All performance evaluations shall be in writing, with one copy given to the employee and one copy to be placed in the employee’s personnel file. Each employee’s performance shall be evaluated at the following periods:
(A) Probationary period. Each employee appointed to a regular full-time, regular part-time, or regular less than part-time position shall be evaluated prior to or near the conclusion of their at-will probationary term. An evaluation shall be completed and documented by the employee’s direct supervisor or designee and submitted to the personnel officer. The employee must have at least an overall satisfactory evaluation in order to become a regular employee. Failure to have at least an overall satisfactory evaluation can result in an extension of the probationary period or termination.
(B) Annual. Each employee in a regular full-time, regular part-time, or regular less than part-time position shall receive an annual performance evaluation, generally between April and May. The employee’s performance must be rated at least satisfactory in order to be eligible for a merit increase. The granting of an annual wage increase is a merit increase based on performance and not an automatic longevity increase.
(C) Special. A special performance evaluation may be completed whenever there is a significant change either upward or downward in the employee’s performance or to initiate a 360
Performance Review as a supplemental tool to obtain performance feedback.
(D) Exception. If an employee’s initial evaluation has been conducted after November 1 and before April 1, the next evaluation will be completed in October unless an earlier evaluation is requested by either the supervisor or employee.
(Am. Ord. 2019-10, passed 9-10-19)