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CHP Sgt. Study 2/2 > HPM 10.10 Performance Appraisal Manual > Flashcards

HPM 10.10 Performance Appraisal Manual Flashcards

1
Q

What is the purpose of the performance appraisal?

A

To assist supervisors and employees in establishing methods for increasing individual effectiveness (strengths and weaknesses).

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2
Q

What is the objective of the performance appraisal?

A

To ensure that performance at least meets departmental standards and to develop the performance of all employees to full potential.

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3
Q

Who developed the critical tasks for the performance appraisal?

A

The Department and the State Personnel Board (SPB).

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4
Q

What is a critical task?

A

A task that an employee must be able to perform at a level, which meets, established performance standards.

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5
Q

What is the basis for establishing performance standards, pursuant to Section 193OO GC?

A

The basis of the quality and quantity of work, which the average person thoroughly trained and industriously engaged, can turn out in a day.

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6
Q

What personal characteristics are essential to critical tasks and performance factors?

A

Integrity. Dependability. Accuracy. Good judgment. Courtesy. Initiative.

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7
Q

How often do probationary officers receive written performance appraisals?

A

At the end of 4, 8 and 12 months.

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8
Q

How often do permanent officers receive written performance appraisals?

A

Annually, according to the provisions in the labor agreement/within 3 days following the anniversary date.

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9
Q

What is the basis for the CHP 118?

A

12 months of the CHP 1OO’s.

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10
Q

Is a CHP 118 required to be prepared upon a transfer?

A

No.

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11
Q

On the CHP 1 form, how many critical tasks are there?

A

9 with an “Excellent”, “Proficient” and “Needs Improvement” for each task.

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12
Q

Does the CHP 1 have to be maintained in a location available to both the officer and his/her immediate supervisor?

A

Yes, shall.

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13
Q

Comments are mandatory for any ratings of what?

A

Exceeds and Improvement Needed.

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14
Q

Should supervisor comments contain specific or generalized statements of an officer’s performance?

A

Specific.

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15
Q

When should each officers 1OO form be reviewed?

A

Promptly after the 15th of the month and again after the last day of the calendar month.

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16
Q

At the conclusion of the appraisal process (CHP 118’s) does the supervisor have to ask if he/she wishes to establish any specific personal development goals?

A

Yes, shall ask.

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17
Q

Who determines if interim reporting shall be brought about on an employee?

A

Based on the officers inability to meet performance standards and other supervisory techniques it shall be subject to a decision by the supervisor and Area management.

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18
Q

Does a single low rating on a CHP 1OO in a 12-month period mean an officer should be placed on interim reporting?

A

Not necessarily but a single substandard rating on a CHP 118 would be cause for such action. An officer could have an incident (officer safety, etc.) which could cause him/her to be placed on interim reporting.

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19
Q

In accordance with the MOU for Unit 5, an officer on interim reporting within the prior 12 months of an overtime program can not be considered for that overtime program if what?

A

It has the same emphasis as the critical task for which the officer was placed on interim reporting.

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20
Q

Can a probationary officer be promoted or obtain permanent status if he/she receives a final rating of substandard on any critical task?

A

No.

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21
Q

On a CHP 118, do all ratings of substandard have to be justified by appropriate comments?

A

Yes.

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22
Q

Are comments for Meets ratings required to be justified by appropriate comments?

A

No, comments are at the discretion of the supervisor and are discouraged.

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23
Q

Where are the completed 118’s distributed to?

A

Final – to Business Services Section, Personnel files for inclusion in the official personnel folder. One copy is to be returned to the officer. One copy is to be placed in the personnel folder at the Field level.

24
Q

When should a rating of exceeds be used?

A

It is reserved for truly outstanding performance.

25
Q

How many critical tasks have been identified as essential to performing the job of a sergeant?

A

1 critical tasks.

26
Q

Sergeants are assigned monthly critical task ratings using a 3-point rating system on what CHP form?

A

CHP 112.

27
Q

How often is a CHP 118S completed?

A

Rated from January 1 to December 31, a CHP 118S shall be completed and submitted to Business Service Section , Personnel Files within 6 days following the end of each calendar year.

28
Q

The CHP 131, Promotional Development Assessment shall document what, upon request by the sergeant?

A

Promotional readiness.

29
Q

In order for a rating of EXCELLENT for a sergeant on a CHP 118S, what does this rating require?

A

It requires clear and convincing documented evidence of sustained outstanding performance.

30
Q

In order for a rating of DEFICIENT for a sergeant on a CHP 118S, what does this rating require?

