§ 32.080  CORE VALUES.
   (A)   The city has developed core values that represent performance expectations for all employees. While job expectations are different for different positions, these core values are the basic principles that the City Council uses to evaluate its employees. In addition to the definition given for each core value, supervisors may create additional expectations for one or more of the core values that are specific to each position or department. These additional expectations should be clearly communicated to employees.
   (B)   Performance review core values are as follows.
      (1)   Communication. The city values communication that is effective in sharing information internally and externally. Verbal and written communication should minimize misunderstanding between all involved parties.
      (2)   Customer service. The city values high quality, helpful and timely service. Customer service is effectively relating to and serving the needs of the public. Employees should show concern and respect for the public at all times.
      (3)   Initiative and innovation. The city values independent initiative and innovation demonstrated by its employees. This relates to the ability to see and solve problems through creativity, inventiveness and application of other’s ideas and how well the employee takes initiative to develop new methods of completing work that are superior to current methods.
      (4)   Job duties. The city expects each employee to perform the duties of his or her position. This standard measures the degree to which the employee fulfills the basic expectations of his or her position, meets performance objectives and/or helps to achieve specific departmental goals assigned to them.
      (5)   Job effort/quantity of work. The city values productivity from all employees. This standard measures how hard the employee works at given tasks, the total amount of quality work completed by an employee and the demonstrated ability to make the best use of time in meeting deadlines.
      (6)   Job skills and knowledge. The city places a high value on the knowledge attained by its employees as well as the positive application of that knowledge. This refers to the amount of job-related knowledge the employee has and how well that knowledge is applied. Additionally, it includes the willingness of employees to seek opportunities to expand job knowledge.
      (7)   Quality of work. The city values a high level of quality in every aspect, whether in written communication, service provided or product produced and delivered. An employee’s work should reflect careful planning, correct decisions and effective follow-through. An employee should exhibit the ability to produce results that meet or exceed standards of quality.
      (8)   Safety and risk management.
         (a)   The city values the lives and safety of its employees above all else. This standard measures the degree to which the employee follows safety practices which result in safety for self, other employees and the public.
         (b)   Safe practices are indicated by vehicle accident experience, personal injury experience, citizen safety experience and participation in promoting safety on the job.
      (9)   Use of available resources. The city provides resources and technology to assist and benefit employees in their jobs. The employee is expected to use city resources effectively and strive to control costs while continuing to provide excellent service. Employees should allocate resources efficiently and effectively. Employees should also be willing to learn and use new and existing technology.
      (10)   Teamwork. The city values effective teamwork among employees. This measure relates to how willing an employee is to work with others. This includes the willingness to assist and support other employees in completing their assigned tasks.
(Res. 2010-23, passed 11-4-2010)