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    Zach Lassiter
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    The city of Kalamazoo personnel file for Chief Vernon Coakley. This has been redacted to remove any negative information older than four years as well as information which would breach privacy.

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    Vernon Coakley Personnel file

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    The city of Kalamazoo personnel file for Chief Vernon Coakley. This has been redacted to remove any negative information older than four years as well as information which would breach privacy.

    Copyright:

    Public Domain
    Flag for inappropriate content
    2K views365 pages

    Vernon Coakley Personnel File

    Uploaded by

    Zach Lassiter
    The city of Kalamazoo personnel file for Chief Vernon Coakley. This has been redacted to remove any negative information older than four years as well as information which would breach privacy.

    Copyright:

    Public Domain
    Flag for inappropriate content
    of 365
    Katamazoo DepartMent oF PuBLic SAFETY Vanon Colle, r, CHIEF {S08 hoatove Parka, Sue A Kaen ihn 4001+ 63374123 ‘August 29, 2022 Vernon Coakley, I Kalamazoo, MI 49009 Dear Chief: Pursuant to the requirements of the Bullard-Plawecki Employee Right to Know Act, MCL 423.501, ef seq, an employer such as the City of Kalamazoo must provide a curren ot former employee with written notice whenever it intends to release information from thet employee's personnel file Pursuant tothe statute the City of Kalamazoo notifies you that a request for a review of your personnel records, to include all intemal investigation, if any, has been received by KDPS. Documents which indicate that you have received discipline or writen erticin within the past four (4) years are subject to disclosure under Michigan law and will be released. ‘you have any questions about this mater, please cll me. > ) DBjk ieee CERTIFIED MA 7022 o¥L0 oono 5013 KALAMAZOO PUBLIC SAFETY EMPLOYEE DATA SHEET January 2077, The allowing ata acer in of ene Ie hal in dosent tnpbnetnme Verve L. Coal a <— ___ colores Dae fh sree sc oro ian 9 oo Vanvestan Spouse's Name. arene (0h sone eRe SR ae Merete. __ como, home Val “Bagger ‘CsiS TER LV dard) ow cea Peron to contact a ime DeRRIC. Co bake CBeethen) sie _—_ — i Viner ~ Nt athe Veern ranch oF Serves __ “NV —_Mastegs Pee rer ths frm a STEPHAN inthe Chef ce cation Love KALAMAZOO DEPARTMENT OF PUBLIC SAFETY OATH OF CONFIDENTIALITY Is prohibited and improper for any person having professional contact with Kalamazoo Department of Public Safety (KDPS) o coavey or make known to any unauthorized person aay ‘conversation, plan, method of operation, testimony, or exhibits obtsined or used in connection with ary of KDPS" business matters or investigations. Disclosing KDPS" information in any foim regarding any and all investigations to unauthorized persons is officially prohibited. This restriction includes, bu! isnot Hinited to spouses, family member, fiends, acquaintances, other contractual employees, and non-KDPS sworn officers. The Chief will be the final determining authority as to which individuals will be authorized access t sensitive KDPS information, ‘This conficcndaity requirement is needed to protect KE” highly sensitive opentions. Information leaked or civulged could jeopardize operational security and expose personnel and sources to personal risk and possible Ganger. Therefore, it is imperative that all persons kaving professional contest with KDPS respect and adhere to KDPS’ confidentiality requirement ‘mandated herein ‘Any individual fund to have violated the confidentiality requirement of KDPS shall be subject t0 criminal prscention for obstucting juice, per MCL. 750479, whichis ‘Misdemeanor punishable by imprisonment in the State prison for up to two (2) years and/or by a fine of yp to 51,000.00. This provision wil be strongly enforced and all violations wll be vigorously pursued ‘The undersigned acknowledges that he/she has been grated acess to KDPS' senitve information and materials and he/she agrees to adbere to the above provisions. The undersigned hasbeen briefed and acinowedges the they fully unersond this confidently requirement The undersigned further acknowlalges tat hesbe willbe subject to eriminal prosecution tht may aise ffom any enauorized disclosure of KPPS? eofienigrnfomation, =~ Kien Date: Janvary 7,2019 d. Slate ptt ame, eas) January 2019 Background Screening Chie Lion ihe secmmendleton othe fclly and by the pth Sheet of Gets. Wat, hn Conitgy ts ke Heron Bary Coakley Js. Me degte off Bachelor of Scioncy wth dete ros puting tls Swat Tage Mina th dap of Luagust, 19.90 Thittas Hews thee fogs Sesnin) 4 * * I erris State dnihersity The President and Trecttoes of Fermi Shots Uncvansetzy 0th the recommendation of the Fecal, dane caafonned ator Vernon L, Coakley Ir Modan df Master of Science in Criminal Justice Administration Sa Wetrass Vwech, woe haveoffbud dareds ou names in the oly ob Bip Poet, Mlckizan, his seventh dep of cllsyp toe thousand and sicton, Oath of @itice ‘he Constitution ofthe United Stats ant the 1, Vernon Coakley, do solemnly sweat or afr) that Iwill the office of Public Sa Constitution of ths state, and that Iwill ify discharge the dt secording ta the best oftay Sabseribed and sworn before se ths Lt say of Ostober,2920. Scott A-Borling, Cty Chek CERTIFICATE OF ATTENDANCE a EEENDANCI ‘This isto certify that VERNON COAKLEY Kalamazoo Department of Public Safety tended andactnly paricpaed in PROCEDURAL JusTICE FOR LAW ENFORCEMENT AGENCIES: CKCANIZATIONAL CHANGE THROUGH DECISION MAKING AND POE on JANUARY 11, 2016 Cente fe Pale Steyn In partnership with tas enane ae aac Ae —— Conmunty Grbac Ra sae cope) Th finest Chega The Untied Sates Depart of soe © Public Agencp Training Council National Criminal Justice CERTIFICATE OF ATTENDANCE | Vernon Coakley Has completed 36 hours in i Internal Affairs - Five Day | Las Vegas, NV 12/1/2008 through 12/5/2008 Soith aia vr Inns 630008 “Dedicated to Seting Training Standards” Public Agency Craining Council National Criminal Justice CERTIFICATE OF ATTENDANCE Vernon Coakley Has completed 20 hours in Officer Involved Shooting-3 Day Indianapolis, IN 41112009 through 4/3/2009 David Rivers Instuctor “Dedicated to Setting ‘Training Standards” Vernon ZL. Coaklep, Jr. is a graduate of this course of study in executive str SILK Ler Bie, Sepey/Aanagement Tnaate or Balke TA AEE MACNLOW Associates certifies that Vernon Coakley has successfully completed Responding To And Managing Fatal Force Encounters in accordance with all local, state and federal guidelines. This course is certified by the Michigan Commission on Law Enforcement Standards. February 24, 2009 Yogi LLG 2008 CERTIFICATE OF APPRECIATION This certificate is awarded to: Set: Newrgucs “Conus For your commitment to the safety of our community. side > Michigan State Police & Certification of Training This is to certify that Vernon Coakley has successfully completed a course in Advanced Motorcycle Safety and Survival Skills consisting of 49 hours of instruction, June 26,2008 NORTHWES' ‘UNIVERSIT This is to certify that Sergeant Vernon L. Coakley Jr. Has successfully completed an 80- hour course POLICE MOTORCYCLE OPERATOR TRAINING Held in conjunction with HARLEY-DAVIDSON MOTOR COMPANY June 11, 2007 - June 22, 2007 Michigan State Police Lansing, Michigan Washtenaw Community College Washtenaw County Criminal Justice Association Mee Sowa Ca Sdn: ‘Dean ot Mati, Natural, and Behavioral Sdences Tirecter of Ruble Service Tang NORTHWE ‘UNIVERS: This is t0 certify that Sgt. Vernon L. Coakley Has successfully completed a 120- hour course POLICE MOTORCYCLE INSTRUCTOR TRAINING Held in conjunction with HARLEY-DAVIDSON MOTOR COMPANY October &, 2007 — October 26, 2007 Ohio Peace Officer Training Academy ( VBL. seep Ole ? Df. LAG, theism 7 les Michigan State Police Certification-of Training 4 : si Abie iA ( Gt U.S. Department of Justice Federal Bureau of Investigation Certificate of Attendance This is to certify that Officer Vernon Coakley, Jr. ‘has attended a course for instructors on CHEMICAL AGENTS 5 IN LAW ENFORCEMENT | 3 and is awarded this certificate as evidence of satisfactory completion of this specialized Course of training, July 19 - 23, 2004 CERTIFICATE OF TRAINING | Awarded to Vernon L. Coakley Jr. in recognition for successful completion of the tional Center for Biomedical Research & Training Academy of Counter-Terrorist Education Course Weapons of Mass Destruction Tactical Operations Operations Level issued on September 17, 2004 O.. Sanne Pp coe hax. fe C. Suzanne Mencer, Executive