The basic purpose of evaluation is to determine how well an agency is accomplishing its mission and how to make improvements. The three usual forms of inspections are line inspections, spot inspections and staff inspections.
Managers who provide the most immediate direction of subordinates should do the evaluation. Purposes of evaluation include promoting common understanding of individual performance levels, needs, work objectives and standards; providing feedback and suggesting specific courses of action to take to improve, including training needs; and setting objectives for future performance. Evaluation may also help identify departmentwide training needs and make decisions about promotions, reassignments, disciplinary actions and terminations. Ultimately, the purpose of performance evaluation is to improve employee performance.
Job standards make it easier for employees to meet requirements and for managers to determine whether they have been met. Standards may include areas such as physical energy to perform and emotional stability while performing law enforcement tasks; individual judgment, reliability, loyalty and ability to get along with the public, fellow employees and managers; creativity and innovation; attitude; knowledge of tasks; competence; and amount of management required. By-the-numbers evaluation makes evaluation more objective by using a numerical scale for each dimension.
Evaluation should have consequences. Those who rate highly might be considered for promotions, special assignments or pay raises. Those who rate below the acceptable range might be given counseling; training; a demotion; salary reduction; probation; or, in extreme cases, termination.
Among the types of performance evaluations available to managers are ratings by individual traits or behaviorally anchored rating scales (BARS); group or composite ratings; critical incident ratings; narrative, essay description; overall comparison ratings; composite ratings; and self-evaluation.
Performance interviews are private, one-on-one discussions of the performance appraisal by manager and subordinate. The performance appraisal interview should help employees do their jobs better and therefore improve individual performance and productivity. The most common recommendation for frequency of performance appraisals is twice a year and more frequently for employees performing below expectations.
Some problems of performance appraisals are lack of faith in appraisal systems, lateinning results count most, inaccurate numerical or forced-choice methods, unfair percentage ratings, rating personality rather than performance and rating at the extremes.
In addition to citizen ratings, the department should conduct a self-assessment, perhaps through a committee established for this purpose. It might also consider seeking accreditation, which consists of meeting a set of standards established by professionals in the field authorized to do so. Currently, accreditation may be granted by the Commission on Accreditation of Law Enforcement Agencies (CALEA) or by some state agencies. Discussion questions for final week:
Please post your response and respond to two of your classmates postings.
1. Search the Internet and find an article on evaluation in law enforcement. You might find it under different names, for example, performance appraisals or assessment. Summarize the article, and include the full reference citation.
2. If you were going to design your own promotional test what factors would you use?
3. What would you do to make sure you get the right candidate for promotion?
4. Many of us joke about “cops and doughnuts”. Do you think that fitness should be an aspect of evaluation? If you make it a requirement how would you help officer’s maintain fitness levels?
I read an article, on the evaluation process of the Florida department of agriculture law enforcement. By state law it specifies that every employee must have a yearly evaluation and they must get a written copy. There is three main goals. Administrative Decisions - Provides management with information that can be used in decisions regarding training needs and personnel assignments. It also serves as a basis for awarding lump-sum bonuses when applicable. Feedback - Provides supervisors with a mechanism for recognizing those who are performing well and making others aware of any performance deficiencies they may have demonstrated Employee Development - Enables supervisors to identify specific performance deficiencies of their employees and to assess any progress made in improving performance. Failure of an organization to systematically evaluate the performance of its employees, in order to identify performance deficiencies and to implement corrective measures when deficiencies are discovered, could become vulnerable to civil or criminal liability. Raters have to attend special training to be able to conduct evacuations on employees. I think there program is very good it is well written and developed. It is hard to argue with state law. I think it is good that you only get a bonus if you have a good evaluation, and that the evaluation is completed annually. The idea of special training shows there is an emphasis on making sure evaluations are done accurately it limits the liability of the department, making sure everyone is evaluated fairly. I think this program could be adapted to any business not just law enforcement true get a true reading of how an employee fairs against another. http://www.fl-aglaw.com/pdf/app/policy_7_11.pdf
As you can see, the assessment of an individual must be made based on many variables, and should include a standard or benchmark against what is already known and what the department may want (based on a need).
The assessors must have some specialized training in psychometric testing and psychology.
I think a promotional exam has to be both based on the results of the test and an employee’s actual job performance. For my department the test is not based on your actual job performance. Anyone can be a good test taker not necessarily a good employee. My department is a written test, an badge exercise is where 4 scenarios are answered by the candidate in 20 minutes and recorded to be graded later, and an in basket exercise where you are given written task to organize and complete. The first time I took the exam I froze when it was recorded or I would have been promoted a long time ago. Why like anything some will feel it improve the biggest factor missing for me is how you are currently doing at your job. You must have a satisfactory rating but you could be a so so employee and you basically have the same starting position as outstanding employee. My department also gives extra points for seniority which or the rank of corporal, which I do feel is a good idea. I would have the employee have 2 of the last 3 ratings be above satisfactory. Any one could have one bad boss or one that does not believe in high ratings. I would also have an independent agency monitor the process to make sure there is no advantage or favoritism for any employee. I think braveness is what you want from an officer not necessarily fitness. I have seen officers that are in great shape live in the gym and anytime there is resistance from an offender go the other way. When the call is shots are being fired to the east they are driving to the west to get away. While you would think being in shape would transition into being able to take offenders into custody I have found this not to be the case. Older officers tend to be of great experience and may not be the best physical specimens due to their age. Yet when time calls to take a violent offender they are able to be a great asset of the team needed to accomplish this. I think as long as you can perform the task that are required there should not necessarily be a fitness level. In special units like SRT or K 9 there should be special physical requirements because their job is more demanding and a fitness level is the bear minimum to do their job in a safe manner.
