Import from Quizlet 872 Flashcards
What is the purpose of the Maricopa County Employee Compensation Plan?
Ensure that County employees are paid consistently, equitably, and in a manner that is competitive with the marketplace, so they are motivated to provide excellent service to the residents of Maricopa County.
Compensation Plan B7000
Coaching shall be documented in Blue Team and shall be considered for ____ years prior to the current offense.
3 years
GC-17 Attachment A
In reference to employee discipline, how many disciplinary offense categories are there?
7
GC-17 Attachment B
Coaching:
A non-disciplinary interaction between a supervisor and an employee that supports an individual in achieving specific personal or professional goals by providing training, advice, and guidance in response to a specific situation.
GC-17 Attachment A
Based on the disciplinary matrix, after review and determination by the PSB Commander the use of a non-disciplinary Coaching by a supervisor may be acceptable only for what kind of offense?
- Category 1, 1st or 2nd offense
2. Category 2, 1st offense
True or False?
A non-exempt, regular status employee shall not be suspended for more than 40 working hours per pay period.
True.
GC-17 Attachment A
Demotions may be considered for personnel whose conduct falls in a discipline level which is equivalent to what?
80 hours or more suspension
GC-17 Attachment A
When conduct of personnel falls in a discipline range from a suspension to dismissal, _____ hours will be the maximum number of hours an employee shall be suspended during each disciplinary procedure.
120 hours
GC-17 Attachment A
Who are the Appointed Employees of Maricopa County (8)?
The statutory chief deputies of: 1. Assessor 2. Clerk of Superior Court 3. County Attorney 4. Recorder 5. Sheriff 6. Superintendent of Schools 7. Treasurer and or (8) any other employee so designated by the Board.
Compensation Plan B7000
Appointing Authority:
An elected official, the single administrative or executive head of a department, or the designated representative authorized to act in this capacity.
Compensation Plan B7000
Employee Merit System Rules 1.04
Who are the 4 Maricopa County Boards?
- Maricopa County Board of Supervisors
- Maricopa County Flood Control District Board of Directors
- Maricopa County Library District Board of Directors
- Maricopa County Stadium District Board of Directors
Compensation Plan B7000
Employee Merit System Rules 1.07
Fair Labor Standards Act (FLSA):
A federal act that establishes minimum requirements for tracking of employees’ hours worked for purposes of calculating overtime and other pay for full and part-time workers.
Compensation Plan B7000
Hourly Rate:
Determined by dividing the employee’s annual salary by 2080 (40 hours x 52 weeks).
Compensation Plan B7000
A specified period of time following the employment of an employee into a budgeted position in the classified service, during which the work performance of the employee is evaluated.
Initial Probation Employee
Compensation Plan B7000
Employee Merit System Rules 1.19
What is: The established sets of rules that provide a uniform and equitable system of personnel administration.
Merit System Rules
Compensation Plan B7000
The 3 merit systems are…?
- Maricopa County Employee Merit System Rules
- Maricopa County Law Enforcement Officers Merit System Rules
- Judicial Merit System Rules
Compensation Plan B7000
Severance Pay:
A discretionary payment to a classified or unclassified employee in exchange for a release of all claims which this employee may have against the County.
Compensation Plan B7000
A Temporary Employee must meet one of the following according to Compensation Plan B7000:
- Work 20 or more hrs/week for up to 19 weeks and less than 20 hrs/week for the remainder of the fiscal year
- Work 20 or more hrs/week for less than 20 weeks in a fiscal year
- Work less than 20 hrs/week for the entire fiscal year
- Is not subject to Social Security coverage
Compensation Plan B7000
In reference to Compensation Plan B7000, who is not covered by the Fair Labor Standards Act (FLSA)? (6)
- Elected officials and their personal staff
- Policy making appointees
- Legal advisors
- Volunteers
- Independent contractors
- Prisoners
Compensation Plan B7000
According to Compensation Plan B7000, what 2 entities establish minimum wage?
- The Fair Labor Standards Act (FLSA), and
- Arizona’s Minimum Wage Act (ARS 23-364a).
Compensation Plan B7000
Who must approve all salaries above the minimum of the range before job offers can be extended ?
Employee Compensation
Compensation Plan B7000
What factors are considered when determining the new base pay rate of a demoted employee? (6)
- Employee’s experience
- Base pay rate prior to promotion
- Internal equity
- Responsibilities of demoted job in relation to current job
- Budgeted rate of pay for new position
- Other criteria identified as appropriate to the specific situation
Compensation Plan B7000
What is: The Maricopa County Employee Merit System Commission as created by the Resolution.
Commission
Employee Merit System Rules 1.09
Director:
The Maricopa County Human Resources Director or designee.
Employee Merit System Rules 1.14
Eligible:
A person who has met standards based upon the established assessment process for a specific type of job.
Employee Merit System Rules 1.16
Eligible List:
An official list of eligibles for a particular job used by the appointing authority for selection for employment in the classified service.
Employee Merit System Rules 1.17
Furlough:
Mandatory unpaid leave imposed on classified employees as the result of a budget deficit or shortfall. (May be imposed as an alternative to, or in conjunction with, a Reduction in Force)
Employee Merit System Rules 1.17
Reduction In Force (RIF):
The separation of a regular employee from County employment for lack of funds, lack of work, or abolishment of position.
Employee Merit System Rules 1.27
Referral List:
List of names and associated employment applications of qualified eligibles referred by the Director to and appointing authority for selection for employment in the classified service.
Employee Merit System Rules 1.28
Resolution:
The Maricopa County Resolution of December 22, 1969 that established the Maricopa County Employee Merit System effective January 1, 1970 and all subsequent amendments.
Employee Merit System Rules 1.30
What is the purpose of the Employee Merit System Rules?
To implement the requirements of the Resolution which establishes a system of personnel administration based on merit principles.
