PERSONNEL ASSESSMENT SYSTEM Sample Clauses

PERSONNEL ASSESSMENT SYSTEM. (PAS) Task 40: Personnel Assessment System (formally PIMS) Settlement Agreement Section VII. A.; page 27, line 13 – page 28, line 22 Assigned Unit: BOS Settlement Agreement Language: • “By June 28, 2005, OPD must develop and implement a Personnel Information Management System (PIMS). This computerized relational database must maintain, integrate and retrieve data necessary for supervision and management of OPD and its personnel. Specifically, this data must be used by OPD to promote professional police practices; manage the risk of police misconduct; and evaluate and audit the performance of OPD members of all ranks, employees and OPD units, subunits and shifts. The Settlement Agreement sets forth particular information that must be captured by PIMS.” Status: In Policy and Training Compliance Deliverables: • Subcommittee on the Personnel Assessment System (PAS) • New Departmental General Order • Relational database and associated computer hardware and software Policy: On December 29, 2006 DGO D-17, PAS Purpose was published outlining the use of the PAS system, and related program administration responsibilities. Implementation Activities Despite the initial challenges, the Department has been able to developed, tested, and implemented an early identification system and intervention policy that complies with the provisions of NSA Tasks 40 and 41. This policy, know as the Personnel Assessment System (PAS) utilizes a “home grown” computerized relational database system developed through collaboration between the City’s Police and Information Technology departments. This system, known as the Internal Personnel Assessment System, or i-PAS, is accessible to all commanders, managers and supervisors via the City’s intranet system. Utilizing a web browser, commanders, managers and supervisors are able to review i-PAS data for all NSA requirements relating to their subordinates. The Department is one of only a few law enforcement agencies that have implemented such a system that will enable supervisors, managers and commanders to comprehensively track and monitor the job performance of its members and employees. The Department, however, is one of only a few law enforcement agencies that have implemented such an elaborate system. To date, there are no proven policies or thresholds that guarantee successful performance. An extensive amount of research has gone into the methodologies used by the limited number of agencies employing an early identification and intervent...
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