Im having a little difficulty finding an article aout an evaluation for criminal justice, so i'm going to just go ahead and anwer the other questions then continue to search for an article is that alright prof.?
If i were to make a personal exam, then there would be a variety of factors. There are many qualities that I think an employee must have. To begin with, I agree with what Joseph said, physical aspects are not as important as dedication. However, the health of everyone is important...just like in high schools you are required to take health fitness, and for auxillary activities, you must stay in shape and practice [excersise] everyday with the team...there should be some form of excersise of fitness praining or whatever to keep employees healthy. It is also important...very important, that an employee have patience, willingness to learn and work with others. Getting a promotion or a raise depends on your overall performance and attitude. You must have a positive attitude, and good self-esteem...you must also be able to accept criticism from employers as well as from others working with and around you. One doesn't have to be the smartest person in order to get a promotion or even a good evaluation, showing good workmanship and respectfulnes...following the rules and doing what you know must be done, those are key aspects to good evaluation [according to me].
Joseph, i completely see where you're coming from in the case of seniority...i think it's a great thing that you get "kudos" for having seniority...this means that you're more experienced and have a better understanding of how things are to be done. I would consider this to be a plus in getting a promotion. And the thing you said about not having to be the most muscle-filled person to do the best work...TOTALLY agree on that too. It's all really based on your devotion to the job and your commitment to what you do. I do, however think that it is important for an officer should stay in shape...this doesn't mean you must hit the gym every night for hours at a time...just keep yourself in check, you know when you're out of shape because you can feel it affect your activities and your performance in the things you do. [by the way, being a "twig" doesn't make you in shape, and being a little overweight doesn't make you out of shape. It all depends on your comfortableness in how you do things].
Fritz in a perfect world fitness would be key, but its like anything else you say law suit and departments get scared. Key Biscayne has a work out on duty program you are allowed to work out during your shift. I like that concept. However they have the man power resources to do that. In larger departments and thanks to budget problems we have staffing problems and its sad but getting a uniform on the street is almost more important then what is in that uniform. In a perfect world we could require fitness exams yearly. However I know people in the army who work out a month before their yearly PT test and thats it, so I really think it is just a good sounding concept. Then an Idea that would serve a true purpose.
My article focused on the negative affects that the officer’s guns were causing which also placed negatives on the evaluations they received. Many of the officers’ failed with their service weapons during qualifications and that was placed on their evaluations. They also griped about having to meet such a high quota that was a key component in their evaluations and they failed to reach those numbers and it was also placed on the evaluations as the officers not being productive enough and they had pay cuts from their evaluations. The officers grew tired of the chief’s antics and voted a no-confidence in him. http://www.washingtonpost.com/wp-dyn/content/article/2005/08/30/AR2005083001772.html
2. If you were going to design your own promotional test what factors would you use? My test will consist of a written test that ask questions about common knowledge that everyone regardless of job title should know, knowledge about the current job position that the candidate is in, of common knowledge that is found at the next job level to see if the candidates are taking the initiative you learn the job that they are seeking and, test knowledge about the departments mission statement. Also I would make up an interactive part that gives the candidates different scenarios in which the job will deal with to see how they respond.
3. What would you do to make sure you get the right candidate for promotion? I would 1st have whoever wants to get promoted sign up for the selection process because the last thing that you want to do is to try to promote someone who does not want it. Then from the people who signed up create a qualifying pool based on the candidate’s last review and current job performance. From there, conduct the written test that will test common knowledge that everyone regardless of job title should know, knowledge about the current job position that the candidate is in, of common knowledge that is found at the next job level. From the people who score well conduct interactive interviews that give the candidates different scenarios and ask open-ended questions in which the job will deal with to see how they respond. Lastly, partnering with the management team to go over results and get feedback as to who is the best candidate. Seniority will only be looked at in cases of a toss up between two candidates.
4. Many of us joke about “cops and doughnuts”. Do you think that fitness should be an aspect of evaluation? If you make it a requirement how would you help officer’s maintain fitness levels?
I do think that fitness should be an aspect of an officers evaluation because the simply fact that the job is so physically demanding. Everyday officers’ lives are put at risk in situations that put there physical capacity to the test. So it is only logical for an officer to be physically fit. For instance it is well known and any athletes will tell you that when you get tired or winded the first thing to go is your brain/alertness/reasoning. You start to forget things that are suppose to be automatic, your training goes out the window, and you are basically “flying from the seat of your pants”. There are a lot of things that you can do to help officers to maintain fitness levels. For example some police departments have gym facilities on their compounds, you can partner with outside gyms which they do now and work out pricings for the officers. You can set up clubs within the department such as boxing clubs, rowing clubs, basketball teams, or whatever the officers seem to take interest in. Also you can tie that into there review by giving the officers incentives to push them to make certain fitness goals which can be monetary or something as simple as making plaques/certificates or coming up with a new ribbon that they can wear on their uniforms.
1. I have read an article that a Chicago Police Dept. is adding to their evaluations. They are adding the officer’s attitude to fully grasp the entire view of their officer’s performance. I think that’s a great tool to add because you want people with positive attitudes on your force and that also helps weed out those who really don’t enjoy their jobs. It also adds to the community policing aspect of departments. It also helps adjust those officers with bad attitude to be adjusted through different classes which in turn will add more accountability to their officers and department.
