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Newport News Police Department
submitted to the Human Resources liaison once finalized. If the plan is for a probationary police
officer, PowerReady is used for documentation.
2. Supervisors will not wait until the quarterly check-in or annual progress summary to address
performance issues. Poor performance must be addressed with employees as it is observed and
noted on the next available check-in.
3. Before initiating a performance improvement plan, supervisors must notify the employee that their
performance is not meeting expectations in writing. Notification may be made via email or in a
quarterly check-in. Employees should also be given a reasonable amount of time to adjust their
performance to meet expectations.
IV. CAREER DEVELOPMENT
A. General
The Department will provide all employees with career development opportunities through education,
training, lateral job movement and promotion.
B. Supervisor/Management Responsibilities
1. Each supervisor/manager will meet with each employee under their supervision annually for career
counseling beyond standard training needs. Each supervisor is responsible for encouraging the
employees under their command to further their education and training in the knowledge, skills, and
abilities in their current position or areas of expressed interest. This counseling will occur during a
quarterly check-in and will include: [35.1.7(c)]
a. A review of the employee’s training needs.
b. A review of the training programs that apply to the individual’s current assignment to include the
in-service program.
c. A review of the requirements and procedures for lateral transfer within the department.
d. A review of the requirements and procedures within the department for promotion to a higher
grade/level.
2. Supervisors/managers will be cognizant of Human Resources and department training courses and
programs. They will recommend them to employees based on the needs of the employee and the
department.
3. Supervisors/managers shall make recommendations for improvements and specific needs in the
department’s training programs based on the counseling sessions.
4. Annually, bureau/precinct/division commanders will determine the training needs for their areas of
command through solicitation of input from their personnel and consultation with the Training
Section. This information will also be provided to the department's training committee.
5. The training committee (combined sworn and civilian personnel) will meet at least annually to
provide input about employee needs to the Academy director. [33.1.1(c)]
6. Police employees who want to improve their skills or abilities may forward their requests to the
Training Section through the chain of command. The request will be filed in the Training Section until
a training session becomes available. A list of employees requesting to attend that type of schooling
will be sent to the appropriate bureau/precinct/division commander, who will select personnel to
attend based on individual requests and the needs of the department.
C. Training Section Responsibilities
1. Maintain and distribute current information regarding schools and other training opportunities,
including:
a. Departmental in-service programs;
b. Job-specific programs;
c. Academy-sponsored programs;
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