Fire chief evaluation templates

The schedule is important but not as important as the quality of the review. The dialogue should produce an agreement of what has been observed and the circumstances.

This is a great use of the notes, providing details such as dates, times, occurrences, and what was observed along with any other persons present.

Observations should be limited to what the supervisor or a co-supervisor has seen or heard; observations should be observed rather than inferences and hearsay events. Much has been written about setting aside time to conduct the review. If the notes are used and the employee is encouraged to discuss the observations, it will take longer to perform a quality review. Once the review and dialogue are completed, supervisors may be tempted to hand out the written evaluation.

If the review was truly a dialogue there will be times when the supervisor will learn of some material not contained in his notes. In this case, the supervisor should include the pertinent aspects and comments in the written evaluation that the employee will read and sign.

Always try to end on one or two positive notes when concluding the review. This is most important when the supervisor is discussing significant needed improvements or counseling and discipline will result.

If feasible, discipline should be conducted separately from the performance evaluation review. The emphasis should be the dialogue and discussion and should set the stage for anticipated reviews. Documentation, a written record of the dialogue or discussion s between the supervisor and employee, is often the part of the performance evaluation that we hear the most about and the part that can be the most difficult for employees. Documentation could be as simple as a memo or a sheet of paper with a narrative much like the narrative from an incident report of the dialogue and discussion s.

Often, the technical performance categories are plentiful, and the behavior categories are minimal or do not even exist. When there are too many categories, the supervisor is forced to complete all the sections and often has to add comments of narrative to each dimension; sometimes the supervisor will use the same or a similar observation over and over just to fill the required sections. The primary purpose of performance evaluations is to assist employees to develop to their fullest potential, to coach them to perform to the best of their capabilities, to counsel them when their performance and behavior are not up to acceptable standards, and to assist in the process of discipline.

These examples are an excellent way to reward performance; although these rewards can also be an incentive towards outstanding performance, generally, the performance evaluation process and rewards programs are separate and distinctively different. You need just these simple steps to implement effective performance evaluations.

Performance evaluations are mostly for employees to dialog about their performance and behavior, and to have it recorded it in a documented form. Sign in. Forgot your password? Clarion Events Privacy Policy. Password recovery. Recover your password. Get help. Firefighter Training Leadership.

By Peter Bryan Performance evaluations are extremely essential to any fire service and public safety agency. Firefighter Basics: Low-Air Alarms.

Instructions: Evalua te the employee's work performance as it pertains to the job requirements. Circle the letter. Add com ments to support the. Critical j ob part icipati on requi rements mus t be met to receive a satis factory evaluation unless the. S - Satisfactory U - Unsatisfactory. Attends or ma kes up twenty Child pick-up authorization form 1 page. Interview evaluation form 2 pages. General education course evaluation form 3 pages.

Pick-up authorization form 1 page. Church staff self evaluation form 4 pages. Employment interview evaluation form 1 page. State contractor performance evaluation form 2 pages. Course evaluation form 1 page. Employee performance evaluation form 4 pages.