2. I would incorporate the evaluations and have the evaluations completed twice a year. I would also base it off exam scores. It would be broken down into categories verbal, examinations, and audio. Placing them into those situations will also be a barometer of how they will react and how effectively will they communicate and get their vision across to be carried out. Also, seniority will also be valued and their accomplishments as well as errors. The body of work throughout the officer’s career will be placed in high regard.
2. I would have the examination of the officer at the top of the list. I would establish the visual and audio component with the simulations to be reviewed by a panel. Also, I would have to look at the officers evaluations and go through his file to look at his accommodations and negatives remarks or complaints in the file and make an educated determination of the validity both the good and bad within the officers file. I would also place the officers through another physical exam just make sure they are in good health. Years on the force will also earn points towards the overall grading out process.
Kelvin, I have never understood the no confidence vote. I think the only thing it does is upset the chief. Once you show you are torn any chance of leadership is gone. If the leader happens to be politically connected the only thing gained is an upset chief. An officer going home or not may relie on their gun one day. Their is no excuse for not being able to qualify.
Joseph i totally agree with you. I actually declined to take part in the same stupid act two years ago with Chief Darling. I did not vote however, several other people did and it led to a few people not having their contracts renewed and it created alot of tension. It really not worth it. Those officers complained that the guns were the problem but if you can't hit a target it should be noted in the files and they blamed it on the gun and the manufacturer.
Travis, Officers love to quote what is called the Garcia rule. If you do something job related they want to get paid for it. Gym memberships is tax deductable if your using towards your job like law enforcement. However you make it mandatory and officers will be turning in overtime slips for working out....I like your promotion process a review of the canditates would be a good idea. Working with management is also a great idea we use a private vendor and that causes trouble with the union. Your idea ould resolve those issues.
Regina, you have good points. I like the twice a year evaluation. There is some bosses who I have heard say “I am the only outstanding employee.” So if you have that type of boss you could bid off. Your second evaluation would still save you, so you would have at least one good evaluation. The audio I like the fact you can keep it for review, for liability. I think though it depends on who reviews it. I think you need balance not just police personnel, but at least an independent human resource person to avoid favoritism.
Kelvin the only problem that I have with awarding officers points for seniority is that it takes aways from the whole promotion procees and the younger guys who are hungry and determined. You are rewarding officers who flew under the radar for years and punishing the other ones because they haven't been there as long which I feel that it's not fare.
Travis, the younger guys who are hungry just have to work a little harder they still have a chance. Happy officers are loyal officers a high turn over rate owuld cost the department more money. The seniorty points give both senior and rookie guys a chance.
3. I would make sure I got the right person by checking with their current supervisor, as well as checking the scores they received on the promotional exams. They must past a oral board interview and a voice command test under pressure with different scenarios and gauge their responses.
3. I would do so by having a thorough review of the officer and check their scores as well as with the supervising officer they previously worked under. I would also make sure they can communicate effectively verbally and written with different scenarios and also making them interview in front of a panel with higher ranking officers.
This article basically takes place in India. It talks about how Bihar Administrative Service(BAS) officers that were doing good performance, would start using a different method. They are going to be "appraised" or whatnot through a performance appraisal report (PAR). Personnel secretary Kumar said PAR system would also be introduced for officers of other premier services. He says something about how every sub-divisional officer will make an annual work out plan...and they have to say at least two points that they feel were important throughout the meeting. THey were to be graded on a 10-point basis...this article only had about 2-3 paragraphs [not even complete ones] about India and how they're switching to performance appraisal reports instead of the old evaluation system...i found it quite interesting though.
4. They should make it apart of the evaluations and that they must take a physical and pass a fitness test annually before the evaluations are completed. You must have responsible officers taking care of themselves while they help out on a daily basis in the community they work in. They can also help by having the officers work out at the headquarters or have a special price worked out with a local gym or a nutritionist.
4. They should make it apart of the evaluations and that they must take a physical and pass a fitness test annually before the evaluations are completed. You must have responsible officers taking care of themselves while they help out on a daily basis in the community they work in. They can also help by having the officers work out at the headquarters or have a special price worked out with a local gym or a nutritionist.
Travis I understand what your saying but I disagree because you are really awarding them for the time that they have put in at that agency. You can't give the new guys first dibs because that would send the wrong message out to those worked there for some time. They have to pay their dues and eventually they will have the same opportunity.
ok bye classmates...im going to church now. happy last day of class :-) professor, are you going to tell us what grade we have so far in the class?i will read all other comments when i come back from church this evening
Regina I agree with you that there should be a annual physical test for officers. Having a yearly physical evaluation is a good way to monitor fitness levels and it gives you a starting point of the process that it will take to hold the officers accountable just like in the armes forces. What I dont understand is that becoming an officer requires you to be in shape but, staying an officer in some departments does not.
Travis I agree with you that they should be questioned on job related questions as well aas the audio component. It will give you a better understanding of the candidates ability to answer and adapt to different scenarios. It should be incorporated in many other workplaces to ensure that they are limiting the liability of hiring the wrong person.
1.Search the Internet and find an article on evaluation in law enforcement. You might find it under different names, for example, performance appraisals or assessment. Summarize the article, and include the full reference citation. What I actually found was an actual hard copy of a performance review for a University of Central Florida Law enforcement officer. The review states that “Staff members are to be appraised periodically to ensure performance standards are met, to enhance communications and to facilitate and promote career growth and development”. The review is broken do in four basic section, Performance factor, supervisor skills, rating levels, and the supervisor’s recommendation.
