We provide software solutions for public safety agencies such as EMS, law enforcement, security, and 911 dispatch centers. Our flagship products are Expectations Evaluation Software and 9-1-1 Adviser call taking dispatch software. To learn more about these programs please visit our websites.
http://www.smarthorizons.org/expectations
1) Teachers can create assessments in Mastery Manager, including naming the assessment, creating the answer key, and generating and printing forms for students to complete.
2) Completed forms are scanned back into the system, and teachers can generate reports to view student scores and item analysis.
3) Student scores can be exported from Mastery Manager to the school's gradebook system, Infinite Campus.
This document provides instructions for creating, printing, scanning, and viewing scores for a multiple-choice assessment in Mastery Manager. It outlines the following steps: creating an assessment and answer key; creating and printing answer forms; scanning completed forms; generating score reports; and conventions for naming exams and rubrics in the system. The key functions covered are creating and managing assessments, forms, and reports in Mastery Manager.
The document provides instructions for using the Interview Generator system to create job interview guides. It outlines the steps to build an interview guide which includes selecting competencies and associated target behaviors and questions. It describes how to save draft interviews, edit existing interviews, and generate interview reports. The goal is to provide structured behavioral interviews to evaluate candidates based on key competencies.
The document provides instructions for completing a performance appraisal in Success Factors, including:
1) Rating skills and writing comments for self-evaluation.
2) Setting goals for the review period.
3) Sending the self-evaluation to the manager for review.
4) Reviewing the manager's ratings and comments before signing off on the completed appraisal.
Sec ed esl fl_ts faculty instructional guide_revised 10.18.13OPPA
This document provides instructions for faculty to access and use the TaskStream platform for evaluating student work and assessments. It outlines the login process through GWeb, navigating to the faculty menu and TaskStream link, searching for student work, evaluating assessments using rubrics, and generating reports on completed evaluations. The instructions are accompanied by screenshots to illustrate each step of the process.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help boost feelings of calmness, happiness and focus.
This document provides a summary of advertising, design and communications projects completed in 2009 by Ronnie Lebow. It lists 15 different clients and projects, including branding work for dental and automotive businesses, point of purchase promotions for Nestle, direct mail for real estate, and advertising campaigns for poker tours, hair salons, and electronics companies. Any reproduction of the document requires written authorization from Ronnie Lebow.
1) Teachers can create assessments in Mastery Manager, including naming the assessment, creating the answer key, and generating and printing forms for students to complete.
2) Completed forms are scanned back into the system, and teachers can generate reports to view student scores and item analysis.
3) Student scores can be exported from Mastery Manager to the school's gradebook system, Infinite Campus.
This document provides instructions for creating, printing, scanning, and viewing scores for a multiple-choice assessment in Mastery Manager. It outlines the following steps: creating an assessment and answer key; creating and printing answer forms; scanning completed forms; generating score reports; and conventions for naming exams and rubrics in the system. The key functions covered are creating and managing assessments, forms, and reports in Mastery Manager.
The document provides instructions for using the Interview Generator system to create job interview guides. It outlines the steps to build an interview guide which includes selecting competencies and associated target behaviors and questions. It describes how to save draft interviews, edit existing interviews, and generate interview reports. The goal is to provide structured behavioral interviews to evaluate candidates based on key competencies.
The document provides instructions for completing a performance appraisal in Success Factors, including:
1) Rating skills and writing comments for self-evaluation.
2) Setting goals for the review period.
3) Sending the self-evaluation to the manager for review.
4) Reviewing the manager's ratings and comments before signing off on the completed appraisal.
Sec ed esl fl_ts faculty instructional guide_revised 10.18.13OPPA
This document provides instructions for faculty to access and use the TaskStream platform for evaluating student work and assessments. It outlines the login process through GWeb, navigating to the faculty menu and TaskStream link, searching for student work, evaluating assessments using rubrics, and generating reports on completed evaluations. The instructions are accompanied by screenshots to illustrate each step of the process.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help boost feelings of calmness, happiness and focus.
