[Ord. No. 1425 § 1, 3-21-1988]
A program of performance and review shall be established for all regular employees. The evaluation of an employee's performance shall be used for employee development and as a factor in determining suitability for granting permanent status, eligibility for salary adjustment and suitability for promotion, transfer, demotion or dismissal.
[Ord. No. 1425 § 1, 3-21-1988]
A. 
The performance of each employee shall be evaluated by the employee's department head in accordance with the provisions set forth in this Chapter.
B. 
The type of employee evaluation used by the City will depend upon the purpose of the evaluation. Types of employee evaluations shall include but not be limited to:
1. 
Evaluation for Regular Status.
2. 
Evaluation of Merit Pay Increase.
3. 
Evaluation for Promotion.
[Ord. No. 1425 § 1, 3-21-1988]
The evaluation for regular status shall be carried out by the department head when an employee has completed the employee's six (6) month probationary period. This evaluation may result in a pay increase for the employee and shall, if successfully completed, entitle the employee to all the benefits of a regular status employee, if the evaluation shows that the employee has not adjusted to the City's expectations, the department head shall confer with the City Administrator to decide whether or not probationary status should be continued for an additional six (6) months or if the employee should be separated. A record of the evaluation and decision shall be placed in the employee's personnel file.
[Ord. No. 1425 § 1, 3-21-1988]
Each employee shall be evaluated by the employee's department head or supervisor at least once each fiscal year in such a way so as to determine whether the employee has qualified himself/herself for a merit pay increase. Submission of the evaluation and a payroll change form granting a merit pay increase or deferring the increase shall be granted if the employee's performance (meets or) exceeds the standards established by the employee's department head for satisfactory service. The employee shall sign the evaluation form indicating that the evaluation has been reviewed by the employee, and the form shall be placed in the employee's personnel file. During the review the supervisor also shall:
1. 
Discuss job performance including the satisfactory areas and areas which require improvement.
2. 
Attempt to develop and strengthen the employee's value to the overall municipal organization.
3. 
Provide the employee with the opportunity to discuss suggestions and any questions the employee might have concerning policies, municipal rules, and other similar matters of this nature.
4. 
Discuss the employee's opportunities for future advancement within the City.
Performance review shall be a summary of previous performance. Therefore, day to day questions or procedures should not be held for those reviews. Rather, questions or problems affecting job performance should be discussed as they occur.
[Ord. No. 1425 § 1, 3-21-1988]
Whenever an employee is promoted to a position of higher status and added responsibilities, the employee shall be on probationary status and, after six (6) months, shall be evaluated by the employee's department head or supervisor for the purpose of determining the employee's fitness for the position.
If the employee successfully passes the evaluation, the employee shall be granted regular status in the position. If the evaluation shows that the employee was unable to adjust to the responsibilities of the new position, the employee shall be returned to the status and salary previously held or a position of similar nature, or the employee shall be terminated.
[Ord. No. 1425 § 1, 3-21-1988]
Evaluation records shall be considered as a factor in promotional examinations, in determining the order of lay-off when forces are reduced because of lack of funds or work; as a means of discovering employees who should be promoted or transferred, or who because of their low service value, should be demoted or dismissed; and as a means of selecting employees for specialized in-service training. The employee shall sign the evaluation form to acknowledge he has read it (but not necessarily that he agrees with it), and it shall be placed in the employee's personnel file.
[Ord. No. 1425 § 1, 3-21-1988]
The City Administrator shall evaluate all department heads except for the Chief of Police and the Fire Chief. Where appropriate, the City Administrator shall take into account the recommendations of the Administrative Assistant to the City Administrator for Public Works. In evaluating the Administrative Assistant to the City Administrator for Public Works, the City Administrator shall take into account the recommendations of the Mayor and an appropriate committee of the Board of Aldermen.
[Ord. No. 1425 § 1, 3-21-1988; Ord. No. 3007, 3-18-2019[1]]
The evaluations of the Fire Chief and City Administrator shall be made by the Mayor and an appropriate committee of the Board of Aldermen.
[1]
Editor's Note: In conjunction with the amendments contained in Ord. No. 3007, the title of this Section was also amended to remove "Chief of Police."