A. Incidental overtime required to close out a scheduled tour of duty; compensation will be at time and one-half for all hours worked in excess of scheduled tour of duty. .

B. Scheduled overtime will be compensated at the time and one-half rate for all hours assigned to be worked and worked. Scheduled overtime is extra work scheduled in advance.

C. Municipal Court Appearances: No extra compensation shall be paid to an officer performing municipal court duty while on a scheduled tour of duty.

At the request of either party, a three-man panel of arbitrators may be used to be made up of one member selected by the Employer, one member selected by the Association and the third neutral member from the panel already named.

The power of the arbitrator or panel of arbitrators shall be strictly limited to rendering a decision as to the interpretation and/or application of any provision of this Agreement concerning wages, hours, or w0rking conditions within the context of a grievance as defined in Section 2 of Article IV herein. The arbitrator or panel of arbitrators shall be limited to his or its review to the issue or issues submitted for arbitration by the parties to this Agreement and shall be without power or authority to make any decision:

1. Contrary to, inconsistent with, or modifying, varying, changing, altering, deleting or adding to in any way, the terms of this Agreement or of applicable law or rules and regulations that have the force and effect of law, including (but not by way of limitation), the Employer-Employee Relations Act, N.J.S.A. 34:13A-l, et seq.;

2. Involving Employer discretion or Employer policy under the provisions of this Agreement, under Employer by-laws, or under applicable law;

3. Limiting or interfering in any way with the powers, duties and responsibilities of the Employer under its by-Jaws, applicable law, and rules and regulations having the force and effect of law;

4. Involving a question of negotiability or any question of unfair labor practice. -

A. Officers engaged or re-engaged on or subsequent to July 1 of the current year - No Vacation.

B. Officers engaged or re-engaged after October 1 of the preceding year and prior to July 1 of the current year - five (5) days.

C. Officers engaged or re-engaged prior to October 1 of the preceding year--ten (10) days.

D. Officers who have competed 1 through 5 years of credited service - ten (10) days per year.

E. Officers beginning, with the 6th year through completion of the 9th year of credited service - (fifteen) 15 days per year.

F. Officers beginning with the 10th year through completion of the 14th year of credited service - twenty (20) days per year.

G. Officers beginning with the 15th year of credited Service shall receive twenty (20) days per year plus one day for each year of credited service over fourteen (14) years to a maximum of (twenty-five) 25 days per year.

H. Officers shall not begin the first week of vacation prior to the completion of at least six (6) months of continuous service from the date of engagement or re-engagement nor begin the second week of vacation prior to the completion of at least twelve (12) months of continuous service from the date of engagement or re-engagement.

I. Vacations shall be taken during the calendar year and will not be considered cumulative.' If for valid reasons this cannot be done, at the request of the employee this requirement may be waived for a period of up to thirty (30) days after January 1 of the following calendar year by the Administrator on the recommendation of the Chief of Police. For any vacation granted under this waiver, the rate of vacation pay shall be the same as that prevailing during the calendar year the vacation was due.

In the event the Employer requests the officer to postpone his vacation from one calendar year to the next, vacation pay, when granted, shall be . at the rate in effect at the time the officer's vacation is taken.

J. The selection of the vacation period for individual officers shall be based on a procedure to be determined by a committee consisting of the Chief of Police and/or his designated representative(s) and not more than three (3) members of the Association. In determining this procedure, the Chief of Police and/or his designated representative (s) shall have a vote equal to that of the Association, regardless of the number of Association representatives involved. .

In the event of an impasse in determining the procedure, the Township Committee shall make the final decision. Such procedure shall be binding on all members of the bargaining unit. The procedure may be revised at any time by mutual agreement of the parties.

K. For the purpose of vacations, credited service is counted from the date of engagement. Officers who are re-engaged by the Employer will have all and prior service accumulated and credited after they have been employed continuously for a period of five (5) years. The Chief of Police will then determine and establish a new engagement date in order to determine the net credited service for vacation eligibility.

