Professional Oversight - Job Performance Interview & Recognition

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Questions and Answers

What must happen if an employee refuses to sign OPD Form 13?

The employee commits 'Disobedience of Orders.' (correct)

The employee's performance review will be delayed.

The employee will receive a verbal warning.

The matter will be escalated to the Human Resources Department.

Where will the original OPD Form 13 be maintained after routing?

In the City of Omaha finance department.

In the employee's OPD Personnel Unit File at OPD Central Headquarters. (correct)

In the employee's personal file.

In the Professional Oversight Bureau's archive.

What is the purpose of a Job Performance Recognition (JPR) document?

To recognize positive work-related performance and feedback. (correct)

To replace the need for a formal appraisal.

To process disciplinary actions against employees.

To document all types of employee feedback, both positive and negative.

What detail must be included in the JPR according to the duties and responsibilities?

Specific, accurate, and factual positive job performance. (A) Signup and view all the answers

If a JPI is older than one year, what is required for it to be removed from consideration?

It is the employee's responsibility to request removal. (A) Signup and view all the answers

Who must the original JPR be forwarded to after completion?

The Executive Services Bureau Deputy Chief via the chain of command. (A) Signup and view all the answers

What happens to any JPI issued to an employee after one year?

It cannot be used to show behavioral or performance patterns. (C) Signup and view all the answers

What type of feedback is specifically documented in a JPR?

Positive work-related performance issues. (A) Signup and view all the answers

What is the main purpose of the Job Performance Interview (JPI) Form?

To document discussions about unacceptable job performance (D) Signup and view all the answers

Which of the following is true regarding the duties of a supervisor conducting a JPI?

Supervisors must monitor performance and take timely corrective action (C) Signup and view all the answers

What must be included when documenting a Job Performance Interview?

Specific observations of the employee's behavior and proposed solutions (B) Signup and view all the answers

How should discrepancies reported by another person be handled in a JPI?

They should be documented and attached if possible (B) Signup and view all the answers

What is the significance of the employee signing OPD Form 13 at the completion of the interview?

It indicates the employee understands the expectations and discussion (C) Signup and view all the answers

What differentiates a Job Performance Interview (JPI) from a Job Performance Recognition (JPR)?

JPI documents negative performance while JPR recognizes positive actions (A) Signup and view all the answers

What is a necessary action a supervisor should always take following a JPI?

Identify and document a specific improvement plan (B) Signup and view all the answers

In which situation would a supervisor be required to issue a JPI without additional documentation?

When directed by the Pursuit Review Committee (PRC) or similar body (C) Signup and view all the answers

Study Notes

Omaha Police Department Job Performance Policy

Policy: The Omaha Police Department (OPD) uses Job Performance Interview (JPI) forms (OPD Form 13) for documenting unacceptable employee performance and failures to follow instructions. Job Performance Recognition (JPR) forms (OPD Form 13A) document positive performance.
JPI Purpose: The JPI documents unacceptable performance and lack of adherence to job instructions, confirming the employee is aware of the issue. It also provides a method to recall details of past poor performance.
Supervisor Duties: Supervisors monitor subordinate performance and take timely corrective action when problems arise. Initial contact is with the employee, documented using a JPI.
JPI Content: JPIs must be specific, accurate, factual, and identify solutions. If reported by someone else, the written communication should be attached. The JPI should include observations, employee explanation, suggested improvements, and an agreed-upon improvement plan. Note that documentation is not required if requested by other departments as defined in the policy.
JPI Routing: The original JPI goes to the Professional Oversight Bureau (POB) Deputy Chief, then the OPD Personnel Unit, and is kept in the employee's file at OPD Central Headquarters. A copy is given to the employee. JPIs older than one year are not to be used to document behavioral or performance patterns.
Job Performance Recognition (JPR): The JPR (OPD Form 13A) documents positive work-related performance or positive public feedback not reaching formal recognition level.
JPR Content: JPRs are specific, accurate, factual, and identify positive job performance, with observations recorded. If reported by someone other than the supervisor, that communication will be included.
JPR Routing: The original JPR goes to the Executive Services Bureau (ESB) Deputy Chief, then the POB, then Personnel Unit, and is kept in the employee's file at OPD Central Headquarters. A copy is given to the employee.
Disobedience of Orders: Employees who refuse to sign an OPD Form 13 are in violation of OPD policy.

References

Previous OPD General Orders: #82-88, 69-89, 3-18, and 13-19 are referenced.
Accreditation Standards: CALEA accreditation standard 26.1.4 is applicable.
Other: The Omaha Police Officers' Association Collective Bargaining Agreement applies to this policy.

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Description

This quiz covers the Omaha Police Department's policies regarding job performance documentation. It includes the purpose of Job Performance Interviews (JPI) and the responsibilities of supervisors in managing employee performance. Understand how JPI and JPR forms are utilized to document both unacceptable and positive performance.