Omaha Police Department Performance Appraisal Policy PDF

**PERFORMANCE APPRAISAL** **POLICY:** It is the policy of the Omaha Police Department (OPD) to conduct and document employee performance appraisals in order to provide information to employees about their performance, to assist in personnel decisions, and as a means of improving work performance....

**PERFORMANCE APPRAISAL** **POLICY:** It is the policy of the Omaha Police Department (OPD) to conduct and document employee performance appraisals in order to provide information to employees about their performance, to assist in personnel decisions, and as a means of improving work performance. **PROCEDURE:** I. General ========== A. To make the performance appraisal process as effective as possible, supervisors are expected to provide timely feedback to employees. This feedback will include observation and documentation of the employee's performance throughout the appraisal period. 1. Supervisors are allowed flexibility in documenting performance issues within ninety (90) days prior to their performance appraisal. 1. Sworn Employee: Job Performance Interviews (i.e. counseling) shall be conducted as described in the OPD "[[Professional Oversight -- Job] [Performance Interview and Recognition]"](https://powerdms.com/docs/846406?q=job%20performance) policy. 2. Non-Sworn Employee: Supervisors will conduct and document nonsworn employee counseling as described in the OPD "[[Minor Violations]"](https://powerdms.com/docs/1424359?q=minor) policy. B. The [[City of Omaha Performance Appraisal Supervisor's Handbook]](https://intranet.hr.cityofomaha.org/images/stories/PAHandbooks/Supervisor%20Handbook.pdf) provides detailed guidance regarding the process of performance appraisals and should be used as a guideline. The Handbook includes not only the details of the process but also helpful guidance regarding how to prepare for the Appraisal discussion with the employee, how to determine employees' appraisal scores, how to address/prepare for employee feedback, how best to communicate strengths and weaknesses, etc. C. The performance appraisal will include both satisfactory and unsatisfactory performance during the rating period. 2. If the supervisor documents unsatisfactory performance during the rating period, the documentation must include the employee's initials and the date the employee was notified. II. Frequency ============= A. All OPD employees will be evaluated at least annually based upon their anniversary date of employment or rank change, with the exception of the Chief of Police. B. All new, entry-level, probationary OPD employees will be evaluated after their first ninety (90) days of employment, per the OPD "[[Quarterly Appraisal -- Quarterly Evaluation for Entry-Level] [Probationary Employees]"](https://powerdms.com/docs/805198?q=quarterly%20) policy. C. All employees will be evaluated at the end of their probationary period. D. The performance appraisal rating period comprises the time from the previous appraisal until the present appraisal due-date (anniversary date to anniversary date). III. Appraisal Forms and Task Descriptions ========================================== A. The City Human Resources Department maintains the appraisal forms for rating employee performance which reflects the content of the employee's specific job/class specification. B. Appraisal forms can be located on the [[City Human Resources Intranet,]](https://intranet.hr.cityofomaha.org/) accessible from computers connected to the City/OPD network. C. The appraisal forms includes several performance dimensions. Appraisals should be based on the performance standards listed under each dimension. IV. Evaluator/Rating Supervisor Requirements ============================================ A. If the employee's immediate supervisor has supervised the employee for less than three months, the supervisor will seek and consider input from the prior supervisor(s) who is knowledgeable about the employee's performance. The supervisor completing the appraisal will also consider information in the employee's command file. B. All supervisors will receive training in the rating process. This training may occur as part of required supervisory training, during on-the-job training, or via an OPD Training Bulletin or other Department-approved training method. V. Appraisal Procedures ======================= A. B. C. 1. The rating supervisor should schedule in advance a time and date for an appraisal interview with the employee. 2. Explain the performance appraisal system to the employee and provide them the [[City of] [Omaha Performance Appraisal Employee Handbook]](https://intranet.hr.cityofomaha.org/images/stories/PAHandbooks/Employee%20Handbook.pdf) or link. D. 3. The results of the appraisal just completed. 4. The level of performance expected and goals for the next appraisal period. 5. The Improvement Plan and/or Development/Training Plan, if applicable. 6. Career counseling relative to such topics as appropriate for the employee's position. E. F. G. 7. The supervisor shall consider the employee's objection and, if they are in agreement, shall revise the appraisal accordingly. H. 8. The supervisor will provide a copy of the completed performance appraisal and any attachments to the employee and will then forward the original of the completed appraisal to the Police Personnel Unit where it will be retained in the employee's administrative file. 9. File retention guidelines will be in accordance with all collective bargaining agreements and the OPD Policy and Procedures Manual (PPM). **REFERENCES:** I. A. Previous OPD General Orders: \#51-99, 01-01, 44-20, and 59-21. **II. Accreditation Standards** A. CALEA Chapter 35 is relevant to this policy. III. Other ========== A. PPM Updates: \#5-2017. B. Collective Bargaining Agreements.