Employee Merit System Rules 2.01
Service of Notice:
According to the Merit System, how should any paper or document notice be served to the addressee?
- In person
- By certified mail to the last known residence or business address
Employee Merit System Rules 2.03
The Commission shall hold meetings in accordance with what?
- Arizona Open Meeting Act (ARS38-431)
- The Resolution
Employee Merit System Rules 3.01
The announcement of recruitments shall specify what information:
- Title of the position
- Pay information
- Essential job tasks (or where this info may be obtained)
- Position qualifications
- Final date for receipt of applications (or statement of continuous recruitment)
- Selection procedures
- How and where to apply
Employee Merit System Rules 4.01
The duration of job announcements shall be established by who?
The appointing authority, in consultation with the Director.
Employee Merit System Rules 4.01
List reasons for disqualifying applicants.
- Do not meet minimum qualifications
- Are addicted to narcotics/intoxicants
- Made a false statement of material fact in application process
- Used, or attempted to use, political pressure/bribery to secure an advantage
- Directly/indirectly obtained info regarding confidential assessment materials to which they were not entitled
- Failed to submit completed application correctly/within the prescribed time
- Took part in the compilation, administration, or any part of the selection process
- Previously dismissed from County for disciplinary reasons
- Convicted of a felony
- Convicted of crime involving narcotic or drugs
- Charged/under indictment for any crime which upon conviction would cause denial of eligibility under this rule
- Expiration of eligible list
- Failed to respond to correspondence, appear for scheduled assessment/interview, failed any phase of the selection process
- Indicated that they are no longer interested in the position/no longer available for selection
- Refused/rejected a job offer for specific position
- Abolishment of the eligible list
- Otherwise violated the provisions of the Resolution or these Rules
Employee Merit System Rules 4.03
All applicants will be assessed for a job position using one or any combination of the following (5):
- Written examination
- Oral board
- Demonstration/performance assessment
- Evaluation of experience, training, education, and/or skills
- Other objective and job-related methods of assessment
Employee Merit System Rules 4.04
When an oral board is used, the process shall be conducted, and applicants evaluated by whom?
A panel of two or more qualified, impartial individuals, as determined by the Director.
Employee Merit System Rules 4.04
True or False?
At the discretion of the Director, assessments; which include but are not limited to: multiple choice examinations, typing test or other scored performance assessments, may be retaken or repeated within reasonable limits of scheduling.
True
Employee Merit System Rules 4.07
True or False?
Candidates for a job position may compare their answer sheet for any multiple choice examination with the scoring key for the purpose of determining whether their answers have been accurately scored.
True
Employee Merit System Rules 4.08
In order to inspect a multiple choice answer sheet examination, a candidate must request the inspection in writing to the Director within _____ calendar days of the notification of results.
7 calendar days
Employee Merit System Rules 4.08
In the event of an evaluation error during a job examination, the error will be corrected if brought to the attention of the ___________ within 7 calendar days of notification of an evaluation rating to an applicant.
Director
Employee Merit System Rules 4.10
Who can receive preference points?
A candidate who is not a current employee and attains a passing score on a numerically scored assessment process.
Employee Merit System Rules 4.13
Who shall be responsible for the establishment and maintenance of eligible lists?
The Director
Employee Merit System Rules 5.01
At the conclusion of an assessment process, the Director shall do what with the names of the candidates? (3)
- Prepare a list of eligible candidates, or
- Merge the names of new eligibles with those on an existing list
- Determine the order in which candidates are placed on an eligible list
Employee Merit System Rules 5.02
With the approval of the Director, an appointing authority may abolish an eligible list at any time in the event of what (5)?
- Elimination of the position
- New assessment process
- Changes to position duties or requirements
- Cancellation of a recruitment process
- Whenever an existing eligible list has ceased to meet the needs of the appointing authority
Employee Merit System Rules 5.04
Only eligibles that have been placed on a referral list by __________ are authorized to participate in the selection process for a position.
the Director
Employee Merit System Rules 6.01
The life of a referral list should not exceed ______ calendar days from the date of issue, unless extended by the Director.
90 calendar days
Employee Merit System Rules 6.03
The initial probation period shall be a minimum of _____ months.
12 months
Employee Merit System Rules 7.01
The initial probation period may be extended for up to ______ additional months.
6 additional months
Employee Merit System Rules 7.01
An initial probationary employee has appeal rights under Employee Merit System Rules.
False.
An initial probationary employee does NOT have appeal rights under these Employee Merit System Rules.
Employee Merit System Rules 7.01
In reference to separations and disciplinary actions, the appointing authority may do what to an employee?
- Suspend
- Involuntarily demote
- Dismiss
Employee Merit System Rules 9.03
Before the appointing authority may suspend, involuntarily demote, or dismiss a regular employee, they must provide the employee with a written statement indicating what?
- The action proposed to be taken,
- The policies/procedures, or rules violated,
- The specific reasons for the action
(in sufficient detail to apprise the employee of the factual circumstances which justify the proposed action.)
Employee Merit System Rules 9.03
True or False?
In reference to separations and disciplinary actions, the appointing authority shall include in the statement to the employee a notice of the employee’s right to present reasons why the action should not be taken at a meeting with the appointing authority.
True
Employee Merit System Rules 9.03
Unless formal discipline is abandoned, the written notice of the final decision shall state that the employee has a right to appeal in writing to the Commission with in _____ calendar days from the date of personal delivery or certified mailing of the final decision.
10 calendar days
Employee Merit System Rules 9.03
True or False?
An initial probationary employee may be suspended, demoted or dismissed at any time with or without cause with the right of appeal.
False.
False.
An initial probationary employee does NOT have the right of appeal.
Employee Merit System Rules 9.04
A regular employee who desires to resign or retire from county service is expected to submit a written notice at least _____ calendar days prior to the effective date of the resignation or retirement.
