THE BACKGROUND OF THE PACIFICA DEPARTMENT'S EVALUATION BY OBJECTIVES SYSTEM IS REVIEWED. ADVANTAGES OF THE SYSTEM RELATIVE TO ADMINISTRATION, MOTIVATION, AND EMPLOYEE DEVELOPMENT ARE POINTED OUT. THE PERFORMANCE EVALUATION IS IN THREE PARTS: A SET OF SUBJECTIVE STANDARDS FOR EACH CATEGORY OF PERSONNEL; OBJECTIVES ESTABLISHED FOR EACH INDIVIDUAL EMPLOYEE; AND COMMENTS. THE RATER AND THE EMPLOYEE ASSESS THE EMPLOYEE'S PERFORMANCE RELATIVE TO EACH STANDARD AND ESTABLISH SPECIFIC PERFORMANCE OBJECTIVES, TOGETHER WITH MEASUREMENT CRITERIA. BOTH THE RATER AND THE EMPLOYEE MAY ADD THEIR WRITTEN COMMENTS TO THE EVALUATION. GUIDELINES FOR COMPLETING EACH PART OF THE EVALUATION ARE PRESENTED, INCLUDING STEP-BY-STEP INSTRUCTIONS FOR DEVELOPING PERFORMANCE OBJECTIVES AND CRITERIA. EXAMPLES OF PERFORMANCE OBJECTIVES ARE PROVIDED. PART I STANDARDS FOR MANAGERS, SUPERVISORS AND INVESTIGATORS, OFFICERS, AND DISPATCHERS/SECRETARIES/CLERKS ARE PRESENTED, TOGETHER WITH A COPY OF THE OBJECTIVES AND COMMENT SECTIONS OF THE EVALUATION INSTRUMENT. (LKM)