ASSESSING PERFORMANCE EVALUATION

The purpose of this research is to assess the practice of personnel performance evaluation at the Haddon Heights, New Jersey Police Department. This assessment is limited to the evaluation of the performance of uniformed personnel. As a part of this research, the practice of performance evaluation as an organizational function is examined with a view toward the development of the evaluative criteria to be applied to the practice of personnel performance evaluation by the Haddon Heights Police Department.

Effectiveness Criteria For Performance Evaluation

Several factors that characterize an effective performance appraisal process have been identified through the conduct of studies reported in the literature. Among these factors are objectivity, validity, and reliability (Gortner, 1992, p. 207).

Objectivity in performance evaluation means that the process must provide an evaluator with a means of measuring performance criteria that does not require a subjective act on the part of the evaluator (Gortner, p. 289).

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hose teachers who were assigned teaching responsibilities for a group of students who were well below the average competency level for the school at the beginning of the evaluation period. Similarly, if the change in student competency during the evaluation period were used as the criterion, those teachers assigned teaching responsibilities for students who were well below the average competency level at the beginning of the period might be inequitably benefited, because low competency students would likely have more room for improvement than would students of higher beginning competency. This example illustrates the type and complexity of the problems involved in the development of equitable personnel performance evaluation processes. It also illustrates why many organizations try to avoid including a results factor in their personnel evaluation processes. The concept of equity is applicable to all aspects of personnel performance evaluation; not just to results-oriented facets of performance. In order for a performance evaluation process to provide for accountability, it is necessary to insure that the process measures and evaluates those factors that are important to those to whom an organization is accountable--the stockh
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Approximate Word count = 2106
Approximate Pages = 8 (250 words per page)

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