Chicago Police DepartmentEmployee Resource E05-01
Performance Evaluation System
Issue Date:31 March 2009Effective Date:01 April 2009
Rescinds:A09-02
Index Category:Career Development
I.Purpose
This directive:
  • A.establishes the Performance Evaluation System (PES) for sworn members.
  • B.provides procedures for the preparation and submission of performance evaluations within the PES.
II.Policy
  • A.Members will be evaluated annually in the quarter prior to the quarter of the anniversary of their date of hire. The evaluations will be completed within 30 days of the conclusion of the evaluation period. The annual calendar quarters are as follows:
    1st QuarterJanuary, February, March
    2nd QuarterApril, May, June
    3rd QuarterJuly, August, September
    4th QuarterOctober, November, December
  • B.The following matrix clarifies when performance evaluations will be completed.
    QuarterAnniversary Date Month of the MemberThe Quarter the Member Will Be EvaluatedDue Date of the Evaluation
    1stJanuary, February, March4th30 January
    2ndApril, May, June1st30 April
    3rdJuly, August, September2nd30 July
    4thOctober, November, December3rd30 October
    If the member’s date of hire is:
    • 1.31 March, the member’s performance evaluation will be completed in the 4th Quarter. The due date for the performance evaluation will be 30 January.
    • 2.11 September, the member’s performance evaluation will be completed in the 2nd Quarter. The due date for the performance evaluation will be 30 July.
III.Training
Supervisors will participate in training and receive a Performance Evaluation System Procedure Manual regarding the purpose, implementation, and use of the Performance Evaluation System.
IV.Ongoing Performance Review and Feedback
  • A.The assessment of a member’s job performance is an ongoing process and the annual performance evaluation is not the only time during the year that supervisors should discuss performance issues with Department members.
  • B.Ongoing coaching and feedback provides supervisors with opportunities throughout the year to:
    • 1.refocus members' efforts to enhance performance. Frequent feedback allows members to direct their attention to performance improvement needs and is intended to assist them in achieving higher levels of performance.
    • 2.communicate early to members any significant problems that exist and to provide advice and guidance to correct those problems.
  • C.To effectively evaluate and document job performance of members under their command, supervisors will use the Performance Recognition System to record Early Intervention Activity Events, as delineated in the Department directive entitled, “Performance Recognition System.”
V.Evaluation Process
  • A.The command staff member of the Human Resources Division, has overall authority of the PES and will coordinate the implementation, management, and monitoring of the evaluation process Department-wide.
  • B.The addenda which comprise this directive set forth responsibilities and procedures for conducting performance evaluations.
Jody P. Weis
Superintendent of Police
07-116 MAV
ADDENDA:
1.E05-01-01 - Evaluation of Members Below the Rank of Sergeant
2.E05-01-02 - Evaluation of Members the Rank of Captain