4.10.050 Employee performance appraisal (EPA).
A. The city manager shall, in cooperation with the personnel officer, department directors, and others, develop and adopt a system of evaluating the performance of employees in the classified service.
B. Employee performance appraisals are used for the following purposes, to:
1. Provide a basis for informed decisions on such matters as promotion, work assignments, training, recognition and awards, and reduction in force;
2. Keep employees advised of what is expected of them and how well they are meeting those expectations;
3. Stimulate improved work performance and commitment to city goals;
4. Provide a basis for meeting employee needs for growth and development;
5. Enable management to make better use of its personnel resources;
6. Foster an effective working partnership between supervisor and employee; and
7. Determine the effectiveness of placement and promotion actions.
C. Preparation. An employee performance appraisal shall be prepared for all full-time and regular part-time employees.
1. Each department director, with the assistance of the personnel officer, shall develop and use performance standards suited to the requirements of his or her department.
2. Standards of performance established as a basis for personnel appraisal shall have reference to the quality and quantity of work, the manner in which service is rendered, and such characteristics as will measure the value of the employee to the classified service.
3. Employees should be informed of such standards.
D. Nature, Form and Frequency of Reports.
1. The personnel officer shall prescribe the nature, form and frequency of reports, and will confer with the department director concerning the EPA prior to distribution to the employee.
2. Department directors who desire assistance in preparation of the EPA should consult with the personnel officer prior to their review of the employee.
3. Employee performance appraisals will be completed:
a. Prior to completion of probation, six months for regular full-time employees, or 1,040 hours worked for regular part-time employees, exclusive of overtime, from the date of hire;
b. For regular full-time employees one month prior to merit anniversary date for regular part-time employees when the employee has completed 2,080 work hours.
E. Review of EPA with Employee.
1. Employee’s direct supervisor shall prepare the EPA.
2. The direct supervisor shall discuss it with the employee privately.
3. An employee may comment on the content of the report and such written comments shall be attached to and become part of the appraisal.
F. Distribution of EPA. Upon completion of the review, the personnel officer shall furnish the employee with a copy of the EPA. The original shall be filed in the employee’s personnel file.
G. Appraisals Are Not Grievable. The EPA shall not be the subject of a grievance.
H. Employee’s Signature Not Concurrence. The employee’s signature on the appraisal does not constitute concurrence with the substance of the appraisal.
I. Goals and objectives for each employee for the following review period shall be discussed and listed at each performance appraisal. (Ord. 12-001 § 3, 2013)