(a) Every employee must meet basic standards of performance in his work. At a minimum, he must fulfill the criteria established in the job description contained in the Classification Plan. The employee will be judged on:
(1) How well he is fulfilling the job criteria;
(2) Quality and quantity of work;
(3) Dependability;
(4) Work habits;
(5) Initiative;
(6) Judgment; and
(7) Other factors as may be determined by the Director of Employee Relations and/or the department head.
(b) During the probationary period, the employee shall be evaluated continuously and informally by his immediate supervisor. A formal evaluation shall be completed at the conclusion of the employee's probationary period and yearly just prior to the employee's anniversary date thereafter.
(c) Upon completion of an evaluation, the supervisor shall review the same in a personal interview with the employee in order to discuss areas of needed improvement and/or commendable performance. If the evaluation is below average, written recommendations shall be given to the employee during the interview.
(d) The employee performance report shall be signed by the supervisor and the employee with a copy of the form being placed in the employee's personnel file and a copy retained by the employee.
(e) Employee evaluation sheets are confidential employee records. The Director of Employee Relations shall maintain these forms as a part of the employee's permanent file for a period of not less than five years. Access to the forms and other materials in the employee's personnel file shall be denied to all but the employee's department head, the Director of Employee Relations, the City Manager and the employee.
(Ord. 14-78. Passed 11-28-78.)