§ 37.630 PERFORMANCE REVIEW PROGRAM.

   (A)   In general. The employee's supervisor normally completes the performance review with input and review from other appropriate supervisors, managers and the Director/Chief. All performance reviews shall be discussed with the respective employee.

   (B)   Performance review criteria. The employee's job description and/or corresponding standards serve as the basis for performance review.

   (C)   Review schedule.

      (1)   Initial probationary period. At least two weeks prior to completion of the initial probationary period, the supervisor shall complete a performance review in accordance with §§ 37.613 and 37.614, unless the employee is to be rejected on initial probation.

      (2)   Annual performance review. The supervisor shall conduct a performance review at least once per year but may conduct reviews more frequently. If an employee does not maintain a satisfactory level of performance, the manager in consultation with HR shall place the employee on performance probation.

   (D)   Interim performance review. When an employee's performance declines to an unacceptable level, a supervisor shall conduct a review of an employee's performance. If an employee's performance is less than satisfactory the manager may place the employee on performance probation in consultation with HR.

   (E)   Performance probation review. The supervisor shall complete a follow-up review no later than three months after an employee is placed on performance probation. A follow-up review where the employee does not maintain a satisfactory level of performance may be cause for discharge.

   (F)   Grievances of performance reviews. An employee's performance review is not subject to the grievance procedure except where the employee receives no pay increase or is placed on performance probation.

(Ord. 2022-15, passed 11-3-2022)