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Human Resources outlines department-head evaluation process; commission plans follow-up
Summary
San Francisco Department of Human Resources presented the city's standard performance planning and appraisal cycle for department heads; commissioners asked for a tailored process and stakeholder input, and the commission scheduled evaluations for DPA director and the police chief.
The San Francisco Police Commission heard a Department of Human Resources briefing on March 8 describing the city's performance planning and appraisal cycle for department heads and options for customizing evaluations to commission needs.
"This is the guidance we provide to other commissions," DHR Director Mickey Callahan said, outlining a SMART-goal approach with a performance agreement, midpoint review and a final appraisal. Callahan emphasized collaboration between appointing authorities and department heads and noted commissions can include additional stakeholder input.
Commissioners raised several options for tailoring evaluations, including targeted stakeholder interviews, employee engagement measures and objective metrics such as sick-leave or grievance patterns. Commissioner De Jesus asked whether 360-degree tools and community surveys could be used; Callahan said 360-degree instruments are more commonly used for professional development than as the sole basis for an appraisal, but that DHR could advise on appropriate, objective measures and help design stakeholder outreach.
The commission confirmed it will schedule a joint report on promotion pipelines and tests after members requested more information about the representation of women and minorities in recent promotions. Commission leadership said a performance evaluation would be scheduled for Director Joyce Hicks, and the commission acknowledged that evaluations for chief-level positions would follow.
Members of the public urged the commission to make any evaluation of DPA/OCC rigorous and to include client experiences, with one speaker noting several years had passed since the last director evaluation. DHR offered to assist the commission in designing stakeholder and staff engagement measures while cautioning that some tools may be inappropriate as the sole evaluative instrument.
Commissioners did not adopt a final evaluation form at the meeting; they directed staff to convene a working group and return with draft materials.
