430-3 performance evaluation

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Questions and Answers

What is the primary purpose of the evaluation meeting between the supervisor and member?

To notify the member of their termination

To discuss the member's salary and benefits

To identify areas needing improvement and goals for reaching the expected level of performance (correct)

To provide counseling regarding advancement and training opportunities

What is the purpose of the Performance Improvement Plan (PIP)?

To provide a template for the supervisor's evaluation

To identify a specific area of improvement needed (correct)

To document the member's salary and benefits

To provide a general outline for the member's performance

What is the format of the Performance Improvement Plan (PIP)?

A verbal agreement between the supervisor and member

A documented plan on an Interdepartment Memorandum, Form 191 P.D. (correct)

A performance evaluation form, Form 203 P.D.

A written contract between the supervisor and member

How often are meetings conducted to review progress and provide feedback during the PIP?

Weekly Signup and view all the answers

What is the typical duration of a Performance Improvement Plan (PIP)?

60 to 90 days Signup and view all the answers

What happens if a member fails to meet the requirements of the PIP?

They are removed from the position through involuntary transfer, reduction of rank, or termination Signup and view all the answers

What is the purpose of the final meeting after the completion of the PIP?

To notify the member of the results of the PIP Signup and view all the answers

Where is the synopsis of the PIP documented?

On the Performance Evaluation, Form 203 P.D. Signup and view all the answers

What is the purpose of a Performance Improvement Plan (PIP)?

A tool to improve a member's performance Signup and view all the answers

Where will a member's evaluation and performance reviews be stored?

In the unit file permanently Signup and view all the answers

What happens if a comment or attached documentation is inserted into a member's evaluation after they have acknowledged and signed it?

The evaluation packet is provided to the member for a second review Signup and view all the answers

Who has the final authority on the disposition of all evaluations?

The Chief of Police Signup and view all the answers

When are newly hired members eligible for the annual performance evaluation process?

After 1 year of being hired Signup and view all the answers

What is provided to a newly assigned member upon being assigned to a new element?

A checklist to acknowledge receipt of the duty manual Signup and view all the answers

Who determines the appropriate supervisor to complete a member's evaluation if the member has been transferred within 60 days?

The Division Commander or Assistant Division Commander Signup and view all the answers

What is arranged after the supervisor has completed the preliminary evaluation?

A private discussion of the evaluation with the member Signup and view all the answers

What is the purpose of the Performance Improvement Plan (PIP)?

To provide a tool for supervisors to assist members in meeting position qualifications Signup and view all the answers

What is the purpose of the Supervisory Assessment Worksheet (Form 386A P.D.)?

To assist supervisors in documenting and tracking incidents for discussion Signup and view all the answers

What is included in the annual performance evaluation?

A completed Performance Evaluation, Form 203 P.D., an updated Demeanor Record, Form 386 P.D., and a one-on-one meeting with the supervisor Signup and view all the answers

What is the role of the immediate supervisor in the evaluation process?

To conduct a one-on-one meeting with the member and complete the Performance Evaluation, Form 203 P.D. Signup and view all the answers

When is the annual performance evaluation completed?

On the anniversary of the member's hire date Signup and view all the answers

What is the purpose of the Supplemental item?

To provide additional information about the member's performance Signup and view all the answers

What is the relationship between the annual performance evaluation and other personnel performance resources?

The annual performance evaluation serves to supplement the promotional process and other measures of success Signup and view all the answers

What happens to the Supervisory Assessment Worksheet after the evaluation process?

It is retained by the member's immediate supervisor until the next annual evaluation Signup and view all the answers

What triggers the revision of a member's evaluation?

After final disposition of pending discipline during the evaluation period Signup and view all the answers

What is attached to the original evaluation as a supplemental after a post evaluation revision?

The revised Performance Evaluation, Form 203 P.D. Signup and view all the answers

Who reviews and signs a revised evaluation?

The member and their immediate supervisor Signup and view all the answers

Who determines whether an evaluation will be revised?

