Evaluations

An evaluation is a private, structured assessment of one person during one drill. Instructors fill it in; the subject sees it only when the instructor releases it.

Rubrics#

A rubric is the list of items an evaluation scores, managed by instructors for the whole department. Build rubrics for the roles you actually evaluate, for example an incident command rubric and a company officer rubric, with items covering the behaviors you want to see.

Filling one in during a drill#

Open the Eval tab in the drill's right panel. It is instructor-only, and the panel is labeled only you see this because that is literally true: nothing you type there is visible to anyone else, including the person being evaluated.

Choose who you are evaluating.
Choose the rubric.
Score items as the drill runs, and write notes against them.
Add a debrief summary at the bottom.

Everything saves as you go. You can also fill an evaluation in afterward from the review screen, which is often easier than trying to score while running the exercise.

Releasing#

Evaluations stay private until you release them. From the review screen, the Evaluations (instructor) panel lists every evaluation for that session with a Release button, and confirms before releasing.

Once released, the subject sees it on their home screen under My evaluations, and opening it takes them into the replay of that drill with their scored moments marked on the timeline.

Release when you have talked it through, not before. The point of the delay is that a written score should follow a conversation rather than replace one.

What the subject sees#

The rubric items and their scores.
Your notes on each item.
The debrief summary.
Who evaluated them and when it was released.
The full replay, with medal markers at the scored moments.

Members see only their own released evaluations. They never see anyone else's, and they never see an unreleased one.

Practical notes#

Score against what the record shows. The replay makes it possible to check a recollection before writing it down, which is worth doing.
Scored moments on the timeline are the most useful part for the person being evaluated: they jump straight to the decision under discussion.
An evaluation with no notes is a number without a reason. The notes are what make it training.