Houston Fire Department Code of Administrative Procedure (CAP) Practice Flashcards

A set of vocabulary flashcards based on the Houston Fire Department Code of Administrative Procedure (CAP) for Classified Employees, covering definitions, formal and informal procedures, and the disciplinary range model.

Coaching

Guidance towards proper action.

Corrective Action

Measures taken by an officer to redirect behavior or improve work habits, including all actions from informal counseling to temporary suspensions.

Counseling

Advice or direction in order to reach a decision with a deliberate plan of action.

Form 34

A form used to document formal counseling that is stored permanently in the members station, district, and department file.

Form 42

A permanent personnel form used to document personal data, leaves, commendations, and coaching/counseling sessions. It should NOT include complaints of discrimination or confidential medical information.

Indefinite Suspension

A suspension for an indefinite period of time for violations of civil service rules, Department rules, City policies, and/or Federal, State, or local laws.

Informal Discussions

An informal forum with a member to exchange ideas to resolve a problem; may be documented in the Form 42.

Policy Awareness Program (P.A.P.)

An educational program used to discuss matters at the Deputy/District Chief level following a preliminary review of a non-formalized complaint; it is considered training, not discipline.

Relieved of Duty

An action denying a member the privilege of performing duties for reasons such as dereliction of duty, breach of discipline, or misconduct; may be with or without pay.

Temporary Suspension

A temporary unpaid period of time when a member is not performing duties for disciplinary reasons for violations of rules, regulations, policies, or laws.

Purpose of Discipline

To correct performance deficiencies and/or modify inappropriate or unacceptable behavior.

Category 1 Infraction

Generally a first occurrence of a minor rule violation handled at the supervisor level, with a consideration period of one year.

Category 2 Infraction

An offense deemed to be of moderate severity or enhanced violations from Category One, with a consideration period of 2 years and a consequence of 1 to 3 day suspension.

Category 3 Infraction

An offense deemed to be a serious infraction or enhanced violations from Category Two, with a consideration period of 3 years and a consequence of 4 to 6 day suspension.

Category 4 Infraction

An offense deemed to be a very serious infraction or enhanced violations from Category Three, with a consideration period of 5 years and a consequence of 7 to 9 day suspension.

Category 5 Infraction

The most severe offense category for egregious violations, with a consequence ranging from a 10-15 day suspension to Indefinite Suspension; it is considered in all subsequent misconduct.

Consideration Period

The period of time that previous sustained incidents of similar and relevant misconduct are considered for purposes of enhancement to a higher disciplinary category.

Performance Improvement Plan (PIP)

A formal plan used when performance concerns or the inability to meet minimum standards are not corrected through coaching, informal counseling, or motivating.

48-hour notice

The legal requirement to provide a copy of the statement or complaint to a classified member at least 48 hours before an interrogation begins.

Chapter 143 of the Texas Local Government Code

The state laws that govern the Administrative Investigation Process for classified personnel in the Houston Fire Department.

Designated Department Representatives (DDRs)

Personnel assigned to the Department that supervisors must report conduct to if they observe or receive a complaint of discrimination or harassment.

Relief of Duty (Emergency Circumstances)

Action taken by an officer in command, with Deputy Chief approval, to remove a member with pay if the member is incapable of duty or willfully refuses to obey orders.

Form 42 Negative Entry Procedure

A member must be notified within 30 days of the inclusion of a negative notation in their personnel file and has until the 15th day after receipt to file a written response.

Progressive Discipline

A system of increasingly severe actions taken by an organization to correct employee behavior, typically starting with coaching and escalating to suspension or termination.

Behavioral Expectations

Clear standards that outline acceptable conduct and performance for employees, aimed at guiding their actions in the workplace.

Job Performance Metrics

Quantifiable measures used to assess an employee's performance, effectiveness, and contribution to the organization.

Confidentiality Policy

Guidelines that govern the handling of sensitive information within the workplace to protect privacy and prevent unauthorized disclosure.

Employee Grievance Process

The structured procedure through which employees can report and resolve workplace disputes or concerns, ensuring fair treatment.

Workplace Ethics Training

Educational programs designed to promote integrity, respectful behavior, and compliance with ethical standards in the workplace.

Return to Work Protocol

A structured plan that outlines the steps an employee must follow to reintegrate into their job after a leave of absence, ensuring safety and compliance.