§ 3.15. Performance Evaluation.

A.

The City Manager may, in cooperation with the department heads and designee(s), develop and adopt a system of evaluating the performance of employees. Performance evaluations are used for the following purposes:

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Provide a basis for informed decisions on such matters as compensation, promotion, work assignments, training, and reduction in force.

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Keep employees advised of what is expected of them and how well they are meeting those expectations.

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Stimulate improved work performance and commitment to city goals and to provide a basis for meeting employee needs for growth and development.

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Enable management to make better use of its personnel resources.

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Foster an effective working partnership between supervisor and employee and to determine the effectiveness of placement and promotion actions.

B.

Preparation. An employee performance evaluation shall be prepared for all full-time and regular part-time employees. Each department head, with the assistance of City Manager shall develop and use performance standards suited to the requirements of his or her department. Standards of performance established as a basis for personnel evaluation 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. Employees should be informed of such standards.

C.

Review of Performance Evaluation with Employee. Employee's direct supervisor shall prepare the performance evaluation report. The department head and City Manager must review the evaluation report prior to reviewing with the employee. The direct supervisor shall discuss it with the employee privately. An employee may comment on the content of the report and such written comments shall be attached to and become part of the evaluation.

D.

Distribution of Evaluation. Upon completion of the review, City Manager shall furnish the employee with a copy of the evaluation. The original shall be filed in the employee's central personnel file.

E.

Evaluations Are Not Grievable. Performance evaluation reports shall not be the subject of a grievance.

F.

Employee's Signature Not Concurrence. The employee's signature on the evaluation shall not necessarily constitute concurrence with the substance of the evaluation.

G.

Goals and objectives for each employee for the following review period shall be discussed and listed at each performance evaluation.