Bodega Bay Fire Protection District
Annual Performance Evaluation
In accordance with Administrative Policy Manual
Performance Appraisal For:
Appraised by:
Date:
Date for Reevaluation:
Information contained within
Is
CONFIDENTAIL
And will be placed in employee
Personnel record
Confidential
2015
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Bodega Bay Fire Protection District
Annual Performance Evaluation
Goof-Proofing the Performance Appraisal process-Avoiding factors that
distort the Appraisal……………..
The Performance Appraisal process will be more objective, fair, complete, and useful if
the evaluation avoids the following errors:
1. Comparing one employee to other employees, instead of to the performance
standards and behaviors described in the position description. Example:
“Joanie/Johnie is better at that than you.”
2. Using a leniency bias, rating employees consistently and inaccurately higher than
the employee earned/deserves. Example: “I’m giving you the benefit of the doubt
and rating you mostly check pluses because you’ve worked so hard, and you’re
making improvement. These ratings will motivate you.”
3. Using a severity bias. Example: “I’m rating you low on everything/most
everything because I don’t think anyone is above standard or outstanding. These
ratings will motivate you.
4. Using the error of central tendency, rating consistently in the middle of the range
thus avoiding risk-playing it safe.
5. Using the halo or devil horn’s bias, which assumes that if an employee is
excellent or poor in some performances, all of his/her performance is excellent or
poor. All aspects are based on only some limited parts of the performance,
allowing judgment on one part of performance to spread over all the others.
6. Basing the rating on assumptions about causes of behavior/performance.
Example: “I’m rating you high on this because I know it’s not your fault that you
haven’t had a chance to recertify on this evolution. I know you used to be good at
it. (or the opposite-rating low because of past years’ performance, not in this
rating period.)
7. Using recency as the basis for the rating-judgments for six months only reflect the
most recent behavior/performance the rater remembers/recalls. This bias ignores
pluses or minuses over the entire rating period. It often occurs when the evaluator
has not kept an accurate and complete supervisor’s file/folder.
8. Using personal bias.
9. Using the similar to me bias, reflecting the tendency to rate more positively those
individuals with experience, background, and values similar to you own.
10. The “I know you too well” bias, based on long term familiarity of the person. The
evaluator might say, ”I’ve known you since you were sixteen, and you’ve always
mouthed off at anyone in authority!” This assumes that the person cannot
change/mature/develop.
It should be obvious that allowing such factors/biases to creep into the process severely
diminishes the effectiveness, usefulness, and even legality of the process. AVOID
THESE GOOFS!
Confidential
2015
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Bodega Bay Fire Protection District
Annual Performance Evaluation
This form is to be used in a Performance Appraisal Interview, whether annual or interim,
as needed. Both the supervisor and the employee should review the District’s Mission
and Value Statement, Policies, SOG’s, and Rules and Regulations before the appraisal
interview to prepare for their discussion.
In the center column, rate each item as minus (-) for below expectation, (M/E) for meets
expectation, or plus (+) for exceeds expectation. Make a brief comment in the far right
column to justify above or below expectations.
Performance being Evaluated
District Mission:
The employee knows and carries
out the Mission on a day-to-day
basis………………………………
Value Statement:
The employee knows and follows
the value statement as noted below
Community





Help and assist when
needed
Be a positive influence on
those in the community
and other staff members
Be a part of the solution
and not the problem
Have high standards of
conduct
Make sound and
reasonable decisions
based on what is right and
ethical
Fairness
 Have one set of consistent
standards that are applied
to all equally
 Follow all standards and
policies
 Listen to what others have
to say
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2015
Rating
Comments/Justification
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
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Bodega Bay Fire Protection District
Annual Performance Evaluation
Leadership
 Lead by example
 Do not ask of others what
you yourself would not do
 Provide a positive and
professional work
environment
 Be consistent in what you
say, think, and do
 Be calm, think clearly, act
decisively
 Make decisions within the
parameters of BBFPD
standards
 Accountability at all
levels, enforced at all
levels
Operational Readiness
 Be committed to selfimprovement; training
and participation
 Demonstrate respect for
students and instructors at
all times
 Ensure you are physically
and mentally fit, and your
equipment is safe and
ready for use
 Treat the station and
equipment as if you own
it, because you do
 Use your skills and
experience to help others
 Risk a lot to save a lot
(Life); risk little for
anything else...it can be
replaced
Professionalism
 Initial impressions are
based on appearance, take
care to look sharp
 Be honest, ethical,
respectful, and
compassionate
 Value your fellow
firefighter's capabilities
and opinions
 Back each other up as you
go into harm's way
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2015
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
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Bodega Bay Fire Protection District
Annual Performance Evaluation
Performance being Evaluated
Duties and authorities:
FireRoutine activities…………………
Emergency response/training……..
