The performance evaluation process provides supervisors with the tools to evaluate subordinate performance on a formal, periodic basis and to create a mutual understanding of individual needs, work objectives, and standards of acceptable performance. Likewise, subordinates can suggest ways for supervisors to improve their performance and help develop their potential. In the reverse appraisal process, police departments first must create a form for subordinates to complete in evaluating their supervisors. Then a system must be established for collecting the forms from subordinates, delivering them to the appropriate executives, and using them for supervisors' evaluations. The system must maintain the anonymity of the rater and the confidentiality of the information collected. The reverse appraisal process used by the Union Gap Police Department (Washington State) has six steps. First, the supervisor notifies subordinates of the date and time of their appraisal interviews and provides them with reverse appraisal forms at least 2 days prior to the scheduled interview; second, each subordinate completes the form and seals it in an envelope marked confidential and addressed to the executive who will use the information; third, at the beginning of the subordinate's appraisal interview, the supervisor collects the sealed envelope; fourth, the supervisor delivers the sealed envelopes to the executive at least 10 days prior to the supervisor's performance appraisal interview; fifth, the executive removes the completed forms and disposes of the envelopes; sixth, the executive reviews the information on the reverse appraisal form and factors this information into the supervisor's performance appraisal and performance improvement plan. A supervisor evaluation form and 7 notes