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Newport News Police Department
d. Each documented check-in gives the employee being evaluated the opportunity to comment and,
if appropriate, respond to the comments/ratings entered by their supervisor into the FUEL
system. [35.1.5(d)]
5. Annual Progress Summary [35.1.2]
a. During the fourth quarter check-in, supervisors will complete all of the ratings for the progress
summary as they apply to each employee’s job performance during the past year. Those ratings
will be discussed in addition to the required topics of conversation listed above. [35.1.5(a), 35.1.7(a)]
b. If an employee disagrees with the supervisor’s ratings, those disagreements should be discussed
with the supervisor. If, after the discussion, they still disagree, the employee should note that in
their feedback. Acknowledging the progress report is required and does not necessarily mean
agreement. Check-in and annual progress summaries cannot be grieved or appealed. The
employee’s comments may be reviewed by the next supervisor in their chain of command.
[35.1.5(f)]
c. Supervisors (lieutenant and above) must review each employee’s fourth quarter check-in
completed by their direct reports and acknowledge that they reviewed it by adding a note in the
FUEL system. Any concerns regarding the content of the check-ins or the ratings should be
addressed as soon as practically possible. Other quarterly check-ins should also be reviewed
when time allows. [35.1.7(c)]
6. Rating Criteria [35.1.1(a)]
a. There are two types of rating criteria: frequency-based and progress-based. Supervisors will
apply the ratings based on the following definitions:
1) Frequency-based ratings are associated with City standards and contribution toward
department goals. The ratings are defined as follows:
a) Seldom – the employee does not meet the City standards or contribution to department
goals in accordance with the expectations communicated by the supervisor.
b) Regularly – the employee meets the City standards or contributes to department goals
per the expectations communicated by the supervisor.
c) Continuously – the employee meets the City standards or contribution to department
goals by exceeding the expectations communicated by the supervisor.
d) Not Rated – the rating standard does not apply as it is not part of their duties or
responsibilities, as described in their job description.
2) Progress-based ratings apply to job-specific accomplishments and overall progress for the
rating period.
a) Developmental – the employee gains knowledge and establishes fully competent skills for
the specific function and assignment.
b) Successful – the employee shows genuine contribution and provides valuable input and
work product for the benefit of the organization.
c) Exceptional – the employee provides outstanding and/or extraordinary effort and results
that benefit the organization and others. They take the initiative to seize opportunities
for improvement and change, using a forward-thinking mindset to collaborate with
others to produce positive results.
b. If the overall progress rating of an employee is “developmental” or “exceptional,” the supervisor
must identify the performance that resulted in the rating. [35.1.1(b,c); 35.1.5 (b)]
C. Performance Improvement Plans [35.1.6]
1. If an employee’s performance does not meet their supervisor’s or the department’s expectations a
performance improvement plan, also referred to as remedial training plans, may be necessary.
Performance improvement plans and all follow-up information are documented in writing and
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