(A) Annual performance. The annual performance evaluation is a key component of employee development and is intended to be a fair and balanced assessment of an employee’s performance. The object of the annual review is to provide all regular employees and their supervisors an opportunity to:
(1) Discuss job performance and identify areas of potential improvement;
(2) Set goals for professional development;
(3) Establish objectives for contributing to the department and city’s overall mission;
(4) Discuss expectations and accomplishments; and
(5) Review job descriptions to ensure accuracies in tasks being expected.
(B) City Manager responsibility. The City Manager or designee is responsible for issuance of forms and procedures concerning all aspects of performance evaluations.
(C) Supervisor responsibility. Annual evaluations must be done by an employee’s immediate supervisor. If circumstances are such that it is not feasible for the employee’s supervisor to be the rating officer, the Director may designate a different supervisor. The rating officer shall be responsible for completing a performance evaluation report at the time prescribed for each employee under their supervision. The supervisor’s role is to help the employee grow professionally by identifying performance improvement opportunities.
(D) Director or designee responsibility. The Director or assigned designee shall review the performance evaluation report completed by each supervisor in the department before the report is discussed with the employee. It is the responsibility of the Director to ensure the Supervisor has fairly and accurately completed the employee’s performance in its entirety and suggest any changes necessary. If the performance evaluation report has been initially completed by a Department Director, the reviewing officer shall be the City Manager or designee.
(E) Human Resources Manager responsibility. The Human Resources Manager is responsible for reviewing the performance evaluation as completed by the supervisor and director after the report has been discussed with the employee. The Human Resources Manager may provide assistance in the development or review of a draft performance evaluation. The Human Resources Manager has the authority to suggest changes to the supervisor and director if deficiencies in the evaluation are identified and to suggest improvements to the supervisor and director for future performance reviews.
(F) 360 performance reviews. 360 performance reviews are intended to allow for an opportunity for comments about management’s performance from a variety of sources to aid in the review of supervisors, directors, and managers.
(1) Those asked to complete a 360 performance review will not be identified to the individual being evaluated and will have direct knowledge and interact routinely with the person being reviewed.
(2) All information included in the review shall be true and include concrete data that focuses on attitude, teamwork, ability and communication.
(3) The information provided to the employee being reviewed will be a summary without names or dates and is provided to help the individual understand their strengths and weaknesses and contribute insights into aspects of their work. 360 performance reviews shall not be the basis for any disciplinary action or determination of eligibility for a merit increase but can be the basis for initiation of an administrative investigation. A 360 performance review will be included in the employee’s personnel records.
(Am. Ord. 2019-10, passed 9-10-19)