Podcast
Questions and Answers
What is a key factor in achieving informal resolution?
What is a key factor in achieving informal resolution?
- Supervisors explaining expectations adequately (correct)
- Treating employees like children
- Withholding feedback
- Discipline as the main enforcement tool
How can employees contribute to informal resolution?
How can employees contribute to informal resolution?
- Shift responsibility entirely to management
- Ignoring problems and blaming supervisors
- Resisting any form of feedback
- Taking responsibility for problem-solving (correct)
What is the suggested approach if an employee is unwilling to solve a problem?
What is the suggested approach if an employee is unwilling to solve a problem?
- Shift all responsibility to management
- Coerce the employee forcefully
- Place responsibility on the employee's shoulders (correct)
- Use discipline immediately
Which action is likely to hinder informal resolution?
Which action is likely to hinder informal resolution?
What is the compelling tool used to enforce responsibility in solving a problem?
What is the compelling tool used to enforce responsibility in solving a problem?
In informal resolution, what should supervisors do when employees face problems?
In informal resolution, what should supervisors do when employees face problems?
What are some avenues of recognition mentioned in the text?
What are some avenues of recognition mentioned in the text?
What is a key aspect mentioned in the text to receive recognition in the Fire Department?
What is a key aspect mentioned in the text to receive recognition in the Fire Department?
What is the main theme of the text regarding positive discipline?
What is the main theme of the text regarding positive discipline?
What are some programs that can be used for immediate recognition in the Fire Department according to the text?
What are some programs that can be used for immediate recognition in the Fire Department according to the text?
What is recommended for all Fire Department employees in terms of utilizing recognition programs?
What is recommended for all Fire Department employees in terms of utilizing recognition programs?
What is highlighted as a challenging aspect for both employees and supervisors when it comes to discipline?
What is highlighted as a challenging aspect for both employees and supervisors when it comes to discipline?
What is the underlying theory of positive discipline?
What is the underlying theory of positive discipline?
When does the 'Formal Process' of Positive Discipline come into play?
When does the 'Formal Process' of Positive Discipline come into play?
How are problems generally classified in the context of Positive Discipline?
How are problems generally classified in the context of Positive Discipline?
What is the purpose of the 'Informal Process' in Positive Discipline?
What is the purpose of the 'Informal Process' in Positive Discipline?
What happens if an employee fails to correct a problem?
What happens if an employee fails to correct a problem?
What is the main distinction between informal and formal processes in Positive Discipline?
What is the main distinction between informal and formal processes in Positive Discipline?
What does conduct refer to?
What does conduct refer to?
Which of the following is considered an example of poor conduct?
Which of the following is considered an example of poor conduct?
What constitutes threatening behavior according to the text?
What constitutes threatening behavior according to the text?
Which of the following is considered an act of dishonesty?
Which of the following is considered an act of dishonesty?
What does attendance relate to according to the text?
What does attendance relate to according to the text?
Which of the following behaviors would be categorized as misconduct?
Which of the following behaviors would be categorized as misconduct?
What are the three important factors the Disciplinary Algorithm requires the supervisor to consider?
What are the three important factors the Disciplinary Algorithm requires the supervisor to consider?
Why is safety considered to be of paramount importance in the Las Vegas Fire Department?
Why is safety considered to be of paramount importance in the Las Vegas Fire Department?
What is one theory related to safety in the Fire Department?
What is one theory related to safety in the Fire Department?
What questions must supervisors determine regarding employee actions?
What questions must supervisors determine regarding employee actions?
Why must supervisors consider the impact on Fire Department operations when making disciplinary decisions?
Why must supervisors consider the impact on Fire Department operations when making disciplinary decisions?
Based on the text, what must supervisors evaluate regarding an employee's absence?
Based on the text, what must supervisors evaluate regarding an employee's absence?
What should supervisors do after addressing any deficiencies in training for an employee?
