The evaluation process is a method for a department to determine the effectiveness of its personnel. Evaluations often are conducted for the purposes of recruitment, training needs assessment, assignment and promotion, disciplinary action, and in the construction of career plans. In implementing an evaluation program, the supervisor must articulate standards, draft the instrument, evaluate personnel, and follow up on shortcomings to ensure their correction. Evaluation should be reliable and valid, and should include an assessment of personal characteristics, ability, actual performance, and value to the organization. The evaluation process should avoid such pitfalls as shortcuts, faulty assumptions, prejudice and subjectivity, and inadequate knowledge of the subordinate. Formal evaluation methods that may be helpful include rating scales and rankings, employee or paired comparisons, scales, checklists, field reviews, and descriptive scales. Other approaches include the forced-choice and critical-incident methods, management by objectives, and independent assessment. Progress checks and a comprehensive examination are provided. For other lessons in this series, see NCJ 103000-103006 and NCJ 103008.