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Performance Evaluations

Performance Evaluations. Current Evaluation Policy. In place since 1971 policy is out of date and does not totally reflect current practices Today’s faster pace work environment requires more timely interface with employees

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Performance Evaluations

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  1. Performance Evaluations

  2. Current Evaluation Policy • In place since 1971 policy is out of date and does not totally reflect current practices • Today’s faster pace work environment requires more timely interface with employees • The performance evaluation has evolved into a “report card” that should contain no surprises • The performance evaluation is now just one aspect of CCG Performance Management practices

  3. Performance Management • More than just evaluation of performance • Performance Management tools to track, measure and evaluate progress toward goals/mission include: • Coaching Log to record current interaction • Project boards and spreadsheets • Individual and work-group meetings • Progressive discipline when necessary

  4. Keeping a Record • A paper-based system from 1971 to 2001 • Optional electronic form introduced in 2001 • Management & non-management versions • Probationary & annual versions • Some employees are evaluated in other ways based on job and duties • Examples follow…

  5. Examples • City Manager meets individually with all GG department heads every other month • 1st meeting full scope with goals set for year • Update meetings follow to evaluate progress • If not progressing results in coaching, counseling and/or new directions • Repeated failure to progress results in appropriate action

  6. Other Reported Examples • Monthly, weekly & daily group meetings • Individual & group project meetings • The reported purpose of these meetings includes • Real time immediate feedback • Intervention in critical areas of major projects • Guidance, reassessment of goals/objectives

  7. Tracking and Reporting • Detailed records are available if completed using the electronic system • Although paper evaluations are posted to a database reports are not currently available • All evaluations are placed in personnel file • Alternative evaluation processes that are not documented and paper documents not submitted to HR are not recorded or filed

  8. Going Forward • A new electronic document is being developed to accommodate specialty and non-traditional evaluations • After a phase-in period, only electronic evaluation documents will be accepted • Standardized notices, reminders and overdue evaluation reports are being developed • Current evaluation policy needs to be reviewed and updated

  9. QUESTIONS?

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