14 calendar days
Employee Merit System Rules 9.05
What may a regular employee appeal to the Commission?
- Suspension
- Involuntary demotion
- Dismissal
Employee Merit System Rules 10.01
An employee appeal shall be in writing and include what information?
- Facts about the Appeal
- The Requested Action
- The Identities of all Persons/Departments Involved
Employee Merit System Rules 10.02
An employee appeal may be assigned by the Commission or its chairperson to whom?
A hearing officer
Employee Merit System Rules 10.04
The Commission shall set a date for an employee appeal hearing when?
Within 20 calendar days from the filing of the appeal.
Employee Merit System Rules 10.05
In reference to an employee appeal, written notice of the time, date, place of the initial hearing and the name of the hearing officer; if any, shall be served by the Director on the appellant when?
At least 7 days before the date of the hearing.
Employee Merit System Rules 10.06
A copy of the proposed findings and conclusions of the employee appeal shall be filed by the hearing Officer within _____ calendar days of the case being submitted for decision.
35 calendar days.
Employee Merit System Rules 10.12
What standards of character are essential? (HIIC)
- Honesty
- Integrity
- Impartiality
- Conduct
Employee Merit System Rules 11.01
According to the Employee Merit System Resolution, there shall be a Commission of _____ members appointed by the Board with the powers and duties listed in the Resolution.
5 members
Employee Merit System Resolution Section 8.B
A member of the Commission may be removed for what reasons?
- Absence from 3 consecutive regular meetings without being excused
- Becoming a candidate for any elective public office
- Accepting any appointive office or employment in the service of the state, county, city, or town
Employee Merit System Resolution Section 9.C
According to the Employee Merit System Resolution, how many meetings will the Commission hold each year?
At least 4
Employee Merit System Resolution Section 9.D
According to the Employee Merit System Resolution, what are the duties of the Director? (7)
- Attend meetings, act as secretary, and keep minutes
- Establish/maintain a roster of all employees
- Appoint employees to carry out the provisions of the Resolution
- Develop programs for the improvement of employee effectiveness
- Review the operation/effect of the Resolution and Rules and report findings
- Perform other lawful acts considered necessary
- Make annual reports to the Board and Commission
Employee Merit System Resolution Section 11.B
According to the Employee Merit System Resolution, what are the reasons that the appointing authority can discipline, suspend, demote, or dismiss a regular employee?
- Fraud in securing/maintaining employment
- Incompetency
- Inefficiency
- Abuse of leave
- Neglect of duty
- Insubordination
- Dishonesty
- Possessing, dispensing, or being under the influence of alcohol/drugs
- Violation of authorized policy
- Absence without authorized leave
- Charged with a criminal act
- Conviction of a criminal act
- Discourteous treatment of the public or fellow employees
- Improper political activity
- Unlawful discrimination
- Misuse of government property
- Violation of policies/procedures
- Violation of the Code of Ethics
Employee Merit System Resolution Section 15.A
What is CP-1?
Use of Force Critical Policy
CP-1
What is the purpose of CP-1 Use of Force?
To provide employees with guidelines on the authorized use of force or control that objectively reasonable employees would apply in the performance of their lawful duties.
CP-1
Blue Team:
The Early Identification System (EIS) application that allows employees and supervisors to record information in a database regarding incidents, performance, and conduct.
CP-1, GH-5
Detention Planned Use of Force:
An incident involving an inmate who is not posing an immediate threat to officers, staff, or other inmates, where force must be used to protect the inmate involved or allow Correctional Health Services (CHS) staff to administer involuntary psychotropic medications.
CP-1
Early Identification System (EIS):
A system of electronic databases that capture and store threshold events to help support and improve employee performance through early intervention and/or to identify Office operating procedures that need evaluation. (EX: Blue Team)
CP-1
What factors should detention staff take into consideration when deciding to use force (4)?
- The threat as reasonably perceived by the employee
- The extent of the threat to safety of staff and inmates
- The relationship between the need and the amount of force used
- The amount of injury that the use of force may cause the inmate and other involved parties
CP-1 Section 2.B
Who shall Detention staff consult with before executing a planned use of force?
Correctional Health Services (CHS) mental health staff
CP-1 Section 2.C
May mental health or CHS staff speak to the inmate prior to a planned use of force?
to a planned use of force?
Yes, if it is safe to do so.
CP-1 Section 2.C
What are the elements of force?
- Ability
- Opportunity
- Jeopardy
- Preclusion
CP-1 Section 3.A
In reference to the elements of force, what does ‘ablility’ mean?
The subject’s physical or mental power to carry out an act.
CP-1 Section 3.A1
In reference to the elements of force, what does ‘opportunity’ mean?
The subject’s chance to carry out an act.
CP-1 Section 3.A2
In reference to the elements of force, what does ‘jeopardy’ mean?
The danger to the employee, others, or property, if the subject acts.
CP-1 Section 3.A3
In reference to the elements of force, what does ‘preclusion’ mean?
The consideration of reasonable means of force or tactical redeployment.
- The type of resistance used by the subject
- The response options reasonably and readily available to the employee
CP-1 Section 3.A4
What are the 6 types of resistance?
- Psychological intimidation
- Verbal non-compliance
- Passive resistance
- Active resistance
- Active aggression
- Aggravated active aggression
CP-1 Section 4
What is psychological intimidation?
Non-verbal cues indicating a subject’s attitude, appearance, and physical readiness.
CP-1 Section 4.A
What is passive resistance?
Physical actions that do not prevent an employee’s attempt of control.
EX: a protester going limp and having to be carried away
CP-1 Section 4.C
What is active resistance?
Physical actions which attempt to prevent an employee’s control, but never attempt to harm the employee.
EX: a subject tightening up or attempting to pull away
CP-1 Section 4.D
What is active aggression?
Physical actions of assault.
