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?
Good morning Mindy, I found a article finally, it wasn't easy.I found it last night it took some time.
Anderson, D. (n.d.). Performance appraisal: a different approach | FBI Law Enforcement Bulletin, The | Find Articles at BNET. Find Articles at BNET | News Articles, Magazine Back Issues & Reference Articles on All Topics. Retrieved December 12, 2009, from http://findarticles.com/p/articles/mi_m2194/is_n4_v63/ai_15428239/?tag=content;col1 _______________________________________________ The term “performance appraisals” makes both supervisors and employees uneasy. Performance appraisals act as a measurement of goals and objectives to be measured for their effectiveness and success. Unfortunately, performance appraisals tend to be missed used as a means of comparison of current goals and objects with past performances.
In the article “Performance Appraisals: A Different Approach”, written by Dennis Anderson, much criticism is given towards failure of realization by supervisors towards the understanding of performance appraisals being “just a process”. Anderson states that performance appraisals should be designed to encourage productive procedures these actions be maintained throughout the year. The overall goal of performance appraisals “is to improve performance”. Anderson also states that supervisors should not target weaknesses of their employee; instead they should emphasize on the employee’s strengths and build upon them. He further states that in order to accomplish this task successfully the appraisal process should follow a performance management style.
The Performance Management Cycle should start with the supervisor defining roles, responsibilities, and expectations of the employee. Next, both the supervisor and the employee should set specific goals that are to be achieved by the employee. These goals should reflect the employee’s roles and responsibility that was originally defined. Through the process the supervisor should encourage the employee, monitoring their performance periodically and administering correct and necessary feedback as well as making revisions when necessary. Lastly, the supervisor should have performance reviews with the employee. The reviews should be scheduled regularly and continue until all goals have been obtained or the year has ended.
The success of the performance management cycle is dependent on the ability of the supervisor and the employees to effectively work together. Realistic goals should be established, and strengths and improvements made in once weak areas should be recognized. Most importantly, “employees should be evaluated on their performance not on their personal characteristics”.
Sorry, Good Morning all, I am really trying to make this blogging work for me. I have been trying all morning. Thanks to Tamika, I think I am in business.
4. I truly feel officers should always stay in shape. I agree with Mindy, officers should physically stay fit and eat healthy daily. You can have a cheat day or two just make up the junk food day by putting in extra exercise or a day you make your day you really eat healthy. If you can't do it on your own join a gym or find a nutrition plan.
1. According to The Front Line ERGOMETRICS, they have assessments to evaluate applicants applying for a job or a promotion. The idea behind their assessment is to identify the stronger candidates from the weaker ones. The Front Line testing exams consist of a video examination which includes multiple choice questions, to determine how quickly the candidates can respond to a situation. Also, it will verify if the contenders are good observers and skillful writers. In addition, there are appraisals for promotions. The promotion exams are designed to measure the applicant’s ability to manage workers.
2. To receive promotion, applicants must meet the requirements and excel through several assessments. The standard requirements are a bachelors degree or higher in relation to law enforcement, a minimum of 25 years of age, a minimum of 4 years experience on the law enforcement field. Additionally, these applicants must score high on the following assessments such as the situational judgment testing, the written projects, the oral presentations, and the subordinate counseling role play.
3. After the applicants have completed their evaluation, I would select the top 3 contenders who scored high to manage the workplace for a week. Each individual will have their own week to supervisor their workers. I will be looking for superb managing techniques, where I will create problems within the workplace to observe these contenders on how they would resolve the issues.
4. Fitness should be an aspect of an evaluation because officers need to be in top shape to defend crime and help the public in emergencies. To help officers maintain great fitness levels, I would distribute a fitness program called P90X to each officer. This program will help the officers build strength, endurance and agility. The program consists of 9 DVDs of in housing training. Hence, this program will save the officers a lot time from going to the gym to work out.
Sonya, that was a great article. The performance cycle management is a good tool to evaluate employees for promotions. Targeting an employee's weakness to me is a great idea because once that individual increases his weakness to surpass his strength, he will truly be a force to recon with. Check mines out when you get a chance.
Law enforcement evaluations are an absolute necessity. The evaluations are designed to to discover both internal and external challenges that can impede an officer's job performance. They can identify a wide array of problems that include: staffing, planning, performance, leadership,and management.Evaluations pinpoint critical internal issues, by administering assessments and evaluations they can identify and correct these critical issues that will improve job performance. Law enforcement evaluations should be conducted periodically and should executed by an independent agency in order to ensure neutrality and objectivity. The overall goal of assessments is to do what is best for the department and the community.
This article is a study that was done in reference the employee performance evaluation in the criminal justice field. the survey seeked employee evaluation practice and attitudes of Florida's Sheriff's Offices. Like every survey, this one revealled there were room for improvement. Most of surveys and evaluations are done to see how an employee is measuring up in the job. It focus on the employees job knowledge, attitude, interaction with others, etc. This also measures the department overall and it came up with differents statistics and future goals on how to improve.
#2. If i was assigned to design a promotional test i would first make sure that performance results are aligned with organizational goals. the evaluation should be a learning tool so therefore it would be specific to police work that would also include the use of modern technoligical advancencements. Oral and written exams would be included with intepersonal communication skills and cultural sensitivity a highlighted portion of the assessment.It would also include psycholigical and physical evaluations to reduce or eliminate high incidences of the use of excessive force.