Director ‘Thomas A. Tucker, Director Office of State and Local Government ‘ational Center for Biomedical Coortination and Prparcnes Reseach and Trai ss 40 Contact Hours Reseach and Ting NORTHWE: ‘UNIVERSI This isto certify that Sergeant Vernon L. Coakley Jr. Has successfully completed an 80- hour course POLICE MOTORCYCLE OPERATOR TRAINING Held in conjunction with HARLEY-DAVIDSON MOTOR COMPANY June 11, 2007 — June 22, 2007 Michigan State Police OG Lansing, Michigan - a | VOL Gee lecancter eles, « | NORTHW UNIVER This isto certify that Sgt. Vernon L. Coakley Has successfilly completed a 120- hour course POLICE MOTORCYCLE INSTRUCTOR TRAINING Held in conjunction with HARLEY-DAVIDSON MOTOR COMPANY October 8, 2007 — October 26, 2007 Obiio Peace Officer Training Academy ‘MBB Eondon, Ohio ? Df ie Public Saenep Craining Council | National Criminal Justice CERTIFICATE OF ATTENDANCE Vernon Coakley Has completed 35 hours in Internal Affairs - Five Day Las Vegas, NV 12/1/2008 through 12/5/2008 Michigan State Police & | Certification of Training | This is to certify that Vernon Coakley has successfully completed a course in Advanced Motorcycle Safety and Survival Skills consisting of 40 hours of instruction. une 26,2008 — tame 6.2008 Dae MACNLOW Associates certifies that Vemon Coakley has successfully completed Responding To And Managing Fatal Force Encounters in accordance with all local, state and federal guidelines. This course is certified by the Michigan Commission on Law Enforcement Standards. February 24, 2009 Wty). —— La, Public Agenep Training Council National Criminal Justice CERTIFICATE OF ATTENDANCE Vernon Coakley Has completed 20 hours in Officer Involved Shooting-3 Day Indianapolis, IN 4/1/2009 through 4/3/2009 David Rivers Instructor Yor the sormandeton of the feaily antl fy th phe LE Veiten Megan Ys GM, aatoty ee Bernon Lary Coukley Jr. Me tego gf Bachelor of Science wilh all Me (horioes: Metals 28th day of Suazuse, 1290, Thitar Hasta ome Sree os KALAMAZOO DEPARTMENT OF PUBLIC SAFETY PERSONNEL MEMORANDUM PERSONNEL MEMORANDUM #22-79 August 16,2022 Chief Vernon Coakley is hereby placed on Administrative Leave with pay. All police powers are revoked until further notice. fective Date: August 16,2022 BY ORDEROI Davi Deputy Chief of Public Safety ik Disuibain: Cooke. V BU Payroll Homan Resaoss KALAMAZOO DEPARTMENT OF PUBLIC SAFETY PERSONNEL MEMORANDUM PERSONNEL MEMORANDUM #20.97 October 1, 2020 ‘Assistant Chief Vernon Coskley, J. is hereby promoted to Chiet fective Date: October 1,2020 BY ORDER OF: 4) fem 9 bs Vive a Coby, Chief of Public Safety ik Precious: comuey Payrll Hint Reoicos KALAMAZOO DEPARTMENT OF PUBLIC SAFETY PERSONNEL MEMORANDUM PERSONNEL MEMORANDUM #17-75 October 16,2017 istant Chief, transferring from Captain Vernon Coakley is hereby promoted to the Operations Division to the Administration Di fective Date: October 23, 2017 BY ORDEROF: Md ‘Seti Hadley et Of Fublie Satety Distress Coakly KPSA Operations Payroll Huma Rescurces KALAMAZOO DEPARTMENT OF PUBLIC SAFETY, PERSONNEL MEMORANDUM PERSONNEL MEMORANDUM #16-22 ‘May 9.2016 Executive Lieutenant Vernon Coakley is hereby promoted to Captain, assigned to the Operations Division. Lieutenant Matthew Huber is hereby promoted to Executive Lieutenant, assigned to the Operetions Division. Sergeant Sean Gordon is hereby promoted to Lieutenant, assigned to the Operations Division, BffectiveDute: May 23,2016 BYORDER OF: fett Hadley ‘Chief of Public Safety Diswituton: Coakley Haber Gordon KPsA Sperone Trini Pool aman Resouces KALAMAZOO DEPARTMENT OF PUBLIC SAFETY PERSONNEL MEMORANDUM PERSONNEL MEMORANDUM #12-50 May 7, 2012 Lieutenant Stacey Randolph is hereby promoted to Executive Lieutenant, assigned tothe Service Division. Lieutenant Vernon Coakley is hereby promoted to Executive Lieutenant, assigned to the Operations Division, Seniority is ranked: Randolph Coakley Effective Date: May 14,2012 BY ORDER OF: settfiadley ‘Chief of Public Safety Distitation: Randolph oakley KPSA (Cperations Dv ‘mands Englod ‘Any Spi yan Thbets Haman Resouces DEPARTMENT OF PUBLIC SAFETY KALAMAZOO, MICHIGAN PERSONNEL MEMORANDUM #05-29 April 9, 2005 PSO Ven Coakley is hereby promoted tothe rank of Sergeant and assigned to the Operations Division. [Effective Date: May 7, 2005 BY ORDEROF: lo Med Michadl McCaw Deputy Chief of Public Safety Disttation: Melos ones EDor KPOA KESA Coakley DEPARTMENT OF PUBLIC SAFETY KALAMAZOO, MICHIGAN PERSONNEL MEMORANDUM #04-78 December 23, 2004 ‘Seigeant Tim Butler is hereby transferred from the Tacical Response Unit a zone sergeant postion within the Operations Division, remaining on the 42-hour schedule Effective: December 29, 2004 Sergeant Ametigo Marcelletis hereby transferred from the Cold Case Homicide Team to he Operations Divisio, remaining onthe 42-howr schedule. January 3, 2005 ‘The following personnel are hereby transferred and/or rela PSO Eric Zapats is uansfeted ftom the Kalamazoo Valley Enforcement Team. the ‘Operations Division, remaining on the 42-hour schedule. Detective Lance Handlogten is transfered from the Cold Case Homicide Team to the (Criminal Investigations Division remaining on the 42-hour schedule. Fre Marshal Greg Bombich is returned tothe rank of Detective and assigned to the Criminal Investigations Divisiou, remaining ou the <2-ivur sebedl. PSO Mike Kelley and PSO Matt Huber are transfered from the Tactical Response Unit o zone patrol within the Operations Division, remaining on the 42-hour schedule. SO Kelvin Oliver is transferred from the Tactical Response Unit tothe 56-hour schedule Within the Operations Division. CPO Albert Hampton is transfered from the Community Policing Uait to zone patel within the Operations Division remainiag onthe 42-hour schedule ‘Sergeant Vemon Coakley is retumed to the rank of PSO and assigne¢ tothe Kalamazoo ‘Valley Enforcement Team, remaining onthe 42-hour schedule. (CSO Denise Hamiltonis transfered fiom the postion of Communications Coordinator to Ceenmunications Center Group Leader within the Operatioas Division, remaining on the 4. hhoar schedule, Effect ified as indicated: Effective: January 9, 2005 BY ORDER PF: Ui Michael W. McCaw Deputy Chief of Public Safety DEPARTMENT OF PUBLIC SAFETY KALAMAZOO, MICHIGAN PERSONNEL MEMORANDUM 04-61 September 10, 2004 PSO Vemon Coakley is hereby promoted tothe rank of Sergeant and assigned tothe Operations Division Effective Date: September 27, 2004 RYORDEROF: “Qual ses Daniel Weston Chief of Public Safety Dietrtion: Melos ones E.Dow APSA, Coakley DEPARTMENT OF PUBLIC SAFETY KALAMAZOO, MICHIGAN PERSONNEL MEMORANDUM #03-14 ebruary 11,2003 ‘PSO Kit Spence is hereby transferred from Operations Division to KYET. PSO Vemon Coakley is hereby transferred from the Tactical Response unit to KVET. PSO Jeff Vandenbos is hereby transferred from the 42-hour schedule to the 56-hour schedule, B Shift, Station #4. Effective Date: February 9, 2003 BY ORDER OF: Peds Joseph Taylor Captain - Operations KHOA Melos Jones F.Dor hie Le, Operations Veron Coakley Jel Vandenbos DEPARTMENT OF PUBLIC SAFETY KALAMAZOO, MICHIGAN PERSONNEL MEMORANDUM #02-33 July 9, 2002 PSO Vernon Coakley is hereby released from light-duty, asigned to TRU. PSO Dwight Stallard is hereby working light-duty, assigned to Teleseve, Effective date: Tuy 8, 2002 BY ORDEROF: ud f wor Michael W. MeCaw ‘Captain of Operations ime DiseBaion —KPOA DEPARTMENT OF PUBLICSAFETY KALAMAZOO, MICHIGAN PERSONNEL MEMORANDUM PSO #98-112 ‘December 29.1998 ‘The following listed recruits have completed the Fire Academy and qualify for PSO I pay ra PSO Manuel Bohannon SO Ronald Baling PSO Vernon Coakley PSO Keith DeBlock PSO James Doerr PSO John Garwood SO Brady Gronau PSO Jason Hen PSO Gary Latham PSO Scott Miller PSO Dereck Nugent PSO Catherine Pinto Effective Date: December 5,1998 ted personnel BY ORDER OF: Robert Dievendort, Assistant Chief of Public Sat DEPARTMENT OF PUBLIC SAFETY KALAMAZOO, MICHIGAN PERSONNEL MEMORANDUM PSO #98-82 ‘September 21.1998 ‘The below listed persons are hereby hired as Police Officer I by the Department of Public Safety. They are listed in order of seniority as decided by blind draw. John Garwood Derek Nugent James Doerr Jason Hendrick Scott Miller ‘Manual Bohannon Gary Latham Keith DeBlock Vernon Coakley Ronald Roling Bradley Gronau Catherine Pinto Effective Date: September 21, 1998 Distribution: = © Records Above listed personnel KPOA BY ORDER OF: APACS, Gary A. Hetrick, Chief of Public Safety eaioes ahaa even Tre st te aan seas = UKG -erfrmance Review VERNOW L COAKLEY = UKG — UKG = "Peformance Review VERNON COAKLEY ‘unset ==" UKG = E —" UKG "Peformance Rew VERNON L COARIEY ‘ovement mts ==" UKG = ew: VERNON L- COARTE unos pene “~~ UKG Sar LEADER: VANISSA SNe CLA lgl a eNarcele) Vernon Coakley Employee Number ‘Name Chiet im Ritsema Job Title ‘Supervisor Kalamazoo Department of Puble Safety ox/ox/2023-12/31/2021 Review Period Department ur five competencies are listed on separate pages within this form, beghning on page 2. The definition of 2 “ully proficient’ omployeein each eempetency ic located in shaded tox at the top ofits respective page. You willbe evaluated foreach of ‘the citys penavioral competencies ona scale of 1 105. 