G3.1.1 Describes Performance Evaluation System
Chapter: Chapter 03: Personnel Services
Sub-Chapter: 3.1 - Performance Evaluation and Promotion Systems
Effective Date: 11/03/2023
Revised Date: 11/13/2024
Rescinds: G3.1.1 – 11/3/2023
Purpose
To describe the performance evaluation process for the Indiana University Police Department (IUPD).
General Order
The IUPD recognizes that effective job performance from all employees is essential to achieving its goals and objectives. The IUPD uses Indiana University’s Performance at IU guidelines as a component of employee development. Performance appraisals are also used to recognize strengths and achievements, enhance employee performance by outlining areas of improvement, and setting employee goals that are consistent with the mission, values, goals, and objectives of the IUPD. Supervisors will complete and deliver performance appraisals to their subordinate employees annually.
Annual performance evaluation of each employee (3.1.1 a)
The IUPD follows Performance at IU guidelines which include a documented annual evaluation of each employee who has completed their evaluation period. New employees are evaluated in accordance with HR-02-60 Evaluation Periods for New, Promoted, and Transferred Employees.
Measurement definitions specific to the job being evaluated (3.1.1 b)
The IUPD rates employees on performance indicators relevant to the employee’s job duties as approved by IU Human Resources. Each performance indicator is rated using the following rating scale: unsatisfactory, improvement needed, solid performer, above expectations, and outstanding. The Annual Performance Appraisal form and accompanying supervisor instructions provide examples of observed performance as well as definitions and further information for each of the ratings within the scale.
Procedures for the use of the forms (3.1.1 c)
The IUPD will utilize the Indiana University Public Safety Annual Performance Appraisal form. This form should be completed during the first quarter of each calendar year by the deadline provided by IU Human Resources, forwarded to appropriate personnel, and securely stored in the employee’s formal personnel file in accordance with applicable University policies and retention schedules.
Immediate supervisor rates employees (3.1.1 d)
Employees should be rated by their immediate supervisor. If the employee works under multiple supervisors, the direct supervisor should obtain input from any additional supervisor with direct knowledge of accolades and work performed during the current year of appraisal.
Rater responsibilities (3.1.1 e)
Raters (i.e., supervisors) are typically responsible for:
- Evaluating the performance of their subordinate employees in an impartial and accurate manner.
- Completing forms in a timely fashion and eliciting input as appropriate.
- Meeting with their employees to discuss the performance appraisal, expectations, goals, and career development.
- Determining training needs of their employees.
- Obtaining appropriate employee and supervisor signatures.
- Providing a copy of the final performance appraisal to the employee.
- Submitting the performance appraisal by the due date for appropriate filing.
Rater training (3.1.1 f)
Indiana University Public Safety provides training to all supervisors who are responsible for conducting an annual performance appraisal. The training provides information to supervisors on how to complete the forms, the annual appraisal process, and what to include and not include in the appraisal.
Related Information
Indiana University
- HR-02-60 Evaluation Periods for New, Promoted, and Transferred Employees
Indiana University Public Safety
- Annual Performance Appraisal Form
- Annual Performance Appraisal Instructions