#3 . In order to get the right candidate for the job i would charge an assessment center with the task of administering the evaluation to ensure fairness and objectivity. The promotion would be also based on the officers' past job performance and his/her capabilities for handling a higher position which would include administration and planning abilities.
#4. Fitness should be an aspect of the evaluation process. My suggestion for helping officers to maintain their fitness level would be to implement mandatory fitness training for all officers that is conducive to their job specifications. By doing so officers would stay in shape and it would increase their possibily of passing the the fitness aspect of the evaluation.
Leon i agree with your answer to question #3. I think creating problems in the workplace would be a great idea to test the candidates managemet techniques, but they should not know these problems were "generic" problems. It would be great to observe them if they really thought these were real problems. These evaluations should be designed to test their administration and planning capabilities. I think you came up with a great idea Leon.
To make sure I get the right employee for a promotion, I would check their job performance evaluation for the last 3 years or so, their attitude in the job, their interactions with the public as well as their attitude towards his/her fellow co-workers, job knowledge, and education. I will also establish their writing skills and their ability to speak properly.
Carole, after perusing through chapter 16 and reading some of the summaries including my own, I now realize the importance of assessments and evaluations. The field of law enforcement is a dynamic field so therefore evaluations and assessments are an absolute necessity. You mentioned in your summary that the survey revealed that there was room for improvement in the department. My summary stated that the overall goal of assessment is to do what is best for the department and the community. With those two main ideas i think it is accurate to say that assessments and evaluations are fundamental to law enforcement development.
Fitness should be included in the job assessment. While in the academy, we are forced to exercise and be in shape. We ran almost every morning and visited the gym often. After graduation from the academy, all that went out the door. Many officers leave the academy with a six pack and a great weight and a few years later are over weight and can’t run a block. It should be mandatory that each officer maintain a certain body weight and be in shape. As part of the evaluation, each officer will have to pass a physical test. This will be a healthy thing for the department as well as the officers. After a while, it also becomes an officer safety issues. I am sorry, but if it’s only me and my partner and I have to chase someone, I want to know that my partner is right behind me; not coughing up his lungs blocks away.
Erica, I agree with your acticle..The principal behind the job evaluation is to evaluate the employees on basic skills..this is to better the department and improve public relations. If the police department has an employee that is not performing well or to their standards, then it becomes an issues for that department as a whole, not just the employee. The employee is given extra training, feedback, an extention if need be and if nothing works, then the department has a right to terminate that person and get someone better.
Carole, you are right just to know that your partner is right beside you when chasing a dangerous perp, you want to know that an arrest will be made and that suspect did not escape because your partner was out of shape.Physical fitness should be mandatory on the job.
I agree with you Carole, in regards to the fitness program. However, what do you think about P90x? P90x consist of 9 DVD discs designed for in-housing training. You save a lot of time from going to the gym. The program is designed to build strength, endurance, and speed. I think every officer should own a copy.
The article that I found is about a new law enforcement evaluation Digital program to help agencies save time and money. It's about customizing reports quickly on computer. This method automates the formal performance evaluation process, Makes the performance evaluation process more efficient, Provides specific rating on each individual Skills, uses a standard rating scale for all Skills. Provides for comments on each skill and for overall comments on the employees performance. Special reviews may be set-up as well And all forms can be password protected. This new program would save a lot of time to all administrators.
Leon, That would be a great idea. A lot of officer's have families and other things going on in their lives that they can't afford the time to go out to the Gym. With the DVD system, they can spend an hour or so at home doing the exercises. They can even get their wives and children involved with the excerise program.
Group members, our textbook states that fitness can become a legal issue, "the people and property the police are paid to protect depend on officers being able to do their job, if they cannot they can be sued" (Bennett,Hess 455).In Parker v. The District of Columbia 1988, a suspect was shot by the arresting officer. The jury awarded $425,046 to parker because the court noted, "Officer Hayes simply was not in adequate physical shape, this condition posed a foreseeable risk of harm to others." It is imperative that officers are in physical shape to perform their job adequately! It is a requirement of their job!
2. If I had to design a promotinal test I would implement three sections on it reading, writing and math. Most of the test that we take now days are all multiple choice and if you get lucky you just might pass without ever knowing anything about the Subject. The reason why agencies do this is because with time more and more people apply for different positions. Picture reading 600 essays of people applying for police. Also most agencies promote based on seniority even if you don't have a degree and I don't think that's fair.
3. To get the right candidates I would inspect each of their records to see how many complaints they've had and the outcome. Also I would require a bachelors degree, and 7 years with the department. Make sure they are of good moral character and ask for references.
3. I feel that fitness should be a priority for police, you don't have to be a bodybuilder but atleast you should be able to run 1.5 miles in less than 15 minutes and I would require this evaluation every 6 months, where if you fail this twice In a row you would be demoted/removed.
I think being in good physical shape as a law enforcemet officer is what i consider "tools of the trade." Although it is not tangible it is essential in order to perform duties.
Alejandro, you have raised the bar in your requirements to get the right candidates for the job. I totally agree with your standards, it should be set at that level in order to get the right people for the job. Great idea.
lol@ Carole. Yeah P90x is great; thanks Alejandro.
Alejandro, obtaining 7 years experience with the department before applying for a promotion is good. I insisted on 5 but 7 is good as well. Great insight.
