TFD Counseling Policy Overview

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Questions and Answers

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?

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?

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?

To be responsible for their own behavior and actions. (A) Signup and view all the answers

Who is responsible for maintaining the counseling policy document for TFD?

The Deputy Chief of Administration. (A) Signup and view all the answers

According to the document, when should guidance or expectations be given during employee counseling?

Clearly communicated during the counseling session. (A) Signup and view all the answers

Which of the following best describes the TFD's approach to counseling?

Counseling is encouraged as a proactive first step to address performance issues. (A) Signup and view all the answers

Which of these actions is explicitly stated not to be the purpose of counseling?

To act as a tool for disciplinary actions for repeated serious issues. (B) Signup and view all the answers

What does the document suggest supervisors do before initiating a counseling session?

Seek counsel from an immediate supervisor or a capable officer where practical. (B) Signup and view all the answers

Which of the following is NOT an action a supervisor may take when counseling an employee?

Initiating a formal disciplinary action with suspension, without prior progressive steps. (C) Signup and view all the answers

According to the document, what should be the primary goal of a 'sit down' counseling conversation?

To assist the employee in making minor adjustments in behavior or performance. (B) Signup and view all the answers

According to the document, what should users do for related TFD-specific information?

Refer to the TFD’s policy on disciplinary actions. (D) Signup and view all the answers

Besides clearly stating their concern(s), what else should a supervisor be prepared to do during a counseling session?

To listen and learn about the employee's viewpoint. (C) Signup and view all the answers

What is the intended outcome of counseling as described in the policy?

To change the employee's behavior. (D) Signup and view all the answers

How does the document emphasize the employee's role in the counseling process?

By stating that each person is responsible for his or her own behavior or actions. (B) Signup and view all the answers

What does the document suggest about documenting a counseling session?

Documentation is advised for potential future reference as deemed appropriate by the supervisor. (C) Signup and view all the answers

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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Description

This quiz covers the TFD's counseling policy, including supervisor-led procedures and responsibilities of all personnel. It highlights the definitions of counseling and emphasizes proactive performance management. Familiarity with TFD policy 1011 (Discipline) is also necessary for understanding related information.