The Chief of Police Signup and view all the answers

Where is the original performance evaluation maintained?

The member's permanent personnel file in the Human Resources Division Signup and view all the answers

Who receives a copy of the member's performance evaluation?

The member, their unit, and the Chief of Police Signup and view all the answers

What is the purpose of the Policy Acknowledgement SyStem (PASS)?

To track acknowledgement of policy revisions Signup and view all the answers

Who adopted the policy on evaluation revision and retention?

The Board of Police Commissioners Signup and view all the answers

When should the Performance Evaluation, Form 203 P.D., be submitted to the bureau commander?

By the 15th of the month following the member's anniversary date Signup and view all the answers

What is the purpose of the performance review meeting?

To complete an in-person one-on-one meeting between the member and their immediate supervisor Signup and view all the answers

What is the basis for the supervisor's evaluation of the member?

Observations, interactions, and other objective sources of information Signup and view all the answers

When is a Performance Improvement Plan (PIP) initiated?

After 2 assignment-based deficiencies are documented and shared with the member Signup and view all the answers

What is the time frame for a member to submit a rebuttal to a documented deficiency?

2 working days Signup and view all the answers

What happens to the rebuttal submitted by the member?

It is attached to the evaluation, but does not lead to an amended evaluation Signup and view all the answers

What is required before a Performance Improvement Plan (PIP) is initiated?

The member has been given notice and an opportunity to improve Signup and view all the answers

When should the performance review meeting be completed?

By the 15th of the month that follows the sixth month after the member's anniversary date Signup and view all the answers

Where will the original performance evaluation be maintained?

In the Human Resources Division Signup and view all the answers

Who reviews and signs a revised evaluation?

The member and their immediate supervisor Signup and view all the answers

What triggers the revision of a member's evaluation?

Final disposition of pending discipline during the evaluation period Signup and view all the answers

What is attached to the original evaluation as a supplemental after a post-evaluation revision?

The revised Performance Evaluation, Form 203 P.D. Signup and view all the answers

Who determines whether an evaluation will be revised?

The Chief of Police Signup and view all the answers

Who receives a copy of the member's performance evaluation?

The member, their immediate supervisor, and the Human Resources Division Signup and view all the answers

What is the purpose of evaluation retention?

To maintain a record of a member's performance for future reference Signup and view all the answers

Who adopted the policy on evaluation revision and retention?

The Board of Police Commissioners Signup and view all the answers

What is the purpose of the Performance Evaluation, Form 203 P.D.?

To document a member's performance and provide feedback Signup and view all the answers

When is the annual performance evaluation completed?

Based on the member's anniversary date Signup and view all the answers

What is the role of the Supervisory Assessment Worksheet (Form 386A P.D.)?

To assist supervisors in documenting incidents for discussion during the evaluation process Signup and view all the answers

What is included in the annual performance evaluation?

Both the Performance Evaluation, Form 203 P.D., and the updated Demeanor Record, Form 386 P.D. Signup and view all the answers

What is the purpose of the Supplemental item?

To add additional information to a member's evaluation Signup and view all the answers

What happens to the Supervisory Assessment Worksheet after the evaluation process?

It is retained by the member's immediate supervisor until the next annual evaluation Signup and view all the answers

What happens to the evaluation packet if a comment or attached documentation is inserted within the member's evaluation after the member has already acknowledged and signed it?

The evaluation packet will be provided to the member for a second review. Signup and view all the answers

What is the relationship between the annual performance evaluation and other personnel performance resources?

The annual performance evaluation is used in conjunction with other personnel performance resources Signup and view all the answers

What is the purpose of the one-on-one meeting between the member and their immediate supervisor?

To discuss the member's performance and provide feedback Signup and view all the answers

What is provided to a newly assigned member upon being assigned to a new element?

The duty manual for that element. Signup and view all the answers

Who determines the appropriate supervisor to complete a member's evaluation if the member has been transferred within 60 days?

The Division Commander or Assistant Division Commander. Signup and view all the answers

Where are member evaluations and performance reviews stored?

