Unsatisfactory Work Performance

Question 1

When job descriptions do not meet current needs or do not reflect new responsibilities, unit commanders shall ensure that revised draft job descriptions are forwarded to the _____ for final review, assessment and approval.

Answer 1

1. Unit Commander – Payroll & Benefits Administration – Benefits

Question 2

All work performance deficiencies should be addressed in _____. Minor work performance deficiencies can generally be resolved through _____, such as counselling, training or participation in a program or activity that would improve the member’s performance. Members must be _____ to improve work performance without _____.

Answer 2

1. a timely manner
2. remedial assistance
3. provided the opportunity
4. adversely affecting their work record

Question 3

Duty to Accommodate

The Toronto Police Service (Service) values its members and will take measures, short of undue hardship, to ensure that members who require a workplace accommodation are accommodated in accordance with the _____, the Community Safety and Policing Act and other relevant legislation. Comply with procedure 08-13 for all accommodation requirements.

Answer 3

1. Ontario Human Rights Code (Code)

Question 4

Supervisors are responsible for providing _____ and _____ supervision including identifying performance deficiencies and taking appropriate steps to resolve them in consultation with the member.

Answer 4

1. consistent
2. effective

Question 5

Supervisors who maintain memorandum books shall make _____ in regards to any work performance deficiency issue in compliance with Procedure 13–17.

Supervisors who are not normally required to maintain a memorandum book shall record minor performance deficiencies _____ to be placed in a civilian member’s unit personnel file. A copy shall be provided to the civilian member and the TPS 649 shall be expunged from the file after _____ have passed without further negative performance reports. In the event that disciplinary action is commenced with regard to a performance report, it shall be appended to the associated _____ and no additional copies shall be kept in the unit personal file.

Answer 5

1. applicable entries in the memorandum book
2. on a TPS 649
3. two (2) years
4. TPS 931

Question 6

Examples of work performance issues that may form the basis for a complaint of unsatisfactory work performance include, but are not limited to
* incompetence
* quality of work
* quantity of work
* insubordination
* personal appearance
* engaging in personal activities detrimental to the job
* failure to co–operate
* missed deadlines
* frequent or repetitive errors
* excessive absenteeism or tardiness

Continued failure to meet an established work performance standard will result in _____ for police officers in compliance with Procedure 13–03, or in the initiation of the disciplinary process for civilian members in compliance with Procedure 13–09.

Answer 6

1. an internal conduct complaint

Question 7

Complaints of unsatisfactory work performance may originate _____ or _____.

Answer 7

1. externally, internally

Question 8

Where a supervisor identifies the performance of a member that is less than satisfactory and the work performance deficiency cannot be corrected through discussion, guidance or training, the supervisor shall record the deficiency on a _____.

A Special Review is a _____. The initial part involves an interview between the member and the _____. This initial meeting is intended to ensure that management practices or accommodation factors are _____.

Where it is established that a supervisor or manager failed to _____, an internal complaint shall be initiated against the supervisor or manager in compliance with the applicable procedures in Chapter 13.

The second part of the Special Review will be initiated where it is identified that the work performance deficiency is a _____. A meeting between the _____, the _____ and the member will be held to

• develop a plan for corrective action
• profile the time frame for improvement
• detail the specific standard to be met
• explain the possible disciplinary ramifications if the standards are not met.

Answer 8

1. TPS 955
2. two–part process
3. unit commander
4. not the root cause of the reported deficiency
5. provide adequate or necessary training or equipment, or failed to establish or communicate a work performance standard
6. persistent situation attributable to the individual member
7. unit commander, assigned supervisor

Question 9

The time frame for a Special Review is _____ days. Additional review periods may be added where the member has demonstrated an effort to comply, but has not sufficiently met the threshold level, or the supervisor was unable to fully observe the conduct of the member as a result of injury or illness. The additional review periods will be in increments of _____ days, to a maximum of _____ days.

