Schoolcraft v. The City Of New York et al

Filing 308

DECLARATION of NATHANIEL B. SMITH in Support re: 305 MOTION for Summary Judgment .. Document filed by Adrian Schoolcraft. (Attachments: # 1 Exhibit, # 2 Exhibit, # 3 Exhibit REDACTED, # 4 Exhibit, # 5 Exhibit, # 6 Exhibit REDACTED, # 7 Exhibit REDACTED, # 8 Exhibit, # 9 Exhibit, # 10 Exhibit REDACTED, # 11 Exhibit, # 12 Exhibit, # 13 Exhibit, # 14 Exhibit, # 15 Exhibit, # 16 Exhibit REDACTED, # 17 Exhibit, # 18 Exhibit, # 19 Exhibit REDACTED, # 20 Exhibit)(Smith, Nathaniel)

PLAINTIFF'S MOTION
EXHIBIT2

frffl
~

PERFORMANCE EVALUATION

CAPTAIN THROUGH DEPUTY CHIEF
PO 439·1517 (Rev. t 1·9S}·Penl

THIS FORM MUST BE TYPED
FIRST

1. SURNAME

COMMAND/ASSIGNMENT

M.l.

o.

Executive Officer-Monitor crime reduction strategies, traffic stat program, assistance to
Comnanding Officer regarding the overall Coomand Operations.
2. REASON FORSUBMITTING:

<x}

ANNUAL ( ) INTERIM ( ) PROBATION ( ) TRANSFER ( ) OTHER

Date Prepared:.-..J.ul}L.a 2007
3. OVERALL EVALUATION:

WEL.L. ABOVE
STANDARDS

.

li]

SPECIFY

·-·-~Covers Rating Perioo From __Ju4r.-.OJ..,_2Cl0b
______ to: .Jul.)L3Q,_2QOJ_

MUST REFER TO THE ACCOMPANYING GUIDEBOOK FOR DEFINITIONS.

ABOVE

STANDARDS

~

~

MEETS

r.:ll

STANDARDS

Qj

LENGTH OF TIM!; fl.f\TERHA$SUPERV1SED RATEE:

YR. X

B.ELOW
STANDARDS

r.:\1

LlJ

WELL BELOW
STANDARDS

[}J

MO.~_w (10)

4. RATER'S COMMENl'"S : Rater todi$cVss the ba$is lorthe OVERALL EVALUATION which should be based on the attainment of perlormance expectl'ltions and performance factors listed in this report.

During tltis rating period Ca,ptain Mauriel~o was assigned as the Executive Officer of
the S1:st Pr~:i.,n<:,t. He has demonstrated his abilities in his assigned areas.
As the
traffic Stat coordinator, the traffic program has excelled by posting a 10.4% reduction
in accidents.
In addition, the SlUTITlons productivity has vastly improved in hazardous
sunmonses, bus -stop$, and double parking surnnonses. He also supervised the Special
Operations Unit in the corrmand.
The Anti-Crime Unit has sparked a major increase in
gun arrests for the c.QnToand, surp.:tssing the over.all. 2005 number in 2006 by 1.4~~ (139 vs.
137).
In 2007 gun arrests are ,up 45% (87 vs. 60). Overall, productivity has increased
in PSB Arrests, severt majqr arrests and D\'i'I arrests. He has maintained a strong relationship in t~ cprrmunity which has led to. a 26% decre.t:tse in Civilian Complaints. Captain
Mauriello is a hard working and dedicated member af this coamand who is dedicated to the
value~ and the mis~ion ·Of this CQ!roland apd the ti."YC Police Department.
I highly recOITITJend
Captain Mauriello for a position as a Corrrnariding Officer.

Thi~ Performunce 8valuatkm takes into a~.:~.:ount the employee's compliance with the Department's EEO Guideiines and Federal
Ti\.fe VII stalures and whether the employee was disciplined as a result of SHme. The Ratee's rights nnd re~po11sibilities regurdillg EEO
i:r~ues were discussed.
\
Ruter's Initials: ....

f!J:-=----

5.

EDUCATION:

0

Check Highest level Achieved

ASSOCIATE DEG.

:fji BACHELOR'S DEG.

0

HIGH SCHOOL

0

MASTER'S DEG.

0

0

SOME COLLEGE

(No. of Credits) _ _ _ __

DOCTORATE

0 JURIS DOCTORATE
0 No

HAS MEMBER INCREASED ACHIEVEMENT/CREDIT LEVEL DURING RATING PERIOD?
NUmber of work days on sick
report in past 12 months:

6.

# _____ _Q_·-.---.-

7.

