Policy Text
SACRAMENTO POLICE DEPARTMENT
EMPLOYEE PERFORMANCE EVALUATION MANUAL
RM 257.03
SACRAMENTO POLICE DEPARTMENT
REFERENCE MANUAL 257.03
INTRODUCTION
257.03
EMPLOYEE PERFORMANCE EVALUATION MANUAL
2-28-20
TO: ALL PERSONNEL
The Employee Performance Evaluation manual is designed to assist and guide employees on the appropriate
use and completion of evaluations. The goals of this manual are to provide accurate and timely written
assessments of employee performance on a bi -annual and consistent basis . Additionall y, it is to ensure that
managers/supervisors are mentor ing and develop ing non-probationary employees .
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A. DEFINITION
1. Employee Performance Evaluation Report (SPD 257 ) - a document that shall be used by
supervisors and/or managers to evaluate the performance of their career non -probationary
subordinate employees. The SPD 257 is comprised of seven core areas :
(a) Performance / Strengths - This section shall be used to document the employee ’s strengths
related to their performance.
(b) Performance / Opportunities for Growth – This section shall be used to document where
there are opportunities for growth related to the employee ’s performance.
(c) Future Development - This section shall be used to document the employee ’s development
that may not fi t in the previous sections . Examples might be areas where the employee is
wanting to improve; areas the employee is working on in order to help fulfil l a career goal,
transfer, or promotion.
(d) Supervisory Leadership Qualities -This section shall be used to document leadership qualities
demonstrated by Sergeants, and any opportunities for growth in that area.
(e) Body wor n camera (BWC) Bi -annual review - Supervisors are required to complete a
compliance review for each employee they supervise prior to the completion of the
employee’s mid -year and end -of-year performance evaluations.
(f) Specialized Assignment Retention Recommen dation. - The employee’s supervisor and
manager shall make a determination as to the employee being retained in a specialized
assignment. The date of entry into the specialized unit shall be documented, and the
supervisor shall sign off on the approval of the retention.
(g) Employee Comments – Employees shall have the opportunity to provide any written
comments regarding the evaluation.
2. Career/Non -probationary employees - Employees that have successfully completed probation and
are represented by the SPOA.
B. EVALUATION PROCEDURE
1. Managers/Supervisors shall have frequent check -ins with their subordinate employees throughout
the year to ensure timely feedback is given to the employee regarding their performance . The
checks -ins shall also include mentorship to the employee to assist them in identifying and
achieving their short and long -term career goals.
2. At the mid -year date, the manager/ supervisor shall complete the SPD 257 by:
(a) Evaluating the employee ’s performance.
(b) Providing a thorough and accurate narrative documentation regarding the employee ’s
performance strengths, opportunities for improvement, and future development. All three
sections shall be filled out, and areas thoroughly documented.
(c) When evaluating a Sergeant, t he supervisory leadership qualities section shall be filled out,
and thoroughly documented.
(d) Making a determination as to retenti on in a specialized assignment (if applicable ).
3. Supervisors should periodically review the body worn camera policy (GO 525.07) to help
determine if officers are utilizing their BWC in accordance with the policy .
(a) Supervisors shall:
1. Randomly choose two BWC videos (two for mid -year, two for end -of-year) for
each employee they supervise which:
i. Are at least ten minutes in duration.
ii. Have an associated RMS report.
2. Compare the two videos mentioned above, along with ICC video, if captured,
and the associated report, to ensure compliance with this policy.
3. Generate a Blue Team entry for each BWC video they review.
i. If no BWC video is located, a Blue Team entry must be generated indicating
that no video met criteria.
4. The SPD 257 shall be reviewed and approved by the Division Captain prior to being presented to
the employee at both mid -year and end -of-year evaluation s. Division Captains shall ensure that
the evaluation is thorough, accurate, and complete. Division Captains shall also ensure that their
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managers/supervisors are mentoring and developing their employees.
5. The approved SPD 257 shall be reviewe d with the employee.
(a) If the employee disagrees with the content, he/she may submit written comments within 10
working days of the issuance of the evaluation. Comments shall be filed with the evaluation.
(b) Appeals regarding the employee’s performance evaluati on are not subject to the grievance
procedure.
(c) Employees may informally appeal to the supervisor of the evaluator, and in no case higher
than the Division Manager.
6. The SPD 257 forms shall be maintained in the employee’s watch file to be used for the usual and
customary employment purposes including, but not limited to, transfers, promotions, and salary
step increases.
7. The SPD 257 shall not reference formal disciplinary dispositions, outcome documents or related
investigations/allegations