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evaluations are used in the department need to be clearly delineated and publicized <br />to all officers and staff. <br /> <br /> Recommendation No. 49: Performance evaluations must be based on <br /> validated job criteria and performance measures. <br /> <br /> Discussion: Position audits should be conducted to determine appropriate job <br /> tasks; knowledge, skills and abilities required for each position; and <br /> acceptable level of performance. Based on these criteria, effective <br /> performance evaluation processes can be developed. <br /> <br /> Recommendation No. 50: Evaluators must receive training in observing and <br /> recording potential behavior problems, and providing constructive feedback <br /> to address proble~ns. <br /> <br /> Discussion: An evaluation process is only as good as the information <br /> collected upon which to based decisions. All department personnel involved <br /> in conducting evaluations must receive comprehensive and timely training in <br /> the various aspects of performance evaluation. <br /> <br /> Effective performance evaluation processes can also assist in identifying <br /> training issues and can be used as a type of early warning system to identify <br /> problem personnel. <br /> <br /> Performance observation and evaluation is an on-going processo Continual <br /> assessment, recording, and feedback eliminate the need for a crunch at the <br /> end of the official rating period. While rating periods can be staggered to <br /> eliminate supervisors having to complete all evaluations at the same time, it <br /> <br /> 72 <br /> <br /> <br />