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<br />----.------------ <br />--------- <br /> <br /> <br /> <br />EVALUATION AND PERFORMANCE STANDARDS <br />. <br /> <br /> <br />The purpose of this evaluation is: <br /> <br />1. To identify performance strengths and weaknesses of the employee based <br />on the employee's position description. <br /> <br />2. To establish professional and organizational goals for the upcoming <br />year. <br /> <br />Each employee and supervisor, together, are to complete the performance <br />evaluation and turn it in to the City Manager. In addition, both are <br />requested.to identify goals for the upcoming year. <br /> <br />The supervisor and the employee will meet and discuss the employee's <br />performance and formally establish goals for the upcoming year. They shall <br />also meet at least once mid-year to review the progress made by the employee <br />toward achieving the previously established goals. The intent is to provide <br />both positive and constructive feedback on performance issues that require <br />attention. <br /> <br />At the end of the year, the supervisor and employee will meet to review the <br />employee's overall performance, if the goals for the year have been met, and <br />establish goals for the ensuing year. . <br /> <br /> <br />PERFORMANCE STANDARDS <br /> <br />1. Unsat i sfactory: Performance does not meet expectat ions, immedi ate <br />improvement is required. <br /> <br />2. Needs Imorovement: Performance demonstrates increasing knowledge and <br />ability are necessary to perform job responsibilities, <br /> <br />3. Fully Meets Exoectations: Fully qualified, performs at level expected <br />to meet job requirements. <br /> <br />4. Exceeds Exoectations: Performance frequently exceeds expectations, <br />above average effort is evident. <br /> <br />5. Outstandinq: Performance consistently exceeds expectations, <br />contributions and effort are dependably high. <br /> <br /> <br />PERFORMANCE COMMENTS <br />Required for Performance Levels Below or Above "Fully Meets Expectations." <br /> <br />. <br />