Volume 1 Flashcards
(121 cards)
1
Q
The list of directives listed in the rules of conduct along with the Pfd way represents what?
A
They represent the philosophy and conduct standards for members of the Phoenix fire department
2
Q
How is every member of the Phoenix fire department expected to operate?
A
Every member of the Phoenix fire department is expected to operate in a highly self disciplined manner and responsible to regulate his or her own conduct in a positive manner, productive and mature way.
3
Q
Failure to operate in a highly self disciplined Manor may result in what type of disciplinary action?
A
Failure to do so may result in disciplinary action ranging from counseling to dismissal
4
Q
Listed under the rules of conduct, how many shalls and how many shall nots are there?
A
There are 13 shalls and seven shall nots
5
Q
What manuals and written directive’s should we follow?
A
All members shall follow operation manuals and a written directive’s of both the Phoenix fire department and the city of Phoenix
6
Q
What should we use to protect the public at all times, both off and on duty?
A
All members shall use their training and capabilities to protect the public at all times, both off and on duty.
7
Q
How do we cause all department programs to operate effectively?
A
By working competently in our positions.
8
Q
Always conduct ourselves to reflect credit on who?
A
Always conduct ourselves to reflect the credit on the department
9
Q
How will supervisors manage?
A
Supervisors will manage in and effective, considerate manner
10
Q
How will subordinates follow?
A
Subordinates will follow instructions and a positive cooperative manner
11
Q
We should always conduct ourselves in a manner that creates what inside the department?
A
We should always conduct ourselves in a manner that creates good order, inside the department.
12
Q
We shall keep ourselves what to do our jobs effectively?
A
We shall keep ourselves in formed to do our jobs effectively
13
Q
What two things should we be for each other’s welfare?
A
We shall be concerned and proactive of each other’s welfare
14
Q
We shall operate blank and use blank
A
We shall operate safely and use good judgment
15
Q
We shall keep ourselves blank
A
We shall keep ourselves physically fit
16
Q
We shall observe the blank of our position
A
We shall observe the work hours of our position
17
Q
We shall blank the law
A
We shall obey the law
18
Q
We shall blank of department equipment and property
A
We shall be careful of department equipment and property
19
Q
Members shall not engage in any activity that is what?
A
Members shall not engage in any activity that is detrimental to the department
20
Q
Members shall not engage in blank or use our position for blank
A
Members shall not engage in a conflict of interest to the department or use their Position with the department personal gain or influence
21
Q
Members shall not blank or blank (2 separate answers…)
A
Members shall not fight. Members shall not steal.
22
Q
Members shall not abuse what?
A
Members shall not abuse their sickleave
23
Q
Members shall not use what while on duty?
A
Members shall not use alcoholic beverages, debilitating drugs, or any substance which could impair their physical or mental capacities while on duty
24
Q
Members shall not engage in what while on duty?
A
Members shall not engage in any sexual activity while on duty
25
Who manages the outside employment program?
The personnel officer will manage the outside employment program
26
What does outside employment include?
Outside employment includes the practice of any trade, business or profession, including self employment and all other non-city employment
27
What if I or department employee engages in outside work activities, he or she is required to notify who via what?
Here she is required to notify their battalion chief or section head via the outside employment status or change report, form 90-23D
28
When shall employee complete the outside employment status or change report?
And employee shall complete the outside employment status or change report and forward it to their battalion chief or section had prior to starting the outside employment or within 10 days of a change in his or her outside work activities
29
Employees shall not engage in what type of outside work?
Employee shall not engaging outside work of a nature that could bring discredit the pond the department or the city, that could be deemed a conflict of interest, or work of a nature which the city employee has access to the records or correspondence which is not otherwise generally available to the public.
30
Employees shall not engaging outside work when what is in progress? If this is already in progress, what should the employee not do?
They shall not engaging outside work when there is a recognized labor-management dispute in progress. If employed prior to the dispute, employee will not increase the hours of work at the establishment nor absorb new duties or responsibilities during the term of the labor dispute.
31
Where shall employees not engage in outside work?
Employees shall not engaging outside work at any location or employment which may bring the city into disrepute
32
Employees shall not use want to support their outside employment?
Employees shall not use city of Phoenix property to support their outside employment, such as computers, office products, telecommunications equipment, etc.
