EMPLOYEE PERFORMANCE REVIEW FR-A-104

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According to Policy EMPLOYEE PERFORMANCE REVIEW FR-A-104 Who is responsible for ensuring all Employee Performance Reviews are completed and submitted on time?

District Chief or Section Manager

Who is considered the Supervisor for all Fire Rescue personnel working at a Fire Station?

Operational Captains

Who may hold an additional employee performance review conference with the employee to discuss their performance in detail?

EMS Captains

Who shall forward a list of all annual and 12-month probationary period Employee Performance Reviews that are due, to the employee’s District Chief or Section Manager at the beginning of each month?

Compliance Officer

When should the 4 Month Employee Performance Review (EPR) be completed for an employee with a changed classification or assignment?

Prior to the completion of the fourth (4th) month of the employee’s new assignment or classification

When should a Special Employee Performance Review be initiated for an employee in a temporary duty position/assignment for six (6) months or more?

Prior to the employee returning to their permanent position

In the case of promotions, what recommendation can be included on the 4 Month Employee Performance Review (EPR)?

A recommendation for permanent status or a recommendation for an extension of two (2) months

Who should complete the 4 Month Employee Performance Review (EPR) for an employee with a changed classification or assignment?

The employee’s new Supervisor

What should supervisors do in accordance with Professional Development and Employee Development policies?

Provide periodic positive and negative feedback

When must Employee Performance Reviews be signed?

After the performance review conference

What does the employee's signature on the review indicate?

The review was read and the conference occurred

How are signed reviews submitted to the next-level supervisor?

Emailed using the 'My Evaluations' section of Target Solutions

What action are supervisors not allowed to take after the employee reviews and signs the Employee Performance Review?

Alter the Employee Performance Review

What can bargaining unit employees do if they disagree with the performance rating?

File a grievance, with limitations on taking it to arbitration

When should Permanent status Bargaining Unit personnel receive an annual Employee Performance Review?

On or before the anniversary of their hire date or last promotion

What are the consequences for employees receiving an unacceptable or needs improvement rating?

Effective step increase rescinded and may have to reimburse Fire Rescue

How long must employees work within a one-year rating period to have their performance accurately rated?

At least four months

What consequences may probationary firefighters and other appropriate bargaining unit personnel face based on performance reviews?

Probationary status, loss of assignment, or termination

Who is responsible for ensuring all Employee Performance Reviews are completed and submitted on time?

District Chief or Section Manager

Who should be consulted for all Employee Performance Reviews on employees they directly oversee?

Lieutenants

Who shall be responsible for ensuring timely notification occurs to all Supervisors?

District Chief or Section Manager

Who may hold an additional employee performance review conference with the employee to discuss their performance in detail?

EMS Captains

Who is considered the Supervisor for all Fire Rescue personnel working at a Fire Station?

Operational Captains

Who should forward a list of all annual and 12-month probationary period Employee Performance Reviews that are due, to the employee’s District Chief or Section Manager at the beginning of each month?

Compliance Officer

Who should complete the 4 Month Employee Performance Review (EPR) for an employee with a changed classification or assignment?

Supervisor

When should Permanent status Bargaining Unit personnel receive an annual Employee Performance Review?

Annually

What should supervisors do in accordance with Professional Development and Employee Development policies?

Follow the policies

How are signed reviews submitted to the next-level supervisor?

Through the Compliance Officer

When should a Special Employee Performance Review be initiated for an employee in a temporary duty position/assignment for six (6) months or more?

At the end of the temporary duty position/assignment

When should Permanent status Bargaining Unit personnel receive an annual Employee Performance Review?

At the end of the twelve-month period

When should the 4 Month Employee Performance Review (EPR) be completed for an employee with a changed classification or assignment?

Before the completion of the fourth (4th) month of the employee’s new assignment or classification

Who should complete the 4 Month Employee Performance Review (EPR) for an employee with a changed classification or assignment?

The employee’s new Supervisor

What recommendation can be included on the 4 Month Employee Performance Review (EPR) in the case of promotions?

Permanent status recommendation or a recommendation for an extension of two (2) months

What can be included on the 4 Month Employee Performance Review (EPR) for an employee in a rotation program or temporary duty position/assignment for six (6) months or more?

A Special Employee Performance Review

What must the employee’s supervisor recommend on the Employee Performance Review prior to the end of the twelve (12) month period for probationary employees?

Permanent status or termination

Who is responsible for ensuring all Employee Performance Reviews are completed and submitted on time?