#1 I found my article on the web at http://www.encyclopedia.com/doc/1P3-28425762.html
Reviewing various articles and department evaluations, I find that they all feel somewhat indifferent towards the process; but they all are able to gain from it. In the short article that I reviewed, the department viewed effective performance evaluations as an “ongoing struggle”. This particular department also views performance evaluations as bureaucratic traps. They are able to find substance within the process but fail to provide minimum or no follow-up training at all. I gather that some departments just adopt this system for the fact other departments make use of it. Whereas the article clearly states some agencies perform evaluations but they fail to make the process meaningful or constructive. However a department acquires their form of performance evaluations is not the main concern, but the how the general public will benefit from the outcome and the service rendered in hoping the evaluation proved meaningful.
In refeence to the case i mentioned, (Parker v. TheDistrict of Columbia 1988), I think it is a sad day in law enforcement when an officer's inadequate physical condition becomes a risk to others not to mention a liabily for the department. In order to reduce these risks and liabilities departments should make the extra effort in ensuring that their officers are in shape to enhance their job performance. Making an investment in physical training for officers such as equipping officers with the dvd package, P9oX that Leon mentioned would not only be beneficial to the department but to the community that they serve.
Darnell, i read your summary and while this particular department views assessments and evaluations as bureaucratic traps and fails to provide follow-up training, I suppose this particular department is lacking in leadership as well as not being a dynamic department. I can only imagine how static their working conditions must be. One of the goals of assessments and evaluations should be to identify certain areas specific to law enforcement and to pinpoint those areas so that they can be improved. Not doing so can impede job performance. Enhancing job performance is a win-win for every body involved which includes the communities.
I can't tell how much I agree with you. I think the reason why they don't impose fitness now is because it's like opening a can of worms, they would have to fire half if not more of the officers. the amount of Complaints and Lawsuits filed would be to great.
2. If you were going to design your own promotional test what factors would you use?
The promotional test I would design would address the individual needs of a company that is unique to the organizations policies and procedures. Also questions geared towards the direction the organization is headed in with perspective to innovation.
Alejandro, i must admit that sometimes i see officers and i think to myself, "how did he get into the academy," not knowing that this officer's inadequate physical fitness might be a detriment to my life if i needed his help.
Ericka the P90x is a great ideal for officers harboring one spare tire too many... but only as effective as the officer's ability to make use of it. Meaning if they are issued the p90x dvd set and it sits at home and collects dust; then what is its value?
Darnell, the only constant in life is change and that includes the field of law enforcement, so being able to adjust and adapt to change is paramount to a department where the demographics for the community that the department serve is ever changing. You are on point Darnell, being innovative is a must.
You're right Darnell, The dvd should be provided as a supplement to in-house training provided by the department also.It should not be the primary source of physical traing for officers because we know how physically demanding the field of law enforcement can be especially for patrol officers, so providing the officers with the dvd should not be the main source of physical training. After a hard days work on the job most officers will not be up to doing training after work.
3. What would you do to make sure you get the right candidate for promotion?
I would implement a creative employee assessment that will measure motivation, decision-making, behavior, innovation, integrity, leadership, communication, scenario-based reactions, their vision of the organization and their innate abilities for the specific role that they would fill.
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 officers maintain fitness levels?
This is a topic that can become” the song that never ends”. First, my comments are not directed at those whose physical condition is a result of medication or medical condition. I would make officers physical condition a requirement; also allow it to be contingent on their ability to hold a position. Analyzing the departments peak and down time, I will enter in a necessary evil, with a private personal trainer and small team of health care professionals who are willing to work on a per diem basis. The new system will be implemented in systematic intervals that best allow the department to remain efficient in their duties and endeavors. Also, find a proficient technique to introduce my new system into the employee’s performance evaluation with positive reinforcements and a reward system.
2-) The candidate must have a Bachelors degree or higher, 4 years or more experience, MUST score a high score on the writing, reading tests, must clear extensive background check (interpol included) and go through a psychological examination.
3-) Will request copy of last three annual review, must verify if any complaints have been filed, if any have been filed what have been the nature of those, if investigated, what was the outcome. Must verify if candidate is well prepared to perform all tasks required in new position, is this person a team player, is he/she a good leader etc.
1) Performance Appraisals in Reverse FBI Law Enforcement Bulletin, The, Sept, 1995 by Lane J. Roberts http://findarticles.com/p/articles/mi_m2194/is_n9_v64/ai_17634829/ This article explains a relatively new idea of performance evaluations called reverse evaluations, the process of subordinates rating their superiors. The traditional evaluation is compared to reverse evaluation and points out the reverse appraisals furnish the executive with insights that will aid in the development of potential managers and supervisors. Reverse Appraisals give feedback to supervisors by their subordinates and gives them new ideas on how to more effectively perform as better supervisors, what is their strengths and weaknesses in managing, and giving heads up to executives on how their supervisors are doing. "Further, performance evaluations serve important administrative functions, such as identifying employee training needs and providing input on administrative decisions regarding promotions, reassignments, disciplinary actions, and terminations". (Roberts)
2) For my promotional test, the factors I would include would be to evaluate cognitive skills and compare them to prior tests taken, experience and age evaluation, jobs and recognitions performed, grammar/essay testing, and knowledge testing on the department's SOP's and rules and regulations, and a physical fitness test.
