The problem was that the employee performance evaluation process utilized by the City of Monroe Fire Department (MFD) was a generic subjective assessment of employee performance and did not accurately evaluate the necessary knowledge, skills and abilities of a fire service professional. The purpose of this research was to identify an employee performance evaluative process that accurately evaluated the necessary competencies of a City of Monroe Fire Department fire service professional. The descriptive research method was utilized and two survey instruments were developed. The survey instruments obtained data from City of Monroe Fire Department personnel and other fire departments within the state of Georgia pertaining to the performance evaluation process.Data obtained from these survey instruments were utilized to answer pertinent research questions: (a) How do other fire departments conduct employee performance evaluations? (b) What are the most common types of evaluation instruments utilized by other fire departments? (c) How do current MFD personnel perceive the employee performance evaluation process? (d) What elements of evaluation do current MFD personnel believe should be included in the employee performance evaluation process? Results from the survey instruments indicated that a majority of the surveyed fire departments utilized an employee performance evaluation. The three most popular evaluation instruments utilized were graphic rating scales, total quality management and management by objectives.The second survey instrument revealed that participating firefighters desired a revised performance evaluation that was objective, fair and based on the firefighter's job description. Recommendations included the need to establish a firefighter specific evaluation, the identification of critical firefighter behaviors necessary for evaluation, alteration of the current evaluation instrument, increasing the frequency of evaluation, utilization of evaluation results in the promotional process, and the implementation of a method to correlate evaluation results with merit raises.