Podcast
Questions and Answers
What is the primary objective of the performance improvement process?
What is the primary objective of the performance improvement process?
- To establish job descriptions for all members
- To correct identified work performance deficiencies (correct)
- To strictly enforce penalties for underperformance
- To redefine the duties of specialized functions
Who is responsible for establishing work performance standards for specialized functions?
Who is responsible for establishing work performance standards for specialized functions?
- All members equally
- Unit commanders
- Command officers (correct)
- Civilian employees
What must be done before measuring an employee's performance against new job requirements?
What must be done before measuring an employee's performance against new job requirements?
- Obtain approval for new job descriptions (correct)
- Implement a new performance improvement process
- Provide additional training opportunities
- Conduct an immediate performance review
What type of assistance is typically used for resolving minor work performance deficiencies?
What type of assistance is typically used for resolving minor work performance deficiencies?
What must be communicated to all members within a command?
What must be communicated to all members within a command?
What happens if work performance deficiencies persist?
What happens if work performance deficiencies persist?
What role do job descriptions play in the work performance standards?
What role do job descriptions play in the work performance standards?
Why is it important to address work performance deficiencies promptly?
Why is it important to address work performance deficiencies promptly?
What action should be taken when management practices are identified as the cause of a work performance deficiency?
What action should be taken when management practices are identified as the cause of a work performance deficiency?
What is included in a Special Review process regarding performance issues?
What is included in a Special Review process regarding performance issues?
Which of the following factors is NOT a barrier as defined in the context of disabilities?
Which of the following factors is NOT a barrier as defined in the context of disabilities?
When a member meets the established work performance standards, which of the following actions is taken?
When a member meets the established work performance standards, which of the following actions is taken?
What term describes the manner in which members manage their time and workload?
What term describes the manner in which members manage their time and workload?
What is the definition of Disability according to the provided content?
What is the definition of Disability according to the provided content?
What must happen if a member has failed to meet performance standards?
What must happen if a member has failed to meet performance standards?
What is the primary focus of Service Governance in the workplace?
What is the primary focus of Service Governance in the workplace?
What happens if a member does not progress during the Special Review?
What happens if a member does not progress during the Special Review?
Which term is used to describe the practices that oversee the working environment and task assignments?
Which term is used to describe the practices that oversee the working environment and task assignments?
What is the purpose of communicating specific work performance standards to the member?
What is the purpose of communicating specific work performance standards to the member?
What is the maximum duration for which additional review periods may be added?
What is the maximum duration for which additional review periods may be added?
Which document is generated if a member fails to meet the standard after a Special Review?
Which document is generated if a member fails to meet the standard after a Special Review?
Which level of supervisor is detailed to coordinate a Special Review?
Which level of supervisor is detailed to coordinate a Special Review?
Which condition is a necessary part of the assessment process in a Special Review?
Which condition is a necessary part of the assessment process in a Special Review?
What is the primary purpose of the TPS 955 document?
What is the primary purpose of the TPS 955 document?
What action should a supervisor take when identifying a persistent work performance deficiency?
What action should a supervisor take when identifying a persistent work performance deficiency?
When a TPS 955 is issued, what must be included with it when delivered to the member?
When a TPS 955 is issued, what must be included with it when delivered to the member?
When conducting a Special Review, what is the supervisor’s responsibility regarding documentation?
When conducting a Special Review, what is the supervisor’s responsibility regarding documentation?
What should a second-level supervisor do if management practices are determined to be the cause of a performance deficiency?
What should a second-level supervisor do if management practices are determined to be the cause of a performance deficiency?
What is the required action before initiating a Special Review?
What is the required action before initiating a Special Review?
How long must a TPS 955 remain in the unit personnel file if the member meets the standard?
How long must a TPS 955 remain in the unit personnel file if the member meets the standard?
If a member progresses towards meeting the required standard, what is the supervisor's recommended action?
If a member progresses towards meeting the required standard, what is the supervisor's recommended action?
What should be included in the discussions held during a performance deficiency meeting?
What should be included in the discussions held during a performance deficiency meeting?
Who ultimately reviews the results and recommendations after a Special Review concludes?
Who ultimately reviews the results and recommendations after a Special Review concludes?
What is a key task of the supervisor during the Special Review process?