Rater's Name

0

Yes

Total work days lost:
Reg. sick days _.(L __
Line of Duty _ _ .Q___
Total II _______ .. __Q_ __ _
Date Assigned to Command

SM00340

·RATEE'S
RANK/NAME

Captain Stevep J. MaurielJ o

TAX N O . - - - - ASSIGN./COMMAND

OSJ

ASSIGN./COMMAND

081

RATER'S
RANK/NAME

NOTE: A PHOTOCOPY OF THIS COMPLETED PAGE MUST BE FORWARDED TO THE
EMPLOYEE MANAGEMENT DIVISION AT THE BEGINNING OF THE RATING PERIOD
KEY RESULT AREAS and PERFORMANCE EXPECTATIONS
(To Be Completed and Discussed With the Ratee At the Beginning of the Evaluation Period)
The Rater and Aatee will list each of the ratee's Key Result Areas (KRA's), in order of Importance, In the captions
listed below. KAA's are those functions and work responsibilities which represent the fundamental reasons why the
ratee's position exists. They are the most important areas In which the ratee Is expected to perform. Each Key Result
Area will Include a description of the responsibility. Adjacent to each responsibility the rater will indicate, In the cap·
tion provided, what will be expected of the ratee In order to perform the KRA adequately. This will be a statement
describing what conditions will prevail if the KAA Is met. A performance expectation is that which the rater will ex·
amine to determine If the ratee met the listed Key Result Area.
RATING PERIOD:

FROM

(Mo.lJul.J<.--- (Day) ()l..___

DATE of DISCUSSION:

KEY RESULT AREAS
Listed In order of importance

(Year)~··.

Ratee's
Initials

1

To (Mo.)

July-

f2..vt

II 'I ·

{Day)
Rater's
Initials

-30.--

(Year)

..200J-

~

PERFORMANCE EXPECT ATJONS
Indicate Level of Performance Expected to Fulfill KRA

1.

CRIME REDUCI'ION

Monitor Complaint Reports to identify
trends, coordinate efforts with Crime
Analysis and Precinct personnel to
reduce crime in targeted areas.

2.

INCREASE CCM1AND PRODUCTIVITI

Achieve arrest activity and gather information using targeted enforcement at violence
prone locations.
Develop information
sources within the community to identify
targeted offenders.

CHRONIC SICK

Monitor MOS on sick, confer with any MOS
who are nearing chronic designation in an
effort to reduce MOS on chronic sick.

OVERTIME

Identify high overtime earners. Review
0/T reports to ensure that the 0/T submitted is reasonable for the type of assignment.

3.

4.

5.

CIVILIAN COMPlAINTS

Create and monitor programs to reduce

civilian complaints.

Address community

leaders and encourage community participation.

THIS SECTION TO SE COMPLETED AT THE END OF THE RATING.PERIOD (attach second sheet If necessary):

List any other factors which specifically affected performance In the above KAA's. Indicate by number which KRA was
affected and explain below. Also indicate reason for departure from originally established Key Result Areas. (Cite ac·
compllshments, deficiencies or failures, condltlons'whlch Influenced attainment of specific performance expectations and
other performance-related factors which occurred during the rating period):

SM00341
Page 2

CAPT STEVEN MAURIELLO
RATEE'S
RANf<INAME

TAX NO.

INSPECTOR MORAN

RATER'S
RANK/NAME

TAX NO.

-

CO/BNACU
ASSIGN./COMMAND

ADJfPBBN
ASSIGNJCOMMAND

NOTE: A PHOTOCOPY OF THIS COMPLETED PAGE MUST BE FORWARDED TO THE
EMPLOYEE MANAGEMENT DIVISION AT THE BEGINNING OF THE RATING PERIOD

KEY RESULT AREA$ AND PERFORMANCE EXPECTATIONS
(To Be Completed and biscussed With the Ratee At the Beginning of the Evaluation Period}
The Rater and Ratee will list each of the ratee's Key Result Areas (KRA's), in order of impo(lance, in the .captions
listed bfllo:w. KRA's are those functions an<i work responsibilities which represent the fundamental reasons why the

ratee's position exists. They are the most Important areas in which the ratee is expected to pertorm. Each Key Result
Areawllllncludea description of the responslbilty, Adjacentto each respbnsibllily the rater will indicate, in the cap·
tion provided, what will be expected of the ratee in order to perform the KRA adequately. This will be a statement
describing what conditions will prevail If the KRA is met. A performance expectation is that which the rater will ex·
amine to determine ifthe rateemetjthe llste~j<ey Result Ar!OU6 6
30
2007

RATING PERIOD: FROM {Mo.)~ (Day)--~ (Year) .
Ratee's ~
DATE OF DISCUSSION: _ _ _ _ _,._.._ _ _ Initials -,PdllJ

KEY RESULT AREAS.
Listed in order of Importance

1
'

2.

