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| Human
Resources |
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| City
Handbook |
Compensation
Plan |
Job
Descriptions |
Rules
and Regulations |
| Personnel
Rules and Regulations |
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RULE
13 - EMPLOYEE PERFORMANCE EVALUATIONS
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13.1
Types of Evaluations:
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A. |
Probation:
Each probationary employee shall have his or her skills,
work performance and conduct appraised and evaluated at
least twenty (20) calendar days prior to the conclusion
of his probationary period. Other appraisals and evaluations
may be made at other times during the probationary period
at the discretion of the Appointing Officer or Department
Head.
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B. |
Permanent:
Each permanent employee shall have his or her skill, work
performance and conduct, evaluated and appraised at least
annually as of the anniversary date of his original appointment,
promotion, transfer, reassignment or demotion to his or
her current position, whichever date is the more recent.
Other evaluations and appraisals may be made at other
times at the discretion of the Department Head.
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C. |
Other:
Performance/evaluation reports on Department Heads and
other key staff members as shall be as determined by the
Appointing Officers.
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13.2
Evaluation Procedures:
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Evaluation
and appraisal of an employee's skill, work performance
and conduct shall be made on the Employee Performance
Evaluation Form (including the Work Performance Occurrence
Form, page 13-11) provided or any form subsequently designated
for the purpose by the Department of Human Resources.
The Work Performance Occurrence Form may be used by the
immediate supervisor and/or Department Head in the rating
period to report either a work performance occurrence
having a favorable and positive impact on work accomplishments
or to describe work performance occurrence having an adverse
or negative impact.
An evaluation and appraisal of an employee that is unsatisfactory
in any consideration shall be discussed with the employee
by his or her immediate superior or as determined by the
Department Head. The employee shall be given the opportunity
to initial each such category as evidence that the matter
has been explained to and discussed with him or her. Such
initialing by the employee is not to be considered either
concurrence or non-concurrence with the evaluation. A
copy of the form is to be given to the employee.
A represented employee who is evaluated at or below, Below
Work Performance Standards, or a non-represented employee
who is evaluated at or below, Needs Improvement, will
receive a sixty (60) day notice, that if their performance
does not improve to at least Meets Work Performance Standards
for a represented employee or Meets Expectations for a
non-represented employee, their employment with the City
of Sarasota may be subject to potential termination. The
employee must be afforded the opportunity to meet with
their direct supervisor and Department Head to have the
expectations of the department relative to the job standards
clearly articulated in writing.
Regular communications should occur between the supervisor
and employee during this period to provide feedback on
the employee's progress. It will be the responsibility
of the employee to work diligently to improve their performance
so as to eliminate the potential for termination. If an
employee has received a promotion and during the class
probation of his or her new position, receives a rating
of less than meets expectations, the employee may have
their class probation extended for a period not to exceed
twelve (12) months after promotion date. If the performance
is less than meets expectations after this period, all
attempts will be made to place the employee in a position
comparable to the position held prior to the promotion
so that termination will not be necessary.
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13.3
Submission:
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A. |
The preparation of an Employee Performance Evaluation
shall be the responsibility of the immediate supervisor
of the employee. All such reports shall be reviewed by
the Department Head who shall then forward them to the
Director of Human Resources for final review before they
are placed in the personnel file of the employee to become
a permanent part of the employee's service record.
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B. |
Employee Performance Evaluation ratings shall be considered
in all matters concerning changes in the status of the
employee -- general increase (across-the-board), merit
increase, promotions, demotions, transfer, layoff, re-employment.
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C. |
An Employee Performance Evaluation shall also be made
in compliance with the following:
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When
the employee is assigned to another supervisor (rater)
as a result of a promotion, transfer or reclassification
of either the individual or the rater.
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| (2) |
Not
less than sixty (60) calendar days after the most
recent Employee Performance Evaluation.
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| (3) |
When
the Appointing Officer or Department Head has requested
an evaluation.
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13.4
Appeal:
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When
an employee disagrees with the rating, he or she may appeal
to the Reviewing Officer. After review and recommendation
the appeal shall be forwarded to the Department Head for
review and consideration.
The decision of the Department Head shall be final. In
the event that the Department Head is the Reviewing Officer,
there is no appeal from his or her decision.
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