Policy Text
Policy
1001Garden Grove Police Department
Policy Manual
Copyright Lexipol, LLC 2022/05/20, All Rights Reserved.
Published with permission by Garden Grove Police
DepartmentEvaluation of Employees - 1Evaluation 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 Garden Grove 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 actual or perceived race, ethnicity,
national origin, religion, sex, sexual orientation, gender identity or expression, age, disability,
pregnancy, genetic information, veteran status, marital status, and any other classification or
status protected by law.
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.
Garden Grove Police Department
Policy Manual
Evaluation of Employees
Copyright Lexipol, LLC 2022/05/20, All Rights Reserved.
Published with permission by Garden Grove Police
DepartmentEvaluation of Employees - 2Employees 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.
1001.3.1 RESERVE OFFICER EVALUATIONS
Reserve officer evaluations are covered under the Reserve Officers Policy.
1001.4 FULL TIME PROBATIONARY PERSONNEL
Non-sworn personnel are on probation for 12 months before being eligible for certification as
permanent employees. An evaluation is completed monthly for all full-time non-sworn personnel
during the probationary period.
Sworn personnel are on probation for 18 months before being eligible for certification as
permanent employees. Probationary officers are evaluated daily while in the FTO process, weekly
evaluations are completed by their Sergeant while in the FTO process, and monthly evaluations
are completed during the probationary period.
The training and evaluation procedure is documented in the Garden Grove Police Department
Training and Evaluation Manual.
1001.5 FULL-TIME PERMANENT STATUS PERSONNEL
Permanent employees are subject to three types of performance evaluations:
Regular - For patrol personnel and those assignments/positions that have scheduled shift
changes, an evaluation ("Competencies" form) shall be completed twice a year in conjunction with
the January and July shift changes. These two "Competencies" forms will be combined in January
of each year to make up one formal evaluation. For those assignments that do not require a shift
change and/or change in direct supervision, or for those patrol personnel who are assigned to
the same patrol supervisor for the entire calendar year, the evaluations shall be completed each
January.
Transfer - If an employee is transferred from one assignment to another in the middle of a six-
month evaluation period and more than 90 days have transpired since the shift change, then
an evaluation shall be completed by the immediate supervisor before the transfer is made. No
additional evaluation will be required at the end of that six-month rating period.
Special - A special evaluation may be completed any time the rater and the rater's supervisor feel
one is necessary due to employee performance that is deemed less than standard. Generally, the
special evaluation will be the tool used to demonstrate those areas of performance deemed less
than standard when follow-up action is planned (action plan, remedial training, retraining, etc.).
The evaluation form and the attached documentation shall be submitted as one package.
Part-Time Personnel - All Part-time personnel are evaluated every year unless that employee
transfers assignments every six months, then they will be evaluated every six months in
conjunction with their change in assignment and supervisor.
Garden Grove Police Department
Policy Manual
Evaluation of Employees
Copyright Lexipol, LLC 2022/05/20, All Rights Reserved.
Published with permission by Garden Grove Police
DepartmentEvaluation of Employees - 31001.6 EVALUATION INTERVIEW
When the supervisor has completed the preliminary evaluation, arrangements shall be made
for a private discussion of the evaluation with the employee. The supervisor should discuss the
results of the just completed rating period and clarify any questions the