A. Performance Management: Performance management is an ongoing communication process that involves the manager, supervisor and the employee in identifying and describing essential job functions and relating them to the City's mission and organizational goals.
B. Job Related Feedback To Employees: The City expects supervisors and managers to provide meaningful and objective job related feedback to employees on a regular basis and to document such feedback.
C. Goal Development: Managers, supervisors and employees should, where practical and appropriate, develop individual employee goals that relate to the City and department business plan, goals and values.
D. Employee Performance Plans: The City expects managers, supervisors and employees to work together to identify key job related competencies and to create meaningful employee performance plans.
E. Employee Training And Development: Because continuous learning is a prerequisite to successful job performance and organizational effectiveness, the performance management process should include plans for employee training and development.
F. Performance Management System: The Human Resources Department will work with City leaders to develop procedures, forms, schedules and timelines for a performance management system. Department managers will work with Human Resources to adapt the performance management system to their needs and goals. (2019 Compilation)