34 Questions
What is the purpose of the Personnel Early Intervention System?
To provide additional training, counseling, or assistance to employees with underlying problems
Why is a comprehensive early intervention system considered essential?
To prevent negative behaviors from escalating
What does the Personnel Early Intervention System primarily focus on identifying?
Employees with underlying problems
Why is it important for the agency to identify members experiencing problems?
To provide them with additional support to prevent escalation
What type of situations can easily escalate and become a danger according to the text?
Allegations of misconduct
Which employees does the Personnel Early Intervention System aim to support?
Employees facing multiple incidents involving discipline or misconduct
What is the main purpose of early identification of potential problem employees according to the text?
To increase agency accountability and help employees align with the agency's values.
In terms of employee conduct monitoring, what is NOT the intention of the agency's policy?
To place individual liability on those who fail to identify problematic behavior.
Who are highlighted as crucial elements to a successful Early Intervention System in the text?
First and second level supervisors.
Which behavior is mentioned in the text as a potential problem observed by first and second level supervisors?
Excessive tardiness.
What actions may first and second level supervisors take when observing potential problems with an employee's job performance?
Document the issues observed and provide intervention.
What is the responsibility of first and second level supervisors in an Early Intervention System?
Work with individual employees daily and document possible problems.
What is the goal of the program mentioned in the text? (LAMP)
To provide consultation, treatment, and rehabilitation services to prevent employee conditions from worsening
How can an employee be referred to the program? (LAMP)
By self-referral or supervisory referral
What happens if an employee contacts the LAMP Team for assistance?
The supervisor will not know unless the employee chooses to inform him/her
What can be inferred about an employee's right to discontinue participation in LAMP?
The employee has the right to discontinue at any time
How does participation in LAMP impact job performance?
Participation in LAMP does not substitute for improved job performance
What assurance do employees have when self-referring to LAMP?
Their job security, promotional opportunities, and reputation will not be jeopardized
When shall an employee evaluation with an overall rating of 'Below Standard' be copied and forwarded to the Office of Professional Standards?
Immediately upon receipt by Human Resources
Under what circumstances should an early intervention review be initiated for an employee?
If the employee has exhibited concerning behavior affecting mental stability
What action should a supervisor take if they wish to initiate an early intervention review based on concerning behavior of an employee?
Verbally and in writing notify their Bureau Chief with reasons
What is the purpose of an early intervention review according to the text?
To identify and address potential problems facing the reviewed employee
What should be included in the written notification to the involved employee's Bureau Chief upon initiation of a review?
Documentation of incidents that triggered the review
What kind of training may be offered as part of remedial action according to the text?
Cultural diversity training
Under what circumstances would counseling be considered as part of remedial action?
Marital and family problems
'Limited or administrative duty' is mentioned in relation to which form of action?
Heightened supervision
'Policy review' as part of remedial action would involve:
Reviewing organizational policies and procedures
'Fitness-for-Duty evaluation' would primarily assess:
Employee's overall fitness to perform their job duties
What is the primary responsibility of supervisory personnel according to the text?
Identifying job performance problems
What should a supervisor do in case of documented deteriorating job performance?
Take appropriate action
When should a referral for assistance be made according to the text?
At the employee's request and/or based on unsatisfactory job performance
What should supervisors refrain from doing as mentioned in the text regarding employee problems?
Making judgments or diagnosis about the employee's issues
What is the role of the supervisor in identifying problems?
Identifying job performance problems specifically
Why should supervisors use caution and discretion in identification according to the text?
To prevent misjudgments and preserve confidentiality
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