NORTHWEST FLORIDA STATE COLLEGE POLICE DEPARTMENT
GENERAL ORDERS MANUAL
SUBJECT
Performance Evaluations
GO 22
William F. Looper, Chief of Police
EFFECTIVE DATE
REVISION DATE
PAGES
1 of 4
AUTHORITY/RELATED REFERENCES
General Order 9, Recruitment and Selection
General Order 14, Records Management
General Order 39, Grievances and Discipline
ACCREDITATION REFERENCES
CFA Chapter 16
KEY WORD INDEX
Appeal of Rating ................................................................................... Procedure III
Criteria for Performance Evaluations ................................................. Procedure II
General Guidelines............................................................................... Procedure I
Performance ......................................................................................... Procedure III
PROCEDURE STATEMENT
The Northwest Florida State College Police Department depends on satisfactory work
performance from all members to achieve its stated objectives. The measurement of work
performance is accomplished through annual performance reports, using the principles
of the evaluation system.
DEFINITIONS
Performance evaluation: The measurement of the members’ performance of assigned
duties. The term “performance evaluation” is interchangeable with performance appraisal,
assessment, and rating.
PROCEDURES
I.
GENERAL GUIDELINES
NORTHWEST FLORIDA STATE COLLEGE POLICE DEPARTMENT
A. The Chief of Police or designee shall monitor the performance evaluation
function to ensure equity and impartiality.
B. The NWFSC employee performance evaluation system includes, but is not
limited to, the following:
1. Objectives of the performance evaluation system
a. To ensure the best use of human resources available; and
b. To ensure that members’ problems can be identified and dealt with
promptly and uniformly.
2. Measurement definitions
a. Each performance objective has a distinct and established benchmark
which quantifies performance outcomes for the annual period;
b. Levels of measure:

Above Satisfactory – the member has thorough knowledge and
understanding of the job;

Satisfactory – the member has good working knowledge of most
aspects of the job;

Conditional – the member has limited knowledge of the job and
related functions;

Unsatisfactory – the member has only minimum knowledge of the job
and needs training.
c. An accurate measurement of performance must be valid and reliable,
acceptable and feasible, specific, and based on the mission and stated
objectives; and
d. The performance appraisal is an on-going process.
3. Procedure for the use of forms
a. The member’s immediate supervisor shall complete the NWFSC
Employee Performance Review prior to the end of the rating period;
Rev. 070213
GENERAL ORDER 22-2
NORTHWEST FLORIDA STATE COLLEGE POLICE DEPARTMENT
b. The form will then be forwarded to the next level supervisor for review
and approval, returned to the immediate supervisor; and
c. After review of the form with his supervisor the member should sign the
form and shall receive a copy.
4. Rater responsibility and training:
a. Raters must have appropriate management skills through training and/or
expertise to effectively supervise and evaluate those members under
their control during the rating period;
b. A rater shall be a supervisor for sworn members, and either a sworn or
non-sworn supervisor for civilian members;
c. Supervisors are trained to administer performance evaluations through
informal in-house training (e.g.; a PowerPoint review of performance
appraisals more specific to the NWFSC process); and
d. The rater shall submit the completed performance evaluation report to
the Chief of Police or his designee for final approval prior to its
presentation to the applicable member.
II.
CRITERIA FOR PERFORMANCE EVALUATIONS
A. A documented annual performance evaluation shall be completed for each
fulltime member and adherence to the following is required:
1. The evaluation shall be based only on the performance during the rating
period;
2. The evaluation criteria shall be specific to the position(s) occupied by the
member during the rating period;
3. Members will be rated by their immediate supervisors; and
4. The immediate supervisor shall sign the completed evaluation.
B. The following steps shall be taken to ensure proper member review of the
completed evaluation report:
1. An interview between the rater and the member shall be held;
GENERAL ORDER 22-3
NORTHWEST FLORIDA STATE COLLEGE POLICE DEPARTMENT
2. A space is provided on the Performance Evaluation form for the purpose of
comments by the member;
3. The member is given the opportunity to sign the completed performance
evaluation to indicate the member has read it;
4. The rated member is provided a copy of the completed evaluation report;
and
5. Evaluations are reviewed and signed by the rater’s supervisor.
C. The use of performance evaluation results shall be restricted to:
1. Supervisory review;
2. Internal use by the NWFSC Human Resources and Police Departments; and
3. Official recordkeeping in compliance with Florida State Statutes.
D. Each member shall be counseled at the beginning of the rating period (and in
conjunction with their performance evaluation) regarding:
1. The tasks required of the position occupied;
2. The level of performance that is expected of them; and
3. An explanation of the criteria used for ratings on the evaluation.
E. The work performance of each sworn probationary member shall be evaluated
at least once during the probationary period, in writing, using job related
measures and procedures.
III.
PERFORMANCE AND APPEAL
A. Non-probationary members receiving a substandard rating shall be given written
notice prior to the end of the rating period.
B. The performance evaluation rater shall provide written explanatory comments
when the rating is unsatisfactory or outstanding.
C. A member receiving disciplinary action based at least in part on a performance
appraisal may appeal the action through the NWFSC Human Resources
Department.
GENERAL ORDER 22-4