How to Make an Employee Performance Appraisal for Work in Law Enforcement
If you supervise law enforcement employees, you can offer feedback on each employee's performance through an employee appraisal. Since the skill set for law enforcement is different from most jobs, you must compile unique criteria for the evaluation. Once you've made the appraisal form, use it to evaluate each employee. You can also consult the guide when you're providing feedback and setting measurable objectives.
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Instructions
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Make a list of the technical performance skills required for law enforcement. Such skills include driving, field performance, officer safety, radio usage, prisoner control, investigative detention, location, interview and interrogation, control of conflict, and vehicle and pedestrian stops.
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Write down all of the things the employee should be knowledgeable about. This includes department policies, use of force, arrests, investigations, criminal codes, vehicle codes, patrol procedures and domestic dispute investigations.
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Come up with general competency categories that can be appraised. This includes appearance, communication skills, report writing abilities, judgment, decision making skills, acceptance of feedback or criticism, and relationships with citizens and co-workers.
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Define the scale of performance that you want to use for each of the categories. It can be simple, such as "acceptable," "not acceptable" and "room for improvement." It can also be a numbered scale. You can use different scales for each category or section on the appraisal form.
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Compile the list of categories and the performance scales into a document. The performance scales should be defined on the document so the employee knows what each ranking means. Leave a space at the top of the form for the employee's name, date, department and employee number. Space should also be left for notes in each category.
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