Travis you made good points about the gyms and establishing different clubs and the incentives would push them to get and to stay in shape. You are also correct about them losing mental focus on the job first when they become tired. They are in a position where they can't lose their focus, it would affect the communities they serve as well as themselves. Great statements Travis!
I read an article on a different approach to the evaluation process. The article is basically about changing the way performance appraisals are conducted. Many times the supervisor is not properly trained in evaluating an employee. Also, they evaluation process as a whole strikes fear in employees makeing them nervous and unsure of themselves. This puts employees on the defensive and wastes valuable time.
Furthermore, the article discussed new and better techniques in the evaluation process. For example: 1. Supervisors must remember that the primary goal of performance appraisal is to improve performance. 2. Supervisors who take a few minutes to visit with employees in their work areas show an interest in their employees and a confidence to engage in discussion on the employees' own "turf." This can be an opportunity to inquire about their performance, compliment them, and to listen to them, thereby encouraging feedback.
I totally agreed with this article. I do believe that some employees might be great at their jobs, however they evaluate poorly due to many uncontrolable factor in their life.
2. If you were going to design your own promotional test what factors would you use?
Factors I would use for promotion would be: 1. An employees record. (You are your record) 2. Experience 3. Attitude 4. Ability to work with others 5. Ability to commuicate well 6. Attendance record 7. Promptness (arriving to work and meetings on time) 8. Potential (recognizing talent and encouraging them to stay on the right path).
3. What would you do to make sure you get the right candidate for promotion?
I would use much of the same factors I listed for promotion. However, I would make sure as a boss or supervisor I would be proactive in promoting and not reactive. I would want my employees to know that I am aware of their proformance and work ethic.
4. Many of us joke about “cops and doughnuts”. Do you think that fitness should be an aspect of evaluation? If you make it a requirement how would you help officer’s maintain fitness levels?
Yes, I do believe that fitness should be an aspect for evaluation. Why would fitness be so important to become a cop but not important to stay a cop? Officers today are looking more and more out of shape than ever before. Yes I would make it a requirement in evaluations. I do believe it would help in encouraging officers to stay in shape.
Note: Years on the force as well as injuries or health would be taken into account during evaluations. However, no evaluations on fitness can lead to laziness and an unhealthy lifestyle that can affect an officers overall performance or evaluation.
I am going to use the department I work for as an example for question one. Every year around each employees anniversary date an evaluation is done based on attendance, job performance, knowledge, and other different ways of measuring job productivity. Upon completion of a satisfactory evaluation, that employee will receive a pay rate increase as designated in that employee's contract.
If i were able to design a promotional exam, I would create questions that measure individual's customer service skills, since supervisors deal with a lot of citizen's complaints, departmental procedures and general orders and knowledge of state statutes. I would not forget to consider looking at that employee's personnel's file to make sure that employee is the best candidate for the promotion.
Great post Juliana. At the end of the day are you a productive employee. Do you get the "big picture" when it comes to why were you hired. If yes? Heres some more money to keep you doing a great job... I agree.
If I were applying for a promotion, I would make sure first of all that My physical appearance was very sharp, since a lot can be said about the way you portray yourself. Job promotions can be very competitive and I would not take a chance on doing anything that could result in not being selected for the position. I would prepare myself, make sure I am ready to answer any questions related to the job promotion, preparation is extremely important.
I think fitness is of great importance in law enforcement. Police officers need to have the ability to overcome any situation that may require physical strength. These days is very common to see overweight police officers that do not seem to care much about the physical aspect of the job. In order to promote physical health, I would implement mandatory physical training and periodic physical evaluations that measure physical endurance, strength etc.
Elise, I agree with your post about the promotional exam. I think you raised an excellent point about being able to communicate with others is extremely important, since having good communications skills makes a real leader.
giving officers and there families free or discounted access to local gyms and/or fitness centers is a great way to motivate and encourage officers to work out and stay in shape. great idea.
I agree with elise and regina. Trying to keep the officers motivated and in check physically is a great thing. And also, yes like Juliana said, your physical appearance says alot about yourself and how you carry yourself. I can't recal who said it, but someone mentioned something about what to consider when giving a promotion. You should first of all find out who it is that actually wants the promotion. For som people promotion is good for the money, but they just don't want the responsibilities of a higher position. The LAST thing you would want to do is promote someone who didn't want to be promoted in the first place, so yes, I think that is the biggest and first thing you should do and consider when giving a promotion.
Welcome to our Asynchronous Blog for DSC1006 Introduction to Homeland Security. You should respond to the questions and follow the instructions from our class meetings on Saturday.
The basic purpose of evaluation is to determine how well an agency is accomplishing its mission and how to make improvements. The three usual forms of inspections are line inspections, spot inspections and staff inspections.
ReplyDeleteManagers who provide the most immediate direction of subordinates should do the evaluation. Purposes of evaluation include promoting common understanding of individual performance levels, needs, work objectives and standards; providing feedback and suggesting specific courses of action to take to improve, including training needs; and setting objectives for future performance. Evaluation may also help identify departmentwide training needs and make decisions about promotions, reassignments, disciplinary actions and terminations. Ultimately, the purpose of performance evaluation is to improve employee performance.
Job standards make it easier for employees to meet requirements and for managers to determine whether they have been met. Standards may include areas such as physical energy to perform and emotional stability while performing law enforcement tasks; individual judgment, reliability, loyalty and ability to get along with the public, fellow employees and managers; creativity and innovation; attitude; knowledge of tasks; competence; and amount of management required. By-the-numbers evaluation makes evaluation more objective by using a numerical scale for each dimension.
