NCJ Number
10330
Date Published
1973
Length
70 pages
Annotation
SYNTHESIS OF MANY OF BEST CURRENT PRACTICES THROUGHOUT THE COUNTRY DESIGNED TO AID POLICE MANAGERS AND SUPERVISORS INVOLVED IN PERSONNEL APPRAISAL.
Abstract
POLICE DEPARTMENTS ARE CONTINUOUSLY CONCERNED WITH THE ASSESSMENT OF ACTUAL OR EXPECTED PERFORMANCE BY POLICE OFFICERS. THE VOLUME IS DIVIDED INTO THREE MAJOR SECTIONS - PERFORMANCE APPRAISAL, PROMOTION, AND PLACEMENT. EACH SECTION CONTAINS TWO KINDS OF INFORMATION. FIRST, THE AREA IN QUESTION IS DISCUSSED ON THE BASIS OF AN ANALYSIS OF THE EXISTING TECHNOLOGY AND THE RESULTS OF A SURVEY OF POLICE AGENCIES CONDUCTED BY THE AUTHORS. EXAMPLES OF BOTH STANDARD AND UNUSUAL APPROACHES ARE PRESENTED AND EXAMINED. SECOND, SPECIFIC RECOMMENDATIONS ARE INCLUDED AT THE END OF EACH SECTION AND COMMENTED UPON BRIEFLY. IN PERFORMANCE APPRAISAL, BEHAVIORALLY DEFINED SCALES ARE RECOMMENDED PARTICULARLY. IT IS SUGGESTED THAT PERFORMANCE APPRAISAL AND PROBATIONARY PERIODS SHOULD BE OCCASIONS FOR COUNSELING, DISCIPLINE, TRAINING, PRAISE, REWARD, DEMOTION, OR DISMISSAL. THE SELECTIVE ELIMINATION PROCEDURE, BEGINNING WITH PROMOTION POTENTIAL RATINGS AND TESTING, SHOULD BE USED FOR PROMOTION WITHIN LARGE DEPARTMENTS. SMALL DEPARTMENTS ARE ADVISED TO ELIMINATE THE MORE IMPERSONAL INSTRUMENTS, I.E., PENCIL AND PAPER TESTS, AND TO CONCENTRATE ON PROMOTIONAL POTENTIAL RATINGS, WORK HISTORY, AND INTERVIEW PROCEDURES. FINALLY, IT IS URGED THAT INTERVIEWS, RELEVANT PREDICTIVE DATA, AND RANK ORDER PLACEMENT LISTS BE UTILIZED IN THE SELECTION OF OFFICERS FOR SPECIALIZED JOBS. REFERENCES ARE LISTED. (AUTHOR ABSTRACT MODIFIED). (SNI ABSTRACT)