430-3 performance evaluation

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).