What is a key task of the supervisor during the Special Review process?
What is the preferred response if a member is unable to meet the standard due to illness?
What is the preferred response if a member is unable to meet the standard due to illness?
What is the primary legislation that mandates the Toronto Police Service to accommodate members requiring workplace adjustments?
What is the primary legislation that mandates the Toronto Police Service to accommodate members requiring workplace adjustments?
What constitutes an act of harassment according to the Toronto Police Service's Standards of Conduct?
What constitutes an act of harassment according to the Toronto Police Service's Standards of Conduct?
What documentation is required when a supervisor identifies minor performance deficiencies for a civilian member?
What documentation is required when a supervisor identifies minor performance deficiencies for a civilian member?
Which of the following is NOT a valid reason for filing a complaint of unsatisfactory work performance?
Which of the following is NOT a valid reason for filing a complaint of unsatisfactory work performance?
What is the timeframe for conducting a Special Review after a performance deficiency has been identified?
What is the timeframe for conducting a Special Review after a performance deficiency has been identified?
What action should supervisors take if they fail to provide necessary training or equipment leading to performance deficiencies?
What action should supervisors take if they fail to provide necessary training or equipment leading to performance deficiencies?
What must a member ensure when reporting misconduct to protect themselves from reprisal?
What must a member ensure when reporting misconduct to protect themselves from reprisal?
According to the Standards of Conduct, who is primarily responsible for supervising and addressing performance deficiencies?
According to the Standards of Conduct, who is primarily responsible for supervising and addressing performance deficiencies?
Which procedure must be followed for an internal complaint against a police officer regarding unsatisfactory work performance?
Which procedure must be followed for an internal complaint against a police officer regarding unsatisfactory work performance?
Which of the following actions is an example of workplace harassment under the Ontario Human Rights Code?
Which of the following actions is an example of workplace harassment under the Ontario Human Rights Code?
For what reason must the identities of individuals involved in a misconduct disclosure be protected?
For what reason must the identities of individuals involved in a misconduct disclosure be protected?
Which of the following behaviors could lead to a complaint of unsatisfactory work performance?
Which of the following behaviors could lead to a complaint of unsatisfactory work performance?
What is the purpose of the TPS 955 form during a Special Review process?
What is the purpose of the TPS 955 form during a Special Review process?
If a member has a complaint regarding unsatisfactory work performance, which procedure provides guidance for civilian members?
If a member has a complaint regarding unsatisfactory work performance, which procedure provides guidance for civilian members?
Which ground is NOT prohibited under the Human Rights Code?
Which ground is NOT prohibited under the Human Rights Code?
What action could potentially constitute harassment under the Human Rights Code?
What action could potentially constitute harassment under the Human Rights Code?
Which of these is a protected social area under the Human Rights Code?
Which of these is a protected social area under the Human Rights Code?
What action is permissible for a supervisor when dealing with an internal complaint?
What action is permissible for a supervisor when dealing with an internal complaint?
What is required from the Service regarding accommodation for its members?
What is required from the Service regarding accommodation for its members?
Which of the following acts is considered unacceptable under the definition of harassment?
Which of the following acts is considered unacceptable under the definition of harassment?
What should a member do if they wish to report a contravention of the Human Rights Code?
What should a member do if they wish to report a contravention of the Human Rights Code?
What type of behaviour could lead to being reported for reprisals?
What type of behaviour could lead to being reported for reprisals?
Under what circumstance can complaints received from the HRTO be handled directly by a service member?
Under what circumstance can complaints received from the HRTO be handled directly by a service member?
What constitutes an act of misgendering according to the Human Rights Code?
What constitutes an act of misgendering according to the Human Rights Code?
Which behaviour is explicitly NOT considered harassment?
Which behaviour is explicitly NOT considered harassment?
Which of the following is an example of 'by omission acts'?
Which of the following is an example of 'by omission acts'?
What is NOT a reason for a member to claim reprisal according to the procedures?
What is NOT a reason for a member to claim reprisal according to the procedures?
What is strictly defined about the confidentiality of complaints?
What is strictly defined about the confidentiality of complaints?
What must a respondent record on the original document when involved in an HRTO complaint?
What must a respondent record on the original document when involved in an HRTO complaint?
Who is responsible for ensuring that the workplace is not poisoned or toxic when a member is the respondent in an HRTO complaint?
