Chapter 10 (Measuring Police Performance)

Req for validity/reliability

1. Clearly def outcomes

2. Accountability

3. Identification of measurement data

What are police managers responsible for the eval of?

• Indiv performance

• Unit performance

• Specific proj performance

3 Lvls of Measurement

1. Macro Measures

2. General Indicators

3. Specific Measures

Macro Measures

Direct outcome measures that focuses on overall agency indicators; Show public safety

Ex. Crime rates or real estate values

3 Lvls of Measurement

General Indicators

Broad indicators of effectiveness based on subjective reflection of ppl’s impression of quality, accomplishments, service lvls, + participation in police activities

Ex. Citizen fear lvls

3 Lvls of Measurement

Specific Measures

Designed to eval indiv + unit performance + efficiency; Should be dev at all lvls

Ex. Probs identifications + resolved in 1 area

3 Lvls of Measurement

Success Indicator

Def attribute to be measured to be measured → characteristics used to measure an output or outcome

Performance Indicators

What is to be measured

Ex. number of arrests

Baseline

Det initial lvl of a measurement against which targeted progress + success compared

Target

Desired lvl to be reached in a certain time period

Input Measures

Address the resources used to provide a certain service

Ex. Hours spent patrolling x area

Output Measures

Efforts; Quantity of service delivered

Ex. Number of arrests

Outcome Measures

Described results achieved; Results of the effort

Ex. Safer roads

Measures of Efficacy

Consider the amount of resources used to achieve an output

Ex. Hours spent per arrest

Traditional Measures

• Numbers + types of arrests

• Clearance rate

• Ratios of police to civilian resident population

• Citations issued

• Reports taken

• Property recovered

• Bars checked

Innovative Measures

Not necessarily accurate; New strats, practices, etc to improve various aspects of policing

Ex. Measuring disorder to assess citizen fear of crime

Administration

Provide control function; How can I ensure that they are doing the right thing

Why measure performance

Guidance + Counseling

To improve employee motivation

Why measure performance

Research

Evaluation; How well is the agency doing?

Why measure performance

Strategy

Learning; Is this working?

Why measure performance

Valid Measures

Correctly capture the concept under consideration

Ex. Number of arrests

Reliable Measures

Yield the same result if repeated

Indiv Performance Appraisal

Goal is to hold indiv employees accountable + ensure that they are taking action for goal achievement

How to do Indiv Performance Appraisal

1. Clarify what is expected

2. Examine officer activities + accomplishments + compare to what is expected

3. Act on findings to improve performance

4. Communicate findings under policy

5 Steps of Job Analysis

1. Review of dept sources of info (like policy) on job duties + responsibility

2. Analyze dept records that will provide info on work demand + output

3. Obtain info from ppl familiar with the job

4. Identify a comprehensive list of job related tasks

6 Ways to Improve Employees in Appraisal Process

1. Offer the chance to voice opinions

2. Allow them to influence the process

3. Allow them to perform self evals

4. Allow them to take part in its dev

5. Quarterly employee interviews/eval (getting feedback from supervisor)

6. Allow them to participate in goal setting

2 Bodies that Performance Measurements look at

1. Indiv

2. Agency

What has performance measurement NOT traditionally looked at?

Conviction rates

2 Things Performance Measurements look at

1. Accomplishments

2. Resource Allocation

Main issue with coming up with a new strat

What metrics are going to tell us if it is working

Do we use quotas to measure performance?

No

Are financial crimes a marker for disorder?

No