NCJ Number
84262
Journal
FBI Law Enforcement Bulletin Volume: 51 Issue: 7 Dated: (July 1982) Pages: 4-9
Date Published
1982
Length
6 pages
Annotation
Police productivity can be improved by upgrading individual job performance, which involves a valid performance appraisal process that permits the assessment of the value and meaning of each person's unique contribution to the department.
Abstract
The overriding objective of any performance appraisal system should be to permit value judgments on job performance according to established job expectations, so that performance weaknesses and deficiencies can be identified and corrected. Developing an effective performance appraisal process requires the creation of an evaluation system comprised of (1) a statement of departmental goals, (2) a job description for each position in the department, and (3) performance standards. Job descriptions delineate what persons in various positions should be doing to further the attainment of organizational goals; performance standards portray the department's expectations for how persons are to perform in meeting the requirements of the job descriptions. Performance standards should be written for each task included in the job description. Judgments regarding the value of individual job performance are based on the performance standards. Performance appraisal should also include the setting of specific objectives for individuals that will help them remedy their particular weaknesses. Progress toward these objectives will be measured in subsequent performance appraisals.