Who is responsible for ensuring that the workplace is not poisoned or toxic when a member is the respondent in an HRTO complaint?
Which action is NOT permitted for a respondent after they become aware of their involvement in an HRTO complaint?
Which action is NOT permitted for a respondent after they become aware of their involvement in an HRTO complaint?
What is the role of the Ontario Human Rights Commission (OHRC)?
What is the role of the Ontario Human Rights Commission (OHRC)?
What constitutes a poisoned or toxic environment in a workplace context?
What constitutes a poisoned or toxic environment in a workplace context?
In an HRTO complaint, who is regarded as the complainant?
In an HRTO complaint, who is regarded as the complainant?
What is one of the responsibilities of a member who is aware of a discreditable act?
What is one of the responsibilities of a member who is aware of a discreditable act?
Which of the following describes systemic discrimination?
Which of the following describes systemic discrimination?
What should a member do if they want to report misconduct anonymously?
What should a member do if they want to report misconduct anonymously?
Which of the following describes harassment under the Human Rights Code?
Which of the following describes harassment under the Human Rights Code?
What needs to happen before a supervisor can take action regarding an HRTO complaint?
What needs to happen before a supervisor can take action regarding an HRTO complaint?
Which of the following factors may contribute to a poisoned workplace environment?
Which of the following factors may contribute to a poisoned workplace environment?
What does the term 'racially biased policing' refer to?
What does the term 'racially biased policing' refer to?
What document must a respondent forward to Legal Services after receiving an HRTO complaint?
What document must a respondent forward to Legal Services after receiving an HRTO complaint?
What is the primary purpose of the TPS 987 and TPS 988 performance review documents?
What is the primary purpose of the TPS 987 and TPS 988 performance review documents?
Which section of the annual performance appraisal form involves setting future goals for members?
Which section of the annual performance appraisal form involves setting future goals for members?
What is the frequency of appraisals for probationary civilians as outlined in TPS 986?
What is the frequency of appraisals for probationary civilians as outlined in TPS 986?
Which rank does not require a probationary appraisal after promotion?
Which rank does not require a probationary appraisal after promotion?
What must be considered for a reclassification from 4th to 3rd Class Constable?
What must be considered for a reclassification from 4th to 3rd Class Constable?
How long will the original TPS 504 document be retained in the member's personnel file?
How long will the original TPS 504 document be retained in the member's personnel file?
What does Section 2 of the annual performance appraisal form include?
What does Section 2 of the annual performance appraisal form include?
What is the review process for probationary performance appraisals for constables?
What is the review process for probationary performance appraisals for constables?
What happens to former Police Constables who are rehired regarding performance appraisal?
What happens to former Police Constables who are rehired regarding performance appraisal?
What is the duration of the probationary period for newly promoted sergeants or detectives?
What is the duration of the probationary period for newly promoted sergeants or detectives?
What is not included in Section 1 of the annual performance appraisal?
What is not included in Section 1 of the annual performance appraisal?
What must Unit Commanders ensure when significant performance problems are identified?
What must Unit Commanders ensure when significant performance problems are identified?
What does the appraisal process include beyond assessment and future planning?
What does the appraisal process include beyond assessment and future planning?
Which document must probationary constables’ performance appraisals be submitted to for sign-off?
Which document must probationary constables’ performance appraisals be submitted to for sign-off?
What requirement is mandated for constables during their probationary period as promoted sergeants?
What requirement is mandated for constables during their probationary period as promoted sergeants?
What happens if a constable is the subject of a legal inquiry?
What happens if a constable is the subject of a legal inquiry?
Which of the following would NOT be considered active service time for reclassification?
Which of the following would NOT be considered active service time for reclassification?
What is the minimum time an officer must serve in the rank/classification before reclassification can take place?
What is the minimum time an officer must serve in the rank/classification before reclassification can take place?
Who must approve the recommended classification of a constable?
Who must approve the recommended classification of a constable?
How often are constables reconsidered for reclassification if their process is withheld?
How often are constables reconsidered for reclassification if their process is withheld?
What action must a Unit Commander take if they recommend withholding a constable's reclassification?
What action must a Unit Commander take if they recommend withholding a constable's reclassification?
In the case of multiple charges against a constable, what is true regarding their reclassification?
