This document provides instructions for completing a performance appraisal for law enforcement officers at the rank of Corporal or Sergeant. It outlines that the immediate supervisor will complete the appraisal based on the employee's performance over the previous 12-month period. The appraisal will assess the employee on 4 competencies: job performance, quantity and quality of work, work practices, and customer service/teamwork. For each competency, the supervisor will provide comments and examples from the review period and assign a rating. The appraisal also allows for setting performance goals for the upcoming year. Once completed, the appraisal must be reviewed and signed by the employee, immediate supervisor, and higher-level supervisor before being submitted to Human Resources.
This document provides instructions for completing a performance appraisal for law enforcement officers at the rank of Corporal or Sergeant. It outlines that the immediate supervisor will complete the appraisal based on the employee's performance over the previous 12-month period. The appraisal will assess the employee on 4 competencies: job performance, quantity and quality of work, work practices, and customer service/teamwork. For each competency, the supervisor will provide comments and examples from the review period and assign a rating. The appraisal also allows for setting performance goals for the upcoming year. Once completed, the appraisal must be reviewed and signed by the employee, immediate supervisor, and higher-level supervisor before being submitted to Human Resources.
This document provides instructions for completing a performance appraisal for law enforcement officers at the rank of Corporal or Sergeant. It outlines that the immediate supervisor will complete the appraisal based on the employee's performance over the previous 12-month period. The appraisal will assess the employee on 4 competencies: job performance, quantity and quality of work, work practices, and customer service/teamwork. For each competency, the supervisor will provide comments and examples from the review period and assign a rating. The appraisal also allows for setting performance goals for the upcoming year. Once completed, the appraisal must be reviewed and signed by the employee, immediate supervisor, and higher-level supervisor before being submitted to Human Resources.
This document provides instructions for completing a performance appraisal for law enforcement officers at the rank of Corporal or Sergeant. It outlines that the immediate supervisor will complete the appraisal based on the employee's performance over the previous 12-month period. The appraisal will assess the employee on 4 competencies: job performance, quantity and quality of work, work practices, and customer service/teamwork. For each competency, the supervisor will provide comments and examples from the review period and assign a rating. The appraisal also allows for setting performance goals for the upcoming year. Once completed, the appraisal must be reviewed and signed by the employee, immediate supervisor, and higher-level supervisor before being submitted to Human Resources.
SP performance appraisals are completed by the immediate supervisor. Prior to preparing the appraisal, the employee may be asked to submit to the supervisor a summary of accomplishments completed during the appraisal period. Each performance appraisal will cover performance occurring during the appraisal period only (12 months preceding this appraisal) and will address each of the following areas: Job Performance Competencies 1. 2. 3. 4.
Job Knowledge/Job Skills/Quality of Work
Quantity of Work/ Organization/Time Management Work Practices/Dependability Customer Service/Teamwork/Interpersonal Skills/Diversity
Each of the above competencies will receive a rating:
Performance Level Outstanding Exceeds Expectations Meets Expectations Needs Improvement Below Standards To rate each criteria: (1) Click on the word Rating. (2) From the drop down menu, choose the appropriate rating. To Assign the Overall Rating: Using the ratings from each competency, assign an Overall Performance Rating by clicking on the word Overall Rating, and then choose the appropriate rating. Performance Goals: Review the approved goals from the previous year, discuss how effectively they were accomplished, and incorporate into the comments of each applicable job performance competency. List the agreed upon goals for the upcoming year. Each performance appraisal shall be reviewed with the employee and signed by the employee, the supervisor, and the higher level supervisor. The supervisor and higher level supervisor should discuss and sign the appraisal prior to meeting with the employee. The original of the completed appraisal is sent to the Human Resources Department and a copy is provided to the employee.
COMPLETION INSTRUCTIONS The Performance Management Appraisal is to be completed by the immediate supervisor. In Section 1 the supervisor is required to include specific comments and examples of the employee's performance, and accomplishment of goals where applicable, describing how the employee's performance had an impact on the Department, and where applicable, the Division and the University. Using those comments as a guide, enter the rating for each competency and choose an overall rating. Overall performance is made up of the many competencies included in this Performance Management appraisal.
OVERALL RATING SCALE.
Performance Level
Outstanding
Exceeds Expectations
Meets Expectations
Needs Improvement
Below Standards
Performance Level Definition
Performance that is characterized by exceptional accomplishments throughout the
rating period and/or performance that is considerably and consistently at a significantly higher level than the established standards. Employee, on a regular and on-going basis, is typically innovative creative, and an excellent problem solver. The employee's performance has a very positive and demonstrable impact on the Department's ability to achieve its goals. The employee is consistently performing at the highest level of effectiveness. Performance that for the majority of the rating period, is of a level higher than the established standards of the position. Employee often makes contributions that enhance the Department's ability to achieve its goals. The employee's performance is highly accomplished. Performance that consistently meets the established standards of the position. The employee consistently achieves expected performance levels. Performance that needs improvement in some aspects of the established standards of the position. The employee is inconsistent in meeting the standards of expectation. Immediate and sustained improvement is required. *Contact Human Resources Department for further assistance. Performance that is substandard or incompetent and consistently fails to meet the established standards of the position. *Contact Human Resources Department for further assistance.