This document provides a summary of advertising, design and communications projects completed in 2009 by Ronnie Lebow. It lists 15 different clients and projects, including branding work for dental and automotive businesses, point of purchase promotions for Nestle, direct mail for real estate, and advertising campaigns for poker tours, hair salons, and electronics companies. Any reproduction of the document requires written authorization from Ronnie Lebow.
Empxtrack allows a quick setup of the appraisal module such that you can get a 360 view of an employee along multiple parameters such as Competencies, Goals, Relative Ranking, Self Evaluation.
It allows each stakeholder to rate and comment on the employees achievements and contains features for comparative analysis, feedback from peers and juniors, salary recommendations and view of the full employee profile in the appraisal.
Which Performance Appraisal Style Suits Your Company?CRG emPerform
Many appraisal types exist; from traditional to trendy, simple to complex, highly structured to open-ended. Here is a great overview of the most popular and common appraisal methods for a variety of business models.
The Evaluation Manager role oversees and manages program evaluations. There are five permission levels for Evaluation Managers - Oversee Evaluations, All Access Evaluator, Reconcile Evaluations, Program Setup, and Generate Reports. When enrolling an Evaluation Manager, the permissions they receive can be customized. Common support issues include Evaluation Managers looking in their Evaluator tab instead of Manager tab, or not having the requisite permissions even in the Manager tab.
In this file, you can ref useful information about performance appraisal model such as performance appraisal model methods, performance appraisal model tips
In this file, you can ref useful information about performance appraisal model such as performance appraisal model methods, performance appraisal model tips, performance appraisal model forms, performance appraisal model phrases … If you need more assistant for performance appraisal model, please leave your comment at the end of file.
Performance appraisals are used to systematically evaluate employee performance and potential. They help with career development, goal setting, identifying strengths and weaknesses, and making administrative decisions. Effective appraisal methods benefit both employees and organizations by providing feedback, guiding improvement, and maximizing productivity. Regular reviews keep employees motivated to perform better over time.
In this file, you can ref useful information about various methods of performance appraisal such as various methods of performance appraisal methods, various methods of performance appraisal tips, various methods of performance appraisal forms, various methods of performance appraisal phrases … If you need more assistant for various methods of performance appraisal, please leave your comment at the end of file.
Review existing knowledge
define existing problems
Provide solutions to problems
Construct or create new procedures or systems
Explain new phenomenon
Generate new knowledge
…or a combination of any of the above!
This document provides information about employee performance appraisal comments samples, including various methods, tips, forms, and phrases. It discusses the goals and importance of performance appraisals for improving productivity, making personnel decisions, assessing employee performance against job goals, and developing plans for improvement. The document also outlines and describes six common performance appraisal methods: ranking, rating scales, checklist, critical incidents, essay, and behaviorally anchored rating scales. Finally, it lists additional related topics for performance appraisals.
Effectiveness of performance appraisal systembarnesali609
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This document discusses performance appraisal methods. It describes 8 common comparative performance appraisal methods: 1) straight ranking, 2) grading, 3) graphic rating, 4) forced choice description, 5) forced distribution, 6) checklist, 7) free essay, and 8) critical incident. For each method, it provides a brief overview and limitations. Overall, the document provides an overview of different performance appraisal techniques used to evaluate employee performance.
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In this file, you can ref useful information about concept of performance appraisal such as concept of performance appraisal methods, concept of performance appraisal tips, concept of performance appraisal forms, concept of performance appraisal phrases … If you need more assistant for concept of performance appraisal, please leave your comment at the end of file.
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Empxtrack allows a quick setup of the appraisal module such that you can get a 360 view of an employee along multiple parameters such as Competencies, Goals, Relative Ranking, Self Evaluation.