EX: a subject displaying threatening behavior
CP-1 Section 4.E
What is aggravated active aggression?
Physical actions which result in a deadly-force encounter.
CP-1 Section 4.F
What are 5 Response and Control Options an employee
may use in an attempt to control a subject?
- Employee’s presence
- Verbal direction
- Empty-hand control and restraint devices
- Intermediate weapons and control
- Deadly force
CP-1 Section 5
Define Soft, Empty-Hand Control:
Techniques that have minimal chance of causing injury.
CP-1 Section 5.C1
Define Hard, Empty-Hand Control:
Techniques that have a probability of causing injury.
CP-1 Section 5.C2
When may an employee use deadly force?
- To protect him/herself or others from immediate threat of death/serious bodily harm
- To prevent the escape of a subject, who may be likely to endanger human life or cause serious injury (probable cause required)
CP-1 Section 5.E
List 9 authorized weapons, equipment, and techniques used within the Sheriff’s Office:
- Baton
- Canine
- Carotid Control Technique
- Conducted Electrical Weapon (CEW)
- Firearms
- Oleoresin Capsicum (OC)
- PepperBall Launcher
- Restraints
- Vehicle
CP-1 Section 6
Who is allowed to use batons?
- Sworn personnel
- Qualified Armed Posse (QAP)
- Firearms qualified detention personnel
CP-1 Section 6.A
Who is allowed to use the Carotid Control Technique?
Sworn officers trained in its use.
CP-1 Section 6.C
True or False?
In regards to use of force, employees should determine whether an individual has sustained any injury and appropriate medical treatment should be obtained when necessary.
True.
CP-1 Section 8
When a Use of Force Report is filled out, what else needs to be completed with it?
Incident Report
CP-1 Section 9.B
Which Use of Force incidents need to be documented?
All incidents above and beyond Soft, Empty-Hand Control.
CP-1 Section 9.A
Where does the Use of Force Report need to be completed?
EIS Blue Team application
CP-1 Section 9.D2
What will the Use of Force Report include?
- IR
- Taser download
- Evidence impound forms
- Pictures
- Video of the incident
CP-1 Section 9.D2
What does CISM stand for?
Critical Incident Stress Management
CP-1 Section 10
The ________ __________ will be responsible for developing, implementing, and monitoring programs designed to provide training in the use of force and control, defensive tactics, and weapons.
Training Division
CP-1 Section 12
What is CP-2?
Code of Conduct Critical Policy
CP-2
What is the purpose of CP-2 Code of Conduct?
To establish guidelines by which all employees of the Office shall conduct themselves, both on and off duty.
CP-2
Family Member:
An employee’s spouse/domestic partner; mother, father, sister, brother, son or daughter, sons and daughters-in-law, parents-in-law, grandparents-in-law, sisters and brothers-in-law, aunts an uncles, grandparents, grandchildren, custodial persons, half-siblings, nieces and nephews, first cousins, and the full spectrum of step relation.
CP-2
Misconduct:
Any violation of Office Policy, Procedure, federal, state, or local criminal or civil law, constitutional violations, or administrative rules.
CP-2
Criminal Misconduct:
Conduct by an employee that a reasonable and trained supervisor or internal affairs investigator would conclude could result in criminal charges due to the apparent circumstances of the misconduct.
CP-2
Minor Misconduct:
Conduct that; if sustained, would result in discipline or corrective action less severe than a suspension.
CP-2
Serious Misconduct:
Conduct that; if sustained, would result in discipline of a suspension, demotion, or dismissal.
CP-2
Negligence:
Failure to exercise the care a reasonable or prudent person would exercise in similar circumstances.
CP-2
Undue Familiarity:
Conduct that includes any act of a sexual nature with an offender who is in the custody of the state department of corrections, the department of juvenile corrections, a private prison facility, a juvenile detention facility, a city/county jail, or with an offender who is under the supervision of either department, a city or county.
CP-2
The Office requires absolute __________ from every applicant in securing employment and from every employee.
Truthfulness
CP-2 Section 1; CP-5 Truthfulness
Any employee who observes or becomes aware of any act of misconduct by another employee shall do what?
Report the incident to a supervisor, PSB, or any outside entity authorized to take corrective action.
CP-2 Section 7.A
True or False?
Failure to report an act of misconduct shall not be considered misconduct and will not result in disciplinary action.
False.
Failure to report an act of misconduct shall be considered misconduct and may result in disciplinary action, up to and including dismissal.
CP-2 Section 7.A
Employees shall not demean persons or act disparagingly against any individual regardless of what? (11)
- Age
- Nationality
- Religious beliefs
- Race
- Gender
- Culture
- Sexual orientation
- Gender identity
- Veteran status
- Ancestry
- Disability
CP-2 Section 9.D
Employees shall not operate any Maricopa County vehicle within _____ hours after consuming any alcoholic beverages.
8 hours
CP-2 Section 11.E
On and off-duty employees shall not display or wear any recognizable item of Office apparel where?
A public place/establishment where the primary purpose is to sell or serve alcoholic beverages.
CP-2 Section 11.F
Employees are prohibited from using their official position, identification cards, or badges for any of the following (4):
- Personal/financial gain directly related to Office duties
- Obtaining privileges not otherwise available to them or others
- Avoiding consequences of illegal acts, or helping family member avoid the consequences of illegal acts
- Misrepresenting their position or authority in the Office
CP-2 Section 15.A
True or False?
Employees may convey written or oral messages between inmates.
False.
Employees shall NOT convey written or oral messages between inmates, except those which are necessary in the operation of the facility.
CP-2 Section 25.C
Employees who feel they are unable to stay awake on duty have the responsibility to notify who?
Their immediate supervisor
CP-2 Section 32.B
What is CP-3?
Workplace Professionalism: Discrimination and Harassment Critical Policy
CP-3
What is the purpose of CP-3 Workplace Professionalism?