1. Space is available on each page for employees to write an assessment cf his or her performance within that particular competency. 2. Be sure to provide input for each ofthe five competencies 13. Pages invites you to provide feedback to your direct supervisor about your role, Empioves your manager's performance, and your goals for the coming year. You ae not required to answer al or any) of these questions ~they are intended te spura siscussion with your manager when you meet for your annual performance 4. Send your completed form directly to your supervisor and cc your HR Aévisor. i ‘After you have received your evaluation, sign the document and return 2 your manager. Your signature only acknowledges that you have received the feedback. is ‘ot indicative of your agreement with the content of the assessment. ‘Complete the supervisor portion ofthe review form independent of your employee: 1. Assign your employees a single score for each ofthe five competencies end be, sure to include comments to support your evaluation. 2. After your assessment hasbeen calitrated, finalized, and approved, schedule ‘time to meet incividually with your employees and deliver ther respective Suoervson reviews. 3. Send the completed review form to each employee atleast 24hours in ‘advance of the review me: ‘After the meeting, the employee should sign a copy ofthe form and retum it 5. Allow your employee the opportunity to add additional comments Complete signatures end file employee ané superviser ratings inthe perscnnel ile, 1 LEADER’ BANDS(D/& Mi |} BARS= CITY OF KALAMAZOO. TABLE OF CONTENTS, ‘A. BEHAVIORAL CATESORIES 3 1. Customer Focus 3 2. Work Performance 4 3. Inltlative & Innovation 5 4. Personal & Professional Development ‘ 5. Ethics & Integrity 7 '. DISCUSSION POINTS 8 Whathave you really enjoyed curing this review period? 2. Whatwould you like to do differently during the next review period? 3. What were your challenges during this past review period? 4. Do you have the tools and resources to meet the performance expectations? 5. AS your supervisor, isthere anything that I¢an do to provide better support? 6._What do you think your focus should be for the next review period? OVERALL RATING 9 D. MANAGER'S ASSESSMENT 9 E, EMPLOYEE ACKNOWLEDGMENT & RESPONSE 9 F. SIGNATURES 10 Bi taigraits rac ‘Supe: Rating Veteckone) Employee Comments LEADER: ENV) eine la LE VAele) Select one of the behavioral categories below. Actively listens to understand. Uses that understanding to bring out the best in all ‘team members by aligning employee abilities with organizational needs. Area of responsiolityis recognized as being a highly engaged team providing excellent sence. Communicates well with the team. Works with employees to exceed expectations for teamwork an a regular base and provide a welzomiag environment Provides constructive feedbeck and guidance in a postive manner that encourages staff to Function a3 a team, Communicates andistens effectivly. Is responsive and friendly to requests for help. Effectively develops team members and accepts suggestions for improvement. Provides an environment that welcoming toothers. ‘May not effectively resolve concerns or bsues with or between other employees. May allow interdepartmental rivalries or cliques to exist. Sometimes unsupportive cof organizational rules and objectives. May not address employee performance ‘concerns or ensure that all emoloyees are welcomed. Sometimes alienates others. Notable to communicate effectively or create tohesion within the department. May not clearly communicate which cin cause ‘occasional misunderstandings. 1s not necessarly welcoming to people with different perspectives or backgrounds. ‘Our cabinets builtas a team io runthe Gy Kelamazoo, Ihave spoken in my forums and ‘meetings we area family. The worling relationships we develop with one another willonly work forthe best we can work with eachother. ir we have ad several conversations on tis top, felt our cabinet was dysfunctional. Let me speak forme personaly, Ihad an issue with anotherdepartmert hea. | shard thie information, tho relationship aid not get better at the time. continued to stay high and use the "Green" path the Green ath is what our organization needed to centinus to recover frm the past tree years accept people where theystand, use their strengthens to make the COK beter. do demand ‘mutual respect and cooperation personaly an professionally. since becoming Cie, ‘accepted the demand to communicate with our communi. have use outthe box ways to ‘communicate and use cenventional waystoo. The Sd Commission éemard info sit happened verses after, lused our cell group tet to gve ths inf als to the opportuity tocommunicate before, during and after events. This format has proved tobe vial and important to eive our commurity the information they needed. Communicating sof ereat Importance to this community. LEADER’ OL BANDS D)&M)|| BARS CITY,OF KALAMAZOO, ‘Vernon is service and customer focus. He truly is @role model in this area ‘Supervisor Comments tee fetabiereoeuiiasy Cunt Soren Rai Niece) Select one ofthe behavioral etogoris below: Ensures that work products produced by the department are alwaysof vary high quality. Department isknown for completing projects in atimely, organized fashion. actively engages other areas to ensure buy ih and incorporates ‘appropriate feedback. The department isthe goto area for high vstility or especialy dificult projects Department produces very good quality work. Works collaboratively wth other iy __ Process partners to ensure accuracy and ovmership. Work area's oremized in such a way that otherscan find things Projects ere organized ina logical manner. Knowledgeable in areaof expertise. Engages the department and process partners in the development process. Keeps work area organized. Completes projects effectively and on time, ‘Area usualy produces acceptable qualty work. Occasional quality or timeliness Issues may occur. May not Include subject matter experts or related aeas in the development process. Work contains errors, does not meet technical expectations ors not produced _natimely manner. Work may be produced without agreement from process partners resulting in a leck of support forthe initiative. 1 have earned 30 years inthis profession, yet | cannot do thisjb alone. have Surrounded my self with some incredible peopl. Asa team, we create an incredible ‘effort to keeping thiecity safe. take the information, dita wy produce snd crates plan Using best practies inthe county. Including coursel from attorneys and peopl | trust to give methe best posible steps to accomplish and isue. ve this community, esk the community on a regular basi what are cur issues, kow do we solve them and who are the organizations and people! shoud be talking t0 to. inal take good ccunsel to have best results for the City of Kalamazoo, Employee Comments tw ernon contin to peatent hgh evel of peformance and demands th same of steam, LEADER: D/&M || BARS CITY OF KALAMAZOO) Supervisor Comments Supersr Rating (ect ene) Employee Comments ‘Supervisor Comments LEADER’ EWES OYA PVA un cela ee wyivaele) ee Ceetscrercnsneniness it Select one of the behavioral categories below. Encourages innovation within scope of responsibility. Fosters opportunities for the team to create or improve systems utiling creative approaches and best practices. Regularly implements high quality system improvements. often sought out for advice when evaluating system changes even in other areas. ‘Actively engages employees in process improvements. Soltis suggestions and ‘encourages involvement in creating ard implementing process improvements. [Makes recommendations and participates in process changes. Provides suggestions for improvements. Supports new executive initiatives. Encourages employeesto do the same. ‘May be resistant to changesin city direction or new executive initiatives, Mey not encourege employees to aupportIntlaties outside ofthe immediate department or consistently across the organization. ‘Actively resists change or provides excuses for why things need to stay the way they are. Does not encourage employees to embrace change oF propose innovative solutions ‘Asa aw exforcement administrator, my