A. 
The City recognizes the need for an operating employee evaluation system in order to:
1. 
Fairly and accurately assess the granting of pay step increases to employees, based upon quality of work;
2. 
Fairly and accurately evaluate an employee's strengths, weaknesses and potential for growth and promotion;
3. 
Provide a method for improving operating programs through employee participation.
B. 
Pay increases to the next step within a grade are not attained automatically. An employee must earn a pay step increase through proven ability to competently perform the required duties and responsibilities of the position to which the employee is allocated. In order to qualify for a pay step increase, an employee must receive an acceptable level of competence review by his or her supervisor. Failure to obtain this classification on the evaluations as scheduled below may result in no pay increase for the employee.
(Prior code § 8B-158)
The City Administrator's office is responsible for overseeing the employee performance evaluation system. Employee evaluations shall be an ongoing, day-to-day responsibility of all employees at the supervisory level, who shall prepare written evaluation forms for their subordinates as scheduled below.
(Prior code § 8B-159)
A. 
Employee performance evaluations shall be conducted every 6 months based on the employee's date of hire or date of promotion.
B. 
No later than 15 working days after the date of hire or promotion, an employee's supervisor shall prepare an employee performance evaluation form. The supervisor shall evaluate the employee based on a variety of factors as applied to the assigned duties and responsibilities of the position occupied by the employee as outlined in the job description for that position. The supervisor shall note conspicuous strengths, capabilities and skills as well as weaknesses. The supervisor shall then discuss the evaluation with the employee so that the employee will be informed of his or her performance in relation to the evaluation standards. The supervisor shall also solicit the employee's observations of the department's program and his or her assignments, especially his or her suggestions for improving assignments, functions or work procedures and any special problems noted. The employee shall have the opportunity to discuss any other point(s) he or she feels the supervisor may have overlooked and may write any comments he or she wishes to make on the form. The employee shall sign the form confirming that a discussion was held with the supervisor.
C. 
At the time of the evaluation discussion, the supervisor shall also thoroughly review the job description with the employee to note any major changes which either of them feel have taken place in the employee's job, and to clarify duties which the supervisor assigns to the job. The supervisor, with the assistance of the employee, shall prepare a written description of major changes, additions or deletions in the employee's duties and shall forward this description to the department head for his or her review and approval and forward it to the City Administrator's office for classification review.
D. 
The department head shall review all employees' evaluation forms for completeness and content. The department head shall pay particular attention to the employees' suggestions for improving departmental procedures. The department head must submit all of the evaluation forms to the City Administrator's office no later than 20 working days after the above-mentioned dates.
(Prior code § 8B-160)
A. 
An acceptable level of competence review is an indication that the employee is performing the assigned duties of his or her position in a manner which contributes to the efficient and timely operation of the department.
B. 
An unacceptable level of competence review is an indication that the employee is not performing the assigned duties of his or her position in a manner which contributes to the efficient and timely operation of the department.
C. 
Pay step increases shall be determined by the level of competence review rendered by the employee's supervisor on the following basis:
1. 
When an employee receives an acceptable level of competence review on both evaluations in a one-year period, his or her pay step increase shall be guaranteed.
2. 
When an employee receives only one acceptable level of competence review in a one-year period, his or her department head shall have the authority to decide whether or not the employee receives a pay increase. Such determination will be subject to the City Administrator's approval.
3. 
Should an employee receive 2 unacceptable level of competence reviews in a one-year period, he or she shall be deemed ineligible for a pay step increase.
(Prior code § 8B-161)