To establish procedures for preventing, reporting, investigating, and resolving allegations of unlawful discrimination, harassment, and retaliation.
CP-3
Allegation:
A claim that an employee has been subjected to unlawful or wrongful conduct.
CP-3
Discrimination:
Different Treatment in the terms, conditions, and privileges of employment because of an individual’s protected characteristic.
CP-3
What is: Unwelcome sexual advances, request for sexual favors, and other conduct of a sexual nature, or treatment of an individual based on a protected characteristic that is not welcome, that is offensive, that interferes with work effectiveness or that creates an intimidating, hostile, or offensive work environment.
Harassment
CP-3
Notice of Investigation (NOI):
A written notice given to an employee during an administrative investigation which identifies the employee’s status in the investigation.
CP-3
What is included in a Notice of Investigation (NOI)? (4)
- Employee’s status in the investigation
- Employee’s responsibility not to discuss the investigation
- The name and rank of the assigned investigators
- Notice of the employee’s right to have an observer present at the interview
CP-3
Protected Activity:
An employee’s good faith expressed opposition to an employer’s practice that he reasonably believes to be discrimination.
CP-3
Protected Characteristic (10-RGRCNADPVG):
All characteristics covered by applicable federal or state laws including, but not limited to:
- Race
- Gender
- Religion
- Color
- National Origin
- Age
- Disability
- Pregnancy
- Veteran Status
- Genetic Information
CP-3
Any employee who requires an accommodation in order to perform the essential functions of the job shall request the accommodation from who?
Leave Management Section (LMS)
CP-3 Section 2.A
Entering into a romantic relationship, or having any form of sexual interaction is expressly prohibited between an employee and who?
Their supervisor.
CP-3 Section 3.A
True or False?
An employee is required to directly confront the offender who is alleged to have engaged in unlawful or wrongful conduct.
False.
An employee is NOT required to directly confront the offender who is alleged to have engaged in unlawful or wrongful conduct.
CP-3 Section 5.C
In reference to unlawful or wrongful conduct; if the alleged offender is the supervisor, the employee shall report the matter to whom?
- The next higher level of the chain of command
- Support Services Bureau Chief, or
- PSB
CP-3 Section 5.C2
In reference to an allegation of unlawful or wrongful conduct, once PSB has been notified of the allegation what do they do? (4)
- Issue and log an IA case number
- Enter the complaint information into IA Pro
- Notify the respective bureau chief
- Prepare Attachment B, if not already prepared
CP-3 Section 5.C2
In reference to an allegation of unlawful or wrongful conduct, employees are encouraged to use Attachment A. What should Attachment A include? (6)
- Description of the incident
- Details of the incident-dates and times
- Names of individuals involved
- Names of any witnesses
- Direct quotes when relevant
- Documentary evidence
- EX: notes, e-mails, text messages, photos, voice mail recordings
CP-3 Section 5.C3
Who decides if an investigation into the complaint of unlawful or wrongful conduct of an employee should be initiated?
The PSB Commander
CP-3 Section 5.D
Who determines if an employee; who is alleged to have engaged in unlawful or wrongful conduct, should be placed on administrative leave with pay?
The PSB Commander or his designee.
CP-3 Section 5.D
What is CP-4?
Emergency and Pursuit Driving Critical Policy
CP-4
What is: Part of the Bureau of Internal Oversight; responsible for the implementation, maintenance, and operation of the Early Identification System (EIS) and for providing training and assistance to the EIS users.
Early Intervention Unit (EIU)
CP-4
What is CP-5?
Truthfulness Critical Policy
CP-5
What is the purpose of CP-5 Truthfulness?
To establish the mandatory regulations to which all Maricopa County Sheriff’s Office employees must strictly adhere with regard to truthfulness and personal integrity.
CP-5
True or False?
The requirement for absolute truthfulness is limited to on-duty conduct and communications.
False.
The requirement for absolute truthfulness is NOT LIMITED TO ON-DUTY conduct and communications.
CP-5
Exculpatory:
That which is likely to prove the innocence of a person.
CP-5
Impeach:
To call into question a person’s good character.
CP-5
Integrity:
Uncompromising adherence to moral and ethical principles; honesty.
CP-5
Who are the exceptions when it comes to CP-5 Truthfulness?
- An internal affairs investigator
- A criminal investigator
- A polygraph examiner
While gathering information or evidence during an ongoing investigation
CP-5 Section 2
In cases where the alleged misconduct involves a violation of the Truthfulness Policy, who may initiate an administrative investigation?
- PSB Deputy Chief or his designee
- Chief Deputy
CP-5 Section 3
What is CP-6?
Bloodborne Pathogens Critical Policy
CP-6
What is the purpose of CP-6 Bloodborne Pathogens?
To establish guidelines and procedures that conform to applicable Centers for Disease Control and Prevention (CDC) guidelines and Arizona Division of Occupational Safety and Health (ADOSH) regulations.
CP-6
What are Bloodborne Pathogens:
Microorganisms that are present in human blood and can cause disease in humans.
CP-6
Engineering Controls:
Apparatuses that isolate, limit, or remove bloodborne pathogens from the workplace.
CP-6
Exposure Incident:
A specific skin, eye, other mucous membrane, or parenteral contact with blood or other potentially infectious materials that results from the performance of an employee’s duties.
CP-6
Gross Contamination:
Items that would release blood or other potentially infectious materials in a liquid or semi-liquid state if compressed or items that are caked with dried blood or other potentially infectious materials that are capable of releasing these materials during handling.
CP-6
Non-Intact Skin:
Any broken skin such as cuts and abrasions.
CP-6
Occupational Exposure:
Reasonably anticipated skin, eye, mucous membrane, or parenteral contact with blood or other potentially infectious materials, which may result from the performance of an employee’s duties.
