Get the free 1.02-14 Performance Appraisals - Performance Counseling

1.0214DAYTON POLICE DEPARTMENT GENERAL ORDER PERFORMANCE APPRAISALS FOR CLASSIFIED EMPLOYEES/PERFORMANCE COUNSELINGRICHARD S. BI EHL DIRECTOR AND CHIEF OF POLICE REV. 5/15POLICY STATEMENT Performance

How to fill out 102-14 performance appraisals

How to fill out 102-14 performance appraisals

1. To fill out 102-14 performance appraisals, follow these steps:
2. Start by reviewing the specific objectives and goals outlined in the employee's job description.
3. Assess the employee's performance against these objectives and goals. Use specific examples and evidence to support your evaluation.
4. Consider the employee's competencies and skills required for their job. Evaluate whether they have demonstrated these competencies effectively.
5. Provide clear and constructive feedback. Identify both strengths and areas for improvement.
6. Rate the employee's overall performance using the provided rating scale. Be fair and honest in your assessment.
7. Add any additional comments or recommendations for the employee's professional development.
8. Meet with the employee to discuss the appraisal. Clarify any concerns or questions they may have.
9. Obtain the employee's signature to acknowledge receipt and understanding of the performance appraisal.
10. Submit the completed performance appraisal to the appropriate department or HR representative.

Who needs 102-14 performance appraisals?

1. 14 performance appraisals are typically needed by managers or supervisors who are responsible for evaluating the performance of their subordinates.
2. These appraisals help in assessing employee performance, identifying areas for improvement, and making decisions regarding promotions, salary adjustments, and training opportunities.
3. They are an important tool for performance management and can be used in both public and private sector organizations.

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