[CC 1996 §130.430; Ord. No. 1030 §1, 12-8-1997]
A.
The
purposes of the performance evaluation plan are several and are set
forth below:
1.
Evaluate individual work performance.
2.
Improve the efficiency and productivity of the municipal work force.
3.
Identify employee training and development needs.
4.
Provide a basis for merit-based step increases within the pay plan.
5.
Document employee performance for the purpose of future personnel
decisions including, but not limited to, promotion, suspension or
dismissal.
[CC 1996 §130.440; Ord. No. 1030 §1, 12-8-1997]
A.
Timing. Each employee will be evaluated annually, one (1)
month prior to his/her anniversary date of employment or promotion.
B.
Evaluators. The immediate supervisor will evaluate the employees
for whom they are directly responsible. If an employee has had more
than one (1) immediate supervisor during the previous year, each of
those supervisors should evaluate the employee individually and then
meet amongst themselves to develop and agree upon a joint evaluation.
The evaluations conducted by the immediate supervisor(s) will be reviewed,
in turn, by the City Administrator.
C.
Evaluation Interview And Discussion. The current immediate
supervisor will meet with the employee being evaluated. The written
evaluation will be shared with the employee. At the conclusion of
the evaluation interview, the employee will sign the evaluation form.
Signing the form by the employee does not indicate whether or not
they are in agreement with the evaluation.
D.
Merit Pay Increases. Based on the performance evaluation,
employees will advance in their pay grade or remain at the same pay
step as set forth in Section 130.390. Any advancement in their pay
grade will take effect on their anniversary date of employment or
promotion.
