This system is based on the premise that all employees deserve a good evaluation score, and are guaranteed that they will receive one at the end of the evaluation cycle -- unless they have a performance problem and cannot or will not fix it. Chapter 1 presents an overview of the system and why a zero-based approach to performance evaluation is needed. This information should be used for conducting orientation training for all employees. Chapter 2 reviews the technical and legal issues associated with performance evaluation systems and how Z-Base addresses those issues. Chapter 3 provides information for developing the proper organizational infrastructure that must be in place before implementing Z-Base or any evaluation system. This includes mission, code of ethics, values statements, and job descriptions. Chapter 4 describes how to develop objective Priority Performance Measures (PPMs). Chapter 5 details how functional and dysfunctional performance data is gathered, analyzed, and rated. Chapter 6 explains how the Problem-Solving Conference (PSC) is conducted when a rating indicates that an employee’s performance needs improved. PSCs are central to Z-Base and ensure that employees are given a fair opportunity to correct problem performances before the employee’s evaluation score is affected. Chapter 7 explains Z-Scores and their calculation. A Z-Score is an employee’s final evaluation score. Chapter 8 presents a plan for implementing Z-Base within the typical police services organization. The plan is grounded in organization change research and experiences helping agencies improve their evaluation systems. 16 figures, 12 tables, 16 appendices