In the case of multiple charges against a constable, what is true regarding their reclassification?
What is required if a constable wishes to dispute a recommendation for withholding reclassification?
What is required if a constable wishes to dispute a recommendation for withholding reclassification?
Which document must be submitted by the Unit Commander when recommending the withholding of reclassification?
Which document must be submitted by the Unit Commander when recommending the withholding of reclassification?
What is NOT a reason for an automatic withholding of reclassification?
What is NOT a reason for an automatic withholding of reclassification?
What is the minimum duration required for a probationary sergeant to serve actively to be eligible for confirmation in rank?
What is the minimum duration required for a probationary sergeant to serve actively to be eligible for confirmation in rank?
Which appraisal form is completed by the assigned supervisory officer for probationary sergeants?
Which appraisal form is completed by the assigned supervisory officer for probationary sergeants?
What happens to the appraisal forms after the 10th month appraisal is completed?
What happens to the appraisal forms after the 10th month appraisal is completed?
What must occur if a probationary sergeant is not recommended for confirmation due to unsatisfactory performance?
What must occur if a probationary sergeant is not recommended for confirmation due to unsatisfactory performance?
How long are original appraisal forms retained in a member’s unit personnel file?
How long are original appraisal forms retained in a member’s unit personnel file?
What could withhold confirmation for a probationary sergeant during their probation period?
What could withhold confirmation for a probationary sergeant during their probation period?
Which of the following is NOT a condition that would prevent confirmation in rank for a probationary sergeant?
Which of the following is NOT a condition that would prevent confirmation in rank for a probationary sergeant?
When can constables holding the classification of 3rd and 2nd class be eligible for next higher classification?
When can constables holding the classification of 3rd and 2nd class be eligible for next higher classification?
What is the minimum period a constable must perform a policing function before reclassification?
What is the minimum period a constable must perform a policing function before reclassification?
How many performance appraisals are required for probationary sergeants during their probation period?
How many performance appraisals are required for probationary sergeants during their probation period?
What happens to a probationary sergeant who is investigated by Professional Standards?
What happens to a probationary sergeant who is investigated by Professional Standards?
What must a Unit Commander do if a probationary sergeant is charged with a criminal offense?
What must a Unit Commander do if a probationary sergeant is charged with a criminal offense?
What documentation must be completed when a probationary sergeant is not confirmed due to a leave of absence?
What documentation must be completed when a probationary sergeant is not confirmed due to a leave of absence?
What type of constables are eligible for reclassification after ninety days in a policing function?
What type of constables are eligible for reclassification after ninety days in a policing function?
What should a member do upon receiving a request for disclosure of information from a TPS 909?
What should a member do upon receiving a request for disclosure of information from a TPS 909?
What is the required action for a member who anonymously reports misconduct?
What is the required action for a member who anonymously reports misconduct?
How long must a member's appraisal form be retained in their unit personnel file?
How long must a member's appraisal form be retained in their unit personnel file?
Which group is exclusively assigned to investigate incidents involving anonymous reporting?
Which group is exclusively assigned to investigate incidents involving anonymous reporting?
What must be ensured regarding the TPS 909 after its completion?
What must be ensured regarding the TPS 909 after its completion?
What does the term 'misconduct' specifically refer to within this context?
What does the term 'misconduct' specifically refer to within this context?
In the event of a member's transfer after an appraisal has begun, what is the primary responsibility of the new supervisor?
In the event of a member's transfer after an appraisal has begun, what is the primary responsibility of the new supervisor?
Which of the following actions is prohibited for a member regarding information received from anonymous reporting?
Which of the following actions is prohibited for a member regarding information received from anonymous reporting?
What must an appraiser review before conducting an annual performance appraisal?
What must an appraiser review before conducting an annual performance appraisal?
During a performance appraisal, how many supervisors must evaluate a member?
During a performance appraisal, how many supervisors must evaluate a member?
What is a critical aspect of the performance appraisal process for all service members?
What is a critical aspect of the performance appraisal process for all service members?
Which document must be completed by constables in the Generalist Constable Development Program after each training assignment?
Which document must be completed by constables in the Generalist Constable Development Program after each training assignment?
What must accompany the performance training activity checklists during the Generalist Constable Development Program?
