Policy Text
Policy Delano Police Department
1001 Delano PD Policy Manual
Evaluation of Employees
1001.1 PURPOSE AND SCOPE
The Department's employee performance evaluation system is designed to record work
performance for both the Department and the employee, providing recognition for good work and
developing a guide for improvement.
1001.2 POLICY
The Delano Police Department utilizes a performance evaluation report to measure performance
and to use as a factor in making personnel decisions that relate to merit increases, promotion,
reassignment, discipline, demotion and termination. The evaluation report is intended to serve as
a guide for work planning and review by the supervisor and employee. It gives supervisors a way
to create an objective history of work performance based on job standards.
The Department evaluates employees in a non-discriminatory manner based upon job-related
factors specific to the employee's position, without regard to sex, race, color, national origin,
religion, age, disability or other protected classes.
1001.3 EVALUATION PROCESS
Evaluation reports will cover a specific period of time and should be based on documented
performance during that period. Evaluation reports will be completed by each employee's
immediate supervisor. Other supervisors directly familiar with the employee's performance during
the rating period should be consulted by the immediate supervisor for their input.
All sworn and non-sworn supervisory personnel shall attend an approved supervisory course that
includes training on the completion of performance evaluations within one year of the supervisory
appointment.
Each supervisor should discuss the tasks of the position, standards of performance expected
and the evaluation criteria with each employee at the beginning of the rating period. Supervisors
should document this discussion in the prescribed manner.
Assessment of an employee's job performance is an ongoing process. Continued coaching and
feedback provides supervisors and employees with opportunities to correct performance issues
as they arise.
Non-probationary employees demonstrating substandard performance shall be notified in writing
of such performance as soon as possible in order to have an opportunity to remediate the issues.
Such notification should occur at the earliest opportunity, with the goal being a minimum of 90
days written notice prior to the end of the evaluation period.
Employees who disagree with their evaluation and who desire to provide a formal response or a
rebuttal may do so in writing in the prescribed format and time period.
Copyright Lexipol, LLC 2019/12/06, All Rights Reserved. Evaluation of Employees - 1
Published with permission by Delano Police Department