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2020 Supervisor study Course > G.O. 4.6.14 PERFORMANCE APPRAISALS (EVALUATIONS) > Flashcards

G.O. 4.6.14 PERFORMANCE APPRAISALS (EVALUATIONS) Flashcards

1
Q

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

A

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.

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2
Q

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

True

False

A

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.

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3
Q

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

A

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.

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4
Q

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

A

True

GO 4.6.14 (4 G 4)

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5
Q

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

True

False

A

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.

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6
Q

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

True

False

A

False

GO 4.6.14 (4 C 4)

Supervisors shall document justification for below standards ratings.

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7
Q

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

A

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.

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8
Q

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

True

False

A

False

GO 4.6.14 (4 G 2)

Supervisors shall periodically review performance expectations with subordinates.

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9
Q

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

Personnel Management Manager

Section Commander

Division Commander

Human Resources

A

Human Resources

GO 4.6.14 (4 A 4)

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

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10
Q

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

A

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.

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11
Q

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

True

False

A

True

GO 4.6.14 (4 G 9)

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

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12
Q

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

True

False

A

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).

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13
Q

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

True

False

A

False

GO 4.6.14 (4 G 6)

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

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14
Q

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

Division Commander

Supervisor

HRD

PSD

A

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.

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15
Q

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

True

False

A

False

GO 4.6.14 (4 F 1)

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

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16
Q

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

A

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.

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17
Q

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

A

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

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18
Q

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

A

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.

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19
Q

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

True

False

A

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

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20
Q

Employees are not allowed to attach comments to the evaluation.

True

False

A

False

GO 4.6.14 (4 G 7)

Employees shall be allowed to attach comments to the evaluation.

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21
Q

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

True

False

A

True

GO 4.6.14 (4 G 8)

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

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22
Q

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

A

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.

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23
Q

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

employee

supervisor

supervisor and employee

Lieutenant

A

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
Q

Part-time employees are not eligible for annual merit increases

True

False

A

False

GO 4.6.14 (4 A 4 a)

Part-time employees are eligible for annual merit increases

25
Q

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

A

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
Q

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

True

False

A

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
Q

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

A

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
Q

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

True

False

A

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
Q

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

A

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
Q

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

True

False

A

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
Q

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

A

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
Q

What do all “Below Standards” ratings require?

Verbal Reprimand

Performance Improvement Plan

Counseling Form

Written Reprimand

A

Performance Improvement Plan

GO 4.6.14 (4 C 5)

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

33
Q

Who shall review and sign all evaluations?

rater’s supervisor

reviewing supervisor

deputy

HRD

A

Rater’s supervisor

GO 4.6.14 (4 F 6)

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

34
Q

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

A

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
Q

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

EEO Officer

Division Commander

HR

Sheriff

A

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
Q

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

A

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
Q

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

A

Probationary Employee

38
Q

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

A

At Will

39
Q

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

A

Performance Evaluation

40
Q

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

A

Performance

41
Q

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

A

Rater

42
Q

every other month

Bi-monthly

Performance Evaluation

Probationary Employee

At Will

Performance

Rater

Career Development Plan

Quarterly

Supervisor

Employee

Performance Improvement Plan

A

Bi-Monthly

43
Q

every three months

Bi-monthly

Performance Evaluation

Probationary Employee

At Will

Performance

Rater

Career Development Plan

Quarterly

Supervisor

Employee

Performance Improvement Plan

A

Quarterly

44
Q

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

A

Supervisor

45
Q

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

A

Performance Improvement Plan

46
Q

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

A

Career Development Plan

47
Q

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

A

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
Q

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

30

90

60

120

A

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
Q

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

Weekly

Quarterly

Annually

Bi-Weekly

A

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
Q

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

Human Resources

Division Commander

the employee

Payroll

A

Human resources

GO 4.6.14 (4 A 4)

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

51
Q

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

A

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
Q

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

A

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
Q

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

A

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
Q

Employees are rated on forms written specifically for their ________

conduct

position

performance

behavior

A

Position

GO 4.6.14 (4 D 1)

Employees are rated on forms written specifically for their position

55
Q

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

Quarterly

Bi-Annually

Bi-Weekly

Annually

A

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
Q

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

A

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
Q

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

A

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.

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