GUIDELINES FOR PERFORMANCE EVALUATION AND SUPERVISION
All guidelines for supervision and evaluation of employees require a road map on how to proceed. The supervision and evaluation of employees is no easy task, nor is there any single approach that can be given to criminal justice supervisors to follow. Instead, there are key issues and concepts that can assist and guide criminal justice administrators (see Bennett and Hess, 2007 , for a thorough discussion of supervision techniques). Yukl (1981) provides a list of guidelines to aid supervisors in the performance of their jobs. They include the following: defining job responsibilities, assigning work, and setting performance goals. Each of these areas has a number of subareas that define the supervision process.
Within the realm of defining job responsibilities, explaining the important job responsibilities, clarifying the person’s scope of authority, explaining how the job relates to the mission of the unit, and, most important, explaining important and relevant policies, rules, and requirements are essential. When assigning work, the supervisor must clearly explain the assignment, explain the reasons for the assignment, clarify priorities and deadlines, and check for comprehension among employees. Similarly, setting performance goals means setting goals for relevant aspects of performance, setting goals that are clear and specific, setting goals that are challenging but realistic, and setting a target date for the attainment of each goal ( Yukl, 1981 :68).