(A) General.
(1) In addition to probationary period evaluations, performance evaluations relative to the conduct and capacity of all employees in the classified service may be made once each year by the appointing authority. Performance evaluations shall be used as a tool of communication, supervision and training. The Commission, in conjunction with the City Administration, shall prescribe the manner and forms of evaluation.
(2) When evaluation reports have been marked, reviewed, and signed, a copy shall be furnished to the employee, a copy may be retained in the employee's department, and the original shall be forwarded to the employee's personnel file. A copy of the evaluation will be filed with the Commission.
(B) Purpose.
(1) Promotional opportunities shall be dependent upon an employee maintaining satisfactory standards of efficiency and performance.
(2) Employees with a performance rating of less than satisfactory for the year immediately preceding their step increment date shall not be eligible for a step increase until a satisfactory service rating is attained in either an annual or special evaluation.
(3) Candidates for promotional examinations are required to have a satisfactory performance rating average for the year immediately preceding the examination.
(4) Any case of the failure of a classified employee to perform his or her duties in a satisfactory manner may be cause for disciplinary action. The performance evaluation may be utilized in demonstrating an employee's unsatisfactory performance.
(5) In the event an employee competing for a promotional position does not have a performance evaluation in the year preceding the closing date for the promotional exam, the employee will be given full credit for efficiency on the promotional examination.
(C) Content of performance evaluations. The evaluation system shall incorporate the objectives of a performance evaluation, direct who is to complete evaluations and who is to be evaluated, indicate when evaluations are to be conducted, establish categories of performance evaluations which shall indicate the areas of performance to be evaluated, establish the guidelines for the categories of evaluation, and prescribe the forms for performance evaluations.
(D) Conduct of performance evaluation. Each employee shall be evaluated by his or her immediate supervisor or as otherwise established by the appointing authority. If an employee has been reassigned to a new supervisor within the month preceding the date an evaluation is conducted, the new supervisor shall consult, where possible, with the previous supervisor in conducting the evaluation.
(E) Review by employee. Each employee shall be given the opportunity to review his or her evaluation prior to the time the evaluation is made a part of the employee's permanent personnel file. Upon review of the evaluation, the employee shall be required to acknowledge that he or she has reviewed the evaluation. Alterations made to an evaluation after the time the employee has reviewed his or her evaluation may only be made with notice to the employee or as a result of the appeal process.
(F) Appeal of performance evaluation by the employee.
(1) Any permanent employee who receives a below average performance evaluation shall have the right to appeal the rating to the Commission. The Commission must receive the appeal within ten days of the receipt of the review of the evaluation. The request for review shall set forth supporting facts and evidence that the rating was not accurate.
(2) Upon submission of a request for appeal of performance evaluations the Safety or Service Director, whichever is appropriate, shall submit a response to the request which response shall address the issues and allegations contained in the review request.
(3) The Commission shall investigate and conduct the review as it deems most appropriate. The Commission shall make a determination and may order:
(a) That the evaluation remain unaltered;
(b) That individual ratings be raised or lowered; or
(c) Any other appropriate remedy.
(4) The Commission shall not alter performance evaluations unless the employee establishes by a preponderance of the evidence:
(a) That the rater or other person abused his or her discretion, producing an inaccurate, unfair, or prejudicial evaluation;
(b) That the evaluation was determined arbitrary or totally without regard to the employee's actual performance; or
(c) That the employee's supervisor or other responsible person failed to substantially comply with the procedures established in completing or reviewing the evaluation.
(Ord. 2001-03, passed 1-16-01)