Evals what a JOKE

I agree with you a 100%, why would anyone strive to be better, there is nothing in it for them. This place is not conducive for production, no incentives at all. Average is the only way and the best way to be, I love the 3.4 on my evaluations. Pace yourselves, no reason to kill yourselves, shoot for the magnificent "12" or close to it.

By not meeting the 12 you can now get promoted.

Please, please, don't take away my rifle, it is the only thing that keeps me here and motivated.

This place sure knows how to put the I in team. Who wants to be part of a team that has an unfair evaluation process , promotional process and bad management. That is why it is all about me now, and has been for a while. It is no longer what you can get from me, but what I can get from you. The new hires are joining the I-Team in record numbers and time. It only takes them a year, right after they receive their first evaluation. This place will continue to treat us like crap if we don't stand up. There are two ways we can make our voices heard, don't sign the evaluations and write in the coment section that the system is not fair because when you over produce you still are only rated average. The second way is to reduce our production overall. Get the 12 required or close to it. Don't over produce. IWhen the numbers decline significantly they will be forced to answer questions from the legislators in Talley. The PBA won't do anything, so it is up to us to help ourselves.

I worked at an agency just like this. Their world revolved only on stats and didn't care about anything else. We united and reduced our production and they eventually started to address some of our issues, not all. I think you guys are on the right track, remember what happened at BSO. It sounds like this agency has screwed enough people over that you shouldn't have any problems getting others to join the movement. You will always have those that won't join and continue to work for nothing and allow themselves to be used.

I would only do 10 arrests.. per the mouth of our leader in a staff meeting notes... many down south still have a copy of it.

way to goooooooooooooooo.... to the moon Alice!!!!!

Yup, life sucks the big one sometimes. So you didnot get a pay raise, but a pay reduction. Yes, your supervisor has been ordered not to evaluate you correctly. Yup, you will lose your cars soon. Good bye long guns! Insurance going up next year, you can bet on it. Me, I am going to continue to be thankful that I have a job to put food on the table, and dress my kids for lously education they are going to get, but................ things could be worse.

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I agree that we should all be thankful and grateful for our jobs, and trust me I am. But, it doesn't take away from the fact that we should try and fix an evaluation system that is flawed and hurting all of us.

It is a lawsuit waiting to happen. We have enough docs in e-mails about what the evals are suppose to be as dictated by Tally. The current average system... will hurt you in your future job searches and must be explained why you are only average when you bust your but over and beyond what is required. They are not fair, consistent with what the Lts gave you the first time and were changed to meet Tallys requirements. I am telling you from past experience if you dont think agencies or corporate America looks at your evals from your current employer you are badly mistaken. Why would they take someone who is just average vs someone who excels beyond average. The job market is tight enough without these Jackarsses making it harder for everyone's future.

http://employment.findlaw.com/employmen ... 8_cten.htm

Evaluation is both the Informal and formal process of measuring (or gauging) employee performance. From time to time during the course of an individual’s employment, supervisors and personnel specialists are confronted with the task of evaluating employee performance. In many government jurisdictions “efficiency rating,” as it is termed, has become a highly standardized and complicated practice. Evaluation is an important function in human resource management because it corresponds directly to promotions and to salary increases.

The manager is responsible for conducting performance reviews. Depending on the organization, the evaluation can be informal, where the manager or supervisor gives occasional feedback and suggestions for improvement, to a highly formalized review process. The performance review fulfills a twofold purpose. First, it allows the manager to identify the areas where an employee is particularly strong. The performance review provides an opportunity to praise employees for a job well done by giving them appropriate rewards in the form of raises, merit pay, and promotions. Second, the performance review allows the employer to give the employee suggestions on ways to improve job performance. For some employees, the performance review can be a difficult and challenging time. It is for this reason, that the manager should dedicate a sufficient amount of time to conduct a proper evaluation.

Evaluations by people are inherently subject to these human characteristics, but some companies try to avoid the injustices which may result from a single evaluation by having a group of from two to five members of the organization appraise a man. The job of selecting and training the evaluators involves considerable work, but in the companies where this approach is used the results are believed to be worth the time and effort required.

Should I go on.. we are not going to take this system much longer .. it is unfair and not the Lt / mangers evals. Wake up DIF! You idiots put things in writing about Tally scores.