The performance evaluation process in the department was an item of concern discussed in a plan for career development and implemented by the police chief in early 1985. A committee representing various sworn and nonsworn assignments was formed to revise the process. The committee met weekly for 3 months to design new evaluation forms, develop guidelines, and revise the performance evaluation manual. Changes from the previous system included the use of separate evaluation forms for sworn and nonsworn personnel, definitions of performance based on numerical ratings, and the use of numerical factors for determining promotability and assignment. In addition, rated employees provided their own input on a pre-evaluation form, and ratings were done twice a year instead of once a year. Together these components represent the elements of a sound performance evaluation and counseling program.