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 favorable recommendation, a probationary employee shall be retained and shall be granted a merit increase in accordance with the merit increases provisions of this Division A.[1] An employee serving a new probationary period upon status change will be assigned a new evaluation date for pay and evaluation purposes and will not be granted a merit increase until successful completion of the probationary period. A merit increase will then be granted using the same procedures as stated under the merit increases provisions of this Division A.
[1]
Editor's Note: See § 50-46, Merit increases.
(2) 
Annual performance evaluations are based on service within the past year and shall also be considered for purposes of establishing eligibility for merit 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 merit increase in accordance with the merit increases provisions of this Division A.[2]
[2]
Editor's Note: See § 50-46, Merit increases.
(3) 
Follow-up performance evaluations are conducted, after six months, in the case of an unsatisfactory or poor performance rating in an annual evaluation and shall not be considered for purposes of establishing eligibility for merit increases.
B. 
If a nonprobationary employee is absent from work for more than 1/2 of the evaluation period, the department head will extend the evaluation period equivalent to the length of time absent from work. Upon successful completion of the extended evaluation period, the employee will be granted a merit increase effective the beginning of the next pay period, if he or she missed a merit increase due to the extension, if applicable.
C. 
Part-time employees, being outside the classified service, are not a part of the performance evaluations mandated by this Part 8. Nonetheless, nothing in this Personnel Ordinance shall limit the Town, its officers, department heads and supervisory employees to hold part-time employees to certain performance standards, to evaluate part-time employees with regard to those standards, or to discipline (including termination) part-time employees for the failure to meet such standards.
The Mayor shall be responsible for the overall administration of the employee performance evaluation system. The Mayor may establish standards for the evaluation of attendance, work quality, work quantity, and any other pertinent factors of employee performance and may revoke such standards as may be necessary.
A. 
Each department head shall cause an evaluation of the performance of all full-time employees working under his or her authority to be made not less than once each year, using the Town Employee Performance Evaluation Form.
B. 
Upon completion, the evaluations will be reviewed and signed by the respective department head. All evaluations shall be discussed with the respective employee, regardless of the rating.
C. 
All employees shall sign their evaluations and shall be subject to discipline for failure to sign. Such signature shall be construed as acknowledging review only and not necessarily concurrence. Employees are entitled to record their comments on the evaluation form. All supervisors shall ensure that evaluations are submitted in a timely manner and may be subject to discipline for late evaluations or failure to perform evaluations. An employee whose merit increase (if applicable) is delayed due to a late evaluation will receive a retroactive increase when the evaluation is forwarded to the Office of the Mayor.
A. 
Probationary period. Employees shall be subject to a probationary evaluation on or before the expiration date of the probationary period. The probationary evaluation shall be made as the basis for the determination of retention, extended probation, or dismissal of the employee.
B. 
Annual performance evaluation. The annual evaluation shall be conducted on or before the employee's anniversary date.
C. 
Follow-up evaluation. In the case of an unsatisfactory or poor performance rating in an annual evaluation, a follow-up evaluation shall be conducted, after three months. An unsatisfactory or poor follow-up evaluation in such a case is cause for dismissal.
D. 
Unsatisfactory or poor performance is grounds for disciplinary action at any time. If, however, an employee who receives an unsatisfactory or poor performance rating in an annual evaluation is not dismissed, the supervisor shall conduct a follow-up evaluation of the employee after three months. If after that three-month period the employee's performance is rated as unsatisfactory, the employee shall be subject to dismissal. If the employee's performance is rated as poor, the supervisor may continue to counsel the employee to improve the employee's performance.
A. 
Probationary status employees.
(1) 
Upon receipt of a favorable recommendation from the department head, a probationary employee shall be retained and shall be granted a merit increase, subject to the availability of funds, in accordance with the merit increases provisions of this Division A.[1]
[1]
Editor's Note: See § 50-46, Merit increases.
(2) 
Upon receipt of an unfavorable recommendation from the department head, an employee may be extended on probation or terminated.
B. 
Nonprobationary status employees.
(1) 
Upon receipt of a satisfactory or better performance rating in an annual evaluation, the employee shall be granted a merit increase at the beginning of the fiscal year following the anniversary date, subject to the availability of funds, in accordance with the merit increases provisions of this Division A.[2] This performance evaluation is final and not subject to the grievance procedure.
[2]
Editor's Note: See § 50-46, Merit increases.
(2) 
Upon receipt of an unsatisfactory or poor performance rating in an annual evaluation, the employee shall be denied a merit increase. This performance evaluation is subject to the grievance procedure.