He has received counseling on several items that could be fixed by his immediate supervisor. Recently the supervisory staff of third shift has seen some concerning items in the job performance of COI Donnie Piveral #130847. COI Piveral has received log entries concerning bad counts and lack of job performance while conducting offender pat downs. Despite several counseling sessions
Her duties included the following: case management, advocating on behalf of families for needed services, resources, and benefit entitlements; referring families for supportive services and housing programs. Productivity/Quality: During this probationary period, Ms. Martinez met the Department’s performance expectations in
2016 I have supervised PEO Ramandeep Walia #65846 since she joined C Platoon back in July of 2014. PEO Walia has a very good working knowledge of the duties and responsibilities of a Parking Enforcement Officer and can be depended on to carry out her assignments and make routine decisions with minimum supervision. Since her last evaluation PEO Walia has worked in 14 Division in zones 1 and 2. In June of 2015 she was re-assigned to work in 2 District covering 22 Division north of Bloor St. West. Due to the lack of the availability of a suitable coach officer for the are she has only had one day of training with a coach officer that has the expertise in the area.
Candidate Infantolino was quick to ask questions during her initial brief. This showed that she understood the need to have complete comprehension of the situation and mission. While briefing her team, SNC allowed her members to relax too much and they may have lost their concentration on her. Along with this, SNC’s grammar and occasional stuttering led her to show a lack of command presence. Candidate Infantolino looked nervous!
Corporal Dunlap demonstrates great teamwork. He is always happy to assist his fellow officer with incidents by helping them complete necessary documentation, interview witnesses, collecting evidence, or assisting them to write warrants. Whatever is needed, Corporal Dunlap is willing to assist. Corporal Dunlap also provides great assistance to his supervisors by serving as the shift supervisor during their absence. He articulates to officers the department directives and expectations in the absence of their regular supervisor.
As an employer, I would give Shawna, a 3 day suspension with no pay rather than terminating her; keeping in mind her clean record and 4 years of experience in the company. As Shawna has already been given 2 written warnings regarding arriving late to work; a suspension would be the next appropriate step. The 3 day suspension would be suffice as it would make her conscious of her behavior. Since she is a single mother, presumably, money would be an important factor in her life, especially because she has to pay for daycare arrangements along with day-to-day expenses. Thus, giving her suspension without pay would make her realize the importance of arriving to work on time.
Abstract "Tony, do not get Johnny in trouble.” The first order given to Tony Denardo by the sergeant is going to be the most important, life changing order that was given; unfortunately for Johnny the order was ignored. Throughout the scenario there are instances where Tony takes Johnny under his wing and teaches him by instilling his own corrupt morals. Why would the sergeant have to order Tony not to get Johnny in trouble? Within this paper I will discuss and examine the ethical dilemmas Johnny is confronted with and repercussions he faces.
I would like to nominate Lead Transportation Security Officer Emily Cromwell for employee of the month. During the month of January Emily’s work ethic and dynamic personally made a positive impact on the Transportation Security Administration. I spoke with several Transportation Security Officers who work with Emily on a regular basis; and these are some of the comments that TSO’s have made about Emily: “Emily is approachable,” “She helps us on the lane,” While other Leads forget about us; Emily makes sure we are taken care of,” and one officer stated, “I will only work extended hours if the Lead is Emily.” I have personally witnessed Emily’s ability to create rapport not only with TSO’s under her lead but with the traveling public as
The detachment where she worked had was not typically structured like most units. It was an enlisted-only staffed unit. The detachment was geographically separated from the headquarters by 2,000 miles. The detachment’s top leader was a Senior Master
Peer assessment is often used when evaluating an employee and most studies have shown it to be reliable. Even though they didn’t actually conduct an official assessment, I can still see how her coworkers view her. Based off how Foresters coworkers act towards her and how they don’t even want her to cover for them tells me they dislike her very much. Most people when needing someone to cover are pretty desperate on finding someone and if they don’t even want her, something has to be wrong. I do not believe there are many if any Halo errors involved either.
For example, I routed up an EPR on one of my NCOs. The Ops Flt Superintendent was not on board with the rating and requested a meeting with all of the Sections Chiefs. During the meeting the superintendent explained we all need to do a better job in making sure we are giving our folks the appropriate ratings, he was tired of individuals who do not deserve an overall 5 rating on their EPR hitting his desk. After he left I scanned the room digesting what was just said and couldn’t help but notice how many SNCOs where on board. The superintendent’s comments made me feel my job as a SNCOs meant nothing.
Don 't make me beg. If it doesn 't work out, fire me... But don 't make me beg” (14 Grant). This shows a lot of guts and determination as she will not give up on this job and will even resort to begging if she has too. She also brings much needed emotion to the PG and E case.
Overall, she has shown her ability to assess and encourage her team to demonstrate their strengths and areas of need. Case Practice Liaison’s assessment of areas to be developed by Master Coach: There was a delay in completing this process. There were vacations, leaves, pregnencies that delayed this process. Therefore documentation and feedback was not always deleivered in a timely fashion. I believe this may have contributed to Candis rating herself a 2 in the last tow areas) Master Coach’s self-assessment of strengths demonstrated: I believe I did an excellent job with preparing and developing this team.
It seems that their whole job surrounds the idea of making sure that the staff is behaving and performing correctly but there is only a limited amount of people who check on them. Also, part of their job could be hiring and firing people. This must be different for them since this is their job, so who does it for
She does things at her own pace, but the quality of work she produces is creative and high quality. She is very tolerant of everyone’s opinion and does not get sucked into office drama. Poppy has been involved in many ideation projects as a web designer and graphic artist. She works in the same building as Phyllis, Woody, and Steve. She knows Gwen on a social level, but has no work experience with her.
