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(a) The main purposes of job performance evaluations are to:
(1) Develop job expectations for each position of employment and a standard from which to measure employee performance.
(2) Recognize Municipal and Municipal Utilities Department employees for "outstanding", "very good" and "good" job performance and develop ways to improve the performance of employees with "improvement needed" or "unsatisfactory" performance.
(3) Identify and develop action and training plans and establish goals within the defined period.
(4) Act as a forum for individual career development issues.
(5) Provide historical data for consideration in promotional opportunities where permissible and not in violation of Civil Service Rules.
(6) Provide a formal time and place for all of the above to occur.
(b) Each department head shall use the designated performance evaluation form available in the Human Resources Department. Additional information may be attached on a separate sheet of paper.
(c) The procedures set forth in this division (c) shall be used in completing job performance evaluations.
(1) All employees (except seasonal hires) shall be evaluated at least annually between 45 to 60 days prior to their anniversary date. To be eligible for pay or step increases, an employee's evaluations must be up to date.
(2) Each employee shall be evaluated by his or her immediate supervisor or supervisors. If an employee has been reassigned to a new supervisor within 90 days prior to the evaluation date, the new supervisor shall consult with the previous supervisor in completing the job performance evaluation. If an employee receives approximately equal supervision from more than one supervisor, the supervisors shall jointly submit one evaluation of that employee's job performance.
(3) Completed reviews shall be examined and signed off by the department head prior to submission to the Human Resources Department.
(4) After completion of an employee's job performance evaluation, the employee and the evaluator shall meet to review the employee's job performance evaluation. During such review meeting, the employee's rating in each of the applicable general factor criteria shall be discussed. The signature of the employee on the form denotes that the employee has seen the job evaluation report. The employee shall be afforded the right to comment in writing on his or her job performance evaluation within 30 days of receipt of such job evaluation report.
(d) Outstanding, Very Good or Good Appraisal Rating.
(1) An employee receiving an "outstanding", "very good" or "good" rating may be recommended for a promotional step increase or raise where no steps exist.
(2) If a step increase or a raise is recommended a formal written request along with a copy of the performance evaluation shall be forwarded to the Human Resources Committee of City Council for appropriate review and sponsorship 45 days before the employee's anniversary date.
(e) Improvement Needed or Unsatisfactory Appraisal Rating.
(1) An employee receiving an "improvement needed" or "unsatisfactory" rating shall not be recommended for a promotional step increase or raise.
(2) Additionally, such employee shall participate in developing written objectives and confer with the evaluator to help improve his or her job performance and appraisal rating.
(3) The employee shall be evaluated again within 60, days and if the employee does not improve, the administration and the employee shall be so advised by the employee's department head for further action.
(f) Probationary Employee. Employees shall be considered probationary until completion of one year of service to the City or the expiration of their probationary period as defined in the applicable collective bargaining agreement, if such exists under the original appointment. Probationary employees shall be evaluated a minimum of two times during their probationary period. Probationary employees shall be evaluated after completing six months of service and prior to the end of their probationary period. Upon the completion of their probationary period, the department head shall indicate on the evaluation form whether the employee has successfully completed the period and whether the employee shall be retained. The department head may extend the probationary period by submitting a written request detailing the necessity of such a measure to the Human Resources Director.
(g) Promotional Employees.
(1) Employees being promoted to a higher job classification shall serve a one-year probationary period (unless the applicable collective bargaining agreement defines a lesser probationary period) in their new classification.
(2) Promotional employees shall have a minimum of two job performance evaluations during their probationary period. One shall be six months after their latest evaluation, and the second job performance evaluation shall be completed at least 45 days before the termination of the probationary period. If a promotional employee serving a probationary period receives two "improvement needed" or "unsatisfactory" job performance evaluation ratings, the employee may be returned to their previous position.
(3) In a case where the appointment is promotional reclassification or transfer, the employee shall be placed at the pay step of the new classification which is immediately greater than the employee's present rate of pay. When it is a non-promotional/lateral transfer, the employee shall be placed in the pay step closest in pay to the employee's present rate of pay, or the employee may be kept at the same rate of pay, provided the rate of pay is less than Step V of the new classification. After the one-year probationary period for the transfer, the employee may be granted a raise or step increase to the nearest step of the classification which increases the employee's pay rate, and provided the performance appraisals are up to date.
(h) Reclassified Employees.
(1) In addition to a job performance evaluation to be completed annually, whenever any employee is recommended for reclassification by the department head, the department head shall submit an updated job evaluation form to the administration for its use in determining whether to make such an appointment.
(2) In a case where the appointment is promotional reclassification or transfer, the employee shall be placed at the pay step of the new classification which is immediately greater than the employee's present rate of pay. When it is a non-promotional/lateral transfer, the employee shall be placed in the pay step closest in pay to the employee's present rate of pay, or the employee may be kept at the same rate of pay, provided the rate of pay is less than Step V of the new classification. After the one-year probationary period for the transfer, the employee may be granted raise or a step increase to the nearest step of the classification which increases the employee's pay rate provided the performance appraisals are up to date.
(i) Each department head shall be evaluated annually by the Mayor using the prescribed form. Exceptions are the Clerk of Council, who shall be evaluated by the President of Council, and the Chief Utilities Executive who shall be evaluated by the Board of Utilities.
(j) Job evaluations for department heads shall be completed by July 1 of each year and forwarded to the Human Resources Director and the President of Council.
(Ord. 209-04. Passed 10-11-04.)