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Flashcards in Unsatisfactory Work Performance Deck (17)
1

What is the objectives of this procedure?

The objectives of the performance improvement process are to correct identified work performance deficiencies
and to achieve an acceptable level of performance by members.

2

What does the procedure outline?

This Procedure outlines the mechanism by which standards will be established and defines the remedial steps to
be taken when a member’s performance does not meet established standards.

3

Where are the four areas work performance standards can be found?

1. Service Governance
2. Federal Statutes and associated Regulations
3. Provincial Statutes and associated Regulations
4. Municipal By-laws and Municipal Codes

4

Supervisors who are not normally required to maintain a memorandum book shall record minor performance
deficiencies on_______ to be placed in a civilian member's unit personnel file.

a TPS 649

5

Ten examples of work performance issues that may form the basis for a complaint of unsatisfactory work performance include, but are not limited to:

1. incompetence
2. quality of work
3. quantity of work
4. insubordination
5. personal appearance
6. engaging in personal activities detrimental to the job
7. failure to co–operate
8. missed deadlines
9. frequent or repetitive errors
10. excessive absenteeism or tardiness

6

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 _______ and is called a ________

a TPS 955

Special Review

7

A Special Review is a two–part process. The initial part involves an interview between the member and the unit
commander. This initial meeting is intended to ensure that _______ and _____________ are
not the root cause of the reported deficiency.

management practices or accommodation factors

8

What three things can the supervisor or manager failed to do that is discovered during a Special Review?

failed to provide adequate or necessary training or
failed to provide adequate or necessary equipment, or
failed to establish or communicate a work performance standard

9

The second part of the Special Review will be initiated where it is identified that the work performance deficiency
is a persistent situation attributable to the individual member. A meeting between the unit commander (or second-level supervisor), the
assigned supervisor and the member will be held to
discuss what four steps?

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

10

The time frame for a Special Review is ninety (90) calendar days. If it gets extended for how long does it continue for?

The additional review periods will be in increments of thirty (30) calendar days, to a maximum of ninety (90) calendar days.

11

At the conclusion of the Special Review and the member meets the Standard what happens to the TPS955?

TPS 955 is concluded and placed in the unit personnel file until two (2) full years have passed WITHOUT further negative reports.

12

If at the end of the Special Review the member fails to meet the standard what happens next for civilian and police officers?

If a police officer is unable to meet the standard, a TPS 901 will be generated and the internal complaint process will be initiated.
If a civilian member is unable to meet the standard, a TPS 931 will be generated and the civilian disciplinary process will be initiated.

13

A supervisor, when assigned to conduct a Special Review shall
 complete a ______ for each ______ day performance examination period

a TPS 956
thirty (30)

14

When a second-level supervisor receives a TPS955 and when re–evaluating the performance deficiency when the management practices or accommodation factors have been resolved, what are the two new options?

1. forward the TPS 955 to the unit commander if the performance deficiency is attributable solely to the member, or
2. where management practices or accommodation factors are the root cause of the deficiency, generate a TPS 901 or TPS 931, as the case may be, directed at the involved supervisor

15

What regulation under the PSA covers Unsatisfactory Work Performance?

ONTARIO REGULATION 268/10 PART VI
UNSATISFACTORY WORK PERFORMANCE

16

According to ONTARIO REGULATION 268/10 PART VI
UNSATISFACTORY WORK PERFORMANCE; what does the Chief of Police need to take into account regarding a disability under the HRC?

(c) the chief of police shall accommodate the police officer’s needs in accordance with the Human Rights
Code if the police officer has a disability, within the meaning of the Human Rights Code, that requires
accommodation;

17

According to ONTARIO REGULATION 268/10 PART VI
UNSATISFACTORY WORK PERFORMANCE; how much opportunity does the police officer get to improve work performance?

reasonable opportunity