entire exstence res on solving probemsin our ‘community. must take the issu a hand, evaluate it ad find the proper rescucesto ‘mitigate our problem. | have leam everyone doesnt have your bes interes, bt what | belie is 'we can age to disagree, 0 prcblem solvig is going tobe solvedina variety ‘of weys. People aren’ going to aways agree how you got toa answer, but knew using the best information evalable and staying within policy, procedure and the lw use the best information to improve our iy am anal tthe leet ofinnvao caning fom Publi Say unler Venoe'sadetip. LEADER’ BANDS )D/&\M1) | BARS = CITY/OF KALAMAZOO, eres iceman PERSONAL Sepenie Rati "euch om) Select one ofthe behavioral categories below. Cees Recognized by cthersas acontiauous leamer who has a track record of ‘eveloping talented employees within area of responsibilty. Actively C1 encourages others tolearn new things and try innovative approaches. Creates ‘opportunities for others to apply new skill and talents tobenefit the individual and the city. mm _Researchesnewtechnologies and practices upon request. Encourages the Incorporation of best practice applicationsinto existing systems. Focuses on the continued development ofself and team members. Encourages, ‘opportunities fo others to apply new sill and talents to benefit the individual ao ‘and the city 1 _!Scomfortable withthe status quo. Considers requess for process changes and Uupdote>, Does net actively encourage continuous development 17 Aitively rests change. s not comfortable accepting process changes end discourages employees who recommend changes or improvements. {fam a member of severalLE organizttions and boards in the city of Kalama, | use the informaticn learned and gathered from these opporturities to keep creat inthe ‘atest trends in my profession. |alsokeep up with the ates problems and ako of “community, this infermaton isalso important te keep our community informed and to, ‘improve our communication ard relstionshi Employee Comments. e Supervisor Comments LEADER’ BANDS\D 8M} | BARS= CITY OF KALAMAZOO) Employee Comments Supervisor Comments ‘Select one ofthe behavioral categories below. Canbe counted on to dotthe “tight thing’ and encourages others todo the same, Respects and maintains confidentiality. May be consulted to advise others on situations that fall outside the normal process parametes. Demonstrates the city’s core valuesin daily interactions Exemplifies the city’s core values. Demonstrates an ethical approach to issues. Delivers on promises ard is mindful of situations that fall outside the normal process parameters. Demonstrates the city’s core values. Acts professionally, follows through on commitments, and is honest. Acks for guidance with unusual situations. Delivers on promises ands mindful of situations that fall outsde the normal process parameters. Usuaty demonstrates ineciy’s core values. May deviate trom expectations ‘when under pressure or may assume rather than taking the time toconfrm sunusual situations. oes not demonstrate the city’s core values. May not keep promises and does not always de the right thing. May not tol the complete story when ‘asked about diffcult situations. 'My core valus includes doing the right thing, my fath and profession addto the ‘tsar of doing he right thins. esd by example, but well fl shoe. | aka the core values ad the visien of the CMO toensure my departmert is following the sion Whats importants when we do al short, hve we correct behaviors when Inbest practices, policy, procedure and the la. ‘enon demonstaes stg eis ant ineity LEADER’ BANDS D)&:M | BARS CITY OF KALAMAZOO, IMy pb is to keep thiscity safe, felts important to communicate with our ‘community. wal do whats bestfor the ct. wil kaop the ion and the core General Comments values to enhance PSand the people around me. enjoy what ldo to make other people lives botor Sane 11. what have you realy enjoyed duringthis review period? | think the most important thing fr me wes moving beyoné 2020, 2021 was.an opportunity to change the perception OFFS. took the chance to strengthen, renew ormake relationships better. il eontinue to stride and give COX my best 2. what would ou he to de dferenly during the wen review pero? | woul lke to create the Youth PA" league forall. We must engage ie the fature ofthe yout incur community Reducing gun violence, improving community outreach ae 2few things! willenhance. 3. What were your chalonges during thispast review perc? ‘Our challenges ast year and continue tobe ae afew things, one the pandemic is topping our ability to return to some sense of normatcy. Secondy the criminal justice system has akena pause throughout the year. Weneed {consequences to those who do not choose to putthe guns down, We need peopleto jin our ranksand become servant leaders in thiscommunity. 4 Doyou hive the took and resources tomeatthe performance expectation? ‘To meet my performance expectations we have created opportunities in our community with many orgatzations. ‘ur community has come together rom varus omer to stop violence, together ne can do this work. We aye & omission reay to work to male a dference inthis community too. The relationships are becoming beter ard we have begun to work wit one another rather against, Altheserelauonstps ae promising. 5._ As your sepervio, lsthereanything that ea do te provide beter support? | would askfor your continued support, the communication isgreat too. 6. Wht do yu think you focus should befor the next evew pend? Gun violence, youth and technology. LEADER' BANDS D/&M/ ||BARS= CITY, OF KALAMAZOO, ean Customer Foaus 2. Work Performance 4 3._Initiative & Innovation 4 4. Personal & Professional Development 4 5. Ethics & Integrity 4 or this coli Pave saenemmaruaucisecs ose 10 LEADER: Gago BANDS D&M) |/BARS —CITY/OF KALAMAZOO. ARES Nae SNES 2 signing Us for, youconfn thatyou have dicued is eview in deta wt our superior. Signing Os rm dees sot necessrl Indeat hat you ore ogrement wth lope ofthis eoluaton, ployee Sunature Tile tame bate Superior Signature rite tame ae Decor signature ite Name ate RNS omplt all spnatues, mae copy fer the employe, ond forsord te Huon Resources for ia. ADMINISTRATIVE BANDS A2, ALAND/A | BARS — CITY OF KALAMAZOO, Vernon L. Coakley Jr aua67 ‘Employee Number ‘Name Chief of Public Safety i Ritsema Tob Title ‘Supervisor Publi Safety Jan 3.2020-Dee 31 2020 Department (ur five competences ae listed on separate pages within ths form, beginning on page 3. Tho definition of a ull proficient’ employee in each compstency i boxat the top ofits respective page. You wil be evaluated foreach ofthe City's ‘behavioral competencies on scale of 1103. 1. Space's avilable on each page Tor employees to\wrke an assessment of his other performance within that patieular competency. 2. Be sure to,pravide input for each ofthe five competencies. 3. Page Bihvites you to provide feetibatk to your direct supervisor about your rol, your answe all (ot any) of these questions they re intended to spur a discussion with your “manager wien you meet fo your annual performance review. Ha Sene ‘our completed. form directly to your supervisor and cc your HR Advisor. 5, After you have received your evlation sin the document and return itto your manager “Your sneture'ohly acinowledges that you have received the feedback tis at indative afyour agreement withthe content ofthe assessment. Surenison ample the superior portion of the review form independent of your emplOwE 1. Asien jour employees single score or ech ofthe ve competencies and be ure toincude comments to support your evaluation ‘Aer your aicanent hasbeen carted, nad, and approved, sched tine to meet individually with your employees and deliver their respective reviews. 3. Send the competed review form each employee atleast 24 oursin advance of the reew meetin 4 After the meeting the employee shoul sign 2 copy ofthe form and return k ‘Aw your employe the opportunty o add addons comments. 