doc_2672385

WINDERMERE POLICE DEPARTMENT GENERAL ORDER This order consists of the following: 1. Purpose 2. Policy 3. Definitions 4. Procedures 1. Purpose The purpose of this policy is to serve both management and the individual employee to document the employee’s job performance to support standardized, fair , and impartial personnel decisions; maintain and improve job performance; provide a medium for perso nnel counseling and development; facilitate proper decisions regarding probationary employees; provide an objective and fair means for measurement and recognition of individual job performance within assignments , and identify training needs. 2. Policy It shall be the policy of the Windermere Police Department to utilize and maintain a fair and equitable performance evaluation system for all employees. 4. Procedures A. Performance Evaluation Process 1. An effective performance evaluation process is an integral part of the agency/member relationship. The problem maximizes member effectiveness by clarifying expectations, recognizing accomplishments, and establishing career development. Effective Date: October 27, 202 5  Rescinds  Amends 18.4 ( October 1 , 202 5) Number: 18.4 SUBJECT : Performance Evaluations Print Date: 10/27/25 Distribution: All Personnel Review Month: October 18.4, Page 2 2. Agency sworn members are evaluated utilizing an Annual Performance Review. These evaluations are designed to measure performance criteria. All performance criteria must be evaluated. Evaluations are conducted with a rating period of one year, beginning June 1st. 3. A member’s supervisor/manager must document the successful or unsuccessful completion of the probationary period for newly hired sworn personnel and newly promoted personnel . 4. The work performance of each sworn probationary member is evaluated at least once during the probationary period, in writing, using job-related measures and procedures. The FTO program evaluations and disciplinary probation do not qualify for this requirement. This applies to all newly hired or newly promoted sworn members. [12.06 ] B. Purpose of Performance Evaluations [12.01(A )][12.03] 1. Serve management and the member in improving member performance and thereby enhancing the overall efficiency and effectiveness of the agency. 2. Provide a medium for ongoing feedback between the member and the supervisor to improve performance, ide ntify training needs, and assist in career development. 3. Facilitate accurate and timely evaluations. 4. Provide an objective and fair means for recognition and measurement of member performance in accordance with prescribed guidelines (Appendix A). 5. Assure the public that members are capable of performing their assigned duties and responsibilities. 6. Ensure supervisors are evaluated on the quality and effectiveness of their usage of the performance evaluation system. 7. May be used to support a member’s credentials for promotional opportunities or special assignment transfers. C. Supervisor/Evaluator Responsibilities 18.4, Page 3 1. The primary duties and responsibilities of the supervisor in the administration of the performance evaluation process are to : [12.01( F)] a. Ensure the process is conducted in an honest, fair, timely, and impartial manner which is directed towards meeting agency objectives. b. Ensure members are qualified and capable of carrying out their assigned duties and responsibilities. c. Establish realistic performance expectations, measure and track performance, and deliver ongoing feedback. d. Ensure members have the necessary resources and training to achieve desired results. e. Establish and maintain member accountability in achieving objectives through periodic performance feedback and action plans. f. Complete required agency training to administer the performance evaluation process correctly . 2. Performance Evaluation Schedules: a. All members shall be evaluated at least annually by their immediate supervisor , with the rating period beginning June 1st. [12.01(D)] b. Daily Observation Reports for field training officers must be completed for members participating in a field training program. When successful program comple tion is attained, monthly observation reports must be completed until the probationary period is complete. [12.06] c. Promoted members shall be evaluated at the end of their probationary period. The Deputy Chief shall document the overall progress of th e supervisor in training at the end of Phase Two in a written memorandum directed to the Chief of Police. 3. Performance Evaluation Preparation: a. During the evaluation meeting, the supervisor , shall review each of the following with the member: 18.4, Page 4 1. Tasks of the position are outlined in the official job description. [12.04(A)] 2. Level of performance expected and defined objectives. [12.04(B)] 3. Performance criteria. [12.04(C)] b. The supervisor and member shall engage in ongoing feedback throughout the evaluation period. c. The supervisor shall maintain notes regarding periodic performance discussions. Notes should include dates, times, and events of a member’s performance during the evaluation period. d. The supervisor shall provide written notification to all non- probationary members whose performance is deemed to be unsatisfactory. This notification must be given at least 90 days before the end of the evaluation period. The notification is not an evaluation; it is intended t o notify the member of their upcoming performance evaluation and any areas needing improvement. e. If completion of the 90 -day notification is applicable, the notification must be signed by the member and supervisor. A copy of the notification