What should supervisors do after addressing any deficiencies in training for an employee?
What does removing obstacles entail for an employee according to the text?
What does removing obstacles entail for an employee according to the text?
When should supervisors evaluate if any job requirements have changed since an employee's initial training?
When should supervisors evaluate if any job requirements have changed since an employee's initial training?
What may prevent an employee from doing a job properly outside of the supervisor's immediate attention?
What may prevent an employee from doing a job properly outside of the supervisor's immediate attention?
What should supervisors consider after providing an employee with necessary training?
What should supervisors consider after providing an employee with necessary training?
How can supervisors determine if a lack of training may be contributing to an employee's problem?
How can supervisors determine if a lack of training may be contributing to an employee's problem?
What is the purpose of a Disciplinary Meeting as described in the text?
What is the purpose of a Disciplinary Meeting as described in the text?
How soon after an Administrative Hearing should the decision on disciplinary action be communicated?
How soon after an Administrative Hearing should the decision on disciplinary action be communicated?
What should supervisors avoid allowing Disciplinary Meetings to turn into?
What should supervisors avoid allowing Disciplinary Meetings to turn into?
Who is responsible for making decisions on disciplinary actions after an Administrative Hearing in the Las Vegas Fire Department?
Who is responsible for making decisions on disciplinary actions after an Administrative Hearing in the Las Vegas Fire Department?
What is the purpose of documenting a Disciplinary Meeting in Section II of the LVFD Disciplinary Action Form?
What is the purpose of documenting a Disciplinary Meeting in Section II of the LVFD Disciplinary Action Form?
What happens if employees are not satisfied with the result of a Disciplinary Meeting according to the text?
What happens if employees are not satisfied with the result of a Disciplinary Meeting according to the text?
What is the supervisor advised to evaluate regarding an employee's actions?
What is the supervisor advised to evaluate regarding an employee's actions?
In Positive Discipline, what is the distinction between a minor infraction and a major infraction based on the text?
In Positive Discipline, what is the distinction between a minor infraction and a major infraction based on the text?
What is the purpose of the 'Informal Process' in Positive Discipline?
What is the purpose of the 'Informal Process' in Positive Discipline?
What does the Disciplinary Algorithm require supervisors to consider about an infraction?
What does the Disciplinary Algorithm require supervisors to consider about an infraction?
What is the main theme of the text regarding disciplinary actions?
What is the main theme of the text regarding disciplinary actions?
How should supervisors classify an infraction based on the text?
How should supervisors classify an infraction based on the text?
Why is regular, short-term feedback essential according to the text?
Why is regular, short-term feedback essential according to the text?
What will happen if an employee believes it doesn't matter if a job is done correctly?
What will happen if an employee believes it doesn't matter if a job is done correctly?
What is the consequence of unpleasant outcomes for doing a job properly or quickly?
What is the consequence of unpleasant outcomes for doing a job properly or quickly?
In Positive Discipline, what do supervisors need to consider regarding employee behavior?
In Positive Discipline, what do supervisors need to consider regarding employee behavior?
How do consequences impact both employees and organizations according to the text?
How do consequences impact both employees and organizations according to the text?
What is the main purpose of arranging consequences as mentioned in the text?
What is the main purpose of arranging consequences as mentioned in the text?
What is one of the key responsibilities of a supervisor during the Disciplinary Meeting?
What is one of the key responsibilities of a supervisor during the Disciplinary Meeting?
When must the supervisor indicate the date the disciplinary database entry was made?
When must the supervisor indicate the date the disciplinary database entry was made?
What is a significant detail that supervisors need to include regarding the action to be taken during the Disciplinary Meeting?
What is a significant detail that supervisors need to include regarding the action to be taken during the Disciplinary Meeting?
What should supervisors do if union representation was declined by the employee during the Disciplinary Meeting?
What should supervisors do if union representation was declined by the employee during the Disciplinary Meeting?
