The Town recognizes the need for a performance evaluation system to:
A. 
Assess fairly and accurately an employee's strengths, weaknesses and potential for growth.
B. 
Encourage and guide the employee's development of his or her special skills and work interests.
C. 
Assure the granting of increases and consideration for more complex work based on performance.
D. 
Provide a method of improving operational programs through employee input.
E. 
Identify training needs.
The Town Administrator shall be responsible for the establishment and maintenance of the employee performance evaluation system. Employee evaluation is the continuing day-to-day responsibility of the supervisor. Annually and prior to effecting a performance increase, the supervisor will make a written evaluation of the employee's performance.
A. 
Annual evaluation. In the 11th month of each fiscal year, each employee's supervisor shall conduct a formal, written evaluation of the employee's work performance for the entire fiscal year. The annual evaluation shall include a review of the employee's annual goals and objectives and the extent to which those have been completed, as well as other job related factors. The evaluation will also include plans to correct deficient areas and the development of a new set of goals and objectives. This evaluation shall form the basis of any employee merit increase approved.
B. 
Goals and objectives. As part of the employee performance evaluation system, the Town Administrator is responsible for devising a procedure for the establishment of annual goals and objectives for each employee.
C. 
Coverage and procedure. The coverage and procedure for the implementation of the Performance-Based Salary Increase System, increase system, goals and objectives establishment and annual employee evaluations are set forth in a manual developed and implemented by the Town Administrator.