What must accompany the performance training activity checklists during the Generalist Constable Development Program?
How are confidentiality and protection of identities upheld during misconduct disclosures?
How are confidentiality and protection of identities upheld during misconduct disclosures?
Study Notes
Performance Improvement Process
- Aims to correct work performance deficiencies among members of the Toronto Police Service to achieve acceptable performance levels.
- Establishes mechanisms for setting standards and addressing performance that does not meet these standards.
Standards for Work Performance
- Standards based on Service Governance, Federal and Provincial Statutes, Municipal By-laws, and specific job descriptions.
- Command officers create specialized performance standards when necessary.
Duty to accommodate
- Commitment to accommodate members with disabilities as per Ontario Human Rights Code, Community Safety and Policing Act, and other laws.
- Follow Procedure 08-13 for accommodation requirements.
Human Rights Compliance
- Discrimination and harassment are illegal, with a focus on fairness in the workplace as established by the Ontario Human Rights Code.
- Members must refer to Procedure 13-14 regarding violations of Human Rights Code.
Workplace Safety
- Occupational Health & Safety Act mandates a safe work environment.
- Reference Procedures 08–11 and 08–12 for definitions and reporting of workplace violence and harassment.
Reporting Misconduct
- Members directed to report misconduct, with protections for anonymity and against reprisal defined in Procedure 13-18.
- Any retaliation against individuals reporting misconduct is prohibited.
Confidentiality of Reports
- Protections in place for the identities of individuals involved in misconduct disclosures, unless necessary for fairness.
Supervisor Responsibilities
- Supervisors must consistently identify and address performance deficiencies.
- Performance issues recorded in memorandum books or TPS 649 forms, with timelines for retention and expungement of records.
Work Performance Issues
- Unsatisfactory performance may include incompetence, quality/quantity issues, insubordination, missed deadlines, and excessive absenteeism.
- Addresses the escalation of unresolved performance deficiencies through internal conduct complaints or disciplinary processes.
Special Review Process
- Initiated when performance deficiencies persist despite corrective measures, involving management-led interviews and an action plan for improvement.
- Timeframe for Special Reviews set at 90 days, with possible extensions for extenuating circumstances.
Outcome of Special Reviews
- Successful members have records maintained for two years without further negative reports.
- Unsatisfactory outcomes result in initiation of disciplinary processes (TPS 901) based on applicable procedures.
Member and Supervisor Responsibilities during Reviews
- Members must attend meetings and acknowledge performance documentation.
- Supervisors must provide guidance for improvement, record findings, and follow up on corrective measures throughout the special review process.
Definitions and Terms
- Clarifies terms such as "Accommodation Factor," "Barrier," "Disability," and "Unsatisfactory Work Performance."
- Important for understanding the context of job performance deficiencies and related procedures.
Commitment to Human Rights
- Toronto Police Service emphasizes human rights protections in the workplace.
- Procedures for addressing alleged human rights violations are outlined, ensuring respect for all members.### Prohibited Grounds Under the Human Rights Code
- Age, ancestry, colour, race, citizenship, ethnic origin, place of origin, creed, disability, family status, marital status (including single status), gender identity, and gender expression are prohibited grounds.
- Receivers of public assistance (specific to housing), records of offences (specific to employment), sex (including pregnancy and breastfeeding), and sexual orientation are also included.
Protected Social Areas
- The main areas protected from discrimination include accommodation (housing), contracts, employment, goods, services, facilities, and membership in vocational associations and trade unions.
Harassment Definition
- Harassment is defined as a course of vexatious comments or conduct known to be unwelcome, which can manifest as a single incident or repeated actions.
Examples of Harassment
- Intolerance or promoting discourse based on prohibited grounds.
- Unwelcome comments, teasing, or jokes.
- Offensive inquiries based on prohibited grounds.
- Presence of degrading written or visual materials.
- Use of biased or stereotypical language.
- Threats, intimidation, or unwanted physical contact.
Duty to Accommodate
- The Service has a responsibility to accommodate members for reasons related to prohibited grounds, as long as it does not result in undue hardship.
Freedom from Reprisal
- Members have the right to report incidents and participate in investigations without experiencing harassment or intimidation.
- Protection extends to those making good faith reports of misconduct.
Confidentiality Obligations
- Information relating to complaints must be kept confidential by those in supervisory roles.