L. Officers whose period of vacation is increased in the course of a calendar year upon completion of a specified period of service listed above shall receive upon the completion of the required period of service the- additional vacation to which they shall be entitled. The period when this additional vacation is taken shall depend on the conditions specified under the terms of this Article. .

1. Whenever during the calendar year an employee shall resign, retire or be dismissed from the service of the Township, any vacation time shall be prorated and taken prior to severance from the service of the Township.

2. If during the calendar year an employee should resign, retire or be dismissed from the service of the Township and based upon certification of the appropriate department head all of his/her vacation time has been taken, it shall be the responsibility of that individual to reimburse the Township for vacation time taken but not yet earned or accrued. The Treasurer shall then be empowered to garnish the final paycheck of any employee in order to compensate

the Township to take whatever other appropriate action may be necessary to recover any monies due the Township.

3. It shall be the responsibility of the Township Administrator to calculate the - amount of prorated vacation time which may be taken by any employee who is voluntarily or involuntarily severed from the service of the Township.

N. Notwithstanding the provisions of Section M herein, as an incentive to those Township police officers retiring pursuant to a regular service retirement under the terms prescribed by the Police and Firemen's Retirement System with twenty-five (25) or more years of service, the Township will not prorate the vacation days in the last year of service in recognition of that officer's meritorious service. Rather the eligible employee will receive his entire vacation allowance regardless - of his retirement date. Any full time employee who may qualify under the terms of this provision shall make application to the Township Committee at -least sixty (60) days prior to the date of retirement.

A. For calendar year 2001 each employee covered under this Agreement shall be entitled to cash payments as follows, to be paid by separate payroll check, at the regular straight time hourly rate in effect for him at the time payment is made:

1. Payment for fifty-two (52) hours on June 1.

2. Payment for fifty-two (52) hours on December 1.

B. Employees must be employed from January 1st through June 30th to receive a full payment on June 1st, and must be employed from July 1st through December 31st, to receive a full payment on December 1st. However, employees who resign from employment prior to June 30th or December 31st shall receive payments prorated,' on a monthly basis, from the date of hire, to June 30th or December 31st, as the case may be. Proration as described above shall be calculated from the first day of the month, following the date of employment to the last day of the month, prior to the date of termination. Thus, proration shall be done on the basis of full months of employment in either the case of termination or hire.

A. The annual salaries and rates of compensation set forth below under Schedule "A" entitled Salary Guides for the positions of patrolman, sergeant and detective reflect an adjustment of the base salary for each position category.

Wage increases for the new 2001-2003 contract are set forth on "Schedule A" attached. The "Schedule A" wage increases are calculated as follows:

3. All Top Pay Patrol Officers, (step 7), Detectives and Sergeants shall receive a 3.8% increase for 2001, 2002 and 2003. There shall be a $700 base salary adjustment in 2001. There shall be a $100 base salary adjustment in 2002 and 2003. The base salary adjustment of $700 in 2001 will not be included in retroactive pay.

4. Top Pay Patrolman, (step 7), Detectives and Sergeants shall not receive retroactive pay for 2001 but shall be paid retroactive pay for all overtime in 2001 and all retroactive pay for 2002.

5. The retroactive pay that would have been received by Top Pay Patrolman, Detectives and Sergeants for 2001 shall be divided in half. The first half will be put in base salary on July 1, 2002 and the second half will be put into base salary on July 1, 2003.

B. The starting salary for any employee requiring training at a Police Training Academy shall be $20,760.00 while the employee is attending the Academy. Thereafter, upon graduation from the Academy and receipt of Police Training Commission Certification the employee shall advance to Step 1 on the salary guide which shall be $35,816 effective January 1,2001 for the balance of the one (1) year probationary period.

Effective January 1, 2001 the annual salary for a probationary (Step 1) patrolman shall be increased 3.8% beyond the 2000 base salary to $35,816.

