An annual merit evaluation or appraisal will
be made of borough employees in order to measure the progress made
by the individual during the past year and to help him to self-improvement.
This evaluation also serves as one factor in determining the present
and potential future value to the borough of the employee. It is a
major factor in considering him for promotion as well as for higher
pay.
The annual merit evaluation plan will prove
of value to the employee for the following reasons.
A. It recognizes in a fair and impartial way those who
have performed well in the past year and also recognizes additional
duties performed, how well handled and any instruction received and
understood.
B. It gives credit for additional skills learned which
are of value to the borough.
C. It provides a friendly constructive review of each
employee's work habits and attitudes, with special emphasis on improvements
made during the year, and thus provides an incentive to continue them.
D. It enables the employee to know where he stands, to
discuss any weak points with the supervisor and to strengthen them,
thus bettering himself and his chances for merit step increases and/or
promotion.
The evaluation is of value to the supervisor
or department head for the following reasons.
A. It provides a uniform method of impartially rating
his subordinates and recording their achievements and progress.
B. It serves as a guide for him to plan on-the-job instruction
programs and otherwise train each employee.
C. It makes him more conscious of his responsibilities
both to the borough and to his subordinates.
D. It enables him to follow up on any weaker points of
each subordinate and to help in strengthening them.
The evaluation is also of value to the governing
body for the following reasons.
A. It provides an annual, formal review of each employee,
using the same basis for each, so that the progress and development
of each individual is recorded and can be compared from year to year.
B. It fixes the responsibility of the supervisor to evaluate
his subordinates fairly, impartially and constructively.
C. It indicates the competency of the supervisor and
is a measure of his value to the borough.
D. It provides a sound, uniform basis for considering
each employee for salary increases or promotions.
E. It provides a permanent, written, just and factual
record on which to base action, instead of on verbal, unsupported
statements which are easily forgotten or subsequently repudiated.
For the borough and its taxpayers, it puts local
government on a more businesslike basis, with employees insured of
fair treatment and fair pay for a job well done.