01/27/2025 Minutes - Laserfiche WebLink

Home Browse Search

87.22%. It is this discussion of weaknesses that was the differential in our scores. I scored a 2 out of 5 while Captain Walling scored a 4 out of 5 on one of the assessments. She beat me overall by .06%. One point difference on a PRADCO would have placed me in the top score. Those same qualities that I identified last time and spoke about how I have grown from them now previously got me a 92%. This time it cost me the promotion because of the subjectivity of the assessor. Those same qualities that I identified last time and quantified last time based on the advice of the head of PRADCO, Dr. Borodkin , previously got me a 92%. This time it cost me the promotion because of the subjectivity of my assessor that I feel. Now, I provided you with some slides. I was hoping we had a computer, but a PowerPoint. If you look at the assessor's comments as it relates to relationships with reports, you see there's a bunch of how I scored on comments from my assessor. I find opportunities for his reports to advance in their leadership skills, thus having impact in the department. He's a confident leader who motivates his reports by treating them with respect. He promotes teamwork by asking others for their input and providing support when people experience setbacks. He elicits input from his officers and takes a participative approach. He builds team morale by showing enthusiasm for department directives and achieves buy -in from his fellow officers. He provides a structure for his reports so they know what is expected of them. He offers coaching, suggestions when results are disappointing, while assuming responsibility as a leader. His willingness to delegate duties has an empowering effect on others. Now, that contradicts yet what I was rated on in maintaining strong relationships. I got a 2 out. of 5, whereas the other candidate got a 4 out of 5 in that area. And as you can see in red, I put some of the negative comments that they put for both of us, but yet the other candidate got a 4 out of 5, where I'm rated at a 2 out of 5. I can be impatient and would benefit from being more even-tempered. I can be critical of others, impacting his ability to be seen as relatable. Crutality hurts his ability to be persuasive. And on the other candidate's section, her direct approach can cause friction. Where showing greater versatility would help ensure her message is being well- received and she's building strong interpersonal awareness will help her determine when this approach may be needed. And there's a big difference there. There's a two-point difference when we're both listing our weaknesses. And I was never asked about being critical or direct with others. When I was asked about being impatient, I said when I'm on a call and dealing at a domestic, you kind of want to get to the point in this line of work, right? You don't want to, people get off track and you want to bring them more on point, so I get impatient and start leading questions. However, I did put that, in doing so, I realized that I could miss important information. So if we go to the next slide, you'll see in maintaining strong relationships, in 2023 where I scored a 92%, it states, I continue to work on being self -aware and open to constructive feedback from others with benefit from regularly asking for development feedback to foster personal growth. I can be overly direct when sharing coaching suggestions with other officers. Right? Same weaknesses, overly direct, right? Yet I scored a 4 out of 5. This time I get a 2 out of 5.