[Amended 4-4-2017 by Ord.
No. 11-17]
A. All full-time employees shall receive performance evaluations. The
primary purpose of the employee performance evaluation is to inform
employees of their performance and offer constructive criticism for
improving that performance. The three types of performance evaluations
are probationary, annual, and follow-up.
(1)
Probationary performance evaluations are based on service within
the probationary period. Upon receipt of a satisfactory performance
evaluation and a favorable recommendation from the department head,
a probationary employee shall be retained. An employee serving a new
probationary period upon status change shall be assigned a new evaluation
date for pay and evaluation purposes.
(2)
Annual performance evaluations are based on service within the past year and shall also be considered for purposes of establishing eligibility for step increases, determining the need for performance-related disciplinary actions, selection decisions, and order of layoff. Upon receipt of a satisfactory or better rating, the employee shall be granted a step increase in accordance with §
86-3-103.
(3)
Follow-up performance evaluations are conducted, after six months,
in the case of an unsatisfactory or needs improvement performance
rating in an annual evaluation and shall not be considered for purposes
of establishing eligibility for step increases.
B. If a nonprobationary employee is absent from work for more than 1/2
of the evaluation period, the department head shall extend the evaluation
period equivalent to the length of time absent from work. Upon successful
completion of the extended evaluation period, the employee shall be
granted a step increase effective the beginning of the next pay period,
if the employee missed a step increase due to the extension, if applicable.
The Directory of Personnel, shall be responsible for the overall
administration of the employee performance evaluation system. The
Director of Personnel may establish standards for the evaluation of
attendance, work quality, work quantity, and any other pertinent factors
of employee performance and may amend or revoke such standards as
may be necessary.