Section 1: JOB PERFORMANCE/COMPETENCIES
Directions: Each Performance Competency reflects the skills and knowledge necessary to perform the job in a competent, effective manner and participate in achieving the goals of the Department, Division, and the University. For each competency include specific comments using actual examples of performance and behaviors. Describe the employees performance, accomplishment of goals, and the impact on the Department and/or the University. If relevant, include a brief development plan. Then enter the appropriate rating. The definitions provided for each competency describes an employee that is performing at the Meets Expectations level.
1. Job Knowledge/Job Skills/Quality of Work
Demonstrates the appropriate specialized knowledge required to perform the job effectively and efficiently. Exhibits the skills necessary to complete tasks using established techniques, materials, and equipment. This includes learning and adapting to changing skill requirements.
CRITICAL ELEMENTS CRITICAL ELEMENTS are those tasks which the supervisor determined were most important to the overall job performance during this appraisal period. Summarize up to FIVE Critical Elements. Put them in priority order keeping in mind their level of importance and the amount of time spent on each. For each element, comment on the employees job knowledge, job skills and quality of work, as described above. 1. Demonstrates the Ability to Exercise Proper Judgment Comments: 2.
Employee Development Comments:
3.
Knowledge of General Orders and Florida State Statutes
Comments:
4.
Accurate Review/Timely Completion of Department Related Documents
(timesheets/inspections/case review) Comments:
5.
Builds Community Relations with Faculty, Staff and Students
Comments:
Enter the appropriate rating from the scale provided on the cover page. Keep in mind the level of importance and the priority placed on each element.
RATING
2. Quantity of Work/Organization/Time Management
Completes assignments in a thorough, accurate, and timely manner that meet established and expected standards and enhance the Department's ability to meet its goals. Incorporates a broad spectrum of both internal and external resources, including technology, analysis, and the expertise of others. Demonstrates the ability to handle multiple responsibilities effectively. Establishes clear objectives and sets priorities based on the goals/mission of the Department and University. Demonstrates the ability to accomplish responsibilities in an effective/timely manner. Manages time appropriately, prioritizes effectively, controls workflow where possible, and completes projects in a timely manner. The volume of satisfactory work produced in relation to the standards of the position established by the supervisor Comments: (Required) Development Plan: (If Relevant ) Enter the appropriate rating from the scale provided on the cover page.
RATING 3. Work Practices/Dependability/Commitment Displays a positive and cooperative attitude toward work assignments and requirements. The employee takes responsibility for assigned duties. The employee complies with established work rules and organizational policies in order to maintain a professional and orderly work environment. Adheres to the established work schedule and does not abuse leave privileges. Follows instructions, accepts responsibilities and performs both routine and non-routine assignments in a positive and cooperative manner Comments:
(Required) Development Plan: (If Relevant )
Enter the appropriate rating from the scale provided on the cover page.
RATING 4. Customer Service/Teamwork/Interpersonal Skills/Diversity Exhibits effective, consistent, and empathetic service to all FAU constituents, including students, parents, faculty, staff and all others serviced by the University. Interactions are positive, cordial, professional and open toward all people by welcoming and respecting differences. The employee offers timely responses and follow-up, seeks resolution to problems and offers more than routine action to assist customers. Willingly works toward accomplishing common goals for the good of the Department and University. Actively promotes cooperation, collaboration and flexibility within the work environment. Accepts constructive criticism. Comments: (Required)
Development Plan: (If Relevant ) Enter the appropriate rating from the scale provided on the cover page.
RATING
Section 2: PERFORMANCE GOALS (Optional)
Review the approved goals from the previous year and discuss how effectively they were accomplished. List the agreed upon goals for the upcoming year. Performance goals should support the overall mission of the Department, Division, and the University. Individual goals may be included, which provide for the employee's development of skills, abilities, and knowledge. In order to facilitate the goal setting process, supervisors and employees are encouraged to use S.M.A.R.T. Goals: goals that are Specific, Measurable, Attainable, Relevant, and Timely.
Performance Goals
Section 3: OVERALL PERFORMANCE RATING
Using the ratings from each competency, choose an Overall Performance Rating.
Choose the Overall Rating: OVERALL RATING
*********************************** If the Overall Performance Level for the Performance Management Appraisal is Needs Improvement or Below Standards, call Employee Relations, Department of Human Resources, 7-2554, before completing the performance appraisal process.
Section 4: SIGNATURES AND EMPLOYEE COMMENTS
The completed appraisal must be discussed with the higher level supervisor prior to meeting with the employee. This is to ensure fairness and consistency in the performance appraisal process.
________________________________________ APPRAISAL COMPLETED BY ______________________________________ SIGNATURE OF HIGHER LEVEL SUPERVISOR
DATE
DATE
Employee Remarks: *If additional space for comments is necessary please attach as an addendum*
______________________________________ SIGNATURE OF EMPLOYEE
DATE
Signature does not indicate agreement, but only signifies that your supervisor has discussed the appraisal with you and provided you with a copy of the completed appraisal form.
Please return the completed appraisal to:
Human Resources Department-Administration Building, Room 102 Original: Human Resources Copies: Employee and Department File Revised 08/13
