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POLICE CAREER PATH MANAGEMENT APPRAISAL SYSTEM

NCJ Number
38855
Journal
Police Chief Volume: 42 Issue: 3 Dated: (MARCH 1975) Pages: 62-65
Author(s)
B COHEN
Date Published
1975
Length
4 pages
Annotation
THIS ARTICLE DESCRIBES THE DATA COLLECTION EFFORTS AND PERFORMANCE RATING ELEMENTS UTILIZED IN THE NEW YORK CITY COMPUTERIZED MANAGERIAL PERFORMANCE ASSESSMENT SYSTEM.
Abstract
THE CAREER PATH MANAGEMENT APPRAISAL SYSTEM (CPMAS) HAS BEEN DESIGNED SPECIFICALLY FOR THE NEW YORK CITY POLICE DEPARTMENT'S SUPERIOR OFFICERS (THOSE WITH RANK OF CAPTAIN OR ABOVE). DATA FOR THE SYSTEM WAS OBTAINED FROM THE PERSONNEL EVALUATION SECTION AND THE DISCIPLINARY RECORDS OF THE DEPARTMENT'S PERSONNEL BUREAU; ADDITIONAL DATA ON CIVIL SERVICE AND PROMOTIONAL EXAMINATIONS WAS ALSO GATHERED. THE ITEMS THAT CONSTITUTE THE CPMAS ARE GROUPED IN TWO CATEGORIES: NON INDEX FACTORS AND INDEX FACTORS. EACH OF THE FACTORS UTILIZED IS DESCRIBED IN THIS ARTICLE. NON INDEX FACTORS DESCRIBE THE OFFICER, BUT THEY ARE NOT USED TO DETERMINE HIS FINAL MANAGEMENT INDEX. THEY INCLUDE IDENTIFICATION NUMBER, CURRENT RANK, CAREER PATH, WARDS, NUMBER OF DISCIPLINARY ACTIONS, TIMES SICK, AGE, NUMBER OF ASSIGNMENTS, TIME TO MAKE CAPTAIN, TIME IN RANK, AND FLAGS. INDEX FACTORS ARE MEASURES OF THE OFFICER'S PERFORMANCE; A FINAL MANAGEMENT INDEX (MI SCORE) IS CALCULATED FROM THEIR WEIGHTED SUM. INDEX FACTORS INCLUDE EDUCATION, CIVIL SERVICE WRITTEN PROMOTION TEST SCORES, MANAGEMENT ASSESSMENT CENTER CAREER POTENTIAL SCORE, IACP TEST SCORE, AND DEPARTMENT EVALUATION. THE AUTHOR CAUTIONS THAT ADDITIONAL TESTING OF THIS SYSTEM IS NEEDED BEFORE THE SYSTEM BECOMES OPERATIONAL. IN ANY EVENT, HE CONCLUDES THAT THIS SYSTEM CANNOT BE EXPECTED TO REPLACE HUMAN JUDGMENTS OF OFFICERS. (AUTHOR ABSTRACT MODIFIED)...DMC