In the unit file permanently. Signup and view all the answers

What is the purpose of the evaluation meeting between the supervisor and member?

To discuss the member's performance and provide feedback. Signup and view all the answers

When are newly hired members eligible for the annual performance evaluation process?

After 1 year of being hired. Signup and view all the answers

What is arranged after the supervisor has completed the preliminary evaluation?

A private discussion of the evaluation with the member. Signup and view all the answers

What is the purpose of the checklist provided to newly assigned members?

To provide a space for the member to acknowledge they have received and reviewed the element's duty manual. Signup and view all the answers

What is the primary focus of the performance evaluation process in the Kansas City Missouri Police Department?

To promote a high-performance culture by establishing performance indicators Signup and view all the answers

What is the purpose of the anniversary date in the performance evaluation process?

To determine the member's eligibility for a pay step increase Signup and view all the answers

What is the purpose of the annual performance evaluation meeting?

To discuss the member's performance, needs, and expectations Signup and view all the answers

Where can a member find their job descriptions?

On the I: Drive Signup and view all the answers

What is the primary goal of the performance evaluation process?

To measure the achievement of members' performance Signup and view all the answers

What is the purpose of the performance evaluation process in terms of goal setting?

To set goals aligned with the organization's mission Signup and view all the answers

What is the purpose of the performance evaluation process in terms of feedback?

To provide feedback on the member's performance and set goals Signup and view all the answers

What is the primary purpose of the performance evaluation process in terms of documentation?

To document the member's performance and set goals Signup and view all the answers

What is the primary purpose of the supervisor discussing the evaluation results with the member?

To identify areas needing improvement and set goals Signup and view all the answers

What should be identified and discussed during the evaluation meeting?

Areas needing improvement and goals for reaching the expected level of performance Signup and view all the answers

What should the Performance Improvement Plan (PIP) contain?

Goals that are linked to the essential functions of the position Signup and view all the answers

How often should meetings be conducted to review progress and provide feedback during the PIP?

Weekly Signup and view all the answers

What should be documented after the completion of the PIP?

The synopsis of the PIP on Form 203 P.D. Signup and view all the answers

What happens if a member fails to meet the requirements of the PIP?

The member is generally removed from the position through involuntary transfer, reduction of rank, or termination Signup and view all the answers

What is the purpose of the final meeting after the completion of the PIP?

To notify the member of the completion of the PIP and discuss the results Signup and view all the answers

What is the typical duration of a Performance Improvement Plan (PIP)?

60 to 90 days Signup and view all the answers

Study Notes

Performance Evaluation Process

The supervisor will discuss the results of the evaluation with the member and clarify any questions they may have.
The supervisor and member will both sign and date the Performance Evaluation, Form 203 P.D.

Performance Improvement Plan (PIP)

A PIP is a structured plan outlining a specific area of improvement needed, documented on an Interdepartment Memorandum, Form 191 P.D.
The plan contains goals linked to the essential functions of the position or additional qualifications.
The plan lays out meeting times, with weekly meetings to recap the previous week and provide feedback.
The performance plan has a completion time of 60 to 90 days.
The results of the PIP indicate if the member:
- Successfully completed the plan.
- Has not completed the plan, but is improving and would benefit from an extension.
- Has not met the tenets of the plan and is unlikely to in the near future.

Post Evaluation Revision

A PIP is not a disciplinary action.
Member evaluations and performance reviews will be stored within the member's unit file permanently.
If a comment or attached documentation is inserted within the member's evaluation after they have already acknowledged and signed the Performance Evaluation, Form 203 P.D., the evaluation packet will be provided to the member for a second review.

Administrative Guidelines

Newly hired members will not be eligible for the annual performance evaluation process for 1 year from the starting date of their new assignment.
Newly assigned members will receive a duty manual detailing job duties, responsibilities, and expected job performance and goals.
Each element will provide a checklist to the newly assigned member, providing a space for the member to acknowledge they have received and reviewed the element's duty manual and understand their responsibilities.

