In the following evaluation, the references in parentheses are to a the full performance evaluation (for example / pdf).
Dispatcher Xxxxx works quickly and had average statistics for call-taking and radio dispatching (A.1). He properly sets priorities for completing work and organizes his time properly when performing it (A.2, A.3). He always completes work in the shortest possible time, and his work is accurate and thorough (A.4).
He is competent is all technical aspects of the job (B.3). He always exercises care when using equipment to see it's not damaged or abused (B.4).
Dispatcher Xxxxx is our most experienced fire dispatcher and is a valuable trainer for new PSDs (C.1). During the past year he trained a dispatcher on call-taking and fire dispatching. He is a member of the police department's Critical Incident Stress Debriefing (CISD) team, and taught that subject to 11 new dispatchers. He has taken several monthly CISD classes to keep his skills sharp. Xxxxx is also a member of the police department's SWAT team. He has attended many of their monthly training sessions and has taught the communications section of the SWAT course.
He has demonstrated an interest in receiving training and, in fact, attended an on-duty dispatcher update course at Xxxxx Xxxx Jr. College in April and an FBI tactical dispatcher course on his own time during June (C.3).
Xxxxx is very knowledgeable about the job, especially tasks related to fire dispatching (A.5). When encountering problems, he readily identifies what actions must be taken (A.6).
During most of the year Dispatcher Xxxxx maintained acceptable relationships among his co-workers (D.1). He also had a professional demeanor on the radio and telephone when dealing with officers and citizens. Similarly, for most of the year Xxxxx seemed enthusiastic and interested in his job (D.2), and followed proper policies when handling job tasks related to dispatching (B.1).
However, Xxxxx showed a substantial change in behavior after implementation in June of guidelines devised to increase the respect and professionalism among dispatchers by outlining acceptable and unacceptable behaviors (B.1). Although Xxxxx could absorb and understand new information easily, he had great difficulty modifying his personal behavior (A.8). He said he was unable to follow some of the guidelines due to a well-developed personality that he cannot easily change.
As a result, Xxxxx became withdrawn, sullen and uncommunicative (D.1). While Xxxxx did not actively create any increased stress or problems, all of his co-workers reported they felt there was more tension on the shift, and were personally uncomfortable and anxious when Xxxxx was working. Xxxxx also made statements indicating a substantial dislike for the job (D.2).
Similarly, Dispatcher Xxxxx had great difficulty in adapting to changes in program direction (D.3). During individual interviews prior to creation and adoption of the workplace guidelines, Xxxxx was enthusiastic, participatory and helpful. However, upon presentation of the finished guidelines, Xxxxx stated that he could not comply with some of the rules, as his behavior was too established.
After three counseling sessions with Lt. Xxxxx and myself, Xxxxx changed his behavior but continued to be uncommunicative and unsociable. Xxxxx said that he would change shifts at the next timesheet selection so he wouldn't have to work with shift B dispatchers and, in fact, did move to shift D.
On August 1 it was determined that Dispatcher Xxxxx was in violation of the police department General Orders regarding truthfulness and improper access to vehicle registration information. After an investigation, Chief Xxxxx disciplined Xxxxx for his conduct.
Dispatcher Xxxxx had an above average use of sick leave (D.6). During the period of this report, he took 143 hours of sick leave, while earning 96 hours. From last May to this May Dispatcher Xxxxx used 100.25 hours of sick leave and another 100.4 hours of vacation, comp time and leave-without-pay in lieu of sick leave. On June 21 Lt. Xxxxx and I met with Xxxxx and formally placed him on sick leave monitoring. During July and August, 1996 Xxxxx has not taken any sick leave. His sick leave is due for review at the end of September, 1996
Overall, Dispatcher Xxxxx needs improvement.
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Rater
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PSD