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PART ll: EVALUATION OF PROFESSIONAL SKIIJ.S <br /> Assess skills relevant to this officer's present position indicating strengths and development needs. <br /> (Skill areas to be considered might include analytical ability, policing skills, written and oral <br /> communication, time management, and interpersonal effectivencss). <br /> STENGTHS <br /> DEVELOPMENT NEEDS <br /> PART Ill: SIGNIFICANT RESULTS/CIRCUMSTANCES (OPTIONAL) <br /> Describe any noteworthy contributions or achievements by this officer beyond the normal scope of <br /> job responsibility (e.g. special projects, charitable community activities such as 'United Way ). <br /> Also note any external factors or problems which impacted the off icer s ability to achieve hisAicr <br /> goals. <br /> PART IV: OVERALL PERFORMANCE RATING <br /> Consider all elements of this appraisal including results achieved, strengths and weaknesses, <br /> significant contributions and factors impacting performance. Weigh the relative importance of each <br /> category and CIRCLE the overall rating that best describes the officer's TOTAL performance. <br /> D I GUB. I}�� COMMMENDABLE COMPETENT UNSATISFACTORY <br /> 4 3 2 1 <br /> PART V: CAREER DEVELOPMENT AND PERFORMANCE IMPROVEMENT PLANS <br /> List specific career development and performance improvement plans for the coming.ycar. These <br /> might include specific on-the-job assignments, in-house training programs or externally offered <br /> courses and seminars. Performance goals from Part 1 A and 1 B which have been rated as '2' <br /> (Fair)or 'l' (Unsatisfactory) should be addressed in this section with specific improvement plans. <br /> Indicate if management action is required to accomplish development goals. <br />