8.3. SR 07-31-1995 - Laserfiche WebLink

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• employee development. Part E has a continuum to rate the employee overall, and an explanation paragraph directly below it. There are signature lines for the employee, the supervisor that completed the evaluation, and one for the City Administrator. As we previously discussed, a supervisor should not meet with an employee to discuss the evaluation prior to the Finance Director and the City Administrator having reviewed it for consistency. There is one addition to Part C for only supervisors, and includes general traits necessary for supervisory personnel, such as delegating, training/coaching, motivating employees, etc. When the supervisor is notified that it is time to evaluate an employee, the employee should be given a copy of the Self Appraisal Form. Employees should have approximately one week to complete this form and return it to their supervisor. These forms have been extremely useful in completing the employee's evaluation form and provides for meaningful discussion during the evaluation meeting. When the Self Appraisal and the Performance Evaluation forms are complete, and after review by the Finance Director and City Administrator, the employee should be given a copy of the review prior to the evaluation meeting. This way the employee is not surprised by anything they will be discussing during the evaluation meeting. It is common to have supervisors give it to the employee the day before the meeting is scheduled, so that the employee can mentally prepare for the meeting. Usually after the meeting all signatures are made and the original of the Self Appraisal Form and the Performance Evaluation is placed in the employee's personnel file. There is a provision on the Performance Evaluation Form for the employee to have two weeks to make written comments on the Evaluation Form that will become an attachment to the original. • As also discussed, using a form already available at the League's office will be more cost effective than the creation of a new form. This form would allow flexibility to make changes to fit your needs. The cost of this proposal is based on the form that we discussed at our July 10, 1995 meeting. There would need to be at least two trips to your City. One meeting would be with all of the employees this new system would impact. This meeting is extremely important to the process. Employees do not necessarily have to agree with the system selected by the City, but allowing employees to express their comments and concerns contributes to an easier implementation. During this same trip I would also meet with the Committee to discuss concerns and input gathered from the employee meeting. I estimate meetings during this trip at approximately 5 hours. From this trip I would return to my office and either amend the form based on comments, or send a letter and a copy of the proposed form to all employees and bargaining unit representatives. The employees will have a week or so to write their comments down regarding the form. They should give them to the Finance Director, anonymously, and she would collect them and forward them to me after a certain deadline. The second meeting's purpose is to provide training for evaluators in completing the appraisal forms. This would include any supervisor or department head that would be charged with . completing an appraisal and/or meeting with employees for an evaluation meeting. I would estimate this meeting at approximately 4 hours.