Upon initial appointment to the Police Department, after completing Academy training a patrolman shall be advanced to Step 1 for the balance of the one (1) year probationary period. For the purpose of calculating the employee's anniversary date, the anniversary date shall be the first day of the month following the completion of the one (1) year probationary period. The probationary period and formula for the calculation of anniversary dates shall apply under the terms of this Agreement and during the first year of employment. Thereafter, step advances shall occur on the anniversary date of employment of a patrolman as is the normal practice under the Police Department's Salary Ordinance.

C. The Academy rate, as set forth In Schedule "A" will remain in effect during the academy period and until such time as graduation from the academy occurs. After graduation from the academy and immediately upon assuming active duty the probationary (Step 1) salary rate shall commence. -

D. All salaries and rates of compensation as herein stated shall be effective January 1, 2001 except as otherwise indicated. Only those police officers currently on the payroll of the Township of Hanover at the time of adoption of this Ordinance shall receive retroactive salary adjustments, except that police officers who have retired from service on or after January 1, 2001 but prior to the adoption of this Ordinance shall receive retroactive - salary adjustments effective January 1, 2001 through the date of retirement. No other exceptions shall be made.-

E. Only those police officers on the payroll of the Township of Hanover on January 1, 2001, January 1, 2002 and January 1, 2003 shall be entitled to receive the salary adjustments as set forth above.

A. In addition to the salaries listed herein, all eligible police officers shall receive longevity payments which shall be paid and included in the employee's base rate of salary based upon years of service in accordance in the following schedule: -

1. Beginning with the 5th year of employment: $300/year

2. Beginning with the 10th year of employment: $400/year

3. Beginning with the 15th year of employment: $500/year

4. Beginning with the 20th year of employment: $600/year

A. Notwithstanding the employee performance evaluation procedures set forth herein, all employees shall be formally evaluated at least once a year.' It is recommended that the supervising officer sit with the employee six months prior to the date of evaluation to assess the employee's performance.

B. In accordance with the job performance evaluation procedures set forth below, the Township Committee reserves the right to discipline personnel according to State law.

C. All personnel assigned the responsibility of evaluating other employees shall be required to make monthly notations of performance. The purpose of this monthly notation is to provide periodic counseling of employees by their evaluators and to insure that the year-end evaluation has a continuous factual record.

D. It shall be the responsibility of the supervising officer to submit a written job performance evaluation to the Chief of Police at least twenty (20) working days prior to the expiration of the anniversary period. It shall be the responsibility of the supervising officer to conduct the employee job performance evaluation. The job performance evaluation shall include a statement by the supervising officer indicating whether or not the employee has performed in a satisfactory or unsatisfactory capacity. In the event of an unsatisfactory performance rating, it shall be the responsibility of the supervising officer to notify the Chief of Police of his/her determination.

E. Upon the submission of an unsatisfactory employee job performance evaluation, the respective supervising officer shall submit his/her findings to the Chief of Police. Upon review by the Chief of Police, and finding the

submitted evaluation of the employee to be unsatisfactory; remedial action as defined in Section 8 of this Article, will be implemented.

F. An employee receiving a satisfactory initial employee job performance evaluation at the conclusion of the anniversary period, and shall subsequently be evaluated on an annual basis prior to his/her anniversary date. The evaluation shall be administered by the supervising officer at least twenty (20) working days prior to the anniversary date.

A. In the case of an individual hired at Step 1 or above, at least twenty (20) working days prior to the expiration of the anniversary period, it shall be the responsibility of the supervising officer to complete a written job performance evaluation in accordance with the procedures described in Section 4 of this Article VIII. This Job Performance Evaluation shall include a statement by the supervising officer as to whether the employee has performed in a satisfactory or unsatisfactory capacity. In the event an unsatisfactory job performance evaluation is rendered, the Chief of Police shall immediately notify the Township Administrator. .

B. Upon the submission of an unsatisfactory employee job performance evaluation, the respective supervising officer shall submit his/her findings to the Chief of Police.