It allows each stakeholder to rate and comment on the employees achievements and contains features for comparative analysis, feedback from peers and juniors, salary recommendations and view of the full employee profile in the appraisal.
Which Performance Appraisal Style Suits Your Company?CRG emPerform
Many appraisal types exist; from traditional to trendy, simple to complex, highly structured to open-ended. Here is a great overview of the most popular and common appraisal methods for a variety of business models.
The Evaluation Manager role oversees and manages program evaluations. There are five permission levels for Evaluation Managers - Oversee Evaluations, All Access Evaluator, Reconcile Evaluations, Program Setup, and Generate Reports. When enrolling an Evaluation Manager, the permissions they receive can be customized. Common support issues include Evaluation Managers looking in their Evaluator tab instead of Manager tab, or not having the requisite permissions even in the Manager tab.
In this file, you can ref useful information about performance appraisal model such as performance appraisal model methods, performance appraisal model tips
In this file, you can ref useful information about performance appraisal model such as performance appraisal model methods, performance appraisal model tips, performance appraisal model forms, performance appraisal model phrases … If you need more assistant for performance appraisal model, please leave your comment at the end of file.
Performance appraisals are used to systematically evaluate employee performance and potential. They help with career development, goal setting, identifying strengths and weaknesses, and making administrative decisions. Effective appraisal methods benefit both employees and organizations by providing feedback, guiding improvement, and maximizing productivity. Regular reviews keep employees motivated to perform better over time.
In this file, you can ref useful information about various methods of performance appraisal such as various methods of performance appraisal methods, various methods of performance appraisal tips, various methods of performance appraisal forms, various methods of performance appraisal phrases … If you need more assistant for various methods of performance appraisal, please leave your comment at the end of file.
Review existing knowledge
define existing problems
Provide solutions to problems
Construct or create new procedures or systems
Explain new phenomenon
Generate new knowledge
…or a combination of any of the above!
This document provides information about employee performance appraisal comments samples, including various methods, tips, forms, and phrases. It discusses the goals and importance of performance appraisals for improving productivity, making personnel decisions, assessing employee performance against job goals, and developing plans for improvement. The document also outlines and describes six common performance appraisal methods: ranking, rating scales, checklist, critical incidents, essay, and behaviorally anchored rating scales. Finally, it lists additional related topics for performance appraisals.
Effectiveness of performance appraisal systembarnesali609
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This document discusses performance appraisal methods. It describes 8 common comparative performance appraisal methods: 1) straight ranking, 2) grading, 3) graphic rating, 4) forced choice description, 5) forced distribution, 6) checklist, 7) free essay, and 8) critical incident. For each method, it provides a brief overview and limitations. Overall, the document provides an overview of different performance appraisal techniques used to evaluate employee performance.
In this file, you can ref useful information about concept of performance appraisal such as concept of performance appraisal methods, concept of performance appraisal tips
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ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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Find out more about ISO training and certification services
Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
Webinars: https://pecb.com/webinars
Article: https://pecb.com/article
-------------------------------------------------------------------------------
For more information about PECB:
Website: https://pecb.com/
LinkedIn: https://www.linkedin.com/company/pecb/
Facebook: https://www.facebook.com/PECBInternational/
Slideshare: http://www.slideshare.net/PECBCERTIFICATION
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
3. Expectations is a performance evaluation and
daily observation reporting software solution.
Defined criteria guides trainers and
supervisors through the evaluation process,
documenting and storing employee
performance in a database.
Click here to view a demo
4. Expectations includes over 70 predefined
criteria based on the San Jose Model.
Criteria sets include General,
Communications Training Officer (CTO),
and Field Training Officer (FTO).
Administrators can modify the criteria to
meet their agency-specific requirements.
In addition, all program functions are
password protected.
Click here to view a demo
5. Expectations simplifies many of the tasks
required for conducting evaluations. Trends are
easily identified with the extensive color-coded
charting feature. Expectations also provides
administrators with valuable information on the
evaluators’ rating standards.