Evaluation should have consequences. Those who rate highly might be considered for promotions, special assignments or pay raises. Those who rate below the acceptable range might be given counseling; training; a demotion; salary reduction; probation; or, in extreme cases, termination.
Among the types of performance evaluations available to managers are ratings by individual traits or behaviorally anchored rating scales (BARS); group or composite ratings; critical incident ratings; narrative, essay description; overall comparison ratings; composite ratings; and self-evaluation.
Performance interviews are private, one-on-one discussions of the performance appraisal by manager and subordinate. The performance appraisal interview should help employees do their jobs better and therefore improve individual performance and productivity. The most common recommendation for frequency of performance appraisals is twice a year and more frequently for employees performing below expectations.
Some problems of performance appraisals are lack of faith in appraisal systems, lateinning results count most, inaccurate numerical or forced-choice methods, unfair percentage ratings, rating personality rather than performance and rating at the extremes.
In addition to citizen ratings, the department should conduct a self-assessment, perhaps through a committee established for this purpose. It might also consider seeking accreditation, which consists of meeting a set of standards established by professionals in the field authorized to do so. Currently, accreditation may be granted by the Commission on Accreditation of Law Enforcement Agencies (CALEA) or by some state agencies.
Discussion questions for final week:
Please post your response and respond to two of your classmates postings.
1. Search the Internet and find an article on evaluation in law enforcement. You might find it under different names, for example, performance appraisals or assessment. Summarize the article, and include the full reference citation.
2. If you were going to design your own promotional test what factors would you use?
3. What would you do to make sure you get the right candidate for promotion?
4. Many of us joke about “cops and doughnuts”. Do you think that fitness should be an aspect of evaluation? If you make it a requirement how would you help officer’s maintain fitness levels?
Good Morning Dr. Kalam,
ReplyDeleteGood scenario I will be back in a few minutes with my comments.
I read an article, on the evaluation process of the Florida department of agriculture law enforcement. By state law it specifies that every employee must have a yearly evaluation and they must get a written copy. There is three main goals. Administrative Decisions - Provides management with information that can be used in decisions regarding training needs and personnel assignments. It also serves as a basis for awarding lump-sum bonuses when applicable. Feedback - Provides supervisors with a mechanism for recognizing those who are performing well and making others aware of any performance deficiencies they may have demonstrated Employee Development - Enables supervisors to identify specific performance deficiencies of their employees and to assess any progress made in improving performance. Failure of an organization to systematically evaluate the performance of its employees, in order to identify performance deficiencies and to implement corrective measures when deficiencies are discovered, could become vulnerable to civil or criminal liability. Raters have to attend special training to be able to conduct evacuations on employees. I think there program is very good it is well written and developed. It is hard to argue with state law. I think it is good that you only get a bonus if you have a good evaluation, and that the evaluation is completed annually. The idea of special training shows there is an emphasis on making sure evaluations are done accurately it limits the liability of the department, making sure everyone is evaluated fairly. I think this program could be adapted to any business not just law enforcement true get a true reading of how an employee fairs against another.
ReplyDeletehttp://www.fl-aglaw.com/pdf/app/policy_7_11.pdf
Ok Frtiz...
ReplyDeletesee you soon.
Thanks for the summary of the article, Joseph.
ReplyDeleteAs you can see, the assessment of an individual must be made based on many variables, and should include a standard or benchmark against what is already known and what the department may want (based on a need).
The assessors must have some specialized training in psychometric testing and psychology.
Thanks
I think a promotional exam has to be both based on the results of the test and an employee’s actual job performance. For my department the test is not based on your actual job performance. Anyone can be a good test taker not necessarily a good employee. My department is a written test, an badge exercise is where 4 scenarios are answered by the candidate in 20 minutes and recorded to be graded later, and an in basket exercise where you are given written task to organize and complete. The first time I took the exam I froze when it was recorded or I would have been promoted a long time ago. Why like anything some will feel it improve the biggest factor missing for me is how you are currently doing at your job. You must have a satisfactory rating but you could be a so so employee and you basically have the same starting position as outstanding employee. My department also gives extra points for seniority which or the rank of corporal, which I do feel is a good idea.
ReplyDeleteI would have the employee have 2 of the last 3 ratings be above satisfactory. Any one could have one bad boss or one that does not believe in high ratings. I would also have an independent agency monitor the process to make sure there is no advantage or favoritism for any employee.
I think braveness is what you want from an officer not necessarily fitness. I have seen officers that are in great shape live in the gym and anytime there is resistance from an offender go the other way. When the call is shots are being fired to the east they are driving to the west to get away. While you would think being in shape would transition into being able to take offenders into custody I have found this not to be the case. Older officers tend to be of great experience and may not be the best physical specimens due to their age. Yet when time calls to take a violent offender they are able to be a great asset of the team needed to accomplish this. I think as long as you can perform the task that are required there should not necessarily be a fitness level. In special units like SRT or K 9 there should be special physical requirements because their job is more demanding and a fitness level is the bear minimum to do their job in a safe manner.
Kelvin Wake up !!!!
ReplyDeleteHa Ha....
ReplyDeletehope he hears you
Im having a little difficulty finding an article aout an evaluation for criminal justice, so i'm going to just go ahead and anwer the other questions then continue to search for an article is that alright prof.?
