[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.
[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.
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."
