EPE

<p>Regularly producing superior results or making major contributions (D)</p> Signup and view all the answers

<p>January 1st to March 4th (C)</p> Signup and view all the answers

<p>60-70% (C)</p> Signup and view all the answers

<p>Refer to HFD Administration Guideline I-30 (D)</p> Signup and view all the answers

<p>Two EPEs are required, one for the prior position and one for the new position (A)</p> Signup and view all the answers

<p>To assess performance in the new role following a promotion. (A)</p> Signup and view all the answers

<p>An evaluation covers specific time frames only once. (D)</p> Signup and view all the answers

<p>During the standard evaluation period to record extraordinary performances. (D)</p> Signup and view all the answers

<p>Needs Improvement (A)</p> Signup and view all the answers

<p>Unacceptable (C)</p> Signup and view all the answers

<p>It is an annual assessment from January 1st through December 31st. (B)</p> Signup and view all the answers

<p>It is the level of supervision above the evaluator. (B)</p> Signup and view all the answers

<p>Relevance (C)</p> Signup and view all the answers

<p>Innovation &amp; Creativity (D)</p> Signup and view all the answers

<p>A quantifiable target indicating required task performance levels. (D)</p> Signup and view all the answers

<p>Senior officers who have supervisory roles. (D)</p> Signup and view all the answers

<p>The reason for rating and performance suggestions (B)</p> Signup and view all the answers

<p>Review it and analyze available information. (A)</p> Signup and view all the answers

<p>3 (D)</p> Signup and view all the answers

<p>Novelty (C)</p> Signup and view all the answers

<p>Frequently throughout the evaluation process (D)</p> Signup and view all the answers

<p>Emphasizing behavioral patterns over one-time events (B)</p> Signup and view all the answers

<p>To determine if the evaluator has personal biases (A)</p> Signup and view all the answers

<p>Including a recent one-time incident that is not part of a pattern (A)</p> Signup and view all the answers

<p>To prevent surprises during the final evaluation (B)</p> Signup and view all the answers

<p>Ensuring that all aspects of performance are monitored and documented (B)</p> Signup and view all the answers

<p>They provide clarity and support for performance assessments (A)</p> Signup and view all the answers

<p>It provides context that impacts the evaluation of performance (D)</p> Signup and view all the answers

<p>Only if they occur multiple times throughout the period (D)</p> Signup and view all the answers

<p>Review the EPE with the member (A)</p> Signup and view all the answers

<p>The Deputy Chief (A)</p> Signup and view all the answers

<p>Forward it to the HFD Records Section (A)</p> Signup and view all the answers

<p>Supervisory Factors (B)</p> Signup and view all the answers

<p>Fire Chief Regulations (B)</p> Signup and view all the answers

<p>Conducting occupancy inspections (A)</p> Signup and view all the answers

<p>Three components including Mandatory Factors (C)</p> Signup and view all the answers

<p>To ensure compliance with laws (D)</p> Signup and view all the answers

<p>Write clear and measurable job duties and standards (A)</p> Signup and view all the answers

<p>Effort (D)</p> Signup and view all the answers

<p>Job-specific behaviors (C)</p> Signup and view all the answers

<p>Documenting all reasons supporting evaluations (A)</p> Signup and view all the answers

<p>The employee in the job role (B)</p> Signup and view all the answers

<p>It determines how performance is evaluated. (A)</p> Signup and view all the answers

<p>Indicate a minimum of four job duties (B)</p> Signup and view all the answers

<p>Challenging, achievable, measurable, and observable (C)</p> Signup and view all the answers

Characteristics, traits, or actions required for a job.

Process of recognizing problems, analyzing information, and making effective decisions.

A change in job classification with a salary increase.

The time covered by an evaluation.

Higher level of supervision that reviews an employee's evaluation.

Annual period for evaluations, from January 1st to December 31st.

A measurable goal that defines how well a task needs to be performed.

Extra evaluations done outside the standard period, for special situations.

A performance evaluation completed for an employee after they have been promoted to a new role.

An evaluation that occurs every year for all firefighters, regardless of promotion.

This is a detailed performance evaluation that covers a specific rating period. It includes aspects like performance, areas for improvement, and recognition.

A rating given when an individual consistently meets the established standards for their role. This is the most common rating given.

A rating given when an individual exceeds expectations and demonstrates significant value to their role. This is given to a smaller percentage of employees.

A rating given to individuals who consistently exceed expectations, make significant contributions, and demonstrate exceptional performance. This is given to a very small percentage of individuals.

This section of the EPE focuses on the overall performance of the individual. It includes information about their skills, abilities, and overall contributions to the team.

The time covered by an evaluation, typically a year.

A measurable goal or benchmark used to evaluate job performance.

Observations and comments made during an evaluation should be focused and specific to the employee's job duties.

An evaluation must consider all aspects of an employee's performance fairly, avoiding bias or favoritism.

All relevant information regarding an employee's performance must be documented thoroughly.

A formal conversation between a supervisor and an employee to discuss performance, including areas for improvement.

An employee whose performance consistently falls short of expectations, leading to potential disciplinary actions.

An employee whose performance is above average and meets job requirements exceeding expectations.

Evaluating each employee fairly by using the same standards and criteria for everyone.

Documenting both positive and negative aspects of an employee's performance thoroughly, ensuring a full picture of their work.

Focusing on actual actions and results achieved, not subjective opinions or feelings.

Addressing issues promptly as they arise, preventing surprises during final evaluations.

Evaluating an employee's entire performance period, not just isolated incidents or recent events.

Taking into account any unusual circumstances that might have affected an employee's performance, such as obstacles or extra responsibilities.

Using specific details and examples to clarify positive and negative observations, making the evaluation clear and detailed.

Using objective information and examples to support evaluations, making them fairer and easier to understand.

The first stage of the EPE process where the employee's supervisor reviews the evaluation with them.

The specific requirements and knowledge needed for inspection teams, such as building codes, city ordinances, and state laws.

The process of inspecting buildings and businesses to ensure they meet safety standards.

Creating and maintaining documentation related to inspections, including notices and citations.

The process of informing violators about code violations and issuing citations.

The way to write clear and measurable job duties and standards. It combines what's done, how it's done, and how well it's done.

The four key elements used to measure how well a task is performed: quantity, quality, cost, and time.

The amount of a task that needs to be completed to meet the standard.

The level of quality required to meet the standard.

The financial resources needed to complete a task to the required standard.

The amount of time needed to complete a task to the required standard.

The process of documenting the specific tasks and responsibilities of a job.