Performance Appraisal

Performance Appraisal Policy

• Omaha Police Department (OPD) conducts employee performance appraisals to improve work performance, inform personnel decisions and assist employees in improving.
• Supervisors give timely feedback, documenting observations throughout the appraisal period.
• Supervisors have flexibility to document performance issues up to 90 days prior to the appraisal.
• If a performance problem arises within 90 days, employees are notified in writing at least 90 days prior to the appraisal's end to allow time for improvement.
• Unsatisfactory performance patterns are documented in the appraisal report.
• Sworn employees receive counseling per the OPD "Professional Oversight – Job Performance Interview and Recognition” policy.
• Non-sworn employees are counseled according to "Minor Violations" policy.
• OPD Performance Appraisal Handbook provides detailed guidance on appraisal processes, how to prepare, communicate feedback and more.

Appraisal Period and Documentation

• Performance appraisals cover both satisfactory and unsatisfactory performance during the rating period.
• Supervisors must document any unsatisfactory work performance, including employee initials and the date of notification.

Performance Appraisal Frequency

• All OPD employees are evaluated annually, except for the Chief of Police.
• New and entry-level probationary employees are evaluated after 90 days.
• All employees are evaluated at the end of their probationary period.
• The appraisal period lasts from the previous appraisal date to the current one (anniversary date to anniversary date).

Appraisal Forms and Information

• The City Human Resources Department provides appraisal forms based on job specifications, accessible via the City/OPD network.
• The forms cover various performance dimensions.

Evaluator Requirements

• If a supervisor has supervised an employee for less than three months, they seek input from prior supervisors familiar with the employee's work before preparing the appraisal.
• Employee performance records are also considered.
• Supervisors receive training on the appraisal process.

Appraisal Procedure and Review

• Prior to the appraisal due date, supervisors draft and document performance ratings, including expectations for the next period.
• Unsatisfactory or outstanding performance needs written explanations.
• Appraisals are reviewed and signed by the rater's supervisor.
• Employees can contest the appraisal within three working days, detailing their disagreement.
• If the employee and supervisor agree, the appraisal is revised.
• The completed appraisal is forwarded for approval by the rater's supervisor.
• A copy of the completed appraisal is given to the employee.
• The original is forwarded to the Police Personnel Unit for record-keeping.
• File retention follows collective bargaining agreement and OPD policy.

References and Standards

• Previous OPD orders and policies are referenced (e.g., #51-99, 01-01, 44-20, 59-21).
• CALEA Chapter 35 aligns with this policy.
• OPD Policy and Procedure Manual (PPM) provides additional guidance.
• PPM Updates are referenced (e.g., #5-2017).
• Collective bargaining agreements influence the policy.

This quiz covers the performance appraisal policies implemented by the Omaha Police Department. It details the appraisal process, the timeline for feedback, and the counseling policies for both sworn and non-sworn employees. Understand the importance of proper documentation and feedback in enhancing employee performance.