33
Can employees use or reproduce any city of Phoenix video or photo graphic material to support their outside employment?
Employees shall not use and or reproduce any city of Phoenix video or photograph of material to support the outside employment without completing a media request information form 95–102
34
Employees shall not engaging outside work in any situation which would require the employee to be in what with another governmental agency or the blank of the employees department
Place you’re not engaging outside work in any situation which would require the employee to be in conflict with another governmental agency or the mission of the employees department
35
Outside employment must not interfere with what?
I’ll try to plan it must not interfere with employees assigned duties or work hours
36
Who shall regulate outside employment of the department members?
The Fire Chief shell regulate outside employment of the department members
37
What needs to be completed it outside employment exists, and when?
If outside employment exists, employees shall complete an outside work permit in January each year
38
What happens after the employees signs the outside work permit in January of each year?
The outside work permit will be signed by the employee, reviewed and signed by the immediate supervisor, and returned to the fire department personal section. Employees, excluding executive in middle managers, shall review their outside employment status with each performance management guide or PMG. It outside employment exists, the outside work permit will be completed again at this time. The outside work permit will be signed by the employee, reviewed and signed by the immediate supervisor, and returned it to the fire department personnel section with the completed PMG
39
Who approves or disapproves the outside work permit?
The fire chief or designee will review the outside work permit and approve or disapprove the permit
40
What happens if an outside work permit is disapproved?
If the outside work permit is disapproved, the employee will have the opportunity to provide additional information in person. The decision of the Fire Chief is final.
41
What happens if an outside work permit is approved?
When approved, the employee will receive a copy and the original will be retained in the employees departmental personnel file
42
When do middle managers and executives review their outside employment status?
Middle managers and executives will review their outside employment status during their performance achievement review.
43
What does the personnel officer do with the completed executives and middle managers outside work permits?
Hey Phx officer will forward the completed executives in middle managers outside work permits to the appropriate Deputy city manager for approval. Upon return of the approved permits, A copy will be furnished to the employee. The original will be maintained in the employees fire department personnel file.
44
MP 102.05
Phoenix fire department members are required to conduct themselves in a blank manner, obeying to the blank and blank.
Can you start apartment members are required to conduct themselves in a highly self disciplined manner, obeying the city of Phoenix personal rules and policies, fire department rules of conduct, And departmental standard operating procedures.
45
What should be consulted for more information regarding disciplinary problems that may be encountered?
MP 102.05
The “supervisors manual” published by the city of Phoenix personnel department
46
MP 102.05
If supervisors have any questions concerning employee discipline, where should their questions be directed?
The department personnel section
47
MP 102.05
What is the policy of the fire department that supervisors administer discipline how?
In a corrective, progressive, and lawful manner
48
MP 102.05
How is discipline corrective?
Corrective in the sense that the supervisor and member come to an understanding about the cause and or reasons for members deficiencies, correct those deficiencies, and restore the member to a productive and positive employment status
49
MP 102.05
How is discipline progressive?
Progressive in that discipline will normally begin with a verbal reprimand Or warning and, when circumstances of separate or related incidents warrant, proceed to written reprimand, suspension without pay, devotion, and finally to dismissal. And incident of misconduct may require any of these forms of disciplinary action whether or not a lesser form has preceded the action. This would depend upon the severity of the offense
50
MP 102.05
How is discipline lawful?
Lawful in that discipline and the procedure by which it is administered does not violate city personnel rules or administrative regulations, departmental rules of conduct, the memorandum of understanding between the city and the union, departmental standard operating procedures, or the members constitutional rights
51
MP 102.05
What is the principal objective of disciplinary action?
To improve or correct performance, efficiency and morale of the member receiving discipline as well as that of the department.
52
MP 102.05
Are disciplinary proceedings and the results there of confidential?
Yes. The supervisor is responsible for maintaining this confidentiality.
53
MP 102.05
Where should all media inquiries pertaining to disciplinary actions be directed?
To the Fire Chief and or the chief of personnel.
54
MP 102.05
Are any parts of the disciplinary process public record and subject to disclosure?
Contents of a reprimand or separation notice or public record and subject to disclosure
55
MP 102.05
Who reviews a supervisors disciplinary action?
The next level supervisor
56
MP 102.05
What two things are disciplinary actions subject to?
