HomeMy WebLinkAboutR-1656 - Amending the personnel rules of the City of Marysville Chapter XII performance mapping--------------
CIT Y 0 F MAR Y S V ILL E
Marysville,Washington
RESOLUTION NO....!../-"'c,,<..:S'::...;(..=---__
A RESOUTION OF THE CITY OF MARYSVILLE AMENDING THE PERSONNEL
RULES OF THE CITY OF MARYSVILLE CHAPTER XII,PERFORMANCE
MAPPING
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF MARYSVILLE,
WASHINGTON AS FOLLOWS:
CHAPTER XII,PERFORMANCE MAPPING is hereby amended:
PERFORMANCE EVALUATION
SECTION 1.PERFORMANCE EVALUATION PROCEDURE:
The Employee Performance Evaluation Program is designed to pro-
vide the supervisor and the employee with an opportunity to annually
sit down and discuss the employee's accomplishments and positive con-
tributions,as well as things he/she would like to improve,change or
-~earn.The Employee Performance Evaluation form is a progress report
as well as a program designed to set mutually-agreeable goals for the
coming review period and an action plan to attain these goals.
Evaluation sessions will take place in January,or annually in
the employee's anniversary month,to be determined by the department
head.Newly hired employees will receive a three month evaluation as
well as a six month evaluation prior to achieving full-status.If,at
any time,disputes arise as to the procedure or the goals,these
should be referred to the department head and ultimately to the city
Administrator for resolution.
a.Throughout the year or review period the supervisor
should be aware of employee performance aspects and should dis-
cuss difficulties as they arise and deal with them at that time.
The supervisor should not save these concerns to "unload"on the
employee at the time of the evaluation session.There should be
no surprises!
b.Prior to the evaluation session,the Personnel Director
will send the employee a blank form to review,if he/she wishes,
to be used as a script for the session.This form is to assist
the employee in preparing for the session,and will not be turned
in.
c.During the evaluation the supervisor and the employee
will thoroughly discuss each element one item at a time.The
employee will provide his/her input first,followed by the super-
visor's input.The form will be filled out by one of the
parties,and the same will become a record of the session.Both
parties are encouraged to be specific and realistic.
ties will sign and date the form.The employee will
copy of the same at the conclusion of the session.
Both par-
be given a
d.The original signed document will become a part of the
employee's personnel file.
To summarize,the purpose of this Program is to focus on the per-
formance of the job and not the personality of the individual.There
is no score;there is no pass or fail mark,however it should be
anticipated by the employee and employer that these evaluations can
and will be considered for promotions,transfers,merit raises,disci-
plinary actions or other personnel actions.A goal statement(s)mutu-
ally arrived at by the employee and the supervisor which will enhance
the effectiveness and efficiency of the work being performed is a
requirement for completion of the evaluation.
PASSED by the City Council and APPROVED by the Mayor this /3~
day of /)~,1993.
CITY OF MARYSVILLE
By {kc/tJL?M4----David weiser,Mayor
Approved as to Form:
By ~k.w»iJ
Grant Weed,City Attorney Swenson,City Clerk