A. Probationary Period Evaluations. The department head shall discuss performance with the employee during the probationary period. The employee must receive a written performance evaluation of satisfactory or better at the end of the probationary period before the employee can become a classified employee entitled to all of the rights and benefits of that status. Also see Section 2.92.090(B).
B. Other Evaluations. Other evaluations may be done at the discretion of the department head under the following conditions:
1. Unsatisfactory performance;
2. Promotion or reassignment;
3. Demotion or suspension.
C. Contents of Evaluation. A performance evaluation shall contain an overall appraisal of the employee's performance such as satisfactory, above satisfactory, or unsatisfactory. The performance evaluation shall state areas of responsibilities and standards of performance. Performance appraisals become part of an employee's personnel file.
D. Unsatisfactory Evaluation. In the event a classified employee receives an evaluation of unsatisfactory, the employee shall be provided with written information in the evaluation as to specific areas of deficient performance and steps for improvement, and also shall be warned that failure to meet reasonable performance standards of the position within a set time period, not to exceed ninety days, shall result in dismissal. An employee who receives an overall evaluation of unsatisfactory shall be reevaluated within ninety days, and, if performance remains unsatisfactory, shall be dismissed pursuant to the procedures in this chapter.
E. Employee Rebuttal. The employee may submit a rebuttal statement to the performance evaluation which shall be attached to and become a part of the performance evaluation. The rebuttal shall be submitted within ten days of the evaluation and shall become part of the employee's personnel file. (Ord. 435 § 6.1,2001)