2-200 Performance Evaluations
Supervisors shall ensure that employees are evaluated at least once every year. A preliminary evaluation shall be conducted on each MPD employee by March 1 st. The final evaluation shall be conducted by October 15 th of each year. Employees may be evaluated more frequently if deemed necessary by a supervisor. MPD personnel will also be evaluated within ten days of any permanent assignment change by a supervisor from the previous assignment unless an evaluation has been done within the three months prior to the transfer. This evaluation is not required if the employee has received an evaluation within three months prior to the assignment change. (05/18/04)
Employees participating in a 90-day career enrichment program shall have a performance evaluation completed within ten days of finishing the program. The employee’s 90-day career enrichment supervisor shall complete this evaluation.
If the supervisor of a unit or other area with only one supervisor leaves, the supervisor will evaluate the employees of that unit or area within ten days of the assignment change unless an evaluation has been done within three months prior to the transfer.
The purpose of a performance evaluation is to improve communication regarding performance expectations, develop and promote employee development process as well as to recognize the level of accomplishment in the performance of an employee’s duties. Performance evaluations for all MPD personnel shall be completed on the Minneapolis Police Department Employee Appraisal form (MP 9001 for civilians and MP 9002 for sworn officers). Copies of the forms can be found on the MPD's Intranet site. (05/18/04)
The process is focused on a comparison of the employee’s actual level of performance measured against performance standards that are developed by supervisors and employees through open and ongoing communication. The comparison of actual performance with department expectations and standards serves both as a basis for recognition of individual accomplishment as well as a method to plan improvement where deficiencies are found.
The supervisor completing the performance review must review it with the affected employee, including those evaluations done because of a permanent assignment change. Employees will acknowledge performance reviews with their signature on the evaluation form. A signature does not indicate agreement with the evaluation. Each supervisor shall forward all performance evaluations to the Commander for final review. After the Commander has approved and signed the performance evaluation, it will be forwarded to MPD Human Resources. If requested, a supervisor shall provide an employee with a copy of their performance review.
An employee wishing to challenge a performance review may request an interview with their second level supervisor prior to the evaluation being forwarded to MPD Human Resources. The second level supervisor will notify the employee and their supervisor in writing of their decision, of the challenge, within ten days of the interview. Their written decisions will be included in the employee's performance review file.
Generally the employee may challenge their evaluations only to the second level of supervision. If the performance review is still in dispute, the employee may challenge to their Bureau Head. The request must be submitted through the Precinct/Unit/Division Commander. Bureau Heads may choose to review the documents or let the second level supervisor's decision stand. The Bureau Head will notify the employee, their supervisor and the commander, in writing, of their decision within ten days of the challenge. Bureau Head decisions will be final. Their written decisions will be included in the employee's performance review file.
Completed performance reviews with all attachments (employee input, challenges, etc.) must be returned to MPD Human Resources within ten days of the review or final challenge and maintained in the employee's personnel file for four years after the employee terminates employment with the City of Minneapolis.
Last updated Jun. 20, 2013