Click here to view a demo
6. The software allows for a system administrator to Add/Modify/Delete a
Trainer/Supervisor or Employee. The administrator is also provided data
management functions necessary to maintain the Expectations database. The
data management functions consist of performing backups, restoring data,
enforcing comments for specified ratings, and Add/Modify/Delete criteria.
Click here to view a demo
7. Expectations provides three levels of security
access within the system. Administrators have
level 3 access, which provides full capabilities
within the program. Trainers and supervisors
and can be given level 1 or 2 access
respectively, which limits what they can see
and who they can evaluate. The administrator
would set up the hierarchy of who can write
evaluations on certain employees and access
this information for review.
Click here to view a demo
8. Supervisors are guided through the evaluation
process with all criteria and guidelines shown
on the screen. Comments are easily added to
illustrate the rating given the employee in
each category. The criteria for each position is
provided in writing to the employee when he
or she enters the position. The employee
knows not only what will be evaluated, but
also what degree of performance he or she
must attain.
Click here to view a demo
9. The standard guidelines of an evaluation consist
of the seven-point scale that are defined in
three levels (1, 4, 7) with 1 denoting the worst
possible behavior, 4 denoting acceptable
behavior, and 7 denoting the highest level of
performance. The four other points on the
scale (2,3,5, and 6) allow the evaluator some
latitude in grading.
Click here to view a demo
10. The view/print criteria set screen allows supervisors to select the desired criteria set from a list of all available
criteria sets. Information for a selected criterion is displayed in the text boxes located in the View frame.
Users can navigate sequentially through the criteria contained in the set.
Click here to view a demo
11. Once the write evaluation option is
selected a tab displays a list of
Trainees/Employees and criteria sets
associated with that employee for
which the current user can write an
evaluation. An asterisk denotes the
one or more incomplete evaluations
exist for the trainee. To write an
evaluation, select a Trainee/Employee
and the criteria set. Clicking on the
write evaluation button opens the
evaluation writer screen. From this
screen the evaluator fills in pertinent
information on the trainee such as
what shift they are on and what phase
of training they are in. A date range
and any specific comments can also be
entered on this screen.
Click here to view a demo
12. Once the Trainee/Employee Evaluation tab is
selected the evaluation screen will appear.
The criteria being evaluated will appear at
the top of the screen, followed by the three
levels of behavior with descriptions of what
that behavior level entails. The evaluator can
select a button 1 through 7 to provide a
sliding scale assessment for the employee for
each criteria. If that behavior has not been
observed then a Not Observed or Not
Responding button is provided. Also the
evaluator can enter specific comments in the
box provided regarding the employees
behavior as it relates to this specific criteria.
When the forward arrow button is selected
then the next criteria set will be appear on
the screen. At the end of the evaluation the
evaluator can check spelling and save the
evaluation. Click here to view a demo
13. Once the evaluation is completed
the user selects the Save/Quit
button and a window will open with
the following options. Complete,
incomplete, discard evaluation,
discard changes, or cancel. If the
evaluation is not finished then one
would select Incomplete so as to
come back later and finish the
evaluation. If however, complete is
selected then no further changes
can be made to this evaluation.
Click here to view a demo
14. Questions?
Please contact us at 855-777-8032 or email us at publicsafety@smarthorizons.org
Click here to view a demo
15. • Easy to access online training
• Available year round – 24/7/365
• Media rich
• Consistent
• Affordable
• Bookmarking
• Reporting Capabilities
www.hitsinstitute.com
Expectations is a performance evaluation and daily observation reporting software solution. Defined criteria guides trainers and supervisors through the evaluation process, documenting and storing employee performance in a database. Expectations includes over 70 predefined criteria based on the San Jose Model. Criteria sets include General, Communications Training Officer (CTO), and Field Training Officer (FTO). Administrators can modify the criteria to meet their agency-specific requirements. In addition, all program functions are password protected.
