CITY OF BILLINGS PERFORMANCE APPRAISAL INSTRUMENT POLICE PERSONNEL REPORT FORM Page G 1
1. Type of Review Annual Other 2. Review Period From To 3. Next Review Date CITY OF BILLINGS PERFORMANCE APPRAISAL REPORT FORM POLICE PERSONNEL 4. Employee Name: 5. Employee Classification/Title: 6. Department: DEFINITION OF RATINGS Superior: Performance is consistently and significantly beyond established standards. Achieves performance objectives at a fully outstanding level and demonstrates exceptional skill levels. Exceeds Expectations: Performance is consistently above adequate skill levels. Achieves performance objectives, often beyond expectations. Meets Expectations: Performance consistently meets job requirements. Achieves performance objectives as stated. Needs Improvement: Performance in one or more skills is less than expected and needs improvement. Direction, supervision and learning are required if performance objectives are to be achieved. Unsatisfactory: Performance in several skills is substantially weak. Performance objectives are not met even with close supervision. Substantial improvement by the employee is required. Page G 2
PART I: POLICE PERSONNEL PERFORMANCE DIMENSIONS KNOWLEDGE OF DEPARTMENT POLICY AND PROCEDURE, CRIMINAL CODE, MUNICIPAL ORDINANCES, AND MOTOR VEHICLE CODE: S EE ME NI U Demonstrates knowledge of the most often used aspects of the Police Department directive manual and complies with contents. Is able to explain and apply frequently encountered sections to work situations. Can distinguish between Policy and Procedure and Rules and Regulations. Demonstrates knowledge of the most often used statues through application. Is able to correctly apply elements of statutes and accepted law enforcement principles to assigned job duties. Can locate statutes and understand the intent and content. Remains knowledgeable of current litigation which impacts police responses to criminal investigation, and applies this knowledge prudently. COMMUNICATION: S EE ME NI U Writes and organizes reports that are a complete, factual, and detailed accounting of incident events from beginning to end so that any reader understands what occurred. Includes all required information and details in reports. Writes reports which need few corrections and in which errors are minimal. Submits reports in a timely manner. Uses effective questioning techniques, differentiating between interviewing and interrogating. Elicits available information and records same. Establishes proper rapport with most victims/witnesses and suspects. Controls the interrogation of all but the most difficult suspects. Gives proper Miranda admonition when required; knows when required and when not required. Normally obtains statements. S=Superior, EE=Exceeds Expectations, ME=Meets Expectations, NI=Needs Improvement, U=Unsatisfactory Page G 3
PART I: POLICE PERSONNEL PERFORMANCE DIMENSIONS (Cont.) INTERPERSONAL SKILLS: S EE ME NI U Has a genuine interest in and a desire to assist and work with others (members of the public, peers or supervisors). Treats people as he/she would like to be treated and handles their problems in a manner that shows sensitivity to their needs and circumstances. Is most effective in dealing with people without arousing antagonism and demonstrates an understanding of situations. Is cooperative in dealing with others and functions as part of the "team." Is capable of treating others in a fair, consistent, impartial manner. Remains calm under difficult and/or pressure situations. Maintains an open and approachable manner. Controls feelings and emotions so that they do not influence his/her judgement and performance. Maintains composure and self control. USE AND CARE OF EQUIPMENT/WORK AREA: S EE ME NI U Properly maintains vehicle, equipment, uniforms, and work area. Routinely inspects equipment to ensure it is in working order; reports deficiencies. Exercises necessary care in handling equipment. Is proficient with the use of issued firearms. Reports deficiencies. Demonstrates knowledge of available equipment through use. INVESTIGATIVE SKILL/CRIME SCENE: S EE ME NI U Follows proper investigative procedure in all but the most difficult and unusual cases. Is normally accurate in diagnosis of nature of the offense committed. Is informed about wanted persons. Is alert to out-of-ordinary situations. Properly collects, tags, logs, and books evidence. Conducts searches and connects evidence with suspect when apparent. Collects latent fingerprints from likely surfaces. Recognizes when to use additional resources to aid an investigation. S=Superior, EE=Exceeds Expectations, ME=Meets Expectations, NI=Needs Improvement, U=Unsatisfactory Page G 4
