[Amended 6-10-1997 by Ord. No. 97-4]
The purpose of the employee performance evaluation
shall be primarily to inform employees about how well they are performing
their work and how they can improve their work performance. The performance
evaluation will also be used in determining salary increments; as
a factor in determining order of layoff; as a basis for training,
promotion, demotion, transfer or dismissal; and for such other purposes
as set forth in these regulations.
[Amended 6-10-1997 by Ord. No. 97-4]
On original appointment or on promotions, all
employees except temporary workers shall be evaluated at the end of
the six months of service, at the end of 12 months of service and
annually thereafter. An employee shall not be eligible for a pay raise
until the performance evaluation form has been completed and processed.
[Amended 6-10-1997 by Ord. No. 97-4]
A.Â
Employees receiving unsatisfactory ratings, as determined
by the City Manager, are reviewed again within three months but cannot
be granted pay increases until they have completed six months of satisfactory
service. If six months of satisfactory service is not completed, the
employee shall be dismissed or demoted to a level consistent with
his abilities.
B.Â
The point rating scale is provided merely for convenience
of supervisory comparisons and must be evaluated in light of actual
ratings of each element.
C.Â
In evaluating employees, care should be taken to utilize
the ranking of "outstanding" except on occasions when an employee
demonstrates unusual performance in the elements being rated.
D.Â
Evaluations shall be prepared by the immediate supervisor
of each employee and reviewed by the appropriate department head.
An employee in a supervisory position who is leaving the position
shall be required to submit performance evaluation forms on all the
employees under his supervision who have not been evaluated within
the previous six-month period.
[Amended 6-10-1997 by Ord. No. 97-4]
Each employee shall have the opportunity to
review every evaluation made of him. Upon a review of the evaluation,
the employee shall note in writing that his evaluation has been reviewed.
[Amended 11-13-2014 by Ord. No. 14-17]
Any City employee who feels that his performance
evaluation is not correct shall have the right to appeal the evaluation
through higher levels of authority until the appeal reaches the City
Manager, who shall have final administrative authority. Employees
are prohibited from invoking the City Grievance Procedure to contest
any part of a performance evaluation.
Performance evaluations shall be confidential
and shall be made available only to:
For the purpose of determining or investigating
possible inefficiency, incompetency or the need for disciplinary action
of an employee at any time, a special evaluation may be conducted
and reviewed with the employee.
