(a) Standards. Every employee shall receive a copy of their job description and acknowledge in writing that they have reviewed and understand its content. Every employee must meet basic standards of performance in his or her work. At a minimum, he or she must fulfill the criteria established in the applicable job description. Council shall approve all job descriptions. The employee shall be judged on:
(1) How well he or she 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 appointing authority and/or the department head.
(b) Probationary period. During the probationary period, the employee shall be evaluated continuously and informally by his or her 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) Confidentiality. Employee evaluation sheets are confidential employee records. The appointing authority 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 appointing authority, the Mayor, the Village Administrator and the employee.
(d) Use of performance evaluations. The quality of performance rendered by the employee in the past shall receive due consideration in such personnel matters as promotions, transfers, demotions, terminations and salary adjustments.
(Ord. 2844, passed 12-20-10)