Which copy of the Disciplinary Action Form should Fire Administration forward to Human Resources in Steps 2, 3, and 4?
Which copy of the Disciplinary Action Form should Fire Administration forward to Human Resources in Steps 2, 3, and 4?
What is a specific detail that supervisors need to include regarding the effective dates of disciplinary actions?
What is a specific detail that supervisors need to include regarding the effective dates of disciplinary actions?
What should the supervisor do after all necessary information has been gathered?
What should the supervisor do after all necessary information has been gathered?
What is the primary goal of the Informal Process in Positive Discipline?
What is the primary goal of the Informal Process in Positive Discipline?
What is highlighted as an important component of an effective disciplinary program according to the text?
What is highlighted as an important component of an effective disciplinary program according to the text?
What should supervisors do when evaluating the actions of employees?
What should supervisors do when evaluating the actions of employees?
What is crucial for supervisors in Positive Discipline to have if they utilize the strategies and techniques effectively?
What is crucial for supervisors in Positive Discipline to have if they utilize the strategies and techniques effectively?
What should a supervisor do after conducting an Investigative Interview and considering the employee's response?
What should a supervisor do after conducting an Investigative Interview and considering the employee's response?
What is the first question a supervisor should ask themselves when evaluating whether disciplinary action is appropriate?
What is the first question a supervisor should ask themselves when evaluating whether disciplinary action is appropriate?
When should feedback on actions or non-action be provided to the employee according to the text?
When should feedback on actions or non-action be provided to the employee according to the text?
What level of discipline should be recommended by an employee's immediate supervisor?
What level of discipline should be recommended by an employee's immediate supervisor?
What is the importance of maintaining a neutral tone in a disciplinary meeting as per the text?
What is the importance of maintaining a neutral tone in a disciplinary meeting as per the text?
Which individual typically makes the final decision on implementing disciplinary actions in the Las Vegas Fire Department?
Which individual typically makes the final decision on implementing disciplinary actions in the Las Vegas Fire Department?
What is the supervisor's first step when a problem initially arises?
What is the supervisor's first step when a problem initially arises?
Which factor does information gathering primarily aim to accomplish?
Which factor does information gathering primarily aim to accomplish?
What does information gathering usually start as?
What does information gathering usually start as?
What should a supervisor evaluate regarding an employee's actions after a problem arises?
What should a supervisor evaluate regarding an employee's actions after a problem arises?
After information gathering, what becomes easier according to the text?
After information gathering, what becomes easier according to the text?
What is the main purpose of a conversation between the employee and supervisor during information gathering?
What is the main purpose of a conversation between the employee and supervisor during information gathering?
What are the three factors that the Disciplinary Algorithm requires the supervisor to consider?
What are the three factors that the Disciplinary Algorithm requires the supervisor to consider?
Why must supervisors assess whether an employee's action poses a safety threat according to the text?
Why must supervisors assess whether an employee's action poses a safety threat according to the text?
What is the underlying theory about safety in the Fire Department as per the text?
What is the underlying theory about safety in the Fire Department as per the text?
What do supervisors need to ascertain about an employee's absence for safety reasons?
What do supervisors need to ascertain about an employee's absence for safety reasons?
Why is it crucial for supervisors to maintain consistency in applying the Disciplinary Algorithm?
Why is it crucial for supervisors to maintain consistency in applying the Disciplinary Algorithm?
What is the role of an employee representative during meetings that involve or may likely lead to formal discipline?
What is the role of an employee representative during meetings that involve or may likely lead to formal discipline?
What should a supervisor do if an employee requests a union representative to be present during a meeting that may result in formal disciplinary action?
What should a supervisor do if an employee requests a union representative to be present during a meeting that may result in formal disciplinary action?
What should supervisors do if the employee or union disagree with the disciplinary action taken during a meeting?
What should supervisors do if the employee or union disagree with the disciplinary action taken during a meeting?