6. Complete signatures and fileemployeeand supervisor ratings in the personnel fie. ADMINISTRATIVE Ly BANDS A2; A1 AND.A\| BARS~ CITY,OF KALAMAZOO, BLE OF CONTENTS: ‘BEHAVIORAL CATEGOF A 1. Customer Focus 2. WorkPerformance 3. nitlatve & innovation 4, Personal & Professional Development 5. Ethics & Integrity 8, DISCUSSION POINTS ‘hat have you really enjoyed during this review period? to do differently durieg thenextreview period? ‘What would yo What were your challenges during this past review period? Do you have the tools and resources to meet the performance expectations? ‘As your supervisor, is there anything that Ican do to provide better support? ‘What do you tink your focus should be forthe next review period? ine eee G OVERALL RATING D, MANAGER'S ASSESSMENT E, EMPLOYEE ACKNOWLEDGMENT & RESPONSE 10 F. SIGNATURES Bie gai ‘Sapenicor Rating (eect om) a ao a a ADMINISTRATIVE BANDS A2),A1AND/A | BARS— CITY.OF KALAMAZOO aiselnteitied cesar yt Pine oot Select one ofthe behaviors categories below. roves eiinnding customer service both internally and exer oe team, Warmly welcomes others and encourages cers to dothe ame, Ableto proactively resolve confi using communtston sls ecogied a being» ole mode in this ra, “ Works wel wth eveyone and exceeds expectations fr teamwork on aregur basis Welcomes others, Demonaees the sbi to accept constructive critics and guidance ina postive manner. Actively loos for oppartunties to dees other teams and india. Provides ahigh evelof customer service, Conmnunkatesandistnsefcve is response and fiendlyt requests forhelp Accepts suggestions for improvement. Weleamingto others Cambs impatient with others. May ot eectivly resolve custome concerns or Sues with other employes Sometmes unsopportve of orgenizaon/ |depanmert rules and objectives Not aways open constructive feedback, Sometimes lentes thers, Net bl to communist effectively. rates ccctsonat misondertendngs. not necseriy welcoming ts people wth Afferent perspectives or backgrounds. - ‘As we ino 2020 asa diferente in sty know ox ca vate Bit One| CCOVID hit we it surival node But we naintaned a department, held seve ad fetid toe the division {was responsible for moving forward visied ofcerd hte eatoe nt spe a crmnand exp mal up Atte te Tae rpms forcheckingon busines who failed to comply wth he “Sy a Home “rds, Ding COVID Iwas wabl tod ny outeach nou communiy. Employee Comments iv unrest happened atthe end of May, I was one on the command offices to walk ‘and talk with the protesters end the commurity as hole. I took those opportunities to {alk and walk with them and learn where we were falling short and shedding light on ‘misinformation about PS. alk with many community stakeholders about trauma Jhurt and lastly jut plain HATE people had for LE under the circumstances a the enjoy talking with the public and I hold myself sccountable for keeping our Jtemal/extemal stakcholders in high regard. apy ADMINISTRATIVE ijl CENPEYVA¥U NPY. PRK Melal CAHNNV4 Supervisor Comments Peep ae Employee Comments ‘Supervisor Comments, ADMINISTRATIVE CENDEY- Vay FUNDA IE Tee eexoHNA Oe Cael VAele) ory ean an Gee inicio ere aes Select one of the behavioral categories below. Work products are always of very high qualty.Isthe “go to” person for quality checks or for projects which need suppor. isthe person other ‘employees go to for quality or work organization questions. Regularly produces very good quality work. Work areas organized insuch 3 way that others can find things even when this personis out ofthe office. an be counted on to produce good quality workin a timely manner. Keeps work area organized, Usvally produces acceptable quality werk. Occasional quality issues may | ‘occur or work ares maynot meet standards for organization. Work contains errors or isnot produced in atimely manner. Work area | and/or files may not be orgenized in an acceptable manner. 'As a senior manager of PS it ie imperative my reports and information istimely. | prioritize my work to ensure reports and information is received on time and as ‘accurate a possible. It isto the upmost imporiance city offices receive information tht effects PS ané community fas. I believe all my work hasbeen | ‘not only satisfactory but las content important to the subject matter at hand, ADMINISTRATIVE BANDS /A2, AL/AND)A\ |: BARS CITY OF KALAMAZOO, erring em Oran ieacncheay : | Spar ‘(check one) i Select one of the behavioral categories below. Initiates action within ree of responsitility, Looks for opportunites to create or D__ improve systems. Regularly suggests high quality system improvements. I often sought cut for advice when evalusting system changes. _Attively participates in process changes. Takes ownership of work and | provides suggestions for process improvements ‘Accepts process changer. Provides feedback on suggestions. Opan te teusting and reviewing charges. Shows initiative when completing work assignments by a {taking ownership. ‘May be resistant to changes In processes or work flow. Occasionally needs ‘reminders to stay focused on workresponsibiites. | Actively resists process improvements. Tendsto do things the way they have ‘always been done even after being shown a better way. Needs reminders of | work responsiiltes or to stay on task. ———— ‘As a senior manager in our organization, | constantly seek out and problem solve in| reas of need. I make aure all oar employees have tho necessary tools and [equipment o dotheir work. Change i always in LE I am ableto pivot toany ‘change fore the beter of our organization. Lasty I seek out trainings and Employee Comments opportunities for beter change, I own my workin every area of responsibility. g ‘Supervisor Comments ADMINISTRATIVE NDS U NEY EYER ene Yee) ae salisaide rn a | Select one of the behavieral categories below. Takes the initiative, without prompting, to research new technologies and best 1] Practices in area of expertise, Recognized by others as a centinvous learner. Shares that knowledge with others and is recognized asthe person to go to for the latest most innovative approach [_ Researches new technologies and practices upon request. Encourages the | incorporation of best practice applications into existing systems. [_Wiling leas nev processes, technelogy and approaches. Takes ownership for develoging personal skis Usually supports changes in practices, but prefers things tobe done the way ‘they have always been done. is comfortable withthe status quo and may resist chances "Actively resss chang. 1s not comfortable learning new trends 0° acenting a process change. May attempt to engage others in resisting the implementation [etoaw teciweiy srenbioesh | ‘Lam wilngt iam nev process in our profession {have supported chine. ‘These ast few years we have had to change ou policies to become accreted [LE This we «ge undertaking of on tffto make these change, Cangsie ot slays easy, bu have had conversions with the sa and explsinwhy beage brs bapon ‘rhe ist change has ben procedural justice, equity and diversity atthe tbl, i's Sn your fae anit is uncomfortable to many. Ihave walked his ie of ‘communication to our sal and given a vision how we make change forthe beter of everyor Employee Comments Supervisor Comments ADMINISTRATIVE EEN EY Vy WU NPY PIAL olayeWAN-V4ele) Employee Comments Supervisor Comments Scloct one of the behavioral categories below. ‘Can be counted on to do the “ight thing’ and encourages others todo the same. May be consuited to advise others on sitvations that fall outside the normal process parameters. Demonstrates the citys core values indally interactions. _ Exemplifies the city’s core values. Demonstrates an ethical approach to isues Delivers on promises and confirms situations that fll outside the normal _ process parameters. Demonstrates the city’s core values. Acts professionally, follows throughon commitments, and is honest. Ake for guidance with unusual stuations, Usually demonstrates the citys core values. May deviate from expectations ‘when under pressure or may assume rather than tating the time toconfirm ‘unusual situations. Doce not demonstrate the city’s corevaluas. May net keep premitee or does not always do the right thing. May not tellthe complete story when asked about dffcut stuations. [Ail we haves our word, in LE we do not make promises we eaanot Leap | {ake an effort to hold myself and others to the standard this community expects, {hold the core values of COK and more importantly myselt, I teat oters the jway I would want to be treated. I hold my self ina professional manner and give [guidance tocthers. Take atend my assigned meetings, to asi withthe organization pen of view forall to understand. eo OSes BANDS/A2;,A1 AND A) |: BARS —CITY OF KALAMAZOO. (DISCUSSION POINTS: Lihat have yeureaty enjoyed during this review perioa? Tam not sue, civil unrest, protest and hate, [lis tough tobe a law enforcement oficer today. But ‘satisfying to know will continue to work hard to change the narrative of PS, 2. What would yout to de diferent dering th net rvdew period? 1 will make change in Kelamazoo! [will give this community better service product. - 3. What were your chalenges during thispas review prio? CCivilunrest/ Proud boys/ negative perceptions! change ai the top of our organization, 4. 0 youhave the tols and resources tomeetthe performance expectations? ‘have surround myself with the staff members to change the narrative. We will work toward our outreach [programs 2 2ocn as COVID is over. am excited forthe opportunity to zerve thie community. 