Evaluating dysfunctional police performance: a zero-based approach
This book describes Zero-Base (Z-Base), a system that objectively measures and rates police performance, determines if improvement is needed, and evaluates improvement. This system is based on the premise that all employees deserve a good evaluation score, and are guaranteed that they will receive one at the end of the evaluation cycle -- unless they have a performance problem and cannot or will not fix it. Chapter 1 presents an overview of the system and why a zero-based approach to performance evaluation is needed. This information should be used for conducting orientation training for all employees. Chapter 2 reviews the technical and legal issues associated with performance evaluation systems and how Z-Base addresses those issues. Chapter 3 provides information for developing the proper organizational infrastructure that must be in place before implementing Z-Base or any evaluation system. This includes mission, code of ethics, values statements, and job descriptions. Chapter 4 describes how to develop objective Priority Performance Measures (PPMs). Chapter 5 details how functional and dysfunctional performance data is gathered, analyzed, and rated. Chapter 6 explains how the Problem-Solving Conference (PSC) is conducted when a rating indicates that an employee's performance needs improved. PSCs are central to Z-Base and ensure that employees are given a fair opportunity to correct problem performances before the employee's evaluation score is affected. Chapter 7 explains Z-Scores and their calculation. A Z-Score is an employee's final evaluation score. Chapter 8 presents a plan for implementing Z-Base within the typical police services organization. The plan is grounded in organization change research and experiences helping agencies improve their evaluation systems.
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CHAPTER TWOTECHNICAL AND LEGAL
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affirmative efforts agency's mission Appendix behaviors case-by-case basis cells Chapter conduct Constitutional rights contact's verbal disrespect Contacts are treated courtesy and respect Descriptive Statistics disrespect or discourtesy easy to read employee doc enforcement errors on reports evaluation category evaluation score evaluation system exceptions are judged excessive force Fair-share level formance formulas hours of self-directed Interval scales jeopardizing safety judged by management justify an exception level of performance logical to follow management's mance measured by shift mission and objectives narratives are logical Number of self-initiated omission or errors ordinal scale performance evaluation performance measure period divided period Standards plain and easy police professional courtesy promote the agency's rater Rating Sheet ratio scale Report writing Reports are completed respect regardless rights are observed scale supervisors tifiable exceptions total hours treated with professional True or False uments extenuating circumstances unless the employee worksheet writing is plain Z-Base Z-Scores zone