C. An employee hired at Step l or above does not receive an increment for a one-year period until the anniversary date is reached. Said employee is subject to an annual employee job performance evaluation, which evaluation shall be administered by the supervising officer at least twenty (20) working days prior to the anniversary date. Should the employee receive an unsatisfactory job performance evaluation it shall be the responsibility of the supervisory officer to report his/her findings to the Chief of Police. Upon review by the Chief of Police, and finding the submitted evaluation of the employee to be unsatisfactory, remedial action as defined .in Section 8 of this article, will be implemented.

A. Prior to the effective date of any new salary ordinance which provides an adjustment in step for patrolmen, detectives and sergeants, it shall be. the responsibility of the Chief of Police to prepare a listing of all those employees who at the time of the ordinance's effective date have reached the maximum step. This list shall be prepared in the last quarter of the prior year and no later than November 30. .

B. Based on the listing of the Chief of Police, supervising officers with employees who are classified at the maximum step shall administer an employee job performance evaluation immediately and no later than December 15 in the year prior to the effective date of any new salary ordinance. If an employee at the maximum step receives an unsatisfactory job performance evaluation, the respective supervising officer shall submit his/her findings to the Chief of Police. Upon review by the Chief of Police, and finding the submitted evaluation of the employee to be unsatisfactory, remediation as defined in Section 8 of this Article will be implemented. -

A. Since the employee's job performance evaluation is directly related to an individual's anniversary date, the evaluation process must take place within a structured time frame. It shall be the responsibility of the supervising officer to complete and discuss the evaluation with the employee and, in the case of an unsatisfactory performance evaluation, to report his/her findings to the Chief of Police within twenty (20) working days prior to the anniversary date.

1. The evaluation form to be completed by the supervising officer and entitled "The Township of Hanover Police Department Employee Job Performance Evaluation" is attached hereto and made a part of this Agreement as if set forth in -full- for reference purposes. Please refer to Schedule "D".

2. The Employee Job Performance. Evaluation Form shall be completed in the following manner. For each work performance standard or skill set forth on pages 2 and 3 of the Form, the supervising officer shall follow the instructions on page 1. Each standard or skill has been assigned a fixed "relative importance factor", 1, 2 or 3 listed under column "A". The supervising officer will then determine a patrolmen's level of performance for each standard or skill and place a rating number of 1, 2, 3 or 4 beside the standard under column "B". The fixed numerical rating in column "A" will then be multiplied by the rating number in column "B". The end product will then be inserted in column "C" as the weighted evaluation.

The supervising officer will total the fixed relative importance factors under column "A" arid the weighted ratings in column "C" and insert the figures in the appropriate boxes on page 3 at the top of

the Form which is entitled "Overall Ratings". The column "C" total is then to be divided by the column "A" total to obtain performance score.

B. The following definitions constitute the meaning of satisfactory and unsatisfactory performance.

1. Employees who receive an "Outstanding" score between 4.0 to 3.6 or a "Good" score between 3.5 to 2.5 have attained a "Satisfactory" rating. An employee receiving a "Satisfactory" performance rating means that the employee is making every attempt to do his/her best in performing the required job duties and responsibilities and who may also excel in superior performance in meeting or even exceeding the superior officer's expectations.. .

2. Employees who receive a "Needs Improvement" score between 2.4 to 1.6 or a "Poor" score between 1.5 to 1.0 have attained an "Unsatisfactory" rating. The "Needs Improvement" and "Poor" ratings equate to a level of performance which may be mediocre or consistently below the requirements of the position. Such a rating means that an employee is performing below adequate and minimum standards established by the Chief of Police.

3. The four (4) rating definitions under "Satisfactory" and "Unsatisfactory" are as follows:

a. Outstanding: Employee's performance consistently exceeds the standard; no shortcomings exist; goals and objectives are always met.

b. Good: Employee’s performance meets the standard; shortcomings may exist; goals and objectives are usually met.

c. Needs Improvement: Employee's performance does not always meet the standard; significant shortcomings are evident; goals and objectives are not always met.

d. Poor: Employee's performance consistently fails to meet the standard; major shortcomings exist; goals and objectives are not met.