ReplyDeleteIf i were to make a personal exam, then there would be a variety of factors. There are many qualities that I think an employee must have. To begin with, I agree with what Joseph said, physical aspects are not as important as dedication. However, the health of everyone is important...just like in high schools you are required to take health fitness, and for auxillary activities, you must stay in shape and practice [excersise] everyday with the team...there should be some form of excersise of fitness praining or whatever to keep employees healthy. It is also important...very important, that an employee have patience, willingness to learn and work with others. Getting a promotion or a raise depends on your overall performance and attitude. You must have a positive attitude, and good self-esteem...you must also be able to accept criticism from employers as well as from others working with and around you. One doesn't have to be the smartest person in order to get a promotion or even a good evaluation, showing good workmanship and respectfulnes...following the rules and doing what you know must be done, those are key aspects to good evaluation [according to me].
ReplyDeleteLOL I'M UP!!
ReplyDeleteJoseph, i completely see where you're coming from in the case of seniority...i think it's a great thing that you get "kudos" for having seniority...this means that you're more experienced and have a better understanding of how things are to be done. I would consider this to be a plus in getting a promotion. And the thing you said about not having to be the most muscle-filled person to do the best work...TOTALLY agree on that too. It's all really based on your devotion to the job and your commitment to what you do. I do, however think that it is important for an officer should stay in shape...this doesn't mean you must hit the gym every night for hours at a time...just keep yourself in check, you know when you're out of shape because you can feel it affect your activities and your performance in the things you do. [by the way, being a "twig" doesn't make you in shape, and being a little overweight doesn't make you out of shape. It all depends on your comfortableness in how you do things].
ReplyDeletekelvin, can you text me or call me because my phone messed up and i lost your number. thanks
ReplyDeleteabout time kelvin now lets go
ReplyDeleteFritz in a perfect world fitness would be key, but its like anything else you say law suit and departments get scared. Key Biscayne has a work out on duty program you are allowed to work out during your shift. I like that concept. However they have the man power resources to do that. In larger departments and thanks to budget problems we have staffing problems and its sad but getting a uniform on the street is almost more important then what is in that uniform. In a perfect world we could require fitness exams yearly. However I know people in the army who work out a month before their yearly PT test and thats it, so I really think it is just a good sounding concept. Then an Idea that would serve a true purpose.
ReplyDeleteMy article focused on the negative affects that the officer’s guns were causing which also placed negatives on the evaluations they received. Many of the officers’ failed with their service weapons during qualifications and that was placed on their evaluations. They also griped about having to meet such a high quota that was a key component in their evaluations and they failed to reach those numbers and it was also placed on the evaluations as the officers not being productive enough and they had pay cuts from their evaluations. The officers grew tired of the chief’s antics and voted a no-confidence in him.
ReplyDeletehttp://www.washingtonpost.com/wp-dyn/content/article/2005/08/30/AR2005083001772.html
2. If you were going to design your own promotional test what factors would you use?
ReplyDeleteMy test will consist of a written test that ask questions about common knowledge that everyone regardless of job title should know, knowledge about the current job position that the candidate is in, of common knowledge that is found at the next job level to see if the candidates are taking the initiative you learn the job that they are seeking and, test knowledge about the departments mission statement. Also I would make up an interactive part that gives the candidates different scenarios in which the job will deal with to see how they respond.
3. What would you do to make sure you get the right candidate for promotion?
I would 1st have whoever wants to get promoted sign up for the selection process because the last thing that you want to do is to try to promote someone who does not want it. Then from the people who signed up create a qualifying pool based on the candidate’s last review and current job performance. From there, conduct the written test that will test common knowledge that everyone regardless of job title should know, knowledge about the current job position that the candidate is in, of common knowledge that is found at the next job level. From the people who score well conduct interactive interviews that give the candidates different scenarios and ask open-ended questions in which the job will deal with to see how they respond. Lastly, partnering with the management team to go over results and get feedback as to who is the best candidate.
Seniority will only be looked at in cases of a toss up between two candidates.
4. Many of us joke about “cops and doughnuts”. Do you think that fitness should be an aspect of evaluation? If you make it a requirement how would you help officer’s maintain fitness levels?
I do think that fitness should be an aspect of an officers evaluation because the simply fact that the job is so physically demanding. Everyday officers’ lives are put at risk in situations that put there physical capacity to the test. So it is only logical for an officer to be physically fit. For instance it is well known and any athletes will tell you that when you get tired or winded the first thing to go is your brain/alertness/reasoning. You start to forget things that are suppose to be automatic, your training goes out the window, and you are basically “flying from the seat of your pants”. There are a lot of things that you can do to help officers to maintain fitness levels. For example some police departments have gym facilities on their compounds, you can partner with outside gyms which they do now and work out pricings for the officers. You can set up clubs within the department such as boxing clubs, rowing clubs, basketball teams, or whatever the officers seem to take interest in. Also you can tie that into there review by giving the officers incentives to push them to make certain fitness goals which can be monetary or something as simple as making plaques/certificates or coming up with a new ribbon that they can wear on their uniforms.
http://archives.chicagotribune.com/2009/may/13/local/chi-chicago-cop-evaluationsmay13
ReplyDelete1. I have read an article that a Chicago Police Dept. is adding to their evaluations. They are adding the officer’s attitude to fully grasp the entire view of their officer’s performance. I think that’s a great tool to add because you want people with positive attitudes on your force and that also helps weed out those who really don’t enjoy their jobs. It also adds to the community policing aspect of departments. It also helps adjust those officers with bad attitude to be adjusted through different classes which in turn will add more accountability to their officers and department.