They can’t be subject to either the grievance process or a civil-service appeal
57
MP 102.05
Who’s support should a supervisor seek prior to taking disciplinary action?
It is mandatory that supervisors seek support from their superiors prior to taking the disciplinary action
58
MP 102.05
How should supervisors feel about their disciplinary actions?
Supervisors should feel comfortable that they can support their actions in a formal review or appeal process
59
MP 102.05
When is support from supervisors extremely important within the disciplinary process?
Support from supervisors is extremely important when disciplinary action beyond a verbal reprimand is being considered.
60
MP 102.05
Who is available to provide staff support end guidance in any disciplinary action?
Department personnel section, upon request of the supervisor, is available to provide staff support and guidance in any disciplinary action
61
MP 102.05
Who shall be notified of all disciplinary action involving a probationary firefighter or firefighter trainee?
The deputy chief of the training academy
62
MP 102.05
Occasionally, supervisors will be approached by a member with personal problems who requires assistance. Many times, what will be all that is needed?
Many times, just listening and helping the members reason through the problem will be all that is needed
63
MP 102.05
When may be a member require professional assistance?
Particularly with serious alcoholic, drug, stress, marital, or financial problems, the member may require professional assistance.
64
MP 102.05
Where can a member find professional assistance for personal problems?
His help is available through the employee assistance program (referred to MP 105.01 a).
65
MP 102.05
In regards to personal problems, when a disciplinary action be necessary in addition to entering the employee assistance program?
Supervisors must be aware that when he members personal problems involving violations of city or departmental rules or policies, disciplinary action may be necessary in addition to entering the employee assistance program
66
MP 102.05
Who has the right to union representation in disciplinary actions if they so choose?
Employees who are members of bargaining units
67
MP 102.05
If a member elects to have union representation during disciplinary action, who else will be required to become involved?
The presence of a union representative will require a non-unit supervisor to become involved
68
MP 102.05
If the second level supervisor or above is directly involved in the disciplinary action and or investigation of a member represented by looking for 93, what will be told directly to the member?
The right of union representation will be told directly to the member
69
MP 102.05
What happens when a member requests not to be represented by the union in a disciplinary action and or investigation?
That request will be honored and documented
70
MP 102.05
Is legal counsel allowed for members throughout disciplinary action?
Supervisors MAY Allow legal counsel for the member in disciplinary actions resulting from alleged criminal activity. The legal counsel’s function would be to advise the member, not to answer for him or her
71
MP 102.05
In most cases, what can resolve minor job performance problems?
In most cases minor job performance problems can be resolved by the supervisor bringing the problem to the attention of the employee, and the employee making the proper modification in his or her performance.
72
MP 102.05
When is serious job performance problem is identified, the supervisor must decide whether to solve it through which four options?
Training
Employee assistance services
Non-disciplinary counseling
Disciplinary action
73
MP 102.05
Who determines the best course of action to take to resolve a serious job performance problem?
It will be the supervisor’s responsibility to make a determination as to the best course of action to take to resolve the situation. Each situation will be considered separately.
74
MP 102.05
If the Performance situation is determined to be a training problem, what will be developed for the member?
A program for improvement
75
MP 102.05
When a program for improvement is developed for a member, how many this best be accomplished?
This may best be accomplished through the use of a performance management guide report or PMG
76
MP 102.05
Within a program for improvement, if they scheduled rating is used, which sections on the form must be rated?
If I scheduled reading is used, the appropriate section or sections on the forms must be rated. If it is on the scheduled, or in the areas of the appropriate section or sections, which are unsatisfactory or require improvement, are rated.
77
MP 102.05
What must happen before any formal action is taken after any accusation of misconduct or complaint involving fire department members?
These incidents shall be thoroughly investigated
78
MP 102.05
All accusations of misconduct or complaints involving fire department members shall include notification of who?
Next level supervisor
79
MP 102.05
Why our next level supervisors notified in all accusations of misconduct or complaints?
This ensures the situation is assessed and assigned to the appropriate level of supervision necessary for the investigation
80
MP 102.05
In regards to accusation of misconduct or complaint, what is the investigation?
The investigation is a fact-finding process and supervisors must be cautioned not to make judgments until a thorough investigation is concluded
81
MP 102.05
For accusations and complaints of serious on duty misconduct, what must be completed?