When should supervisors follow proper procedures during disciplinary meetings according to the text?
When should supervisors follow proper procedures during disciplinary meetings according to the text?
What should supervisors not fail to do when considering disciplinary action according to the text?
What should supervisors not fail to do when considering disciplinary action according to the text?
What is a key tip to assist in the communication process during coaching sessions?
What is a key tip to assist in the communication process during coaching sessions?
In the context of training, when can problems arise for employees?
In the context of training, when can problems arise for employees?
What is a recommended approach if an employee is unwilling to solve a problem?
What is a recommended approach if an employee is unwilling to solve a problem?
What should supervisors do at the conclusion of a coaching session?
What should supervisors do at the conclusion of a coaching session?
What is emphasized regarding training delivery in the text?
What is emphasized regarding training delivery in the text?
What is a key element in maintaining effective communication during coaching sessions?
What is a key element in maintaining effective communication during coaching sessions?
What is emphasized as essential for improving job performance?
What is emphasized as essential for improving job performance?
What may lead an employee to stop doing a job correctly?
What may lead an employee to stop doing a job correctly?
What should supervisors assess to ensure job performance improvement?
What should supervisors assess to ensure job performance improvement?
What is the consequence of believing that a job doesn't matter, according to the text?
What is the consequence of believing that a job doesn't matter, according to the text?
Why is arranging consequences considered important according to the text?
Why is arranging consequences considered important according to the text?
What factor ultimately influences whether an employee will do a job correctly?
What factor ultimately influences whether an employee will do a job correctly?
What is the purpose of extending the active life-span of prior disciplinary actions as described in the text?
What is the purpose of extending the active life-span of prior disciplinary actions as described in the text?
How does Rule #3 impact the handling of disciplinary actions?
How does Rule #3 impact the handling of disciplinary actions?
What is the main role of the Positive Discipline program mentioned in the text?
What is the main role of the Positive Discipline program mentioned in the text?
How does imposing progressively more serious discipline benefit the Fire Department according to the text?
How does imposing progressively more serious discipline benefit the Fire Department according to the text?
Why does ensuring documentation of prior actions is not lost play a crucial role as described in the text?
Why does ensuring documentation of prior actions is not lost play a crucial role as described in the text?
What is the significance of ensuring that the Step 1 and Step 2 actions remain active until a specific date as specified in the text?
What is the significance of ensuring that the Step 1 and Step 2 actions remain active until a specific date as specified in the text?
When can disciplinary actions be purged from Human Resource files?
When can disciplinary actions be purged from Human Resource files?
What may result in termination according to the text?
What may result in termination according to the text?
What effect does extended leave have on the active life-span of disciplinary actions?
What effect does extended leave have on the active life-span of disciplinary actions?
What is the primary purpose of termination in the context described in the text?
What is the primary purpose of termination in the context described in the text?
In what manner is the termination notice typically delivered according to the text?
In what manner is the termination notice typically delivered according to the text?
What alternative action may be considered if serious discipline is indicated but termination may not be warranted?
What alternative action may be considered if serious discipline is indicated but termination may not be warranted?
What must the next level supervisor do after being informed of a disciplinary action taken by a lower-level supervisor?
What must the next level supervisor do after being informed of a disciplinary action taken by a lower-level supervisor?
What could lead to problems when formal disciplinary action is being considered?
What could lead to problems when formal disciplinary action is being considered?
What should happen if the next level supervisor's review finds the disciplinary action inconsistent with departmental patterns?
What should happen if the next level supervisor's review finds the disciplinary action inconsistent with departmental patterns?
Why is it important for supervisors to ensure that formal disciplinary actions can withstand scrutiny?
Why is it important for supervisors to ensure that formal disciplinary actions can withstand scrutiny?
What should be done if an employee's overall disciplinary history deems the proposed action as unacceptable?
What should be done if an employee's overall disciplinary history deems the proposed action as unacceptable?