Evaluation Meeting

The supervisor will arrange a private discussion of the evaluation with the member when the preliminary evaluation is completed.
The annual performance evaluation will include a completed Performance Evaluation, Form 203 P.D., and an updated Demeanor Record, Form 386 P.D.

Performance Improvement Plan (PIP) Initiation

A PIP will be initiated after 2 assignment-based deficiencies are documented and shared with the member.
These documented deficiencies are not necessarily tied to the annual evaluation.
A member must have been given notice and an opportunity to improve before a PIP is initiated.

Evaluation Retention

The original performance evaluation will be maintained in the member's permanent personnel file in the Human Resources Division.
A copy of the member's performance evaluation will be placed within the member's unit file.
A copy will be given to the member.

Performance Evaluation Policy

The Kansas City Missouri Police Department has established guidelines for the bi-annual review of each permanent full-time member's performance.

Evaluation Purpose

The purpose of the performance evaluation process is to:
- Measure the achievement(s) of members' performance and set goals aligned with the organization's mission.
- Maximize individual, team, and organizational results.
- Provide expectations of the member's performance within their specified position.
- Promote a high-performance culture by establishing performance indicators that measure the successful completion of key duties and responsibilities.
- Identify training and development needs.
- Recognize member achievement(s) that are aligned with the Department's mission.
- Evaluate the member's skills and abilities for purposes of assignments, promotions, and transfers.

Evaluation Process

A member's evaluation may be retroactively revised upon final disposition of pending discipline during the evaluation period.
Evaluations that are revised will be reviewed and signed by the member and their immediate supervisor.
The Chief of Police has final authority on the disposition of all evaluations.

Evaluation Retention

The original performance evaluation will be maintained in the member's permanent personnel file in the Human Resources Division.
A copy of the member's performance evaluation will be placed within the member's unit file.
A copy will be given to the member.

Administrative Guidelines

Newly hired members will not be eligible for the annual performance evaluation process for 1 year from the starting date of their new assignment.
Upon being assigned to a new element or reclassified to a new position, a member will be provided with the duty manual for that element, which will detail job duties, responsibilities, and expected job performance and goals.

Evaluation Meeting

A private discussion of the evaluation with the member will be arranged after the supervisor has completed the preliminary evaluation.
The annual performance evaluation will include a completed Performance Evaluation, Form 203 P.D., and an updated Demeanor Record, Form 386 P.D.

Performance Improvement Plan (PIP)

A PIP is a structured plan outlining a specific area of improvement needed.
The plan will be documented on an Interdepartment Memorandum, Form 191 P.D.
The plan should contain goals that are linked to the essential functions or additional qualifications for the position.
Meetings will be conducted on a weekly basis to recap the previous week and provide feedback.
The performance plan should have a completion time of 60 to 90 days.
The results of the PIP will indicate if the member:
- Successfully completed the plan.
- Has not completed the plan, but is improving and would benefit from an extension.
- Has not met the tenets of the plan and is unlikely to in the near future.

Post Evaluation Revision

A member's evaluation may be revised upon final disposition of pending discipline during the evaluation period.
The revised Performance Evaluation, Form 203 P.D., will be attached to the original evaluation as a supplemental to reflect the policy violation(s).

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This quiz covers the process of performance evaluation, discussing results, identifying areas for improvement, and setting goals for development. It also touches on counseling for advancement and training opportunities.

430-3 performance evaluation

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Questions and Answers

What is the primary purpose of the evaluation meeting between the supervisor and member?

What is the purpose of the Performance Improvement Plan (PIP)?

What is the format of the Performance Improvement Plan (PIP)?

How often are meetings conducted to review progress and provide feedback during the PIP?

What is the typical duration of a Performance Improvement Plan (PIP)?

What happens if a member fails to meet the requirements of the PIP?

What is the purpose of the final meeting after the completion of the PIP?

Where is the synopsis of the PIP documented?