No Special Review shall be initiated until the member has received a copy of the specific standard to be met and has been informed of the disciplinary consequences if the standard is not met.

Answer 9

1. ninety (90) calendar
2. thirty (30) calendar
3. ninety (90) calendar

Question 10

The following outcomes are possible at the conclusion of a Special Review:

Member meets standard:

TPS 955 is concluded and placed in the unit personnel file until _____ years have passed without further negative reports.

Member fails to meet standard:

If a member is unable to meet the standard,_____ will be initiated in compliance with Procedure 13–03 and 13–09, as applicable.

Answer 10

1. two (2) full
2. a TPS 901 will be generated and the internal complaint process

Question 11

Unsatisfactory Work Performance - Supervisor

2. When a member has been identified as having a minor work performance deficiency shall
   * meet with the member _____
   * provide guidance or instruction targeted at _____
   * continue to monitor the member for compliance
   * record the matter in their memorandum book, or on a TPS 649 if not normally required to maintain a memorandum book
3. When a work performance deficiency has been identified as persistent and it cannot be rectified through guidance or instruction shall
   * generate a TPS 955
   * meet with the member in private
   * serve the member with a copy of the TPS 955
   * forward the TPS 955 to a second–level supervisor
   * continue to _____
4. When assigned to conduct a Special Review shall
   * meet with the member in private
   * conduct _____
   * complete a TPS 956 for each _____ period
   * continue to provide guidance or instruction targeted at correcting the deficiency
   * advise the second–level supervisor throughout the Special Review and provide any recommendations
5. If a member meets the standard threshold during the assessment period, the supervisor shall conclude the examination and forward any recommendations to the second–level supervisor.

Answer 11

1. in private
2. correcting the deficiency
3. provide guidance or instruction targeted at correcting the deficiency
4. heightened monitoring of the member’s performance
5. 30–day performance examination

Question 12

Unsatisfactory Work Performance - Second-Level Supervisor

7. When detailed to co–ordinate a Special Review shall
   * assign sufficient persons with expertise to provide guidance and instruction to the subject member of the Special Review
   * meet with_____ and _____ to ensure the standards being observed, the plan of action, measurement means and assessment date have been properly communicated
   * advise the _____ when the Special Review should be terminated and/or provide any other recommendations

Answer 12

1. the member
2. the supervisor
3. Unit Commander

Question 12

_____ in reference to work performance means a two–part process involving an initial interview with the unit commander about management practices and/or accommodation factors, and a second phase that may include heightened monitoring of performance beyond the annual evaluation to improve an individual’s work performance.

Answer 12

1. Special Review

Question 13

_____ means the tasks associated with a primary task defined in a civilian job description that are too numerous to list.

Answer 13

1. Sundry Duties

Question 14

_____ means a failure to meet an established standard and may involve a single event, or the cumulative effect of a number of less serious events.

Answer 14

1. Unsatisfactory Work Performance

Question 15

_____ means a failure to meet an established standard

Answer 15

1. Work Performance Deficiency

Question 16

_____ means the supervisor who directly oversees a member’s supervisor.

Answer 16

1. Second–Level Supervisor

Question 17

_____ means the supervisory practices used to control the work environment and to assign tasks, and the methods used to communicate standards. Also includes the manner in which training needs are met and equipment issues are resolved.

Answer 17

1. Management Practices

Question 18

_____ means the manner in which members manage their time, workload, and work environment.

Answer 18

1. Individual Work Practices

Question 19

_____ means anything that prevents a person with a disability from fully participating in all aspects of society because of their disability, including a physical barrier, an architectural barrier, an information or communications barrier, an attitudinal barrier, a technological barrier, a policy or a practice.
[Source: Accessibility for Ontarians with Disabilities Act, S.2]

Answer 19

1. Barrier

Question 20

_____ means providing accommodation to persons with any disability, as defined in the Accessibility for Ontarians with Disabilities Act.

Answer 20

1. Accommodation Factor