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377 L - Performance Management
City of Greensboro Personnel Policy Manuał
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A. Within a period of 30 days before his merit eligibility date, the employee will be formally
evaluated in writing on the progress made on the work plan. Depending on whether the plan
was written on a fiscal or anniversary date basis, the employee will be rated on a progress-
to-date or a completion basis. If the work plan is written on a fiscal year basis, the employee’s
evaluation will be based on accomplishments from two overlapping work plans.
B. During the employee’s evaluation conference, the supervisor should review with the
employee the objectives and standards which were agreed on during the planning conference
and the actual accomplishments. The supervisor should be prepared to give specifics on the
employee’s accomplishments as well as areas needing improvement. The conference should
be a constructive, positive experience for the employee. The employee should feel that the
supervisor is concerned with his progress and future.
C. As part of the appraisal process, the supervisor should complete an Employee Evaluation
Form. After the Employee Evaluation Form has been completed and signed, the original is
sent to the Human Resources Department. A copy is retained in the department and a copy
is given to the employee. A signed copy of the Employee Evaluation Form, with supporting
documentation, should accompany the payroll form when making merit requests.
D. When the performance review is concluded, the employee and supervisor will then make
arrangements to begin discussion of the work plan for the next 12 months. The planning
session for the coming year can be held either following the appraisal conference or scheduled
at a later date.
7.0 HUMAN RESOURCES CONTACT
Compensation Staff; Employee Relations Staff
8.0 APPENDIX, APPENDICES