5. As your supervisor, s there anything thet lean do toprovie better support? ‘am asking you to keep your continued support of PS. - 6. What do yeu thick your foe shoud be forthe next review peed? [will focus on changing the narrative inthis community, improve communi {internal stakeholders listen and find will make us bet. ADMINISTRATIVE DEY VA WU Aenea ealeaUNyv40)e) Ova MEI Customer Focus ._ Work Performance 2. 3. Initiative & Innovation ‘4 Porsonal & Professional Development 5s. Ethics & Integrity arene PPEpocanewmwidnai cu arasoac) ae Bray eee oni j RONG Oi Ey WN | BARS —CITYOF KALAMAZOO. Eom Ue {8 signing this form, you cenfirmthat ou have dlsused ths revew etal with your perso. Sing hi fom dost, nx neces nt ta you are ip agreement wth aspects of evan cmmemenemere | Cn [Chie er ‘ane (int) Verney) CoD (- ab - =) 7 SupervionSerahove rite Name (ont) ate Director Senatre Te Name (ort), ae PSDs | Complete elsignotures, prose a copy te the employe, ont frwordto Human Ressurcesfor fing. a Vernon Coakley, Jr NBU - PERFORMANGE REVIEW. CITY OF KALAMAZOO. 11167 Employee Number Name Assctan Chit Karianne Thomas Tob Tile ‘Supervisor Public safety 2019 Department Review Period emnovee ‘Our five competencies are listed on separate pages within ths form, beginning on page 3. The definition of a fully proficient’ employee in each competency is located ina shaded box at the top of Its reapective page. You wil be evaluated for wath of the City’s behavioral competencies on a scale of 3 to 5. 11. Spaceis available on each page for employees to write an assessment ofhis or her performance within that particular competency 2. Be sure to provide input for each ofthe five competencies. 3. Page Ginvites yeu to provide feedback to your direct supervisor about your rle, your manager's performance, and your goals forthe coming year You are not required to answer all (or any) of these questions — they are intended to spur a discussionwith your ‘manaper when you meet for your annual performance review. 4. Send your completed form directly ta your supervisor ané cc your HR Advisor. Atar you have received your evaluation, sign the document and return itt your manager. Your signature only acknowledges that you have received the feedback. Ris not indeative cof your agreement with the content of the assessment. surenison ‘Complete the supervisor portion of the review form independent of your employe 4 Assign your employees @ single score for each ofthe five competencies and besure tolnclude comments to support your evaluation. 2._ After your assessment has been calibrated, finalized, and approved, schedule time ‘to meet individually with your employees end deliver thelr respective revews. 3. Send the completed review formto each employee atleast 24 hoursin advance of the review meeting 4. After the mecting, the employee should signa copy ofthe form and return it Allow your employee the opportunity 1o add adcitional comments. 6._Complete signatures and file employee and superviso ratings inthe personel le. NBU = PERFORMANCE REVIEW. CITY OF KALAMAZOO. TABLE OF CONTEN A. BEHAVIORALCATEGORES. 1. Customer Focus 2. Work Performance Inlvative 8 imovation 3 4. Personal Professional Developmont 5. this & integrity ' DISCUSSIONPOINTS. What have you really enjoyed durin ths revew perio? \What would you lke to do differently during he next review peried? Do you have the tools and resources to meettthe performance expectations? 1 2 3. What were your challenges duringthis past reviewperiod? 4 5. As your supervisor, is there anything thet | can doto provide better support? 66. What do you think your focus shoul be for the next review period? (© OVERALL RATING , MANAGER'S ASSESSMENT , EMPLOYEE ACKNOWLEDGMENT & RESPONSE 10 F. SIGNATURES Aecanatats Superior ating "sk on) ~ tcabasemen constantly forge austomel wave to erayess, | NBU - PERFORMANCE REVIEW. CITY/OF KALAMAZOO. PO meTans Eiitec naivety) qe anion dt amnmeeeaie Emat Gace Beae one ofthe behavioral categories below. | Provides outstanding customer service both internally and externally tothe team. Warmly weleones cthers and encourages others to doth same. ableo proactively resolve conflicts using communication skills. 1s recognized as belng a role mode in this area ‘Works well with everyone and excoods expectations for teamworkon a regular | basis. Welcomes others. Demonstrates the ability to accept constructive citiism and guidance in a positive manner. Actively looks for opportunitiesto assist other | teams andindhil a Provides ahigh levelof customer service. Communicates and listers effectively. s responsive and friendly torequests for help. Accepts suggestions for improvement. Necomineto ches __ _ issues with other employees. Sometimes unsupportive of organization / ‘department rules and objectives. Not always open to constructive feedback, ‘Sometimes alfenates others. Net able to communicate effectively. Creates ‘occasional misunderstandings. ls not necessarily welcoming to people with Afferent perspectives or backgrounds. Individually as a person this is my everyday fiber. [ always treat others e way I want to be treated. Teamwork is the key with LE, I encourage ur internal personnel and the external partners to find solutions to the blems we share in our city. The only way we move forward is to work gether not against each other. femon is continuously striving to create opportuni Anternally and extemally. His position es Assistant Chi llows him to create such opportunities. He values both the officers and citizens and stands the commitment o both his ordec to keep Kalamazoo safe. He also enjoys, ing his commitment and passion with others, which is infectious NBU- PERFORMANCE REVIEW. CITY OF KALAMAZOO: col ee EAA see sai te She aes A roel Select one of the behavioral categoriesbelow. | work products ae alway of very high quays the 00" person for qualty | checks oF for projectsin need of technical support. Completes projects ina timely, organized fashion. Occasionally asked to step into assist wth projects that ate offtrack or behind schedule to ensure timely completion, | Roguterty produces very good quality work Work areas organized in auch 9 way that others can find things even when this person is out of the office. Organizes | projects in 2 logical manner and demonstrates strong technical abilties. | knowledeabe a area of epertse. on be counted onto produce god quality C_| work in a timely manner. Keeps work area organized. Completes projects | ecient. i 15 | Uwalyproduces acceptable quality work. Oceana quality otitis sues | | may oro wet aca rox nto ons | Work contains errors doesnot meet technical expectations, ors not produced in ‘timely manner. Work ares andlor files may net be organized in an acceptable this category I wish there was a 4.5 © Ibelieve Iproduce quality | for our organization ona daily basis. I complete assignments yefore or at their deadlines. My work areas are in good order and I take | mn projects, and problem solve in our community, department without | tone = P i a [Veron takes his position and assignment very ly and continuously strives to th wr nod ate ogee Bc ay aay fom sp iat teen eae alg ssa open mad pos Froleinalsnsee penn supersor omen Tass Employee Comments | supervisor Comments Sein O| systems. Regularly suggests high quality system improvements. Is often sought out for PROFESSIONAL BANDSiP2; TS) P1 ANDS | BARS CITY. OF KALAMAZOO. Reais srcnarnn meena | Intites action within area of responsibility. Looks fer opportunities to create or improve vce when evaluating sytem hanes, | a Active pantcpstesa process changes. Takes ovmershipof work and provides sugestons for processimprovements. ‘Accepls process changes. Provides feedback on suggestions, Open to discussing and | reviewing changes. Shows hitiatve when completing work assignments by taking ‘ownership. May be resistant to changes in processes or work flow. Occasionally needs reminders to stay foursed on work responsibilities. ‘Actively resists process improvements, Tends todo things the way they have alvays been ‘done even ater being shown a better way. Needs reminders of work responsitilities or to stay ontask [Problem solving in our community is something I eajoy, helping others mmplish goals is enjoyable for me. Intemally I enjoy watching families of our iployees see good change in their love ones. We have come a long way from | ‘old way of doing things. The welfare of our employees is job 1, ifwe do not | take care of one another we cennot take care of our community. j hy pak sen er too i pare ad the cna aaron il hich Veron posseses. Hels alias wing tote eine foo for aloe o pga wih vl ence [indertndcg