Sec. 40-236. - E/M program—Responsibilities of supervisors.

All executive and managerial personnel with oversight of E/M program employees shall be responsible for evaluating such employees annually on the basis of performance, taking corrective action in response to any deficiencies, and filing performance appraisals with the director of personnel.

(Ord. No. 04-010(sub 1), § 1, 4-15-04)

Sec. 40-237. - Same—Performance appraisals; merit compensation.

(a)

Eligibility. E/M program employees are eligible for a performance appraisal and possible merit salary compensation after 12 months of initial assignment to a position in the program. Thereafter, the performance appraisal date will occur on July 1 of each year, providing the incumbent remains in the same position at the same salary level.

(b)

Performance appraisal procedure.

(1)

The personnel department shall be responsible for sending performance appraisal form(s) to the department head 60 calendar days before the beginning of the month in which any E/M program employee performance appraisal is due.

(2)

The responsible supervisor shall serve as the evaluator and prepare the written performance evaluation for each employee.

(3)

After the evaluator has completed the written performance appraisal, it should be reviewed and preliminarily approved by the next level of departmental management.

(4)

After obtaining preliminary approval, if applicable, the evaluator shall meet with the employee to discuss the ratings and any areas needing improvement. If applicable, a performance improvement plan shall be agreed upon.

(5)

When the conference has been completed, and the employee has been given the opportunity to provide written comments and sign the performance appraisal form, it should be sent to the department head for final review and recommended salary action. The department head will forward the performance appraisal to the director of personnel or designee, who will review the final rating and assign appropriate compensation. The appraisal form will be sent to the mayor or designee for final approval. The approved forms will be returned to the personnel department for appropriate distribution and employee notification.

(6)

Performance appraisals should be completed in timely fashion, absent exceptional circumstances. The salary administration program requires attention to performance for the entire rating period. Therefore, the employee should be able to expect that performance appraisals will be done on schedule and that a monetary compensation, when warranted, will be received on time.

(c)

Merit compensation. When permitted by budgetary conditions, merit compensation will be granted to those E/M program employees whose performance warrants such compensation. Employees whose performance does not warrant additional compensation should receive special attention from their supervisors with the goal of improving their performance so they can be rewarded with monetary compensation in conjunction with their next annual performance appraisal. Normally, interim monetary compensation for short-term improvement will not be granted.

(Ord. No. 04-010(sub 1), § 1, 4-15-04)

Secs. 40-239—40-245. - Reserved.