3) To get the right candidate for the promotion, I would make sure the candidate passes a little bit above average on all their testing because "just passing" is not sufficient for me. Conduct interviews with open-ended questions on scenarios; what would he or she do in this situation. I would make sure the candidate has an honorable reputation for doing the right and always using their judgement.
4) I highly concur with physical testing be part of evaluation because this job would require officers to be physically fit in an any emergency, such as carrying a body, chasing down a suspect, etc. I would make it a requirement. I would help officers meet their physical fitness standards by giving them a PT test once a month and education on nutrition/balance, encourage them to go to the department's gym at least twice to three times a week.
4-)I do believe fitness should be part of evaluation BUT, can't expect everyone to be fit as if he/she was a trainer but the candidate MUST be able to run and walk a decent distance at the required speed and time. I will implement mandatory physical evaluations--that will keep them on track. On the other hand, there are some health issues that prevents an individual from gaining/losing weight and if issue is not adressed properly can cause serious problems as some will claim have been discriminated for been over/under weight, for example thyroid problems, etc.
In response to the comment about the DVD P90x whatever it is - I partly agree with you guys, working out at home in front of a TV saves alot of energy and time, but it is not sufficient. To be really physically active for the POSITION OF LAW ENFORCEMENT OFFICER, one must do more activites outdoor, the gym, sports, etc. This increases motivation, socialization with the community. I would not issue the DVD to officers, but do encourage them to the latter.
Promotions should be based on qualities of the person that demonstrates leadership, courage, adn critical thinking. The candidate should show honor and respect to their superiors and let them know that every order carried out, is carried out in a timely fashion, effectively, and prompt no matter the case, situation, weather, etc.
D Williams, only in a perfect world will you get a Department you will have them provide private trainers and a team of health care professionals. When it comes to maintaining your weight and health, it's on you. They will do a yearly physical but that's it.
Patricia, I think your idea for adding an Interpol background check for the candidates is a great idea. A couple of years ago i watched a documentary on television about law enforcement officers and the crimes they sometimes commit. There was a Border Patrol officer in Texas that was on the job less than two years, after an incident occured involving this officer his superiors found out that he had an existing warrant for attempted murder in the state of New York even before if became a Border Patrol officer! This guy somehow slipped through "the cracks" of a background check or the background check was not EXTENSIVE enough to find out that this guy had a prior criminal history.
You have done a great job with your responses. Please make sure you understand how to find and summarize an article; the experience will serve you well in your future educational persuits.
Have a great holiday season with your families and friends,
Carole, we would think that an officer's physical fitness and health should be a priorty as it will enhance job performance, and better prepare officers to "protect and serve" and protect the department from liability but i guess it is not as important as we would want it to be. Providing officers with a trainer and a team of health care professionals would be a great investment for department. If an officer is in great shape and health he would be more confident in performing his duties and would feel great about himself which would increase productivity and effeciency. I wonder if a state such as Maine provides training for their officers considering they are the leading state that spends more on thier prisoners?
Enjoy your holiday too Dr. Kalam and take care.I believe everything that we have learned in your class will serve us well in our future educational goals. As usual Dr. Kalam your classes have left a DISTINCT mark on my academic career. Group members, you guys are AWESOME! Carole Blanc, YOU ROCK!
http://findarticles.com/p/articles/mi_m2194/is_n4_v63/ai_15428239/ Performance appraisal: a different approach FBI Law Enforcement Bulletin,The, April, 1994 by Dennis B. Anderson
this article basically explain the role of a supervisor and the different aspects on how to implement the performance appraisal process at the work place. This process can make both the supervisor & the employees feel uneasy as most of the time the person who is in charge has as much training in the objectives, foundations, and delivery of performance appraisals as the person who is going to be evaluated. As a supervisor,one must remember that the main goal of performance appraisal is to improve job productivity. Key point in reaching this objective, supervisors must make the office a place where employees can have an incentive to work. Supervisors must treat people with respect and believe on what they are trying educate others on.
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
ReplyDeleteDr. Kalam and class mates
Good mornig all..
ReplyDeleteGood morning
ReplyDeleteMindy, I found a article finally, it wasn't easy.I found it last night it took some time.
Anderson, D. (n.d.). Performance appraisal: a different approach | FBI Law Enforcement Bulletin, The | Find Articles at BNET. Find Articles at BNET | News Articles, Magazine Back Issues & Reference Articles on All Topics. Retrieved December 12, 2009, from http://findarticles.com/p/articles/mi_m2194/is_n4_v63/ai_15428239/?tag=content;col1
_______________________________________________
The term “performance appraisals” makes both supervisors and employees uneasy. Performance appraisals act as a measurement of goals and objectives to be measured for their effectiveness and success. Unfortunately, performance appraisals tend to be missed used as a means of comparison of current goals and objects with past performances.
In the article “Performance Appraisals: A Different Approach”, written by Dennis Anderson, much criticism is given towards failure of realization by supervisors towards the understanding of performance appraisals being “just a process”. Anderson states that performance appraisals should be designed to encourage productive procedures these actions be maintained throughout the year. The overall goal of performance appraisals “is to improve performance”. Anderson also states that supervisors should not target weaknesses of their employee; instead they should emphasize on the employee’s strengths and build upon them. He further states that in order to accomplish this task successfully the appraisal process should follow a performance management style.