As an incentive to achieving an "Outstanding" Job Performance Evaluation, the Township shall grant a "Bonus Compensation Day" to any employee who receives an "Outstanding" rating on his/her annual anniversary date or maximum step Job Performance Evaluation. A "Bonus Compensation Day" is defined as a compensated work day which the employee is entitled to take off, and must be scheduled in advance and, with the prior approval of the Chief of Police or Captain of Police. "Bonus Compensation Days" are limited to one (1) in any calendar year.

A. Supervising Officer's Comments. Utilizing the space provided on page 3 and 4 of the Employee Job Performance Evaluation Form, the supervising officer shall describe and assess the employee's strengths and weaknesses on the job, and what the employee can do to improve job performance and productivity. The evaluator shall utilize his/her monthly notations on the employee as a tool to complete this section.

B. On page 4 of the Employee Job Performance Evaluation Form, the employee shall have the option of offering written comments.

C. If the employee so desires, he/she should note any disagreement with regard to 'any of the supervising officer's ratings set forth on pages 2 and 3 of the Form.

D. At the top of page 4 of the Employee Job Performance Evaluation Form, the supervising officer shall complete that portion of the Form entitled "Overall Rating".

A. After the performance evaluation is completed, the supervising officer shall discuss and review his/her evaluation with the employee. The employee shall be given sufficient time to review the completed form, comment and ask questions.

B. Following an employee/supervising officer conference and after the notation of any written comments, the employee shall have the option of signing and dating the Job Performance Evaluation Form at the bottom of page 4 on the form entitled "Advancement/Non-Advancement Certification Form". Signing the form shall not be construed to mean either employee approval or disapproval with the contents of the evaluation but solely to confirm the fact that the employee had the opportunity to review, discuss and comment on the evaluation with his/her supervising officer. Signing both forms is only intended to confirm the fact that the employee had the benefit of reviewing and discussing the evaluation and that he/she is aware of the determination of that evaluation. .

C. At the time the employee signs page 4 of the Employee Job Performance Evaluation and the "Advancement/ Non-Advancement Certification Form" the supervising officer shall also sign and date the evaluation and certification form in the presence of the employee.

1. It shall be the responsibility of the Chief of Police to review any unsatisfactory job performance evaluations. The employee shall have the right to meet with the Chief-of Police to discuss the results of the evaluation if he/she so desires. If for any reason the overall job rating of an employee is changed and a modification of the salary certification occurs, it shall be the responsibility of the Chief of Police to see that those changes are made. .

2. Review by Township Administrator. It shall be the responsibility of the Chief of Police to review the job performance evaluation as to completeness. The Chief of Police shall sign and date the evaluation and then submit it to the Township Administrator.

E. If an employee receives a "Satisfactory" rating, the Chief of Police shall complete a separate "Salary Certification Form" for the employee's anniversary date step increment which Form shall be submitted to the Township's Chief Municipal Finance Officer for certification.

I. The employee may be advised that a reevaluation will be conducted over the next six (6) months. There will be no other action taken;

II. If the year-end evaluation is unsatisfactory, the employee will be advised that his/her increment is being withheld.

A. The employee shall be reevaluated in 90 days. In the event that the Employee receives a satisfactory evaluation, the withheld increment shall be restored retroactive to the full 90 days.

B. In the event that the ninety (90) day re-evaluation is still unsatisfactory, the employee shall be reevaluated after another 90 days. In the event that the evaluation is then satisfactory, the increment will be restored but only retroactive to the beginning of the second 90-day period.

C. In the event that there is an unsatisfactory rating after the second 90-day re-evaluation period, the employee shall lose the increment for the entire year.

1. In the event that an employee has been denied a salary increment, the employee has the right to appeal to a Committee of the Chief and Captain. This appeal shall be in writing and shall be submitted to the Chief no later than twenty (20) calendar days after receipt of the evaluation by the employee. A decision will be issued within 20 calendar days of the Chief's receipt of the appeal.

