5210601S Payroll PPM

accomplishments, and they help to coordinate the work of individual employees with the City’s organizational goals. The review process also provides an opportunity for professional growth for individual employees. 1.2 All active employees with at least six months of continuous service will receive a formal performance evaluation from their supervisor which documents the employee’s actual, overall, performance during the evaluation period. Such evaluation may be made in writing or through an electronic process designated for such evaluation purposes. 1.3 Reviews are official documents, as well, that are used for administrative decisions. Reviews must accurately assess an employee’s overall performance during the review period. The review should cover all aspects of performance, including issues that may be under appeal at the time the review. The review should acknowledge the appeal, however. Department and Division leaders are responsible to coordinate so that evaluations are consistent among their supervisors. 1.4 Reviews are personnel records. Both supervisors and employees should protect the privacy of these records and they should conduct their discussions about the reviews in an appropriate setting. 2.1.1 At the beginning of the evaluation period, establish annual goals, key job responsibilities, core competencies, and an option to create an individual development plan 2.1.2 A Mid-Year review of progress toward annual goals, key job responsibilities and core competencies 2.1.3 At the conclusion of the evaluation period, a formal evaluation and feedback of annual goals, key job responsibilities, core competencies, and the optional individual development plan 2.2 The supervisor should review with the employee, at the Mid-Year review and the end of the evaluation period, the key job responsibilities, competencies, goals, and expectations, which were established at the beginning of the evaluation period. The supervisor should be prepared to give specifics on the employee’s accomplishments as well as areas of opportunity for improvement. 2.3 While all full time employees will receive an evaluation, the evaluation received will be based on position within the City. City-wide evaluation instruments are customized based upon the employee’s assigned job family. If an employee changes positions and the new position is in a different job family, then the evaluation instrument used will be determined by the position that the employee spent the most amount of time during the evaluation period. 2.4 A reviewer will ensure that the evaluation is fair, supported by performance observations, and consistent before it is finalized and shared with the Annual Performance Evaluation Process 2.1 The annual performance evaluation process will include:

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Policy 300-20B

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