NCJ Number
138917
Journal
Law and Order Volume: 40 Issue: 9 Dated: (September 1992) Pages: 79-82
Date Published
1992
Length
4 pages
Annotation
This article discusses the nature of a performance appraisal, why they should be conducted, who should receive them, when and how they should be conducted, and their pitfalls.
Abstract
An effective police personnel appraisal system depends not only on the rating officer's evaluation of another officer's duty performance, but also on a clear statement of performance standards and evaluation criteria. Officers should know in advance what is expected of them, how their jobs will be defined, and how they will be evaluated. Evaluation standards must meet the tests of validity and reliability. The most effective evaluation instruments usually consist of some combination of two or more standards and provide for some type of aggregate quantitative score. The tabulation of grades and weights should be done after the appraisals are completed by someone other than the rater. All police department employees should be evaluated regularly at least once a year. Appraisals provide officers with records of their duty performance at a given time and identify areas where improvements can be made. They also provide information useful for effective personnel management based on objective information. 4 references