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(A) All employees will receive an annual performance appraisal. Performance appraisals are designed to measure an employee's individual contribution to the village. Employee performance will be measured based on how well the employee meets the responsibilities of his or her job, primarily with regard to the quality and quantity of work, dependability on the job, and compatibility with fellow employees.
(B) The performance appraisal process is important because it may serve as a basis for a salary increase and provides an opportunity to address an employee's personal and professional growth and development, goals for desired performance improvement, and any changes in job responsibilities or expectations.
(C) An employee's immediate supervisor will tell him or her the basis upon which the employee's performance will be evaluated, and is responsible for evaluating the employee's performance in an informed, unbiased, objective and carefully determined manner. Employees will have the opportunity to meet with his or her immediate supervisor to review the results of the performance appraisal. Following that meeting, employees will be offered an opportunity to comment on his or her evaluation and asked to sign the evaluation.
(Ord. 2005-13, passed 12-20-05; Am. Ord. 2019-06, passed 12-17-19)
Employees are authorized to engage in outside employment where such employment does not adversely affect or interfere with the performance of an employee's municipal job. Each department head shall have the right to restrict an employee from outside employment if he or she determines such outside work is interfering with the employee's municipal job performance. Employees who violate the department head's restrictions in this area shall be subject to disciplinary action, up to and including termination.
(Ord. 2005-13, passed 12-20-05; Am. Ord. 2019-06, passed 12-17-19)
(A) The village may provide cellular telephones, electronic paging devices, and wireless personal communications devices to employees in order to improve productivity, enhance customer service to our citizens, and/or to enhance public safety services. Those employees eligible for assignment of wireless communication devices are designated by the Village Manager commensurate to their job duties. The village maintains the right to access any and all messages communicated through electronic means when village owned equipment is used.
(1) Decisions regarding the use of village cellular telephones, electronic paging devices, and wireless personal communications devices, which are not explicitly stated herein, will be left to the discretion of the Village Manager.
(2) Department heads are authorized to administer, provide guidance on, and assure compliance with the features of this policy.
(3) Village owned cellular telephones, electronic paging devices, and other wireless personal communications devices are intended for and expected to be used for village business. Personal usage unrelated to work assignments is permitted, as long as the personal use is reasonable, prudent, and minimal. Under no circumstances shall village owned equipment be used to conduct business not related to the village.
(B) Cellular devices, used appropriately, provide an opportunity to improve productivity and improve the excellent level of customer service that the village delivers. This is a guide for employees who by the nature of their work, routinely use mobile communication devices in the performance of their jobs.
(C) The Village Manager or department head shall have the right to revoke an employee’s cellular telephones, electronic paging devices, and other wireless personal communications devices provided to the employee by the village for any reason up to and including if any inappropriate usage is determined. Any inappropriate usage may be grounds for discipline, up to and including termination.
(Ord. 2005-13, passed 12-20-05; Am. Ord. 2019-06, passed 12-17-19)
The Personnel Department shall maintain all necessary records for the maintenance of the municipality's personnel system. Each employee's application, authorizations for pay increases, promotions, disciplinary actions of record, appraisals, and other matters that establish a complete personnel history shall be maintained in this office. All employees are required to immediately notify this office of changes in address, phone number, marital status, or any other change that may affect personnel records. Subject to the supervision and authority of the Municipal Manager, the Personnel Director shall be responsible for the functions of the Personnel Department, including the explanation and interpretation of all personnel policies, regulations, or related matters.
(Ord. 2005-13, passed 12-20-05; Am. Ord. 2019-06, passed 12-17-19)
Council, being the legislative body for the municipality, is required by the Charter to be separate in their operation from all other municipal employees. Therefore, in compliance with Charter § 2.18, neither Council nor its committees shall in any manner take part in the discipline of, nor give orders to, any subordinates and employees in the administrative service of the municipality responsible to the Municipal Manager, but must deal directly with the Municipal Manager. Council may inquire into the conduct of any office or department or any affairs of the Municipality.
(Ord. 2005-13, passed 12-20-05; Am. Ord. 2006-03, passed 3-21-06; Am. Ord. 2019-06, passed 12-17-19)
COMPENSATION AND BENEFITS
(A) The village maintains a pay grade allocation list for all regular employees which designates the pay range to be paid to a particular position. Each pay range shall consist of the five pay steps: A, B, C, D, E.
(B) The village retains the right to place new employees at any step in the appropriate pay range if warranted by the employee's prior training and/or experience. Employees may advance in pay steps based on experience and/or yearly evaluations with approval of direct supervisor/manager and Municipal Manager.
(C) The village also maintains an employee classification list which identifies the various positions of employment with the village, the basic requirements to fill each position, and the type of work performed in each position.
(D) The pay grade allocation list, as well as the employee classification list, is reviewed annually, concurrent with budget deliberations, and at least every November by the Council and Municipal Manager.
(Ord. 2005-13, passed 12-20-05; Am. Ord. 2012-05, passed 10-2-12; Am. Ord. 2018-01, passed 6-19-18; Am. Ord. 2019-06, passed 12-17-19; Am. Ord. 2020-20, passed 12-15-20)
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