The Performance Management Cycle should start with the supervisor defining roles, responsibilities, and expectations of the employee. Next, both the supervisor and the employee should set specific goals that are to be achieved by the employee. These goals should reflect the employee’s roles and responsibility that was originally defined. Through the process the supervisor should encourage the employee, monitoring their performance periodically and administering correct and necessary feedback as well as making revisions when necessary. Lastly, the supervisor should have performance reviews with the employee. The reviews should be scheduled regularly and continue until all goals have been obtained or the year has ended.
The success of the performance management cycle is dependent on the ability of the supervisor and the employees to effectively work together. Realistic goals should be established, and strengths and improvements made in once weak areas should be recognized. Most importantly, “employees should be evaluated on their performance not on their personal characteristics”.
Good morning all.
ReplyDeleteSonya...thanks for a good summary and for informing Mindy.
Sorry, Good Morning all, I am really trying to make this blogging work for me. I have been trying all morning. Thanks to Tamika, I think I am in business.
ReplyDelete4. I truly feel officers should always stay in shape. I agree with Mindy, officers should physically stay fit and eat healthy daily. You can have a cheat day or two just make up the junk food day by putting in extra exercise or a day you make your day you really eat healthy. If you can't do it on your own join a gym or find a nutrition plan.
http://www.ergometrics.org/frontline.cfm
ReplyDelete1. According to The Front Line ERGOMETRICS, they have assessments to evaluate applicants applying for a job or a promotion. The idea behind their assessment is to identify the stronger candidates from the weaker ones. The Front Line testing exams consist of a video examination which includes multiple choice questions, to determine how quickly the candidates can respond to a situation. Also, it will verify if the contenders are good observers and skillful writers. In addition, there are appraisals for promotions. The promotion exams are designed to measure the applicant’s ability to manage workers.
2. To receive promotion, applicants must meet the requirements and excel through several assessments. The standard requirements are a bachelors degree or higher in relation to law enforcement, a minimum of 25 years of age, a minimum of 4 years experience on the law enforcement field. Additionally, these applicants must score high on the following assessments such as the situational judgment testing, the written projects, the oral presentations, and the subordinate counseling role play.
3. After the applicants have completed their evaluation, I would select the top 3 contenders who scored high to manage the workplace for a week. Each individual will have their own week to supervisor their workers. I will be looking for superb managing techniques, where I will create problems within the workplace to observe these contenders on how they would resolve the issues.
4. Fitness should be an aspect of an evaluation because officers need to be in top shape to defend crime and help the public in emergencies. To help officers maintain great fitness levels, I would distribute a fitness program called P90X to each officer. This program will help the officers build strength, endurance and agility. The program consists of 9 DVDs of in housing training. Hence, this program will save the officers a lot time from going to the gym to work out.
Good morning all.
ReplyDeleteA pleasant good morning to Dr. Kalam and my fellow GROUP MEMBERS! group members....group three...three......
ReplyDeleteSonya, that was a great article. The performance cycle management is a good tool to evaluate employees for promotions. Targeting an employee's weakness to me is a great idea because once that individual increases his weakness to surpass his strength, he will truly be a force to recon with. Check mines out when you get a chance.
ReplyDeleteLaw enforcement evaluations are an absolute necessity. The evaluations are designed to to discover both internal and external challenges that can impede an officer's job performance. They can identify a wide array of problems that include: staffing, planning, performance, leadership,and management.Evaluations pinpoint critical internal issues, by administering assessments and evaluations they can identify and correct these critical issues that will improve job performance. Law enforcement evaluations should be conducted periodically and should executed by an independent agency in order to ensure neutrality and objectivity. The overall goal of assessments is to do what is best for the department and the community.
ReplyDeletehttp://findarticles.com/p/articles/mi_m2194/is_11_76/ai_n21156385/
http://www.fdle.state.fl.us/Content/getdoc/3e410d0d-c59a-4edc-939a-f53474b9cd01/Murray.aspx
ReplyDeleteThis article is a study that was done in reference the employee performance evaluation in the criminal justice field. the survey seeked employee evaluation practice and attitudes of Florida's Sheriff's Offices.
Like every survey, this one revealled there were room for improvement. Most of surveys and evaluations are done to see how an employee is measuring up in the job. It focus on the employees job knowledge, attitude, interaction with others, etc. This also measures the department overall and it came up with differents statistics and future goals on how to improve.
#2. If i was assigned to design a promotional test i would first make sure that performance results are aligned with organizational goals. the evaluation should be a learning tool so therefore it would be specific to police work that would also include the use of modern technoligical advancencements. Oral and written exams would be included with intepersonal communication skills and cultural sensitivity a highlighted portion of the assessment.It would also include psycholigical and physical evaluations to reduce or eliminate high incidences of the use of excessive force.
ReplyDelete#3 . In order to get the right candidate for the job i would charge an assessment center with the task of administering the evaluation to ensure fairness and objectivity. The promotion would be also based on the officers' past job performance and his/her capabilities for handling a higher position which would include administration and planning abilities.
#4. Fitness should be an aspect of the evaluation process. My suggestion for helping officers to maintain their fitness level would be to implement mandatory fitness training for all officers that is conducive to their job specifications. By doing so officers would stay in shape and it would increase their possibily of passing the the fitness aspect of the evaluation.
