' personnel file.

12


School Crossing Guards are only eligible for a onetime increase upon completion of five (5) years of service



True


False

True

GO 4.6.14 (4 A 4 a)

(with the exception of School Crossing Guards, who are only eligible for a onetime increase upon completion of five (5) years of service).

13


If the employee refuses to sign the evaluation report, supervisors are not required to note the reasons for refusal



True


False

False

GO 4.6.14 (4 G 6)

If the employee refuses to sign the evaluation report, supervisors shall note the reasons for refusal

14


Who shall document all formal counseling with employees regarding the positive or negative aspects of their job performance?



Division Commander


Supervisor


HRD


PSD

Supervisor

GO 4.6.14 (4 C 3)

Supervisors shall document all formal counseling with employees regarding the positive or negative aspects of their job performance.

15


A supervisor is permitted to delegate his or her responsibility to conduct employee performance evaluations



True


False

False

GO 4.6.14 (4 F 1)

A supervisor shall not delegate his or her responsibility to conduct employee performance evaluations.

16


What shall be completed at the end of a new deputy sheriff’s Field Training Evaluation Period and probationary period reflecting their performance over the previous year?



a DOR


an annual evaluation


A memo


a quarterly evaluation

An annual evaluation

GO 4.6.14 (4 B 2)

At the end of a new deputy sheriff’s Field Training Evaluation Period and probationary period, an annual evaluation reflecting their performance over the previous year shall be completed.

17


When shall a supervisor attempt to resolve employee disputes or disagreements with the evaluation?



at the time of the formal review


disputes or disagreements referred to HRD


after the formal review


prior to the formal review

At the time of the formal Review

GO 4.6.14 (4 H 1)

Supervisors shall attempt to resolve employee disputes or disagreements with the evaluation at the time of the formal review

18


Select all that a copy of the evaluation and any Performance Improvement Plan will be sent to for review and approval.



employee


Captain


HRD


supervisor

supervisor, Captain

GO 4.6.14 (4 E 4)

A copy of the evaluation and any Performance Improvement Plan will be sent to the rater's supervisor and Captain (or non-sworn equivalent) for review and approval.

19


Supervisors shall provide a written explanation of employee strengths and areas for improvement. All "Below Standards" ratings require a Performance Improvement Plan



True


False

True

GO 4.6.14 (4 C 5)

Supervisors shall provide a written explanation of employee strengths and areas for improvement. All "Below Standards" ratings require a Performance Improvement Plan

20


Employees are not allowed to attach comments to the evaluation.



True


False

False

GO 4.6.14 (4 G 7)

Employees shall be allowed to attach comments to the evaluation.

21


The supervisor shall provide a copy of the completed evaluation to the employee



True


False

True

GO 4.6.14 (4 G 8)

The supervisor shall provide a copy of the completed evaluation to the employee

22


Employees shall be counseled at the conclusion of the rating period and shall cover what of the following? (CHECK ALL THAT APPLY)



tasks of the employee's current assignment


Evaluation rating criteria


level of performance expected


career counseling


results of the performance evaluation

results of the performance evaluation, level of performance expected, career counseling

GO 4.6.14 (4 G 3)

Employees shall be counseled at the conclusion of the rating period and shall cover the following areas:

a. Results of the performance evaluation just completed.

b. Level of performance expected, rating criteria or goals for the new reporting period.

c. Career counseling relative to such topics as advancement, specialization, or training appropriate for the employee's position.

23


Who will determine reasonable performance goals for the employee for the next year.



employee


supervisor


supervisor and employee


Lieutenant

supervisor and employee

GO 4.6.14 (4 E 3)

The supervisor and employee will determine reasonable performance goals for the employee for the next year.

24


Part-time employees are not eligible for annual merit increases



True


False

False

GO 4.6.14 (4 A 4 a)

Part-time employees are eligible for annual merit increases

25


Supervisors shall review and complete the rating for each task statement on the employee performance evaluation form and review all performance and ratings to determine an overall rating



True


False

True

GO 4.6.14 (4 E 2)

Supervisors shall review and complete the rating for each task statement on the employee performance evaluation form and review all performance and ratings to determine an overall rating.

26


The performance of probationary deputy sheriffs will be evaluated by field training officers or their immediate supervisor throughout the probationary period.



True


False

True

GO 4.6.14 (4 B 1)

The performance of probationary deputy sheriffs will be evaluated by field training officers or their immediate supervisor throughout the probationary period.

27


At least how many days prior to the end of the rating period must a written notification be given to an employee whose overall performance is below standards?



30 days


90 days


60 days


120 days

90 days

GO 4.6.14 (4 C 4)

Written notification shall be given to an employee whose overall performance is below standards at least 90 days prior to the end of the rating period. Supervisors shall document justification for below standards ratings.