or inproves elastin. PROFESSIONAL BANDS P2, TS, P1ANDS | BARS— CITY, OF KALAMAZOO pascnniais Takes the hitatve, without prompting, o research new technologes ard best ractices in ares of experts, Recognized by others a3 continuous laenor. Sharoe _ that knowledge with others and is recognized 2s the person to goto forthe latest mostinnovative approach, | Researches new technologies and practices upon request. Encourages the | Incorporation of best practice applications into existing systems. | willingly leoens new procezzes, technology and approaches. Takes ownership for | SGEUL AN OY eVaCenNe late WaW/-VAoL0) Select one of the behavioral categories below. ‘Can be counted on todo the ‘right thing’ and encourages others to do the same. ‘May be consulted to advise others on situations that fal outside the normal process paramoters. Demonstrates the citys core values in dally interactions. a Exemplifies the city’s core values. Demonstrates an ethical approach toissues. Delivers on premises and confirms situations that fll outside the normal process eee | Demonstrates the ciy’s core values. Acts professionally, follows through on ‘commitments, and is honest. Asks for guidance with unusual situations. | Usually demonstrates the city’s core values. May deviate from expectations ‘when under pressure or may assume rather than taking the time to confirm sues atone Doesnot demonstrate the city’s core values. May not keep promises ané does not alwaysdo the right thing. May not tell the complete story when asked about DA ‘(Buparvisor) (Date) agli | ert Head er Designes) ‘(oate) L oe iy axes oi [ I eee i Ton Proan ows” REPORTONL) EL Se el Senate Pe te i seeessetrngacnt REPS ree eae, Ti 1 sper co Cs enw Hoag____ (scopy Deparmertits KALAMAZ00 PUBLIC SAFETY (COMMAND PERFORMANCE EVALUATION REFORT ‘The Batic purpose of fis evan so poeta mom afecvecimmuraton baoen Be plc ofc berg all and te spate oer Zncucing te sig. Te pce lites wn poms stengia wenkeseo and Metaar mpoe fe wo putas sate cos ise Gein A ange es no apes wp in Pace crs dela, rat ‘5.0 reen wna expe oh pla fee an a races om rt ete cuestagere Where! etn eke as sd ‘Sbecamputal sgn » dus and peremarce ected pice oc oy sh ey breed oa aupcovee v.comeey [ewe ‘tatoo psi deeds provement AASSIFOATION —senceaw rite tetzcooann ——¥¥y Lj ‘OUANTTY OF WORK ia] \kreemmoveornoworen: E275] IRecograss wings oe done Jessa csrance ammareoo EE] | GEE] toa cass ‘QURDTY OF WORK rum To rensomet ey oats) [ i SraayanT coronas Oreos [ED eu (erate oer 2 monte) [Gorwlotooss ef rvextgatone [C1 pRosATiONAAY eva tent 2. nd eS — mH Enmoune [Gansciensousnase, ‘APPLICABLE COMMENTS: IKagessesess oo fvsatons, i moan) ews departmental tle an process eae ee a —— ona (wor, eports :) laterdance (cour appeaanes, ating, work ec) assiounents [Rae ward apart on oF OF Ry [ncsops experi eaany IGontbutes to oom wose cnons contrive ctl jays noresth sol dovelopmert Prferions Sorsanor HST RECATIONS Iisaronoes@ consnriy stators Iramess we suboronates abty deal wih suport LL PROBATIONARY REPORT ONLY) J LA Supervisor Tay 1 opt ene v8 estang takes age ais obo Panning andcoordnatng om makng aby | slaving respon (Coy Dap KALAMAZOO PUBLIC SAFETY PERFORMANCE EVALUATION ADENDUM. SGT V. COAKLEY / SHIFT 1 ‘B PLATOON/ STATION 4 REMARKS; * Sgt Coalley is very posve Operations Sergeant who bat good leadership sil interpersonal onsmunication abilities and keeps cen wih seiphborbood concer in sis zoe. Caley ‘cep asignments edly and i ten earn oranzing “elt fos” pracive patos. Set Coakley excels inthe following Perfomance Evaluation categories Always Keaps me iflornes, kes huge ae indents ind en be eid Dependant” ‘ponte hare high sees encounter withcales.Ieey an Coakley to la his wee! expose a he former SWAT Operator e RVET Invent “aie” Displays a very postiveatinde at al ins. Codey displays a potve Yam anitud around sbordinites and has ood ntxpersonal kil Calley hols “tomen Relations? people accountable and does so witha respectful demeanor. 156 fs used in 2006. 3k hre wneud / 132 excused for OI backinjry, PERFORMANCE COMMENTS: Received 38 DAR COMMENDATIONS during 2106, Ireviened Operations fie w! Sgt. Coaiey. Coakley received 29 DAR comnendaions for good police incident seperviion ‘management prodietve police aces, split fore, nang cates, ec. OUTSTANDING!!! Received 3 DAR commendations fo Staton rete sipervsion, special admmistrave project ‘completion & taining, Received | DAR commesdatins for fe greund work, fre conmind and secounbli. Received 3 cilianleers thanking hin for service and professonsiaa Aesind 2 DAR 7 fee supervision & docunenaion of policy vioktions and suPervisor( KDPS Annual Performance Evaluation Addendum spine SA Laatlet tome LUC I. DISCRIMINATION AND HARASSMENT POLICY have been provided with a copy of the City of Kalamazoo Policy on Discrimination ad Workplace Harassment. Uhave had the opportunity to review and discuss the policy with ‘my supervisor. 1 understand the contentof the policy and Iam aware of the procedure for filing a complaint regarding a violation of this poly. Having been given the opportunity to report being subjected to workplace harassment: XX 140.n0t wish to make a complaint. —— I wish to make a complain and have been directed to coniact Human my supervisor. is sae red) a-2e0? Baer & IL ACCRUED SICK LEAVE BALANCE A FE fl peers 5 hous. — acknowledge that am aware of my accrved sick leave balance and I Zo not iapute the accuracy of ey Uaance —— Tactnowiedge that am aware of my acerued sick leave balance and 1 ¢o dispute the accuracy of my balance. have been directed by ‘my supervisor to submit himvher, within ten (10) business days, memorandum outlining my-basis for dispute. % Laas Zeetro? Eine Soe -<— * Per prior agreement, employees cannot dispate SL balances prior to December 1999. II HONESTY STANDARD dad” mero and th Tread and uaersand the memo Vien 2+2f- af << repays Sigmtare Tadknowledge that have been provided a copy of Chief Weston's 02/22/01 “Honesty Fi Boba savin gust pepo ms iipiestdeeeavaree SW superviorienate: CLEP 302 pute, 2 E80 Revised 1-12.06 -KALAMAZOO PUBLIC SAFETY ‘COMMAND PERFORMANCE EVALUATION REPORT Sen Pe Gtx Os) ondoting erat, The pts fice’: wot prfmance, sweat, weakreses ed mabe » mprev ser prmance sau be cormen mse dztsion Aste valuing ocr wee te work sntapone ard sybsapares forme pole ose ates md proane, be st o's mrtton to a i xpated ot repre ofc wn rot oecesry for fn te ated nbeaegann Whee stan aesgates are ‘Gund © be comple fonipnocaten epee expctd te pale eee, oy should amply onde ‘ee Than stata Satactary surtoree_‘arnon_Caaklev Rosette uassricaTeN Sat ices T are euPtoveoy rowere) 211? 7 rarnarenco—_! eTuRn To reRSOMELEY s Sexes i PeRUANET Git men sem) Sa ee [Cl pmossncwary ene tenn th, 1h fever anteoreterm ef wate Seavan mans ross mention ‘nw servants Comenrs a ; hia ead 32 Case ate ‘epenerer fsa ons a tt) be vane. Soh Corte, lo corewntns n pae a lara aea 52 eee z Ree mms npc : oa oe Og SeeNDSuT , ed = yh arnt thie Noman person ieeia De ie Somers RE] icant opera wk) 1 He taba é Smear bases bier chern sh te he toke ‘a ear Soparnent oF OF ddulic viey ualt places ‘sees, s : eSeiteteamck a pemiesee rin Cosi laeatinsl mest |e Va GK St AAT RELATIONS id AMET sememeaitepnee oe as eer i pte = Rlksow un lw toys os ; Foal facet sae Doct Ud Aue ‘cs monaDeE RO SOLE t Covet” ose ar EOS 21 eH feminine ncken Cove as Fenny on be Usb. BAD 1 ooiodgt Sorat pico 8 ering and cooratng (ection aking ity Ful ang rezonibty Tobe competed or command oticos ONL sn Gy ~Hie esn ‘ow Coy Opeinetes eka — Eye DPS Annual Performance Evaluation Addendum Employee Name (printed) _{/er nem Coukley Bmpl.¢ 67 1. DISCRIMINATION AND HARASSMENT POLICY. ; have been provided wih a copy ofthe City of Kalamazoo Policy on Diserimination and Workplace Harassment. Thave haé the opportunity to review and discuss the policy with ‘my supervisor. Tunderstind the contentof the policy and Tam awate of the procedure for filing a complaint regarding a violation of this policy, Having beea given the opportunity to report tego ‘workplace herassmieat 11do not wish to make a complaint wish to make a complaint and have been directed to contact Human Jo g I. ACCRUED SICK LEAVE BALANCE, Asot ///¢/ex _(éate) your accrued sick leave balance is_/2 hours. acknowledge that lam aware of my accrued sick leave balance atd I do no ‘ispate tne accuracy of my balance. acknowledge that Iam aware of my accrued sick leave balance and Ido. dispute the accuracy of my balance. Thave been directed by is 'o him/her, within ten (10) busitess days, a memorandum ie digpate ef -d Bae Briploye Sigracure * Pecprioragreement, I, HONESTY STANDARD lp i eta IV. EDUCATIONAL LEVEL (for statistical pu EhioyeeSignaure Highest degree awarded: ‘Supteviser Signature Revised 1-12.06 KALAMAZOO PUBLIC SAFETY ‘COMMAND PERFORMANCE EVALUATION REPORT (Sm Pees ies “The bale purpose of ths wrsunion to promote sare acy Sommnicnars atwen ha POGe cw Ueng aed 1 He bupsoroicor andoting hatin. The pote ices workpeernanea stent, eainesos a mao osmprove ha werk putorance ui be Conrn lus oacusion hs ha raling ca ses the or cteores an subeategrs ori epoca cites an eermanes he rt 59. nition fo wat iexpeced of hepa les ar socetaiy far ut thw ited eviesogonen When catia sestea ae {eund tobe conse freg to dts tn ha perlomanceexesod otha pce ics, ay tod sins to rossog ok euPtovee_Coat Tey. Vernon ‘Wa Tor Say Susie fc revere Noaecepoble cusssincarion _ Sat DaTEeNPLOYED) PRONOTED)_! 