Human Rights Complaint Procedure
- Members may report violations through internal complaints as per designated procedures or directly to the Human Rights Tribunal of Ontario (HRTO).
- Supervisors must protect complainants and witnesses and ensure the workplace remains free from a toxic environment.
Complaints Received from HRTO
- Complaints are to be swiftly directed to Legal Services without direct engagement from individual members.
- Respondents in complaints are required to document specific details and forward relevant information to Legal Services.
Definitions
- Complainant: Individual initiating a Human Rights complaint.
- Discrimination: Any action based on prohibited grounds resulting in exclusion, denial of benefits, or imposition of burdens.
- Human Rights Tribunal of Ontario (HRTO): Agency that manages Human Rights Code complaints.
- Poisoned/Toxic Environment: A workplace atmosphere where harassment or discrimination creates hostility.
Reporting Misconduct
- Members can report misconduct anonymously through a dedicated hotline and remain protected from identifying disclosures unless required for fairness.
Performance Appraisal Process
- Annual performance reviews for police officers and civilian members assess individual responsibilities, accomplishments, and training needs.
- Reviews align with a structured appraisal form that includes assessments of past performance and future goals, stored in personnel files.
Probationary Performance Appraisals
- Special appraisal forms are designated for probationary members, evaluating their performance during the qualifying period as defined in employment contracts.### Performance Appraisal for Probationary Civilians
- Appraisals for probationary civilians are conducted using TPS 986 after 3, 6, 9, 12, and 18 months of service.
- Probationary constables progress through four ranks: 4th class, 3rd class, 2nd class, and 1st class constable.
- Assigned coach officers complete probationary performance appraisals after the first two Compressed Work Week (CWW) cycles.
Reclassification Process
- A probationary performance appraisal is required for moving from 4th to 3rd class constable based on evaluations conducted by Unit Commanders.
- Final appraisals are reviewed by the Unit Commander; satisfactory performance leads to reclassification recommendations to the Staff Superintendent.
- All appraisal records must be retained in the personnel file for five years.
Cadet Reclassification Benefits
- Cadets in the top 25% of their recruit class who pass all exams during training receive two months of service towards reclassification from 4th to 3rd class constable if performance is satisfactory.
Performance Appraisal for Former Constables
- Rehired former constables must undergo performance appraisals after completing five CWW cycles or six months of service to determine appropriate classification.
- The reclassification cannot exceed the rank held before separation, requiring approval from the Unit Commander and Staff Superintendent.
Promotion to Sergeant/Detective
- Newly promoted sergeants and detectives are on probation for one year from the promotion date; performance appraisals will be done at 3, 6, and 10 months.
- Absences due to various leaves do not count towards the probationary time served.
Appraisal Forms Management
- Appraisal forms (TPS 810) are placed in personnel files until the 10th-month appraisal is completed, after which they are submitted to the Staff Superintendent.
- Critical supervisory experiences must be documented using TPS 508 throughout the probationary period.
Confirmation and Reclassification Procedures
- Probationary sergeants who perform unsatisfactorily may revert to the rank of 1st class constable based on Unit Commander recommendations, which must notify Labour Relations.
- Confirmation in rank can be withheld for reasons such as involvement in legal inquiries, criminal charges, or being under investigation.
Reclassification Criteria for Constables
- Constables can be reclassified from 3rd to 2nd class and from 2nd to 1st class after 12 months of service, pending satisfactory performance appraisals.
- Time in light duties due to injury or absence may count towards service time if engaged in appropriate policing functions.
Withholding of Reclassification
- Reclassification may be withheld for unsatisfactory performance or if the constable is involved in investigations or charged with offenses.
- Charges or inquiries can halt reclassification until resolved, and affected constables have the right to appeal or dispute the decision.
Appeals Process
- Upon reclassification withholding, constables should notify their Unit Commander and the Toronto Police Association within 72 hours to initiate the dispute process.
Studying That Suits You
Use AI to generate personalized quizzes and flashcards to suit your learning preferences.
Description
This quiz covers the performance improvement process within the Toronto Police Service, focusing on correcting work deficiencies and establishing performance standards. It outlines the mechanisms and steps involved for members whose performance falls below expectations. Engage with the material to better understand the procedures and expectations.