28


A Bargaining Unit Employee receiving an overall below standards evaluation shall be permitted to grieve that evaluation



True


False

True

GO 4.6.14 (4 H 4)

A Bargaining Unit Employee covered by Article 14 of the Collective Bargaining Agreement between the Sheriff and the Fraternal Order of Police Florida State Lodge receiving an overall below standards evaluation shall be permitted to grieve that evaluation according to Article 6 of the Agreement, but only through step 3, the Sheriff or his designee.

29


When supervisors transfer, who will confirm all applicable pending personnel evaluations are completed prior to the supervisor transferring to their new assignment?



Records


HRD


Personnel Management Manager


all managers

All Managers

GO 4.6.14 (4 F 3)

When supervisors transfer, all managers will confirm all applicable pending personnel evaluations are completed prior to the supervisor transferring to their new assignment.

30


Performance evaluations shall only reflect the job performance of the employee within the designated rating period



True


False

True

GO 4.6.14 (4 A 3)

Performance evaluations shall only reflect the job performance of the employee within the designated rating period
E

31


If an employee transfers before their annual performance review; what will the current supervisor complete?



an exit memo


an exit interview


an exit evaluation


an exit plan

An Exit Evaluation

GO 4.6.14 (4 F 3)

If an employee transfers before their annual performance review, the current supervisor will complete an exit evaluation on the employee’s performance to date.

32


What do all “Below Standards” ratings require?



Verbal Reprimand


Performance Improvement Plan


Counseling Form


Written Reprimand

Performance Improvement Plan

GO 4.6.14 (4 C 5)

All “Below Standards” ratings require a Performance Improvement Plan.

33


Who shall review and sign all evaluations?



rater's supervisor


reviewing supervisor


deputy


HRD

Rater's supervisor

GO 4.6.14 (4 F 6)

The rater's supervisor shall review and sign all evaluations.

34


Employees who contest evaluations must forward the request, in writing, through the chain of command stating the specific points of disagreement with the evaluating supervisor.



True


False

True

GO 4.6.14 (4 H 2)

Employees who contest evaluations must forward the request in writing through the chain of command stating the specific points of disagreement with the evaluating supervisor.

35


If any portion of the evaluation cannot be resolved, who can the employee appeal the evaluation to?



EEO Officer


Division Commander


HR


Sheriff

Division Commander


6.14 (4 H 3)

If any portion of the evaluation cannot be resolved, the employee may appeal the evaluation through the chain of command to his/her Division Commander whose decision shall be final.

36

for purposes of this policy, all full and part-time personnel compensated by the Sheriff and all Reserve deputies

Bi-monthly

Performance Evaluation

Probationary Employee

At Will

Performance

Rater

Career Development Plan

Quarterly

Supervisor

Employee

Performance Improvement Plan

Employee

GO 4.6.14 (3)

Employee – for purposes of this policy, all full and part-time personnel compensated by the Sheriff and all Reserve deputies.

Probationary Employee - all employees who have not yet obtained career service status in their new positions, as defined under General Order 4.4.1.

At Will - dismissal of a probationary employee with or without stated cause.

Performance Evaluation - a written measurement of an employee's job performance by the employee's immediate supervisor.

Performance - actions taken or omitted with regard to specific functions, tasks, or assignments.

Rater - the supervisor who evaluates the performance of a subordinate employee

Bi-Monthly - every other month.

Quarterly – every three months.

Supervisor - includes all employees in a position of authority, managing and/or supervising subordinates, including but not limited to, first line supervisors and managers.

Performance Improvement Plan – a written plan documenting identified deficiencies and actions to improve performance. This plan includes a completion date.

Career Development Plan – a written plan outlining mutually agreed upon goals for developing an employee’s career.

37

all employees who have not yet obtained career service status in their new positions, as defined under GO 4.4.1

Bi-monthly

Performance Evaluation

Probationary Employee

At Will

Performance

Rater

Career Development Plan

Quarterly

Supervisor

Employee

Performance Improvement Plan

Probationary Employee

38

dismissal of a probationary employee with or without stated clause

Bi-monthly

Performance Evaluation

Probationary Employee

At Will

Performance

Rater

Career Development Plan

Quarterly

Supervisor

Employee

Performance Improvement Plan

At Will

39

a written measurement of an employee's job performance by the employee's immediate supervisor

Bi-monthly

Performance Evaluation

Probationary Employee

At Will

Performance

Rater

Career Development Plan

Quarterly

Supervisor

Employee

Performance Improvement Plan

Performance Evaluation

40

actions taken or omitted with regard to specific functions, tasks, or assignments

