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501 Performance Evaluation
Performance evaluations permit the supervisor and the employee to discuss the job
responsibilities, standards, performance requirements and any existing or anticipated
problems.
.01 Regular full-time, regular part-time and part-time employees will receive a
performance evaluation no less than once a year.
.02 Additional non-compensation reviews may be performed at any time the supervisor
deems necessary.
.03 Merit and step-based pay adjustments are dependent upon information documented
by the formal performance review process and the availability of funds.
.04 Employees must receive a passing evaluation score before being awarded an
increase.
.05 Employees receiving a failing evaluation score shall be placed on probation for a
minimum of three (3) months but no longer than six (6) months. A Performance
Improvement Plan (PIP) will be required to document the employee’s progress
throughout the probationary period. A performance evaluation must be completed
at the end of the probationary period.
Placing an employee on probation due to failing their annual performance evaluation
or as a result of performance concerns or disciplinary actions may change the
employee’s anniversary date and delay any associated raise until the end of the
probationary period. The new anniversary date will remain in effect until the
employee is promoted or placed on probation again in the future.
.06 Two consecutive failing performance reviews shall result in termination.
.07 A passing performance review at the end of the initial probationary period shall move
the employee to regular full-time or regular part-time status. An employee’s initial
probationary evaluation is not pay-related.
.08 If an employee disagrees with a failing performance rating, the employee should so
note it on the form at the time it is reviewed with their supervisor and signed.
.09 An employee may request an additional review from the Department Head and must
submit a written statement and any documentation outlining the reason for the
request.
.10 The Department Head shall resolve the issue and send a memorandum outlining the
issues and findings to Human Resources. The memorandum will be placed with the
evaluation form in the employee’s Human Resources file.
Revised 04/18/2018
Revised 06/16/2021