Police Department Employee Performance Evaluation Objective: The formal performance evaluation system is designed to: - Maintain or improve each employee's job satisfaction and morale by letting him/her know that the supervisor is interested in his/her job progress and personal development. - Serve as a systematic guide for supervisors in planning each employee's further training. - Assure overall consideration of an employee's performance and focus maximum attention on achievement of assigned duties. - Assist in determining and recording special talents, skills, and capabilities that might otherwise not be noticed or recognized. - Assist in planning personnel moves and placements that will best utilize each employee's capabilities. - Provide an opportunity for each employee to discuss job problems and interests with his/her supervisor. - Assemble substantiating data for use as a guide, although not necessarily the sole governing factor, for such purposes as promotions, disciplinary action, and termination. Instructions: Review the employee’s work performance for the entire period; refrain from basing judgment on isolated events or recent events that do not fall within the evaluation period. Disregard your general impression of the employee and concentrate on one factor at a time. Evaluate the employee on the basis of standards you expect to be met for their assigned job, considering the length of time in the job. Rate only those factors that are applicable to the job and include examples for each section. Mark the number that most accurately reflects the level of performance for the factors appraised using the rating scale described below: Rating scale: 1= Performance, knowledge, skill level or abilities are unacceptable compared to position requirements 2= Performance, knowledge, skill level or abilities are consistently below position requirements 3= Performance, knowledge, skill level or abilities are sometimes below position requirements 4= Performance, knowledge, skill level or abilities meets position requirements 5= Performance, knowledge, skill level or abilities sometimes exceed position requirements 6= Performance, knowledge, skill level or abilities consistently exceed position requirements 7= Performance, knowledge, skill level or abilities are superior compared to position requirements N/A= Not applicable * Any area rated at three or below and any area rated at six or above requires an entry in the comments section 1
Police Officer Employee Performance Evaluation Employee name: Evaluation period: Prepared by: __________________________________________________________________________________________________________ U nacceptable Meets Exceeds 1 2 3 4 5 6 7 N/A 1. Appearance and department Presents a professional, neat appearance in attire appropriate to assignment or activity. Follows department directives in the wearing of department uniforms.
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- Fall '19
- Robert Roth
- supervisor, police officer, ________________ Police Department