CP-6
List other potentially infectious materials:
- Saliva in dental procedures or anything that is visibly contaminated with blood, semen, vaginal secretions, or other bodily fluids
- Any physically unattached tissue/organ from a living or dead human being
- Materials or equipment contaminated with any of the above
CP-6
Parenteral:
Piercing of mucous membranes or the skin barrier through such events as needle sticks, human bites, cuts, and abrasions.
CP-6
Personal Protective Equipment (PPE):
Specialized clothing or equipment used by an employee to protect himself from exposure to blood or other potentially infectious materials.
CP-6
Source Individual:
Any person, living or dead, whose blood or other potentially infectious materials may be the origin of occupational exposure to an employee.
CP-6
Universal Precautions:
Methods of infection control in which all human blood and certain human bodily fluids are treated as if they are infected with HBV, HCV, HIV, or other bloodborne pathogens.
CP-6
Work Practice Controls:
Procedures which reduce the likelihood of exposure by altering the manner in which a task is performed.
CP-6
Transmission of bloodborne pathogens includes, but is not limited to, what?
- Blood to blood
- Blood or other potentially infectious materials to eyes or mucous membranes
- Contact with a person’s non-intact skin with the blood or other potentially infectious materials from another person
- Piercing the skin with contaminated sharps
CP-6 Section 1
Maricopa County shall provide vaccinations for ______ to all employees identified as working in an area where there is a potential risk for an occupational exposure to blood or other potentially infectious materials.
HBV
CP-6 Section 2
PPE may include, but is not limited to, what?
- Disposable gloves
- Masks and eye protection
- Gowns, aprons, or other protective clothing
- Liquid-resistant clothing
- Disposable, liquid-proof shoe covers
- One-way airway PPE
CP-6 Section 6.B
Only authorized disinfectants supplied by the Office shall be used. A ten percent bleach solution is an authorized surface disinfectant and shall be replaced when?
Every 7 to 10 days.
CP-6 Section 8
Contaminated inmate personal property and clothing shall be placed in what?
A liquid-proof, red biohazard plastic bag.
CP-6 Section 8.C
An employee who has experienced an exposure incident should obtain medical treatment through whom?
A contracted occupational health clinic.
CP-6 Section 14
True or False?
Chlorine bleach or other surface disinfectants should be used to disinfect or decontaminate the skin or other parts of the body.
False.
Chlorine bleach or other surface disinfectants should NEVER be used on the skin or other parts of the body.
CP-6 Section 14.A
In reference to an exposure incident, the eyes should be flushed with a large volume of water for at least how long?
15 minutes
CP-6 Section 14.A
After an exposure incident, when shall the employee complete a memorandum documenting the incident?
Prior to the end of shift.
CP-6 Section 14.B
In the event of an exposure incident, the immediate supervisor shall forward the employee’s memorandum to who?
- The respective division commander
- The Occupational Health Nurse
CP-6 Section 14.B
What needs to be included in the memorandum of an exposure incident?
- Date, time, and location of the incident
- Type of incident/crime under investigation
- Specific nature of the exposure incident
- Name and serial number of the exposed employee
- Name, date of birth, and address/location of the source individual
- Names, serial numbers, and assignments of Office employees present during the incident
- Other relevant details
CP-6 Section 14.B
What other form does an employee need to complete in the event of an exposure incident?
Report of Significant Exposure to Bodily Fluids form
CP-6 Section 14.B2
How long after an exposure incident does the supervisor have to forward a memorandum to the OSD?
Within 24 hours of the incident
CP-6
The supervisor’s memorandum detailing the exposure incident shall include what information?
- Circumstances surrounding the incident
- names, serial numbers, and assignments of employees present - PPE the employee was wearing or the reason PPE was not worn
- Engineering controls in place at the time of incident
- Work practices in place at the time of incident
- Whether or not the incident could have been avoided
- Recommended changes to avoid similar incidents
CP-6 Section 14.B4
Source testing can only be performed with what?
- Consent of the person to be tested
- Issuance of a court order
CP-6 Section 15
Who can make a request for source testing in the event of an exposure incident?
Only the employee
CP-6 Section 15
Who may authorize the use of safe bed intervention?
- Detention commander
- CHS staff
DS-2 Section 3
The OSD has what responsibilities? (4)
- Tracking all verified exposures incidents
- Processing source-testing requests
- Ensuring that all employees who enter job classifications or work assignments are offered HBV vaccinations
- Maintaining a sharps injury log
CP-6 Section 16
What does OSD stand for?
Occupational Safety Division
CP-6 Section 15.A
What is CP-7?
Airborne Pathogens Critical Policy
CP-7
What is the purpose of CP-7 Airborne Pathogens?
To establish guidelines and procedures which; when properly implemented, may safeguard Office employees from airborne pathogens.
CP-7
Airborne Disease:
An illness that is spread when droplets of pathogens are expelled into the air.
CP-7
Airborne Pathogens:
Microorganisms that may be present in the air and can cause diseases in exposed humans.
CP-7
Casually Transmitted:
Any illness capable of being spread from one person to another by merely being in close proximity to the infected individual, without requiring intimate contact.
CP-7
Engineering Control Systems:
Apparatuses and procedures that isolate, limit exposure, or remove airborne pathogens from the work place.
CP-7
Mycobacterium Tuberculosis:
An airborne pathogen that can cause TB infection, which may lead to active TB disease.
CP-7
What causes TB Infection?
Mycobacterium Tuberculosis Bacterium
CP-7
What is the difference between TB Infection and Active TB?
Active TB: shows symptoms and is infectious to others
TB Infection: no symptoms and not infectious to others
CP-7
What are some of the symptoms of Active TB?
- Cough that lasts more than 3 weeks and produces sputum and blood
- Chest pain
- Fever, chills, and night sweats
- Easily tired, loss of appetite, and weight loss
CP-7
What are 2 PPE that can be used in the event of airborne pathogens?
