Embed Size (px)
Citation preview
2012 Performance Evaluation
System
Why An Evaluation?
O Set expectations between Supervisor and the employee.
O Valuable tool for an employees in their progression as an employee with the City.
O Coaching sessions.O Set goals that improve the
employee’s job, the team, and the City.
Why An Evaluation?O Ongoing feedback. What is working.
What isn’t working.O Documentation!
What is the Performance Evaluation Process
O Performance PlanningO Ongoing Coaching
O EmployeesO Supervisors
O Problem Solving and DocumentationO Annual Performance Review
How Will I Rate My Employees?
O The rating will range between 3 and 0
O 3 = Outstanding Performance O 2 = SatisfactoryO 1 = Needs ImprovementO 0 = Fails to Meet Expectations
Description of Performance
O 3= Outstanding PerformanceO Describes those employees whose contributions to
the City far exceeds their job expectations on a sustained basis.
O 2= Satisfactory PerformanceO Job requirements are performed in a full and
complete manner.
O 1= Needs ImprovementO Some improvement needed to fully achieve the
expectations of the City and the job; an improvement plan will be or has been developed.
O 0= Fails to Meet Expectations
Description of Performance
O Always be honest (tactfully) and always job specificO Never, never use:
O This employee is really not so much of a 'has-been', but more of a definite 'won't be'.
O Needs more to do. Might I be so bold as to suggest looking for a job?
O Has two brains: One is lost, the other is out looking for it.
Job Specific Evaluations
O Evaluations are based on the job they are hired to do.
O Clearly points out the critical tasks and key functions of the position.O Review the job description. Update if
needed.O Employees in the same job position
will be rated on the same job specifics.
Position Specific Evaluations
O Review of Patrol Officer Position Specific Evaluation.
Pitfalls to Avoid in Evaluations
O Halo ErrorO Horns Error (Opposite of Halo)O First ImpressionO Recency O Central TendencyO LeniencyO SeverityO Clone
To Avoid These PitfallsO Keep documentation throughout the
year, both on accomplishments and needs improvement.
O Ask employees to keep documentation also.
O Allow enough time before the review meeting to think and reflect on the events of the past year.
O *All Department Heads will review employees performance reviews before the supervisor and employee meet.*
Goals and ExpectationsO Three goals for each employee.
O Established by supervisor and employeeO Goals should be:
O SpecificO AchievableO MeasurableO Within employees ability and authorityO Related to employees job, department,
and the City.
Evaluation DatesDate To Be Completed
April 2012 Mid-year Review July 30-August 3rd, 2012 Hand out and return of;
1. Self-Appraisal and Discussion Guide 2. Upward Evaluation of Supervisors
August 6-24th, 2012 Evaluations of front line employees August 27-31st, 2012 Evaluations of Supervisors September 3-10th, 2012 Evaluations of Department Heads September 10, 2012 ALL evaluations scores must be completed
and submitted to Human Resources. October/November 2012 Establish goals for 2013 during year end
evaluation and/or shortly after
Guidelines for Conducting a Successful Performance Evaluation
O Make it “priority time”.
O Set a tone of collaboration.
O Be clear about your purpose.
Guidelines for Conducting a Successful Performance Evaluation
O Review performance expectations.
O Discuss performance that is below, meets, and/or exceeds expectations.
O Ask your employee what they think.
Guidelines for Conducting a Successful Performance Evaluation
O Set goals.
O Agree to follow up.
O Close with encouragement.