Leon i agree with your answer to question #3. I think creating problems in the workplace would be a great idea to test the candidates managemet techniques, but they should not know these problems were "generic" problems. It would be great to observe them if they really thought these were real problems. These evaluations should be designed to test their administration and planning capabilities. I think you came up with a great idea Leon.
ReplyDeleteTo make sure I get the right employee for a promotion, I would check their job performance evaluation for the last 3 years or so, their attitude in the job, their interactions with the public as well as their attitude towards his/her fellow co-workers, job knowledge, and education. I will also establish their writing skills and their ability to speak properly.
ReplyDeleteCarole, after perusing through chapter 16 and reading some of the summaries including my own, I now realize the importance of assessments and evaluations. The field of law enforcement is a dynamic field so therefore evaluations and assessments are an absolute necessity. You mentioned in your summary that the survey revealed that there was room for improvement in the department. My summary stated that the overall goal of assessment is to do what is best for the department and the community. With those two main ideas i think it is accurate to say that assessments and evaluations are fundamental to law enforcement development.
ReplyDeleteFitness should be included in the job assessment. While in the academy, we are forced to exercise and be in shape. We ran almost every morning and visited the gym often. After graduation from the academy, all that went out the door. Many officers leave the academy with a six pack and a great weight and a few years later are over weight and can’t run a block. It should be mandatory that each officer maintain a certain body weight and be in shape. As part of the evaluation, each officer will have to pass a physical test. This will be a healthy thing for the department as well as the officers. After a while, it also becomes an officer safety issues. I am sorry, but if it’s only me and my partner and I have to chase someone, I want to know that my partner is right behind me; not coughing up his lungs blocks away.
ReplyDeleteGood morning, Dr. Kalam and dynamic group 3.
ReplyDeleteErica,
ReplyDeleteI agree with your acticle..The principal behind the job evaluation is to evaluate the employees on basic skills..this is to better the department and improve public relations. If the police department has an employee that is not performing well or to their standards, then it becomes an issues for that department as a whole, not just the employee. The employee is given extra training, feedback, an extention if need be and if nothing works, then the department has a right to terminate that person and get someone better.
Carole, you are right just to know that your partner is right beside you when chasing a dangerous perp, you want to know that an arrest will be made and that suspect did not escape because your partner was out of shape.Physical fitness should be mandatory on the job.
ReplyDeleteSONYA YOU ARE ON THE WRONG BLOG... You are in group one
ReplyDeleteI agree with you Carole, in regards to the fitness program. However, what do you think about P90x? P90x consist of 9 DVD discs designed for in-housing training. You save a lot of time from going to the gym. The program is designed to build strength, endurance, and speed. I think every officer should own a copy.
ReplyDeleteThanks Ericka
ReplyDeletewww.cfiweb.com/policeappraisal.htm
ReplyDeleteThe article that I found is about a new law enforcement evaluation Digital program to help agencies save time and money. It's about customizing reports quickly on computer. This method automates the formal performance evaluation process, Makes the performance evaluation process more efficient,
Provides specific rating on each individual Skills, uses a standard rating scale for all Skills. Provides for comments on each skill and for overall comments on the employees performance. Special reviews may be set-up as well And all forms can be password protected. This new program would save a lot of time to all administrators.
Leon,
ReplyDeleteThat would be a great idea. A lot of officer's have families and other things going on in their lives that they can't afford the time to go out to the Gym. With the DVD system, they can spend an hour or so at home doing the exercises. They can even get their wives and children involved with the excerise program.
Group members, our textbook states that fitness can become a legal issue, "the people and property the police are paid to protect depend on officers being able to do their job, if they cannot they can be sued" (Bennett,Hess 455).In Parker v. The District of Columbia 1988, a suspect was shot by the arresting officer. The jury awarded $425,046 to parker because the court noted, "Officer Hayes simply was not in adequate physical shape, this condition posed a foreseeable risk of harm to others." It is imperative that officers are in physical shape to perform their job adequately! It is a requirement of their job!
ReplyDeleteLeon,
ReplyDeleteThat would be a great present to give to an officer for Christmas...hint, hint,hint
2. If I had to design a promotinal test I would implement three sections on it reading, writing and math. Most of the test that we take now days are all multiple choice and if you get lucky you just might pass without ever knowing anything about the Subject. The reason why agencies do this is because with time more and more people apply for different positions. Picture reading 600 essays of people applying for police. Also most agencies promote based on seniority even if you don't have a degree and I don't think that's fair.
ReplyDelete3. To get the right candidates I would inspect each of their records to see how many complaints they've had and the outcome. Also I would require a bachelors degree, and 7 years with the department. Make sure they are of good moral character and ask for references.
3. I feel that fitness should be a priority for police, you don't have to be a bodybuilder but atleast you should be able to run 1.5 miles in less than 15 minutes and I would require this evaluation every 6 months, where if you fail this twice In a row you would be demoted/removed.
I think being in good physical shape as a law enforcemet officer is what i consider "tools of the trade." Although it is not tangible it is essential in order to perform duties.
ReplyDeleteAlejandro, you have raised the bar in your requirements to get the right candidates for the job. I totally agree with your standards, it should be set at that level in order to get the right people for the job. Great idea.
