(A) Performance evaluations.
(1) The performance of all employees should be evaluated on an annual basis, using the form specified in this manual or other evaluation form approved by the supervisor. In addition, formal performance evaluations should be conducted on employees at the end of six months for newly hired employees. This allows the supervisor and the employee the opportunity to discuss job responsibilities, standards, and performance requirements, to correct deficiencies, to reinforce employee strengths, and to delineate goals.
(2) Additional formal performance reviews may be conducted to provide both supervisors and employees the opportunity to discuss job tasks, identify and correct weaknesses, encourage and recognize strengths and discuss positive, purposeful approaches for meeting goals. Supervisors and employees are strongly encouraged to discuss the employee’s job performance and the supervisor’s goals on an informal, regular basis.
(3) Performance evaluations shall be confidential and shall be made available only to the employee evaluated, their supervisor and to a prospective supervisor if a transfer or promotion is being considered.
(4) Performance evaluation forms are maintained by the supervisor in the employee’s administrative file.
(B) Exit interviews. Every employee upon termination of his or her position, either voluntarily or because the supervisor recommended termination of the employee, shall have an exit interview. However, the employee may decline the exit interview, but it must be in writing. The employee's supervisor will normally conduct the exit interview. However, the Town Council members may, at their discretion, conduct or participate in the exit interview.
(Ord. 05-04, passed 2-28-2005; Am. Ord. 2012-01, passed 1-9-2012)