Deck 8: Performance Appraisal-The Key to Police Personnel Development

Question 1

Police managers are becoming sensitive to the fact that numerical strength does not guarantee quality service from line officers. Quality is much more likely to be determined by

A) Intelligence and ability of the police department's human resources
B) Skills and experience of the police department's human resources
C) Integrity and dedication of the police department's human resources
D) All of the above

Answer 1

D

Question 2

Based on modern management theory, personnel development

A) Occurs during the first three months an officer joins the police department
B) Occurs during the first year in which an officer joins the police department
C) Is an ongoing process that begins when an officer joins the police department and continues throughout his or her career
D) Does not really occur

Answer 2

C

Question 3

Evaluation of performance appraisal is typically the responsibility of

A) The informal leaders
B) Other line officers
C) First-line supervisors
D) Upper management

Answer 3

C

Question 4

The most important elements of performance appraisal include all but which of the following characteristics?

A) They are job-centered
B) They are clear and simply stated
C) They are objective as well as subjective
D) They are observable

Question 5

Methods of appraisal include all but which of the following?

A) Graphic rating scale
B) Critical incident method
C) Management by objectives
D) Total quality management

Question 6

According to the text, the most common error in rating police personnel is the

A) Error of leniency
B) Error of central tendency
C) Error of contrast
D) Error of bias

Question 7

When the supervisor allows just one outstanding characteristic or critical incident to shape the overall rating, the supervisor is guilty of the

A) Error of leniency
B) Error of central tendency
C) Halo effect
D) Error of bias

Question 8

When supervisors judge officers based on their own expectations and aspirations, they are committing the

A) Error of leniency
B) Error of central tendency
C) Error of contrast
D) Error of bias

Question 9

The performance appraisal interview benefits

A) The employee
B) The supervisor
C) The agency
D) All of the above

Question 10

What type of performance appraisal is an accurate measurement of traits or goal acquisition the evaluation process purports to measure?

A) A valid performance appraisal
B) A reliable performance appraisal
C) Both a and b
D) None of the above

Question 11

All supervisors understand the importance and purpose of performance appraisal.

Question 12

According to Leonard and Trusty (2015), the purpose of employee appraisals is to synthesize the capabilities of employees and to compare them to a standard.

Question 13

Objective and frequent performance appraisals ensure quality police service.

Question 14

According to the text, many supervisors enjoy conducting performance appraisals on subordinates because it gives them a sense of power.

Question 15

Institutional support is not essential for a performance appraisal program to be effective.

Question 16

Paired comparison evaluations can never be an informal process. It can only be a formal process.

Question 17

The integrity of performance appraisals is heavily influenced by the skills and abilities of supervisors.

Question 18

The error of bias occurs when too much weight is placed on the employee's behavior immediately prior to the evaluation.

Question 19

In the text, EAP stands for Employee Appraisal of Performance. This department is the one that creates all of the methods of appraisals.

Question 20

Conducting the performance appraisal is the last stage of the evaluation cycle.