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<br />SURPRISE POLICE DEPARTMENT
<br />PERFORMANCE EVALUATIONSADM-20
<br />DATE LAST REVISED NEW REVISEDCALEA PAGE
<br />EFFECTIVEDATE DATESTANDARDS MET
<br />1of 15
<br />08-20-1205-11-15YES
<br />03-09-04
<br />I.PURPOSE
<br />Performance evaluation is the measure of an employee's performance of
<br />assigned job role/duties and goals/tasks. The Department, in order to achieve its
<br />stated goals and objectives, must depend on employeesto perform at a
<br />satisfactory level as described in their job description.
<br />II.POLICY
<br />Employees are responsible to provide service to and for the citizens of Surprise.
<br />The policy of the Surprise Police Department is to evaluate employee
<br />performancethrough the City’s performance management system–Goals and
<br />Performance System (GPS). These evaluations will be conductedin a
<br />professional, unbiased, and objective manner using measurable goals and
<br />objectivestied to the City of Surprise Strategic Plan.
<br />III.DEFINITIONS
<br />Daily Observation Report (DOR)A daily report form used in the Field
<br />Training Program to evaluateofficers in
<br />training.
<br />Field Training Officer(FTO)The person assigned to train Officers in
<br />Trainingupon completion of a basic law
<br />enforcement academy.
<br />Goals and PerformanceSystem The performance management system
<br />used by the City of Surprise.
<br />(GPS)
<br />Individual Performance Record The system used to make monthly notes
<br />on employees’ performance through GPS.
<br />(IPR)
<br />Officer in Training (OIT)Recruit officers who have graduated from
<br />the police academy and who are
<br />participating in the Field Training Program.
<br />Performance Improvement PlanA non-punitive system designed to assist
<br />employees and provide them with the
<br />(PIP)
<br />appropriate assistance or training to
<br />improve performance.
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