What is the purpose of a Performance Improvement Plan (PIP)?

Where will a member's evaluation and performance reviews be stored?

What happens if a comment or attached documentation is inserted into a member's evaluation after they have acknowledged and signed it?

Who has the final authority on the disposition of all evaluations?

When are newly hired members eligible for the annual performance evaluation process?

What is provided to a newly assigned member upon being assigned to a new element?

Who determines the appropriate supervisor to complete a member's evaluation if the member has been transferred within 60 days?

What is arranged after the supervisor has completed the preliminary evaluation?

What is the purpose of the Performance Improvement Plan (PIP)?

What is the purpose of the Supervisory Assessment Worksheet (Form 386A P.D.)?

What is included in the annual performance evaluation?

What is the role of the immediate supervisor in the evaluation process?

When is the annual performance evaluation completed?

What is the purpose of the Supplemental item?

What is the relationship between the annual performance evaluation and other personnel performance resources?

What happens to the Supervisory Assessment Worksheet after the evaluation process?

What triggers the revision of a member's evaluation?

What is attached to the original evaluation as a supplemental after a post evaluation revision?

Who reviews and signs a revised evaluation?

Who determines whether an evaluation will be revised?

Where is the original performance evaluation maintained?

Who receives a copy of the member's performance evaluation?

What is the purpose of the Policy Acknowledgement SyStem (PASS)?

Who adopted the policy on evaluation revision and retention?

When should the Performance Evaluation, Form 203 P.D., be submitted to the bureau commander?

What is the purpose of the performance review meeting?

What is the basis for the supervisor's evaluation of the member?

When is a Performance Improvement Plan (PIP) initiated?

What is the time frame for a member to submit a rebuttal to a documented deficiency?

What happens to the rebuttal submitted by the member?

What is required before a Performance Improvement Plan (PIP) is initiated?

When should the performance review meeting be completed?

Where will the original performance evaluation be maintained?

Who reviews and signs a revised evaluation?

What triggers the revision of a member's evaluation?

What is attached to the original evaluation as a supplemental after a post-evaluation revision?

Who determines whether an evaluation will be revised?

Who receives a copy of the member's performance evaluation?

What is the purpose of evaluation retention?

Who adopted the policy on evaluation revision and retention?

What is the purpose of the Performance Evaluation, Form 203 P.D.?

When is the annual performance evaluation completed?

What is the role of the Supervisory Assessment Worksheet (Form 386A P.D.)?

What is included in the annual performance evaluation?

What is the purpose of the Supplemental item?

What happens to the Supervisory Assessment Worksheet after the evaluation process?

What happens to the evaluation packet if a comment or attached documentation is inserted within the member's evaluation after the member has already acknowledged and signed it?

What is the relationship between the annual performance evaluation and other personnel performance resources?

What is the purpose of the one-on-one meeting between the member and their immediate supervisor?

What is provided to a newly assigned member upon being assigned to a new element?

Who determines the appropriate supervisor to complete a member's evaluation if the member has been transferred within 60 days?

Where are member evaluations and performance reviews stored?

What is the purpose of the evaluation meeting between the supervisor and member?

When are newly hired members eligible for the annual performance evaluation process?

What is arranged after the supervisor has completed the preliminary evaluation?

What is the purpose of the checklist provided to newly assigned members?

What is the primary focus of the performance evaluation process in the Kansas City Missouri Police Department?

What is the purpose of the anniversary date in the performance evaluation process?

What is the purpose of the annual performance evaluation meeting?

Where can a member find their job descriptions?

What is the primary goal of the performance evaluation process?

What is the purpose of the performance evaluation process in terms of goal setting?

What is the purpose of the performance evaluation process in terms of feedback?

What is the primary purpose of the performance evaluation process in terms of documentation?

What is the primary purpose of the supervisor discussing the evaluation results with the member?

What should be identified and discussed during the evaluation meeting?

What should the Performance Improvement Plan (PIP) contain?

How often should meetings be conducted to review progress and provide feedback during the PIP?