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Newport News Police Department
b. Civilian Employees
1) Non-sworn employees who undergo a formal NNPD training program, such as the
Communications academy or field training, will have their performance documented.
a) Every quarter, the supervisor responsible for overseeing the training will update the
FUEL system quarterly to indicate the trainee’s active participation in a program;
individual in-person meetings solely to complete the FUEL system check-in are not
necessary, as all performance documentation is included in the training file.
b) During field training, the employee conducting the training will complete a scheduled
progress report established by their supervisor and submit it through their chain of
command for review. The report schedule may vary based on the assignment and is
established by the commander.
2) Non-sworn employees who do not undergo a formal classroom or field training program will
have quarterly check-ins documented in the FUEL system, focusing on ensuring their job
responsibilities and training needs are addressed.
2. Non-Probationary Employees
a. Supervisors are expected to conduct quarterly performance check-ins with each direct report
following the City’s FUEL Performance Management Program Supervisor’s Tool Kit guidelines.
b. Depending on staffing and workload, supervisors may delay a check-in for some employees.
Employees on performance improvement plans and those new to their assignments should be
prioritized for the timely completion of their check-ins.
3. Annual Progress Summary
All employees through the rank of Assistant Chief must have an annual evaluation. During the fourth-
quarter check-in that occurs at the end of the annual evaluation period, supervisors are required to
complete all evaluation points, which will complete the evaluation process for the year. Each
employee’s final check-in must be completed by June 1st. [35.1.2]
B. Evaluation Process
1. Supervisors will receive training on the evaluation process during new supervisor training. [35.1.1(d)]
2. All ratings used in the evaluation process will be measured based on the employee’s assignment for
the current evaluation period.
3. New Assignment Check-ins
When an employee is transferred or promoted to a new assignment:
a. If the transfer/promotion takes place at the end of the quarter, the supervisor will complete the
quarterly check-in before the transfer, whenever possible.
b. The new supervisor should document on the next available FUEL system check-in that they
reviewed the new position’s duties and responsibilities and any applicable training needs with
the employee.
4. Quarterly & Monthly Check-ins
a. The City provides an Employee and Supervisor Tool Kit for the FUEL system. Employees should
review the relevant tool kit.
b. Each check-in will address the employee’s performance for the quarter. [35.1.5(a)]
c. Check-ins must include the following topics of conversation: [35.1.7]
1) Job performance expectations;
2) Goals/criteria that the supervisor will be using to document their performance; and
3) Training needs.
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