The employee's Supervisor

What should be documented on the “2 Month Employee Performance Review (EPR) Extension” in the case of an extension for a probationary employee?

The reason for the extension

How are signed Employee Performance Reviews submitted to the next-level supervisor?

Through the designated HR representative

What should be included on the “2 Month Employee Performance Review (EPR) Extension” if an extension is warranted for a probationary employee?

The reason for the extension

What is the purpose of the employee's signature on the review?

To indicate that the review was read and the conference occurred

When should Permanent status Bargaining Unit personnel receive an annual Employee Performance Review?

On or before the anniversary of their hire date or last promotion

What can bargaining unit employees do if they disagree with the performance rating?

File a grievance with limitations on taking it to arbitration

What are the consequences for employees receiving an unacceptable or needs improvement rating?

Documentation, subsequent special review, notification to command staff, and payroll notification

What action are supervisors not allowed to take after the employee reviews and signs the Employee Performance Review?

Alter the Employee Performance Review

What must employees do to have their performance accurately rated within a one-year rating period?

Work at least four months

What is the consequence for probationary firefighters and appropriate bargaining unit personnel based on performance reviews?

Probationary status, loss of assignment, or termination

How are signed reviews submitted to the next-level supervisor?

Emailed using the 'My Evaluations' section of Target Solutions

What should supervisors provide to employees in accordance with Professional Development and Employee Development policies?

Periodic positive and negative feedback

Who is responsible for ensuring all Employee Performance Reviews are completed and submitted on time?

The District Chief or Section Manager

Study Notes

Employee Performance Review Process in Fire Rescue Department

  • Three goals are identified in the "Recommended Attainable Goals for Employee for Next Rating Period" section of the Employee Performance Review.
  • Supervisors should provide periodic positive and negative feedback to employees in accordance with Professional Development and Employee Development policies.
  • Employee Performance Reviews must be signed by both the employee and the Supervisor after the performance review conference.
  • Employee's signature on the review does not imply concurrence but indicates that the review was read and the conference occurred.
  • Signed reviews are emailed to the appropriate next-level supervisor using the "My Evaluations" section of Target Solutions.
  • Supervisors are not allowed to alter the Employee Performance Review after the employee reviews and signs it.
  • Bargaining unit employees can file a grievance over the performance rating, with limitations on taking it to arbitration.
  • Unacceptable or needs improvement reviews require documentation, subsequent special review, notification to command staff, and payroll notification.
  • Permanent status Bargaining Unit personnel shall receive an annual Employee Performance Review on or before the anniversary of their hire date or last promotion.
  • Employees receiving an unacceptable or needs improvement rating will have the effective step increase rescinded and may have to reimburse Fire Rescue.
  • Employees must work at least four months out of each one-year rating period to have their performance accurately rated.
  • Probationary firefighters and other appropriate bargaining unit personnel may face probationary status, loss of assignment, or termination based on performance reviews.

Employee Performance Review Process in Fire Rescue Department

  • Three goals are identified in the "Recommended Attainable Goals for Employee for Next Rating Period" section of the Employee Performance Review.
  • Supervisors should provide periodic positive and negative feedback to employees in accordance with Professional Development and Employee Development policies.
  • Employee Performance Reviews must be signed by both the employee and the Supervisor after the performance review conference.
  • Employee's signature on the review does not imply concurrence but indicates that the review was read and the conference occurred.
  • Signed reviews are emailed to the appropriate next-level supervisor using the "My Evaluations" section of Target Solutions.
  • Supervisors are not allowed to alter the Employee Performance Review after the employee reviews and signs it.
  • Bargaining unit employees can file a grievance over the performance rating, with limitations on taking it to arbitration.
  • Unacceptable or needs improvement reviews require documentation, subsequent special review, notification to command staff, and payroll notification.
  • Permanent status Bargaining Unit personnel shall receive an annual Employee Performance Review on or before the anniversary of their hire date or last promotion.
  • Employees receiving an unacceptable or needs improvement rating will have the effective step increase rescinded and may have to reimburse Fire Rescue.
  • Employees must work at least four months out of each one-year rating period to have their performance accurately rated.
  • Probationary firefighters and other appropriate bargaining unit personnel may face probationary status, loss of assignment, or termination based on performance reviews.

Test your knowledge of the Employee Performance Review Process in the Fire Rescue Department with this quiz. Explore the key goals, feedback procedures, review signing protocols, and consequences for different performance ratings.

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