PART I: POLICE PERSONNEL PERFORMANCE DIMENSIONS (Cont.) PROBLEM SOLVING/DECISION-MAKING: S EE ME NI U Is able to assess and reason through a situation, taking the appropriate action to obtain an acceptable conclusion. Makes reasonable decisions based on information available. Reacts appropriately to unique or unusual situations. Perceives situations as they really are. Makes routine decisions without assistance. Accepts routine instructions and follows through properly and completely. Approaches cases as a problem solver as opposed to a report taker. Investigates all obvious leads. Obtains comprehensive statements from victims, witnesses, and suspects. Processes crime scenes within skill level. Follows up leads as case load permits. Coordinates information effectively with other officers. Submits timely supplemental reports reflecting additional information relevant to the case. OFFICER SAFETY: S EE ME NI U Follows accepted safety practices. Deals effectively with dangerous situations as they develop. Attempts to always maintain position of advantage. Recognizes the possibility of dangerous situations. Exercises reasonable care to avoid injury to self or others. CONTROL OF CONFLICT: S EE ME NI U Intervenes in disputes to protect the public and maintain order. Usually controls situations with voice, words, bearing, physical force, and restraints. Is able to restore order in all but the most demanding situations. Is usually correct in the selection of the tool and the degree of application. S=Superior, EE=Exceeds Expectations, ME=Meets Expectations, NI=Needs Improvement, U=Unsatisfactory Page G 5
PART I: POLICE PERSONNEL PERFORMANCE DIMENSIONS (Cont.) INITIATIVE: S EE ME NI U Enforces all traffic laws and regulations. Understands and takes the appropriate level of enforcement action (i.e., warning, citation, and arrest). Is alert to signs of intoxication and properly enforces DUI regulations. Provides thorough accident investigations and reports. Displays initiative in issuing parking tickets and abandoned vehicle citations. Is aware of high traffic and accident areas and alert to road hazards. Is alert to signs that police intervention may be necessary and takes appropriate actions. Has a broad orientation to the job including low priority activity. Develops cases from observed activity, identifying suspicious circumstances and individuals. Operates independently. Makes effective use of available time. Displays initiative. Meets the majority of production goals established with shift supervisors. KNOWLEDGE OF CRIME ANALYSIS/COMMUNITY EVENTS: S EE ME NI U Uses the information provided by the department in the daily bulletin to direct efforts at areas of concern. Acts on citizen complaints relative to area of assignment. Is familiar with effective crime prevention methods and uses knowledge to assist citizens and victims in the course of performing duties. Participates in talks, surveys, etc., when assigned. Promotes crime prevention/reduction programs. Advises residents, businesses and others on unsafe practices which may facilitate crime. GOALS AND OBJECTIVES: S EE ME NI U Develops challenging goals and objectives which correspond with overall Department and City goals and objectives. Is able to develop qualitative and quantitative measurement criteria and standards in order to achieve goals and objectives. Effectively implements mid-year revisions in order to meet changing needs and directions. S=Superior, EE=Exceeds Expectations, ME=Meets Expectations, NI=Needs Improvement, U=Unsatisfactory Page G 6
PART II: PERFORMANCE PLANNING OBJECTIVES PERFORMANCE OBJECTIVE STATEMENTS QUALITATIVE AND QUANTITATIVE MEASUREMENT CRITERIA AND STANDARDS MID-YEAR/ANNUAL STATUS REVIEW Page G 7
PART III: OVERALL PERFORMANCE SUMMARY Given the performance dimension ratings and review of accomplishment of performance objectives, the employee's overall performance is rated as: Superior Exceeds Expectations Meets Expectations Needs Improvement Unsatisfactory Actions for Improvement/Development: Immediate Supervisor's Signature: Evaluation Meeting Conducted By: By: By: Page G 8
REVIEW COMMENTS AND SIGNATURES FIRST LEVEL REVIEW Signature: Title: SECOND LEVEL REVIEW Signature: Title: DEPARTMENT DIRECTOR Signature: Title: POLICE EMPLOYEE I understand the contents of this appraisal and it has been discussed with me. Employee's Signature: Page G 9