Policy Text
Policy
1002Mountain View Police Department
Mountain View PD Policy Manual
Copyright Lexipol, LLC 2019/12/16, All Rights Reserved.
Published with permission by Mountain View Police
DepartmentEvaluation of Employees - 1Evaluation of Employees
1002.1 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.
1002.2 POLICY
Employee performance evaluations are written based on job related factors specific to the position
occupied by the employee. Each evaluation will cover a specific period and should be based
on performance during that period. The employee's immediate supervisor will complete each
evaluation. 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 be sent to a POST 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 rating criteria with each employee at the beginning of the rating period. When
an employee's job performance falls below the established standards of the job, the supervisor
should, as soon as practical, advise the employee in writing in order to provide an opportunity for
the employee to improve performance. The involved employee will be provided the opportunity to
initial any such writing and respond in writing within 30 days, if desired. Failure to meet established
performance standards is justification for a needs improvement rating.
1002.3 RESERVE OFFICER EVALUATIONS
Reserve officer evaluations are covered under Policy Manual § 350.
1002.3.1 RESERVE OFFICER EVALUATIONS
Reserve officer evaluations are covered under the Reserve Officers Policy.
1002.4 FULL TIME PERSONNEL
1002.4.1 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, weekly and monthly during the
probationary period.
Mountain View Police Department
Mountain View PD Policy Manual
Evaluation of Employees
Copyright Lexipol, LLC 2019/12/16, All Rights Reserved.
Published with permission by Mountain View Police
DepartmentEvaluation of Employees - 2Entry level officers may receive a step increase when graduating from the academy. The academy
final evaluation must be submitted with a personnel status change to Employee Services,
requesting the step increase. This may be submitted in lieu of the sixth month evaluation.
1002.4.2 FULL-TIME PERMANENT STATUS PERSONNEL
Permanent employees are subject to two types of performance evaluations:
Regular Evaluations shall be completed each year on the employee's anniversary date.
Special - A special evaluation may be completed any time the rater and the rater's supervisor
feel one is necessary due to employee performance. Generally, the special evaluation will be the
tool used to demonstrate those areas of performance needing improvement and when follow-up
action is planned (performance improvement plan, remedial training, retraining, etc.).
1002.4.3 RATING CRITERIA
When completing the Employee Performance Evaluation, the rater will place a check mark in the
column that best describes the employee's performance with corresponding job standards. The
definition of each rating category is as follows:
Exceeds Expectations Performance is consistently and clearly beyond established standards
and expectations. Demonstrates exceptional skills and achievement. A narrative response is
required.
Meets Expectations Performance consistently meets standards and expectations. A narrative
response is optional.
Needs Improvement Performance is generally below standards and expectations, and/or
marked by instances of unacceptable performance. Performance objectives not achieved as
stated. A narrative response is required. Space for written comments is provided at the end of
the evaluation in the rater comments section. This section allows the rater to document direct
observations or other reliable information. Any rating under any job dimension marked as Exceeds
Expectations or Needs Improvement shall be substantiated in the rater comments section.
1002.5 EVALUATION INTERVIEW
When the supervisor has completed the preliminary evaluation, arrangements shall be made for a
private discussion of the evaluation with the employee. If the employee has valid and reasonable
protests of any of the ratings, they should be considered accordingly.
The supervisor and employee will sign and date the evaluation. Permanent employees may seek
an interview with superiors within their chain of command, up to and including the Police Chief,
to contest the performance evaluation. Permanent employees may also write comments in the
EMPLOYEE COMMENTS section of the performance evaluation report.
Mountain View Police Department
Mountain View PD Policy Manual
Evaluation of Employees
Copyright Lexipol, LLC 2019/12/16, All Rights Reserved.
Published with permission by Mountain View Police
DepartmentEvaluation of Employees - 31002.5.1 RATINGS
When completing the Employee Performance Evaluation, the rater will place a check mark in the
column that best describes the employee's performance. The definition of each rating category
is as follows:
Outstanding - Is actual performance well beyond that required for the position. It is exceptional
performance, definitely superior or extraordinary.
Exceeds Standards - Represents performance that is better than expected of a fully competent
employee. It is superior to what is expected, but is not of such rare nature to warrant outstanding.
Meets Standards - Is the