HPMS 10.10 PERFORMANCE APPRAISAL MANUAL and 9.1 EMPLOYEE RELATIONS MANUAL, MOU Flashcards Preview

North Sac Sgt Study ?s > HPMS 10.10 PERFORMANCE APPRAISAL MANUAL and 9.1 EMPLOYEE RELATIONS MANUAL, MOU > Flashcards

Flashcards in HPMS 10.10 PERFORMANCE APPRAISAL MANUAL and 9.1 EMPLOYEE RELATIONS MANUAL, MOU Deck (94)
Loading flashcards...
1

When an employee decides to file a grievance or complaint, it should be filed on either a CHP ___, Employee Grievance/Complaint or a STD ___, Employee Contract Grievance; or union equivalent.

CHP 94, STD 630

2

True or False: If an employee has an active grievance/complaint in process and transfers or promotes to a new command, the complaint shall be deemed inactive and closed.

False. There are occasions when an employee transfers or promotes to another command and has an active grievance/complaint in process. In such
circumstances, copies of the grievance/complaint documents shall be sent to
the new command, apart from the field folders, and shall be handled according
to the procedures set forth herein.

3

How many levels are there in the grievance/complaint process?

Answer- 5
Informal Level. This level requires an informal discussion between the
immediate supervisor and grievant/complainant and/or their representative.

Level 1. Area/section commander. In those cases where the employee’s immediate supervisor is also the Area or section commander, the formal
grievance/complaint shall initially be filed at Level 2.

Level 2. Division commander. In those cases where the employee’s
immediate supervisor is also the Division commander, the formal
grievance/complaint shall initially be filed at Level 3.

Level 3. Office of the Commissioner. This is the last level of appeal for
represented employee complaints.

Level 4. Director of the California Department of Human Resources. This
is the last level of appeal for excluded employee grievances.

4

An employee’s Compensating Time Off (CTO) balance shall not be reduced more than ____ hours per month or more than what is necessary to keep the employees’ balance below 480 hours.

24 hours

5

You are the A Watch Sergeant in North Sac and Officer Boot submits two short notice court cancellation 415’s for the same day. One appearance was at 9am and the other was at 12pm. How would you respond?

Inform Officer Boot that in no event shall an employee earn more than one (1) $50 short notice court cancellation fee in the same day except when the beginning of the second call back would have been more than six hours from the completion of the first call back period.

6

You are the A Watch Sergeant in North Sac and Officer Boot informs you that there was a payroll error and he was over paid by $500.00. Officer Boot tells you that he spent the money and cannot repay it and he would like to use sick leave credits. How would you respond?

Inform Officer Boot that by mutual agreement only leave credits may satisfy the overpayment.

7

The supervisor ____ record the percentage of collision reports completed by the officer during the month within the eight-day completion time frame.

Shall

8

True or False: If a permanent officer elects to transfer is a CHP 118 required to be completed and forwarded to the officers’ new command?

False, A transfer CHP 118 is not required to be prepared.
10.10, 9.1, MOU

9

Which of the following statements is correct? (10.10 / 3-6)
A.* Each officer’s CHP 100 should be reviewed by the immediate supervisor, promptly after the 15th of the month and again after the last day of the calendar month.
B. Each officer’s CHP 100 shall be reviewed by the supervisor, promptly after the 15th of the month and again after the last day of the calendar month.

Each officer’s CHP 100 should be reviewed by the immediate supervisor, promptly after the 15th of the month and again after the last day of the calendar month.

10

How many critical tasks have been identified as essential to performing the job as a Sergeant? (10.10 / 4-27)

10

11

Officers have how many critical tasks on the California Highway Patrol 100 and 118? (10.10 / 3-6, 3-7)

9

12

True or False. When an employee representative is acting in that capacity, he/she is considered to be on equal ground with management. (9.1 / 4-4)

true

13

Which of the following statements is correct? (9.1 / 2-6)

When there is a conflict between departmental policy and the provisions of a negotiated contract, departmental policy will normally be controlling.

When there is a conflict between departmental policy and the provisions of a negotiated contract, the contract shall be controlling.

When there is a conflict between departmental policy and the provisions of a negotiated contract, the contract shall be controlling.

14

When Departmental policy conflicts with a contract, the provisions of the contract (should / shall) prevail. (HPM 9.1 / 5-3)

shall

15

Which of the following is not a specialty pay position? (9.1 / 14-4)
motorcycle position
pilot or flight position
bilingual position
canine position


canine position

16

A representative (must / should / shall) also obtain permission from his/her _______________ to engage, during working hours, in business relating to representational matters. (9.1 / 5-3)

must / supervisor

17

Regarding Bulletin Boards; Any materials posted (may be / should be / shall be) dated and initialed by the organizational representative, with a copy of all materials (may be / should be / shall be) provided to the commander or his/her designee at the time of posting. (9.1 / 5-24)

shall be, shall be

18

If the organization representative refuses to withdraw the material posed, who retains the final authority for removal? (9.1 / 5-4)

Management

19

Of the 21 state bargaining units, how many managed by the Department?

12

20

What does SEERA stand for and what was it renamed?

State Employer-Employee Relations Act, renamed the Ralph C. Dills Act.

21

What is the Dills Act?

It is a series of government codes which govern collective bargaining

22

If there is a conflict between policy and the contract, which is controlling?

The contract in all circumstances

23

An association rep has the right to vigorously act to represent the employee. While acting in that capacity, the rep is on equal ground with management. T/F

(HPM 9.1, 3-3, 3c)

True.

24

If a rep requests to engage in representational matters during work hours, is it a may/should/shall that it be granted?

It Shall be granted promptly unless his absence would interfere with efficient operations. If denied, an alternate time will be arranged.

25

A rep desiring access to a work location must do what?

Permission must be requested from the commander stating the purpose and it must be requested a reasonable amount of time prior to the intended visit.

26

A rep must obtain permission from who prior to engaging in Area rep matters during regular work hours?

The immediate supervisor

27

May access to a work location be denied to a rep who is requesting to conduct representational business while on duty?

It may be denied or delayed for reasons including safety, security, work load requirements, or other legitimate circumstances.

28

May the association use Area bulletin boards and if yes, what needs to be done prior to posting anything?

Yes, to post certain notices. The rep must date and initial the material and a copy must be given to the commander/designee at the time of posting.

29

What is the objective of the performance appraisal process?

To ensure that performance at least meets Departmental standards and to develop the performance of all employees to full potential.

30

What is each supervisor’s responsibility in regards to HPM 10.10?

To review the information contained in this manual and rating subordinate job performance based on the standards provided.