3,

To (Mo.) _ _ _ (Day)---- (Year) _ __

•

Rater's
Initials

"'1[l

(~

PERFORMANCE EXPECTATIONS
Indicate Level of Pertormance Expected to Fulfill KRA

CRIME REDUCTION

MONITOR COMPLAINT REPORTS TO IDENTIFY
TRENDS, COORDINATED EFFORTS WITH CRIME
ANAL YSlS AND PRECINCT PERSONNEL TO
REDUCE CRIME IN TARGETED AREAS

INCREASE COMMAND PRODUCTIVITY

ACHIEVE ARREST ACTIVITY AND GATHER INFORM ATTON
USING TARGETED ENFORCEMENT AT VIOLENCE
PRONE LOCATIONS. DEVELOP INFORMATION
SOURCES WITHIN THE COMMUNITY TO IDENTIFY .
TARGETED OFFENDERS

CHRONIC SICK

MONITOR MQS ON SICK, CONFER WITH ANY MOS
WHO ARE NEARING CHRONIC SICK DESIGNATION
IN AN EFFORT 1'0 REDUCE MOS ON CHRONIC
SlCK.

4.

OVERTIME

IDENTIFY HIGH OVERTIME EARNERS. REVIEW OT
REPORTS OF HJGH OT EARNERS TO ENSURE OT
SUBMITfED IS REASONABLE FOR TYPE OF
ASSIGNMENT.

CIVILIAN COMPLAINTS

CREATE AND MONITOR PROGRAMS TO REDUCE
CIVILIAN COMPLAINTS. ADDRESS COMMUNTT'Y
LEADERS AND ENCOURAGE COMMUNITY
PARTICTPA TION.

s.

THIS SECTION TO BE. COMPLETED AT THE END OF THE RATING PERfOO (attach second sheet lf necessary}:
List any other factors which specifically affedted performance In the above KRA's. Indicate by number which KRA was
affected and exP,ialn below. Also indicate reason for departure from origlnany established Key Result Areas. (Cite accomplishments, deficiencies or failures, condltlons which influenced attainment of specific performance expectations and
other performance-related.factors.which occurred during the rating period):

SM00342
Page2

PERFORMANCE ASSESSMENT
(To be Completed and Discussed with the Ratee at
the End of the Evaluation Period)

In the captions provided below, the rater will assign a rating for each Key Result Area by checking
the appropriate box under the column Individual Assessment of Each KRA. Before doing this,
however, the rater and the ratee must together complete the Performance Achievements column.
From this discussion the rater will provide, in the Performance Achievements column, a detailed
account of the ACTUAL accomplishments achieved during the rating period. Hence, if the original
Performance Expectations listed three criteria for performance in a KRA. the Performance
Achievements must address the ACTUAL RESULTS in each of the three criteria. The ratings for performance in each KRA, namely the Individual Assessment of Each KRA, must therefore be justified
in light of these actual Performance Achievements. Remember, these individual ratings will help
to form the basis for the Overall Evaluation which will be assigned to the ratee.

PERFORMANCE ACHIEVEMENTS

Indicate Actual Acbievaments Fulfilling KRA

INDIVIDUAL ASSESSMENT OF EACH KRA
WELL ABOVE
ABOVE
MEETS
BELOW
WELL BELOW
STANDARDS STANDARDS
STANDARDS
STANDARDS STANDARDS

D

D

Comments:

CRIME REDUCTION

D

D

Analyzed crime trends and developed plans
during the period to address perodic
spikes in robbery and shooting incidents.

Comments:

INCREASE CXJMMAND PRODUCI'IVI1Y

D

0

0

0

Sizable increases in hazardous surrmonses, seatbelt summonses and double parking summonses as
well and increase in Criminal Court summonses.
PSB, DWI, 7 Majors and Gun arrests have increase

D

D

Comments:

rnRONIC SICK

D

D

3.4% (6 members) of this command are designated
chronic sick.
Captain Mauriello has conferred
with MOS who are nearing chronic designation in
effort to reduce members becoming chronic.

0

D

OVERTIME

D

D

Comments:

Captain Mauriello has identified high overtime
earners, reviewed overtime reports and ensured
that overtime submitted is reasonable for the
type of assignment indicated.

D

D

D

D

CIVILIAN CDMPlAINTS

Comments:

RECOMMENDATIONS (if relevant):

Captain Mauriello has maintained a Civilian
Complaint reduction program by counseling MOS
receiving complaints and maintaining a relationship with community leaders to ensure professionalism hv OffirPrC: ~t .~11 Hrnoc
A ?(:.."! . ..... at"lw·tion
is noted during this rating period.

"I have read this Performance
received a copy of it."

Evaluation

and I have

"I wish to appeal this Evaluation." (A.G. 303-20)

SM00343
Ratee's Signature

Date