Performance Evaluation Software
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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
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Performance Evaluation Software
- 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
- 16. "All images used according to license permissions. © 2012 123RF Limited."
Notas do Editor
- 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.