Podcast
Questions and Answers
According to TFD policy, what is the primary focus of counseling?
According to TFD policy, what is the primary focus of counseling?
- To initiate formal disciplinary action with the use of progressive discipline.
- To address minor behavioral problems with the intent to change behavior. (correct)
- To primarily punish employees for sub-standard behavior.
- To formally document all employee behavioral issues for disciplinary action.
What is the TFD's philosophy concerning employee performance issues?
What is the TFD's philosophy concerning employee performance issues?
- To communicate, recognize good and correct substandard performance using the lowest supervisory level possible. (correct)
- To prioritize only correcting substandard performance.
- To correct issues with progressive discipline for every infraction.
- To address issues through consistent formal disciplinary measures.
What is the primary objective of counseling as described in the document?
What is the primary objective of counseling as described in the document?
- To improve employee actions, behavior, and work performance. (correct)
- To determine employee eligibility for benefits.
- To evaluate employee aptitude for promotion.
- To impose disciplinary measures for serious misconduct.
According to the policy, what is the role of every TFD employee?
According to the policy, what is the role of every TFD employee?
Who is responsible for maintaining the counseling policy document for TFD?
Who is responsible for maintaining the counseling policy document for TFD?
According to the document, when should guidance or expectations be given during employee counseling?
According to the document, when should guidance or expectations be given during employee counseling?
Which of the following best describes the TFD's approach to counseling?
Which of the following best describes the TFD's approach to counseling?
Which of these actions is explicitly stated not to be the purpose of counseling?
Which of these actions is explicitly stated not to be the purpose of counseling?
What does the document suggest supervisors do before initiating a counseling session?
What does the document suggest supervisors do before initiating a counseling session?
Which of the following is NOT an action a supervisor may take when counseling an employee?
Which of the following is NOT an action a supervisor may take when counseling an employee?
According to the document, what should be the primary goal of a 'sit down' counseling conversation?
According to the document, what should be the primary goal of a 'sit down' counseling conversation?
According to the document, what should users do for related TFD-specific information?
According to the document, what should users do for related TFD-specific information?
Besides clearly stating their concern(s), what else should a supervisor be prepared to do during a counseling session?
Besides clearly stating their concern(s), what else should a supervisor be prepared to do during a counseling session?
What is the intended outcome of counseling as described in the policy?
What is the intended outcome of counseling as described in the policy?
How does the document emphasize the employee's role in the counseling process?
How does the document emphasize the employee's role in the counseling process?
What does the document suggest about documenting a counseling session?
What does the document suggest about documenting a counseling session?
Flashcards
Counseling Purpose
Counseling Purpose
A tool to assist employees in becoming valuable, productive assets.
Informal Counseling
Informal Counseling
Counseling that occurs spontaneously or without formal structure.
Formal Counseling
Formal Counseling
Structured one-on-one conversation intended for guidance.
Counseling vs Disciplinary Action
Counseling vs Disciplinary Action
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Prior Advice
Prior Advice
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Communication Goals
Communication Goals
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Listening
Listening
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Documentation
Documentation
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Counseling
Counseling
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TFD Personnel
TFD Personnel
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Deputy Chief of Administration
Deputy Chief of Administration
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Behavioral Responsibility
Behavioral Responsibility
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Departmental Philosophy
Departmental Philosophy
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Proactive Counseling
Proactive Counseling
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Progressive Discipline
Progressive Discipline
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Behavior Change Intent
Behavior Change Intent
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Study Notes
Counseling Policy
- This document outlines the TFD's policy on counseling all TFD employees.
- Procedures for supervisor-led counseling are included.
- This policy applies to all TFD personnel, regardless of uniform or civilian status.
- Supersedes any prior versions.
- No forms are associated with this document.
- Refer to the TFD policy 1011 (Discipline) for additional related TFD information.
Responsibilities
- The Deputy Chief of Administration is responsible for maintaining this document.
- Every TFD employee is responsible for their own behavior and actions.
Definitions
- Counseling: Typically a conversation where a supervisor addresses minor behavioral issues with an employee. Actions may include instructing, directing, correcting, re-training, commanding, encouraging, motivating or advising to correct the behavior. Documentation is not mandatory.
Rules
- Departmental Philosophy: Employee performance issues should be addressed proactively to resolve problems before they escalate. Excellent performance should be recognized and addressed, poor performance corrected at lower supervisory levels. Progressive discipline to be used as appropriate.
- Departmental Approach: Counseling is a proactive step, often used for early performance management. It helps to improve performance proactively rather than reacting to already serious issues. Counseling is informal or formal to help address issues and expectations. The disciplinary process is not counseling, and reserved for more serious issues only.
Procedures for Supervisors Conducting Counseling
- Seek advice from a superior or experienced officer, if practical.
- Select an appropriate time and place for the conversation to facilitate a discussion.
- The goal of counseling is making minor adjustments in behavior or performance rather than immediately enforcing disciplinary measures.
- Clearly communicate concerns, provide advice and/or expectations.
- Actively listen to understand the employee's perspective.
- Inform the employee that they are responsible for their actions.
- Document the counseling as needed by the supervisor.
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