Bi-monthly

Performance Evaluation

Probationary Employee

At Will

Performance

Rater

Career Development Plan

Quarterly

Supervisor

Employee

Performance Improvement Plan

Performance

41

the supervisor who evaluates the performance of a subordinate employee

Bi-monthly

Performance Evaluation

Probationary Employee

At Will

Performance

Rater

Career Development Plan

Quarterly

Supervisor

Employee

Performance Improvement Plan

Rater

42

every other month

Bi-monthly

Performance Evaluation

Probationary Employee

At Will

Performance

Rater

Career Development Plan

Quarterly

Supervisor

Employee

Performance Improvement Plan

Bi-Monthly

43

every three months

Bi-monthly

Performance Evaluation

Probationary Employee

At Will

Performance

Rater

Career Development Plan

Quarterly

Supervisor

Employee

Performance Improvement Plan

Quarterly

44

includes all employees in a position of authority, managing and/or supervising subordinates, including but not limited to, first line supervisors and managers

Bi-monthly

Performance Evaluation

Probationary Employee

At Will

Performance

Rater

Career Development Plan

Quarterly

Supervisor

Employee

Performance Improvement Plan

Supervisor

45

a written plan documenting identified deficiencies and actions to improve performance. This plan includes a completion date

Bi-monthly

Performance Evaluation

Probationary Employee

At Will

Performance

Rater

Career Development Plan

Quarterly

Supervisor

Employee

Performance Improvement Plan

Performance Improvement Plan

46

a written plan outlining mutually agreed upon goals for developing an employee's career

Bi-monthly

Performance Evaluation

Probationary Employee

At Will

Performance

Rater

Career Development Plan

Quarterly

Supervisor

Employee

Performance Improvement Plan

Career Development Plan

47


The job performance of subordinates does not have to be evaluated regularly as an element of the supervisor's or manager's job.



True


False

False

GO 4.6.14 (4 C 2)

The job performance of subordinates shall be evaluated regularly as an element of the supervisor's or manager's job

48


Within how many days of the annual review will the exit evaluation be considered the overall evaluation?



30


90


60


120

90 days

GO 4.6.14 (4 F 3)

If the employee is within 90 days of their annual review, this exit evaluation will be considered their overall evaluation.

49


How often shall the performance of non-sworn probationary employees be evaluated?



Weekly


Quarterly


Annually


Bi-Weekly

Quarterly

GO 4.6.14 (4 A 2)

The performance of non-sworn probationary employees shall be evaluated quarterly using agency approved performance appraisal forms.

50


Who shall raters specifically notify, in writing, if a merit increase is denied



Human Resources


Division Commander


the employee


Payroll

Human resources

GO 4.6.14 (4 A 4)

Raters shall specifically notify Human Resources, in writing, if a merit increase is denied.

51


When a performance evaluation/merit notification memo on a new probationary deputy sheriff, who transferred from a non-sworn position, is received by the new supervisor, they will review the special evaluation completed on the employee at the time of their transfer, as well as their performance since transferring to Uniform Patrol.



True


False

True

GO 4.6.14 (4 B 3)

When a performance evaluation/merit notification memo on a new probationary deputy sheriff, who transferred from a non-sworn position, is received by the new supervisor, they will review the special evaluation completed on the employee at the time of their transfer, as well as their performance since transferring to Uniform Patrol.

52


Each employee shall be rated on each task statement plus an overall rating using the following as a scale EXCEPT:



Exceeds Standards


Below Standards


Needs Improvement


Meets Standards

Needs Improvement

GO 4.6.14 (4 D 2)

Each employee shall be rated on each task statement plus an overall rating using the following scale:

a. Exceeds Standards

b. Meets Standards

c. Below Standards

53


A supervisor's performance evaluation shall be based in part on his/her ability to rate employees to include the quality of ratings given and participation in counseling in the performance evaluation process



True


False

True

GO 4.6.14 (4 F 5)

A supervisor's performance evaluation shall be based in part on his/her ability to rate employees to include the quality of ratings given and participation in counseling in the performance evaluation process

54


Employees are rated on forms written specifically for their ________



conduct


position


performance


behavior

Position

GO 4.6.14 (4 D 1)

Employees are rated on forms written specifically for their position

55


How often will non-probationary employees and appointed staff personnel have evaluations completed?



Quarterly


Bi-Annually


Bi-Weekly


Annually

Annually

GO 4.6.14 (4 A 1)

The performance of all non-probationary employees, including part-time employees, will be evaluated annually on the employee's anniversary date using agency approved performance appraisal forms.


56


Who shall comment on the rating supervisor's performance in order to ensure the uniform application of ratings and to ensure the fairness and validity of the system?



Personnel Management Manager


reviewing supervisor


Risk Management


HRD

reviewing supervisor

GO 4.6.14 (4 F 6)

A reviewing supervisor shall comment on the rating supervisor's performance in order to ensure the uniform application of ratings and to ensure the fairness and validity of the system.

57


Any comments by the employee's chain of command shall not be included in the evaluation prior to the evaluation being reviewed with the employee.



True


False

False

GO 4.6.14 (4 G 5)

Any comments by the employee's chain of command shall be incorporated into the evaluation prior to the evaluation being reviewed with the employee.