2. I would incorporate the evaluations and have the evaluations completed twice a year. I would also base it off exam scores. It would be broken down into categories verbal, examinations, and audio. Placing them into those situations will also be a barometer of how they will react and how effectively will they communicate and get their vision across to be carried out. Also, seniority will also be valued and their accomplishments as well as errors. The body of work throughout the officer’s career will be placed in high regard.
2. I would have the examination of the officer at the top of the list. I would establish the visual and audio component with the simulations to be reviewed by a panel. Also, I would have to look at the officers evaluations and go through his file to look at his accommodations and negatives remarks or complaints in the file and make an educated determination of the validity both the good and bad within the officers file. I would also place the officers through another physical exam just make sure they are in good health.
ReplyDeleteYears on the force will also earn points towards the overall grading out process.
Kelvin, I have never understood the no confidence vote. I think the only thing it does is upset the chief. Once you show you are torn any chance of leadership is gone. If the leader happens to be politically connected the only thing gained is an upset chief. An officer going home or not may relie on their gun one day. Their is no excuse for not being able to qualify.
ReplyDeleteThe second Regina posting is actually Kelvin.
ReplyDeleteJoseph i totally agree with you. I actually declined to take part in the same stupid act two years ago with Chief Darling. I did not vote however, several other people did and it led to a few people not having their contracts renewed and it created alot of tension. It really not worth it. Those officers complained that the guns were the problem but if you can't hit a target it should be noted in the files and they blamed it on the gun and the manufacturer.
ReplyDeleteTravis, Officers love to quote what is called the Garcia rule. If you do something job related they want to get paid for it. Gym memberships is tax deductable if your using towards your job like law enforcement. However you make it mandatory and officers will be turning in overtime slips for working out....I like your promotion process a review of the canditates would be a good idea. Working with management is also a great idea we use a private vendor and that causes trouble with the union. Your idea ould resolve those issues.
ReplyDeleteKelvin I knew you would understand.
ReplyDeleteRegina, you have good points. I like the twice a year evaluation. There is some bosses who I have heard say “I am the only outstanding employee.” So if you have that type of boss you could bid off. Your second evaluation would still save you, so you would have at least one good evaluation. The audio I like the fact you can keep it for review, for liability. I think though it depends on who reviews it. I think you need balance not just police personnel, but at least an independent human resource person to avoid favoritism.
ReplyDeleteKelvin
ReplyDeletethe only problem that I have with awarding officers points for seniority is that it takes aways from the whole promotion procees and the younger guys who are hungry and determined. You are rewarding officers who flew under the radar for years and punishing the other ones because they haven't been there as long which I feel that it's not fare.
Travis, the younger guys who are hungry just have to work a little harder they still have a chance. Happy officers are loyal officers a high turn over rate owuld cost the department more money. The seniorty points give both senior and rookie guys a chance.
ReplyDelete3. I would make sure I got the right person by checking with their current supervisor, as well as checking the scores they received on the promotional exams. They must past a oral board interview and a voice command test under pressure with different scenarios and gauge their responses.
ReplyDelete3. I would do so by having a thorough review of the officer and check their scores as well as with the supervising officer they previously worked under. I would also make sure they can communicate effectively verbally and written with different scenarios and also making them interview in front of a panel with higher ranking officers.
ReplyDeletehttp://timesofindia.indiatimes.com/city/patna/Now-performance-appraisal-of-BAS-officers/articleshow/5316259.cms
ReplyDeleteThis article basically takes place in India. It talks about how Bihar Administrative Service(BAS) officers that were doing good performance, would start using a different method. They are going to be "appraised" or whatnot through a performance appraisal report (PAR). Personnel secretary Kumar said PAR system would also be introduced for officers of other premier services. He says something about how every sub-divisional officer will make an annual work out plan...and they have to say at least two points that they feel were important throughout the meeting. THey were to be graded on a 10-point basis...this article only had about 2-3 paragraphs [not even complete ones] about India and how they're switching to performance appraisal reports instead of the old evaluation system...i found it quite interesting though.
4. They should make it apart of the evaluations and that they must take a physical and pass a fitness test annually before the evaluations are completed. You must have responsible officers taking care of themselves while they help out on a daily basis in the community they work in. They can also help by having the officers work out at the headquarters or have a special price worked out with a local gym or a nutritionist.
ReplyDelete4. They should make it apart of the evaluations and that they must take a physical and pass a fitness test annually before the evaluations are completed. You must have responsible officers taking care of themselves while they help out on a daily basis in the community they work in. They can also help by having the officers work out at the headquarters or have a special price worked out with a local gym or a nutritionist.
ReplyDeleteTravis I understand what your saying but I disagree because you are really awarding them for the time that they have put in at that agency. You can't give the new guys first dibs because that would send the wrong message out to those worked there for some time. They have to pay their dues and eventually they will have the same opportunity.
ReplyDeleteok bye classmates...im going to church now. happy last day of class :-) professor, are you going to tell us what grade we have so far in the class?i will read all other comments when i come back from church this evening
ReplyDeleteRegina
ReplyDeleteI agree with you that there should be a annual physical test for officers. Having a yearly physical evaluation is a good way to monitor fitness levels and it gives you a starting point of the process that it will take to hold the officers accountable just like in the armes forces. What I dont understand is that becoming an officer requires you to be in shape but, staying an officer in some departments does not.
Travis I agree with you that they should be questioned on job related questions as well aas the audio component. It will give you a better understanding of the candidates ability to answer and adapt to different scenarios. It should be incorporated in many other workplaces to ensure that they are limiting the liability of hiring the wrong person.
ReplyDelete1.Search the Internet and find an article on evaluation in law enforcement. You might find it under different names, for example, performance appraisals or assessment. Summarize the article, and include the full reference citation.