- Respirators
- One-way Airway
CP-7 Section 1
What is one of the most commonly used tests for determining TB infection?
Mantoux Tuberculin Skin Test (TST)
CP-7 Section 3
Who is responsible for providing baseline TB screening for all newly hired detention personnel and deputies?
Occupational Safety Division (OSD)
CP-7 Section 3.A
How often does OSD provide TB testing for Office personnel?
Annually
CP-7 Section 3.B
What is the alternative to taking the TB skin test?
Chest x-ray
CP-7 Section 3.C
What are some of the most common highly contagious diseases caused by airborne pathogens? (3)
- Measles
- Mumps
- Chickenpox
CP-7 Section 6
What does a Blood Titer Test measure?
The amount of antibodies in blood which can determine a person’s immunity to a given disease.
CP-7 Section 7
If an employee is sent to the contracted occupational health clinic for Blood Titer Testing, what form does the supervisor need to complete to process the exposure as an industrial illness?
Maricopa County Risk Management Online Claim Form
CP-7 Section 7.B
What are the employee’s responsibilities when an occupational exposure to airborne pathogens occurs?
- Notify the immediate supervisor, ASAP
- Seek medical testing to determine exposure
- Complete memo regarding the exposure
CP-7 Section 8.B
What are the supervisor’s responsibilities when an occupational exposure to airborne pathogens occurs?
- Complete memo
- Complete the Maricopa County Risk Management Online Claim Form
CP-7 Section 8.C
In the event of an occupational exposure to airborne pathogens, when does a supervisor need to have their memo completed?
Within 24 hours of the exposure.
CP-7 Section 8.C
An occupational exposure shall not be reported as a work-related injury or illness, unless certain criteria exists or develops. What are those 4 criteria?
- Loss of consciousness
- Modification of an employee’s job/restriction of work motion
- Recommendation of medical treatment beyond first aid
- Positive test for airborne disease infection
CP-7 Section 8.E
What is CP-8?
Preventing Racial and Other Bias-Based Profiling
CP-8
What is the purpose for CP-8?
To establish procedures to ensure deputies are fair and equitable in deciding whether or not to make contact with member of the public and take law enforcement actions.
CP-8
What shall not be motivating factors in any law enforcement action?
- Race
- Ethnic background
- Gender
- Sexual orientation
- Religion
- Economic status
- Age
- Cultural group
- National origin
CP-8
What is: The selection of an individual for law enforcement contact or action based to any degree on an actual or perceived trait common to a group, except as part of a reliable and specific suspect description.
Bias-Based Profiling:
CP-8
Racial Profiling:
The reliance on race or ethnicity to any degree in making law enforcement decisions, except in connection with a reliable and specific suspect description.
CP-8
In reference to CP-8, inmate housing shall be based on what? (3-ASS)
Age, Sex, and Security Level.
CP-8 Section 2
According to CP-8, inmates in Office custody shall have equal access to all programs and services based on what criteria (4-SSNP)?
- Space availability
- Security level
- Need
- Program criteria
CP-8 Section 2
True or False?
Supervisors shall unequivocally and consistently reinforce to subordinates that racial and bias-based profiling and/or discriminatory policing are unacceptable.
True.
CP-8 Section 5.B
What is CP-9?
Occupational Safety Program
CP-9
What is the purpose of CP-9?
To establish a comprehensive Occupational Safety Program which sets forth standards for occupational practices and defines the accountability of all personnel for its effectiveness.
CP-9
What is: A state entity which operates under the Federal Occupational Safety and Health Administration (OSHA) Act of 1970, and has jurisdiction over occupational safety and health issues within Arizona.
Arizona Division of Occupational Safety and Health (ADOSH):
CP-9
What is: Investigation of a potential safety problem, condition, accident, injury, or near miss in order to identify the root cause and to eliminate or minimize its effect in the future.
Incident Analysis
CP-9
What is: A federal agency which is responsible for establishing occupational safety and health standards, and ensuring that employees are in compliance with these standards.
Occupational Safety and Health Administration (OSHA):
CP-9
What is: An environment where individuals have a shared set of beliefs, practices, and attitudes toward the importance of the welfare of all employees.
Safety Culture:
CP-9
Commander:
An employee with the rank of lieutenant or above, or its civilian equivalent.
CP-9
First-Line Supervisor:
An employee with the rank of sergeant, or its civilian equivalent.
CP-9
The Occupational Safety Program shall consist of what 5 elements?
- Safety Planning and Goals
- Safety Practices
- Training
- Safety Meetings
- Resolution of Safety Concerns
CP-9
What does the Safety Committee assist with?
The development and implementation of the Occupational Safety Program.
CP-9 Section 1.A
How often may the OSD meet with division commanders to review safety goals?
Annually
CP-9 Section 1.A
Who shall maintain a written record of work area and equipment inspections?
Supervisors
CP-9 Section 1.B
According to the Occupational Safety Program, how often shall Supervisors conduct work area and equipment inspections?
Monthly
CP-9 Section 1.B
In accordance with the Occupational Safety Program, when shall employees conduct an inspection of their respective work areas and equipment?
At the beginning of each shift.
CP-9 Section 1.B
According to the Occupational Safety Program, how often shall Shift Commanders inspect work environment within their area of command?
At least on a quarterly basis.
CP-9 Section 1.B
How often shall Division Commanders inspect their areas of command, according to the Occupational Safety Program?
Semi-annually
CP-9 Section 1.B
What is CP-10?
Respirator Program
CP-10
What is the purpose of CP-10?
To establish guidelines for employees to prevent the inhalation of airborne pathogens or chemical, biological, radiological, nuclear, or explosive agents and to protect themselves from other inhaled hazards or contaminants in the workplace.
CP-10
What does NIOSH stand for?
