This page uses extracted PDF text. Text can misread numbers, dates or table columns. Check the PDF before quoting or interpreting it. Redacted areas remain redacted.
Newport News Police Department
ADMINISTRATIVE MANUAL
ADM-295 – PERFORMANCE EVALUATIONS & CAREER DEVELOPMENT
Amends/Supersedes: ADM-295 (07/16/2021) Date of Issue: 12/25/2023
I. GENERAL
A. Documenting employee performance is important to ensure accountability and assist in employee
professional development. Newport News Police Department employees shall participate in the city-
sponsored performance management program per PAM-900 Performance Management. The program is
designed to encourage engagement and leadership through all levels of the department and is referred
to as “FUEL” (Follow-up – Engagement – Leadership).
B. Supervisors should meet in person or remotely with direct reports to discuss their job performance and
training needs. These “check-ins” will be documented in the FUEL system.
C. All documented check-ins will be made available to employees through the FUEL system and retained
per ADM-460 Records Retention and Preservation. [35.1.5(e,g)]
II. PERFORMANCE STANDARDS
A. The Newport News Department of Human Resources is responsible for maintaining job descriptions for
each classification of employees, per PAM-602 Establishment and Classification of Positions. Job
descriptions identify the essential job functions for each position.
B. All employees are expected to review their job description upon assignment, as the essential job
functions will be the basis for evaluating job performance. Job descriptions are available on the City’s
website and in PowerDMS.
C. At least once every four years, the appropriate supervisory chain of command must review the job
descriptions for all positions to ensure accuracy. If any updates are required, the department’s Human
Resources liaison will be notified of the necessary changes. [21.2.2]
D. If a position has any job functions not identified in the job description, supervisors must notify the
affected employee(s), in writing, of those additional responsibilities.
III. PROCEDURE
A. All employees will be evaluated by their immediate supervisor in accordance with ADM-290 Employment
Probation and the following schedule:
1. New Hires & Probationary Employees
a. Police Officers
1) During the academy, performance is monitored daily through testing and activities by the
academy staff. The academy staff will update the FUEL system quarterly to indicate the
trainee’s active participation; however, individual in-person meetings to complete the FUEL
system check-in are unnecessary, as all meetings are documented in the training file.
2) During field training, performance will be documented on a daily observation report to be
completed by the field training officer and submitted to the patrol chain of command and the
training academy staff for review.
3) Once the new officer has been released from training, their supervisor will continue to
document monthly check-ins in PowerReady. The fourth quarter FUEL system entry still
needs to be completed as part of the annual performance appraisal.
ADM-295 - 1 of 5 – 12/25/2023Jump to an indexed page (5 of 5)