01-01 PRIMARY RATER

Unit Order:  01-01

Subject:       PRIMARY RATER

PURPOSE

The Taskforce for Regional Autotheft Prevention (TRAP) Primary Rater system was designed to enhance the quality of performance evaluations and promote the continued professional development of the unit personnel.

GUIDELINES

Other goals the program is designed to achieve include, but are not necessarily limited to:

• Improved communication between supervisors and subordinates
• Increased accuracy of appraisals of promotion
• Greater consistency in the unit evaluation process
• Greater accountability regarding the evaluation process for the rater and employee
• Enhanced credibility of overall ratings

Although the overall evaluation and mentoring of the sworn and professional personnel shall continue to be a cooperative effort of all unit supervisors, a specific supervisor will be assigned to each as a “Primary Rater” and given the responsibility of accurately completing the formal evaluation process. 

Area lieutenants will be assigned as primary raters for sergeants on their respective teams.

The Project Director shall be the primary rater for all lieutenants.

PRIMARY RATER’S RESPONSIBILITIES

The Primary Rater shall meet each employee he/she is assigned to rate.  The meeting shall be a private contact between the rater and employee.

During the meeting, the rater shall review the employee’s performance to date, discuss expectations, identify his/her strengths and weaknesses, provide training as needed, and discuss any other matter of importance to either party.  Open and unrestrained communication is encouraged.

EMPLOYEE RESPONSIBILITIES

It is the responsibility of each employee to maintain an open dialogue with his/her primary rater.

Each employee shall provide their rater with selected copies of written work and other documentation which the employee feels is a reflection of his/her performance.  Examples include commendations and training completion certificates.  The employee and rater are equally responsible for the completion of an accurate evaluation.  Each must ensure that all pertinent information concerning the employee’s performance is made available.

RESPONSIBILITIES OF OTHER TRAP SUPERVISORS

All TRAP supervisors shall assist the other primary raters in providing documentation for performance evaluations.  Any noteworthy information, positive or negative, concerning an employee’s performance must be documented in the performance log or by other means. 

RATER ASSIGNMENTS

The Primary Rater shall be the concerned team supervisor, the operations sergeant or supervising professional staff member as dictated by the individual’s assignment at TRAP.  If an employee is assigned to another rater prior to the completion of rating period, the original rater shall retain the responsibility for completing the annual evaluation if the employee had not received one during the previous six months.  Otherwise, the responsibility for the evaluation will pass to the new rater and the previous rater will be required to complete an informal evaluation of the employee’s progress to date.