An investigative report
82
MP 102.05
Accusations or complaints of criminal behavior or misconduct will be assigned by who to who For investigation?
By the personnel Chief to the Performance auditing section. Exceptions to this or some misdemeanor in fractions of the law, which will be assigned by the personnel Chief to be investigated by the appropriate supervisor.
83
MP 102.05
With an accusation or complaint of criminal behavior or misconduct, what can the Fire Chief do?
The fire chief, with approval of the city manager, has the discretion to suspend the employee with pay, or reassign an employee pending the outcome of the investigation
84
MP 102.05
Preparation of an investigative report must include what information before it will be considered complete?
Summary of the incident, summary of the police report if applicable, interviews conducted, conclusions, recommendations, and any attachments
85
MP 102.05
For an investigative report, what is the summary of the incident?
It should answer the questions who, what, where, when, why, and how. In a criminal situation, a summary of the police report will be requested through the performance auditing section
86
MP 102.05
Describe the interviews conducted portion of the investigative report
This must include the interviewee, rank and assignment, date, time, location, those present, and the information discussed. If possible, a signed statement by the interviewee should also be obtained.
87
MP 102.05
When and accused member is being interviewed, and the complaint is of a criminal nature, the members shall be advised that
One. He or she has the right to union representation
Two. The questions asked will be Marilee and specifically related to employment issues
Three. Statements will not be used against the member in criminal proceedings. If Abe subpoena is received for any of the information contained in the investigation, the city of Phoenix will use all legal resources available to quash the subpoena.
Four. Failure to cooperate is a violation of personal rule 21B16 and serves as a separate basis for disciplinary action, including dismissal
88
MP 102.05
In the investigative report, what is the conclusions section?
From the information available, the supervisor must make a determination of responsibility. Extenuating circumstances may be discussed in this section
89
MP 102.05
In the investigative report, What is the recommendations section?
The section states to recommend a disciplinary action or alternate course of action, if any
90
MP 102.05
In the investigative report, what is the attachments section?
These would be any relevant documents that the supervisor feels should be a part of the investigative report
91
MP 102.05
Where will the completed investigative report be forwarded?
The completed report shall be forwarded to the fire department personnel Chief via the appropriate division head
92
MP 102.05
Is an investigative report confidential?
Investigative report is confidential and for administrative use only. Care will be taken to maintain the confidentiality of the report
93
MP 102.05
Where should questions concerning legal issues pertaining to administrative investigations be directed?
The fire department personnel section
94
MP 102.05
There are some legal issues that all supervisors should keep in mind when conducting administrative investigations. One of those issues is in regards to answering questions related to a members duties or fitness for duty. Can a member be compelled by supervisors to answer these questions?
A member may be compelled by supervisors to answer questions that are related to his or her duties or fitness for duty. Failure to answer such questions completely and truthfully may form the basis for disciplinary action, including dismissal.
95
MP 102.05
A member under investigation should be so advised when?
Prior to and administrative interview
96
MP 102.05
In an investigation involving a criminal matter, the member should be advised of the following
He or she has the right to union representation.
The questions asked will be nearly and specifically related to employment issues.
Statements will not be used against a member in criminal proceedings. If a subpoena is received for any of the information contained in the investigation, the city of Phoenix will use all legal resources available to quash the subpoena.
Failure to cooperate his violation of personnel rule 21B16 and serves as a separated basis for disciplinary action, including dismissal.
97
MP 102.05
A legal issue that all supervisors should keep in mind when conducting administrative investigation’s is that if an attorney is permitted, and the matter is of a criminal nature, what is the attorneys function?
It is to advise the member, not to answer for him or her
98
MP 102.05
A legal issue that all supervisors should keep in mind when conducting administrative investigation’s is that What could be subject to inspection with or without a warrant?
Lockers, desks, at Cetera furnished by the fire department for the use of members are subject to inspection and, if a reasonable grounds for suspension exist, may be searched by supervisors without a search warrant. Items found may be used in a disciplinary proceedings.
99
MP 102.05
When made a member be required by a supervisor to submit a blood or urine test?
If reasonable grounds for suspension exist, a member may be required by supervisors to submit to a blood or urine test to determine whether he or she is under the influence of alcohol drugs or controlled substances while on duty. These tests must be performed under medical supervision.