Vehicle operations………………..
Continuing Education…………….
EMSPatient care……………………….
Training/Skills……………………
RescueFire………………………………..
Cliff……………………………….
Water……………………………..
HazMatKnowledge/skills/training………..
Community needsPublic assistance………………….
Record keeping…………………...
Public education…………………..
Special Assignment:
Reports……………………………
Budgeting…………………………
Program
enhancements……………………..
Accountabilities:
Firefighting……………………….
EMS….…………………………...
Equipment………………………..
Apparatus…………………………
Safety……………………………..
Rating
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
Training…………………………...
M/E
Follows general rules of conduct,
policies, SOG’s, regulations……...
M/E
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2015
Comments/Justification
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Bodega Bay Fire Protection District
Annual Performance Evaluation
KSA’s:
 Thorough knowledge of
the rules and regulations
of the Fire District.
 Thorough knowledge of
the operation of all
apparatus (materials) and
methods used on
combating, extinguishing,
and preventing fires, and
in rescue work.
 Knowledge of the
maintenance of
equipment.
 Knowledge of building
construction and related
codes.
 Knowledge of the
location of hazardous
occupancies in the
District.
 Knowledge of water
systems and water mains.
 Skill in the operation of
all fire fighting and rescue
equipment, including
motor vehicles.
 Ability to react quickly
and remain calm under
duress, strain and stressful
situations.
 Ability to evaluate
patients’ conditions and
properly render
emergency medical care.
 Ability to safely and
quickly locate all
addresses in the District.
 Ability to establish and
maintain effective work
relations with superiors,
other employees and the
public.
 Ability to communicate
effectively orally and in
writing.
 Ability to establish and
maintain effective work
relations with superiors,
other employees and the
public.
 Ability to communicate
effectively orally and in
writing.
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2015
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
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Bodega Bay Fire Protection District
Annual Performance Evaluation
Performance being Evaluated
Education:
Maintains minimum requirements..
New skills/abilities/education…….
Desire to learn new skills…………
Supervision:
Exercised…………………………
Received………………………….
Appropriateness of supervision….
Communication:
Verbal skills………………………
Written skills……………………..
With shift members………………
With Officers…………………….
With Board Members……………
With the Public………………….
Performance trend:
Improving………………………..
No Change……………………….
Declining…………………………
Disciplinary action……………….
Rating
Comments/Justification
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
M/E
Goals for next review period (6-12 months, specific, achievable, measurable).
Action plan (if needed) to meet the required goal:
(Maintenance Action Plan-Remedial Action Plan-Development Action Plan—MAP-RAP-DAP)
Consequences should employee not meet the required action plan:
Employee Comments:
(Consider comments related to this evaluation, own strengths and weaknesses, areas of self improvement, accomplishments,
challenges and future career enhancement steps taking now)
Confidential
2015
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Bodega Bay Fire Protection District
Annual Performance Evaluation
Signature Page
Employee:
Date:
Your signature indicates neither agreement nor disagreement with the evaluation, but does indicate that you have read the evaluation,
and it has been discussed with you. If you wish, you may comment in the space provided.
Evaluator’s Signature:
Date:
Fire Chief Comments (if applicable):
Fire Chief
Date:
Next Evaluation Date:
Confidential
2015
Page 8
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Bodega Bay Fire Protection District Annual Performance Evaluation