Performance improvement strategies in the field of criminal justice in general constitutes techniques, approaches, skills and knowledge intended for the purpose of applying and practical laws in various situations appropriately. This strategy is supposed to lessen the occurrence unsound decisions leading to futile cases or trials so as not to waste time and resources. Another performance improvement strategy is the process of obtaining evidence, interpreting them, and standing by the truth in order to ensure that offenders will face the necessities of justice.
What are the biggest gaps between theory and practice of performance improvement processes in the field of criminal justice? The greatest gap between theory and practice of performance improvement processes is the effectiveness of the theory of performance improvement in realizing its purpose in terms of practice or application. The theoretical perspective is an ideal that needs to be accomplished or realized by the institution, while the practice or application does not necessarily ensure the achievement of the purposes of the theory.
The greatest gap then is the how the performance improvement plan or theory will be able to fully accomplish what it is set to do – how it will influence change that leads to the improvement of the criminal justice performance and how it will be able to maintain or sustain its efficiency and power as an influential system. (Wandersman, 2003) Performance improvement plans then should be realistic, such that it fosters the realization of actual change in terms of the knowledge and skills that will be used by the criminal justice system to enforce the law in all aspects and situations.
From your experience, what has been the relationship between performance appraisal processes and performance planning for individuals and organizations? Performance appraisal processes, such as evaluation and assessment, determine the kind of performance plan that the institution will impose on individuals and organizations. Appraisal processes allow concerned institutions to determine what the criminal justice system as a whole lacks in terms of knowledge, skills, experiences, insights or points of view, practices, strategies and approaches, etc.
From the results of the appraisal processes, divisions or institutions will be able to determine what areas within the organization needs improvement. Once this information is framed, the performance improvement planning may be concluded. The needs and the weaknesses of the institution based on the results of the appraisal process will be the content of the performance development plan or action. (Murray, 2001) What could have been done to make the performance appraisal process more beneficial for you and the organization? Improving the appraisal process should be aligned with the goals and objectives of the organization.
This requires what the organization needs, in terms of resources, knowledge, skills, authority, etc. in order to realize its mission. The performance appraisal process should be designed in order to determine these issues or concerns. In simpler terms, the appraisal process should be structured such that it is able to determine what the organization lacks in all its aspect. This information would prove to be beneficial to the organization by providing information that will be the basis of performance development programs and activities. (Lilley & Hinduja, 2007)