Memo-23-0002- July Employee Evaluation Period (1).pdf

Annual Performance Evaluation DISTRIBUTION: ORIGINATOR: DATE: SUBJECT: All Employees Fire Chief Gregory DeWitt November 14, 2023 July Employee Evaluation Period #23-0002 Scope: To ensure every employee receives a timely evaluation which determines their progress over the past year. Purpose:  The...

Annual Performance Evaluation DISTRIBUTION: ORIGINATOR: DATE: SUBJECT: All Employees Fire Chief Gregory DeWitt November 14, 2023 July Employee Evaluation Period #23-0002 Scope: To ensure every employee receives a timely evaluation which determines their progress over the past year. Purpose:  The purpose of the performance rating system is to authorize supervisory personnel to evaluate the performance of employees in the accomplishment of their assigned duties and responsibilities by established standards.  The purpose for altering the annual evaluation period is to provide ease for the supervisors and employees when remembering the time-frame in which to evaluate. Responsibilities:  The job performance of all district employees shall be objectively reviewed by each employee’s supervisor on an annual basis and/or as needed per Policy 781.  The process will provide an opportunity to discuss an employee’s strengths and weaknesses with his or her supervisor. Procedures:  The month of July will be considered for all employees, excluding those considered to be probationary, the period in which evaluations are to be given regardless of the employees hire or promotion date.  The employee’s supervisor initiates the performance evaluation process by completing an HR Action Employee Performance Evaluation Form.  The supervisor shall review the employee’s job performance on an objective basis, taking into account the employee’s performance over the past year. The performance of employees shall be measured against the following established factors:  Job knowledge  Work quality (accuracy)  Work productivity (volume)  Relations with co-workers  Relations with public  Initiative  Attendance (punctuality)  Safety  Dependability  Professional appearance  Professional attitude  Supervisor ability 1      The Performance Rating Manual shall be used to prepare the Performance Evaluation Form. Once the employee is given the opportunity to review the supervisor’s written review, a one-on-one conference between employee and supervisor shall be scheduled. The conference serves as an opportunity for the Supervisor to verbally identify the Employee's strengths and suggested areas of improvement. The Employee will have the opportunity to respond to the comments and suggestions of the Supervisor. Both the employees and supervisors are encouraged to utilize performance review conferences and routine coaching sessions as opportunities for open discussion regarding job performance and future performance objectives. At the conclusion of a performance evaluation conference, the employee will be asked to review and approve the HR Action Employee Performance Evaluation Form. In the event there is disagreement between the Employee and Supervisor over any comments in the performance evaluation, the Employee shall sign the review and approve the Employee Evaluation Performance Form to indicate that they received it, and may submit a written response to the review. The Fire Chief or his designee shall review all forms and any written responses. In cases when an employee provides a written response, the Fire Chief or his designee shall confer with the Employee regarding the performance evaluation. The document shall be placed in the Employees’ personnel file. Evaluations for Step-Raises: Employees who are due to receive a step-raise will not need an additional evaluation prior to their raise. Employees shall comply with their contract and supervisors shall follow Article 19 of the Contract, which outlines the requirements needed to complete a step-raise. All employees, excluding those considered probationary shall receive evaluations in July. 2