Questions and Answers
According to Policy EMPLOYEE PERFORMANCE REVIEW FR-A-104 Who is responsible for ensuring all Employee Performance Reviews are completed and submitted on time?
District Chief or Section Manager
Who is considered the Supervisor for all Fire Rescue personnel working at a Fire Station?
Operational Captains
Who may hold an additional employee performance review conference with the employee to discuss their performance in detail?
EMS Captains
Who shall forward a list of all annual and 12-month probationary period Employee Performance Reviews that are due, to the employee’s District Chief or Section Manager at the beginning of each month?
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When should the 4 Month Employee Performance Review (EPR) be completed for an employee with a changed classification or assignment?
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When should a Special Employee Performance Review be initiated for an employee in a temporary duty position/assignment for six (6) months or more?
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In the case of promotions, what recommendation can be included on the 4 Month Employee Performance Review (EPR)?
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Who should complete the 4 Month Employee Performance Review (EPR) for an employee with a changed classification or assignment?
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What should supervisors do in accordance with Professional Development and Employee Development policies?
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When must Employee Performance Reviews be signed?
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What does the employee's signature on the review indicate?
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How are signed reviews submitted to the next-level supervisor?
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What action are supervisors not allowed to take after the employee reviews and signs the Employee Performance Review?
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What can bargaining unit employees do if they disagree with the performance rating?
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When should Permanent status Bargaining Unit personnel receive an annual Employee Performance Review?
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What are the consequences for employees receiving an unacceptable or needs improvement rating?
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How long must employees work within a one-year rating period to have their performance accurately rated?
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What consequences may probationary firefighters and other appropriate bargaining unit personnel face based on performance reviews?
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Who is responsible for ensuring all Employee Performance Reviews are completed and submitted on time?
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Who should be consulted for all Employee Performance Reviews on employees they directly oversee?
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Who shall be responsible for ensuring timely notification occurs to all Supervisors?
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Who may hold an additional employee performance review conference with the employee to discuss their performance in detail?
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Who is considered the Supervisor for all Fire Rescue personnel working at a Fire Station?
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Who should forward a list of all annual and 12-month probationary period Employee Performance Reviews that are due, to the employee’s District Chief or Section Manager at the beginning of each month?
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Who should complete the 4 Month Employee Performance Review (EPR) for an employee with a changed classification or assignment?
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When should Permanent status Bargaining Unit personnel receive an annual Employee Performance Review?
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What should supervisors do in accordance with Professional Development and Employee Development policies?
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How are signed reviews submitted to the next-level supervisor?
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When should a Special Employee Performance Review be initiated for an employee in a temporary duty position/assignment for six (6) months or more?
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When should Permanent status Bargaining Unit personnel receive an annual Employee Performance Review?
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When should the 4 Month Employee Performance Review (EPR) be completed for an employee with a changed classification or assignment?
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Who should complete the 4 Month Employee Performance Review (EPR) for an employee with a changed classification or assignment?
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What recommendation can be included on the 4 Month Employee Performance Review (EPR) in the case of promotions?
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What can be included on the 4 Month Employee Performance Review (EPR) for an employee in a rotation program or temporary duty position/assignment for six (6) months or more?
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What must the employee’s supervisor recommend on the Employee Performance Review prior to the end of the twelve (12) month period for probationary employees?
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Who is responsible for ensuring all Employee Performance Reviews are completed and submitted on time?
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What should be documented on the “2 Month Employee Performance Review (EPR) Extension” in the case of an extension for a probationary employee?
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How are signed Employee Performance Reviews submitted to the next-level supervisor?
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What should be included on the “2 Month Employee Performance Review (EPR) Extension” if an extension is warranted for a probationary employee?
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What is the purpose of the employee's signature on the review?
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When should Permanent status Bargaining Unit personnel receive an annual Employee Performance Review?
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What can bargaining unit employees do if they disagree with the performance rating?
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What are the consequences for employees receiving an unacceptable or needs improvement rating?
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What action are supervisors not allowed to take after the employee reviews and signs the Employee Performance Review?
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What must employees do to have their performance accurately rated within a one-year rating period?
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What is the consequence for probationary firefighters and appropriate bargaining unit personnel based on performance reviews?
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How are signed reviews submitted to the next-level supervisor?
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What should supervisors provide to employees in accordance with Professional Development and Employee Development policies?
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Who is responsible for ensuring all Employee Performance Reviews are completed and submitted on time?
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Study Notes
Employee Performance Review Process in Fire Rescue Department
- Three goals are identified in the "Recommended Attainable Goals for Employee for Next Rating Period" section of the Employee Performance Review.
- Supervisors should provide periodic positive and negative feedback to employees in accordance with Professional Development and Employee Development policies.
- Employee Performance Reviews must be signed by both the employee and the Supervisor after the performance review conference.
- Employee's signature on the review does not imply concurrence but indicates that the review was read and the conference occurred.
- Signed reviews are emailed to the appropriate next-level supervisor using the "My Evaluations" section of Target Solutions.
- Supervisors are not allowed to alter the Employee Performance Review after the employee reviews and signs it.
- Bargaining unit employees can file a grievance over the performance rating, with limitations on taking it to arbitration.
- Unacceptable or needs improvement reviews require documentation, subsequent special review, notification to command staff, and payroll notification.
- Permanent status Bargaining Unit personnel shall receive an annual Employee Performance Review on or before the anniversary of their hire date or last promotion.
- Employees receiving an unacceptable or needs improvement rating will have the effective step increase rescinded and may have to reimburse Fire Rescue.
- Employees must work at least four months out of each one-year rating period to have their performance accurately rated.
- Probationary firefighters and other appropriate bargaining unit personnel may face probationary status, loss of assignment, or termination based on performance reviews.
Employee Performance Review Process in Fire Rescue Department
- Three goals are identified in the "Recommended Attainable Goals for Employee for Next Rating Period" section of the Employee Performance Review.
- Supervisors should provide periodic positive and negative feedback to employees in accordance with Professional Development and Employee Development policies.
- Employee Performance Reviews must be signed by both the employee and the Supervisor after the performance review conference.
- Employee's signature on the review does not imply concurrence but indicates that the review was read and the conference occurred.
- Signed reviews are emailed to the appropriate next-level supervisor using the "My Evaluations" section of Target Solutions.
- Supervisors are not allowed to alter the Employee Performance Review after the employee reviews and signs it.
- Bargaining unit employees can file a grievance over the performance rating, with limitations on taking it to arbitration.
- Unacceptable or needs improvement reviews require documentation, subsequent special review, notification to command staff, and payroll notification.
- Permanent status Bargaining Unit personnel shall receive an annual Employee Performance Review on or before the anniversary of their hire date or last promotion.
- Employees receiving an unacceptable or needs improvement rating will have the effective step increase rescinded and may have to reimburse Fire Rescue.
- Employees must work at least four months out of each one-year rating period to have their performance accurately rated.
- Probationary firefighters and other appropriate bargaining unit personnel may face probationary status, loss of assignment, or termination based on performance reviews.
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