100
MP 102.05
Reporting for work in what condition will not be tolerated?
Under the influence of alcohol or drugs, or any substance, which impairs in employees mental or physical capacity
101
MP 102.05
The on authorized use, sale, purchase, or possession of what at the worksite is prohibited, and shall be grounds for discipline up to and including dismissal?
Alcohol or any controlled substance
102
MP 102.05
If in employee refuses to submit to a drug or alcohol test, what will they be subject to?
Disciplinary action up to and including dismissal
103
MP 102.05
Any employee using what that may impair job performance shop report this back to his or her supervisor
Medication or prescribed drugs
104
MP 102.05
What is the supervisors obligation if there is a reasonable grounds to believe that employee is under the influence of alcohol or drugs when reporting for work or during the work shift?
The supervisor has the obligation to verify the employees condition and relieve the employee of his or her duties
105
MP 102.05
Who must be notified if an employee is under the influence during your shift?
The second level supervisor must be notified of the situation and must respond to the workstation. A union representative shall be contacted to respond in case the employee requests representation
106
MP 102.05
What liability exists if in employee is under the influence and allowed to remain working, To operate or drive vehicles or equipment on the job, or to drive a private vehicle from the worksite?
Liability to the city and to the supervisor
107
MP 102.05
When is in employee allowed to operate a vehicle including a private vehicle if they are believed to be under the influence of alcohol or drugs?
Not until the condition of the employee has been determined
108
MP 102.05
If a supervisor observes and employee who seems to be under the influence of alcohol or drugs he or she should, if practical, seek the opinion of who?
At least one additional supervisor
109
MP 102.05
What should exist before requesting the employee to take a drug screening and or blood alcohol test?
Reasonable grounds should exist
110
MP 102.05
What would be considered reasonable grounds to request an employee take a drug or alcohol screening?
Reasonable grounds would include a combination of various factors such as slurred speech, red eyes, dilated pupils, incoherence, unsteadiness on feet, smell of alcohol or marijuana emanating from the employees body, inability to carry on a rational conversation, increasing your carelessness, erratic behavior, inability to perform the job, or other unexplained behavioral changes.
111
MP 102.05
What Shall a supervisor do if reasonable grounds for a drug screening or alcohol test are observed?
The supervisors shell document these observations in writing. A copy of this document will be provided to the employee upon request
112
MP 102.05
If the supervisor determines that reasonable suspicion of impairment exists, who must the supervisor contact?
The battalion chief
113
MP 102.05
Once the supervisor contact their battalion chief in regards to an impaired employee, where will they all go?
The employee should be directed to accompany the supervisor along with the battalion chief to the OMC facility “lab express“ at 505 West McDowell, building A, during the hours of 8 AM to 5 PM. Outside of those hours, employees can be taken to OMC “Concerta Airport” at 1818 E. Sky Harbor Circle for a drug screening or blood alcohol test to determine fitness for duty.
114
MP 102.05
During any impairment screening process, when will all required releases and or forms be filled out?
All required releases and or forms will be filled out and signed by the employee at OMC before a sample is obtained
115
MP 102.05
During any impairment screening process, what will the employee be informed of in regards to the tests?
Employee should be informed that test will be conducted on city time, paid for by the city, and are part of his or her job responsibilities
116
MP 102.05
What happens if and employee refuses to take a drug screening and or blood alcohol test or sign a release of information?
They may face disciplinary action up to and including dismissal
117
MP 102.05
What happens if a drug screening and or blood alcohol test is found to be positive?
They would be verified by an additional test. OMC will ensure adequate chain of custody for sample collection and Testing.
118
MP 102.05
During an Impairment test, can and employee request an independent test?
Upon request, a separate sample will be provided to the employee for independent testing at his or her expense
119
MP 102.05
Employees who test positive or refuse the test or release of information shall be considered what?
Unfit for work, and will be relieved from duty that day
120
MP 102.05
If an employee test positive on a drug screen, are they allowed to drive home or to the hospital?
Employees should not be allowed to drive to the hospital or home
121
MP 102.05
What happens if the employee submits to the drug test and signs the release of information?
He or she will be placed on paid leave or city business until the status of the tests and the circumstances surrounding the impairment or determined
