4.7 SR 12-18-2023 - Laserfiche WebLink

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exempt employee is often required and expected to work in excess of forty (40) hours per week. Exempt employees are required to use paid leave when on personal business or away from the office for a significant part of the workday. Based on supervisor's discretion, absences of a few hours do not requise the use of paid leave as it is presumed that the employee works more than 40 hours per week. Exempt employees shall communicate their absence to the city administrator or his/her designee. Personal time off shall not be on a one-for-one basis with excess hours worked. If an exempt employee is regularly absent from work under this policy and it is found there is excessive time away from work that is not justified, the situation will be handled as a performance issue. If it appears that less than forty (40) hours per week is needed to fulfill the position's responsibilities, the position will be reviewed to determine whether a part-time position will meet the needs of the cit�-. Additional notification and approval requirements may be adopted by the city administrator for specific situations as determined necessary. Report of Employee Information Changes The city attempts to maintain complete and accurate employee information and complies with data privacy laws. It is important that your permanent personnel records are kept accurate and up to date. Immediately notify Human Resources when there is a change in any of the following: ■ Name (through marriage or otherwise) ■ Address ■ Marital status ■ Number of children ■ Beneficiaries for life insurance and retirement ■ Telephone number ■ Person to contact in case of emergency ■ Other changes which may affect benefits coverage Many changes can and should be made by the employee directly in the Human Resources Information System. Performance Appraisals Performance appraisals are an opportunity for employees, supervisors, and the cit�� to assess employee job performance. The performance appraisal system is designed to: ■ Ensure that quality services are provided to the public at the least possible cost. ■ Motivate and develop employees to their fullest potential. ■ Clarify roles and mutual expectations of supervisors and employees. ■ Promote open and ongoing communication between employees at all le�rels, including feedback from subordinates to supen=isors. ■ Assist in determination of whether employees are meeting the established performance standards for their position. Performance appraisals generally will be maintained in the employee's electronic personnel file. Immediate supervisors will conduct performance appraisals annually and may conduct formal or informal performance appraisals more frequently if necessary or prescribed by the city administrator or the department director. The performance appraisal usually will be in writing and must be acl�nowledged by Page II �66