(A) General. City policy requires supervisors to regularly review employee performance through a review process. Employee performance evaluations are an essential communication process between the employee and his or her immediate supervisor. Such evaluations provide information relating to training needs, targeting the strengths and weaknesses of the employee’s work performance and measuring the relationship between goals and objectives and the employee’s job performance. The purpose of the evaluation is to review with the employee how well he or she is performing his or her job and address any performance issues. It also serves as a basis of personnel decisions such as promotion and termination.
(B) Frequency. New employees or employees promoted into a new position will receive a performance review after 90 days of employment or promotion, 180 days after the conclusion of the six- month probationary period, and again after one year of employment. Continuation of employment after six months is contingent upon receipt of a satisfactory performance review. All employees will receive a performance review annually in January of each year after the above timelines.
(C) Procedure.
(1) The City Council supervises the City Recorder and the working Public Works Director. As such, performance counseling and reviews shall take place as an executive session of the City Council unless the employee requests that the session be open to the public. The employee must communicate this decision within five working days to the City Recorder so the session may be noticed and scheduled. The city must give the employee a minimum of 20 working days’ advance notice of the meeting to discuss performance counseling and reviews as an open session. An open session does not entitle the public to provide comment.
(2) At the beginning of the performance review period, the supervisor and employee will jointly agree in writing on specific performance goals and objectives for the performance review period. These goals and objectives will reflect components of the employee’s job description, but be more specific to the performance review period itself.
(3) At least once during the performance review period, the employee and supervisor will meet for a documented performance counseling session to review the goals and objectives and make adjustments as necessary. The emphasis should be on positive performance, improvements, goals and objectives.
(4) At the conclusion of the performance review period, the employee will self-evaluate how well he or she achieved the goals and objectives and provide this information to the supervisor. The employee and supervisor will meet, discuss and document the performance review in writing.
(5) The employee’s performance review will be signed by the employee and the supervisor. This document shall be placed in the employee’s personnel file.
(Res. 2010-23, passed 11-4-2010)