Resolution 9306 - Laserfiche WebLink

Home Browse Search

EXHIBIT A Section 3.10 Employee Performance and Evaluation Policy The City recognizes employees are our most important assets and through a strengths based performance model, they carry out the mission and goals as determined by the City Council. Specific to our adopted Strategic Plan, Personnel Policy, and all other directives; we embrace the following "values" in our employees: • Work Ethic (cooperation and teamwork) • Positive Attitude (optimistic outlook) • Professionalism (conduct, behavior and attitude in a work environment) • Productivity (efficiency within the job) • Extraordinary Customer Service (exceed customer expectations) • Job Engagement (commitment to the position and the goals of the City) These core values and strengths based performance model will drive our hiring decisions and ongoing management of all personnel. Employee performance occurs on an ongoing basis using coaching, counseling and mentoring techniques. Additionally, the City will provide all training required to ensure any job task assigned does not exceed the employees training level. The City assumes primary responsibility when employee behavior or performance is inconsistent with the value set and will endeavor to correct the behavior via the coaching, counseling, and mentoring approach. Where applicable, documentation of coaching, counseling, and mentoring will be done. Employees will be advised and have an opportunity to sign any written documentation. Progressive discipline will only be used when all coaching, counseling and mentoring efforts have not been successful in achieving the desired performance and/or behavior. Reasonable employee assistance may be considered in helping the employee find a better suited position within or outside of the organization. Employee evaluation will occur most frequently via the ongoing coaching, counseling and mentoring. Departments, via the department head shall establish an employee evaluation discussion with a primary focus on understanding the employee's top talents and strengths; manager and team dynamics; strength's based goal setting and managing future expectations; assessing and assigning additional training needs to enhance the employee's strengths; considering job shaping by modifying the job description to fit the employee's top talents; and, employer support needed in order to successfully accomplish. New hires will receive three (3) month and six (6) month performance evaluations. These will assist management to set goals for new staff and assure new team members are achieving desired targets. Annually employees will receive self -evaluation forms from the Human Resources Department. The self -evaluation form is to be completed by the employee, then submitted 1