Expectations is a performance evaluation and daily observation reporting software solution. Defined criteria guides trainers and supervisors through the evaluation process, documenting and storing employee performance in a database. Expectations includes over 70 predefined criteria based on the San Jose Model. Criteria sets include General, Communications Training Officer (CTO), and Field Training Officer (FTO). Administrators can modify the criteria to meet their agency-specific requirements. In addition, all program functions are password protected.
Expectations simplifies many of the tasks required for conducting evaluations. Trends are easily identified with the extensive color-coded charting feature. Expectations also provides administrators with valuable information on the evaluators’ rating standards.
The software allows for a system administrator to add/modify/delete a Trainer/Supervisor or Employee. The administrator is provided data management functions necessary to maintain the Expectations database. The data management functions consist of performing backups, restoring data, enforcing comments for specified ratings, and add/modify/delete criteria.
Expectations provides three levels of security access within the system. Administrators have level 3 access, which provides full capabilities within the program. Trainers and supervisors and can be given level 1 or 2 access respectively, which limits what they can see and who they can evaluate. The administrator would set up the hierarchy of who can write evaluations on certain employees and access this information for review.
Supervisors are guided through the evaluation process with all criteria and guidelines shown on the screen. Comments are easily added to illustrate the rating given the employee in each category. The criteria for each position is provided in writing to the employee when he or she enters the position. The employee knows not only what will be evaluated, but also what degree of performance he or she must attain.
The standard guidelines of an evaluation consist of the seven-point scale that are defined in three levels (1, 4, 7) with 1 denoting the worst possible behavior, 4 denoting acceptable behavior, and 7 denoting the highest level of performance. The four other points on the scale (2,3,5, and 6) allow the evaluator some latitude in grading.
The view/print criteria set screen allows supervisors to select the desired criteria set from a list of all available criteria sets. Information for a selected criterion is displayed in the text boxes located in the View frame. Users can navigate sequentially through the criteria contained in the set.
Once the write evaluation option is selected a tab displays a list of Trainees/Employees and criteria sets associated with that employee for which the current user can write an evaluation. An asterisk denotes the one or more incomplete evaluations exist for the trainee. To write an evaluation, select a trainee/employee and the criteria set. Clicking on the write evaluation button opens the evaluation writer screen. From this screen the evaluator fills in pertinent information on the trainee such as what shift they are on and what phase of training they are in. A date range and any specific comments can also be entered on this screen.
Once the Trainee/Employee Evaluation tab is selected the evaluation screen will appear. The criteria being evaluated will appear at the top of the screen, followed by the three levels of behavior with descriptions of what that behavior level entails. The evaluator can select a button 1 through 7 to provide a sliding scale assessment for the employee for each criteria. If that behavior has not been observed then a Not Observed or Not Responding button is provided. Also the evaluator can enter specific comments in the box provided regarding the employees behavior as it relates to this specific criteria. When the forward arrow button is selected then the next criteria set will be appear on the screen. At the end of the evaluation the evaluator can check spelling and save the evaluation.
Once the evaluation is completed the user selects the Save/Quit button and a window will open with the following options. Complete, incomplete, discard evaluation, discard changes, or cancel. If the evaluation is not finished then one would select Incomplete so as to come back later and finish the evaluation. If however, complete is selected then no further changes can be made to this evaluation.
High Impact Training Solutions® (HITS) Institute provides a complete line of interactive, web based training products for educating and training public safety professionals. Working with subject matter experts, we analyze industry training needs and build curriculum focused on certification requirements. Courses are designed to support the career development requirements of public safety professionals.Our training courses are applicable for pre-assignment, basic training, continuing education, in-service training, and remediation programs. HITS provides self-paced training that may be used as stand-alone courses, individual training modules, or as a supplement to existing training programs.