03-08-2023 Workshop Packet - Laserfiche WebLink

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7)Researching technology, software, etc. Several staff commented on the challenges associated with finding time to review, research and decide upon new technologies to implement at City Hall and then having to determine a reliable vendor to go with. The recommendation to hire a Community Engagement Director is intended to help the City to be more proactive in obtaining the technology needed to realize greater efficiencies. I am also recommending that staff continue to be encouraged to attend professional meetings, network with staff from other cities, attend training through the League of MN Cities and participate in conferences where frequently there are vendors highlighting new products and various sessions focused on local government issues. Staff may not have had time for this previously but hopefully as more technology is introduced and additional staff are available to assist the workload will allow for more networking and training. The City has to do its own research into products and software and technologies available, but a lot can be learned from having connections with other cities and talking directly with other city staff about what they are currently using to streamline city operations. 8)Performance Reviews The City has a three page employee performance review to evaluate employees, supervisors and department heads in nine performance areas and concludes with employee work, training and educational goals. The employee being evaluated can provides comments before signing. I would recommend adding a section that specifically encourages employees and supervisors to provide feedback to the supervisor co pletin the evaluation. This ay e ana e ent’s e pectatio n and understanding in providing the employee comments section, but it could be more specifically requested with a few basic questions. A staff person noted that there were several years when performance evaluations were not completed and that performance evaluations are, based on their understanding, an annual requirement. Supervisors that fail to complete performance reviews should have this documented in their performance appraisal and be eligible for wage increases until performance evaluations are completed if that is the City policy. Staff appreciate the documented evaluation. Frequently, I see a more extensive performance review for supervisory and department head positions which are held to a higher level of expectation then line employees. 9)Job descriptions Job descriptions are well written and up to date for the most part, I would recommend updating several job descriptions that have not been reviewed in recent years. These job descriptions include the Building Official, Emergency Management and Public Works Director. These positions were last reviewed in 2002, 2000 and 2001 respectively. 28 of 63