3. If the employee disagrees with the decision of the Township Committee, the employee may request the PBA to file for arbitration pursuant to step 4 of the Grievance Procedure. If the PBA seeks to arbitrate the dispute, the PBA shall file such demand for arbitration and send a copy to the Township no later than 20 calendar days from the date of the decision of the Township Committee.

A. The Performance Evaluation Form entitled "Township of Hanover Police Department Performance Evaluation" and the "Advancement/Non-Advancement Certification" form are incorporated herein and made a part of this agreement as if set forth in full. Schedule "D".-

Any officer who works on a Board of Election or as a candidate or campaign worker shall not be paid for absence from his scheduled duties during the time he is engaged in such activities. Time off for such activities may be taken from scheduled duties only upon approval of the Chief of Police, provided, however, scheduled time off shall not be granted if an officer is a candidate or campaign worker.

Leaves of absence will be granted to regular officers who are members of the National Guard, Naval Militia, or one of the reserve components of the Armed Forces, for field training duty and emergency service authorized and conducted by the various branches of the Military or Naval Services.

The leaves of absence will be granted with credit for time, with eligibility to all benefits, and with eligibility to sickness benefits if, at the termination of the leave, the officer is unable, on account of disability, to return to duty.

The officer shall make formal written request through the Chief of Police to the Township Committee immediately upon receipt of orders.

unless such order is of classified nature. The officer, upon return from duty, shall submit a certificate showing the dates of participating in the training program.

Payment for training duty shall be in accordance with the appropriate state statutes applying to the various types of military training duties.

For police officers, sergeants and detectives, a maximum of twelve (12) hours of the annual compliment of ninety-six (96) hours sick leave may be taken annually as personal leave. Personal leave shall not accumulate from year to year. Such personal leave may only be taken with the prior approval

of the Chief of Police. Police officers, sergeants and detectives shall receive twelve (12) hours personal leave annually not charged to sick leave accruals. The scheduling of such personal leave may only be done with the prior approval of the Chief of Police. Personal leave shall not accumulate from year to year. The Chief of Police has the sole discretion to grant or deny personal leave requests for the conduct of essential personal business. All requests for personal leave must be made in advance of the requested day, except in an emergency.

Eligible employees shall accumulate sickness disability leave at the rate of eight (8) hours per month commencing with the first full calendar month of employment to a maximum of ninety-six (96) work hours per year. The accrued sick leave shall accumulate- to a maximum of six -hundred (600) hours, if not taken during- the calendar year.

Officers shall be entitled to three (3) working days off with pay upon the death of a spouse, child, mother, father, mother-in-law, father-in-law, sister, brother, and the maternal and/or paternal grandparent of the officer and his or her spouse. This absence will be permitted for funeral and funeral arrangements and shall be taken within one (1) week. However, should it be necessary to extend the funeral leave into a second week, the officer shall be required to obtain the prior approval of the Chief or his designee. -

The policy of terminal leave shall apply only to regular full-time employees retiring on service or disability pensions.

In case of discharge, dismissal or voluntary leaving of the Township's employ, no terminal leave will be granted.

Terminal leave with full pay computed at the employee's basic daily wage rate at the time of retirement shall be paid in accordance with the following schedule. -

H. The Township and PBA agree to negotiate possible changes to health benefits and terminal leave payments during the term of the 2001 - 2003 contract. To conclude these matters in an expeditious fashion the Township and PBA shall meet and resolve these issues on or before December 31, 2002.

STEP (Classifications)	Effective 1/1/01	Effective 1/1/02			Effective 1/1/03
ACADEMY RATE	20,760	21,549			22,368
STEP 1	35,816	37,177			38,590
STEP 2	40,139	41,665			43,248
STEP 3	44,463	46,152			47,906
STEP 4	48,786	50,640			52,564
STEP 5	53,109	55,127			57,222
STEP 6	57,433	59,615			61,880