ReplyDeleteThank you Ericka
ReplyDeleteLeon
ReplyDeleteAbout the px 90 I think it's a great idea, my friend at the gym purchased it and it works wonders, am thinking of getting it myself.
lol@ Carole. Yeah P90x is great; thanks Alejandro.
ReplyDeleteAlejandro, obtaining 7 years experience with the department before applying for a promotion is good. I insisted on 5 but 7 is good as well. Great insight.
#1
ReplyDeleteI found my article on the web at http://www.encyclopedia.com/doc/1P3-28425762.html
Reviewing various articles and department evaluations, I find that they all feel somewhat indifferent towards the process; but they all are able to gain from it. In the short article that I reviewed, the department viewed effective performance evaluations as an “ongoing struggle”. This particular department also views performance evaluations as bureaucratic traps. They are able to find substance within the process but fail to provide minimum or no follow-up training at all. I gather that some departments just adopt this system for the fact other departments make use of it. Whereas the article clearly states some agencies perform evaluations but they fail to make the process meaningful or constructive. However a department acquires their form of performance evaluations is not the main concern, but the how the general public will benefit from the outcome and the service rendered in hoping the evaluation proved meaningful.
In refeence to the case i mentioned, (Parker v. TheDistrict of Columbia 1988), I think it is a sad day in law enforcement when an officer's inadequate physical condition becomes a risk to others not to mention a liabily for the department. In order to reduce these risks and liabilities departments should make the extra effort in ensuring that their officers are in shape to enhance their job performance. Making an investment in physical training for officers such as equipping officers with the dvd package, P9oX that Leon mentioned would not only be beneficial to the department but to the community that they serve.
ReplyDeleteDarnell, i read your summary and while this particular department views assessments and evaluations as bureaucratic traps and fails to provide follow-up training, I suppose this particular department is lacking in leadership as well as not being a dynamic department. I can only imagine how static their working conditions must be. One of the goals of assessments and evaluations should be to identify certain areas specific to law enforcement and to pinpoint those areas so that they can be improved. Not doing so can impede job performance. Enhancing job performance is a win-win for every body involved which includes the communities.
ReplyDeleteEricka
ReplyDeleteI can't tell how much I agree with you. I think the reason why they don't impose fitness now is because it's like opening a can of worms, they would have to fire half if not more of the officers. the amount of Complaints and Lawsuits filed would be to great.
2. If you were going to design your own promotional test what factors would you use?
ReplyDeleteThe promotional test I would design would address the individual needs of a company that is unique to the organizations policies and procedures. Also questions geared towards the direction the organization is headed in with perspective to innovation.
Ericka,
ReplyDeleteThanks, I couldn't agree more. This particular department definitely lacks in innovation and know-how of being functional and effective.
Alejandro, i must admit that sometimes i see officers and i think to myself, "how did he get into the academy," not knowing that this officer's inadequate physical fitness might be a detriment to my life if i needed his help.
ReplyDeleteEricka the P90x is a great ideal for officers harboring one spare tire too many... but only as effective as the officer's ability to make use of it. Meaning if they are issued the p90x dvd set and it sits at home and collects dust; then what is its value?
ReplyDeleteDarnell, the only constant in life is change and that includes the field of law enforcement, so being able to adjust and adapt to change is paramount to a department where the demographics for the community that the department serve is ever changing. You are on point Darnell, being innovative is a must.
ReplyDeleteYou're right Darnell, The dvd should be provided as a supplement to in-house training provided by the department also.It should not be the primary source of physical traing for officers because we know how physically demanding the field of law enforcement can be especially for patrol officers, so providing the officers with the dvd should not be the main source of physical training. After a hard days work on the job most officers will not be up to doing training after work.
ReplyDelete3. What would you do to make sure you get the right candidate for promotion?
ReplyDeleteI would implement a creative employee assessment that will measure motivation, decision-making, behavior, innovation, integrity, leadership, communication, scenario-based reactions, their vision of the organization and their innate abilities for the specific role that they would fill.
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 officers maintain fitness levels?
ReplyDeleteThis is a topic that can become” the song that never ends”. First, my comments are not directed at those whose physical condition is a result of medication or medical condition. I would make officers physical condition a requirement; also allow it to be contingent on their ability to hold a position. Analyzing the departments peak and down time, I will enter in a necessary evil, with a private personal trainer and small team of health care professionals who are willing to work on a per diem basis. The new system will be implemented in systematic intervals that best allow the department to remain efficient in their duties and endeavors. Also, find a proficient technique to introduce my new system into the employee’s performance evaluation with positive reinforcements and a reward system.
I value and appreciate your comments Ericka... you are always clear and concise.
ReplyDeleteErika:
ReplyDeleteYou are a great leader for your group...thank you for your efforts.
2-) The candidate must have a Bachelors degree or higher, 4 years or more experience, MUST score a high score on the writing, reading tests, must clear extensive background check (interpol included) and go through a psychological examination.
ReplyDelete3-) Will request copy of last three annual review, must verify if any complaints have been filed, if any have been filed what have been the nature of those, if investigated, what was the outcome. Must verify if candidate is well prepared to perform all tasks required in new position, is this person a team player, is he/she a good leader etc.