ReplyDeleteWhat I actually found was an actual hard copy of a performance review for a University of Central Florida Law enforcement officer. The review states that “Staff members are to be appraised periodically to ensure performance standards are met, to enhance communications and to facilitate and promote career growth and development”. The review is broken do in four basic section, Performance factor, supervisor skills, rating levels, and the supervisor’s recommendation.
http://www.hr.ucf.edu/web/forms/employeerelations/Perform_Appraisal_Form_Law.pdf
Travis you made good points about the gyms and establishing different clubs and the incentives would push them to get and to stay in shape. You are also correct about them losing mental focus on the job first when they become tired. They are in a position where they can't lose their focus, it would affect the communities they serve as well as themselves. Great statements Travis!
ReplyDeleteI read an article on a different approach to the evaluation process. The article is basically about changing the way performance appraisals are conducted. Many times the supervisor is not properly trained in evaluating an employee. Also, they evaluation process as a whole strikes fear in employees makeing them nervous and unsure of themselves. This puts employees on the defensive and wastes valuable time.
ReplyDeleteFurthermore, the article discussed new and better techniques in the evaluation process. For example:
1. Supervisors must remember that the primary goal of performance appraisal is to improve performance.
2. Supervisors who take a few minutes to visit with employees in their work areas show an interest in their employees and a confidence to engage in discussion on the employees' own "turf." This can be an opportunity to inquire about their performance, compliment them, and to listen to them, thereby encouraging feedback.
I totally agreed with this article. I do believe that some employees might be great at their jobs, however they evaluate poorly due to many uncontrolable factor in their life.
http://findarticles.com/p/articles/mi_m2194/is_n4_v63/ai_15428239/
Great interaction group 2!
ReplyDeleteRemember to summarize the article you find and respond to at least two postings.
thanks
2. If you were going to design your own promotional test what factors would you use?
ReplyDeleteFactors I would use for promotion would be:
1. An employees record. (You are your record)
2. Experience
3. Attitude
4. Ability to work with others
5. Ability to commuicate well
6. Attendance record
7. Promptness (arriving to work and meetings on time)
8. Potential (recognizing talent and encouraging them to stay on the right path).
3. What would you do to make sure you get the right candidate for promotion?
ReplyDeleteI would use much of the same factors I listed for promotion. However, I would make sure as a boss or supervisor I would be proactive in promoting and not reactive. I would want my employees to know that I am aware of their proformance and work ethic.
4. Many of us joke about “cops and doughnuts”. Do you think that fitness should be an aspect of evaluation? If you make it a requirement how would you help officer’s maintain fitness levels?
ReplyDeleteYes, I do believe that fitness should be an aspect for evaluation. Why would fitness be so important to become a cop but not important to stay a cop? Officers today are looking more and more out of shape than ever before. Yes I would make it a requirement in evaluations. I do believe it would help in encouraging officers to stay in shape.
Note: Years on the force as well as injuries or health would be taken into account during evaluations. However, no evaluations on fitness can lead to laziness and an unhealthy lifestyle that can affect an officers overall performance or evaluation.
I am going to use the department I work for as an example for question one. Every year around each employees anniversary date an evaluation is done based on attendance, job performance, knowledge, and other different ways of measuring job productivity. Upon completion of a satisfactory evaluation, that employee will receive a pay rate increase as designated in that employee's contract.
ReplyDeleteIf i were able to design a promotional exam, I would create questions that measure individual's customer service skills, since supervisors deal with a lot of citizen's complaints, departmental procedures and general orders and knowledge of state statutes. I would not forget to consider looking at that employee's personnel's file to make sure that employee is the best candidate for the promotion.
ReplyDeleteGreat post Juliana. At the end of the day are you a productive employee. Do you get the "big picture" when it comes to why were you hired. If yes? Heres some more money to keep you doing a great job... I agree.
ReplyDeleteIf I were applying for a promotion, I would make sure first of all that My physical appearance was very sharp, since a lot can be said about the way you portray yourself. Job promotions can be very competitive and I would not take a chance on doing anything that could result in not being selected for the position. I would prepare myself, make sure I am ready to answer any questions related to the job promotion, preparation is extremely important.
ReplyDeleteI think fitness is of great importance in law enforcement. Police officers need to have the ability to overcome any situation that may require physical strength. These days is very common to see overweight police officers that do not seem to care much about the physical aspect of the job. In order to promote physical health, I would implement mandatory physical training and periodic physical evaluations that measure physical endurance, strength etc.
ReplyDeleteElise, I agree with your post about the promotional exam. I think you raised an excellent point about being able to communicate with others is extremely important, since having good communications skills makes a real leader.
ReplyDeleteRegina I loved the idea about a video and audio component for the promotional evaluation, very creative.
ReplyDelete@ Regina,
ReplyDeletegiving officers and there families free or discounted access to local gyms and/or fitness centers is a great way to motivate and encourage officers to work out and stay in shape. great idea.
I agree with elise and regina. Trying to keep the officers motivated and in check physically is a great thing. And also, yes like Juliana said, your physical appearance says alot about yourself and how you carry yourself. I can't recal who said it, but someone mentioned something about what to consider when giving a promotion. You should first of all find out who it is that actually wants the promotion.
ReplyDeleteFor som people promotion is good for the money, but they just don't want the responsibilities of a higher position. The LAST thing you would want to do is promote someone who didn't want to be promoted in the first place, so yes, I think that is the biggest and first thing you should do and consider when giving a promotion.