Agenda Packets - 2020/05/11 - Laserfiche WebLink

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37 Conflict of Interest It is expected that every employee will exercise good judgment to avoid becoming involved in a conflict of interest. Example of conflict of interest situations include: • Those in which an employee’s official capacity with the City, or with the outside organization, may enable him or her to influence the placing of City business. • Those in which an employee accepts a paid or unpaid position elsewhere, where such activity interferes with their duties and job performance at the City. • Those in which an employee may gain access to information not generally available to the public which may allow him or her to directly or indirectly gain anything of value. An employee must notify the City Administrator in writing with regards to outside employment and must sign the following waiver: "The undersigned, an employee of the City of Mounds View, does hereby waive and release said City from liability, expense or cost because of any injury or sickness incurred by reason of any employment accepted by the undersigned other than as an employee of said City. During the absence caused by an injury or sickness incurred by reason of non-City employment, I waive any claims against the City for wages or other benefits except for my ability to use previously accrued sick leave." Section 3.10 Performance Reviews The primary objective of a performance evaluation is to provide information to employees concerning their success in accomplishing the responsibilities of their jobs. To meet this objective, the City needs open and on-going communication between Supervisors and staff members. The City’s goal is to conduct a performance review for each new regular full-time and regular part-time employee prior to the sixth month of employment and after one year of service. Performance reviews shall be conducted on an annual calendar basis thereafter. If for any reason a performance review cannot be conducted pursuant to this schedule, it will be conducted as soon thereafter as practicable. Supervisors and Department Heads may choose to conduct performance reviews more frequently than expected by the City. All reviews shall be discussed with the employee before being submitted to the City Administrator. Performance reviews will be maintained in each employee’s personnel file. 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.