ReplyDeleteGood Afternoon Professor and fellow classmates,
ReplyDelete1) Performance Appraisals in Reverse FBI Law Enforcement Bulletin, The, Sept, 1995 by Lane J. Roberts http://findarticles.com/p/articles/mi_m2194/is_n9_v64/ai_17634829/ This article explains a relatively new idea of performance evaluations called reverse evaluations, the process of subordinates rating their superiors. The traditional evaluation is compared to reverse evaluation and points out the reverse appraisals furnish the executive with insights that will aid in the development of potential managers and supervisors. Reverse Appraisals give feedback to supervisors by their subordinates and gives them new ideas on how to more effectively perform as better supervisors, what is their strengths and weaknesses in managing, and giving heads up to executives on how their supervisors are doing. "Further, performance evaluations serve important administrative functions, such as identifying employee training needs and providing input on administrative decisions regarding promotions, reassignments, disciplinary actions, and terminations". (Roberts)
2) For my promotional test, the factors I would include would be to evaluate cognitive skills and compare them to prior tests taken, experience and age evaluation, jobs and recognitions performed, grammar/essay testing, and knowledge testing on the department's SOP's and rules and regulations, and a physical fitness test.
3) To get the right candidate for the promotion, I would make sure the candidate passes a little bit above average on all their testing because "just passing" is not sufficient for me. Conduct interviews with open-ended questions on scenarios; what would he or she do in this situation. I would make sure the candidate has an honorable reputation for doing the right and always using their judgement.
4) I highly concur with physical testing be part of evaluation because this job would require officers to be physically fit in an any emergency, such as carrying a body, chasing down a suspect, etc. I would make it a requirement. I would help officers meet their physical fitness standards by giving them a PT test once a month and education on nutrition/balance, encourage them to go to the department's gym at least twice to three times a week.
4-)I do believe fitness should be part of evaluation BUT, can't expect everyone to be fit as if he/she was a trainer but the candidate MUST be able to run and walk a decent distance at the required speed and time. I will implement mandatory physical evaluations--that will keep them on track. On the other hand, there are some health issues that prevents an individual from gaining/losing weight and if issue is not adressed properly can cause serious problems as some will claim have been discriminated for been over/under weight, for example thyroid problems, etc.
ReplyDeleteIn response to the comment about the DVD P90x whatever it is -
ReplyDeleteI partly agree with you guys, working out at home in front of a TV saves alot of energy and time, but it is not sufficient. To be really physically active for the POSITION OF LAW ENFORCEMENT OFFICER, one must do more activites outdoor, the gym, sports, etc. This increases motivation, socialization with the community. I would not issue the DVD to officers, but do encourage them to the latter.
All in all,
ReplyDeletePromotions should be based on qualities of the person that demonstrates leadership, courage, adn critical thinking. The candidate should show honor and respect to their superiors and let them know that every order carried out, is carried out in a timely fashion, effectively, and prompt no matter the case, situation, weather, etc.
D Williams,
ReplyDeleteonly in a perfect world will you get a Department you will have them provide private trainers and a team of health care professionals. When it comes to maintaining your weight and health, it's on you. They will do a yearly physical but that's it.
Mike:
ReplyDeleteMore people get promoted based on who they know than how educated they are, sadly that's how it works.
Thank you Dr. Kalam
ReplyDeletePatricia, I think your idea for adding an Interpol background check for the candidates is a great idea. A couple of years ago i watched a documentary on television about law enforcement officers and the crimes they sometimes commit. There was a Border Patrol officer in Texas that was on the job less than two years, after an incident occured involving this officer his superiors found out that he had an existing warrant for attempted murder in the state of New York even before if became a Border Patrol officer! This guy somehow slipped through "the cracks" of a background check or the background check was not EXTENSIVE enough to find out that this guy had a prior criminal history.
ReplyDeleteGreat Interaction Group 3!
ReplyDeleteYou have done a great job with your responses. Please make sure you understand how to find and summarize an article; the experience will serve you well in your future educational persuits.
Have a great holiday season with your families and friends,
Carole, we would think that an officer's physical fitness and health should be a priorty as it will enhance job performance, and better prepare officers to "protect and serve" and protect the department from liability but i guess it is not as important as we would want it to be. Providing officers with a trainer and a team of health care professionals would be a great investment for department. If an officer is in great shape and health he would be more confident in performing his duties and would feel great about himself which would increase productivity and effeciency.
ReplyDeleteI wonder if a state such as Maine provides training for their officers considering they are the leading state that spends more on thier prisoners?
Enjoy your holiday too Dr. Kalam and take care.I believe everything that we have learned in your class will serve us well in our future educational goals. As usual Dr. Kalam your classes have left a DISTINCT mark on my academic career.
ReplyDeleteGroup members, you guys are AWESOME!
Carole Blanc, YOU ROCK!
http://findarticles.com/p/articles/mi_m2194/is_n4_v63/ai_15428239/
ReplyDeletePerformance appraisal: a different approach
FBI Law Enforcement Bulletin,The, April, 1994 by Dennis B. Anderson
this article basically explain the role of a supervisor and the different aspects on how to implement the performance appraisal process at the work place. This process can make both the supervisor & the employees feel uneasy as most of the time the person who is in charge has as much training in the objectives, foundations, and delivery of performance appraisals as the person who is going to be evaluated.
As a supervisor,one must remember that the main goal of performance appraisal is to improve job productivity. Key point in reaching this objective, supervisors must make the office a place where employees can have an incentive to work.
Supervisors must treat people with respect and believe on what they are trying educate others on.