5210610S Payroll PPM v1

employee. 2.5 The final annual evaluation should be signed by both the employee and supervisor and forwarded to the Human Resources Department to be maintained in the employee’s personnel file, in accordance with local, state, and federal records retention laws. The mid-year evaluation should be kept by the employee’s supervisor as part of the evaluation packet and turned in as part of the year end evaluation. 2.5.1 Signature on a performance evaluation is an acknowledgement by the employee that they have been given the opportunity to read the evaluation and to discuss it with their supervisor. It does not necessarily indicate that the employee agrees with the evaluation. 2.6 When pay adjustments are based on employee performance the employee must receive an overall evaluation rating of “Successfully Meets Expectations” or above in the annual evaluation. Those employees who receive an overall rating of “Needs Improvement” on their most recent annual evaluation will not be eligible for a merit pay adjustment increase. 2.7 If an employee’s overall year-end performance rating is “Needs Improvement”, the employee’s supervisor shall develop a written Performance Improvement Plan outlining performance deficiencies and actions to be taken to correct these deficiencies. A timeline for correcting the deficiencies shall also be set not to exceed 90 days following the year- end performance evaluation. If the employee’s performance does not improve to a “Successfully Meets Expectations” rating by the end of the 90 day period, the supervisor will initiate disciplinary action as appropriate.

Effective date: Approved by: Prepared by:

09/30/2017 City Manager

Human Resources

Supersedes:

300-8

Rev.:

A

Revision History Date

Reference Section(s)

Rev. No.

Change

100