National Institute for Occupational Safety and Health
CP-10
Chemical Agents:
Solid, liquid, or gaseous substances that produce an effect on a living organism by acting on the body tissue, or in an environment by interacting with air, water, and/or soil.
CP-10
What is: The use of a protocol to qualitatively or quantitatively evaluate the fit of a respirator on an individual.
Fit Test:
CP-10
Self-Contained Breathing Apparatus (SCBA):
An atmosphere-supplying respirator for which the breathing air source is designed to be carried by the user.
CP-10
What does SCBA stand for?
Self-Contained Breathing Apparatus
CP-10
What does CBRNE stand for?
Chemical, Biological, Radiological, Nuclear, or Explosive Agents
CP-10
Division commanders shall ensure that Fit Testing is completed at least ___________.
Annually
CP-10 Section 3
Employees below the rank of lieutenant are required to demonstrate proper use of the SCBA equipment every ______ days.
180 days
CP-10 Section 8.A
If an employee is unable or fails to demonstrate proficiency during Fit Testing, he shall be referred to the Fit Testing Coordinator for remedial testing within ______ days of the initial test.
14 days
CP-10 Section 8.B
What does WMD stand for?
Weapons of Mass Destruction
CP-10
How often shall SCBAs be inspected?
Monthly
CP-10 Section 11.A
Compressed breathing air shall meet at least the requirements for what grade of breathing air?
Grade D
CP-10 Section 12
Who shall conduct evaluations of the workplace to ensure that the provisions of the Respirator Program are being implemented and continue to be effective?
- Program Administrator, or his designee
- Fit Testing Coordinator
CP-10 Section 13
What is CP-11?
Anti-Retaliation
CP-11
What is the purpose of CP-11?
To ensure that members of the public and Office personnel do not experience retaliation for exercising their right to freedom of speech.
CP-11
What is the purpose of DA-1 Emergency Procedures for Jail Facilities?
To establish uniform procedures for the development, implementation, distribution, and review of emergency procedures for each jail facility.
DA-1
Who develops the emergency procedures to be included in the operations manual?
Jail Commander
DA-1 Section 1
List 8 emergencies that would be included in the emergency procedures.
- Escapes
- Fire
- Facility power failure
- Hostage situations
- Medical disasters
- Medical emergencies
- Riots or inmate disturbances
- Facility evacuation
DA-1 Section 1
Where will the emergency procedures be located in the jail facility?
In each control room.
DA-1 Section 3
What is the purpose of DA-2 Inspection and Testing of Emergency Equipment?
To establish procedures for the regular inspection and testing of emergency equipment.
DA-2
Who will inspect and test all emergency equipment?
Facility Maintenance Officer (FMO)
DA-1 Section 1
What does FMO stand for?
Facility Maintenance Officer
DA-1
Other than SCBAs, if repairs are required for emergency equipment who will the FMO contact?
County Facilities Management Department
DA-1 Section 3
When will employees visually check the pressure level of fire extinguishers, AEDs, and SCBAs located in their area of responsibility?
At the beginning of each shift.
DA-1 Section 4
The FMO shall perform a visual and physical inspection of all jail facility SCBAs how often?
Twice a year
DA-1 Section 4.C
How often will SCBAs be mechanically tested for air leaks, internal damages, or other substandard conditions?
Annually
DA-2 Section 4.C
How often will hydrostatic testing be conducted for SCBAs?
Every 5 years
DA-1 Section 4.C
What is the purpose of DA-4 Jail Maintenance?
To establish guidelines for the maintenance, inspection, and emergency repair or replacement of jail equipment or property.
DA-4
What does a supervisor need to do if an officer informs them of equipment in need of repair or replacement?
Forward a memo, e-mail, or telephonic message to the FMO.
DA-4 Section 1
Who do the FMOs report to?
Jail Commander
DA-4 Section 3
What is the purpose of DA-5 Inmate Suicide Prevention?
To provide a comprehensive set of suicide prevention measures and to assist employees in identifying and managing potentially suicidal inmates.
DA-5
Most suicides occur within the first _______ hours of incarceration.
48 hours
DA-5 Section 3
List 7 situational factors which may affect inmate suicides.
- Minor or insignificant arrest history
- Juvenile
- Persons with high status in the community
- Prior suicide by close family member or loved one
- Previously imprisoned and facing new serious charges or a long prison term
- Prior suicide attempt in a jail setting
- Harsh, condemning, or rejecting attitudes of others
DA-5 Section 3
True or False?
Isolation greatly increases the likelihood of suicide; therefore, a potentially suicidal inmate shall never be placed into isolation unless the inmate is constantly supervised.
True
DA-5 Section 6
An inmate on suicide watch shall be observed how often?
No less than every 15 minutes.
DA-5 Section 7.C
CHS staff may specify what conditions for a suicide watch inmate?
- How often the inmate is observed
- The amount and type of clothing or linens the inmate may have
- The amount and type of personal property the inmate may have
- Type of meals served
- The inmate shall be provided an opportunity to drink water
- The expected duration of the suicide watch
DA-5 Section 7.C
How often will a suicide watch inmate be given the opportunity to drink water?
At least every 2 hours.
DA-5 Section 7.C
When a suicide attempt has been identified, what shall take precedence over the preservation of a crime scene?
The preservation of the life of an inmate.
DA-5 Section 10
What is the purpose of DB-1 Inmate Custody Records and Files?
To establish a standardized system for the secure maintenance, transfer, and storage of inmate documents, records, and files.
DB-1
Commitment File:
The file containing the inmate’s judicial records pertaining only to charges, holds, or sentencing info.
DB-1
Custody File:
The file containing the inmate’s judicial and custodial records. The Custody File consists of two files, the Commitment and Jail Files.
DB-1
What 2 files does the Custody File consist of ?
- Commitment File
- Jail File
DB-1
Full Custody:
Continuous custody until the inmate is judicially released on all charges, holds, or sentences.
DB-1
