#16 - EE Handbook Updates - Laserfiche WebLink

Home Browse Search

PERFORMANCE REVIEWS #195 DEFINITIONS Promotion – Movement of an employee from one job class to another within the city, where the maximum salary for the new position is higher than that of the employee’s former position. Demotion – Movement of an employee from one job class to another within the city, where the maximum salary for the new position is lower than that of the employee’s former position. Reclassify - Movement of a job from one classification to another classification because of a significant change in the position’s duties and responsibilities. Tenure: The total length of continuous employment with the city, including approved leaves of absence. Service Credit - Time worked for the city. An employee begins earning service credit on the first day worked for the city. Some forms of leave will create a break in service. Transfer – movement of an employee from one city position to another of equivalent pay. An objective performance review system will be established by the city administrator or designee for the purpose of periodically evaluating the performance of city employees. The quality of an employee’s past performance will be considered in personnel decisions such as promotions, transfers, demotions, terminations and, where applicable, salary adjustments. Performance reviews will be discussed with the employee. While certain components of a performance evaluation, such as disputed facts reported to be incomplete or inaccurate are challengeable, other performance evaluation data, including subjective assessments, are not. For those parts of the performance evaluation system deemed not challengeable, an employee may submit a written response, which will be attached to the performance review. Performance reviews are to be scheduled on a regular basis, at least annually. The form, with all required signatures, will be retained as part of the employee’s personnel file. During the probationary period, informal performance meetings should occur between the supervisor and the employee. Conducting these informal performance meetings provides both the supervisor and the employee with the opportunity to discuss what is expected, what is going well and not so well. Signing of the performance review document by the employee acknowledges the review has been discussed with the supervisor and does not necessarily constitute agreement. Failure to sign the document by the employee will not delay processing. 46 12/2024