HomeMy WebLinkAboutResolution 9306RESOLUTION NO. 9306
CITY OF MOUNDS VIEW
COUNTY OF RAMSEY
STATE OF MINNESOTA
RESOLUTION APPROVING REVISIONS TO THE EMPLOYEE
PERFORMANCE AND EVALUATION POLICY IN THE CITY'S
PERSONNEL MANUAL
WHEREAS, a goal of the strategic plan was to have key staff establish clear goals
and expectations with subordinates, staff is requesting to update Section 3.10
Performance Reviews of the Personnel Manual; and
WHEREAS, the City Administrator and Department Heads met this summer to key
in on values important for City staff to maintain when performing their job duties; and
WHEREAS, staff created an updated Employee Performance and Evaluation
Policy (Exhibit A); and
WHEREAS, new hires will now receive a three (3) month and six (6) month
performance evaluation during their probationary period; and
WHEREAS, coaching, counseling and mentoring will be initiated to work through
and resolve issues arising prior to employee performance and evaluation periods; and
WHEREAS, each department head will determine when annual performance
evaluations will occur, on anniversary dates, or one time annually.
NOW, THEREFORE, BE IT RESOLVED, that the Mounds View City Council
Approves Revisions to the Employee Performance and Evaluation Policy in the City's
Personnel Manual as shown in Exhibit A (attached).
Adopted this 14t" day of September, 2020.
Carol A. Mueller, May6r
ATTEST: //
Nyl ikmun , City A inistrator
(S)F AL)
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
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to their immediate supervisor. Following the review, supervisors will engage in a
Performance Discussion addressing the City's:
• Core Values
• Future Expectations
• Additional Training Needs
• Employer Support Requested
Each division will determine the timing of the annual performance discussion (anniversary
date or a set time within the year for the division).
Employees are requested to sign the performance discussion document. By signing a
performance discussion the employee acknowledges receipt of the document.
Employees are allowed a rebuttal.
Employees are encouraged to keep copies of their annual self -evaluation and
performance discussion. Human Resources will maintain a digital copy in the employees
personnel file.
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