NCJ Number
102606
Date Published
Unknown
Length
9 pages
Annotation
This paper describes the Rochester Police Department's (New York) method of evaluating personnel.
Abstract
To assist the department's assessment center in its work, a consultant was hired to conduct a task analysis of the investigator's job. Six of the 12 dimensions of the investigator's job were selected to be used in a new performance evaluation system for all personnel. The six dimensions are initiative, problem analysis, decisiveness, planning and organization, judgment, and written communication skills. These dimensions are pertinent to all types of police personnel in all department sizes. A panel meets with each officer being evaluated in a location away from police work facilities. Members of the panel include the employees' immediate supervisors, their lieutenants, and section commanders. Material available to the panel includes employees' personnel files and all reports that provide information relevant to the six job dimensions. Raters are trained to transfer comments by panel members to the appropriate job dimension. Raters score employees on each dimension from 1 to 5 according to the degree to which they have displayed the dimension in their previous job performance. Scores are multiplied by the weight factors assigned to each dimension, totaled, and divided by the number of dimensions to produce a percentile score. At the bottom of each dimension page, the rater gives reasons for the scoring assigned. If a candidate scores below 60 percent, 4 months are allowed for correcting deficiencies before disciplinary action is taken. Appeal procedures are provided.