STEP (Classifications)	Effective 1/1/01	Effective 1/1/02	Effective 7/1/02	Effective 1/1/03	Effective 7/1/03
STEP 7	62,482	64,960	66,161	68,779	69,980
DETECTIVE	66,806	69,448	70,732	73,524	74,808
SERGEANT
STEP 1	68,466	71,172	72,488	75,346	76,662
STEP 2	70,127	72,896	74,244	77,169	78,517
STEP 3	71,788	74,620	76,000	78,992	80,372

Remaining Basic Services: 100%

Prosthodontic Benefits: 70/30

TOTAL $330.00

Performance

Police Department Evaluation -

Employee Name	Employee Social Security Number
Rank	Date of Hire Anniversary Date
Type of Evaluation [ ] Annual [ ] Introductory [ ] Reevaluation	Evaluation Due Date

Outstanding	Good	Needs Improvement	Unsatisfactory
4.0 - 3.6	3.5 - 2.5	2.4 - 1.6	1.5 - 1.0

A	B	C	Evaluation of Work Performance Skills
3			Job Knowledge Understanding the fundamentals, methods, procedures, Laws of the position in order to satisfactorily perform the work
			Thoroughness and Accuracy Attention to detail, Completeness of investigations, reports and other responsibilities connected with job responsibilities
3			Initiative and Drive Self-confident, ambitious, enthusiastic performance of responsibilities with a minimum of instruction, desire to attain goals, to achieve.
2			Creativity Talent for having new ideas, for finding new and better ways of doing things and bringing these ideas to the departments attention, imaginative
2			Expression of information and Ideas Posses the skills and ability to communicate thoughts and ideas orally and in writing
3			Job Attitude Willingness and desire to execute all duties, responsibilities and assignments and to follow procedures.
3			Effectiveness Under Stress I Stability Ability to withstand pressure and to remain calm in crisis or stressful situations. Ability to remain calm and professional in the performance of the job.
3			Overall Quality of Work General assessment, including arrests, reports, presentations and submissions.
3			Absenteeism Absent from work: absence and sick occurrences: 0 or 1 Outstanding; 2 or 3 Commendable; 4 or 5 Good; 6 or 7 Needs Improvement; 8 or more Unsatisfactory
2			Supervisory Input Responds to supervisory input in a positive manner. Views feedback as an opportunity to improve performance.
2			Effectiveness with others Ability of individual to cooperate with others in successfully completing investigations and assignments. Others include but are not limited to: co-workers, other departments within the Township, other agency's and departments out side the township.
2			Dependability Ability of employee to successfully complete job functions and assignments with a minimum of supervision. Observance of work hours. Reporting to work on time (relieving shifts). Observing and conforming to lunch and break times.
3			Contact with Public Treats public with respect and courtesy. Presents self in a professional manner. Handles citizen complaints and problems in a courteous and polite fashion.
2			Judgment in coping with problems Ability to weigh the facts and circumstances, and coupled with knowledge of the job be able to make sound judgment and decisions.
3			Reliability Dependable, always available to assist, concerned about fellow workers.
3			Personal Appearance Uniform - Cleanliness and neatness, always looks fresh and neat in appearance. Continually conforms to the departments procedure concerning manners of dress
2			Appearance of Equipment Department issued equipment-and assigned equipment is kept in clean and orderly.
3			Safety Practices Oriented toward safe work habits and practices and health standards.
2			Continuing Education Attends two educational seminars or meetings per year which are related to Law Enforcement.
			Additional Responsibilities Assumes responsibilities in the absence of the supervisor.
2			Special Projects, Assignments and Skills List special skills the employee has attained and how it effects their performance of their job. Also evaluate the employees performance of special projects in this section. Comment below
For those employees who do not have additional responsibilities or who have not been assigned special projects or assignments, those categories will be N/A (not applicable) and column A for those categories will not be totaled into the overall column on page 4

Total Column C	:	Total Column A	=	Performance Score	Performance Rating
	:		=

Supervisors Remarks	Employee's Remarks
This Appraisal Has Been Discussed With the Employee	This Appraisal Has Been Discussed With Me
Date	Supervisor Date Employee
This Appraisal has Been Reviewed By
Date	Division Commander Date Department Head