Police chiefs shared how AI-assisted 360-degree evaluations are saving time, reducing bias and turning feedback into leadership development.
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Recruiting, promoting and evaluating officers has long challenged police leaders. At IACP 2025, chiefs and researchers shared how artificial intelligence is helping them do it faster, fairer and with clearer feedback.
Panelists
- Michael Anderson – Founder, CivicSolutions
- Lisa Broderick – Founder, Police2Peace
- Chief Jack Cauley – Chief of Police, Castle Rock Police Department
- Chief Phil Lukens – Director of Police, Rhode Island Airport Corporation
- Chief Robert Spinks – Chief of Police, Parsons Police Department
Making the case for AI in promotions and evaluations
Lisa Broderick opened the discussion by drawing parallels between AI and other disruptive technologies that have reshaped society — from the personal computer to the internet. Just as these innovations transformed how we communicate and work, she said, AI now offers policing a chance to rethink how it identifies and develops leadership talent.
Her motivation is grounded in the mission of Police2Peace: to advance policing that is effective, empathetic and just. “What better way to do that,” she asked, “than by using the best technology to find the best people to lead our agencies?”
The limits of traditional systems
Before adopting AI, most departments relied on oral boards, written exams and a patchwork of supervisor evaluations — processes that demanded heavy administrative time but often delivered inconsistent results. Chiefs on the panel described how these systems tend to favor strong test-takers over steady performers, overlook intangible leadership traits and leave little documentation to defend promotion decisions. In smaller agencies, limited evaluator pools can also increase bias and discourage candid feedback. Together, those factors make it harder to identify the best leaders — and to explain promotion outcomes with confidence.
From static assessments to dynamic feedback
For decades, police promotions have depended heavily on standardized tests and short-form assessments that capture only a moment in time. Chief Phil Lukens pointed out that this often rewards those who “test well” over those who demonstrate steady leadership on the job. He and others on the panel argued that the shift to AI-driven 360-degree evaluations marks a turning point — from static assessment to dynamic feedback.
How agencies are applying it
Castle Rock PD first adopted the AI-assisted 360 process for promotional testing and leadership selection, gathering structured feedback from supervisors, peers and master patrol officers to better inform advancement decisions. Each participant receives a development plan summarizing key strengths and growth areas, which has made the process both more efficient and more constructive. Parsons PD followed a similar path, starting with promotional testing before expanding the platform to annual employee evaluations. Both departments report measurable time savings, greater participation and improved confidence in outcomes.
Participants answer open-ended questions about communication, leadership, decision-making, empathy, cultural advocacy and humility. An AI engine aggregates that data into a comprehensive report, identifying common themes and quantifying strengths and developmental areas. Each participant, whether promoted or not, receives a personalized development plan.
The system — the Policing Performance 360 platform developed by CivicSolutions in collaboration with Police2Peace — is designed specifically for law enforcement agencies to streamline promotions, performance reviews and leadership development.
The result, according to Cauley, has been “a more holistic and transparent process that reflects who our people really are — not just how they perform under test pressure.”
Tangible results: efficiency, participation and cost savings
The outcomes have been significant. Castle Rock PD reported saving more than 40 hours of administrative time per promotion cycle, doubling evaluator participation and achieving over $4,000 in savings per rank promotion — all while improving satisfaction with the process. Evaluators have praised the system for its clarity and efficiency, while candidates appreciate the detailed feedback they receive.
Similarly, Chief Robert Spinks said Parsons PD first used the AI-supported Policing Performance 360 platform for promotional testing and found that it produced deeper, more factual data on each candidate’s strengths, weaknesses and areas for growth. The resulting reports, he explained, gave staff a sense of ownership in the process and served as career-development guides for everyone who participated — whether they were promoted or not. Encouraged by the positive results, Parsons PD plans to expand the use of AI-generated 360 assessments to annual evaluations for command staff, sergeants and line officers.
The platform also makes participation simple: raters can speak or type their input via secure links, and AI compiles the results automatically. Chiefs can customize weighting by role or rank and filter out outlier responses to ensure balanced outcomes.