7 sranna rerioo Pris rsoactons cops ings to be ore se cence, ‘nite aes. Drsmanent jatitanarysi monty — OSE irene ste ngaton no SURLY WOR SOs ‘esian) ad expose of opens Setraroe Cemploteee of ivetatons “Tous eer mca penta TERETE CT ‘apeasianen ook rotons el otatin) Flows copartental ns ard prods ‘Aavoarace. Keeps inmodat suprise normed ‘DEPENDABILITY aay ao Netde msimumsupenson Foeatin bowen and: ‘tondancs Cast appearances, rp, wate) Completes esiaments_ ‘Saree tern wor Spee ee fe gy an ost Se re nl ret eman fLYC, 224. ts eA RELATIONS tral seen Sears at pre 2 DG Did neces so eon es “05 KOWLEDGE AND SLE va CX 7214, ‘frm whee bnseton 7 om Fin vina / x — Famine pracice ELL = AI as Klee af Soper pal/rocnes a ‘Sirenon asi SAL PROBATIONARY REPORT ONLY “vanes of onary tuts Fale wits bones ‘bly oau win suoercrates Evang sboroates Unoitatngy "alae charge” Motists ore Plana an eoordnatiog Deaton mating ay PB sone iti Futian esponsbity Toba compated fe comand aco ON ewe ee Fe 241-205 wea — Han sce Ohon ow —Oostnefes Pky Ene CITY OF KALAMAZOO | Penroniace evauuaron aerorr SS fam aot tern name cm ma Hee lo rain oe IOS Seca ica nore ee caine Leora oe oe ey eae a itene 3 iscsson. Ast evaluating aco es ta wor cgrer and beatprostorvon ta lc ofc aes tdpromance, ‘est Jos vlalon tut i etpctad sts pen see ath nee hem et ‘le on fout to bu comply hrignto dae eee prema ep oth aloe tay shoud sib ese at Seite 8“ arn Seah ni BPLOvEE — iets topo cuassincaronsas | a scp, [DATE (GIPLOYED) (PROVOTED) ae ae SRT TOS raring penioo_!/ | 10 rq 12/247 08 FEY premise mspections Lee RETURN TO PERSONNEL BY FE revere | [id PERMANENT (Evaluate every six months) P=] Clearance rate Ta PROBATIONARY (Evaluate at end of 2nd, Sears inne See ae 2 seas ee wee | Ve aK [| rrouniess ANY APPLICAE comments: ae fa tore ry ORK HABITS Sa chat sa EVE UAT lan pr a By i egeosnaes(ok oii, tect Sippae a 110 cy. dogs tastier, fea [137 feo gare onan potas | penis chtodupe Hn ertay cali AE Mit ees AL Gicakngt Gun “ Sa he DEPENDABILITY E a tjgaact aa Cally Carnglifaa Ooas 1eP memuangowcramsed | LLL edo 2 A wutig hun opus. amd Sate eager " i} Shaves dom and Of aru E Badte ABchevee, ann and OG Copan PEP ie masaee na aaa gp cen Yiily 1) up lied Ts faoelue. PGA here etme ay i ‘antes oan ak LL PF) eae SSA Ha S24 ty iL (ate) Fy on oe S]f0 5 AA] Sxewetves it contro Epo now coe AnD ULE Fro echieg ety | Se cas Me icra @ dota elec =appenaeay Soc =| came win sacaietes j JAL PREDATIONAY REPORT ONLY) Sig ieanuet ane en ‘omnondeé for permanent status? tentang tales cha ea ST et sina expat Li Tee a ghee “ ot neste K.D.PS Annual Performance Evaluation Addendum Coaeley (MG? ‘ployee nate (pinto) and Ep. @ L__ DISCRIMINATION AND HARASSMENT POLICY Thave been provided with a copy ofthe City of Kalamazoo Policy on Disrimination and Weriplace Harassment. [have had the opportunity to review and discuss the policy with ‘my supervisor. Tunderstand the content of the policy and Iam aware ofthe procedare fer ‘ing @ complaint regarding a violaton of this poliey. Having been givea the opportunity ‘0 report being subjezted to workplace harassment: Tio.nat wish to make 2 complaint wish o make a complaint and have been dtected tocontset Human i la WeI.&. Eo ie TL ACCRUED SICK LEAVES BALANCE Asof M#-22,-O4 , your accrued sick leave balanceis_/€° hous. ~ acknowledge that lam aware of my acerue sick leave balance and Ido not Aispute the aceuracy of mybalance. acknowledge that Tam aware of my acerved sick leave balance and T.d0 dispute the accuracy of mybalance. Thave been directed by ‘my supervisor, to submit to himher, within ten (10) business days, amemorandam. ting ny ass orth dpue.* fiom _ NOPRON) $ wee Bact” Dad * Pet rior sgreemént, no espe involving sick lave balanes prior to December of 1999 wil e considered. ML EDUCATIONAL LEVEL (for statistical purposes only) R- UTE Highest degree awarded: Oy PERMANENT (Evalue every six months) [BxPROBATIONARY (Evaluate at on fom, $a 12tn ont) son Cierra te ‘ecacy an emgttnnss frp Sroseainess E ORK HABITS ‘Goszieniouses y APPLICABLE comes: ae in aay Fimet Biot Saree! enw) Som ‘arrest anes ook or voatons,setetaton Folios cparntl masta prods fe soe Sevgennitly ee t c DEPENDABILITY Te unbeaiaTinbl, conbunka sali Partai mre opt, et.) ‘tenance cout appnrarce, Valea Werke) wanemme$ owen 64 Us ane, fev z ea anil pigtsantle Sti Bir 2 bee 7 onciear sige CwiesawTeguasrors Bel beh mivone G sad LH end wrmpleis at nadanre, uation has beeévsaed with me: ny signature doas ecepts seat eon ‘ietye eat nse dev opmert Yost espe f yy t it one ‘euion st alow snpys 6 Exerlons sat comrat {| cl (ose) * AE] son on nar ana aces Prodien song ity Citations Issued D Platoon, ¢ day Shift For Tue Period 9-10-2004 - 12-10-2004 Now oar Radar Seatbelt ‘ow Heardous Harrdows Noalatardous Enfereaent _Apparaice Day 7 ° ‘ ° ° 2 “ . « « ° ‘ ‘ ° 3 2 ° ‘PERFORMANCE APPRAISAL REPORT NAME: Coakley Veron #11167 RATING PERIOD (MM/DD/YY): 01/013 TO: OV/01/04 RETURN TO HUMAN RESOURCES NOT LATER THAN (MM/DD/YY) : ‘Aeau.ure pooiumice vsuiuens CAeMUy. FerTormance denautions for exch caiegory explain the fhctors being measured for that ‘ategnry. Eraluns employee performance according tte fctor sind i each estoy, Ferenc fat, rut the meat omespondsto you evahitina the perfomance demonstrated dung te ete review prod. EVALUATION ORGANIZATIONAL/ADMINISTRATIVE COMMENT ‘This category evalintes the enploye'e performance b planning and controling his/her vork. ESTABLISHES PRIORITIES: Empyee ogni th elative Imporance ofthe various aspects of ris wok ans mock te completed by are oftmporance whe nking wor, ‘osiders goals and objcives of area of reseanity a well 2 thse of th ergmization [MANAGING TIME: Exuployes orgaszes tine in x way at ‘enubles tak o be completed wits st deanes. taseess sane WZ] | T2466 some Z INTERPERSONAL EVALUATION COMMENT ‘This category evaluseshew weil the employee works wth oters. PROFESSIONAL DEMEANOR: Employes mainns prafe- somal, compile waking relates wit thst exes group ‘fouls treaccomplsed efi. Employe avoids bebvior ‘whch is counter to group productivity ore ieuptve. 123496 we Bl ‘social, uc CUMIpHENe 14 YOU, REPOS WIMLED CICMELY, ‘oncity.usbe pepe prumar and sentence seus 14 9 > Md deorem (7) KNOWLEDGE OF CURRENT JOD: Epiyee deonsats sa undersunding ofthe basic princils, chaites and ros: ‘izes opplyig to the peste job. Is hrowledgeabl about ‘cureat iw and legal consferatins 1254 @ NI Scoree (CREATIVITY. Eaploye i resourcefl develop sw ortacon 1a winds: ome OBSERVING POLICES, RULES AND PROCEDURES: Em- ployee understands and follows the policies and rulesaf he Seguin andthe specie procedures af the work wit. 12305NI soe-[Y probable eauzein both small and large-scale cases. ‘wuuuuuou seuse, LUE 10 mis aburtes, Vera constantly has subjects willing to provided informtion aid | 12305% sen-[7] SURVEILLANCE OFFICER: Vem exces at conducting both stationary and moving survellince. He is constantly aware of te ever changing surroundings and how he may be effected by them. 12395N swe-[Z] SWAT OPERATOR: Vern has beena member of SWAT for ashort time but has rapidly become a very] integral par. He learas quickly and puts all he has into every operation, no matter his assignment. feel ‘Proud to have him as «teammate and will rust my life to bim any day. “Job SkilsPuntions samples) tf —tereonaneimr ites nemo tcines 2} ttt sud eects 3) tanita es tiem tein dit caine ange LER sedate maltese gpainmiiat 5] pore mone optic miter pct, wi ep. 5] ar Invi fp elo edie wih apo ] Dea pin inal pastas pots (Kalco) Bert SECTION I: EMPLOYEE DEVELOPMENT This seetion provides a opportuni fr the supervisor an he eu stvegs and improve opoctunkies and apg spsfic ways ow sale PROFESSIONAL oye to eval profesional charset, _piopint bch the euployeecan improve peermune nd protec] EVALUATION COMMENT ‘This category evaluates he employee according to te level of perfrtanceneesary to uccesilly perform the dats ofthe

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