Local News

Raleigh PD nixes controversial performance reviews

Posted January 16, 2013

— Interim Raleigh Police Chief Cassandra Deck-Brown said in a memo to employees Wednesday that she is discontinuing, effective Feb. 1, a controversial employee performance evaluation put into place in July by former Chief Harry Dolan.

Hundreds of police officers filed grievances last year with the city over the Priority Performance Measure system, claiming it is a "quasi-quota system" that judges police officers on the quantity of the work they do and not the quality.

Dolan, who retired last year, defended the system, saying it has nothing to do with quotas but serves to accurately measure officers' work, especially as it relates to community policing and officers interacting with the public.

Deck-Brown did not say specifically why she is discontinuing the program, only saying that it "did not prove to meet our needs."

"It is important to recognize that a performance-based evaluation system is still needed," she said in the memo.

Starting next month, all employees will be evaluated under an existing evaluation system that the City of Raleigh uses.

Deck-Brown did say that the city supports a citywide performance evaluation review the police department is proposing that would "provide a comprehensive evaluation of the diverse missions within the city" and "addresses the needs of individual departments."

A police department spokesman declined to comment further Wednesday, saying only that memo speaks for itself in terms of conveying the department's position.


This story is closed for comments.

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  • timsincock Jan 17, 2013

    Good call Casey! You will be a great chief of police...

  • Pac-Man Jan 17, 2013


    That's why we're going back to the old system. To answer your question, RPD's pay raises are based on merit. However, we haven't received merit raises in 3 years. No cost of living either, not to mention that the city raised our insurance premiums for the last two years.

    We were only using the new system, that's being nixed, so VanMeter & Associates could market it & sell it elsewhere. It was all about $$$$. You can guess who is an associate of VanMeter I'm sure.

  • working for deadbeats Jan 17, 2013

    John Q public will never know how fortunate they are that this thing is gone.

  • whatelseisnew Jan 17, 2013

    Yeah god forbid PUBLIC employees should have to meet any kind of performance measurement. Granted it would be difficult to measure, but it can be done and should be done. Yes the Police have a difficult job, but they should have to meet performance criteria to continue working and to receive any raises or bonuses assuming bonuses exist for those folks.

  • Pac-Man Jan 17, 2013

    1. Deck-Brown is the Chief. She's the Interim-Chief & our Deputy-Chief.

    2. We do have GPS on all of our vehicles and have had it for quite some time.

    3. This change in eval does not "lower standards". This system, that we are nixing, was self entered and could easily be manipulated so that even a low performing employee could shine (if he knew how to fluff the system). It didn't measure quality of anything. The old system used input from the employee's supervisor and other compliance data that was accurate and could not be "fluffed".

  • Bartmeister Jan 16, 2013

    They need to put a GPS transmitter on each patrol car so they know where police officers are at any time. People would be surprised to see what the GPS reported. We would see that we're paying for a lot of wasted time by the RPD. ConservativeVoter


    I'd bet they had tracking devices on their cars before most of us had GPS units.

  • bubbba Jan 16, 2013

    I dont consider a trash collector or a secretary the same as a cop. And while this may be a bump for the moralle but if your doing a good job anyway this may be a chance for advancement.
    Expecting all cops to be good is like expecting all the apples at the Farmers Market to be good too.

  • White Devil Jan 16, 2013

    Relic, while the same evaluation process is followed, the police are most certainly held to a different standard. For that, the retirement system is different, salaries are different, etc., but the evaluation system is the same. Think of working in a department store. You work in the shoe department (no commission); your wife works as a cashier. While your jobs are distinctly different, they essentially have many of the same concepts -- show up to work when scheduled, cater to the customer, be a good employee. You both do your jobs and do them well - punctual, positive customer comments, go the extra mile when asked, etc. Is it proper for both of you to have a different evaluation system because you have different jobs at the same store? You are both good employees and the same performance is expected from both of you whether or not you have different jobs. Outstanding, above average, below standard , etc., is the same in the shoe dept. as in the cashier pool.

  • apocalyptoconquistador Jan 16, 2013

    Lower standards mean more unqualified people in the ranks of Law Enforcement. This is disappointing.

  • timmystrickland402 Jan 16, 2013

    Well done, Chief! You listened and acted. Morale just got a bump. Keep up the good work!

    She is not the Police Chief yet, and will never be