A

It requires clear, documented need for improvement.

31
Q

Like a CHP 1OO, should a CHP 112 be available to all personnel?

A

It should not be maintained in a location accessible to non-supervisory personnel.

32
Q

On a CHP 112, are comments by the rater for ratings of EXCELLENT and NEEDS IMPROVEMENT required?

A

Yes, they are mandatory.

33
Q

How long shall a CHP 112 be retained?

A

For 2 years then purged and then returned to the sergeant.

34
Q

How often do probationary sergeants receive written performance appraisals?

A

At the end of 4, 8 and 12 months.

35
Q

If a sergeant is off duty for 3O consecutive calendar days or more because of illness, injury or leave of absence, how is the CHP 118S handled?

A

The sergeants’ appraisal will be extended three additional months after returning to work.

36
Q

If at any time during the rating period a sergeants performance of a specified critical task does not meet performance standards and other managerial techniques have not brought about satisfactory performance the sergeant shall be placed on interim reporting and what shall be initiated?

A

A CHP 118S.

37
Q

Is it important for a supervisor to arrange a meeting for a CHP 118 or a CHP 118S with no interruptions?

A

Yes.

38
Q

While completing a CHP 118S, is generic or “canned” language allowed?

A

No.

39
Q

If the additional comments are required on a CHP 118S, is it permissible to use additional sheets of paper?

A

No, it is prohibited.

40
Q

A sergeant needs to return a CHP 131, Promotional Development Assessment to the rater within how many days?

A

5 working days.

41
Q

The three point rating system for the CHP 118S consists of:

A

Excellent. Proficient. Deficient.

42
Q

On a CHP 131, are reviewer’s comments mandatory?

A

Yes.

43
Q

How is a CHP 131 distributed?

A

The original shall be attached to the original CHP 118S and forwarded to Business Services Section, Personnel Files for inclusion in the official personnel folder. One copy is to be returned to the sergeant. One copy shall be filed in the field personnel folder.

44
Q

How long shall a CHP 131 be retained?

A

3 years.

45
Q

How long is the probationary period for non-uniformed employees (except Communications Operators, Office Assistants and Motor Carrier Specialists)?

A

6 or 12 months.

46
Q

How often are they to receive written appraisals?

A

Every 2 months, 4 months and 6 months or more frequently as necessary for a 6 month probation. Every 4 months, 8 months and 12 months or more frequently as necessary for a 12 month probation.

47
Q

An annual performance appraisal for represented employees shall be submitted to Business Services Section, Personnel files how often?

A

Refer to appropriate labor agreements, but for those who do not have specific performance evaluation provisions within 3 days following the employee’s anniversary date.

48
Q

An annual performance appraisal for Non-managerial Excluded Employees shall be submitted to Business Services Section, Personnel files how often?

A

Within 3 days following the employee’s anniversary date of appointment in the current job classification.

49
Q

An annual performance appraisal for Managerial Employees shall be submitted to Business Services Section, Personnel files how often?

A

Within 6 days following the end of each calendar year.

50
Q

If an employee is off duty 3O days or more because of illness, injury, or leave his/her appraisal will be extended how many additional months after returning to work?

A

3 months.

51
Q

For the non-uniformed employees identified, how are appraisals and transfers handled?

A

If an employee is transferred for any reason an evaluation shall be prepared covering the period for the date of the last report init the date of transfer. An exception is that an evaluation is not required within 3 months after an annual evaluation with supervisor’s verification that no significant changes in performance have occurred. The supervisor will verify the information in the comments section.

52
Q

What 2 forms are used to document the performance of permanent employees?

A

CHP 12O – Individual Development Plan for Future Job Performance of Permanent Employees. STD 636 – Report of Performance for Probationary Employees.

53
Q

For non-uniformed employees, does a rating of exceeds or substandard require additional comments by the rater?

A

Yes, shall.

54
Q

Can an additional sheet of 8 ½ X 12 paper be used for additional comments?

A

Yes.

55
Q

When a non-uniformed employee is on interim reporting and has a transfer request on file is the Commander required to notify Personnel Services Section that the employee is on interim reporting?

A

Yes, shall.

56
Q

Where are the instructions on how to complete a STD 363?

A

On the back of the STD 636.

57
Q

How are non-uniformed appraisal forms distributed?

A

The original shall be attached to the original CHP 118S and forwarded to Business Services Section, Personnel Files for inclusion in the official personnel folder. One copy is to be returned to the employee. One copy shall be filed in the field personnel folder.

CHP Sgt. Study 2/2 (41 decks)

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