City of Sunset Valley Employee Performance Evaluation Form

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1 1. General Information City of Sunset Valley Employee Performance Evaluation Form Name Clay Collins Dept. _Admin Job Title City Administrator Time in Current Job Time with Entity Period of Review From To Type of Review Annual Semi-Annual Change of Supervisor Probationary Other Rater_Mayor Time Rater Has Supervised Employee Reviewer 2. Goals and Objectives (Review Employee Performance Evaluation System Handbook before completing this form. At the beginning of the review period, supervisor and employee agree on action plans to further develop the employee s capabilities and/or to improve the employee s performance during the review period; list those plans below. At the end of the review period, the employee s accomplishment of these goals and objectives is rated below. When completing this section of the evaluation, refer to the Ratings section on page 5 of the Employee Performance Evaluation System Handbook. All ratings should include comments; attach additional sheets if necessary.) FOR 2010 Goals and Objectives for Evaluation Period BE ME + EE Comments (All ratings should include comments) 1. Increase communication with Mayor concerning City Council agendas and presentations 2. Improve communication judgment with Mayor concerning politically sensitive and/or new issues with potential significance 3. Continue to improve efficiency and effectiveness of city communications with staff, residents, volunteers, and Council members BE - Below Expectations ME - Met Expectations EE - Exceeded Expectations * See Ratings on page 5 of handbook for a description of these ratings. 1

2 3. Job Description-Based Evaluation (Supervisor and employee jointly review job description at time goals and objectives are set and agree upon principal duties and responsibilities from job description against which employee s performance will be rated at the end of the review period. When completing this section of the evaluation, Supervisors refer to the Ratings section on page 5 of handbook. All ratings should include comments; attach additional sheets if necessary.) Principal Duties and Responsibilities BE (0) (1) ME (2) + (3) EE (4) Comments (All ratings should include comments) Responsible for planning, organizing, and administrating City Create and maintain tracking and reporting system Maintain city ordinances and codes; recommend revisions Administer and enforce provisions of Land Development Code and all other laws and ordinances Investigate all complaints in regards to administration of city and public utilities Oversee franchise permits and privileges Oversee city elections Oversee flood plain and community rating system 2

3 4. General Job Performance Evaluation [When completing this section of the evaluation, refer to the General Job Performance Evaluation section (pages 9-13 of handbook) for clarifications of the general job performance factors. Refer to the Ratings section on pages 5-8 of handbook for a description of the ratings. All ratings should include comments; attach additional sheets if necessary.] General Job Performance Factors BE (0) (1) ME (2) + (3) EE (4) Comments (All ratings should include comments) Interpersonal Communication 1. Accepts and responds to supervisor s instructions. 2. Communicates well orally 3. Responds courteously to the public/customer service 4. Relates to and works well with co-workers / supervisors 5. Responds well to feedback and constructive criticism. 6. Telephone/radio communication skills 7. Response to training/cooperation Professionalism 8. Accepts responsibility willingly. 9. Makes sound decisions and judgments. 10. Performs job duties in compliance with departmental standard operating procedures. 11. Appearance / Grooming 3

4 5. General Job Performance Evaluation (Continued) [When completing this section of the evaluation, refer to the General Job Performance Evaluation section (pages 9-13 of handbook) for clarifications of the general job performance factors. Refer to the Ratings section on pages 5-8 of handbook for a description of the ratings. All ratings should include comments; attach additional sheets if necessary.] General Job Performance Factors BE (0) (1) ME (2) + (3) EE (4) Comments (All ratings should include comments) 12. Handles non-stressful situations 13. Handles stressful situations 14. Complies with city ethics policy 15. Exhibits leadership skills Productivity 16. Adapts well to new assignments / varying situations 17. Completes work assignments on time, accurately, neatly, and thoroughly. 18. Completes acceptable volume of work. 19. Uses time and materials resourcefully. 20. Identifies and resolves problems. 21. Keeps supervisor informed of work status. 22. Seeks self improvement/professional development 23. Motivational Commitment 4

5 6. General Job Performance Evaluation (Continued) [When completing this section of the evaluation, refer to the General Job Performance Evaluation section (pages 9-13 of handbook) for clarifications of the general job performance factors. Refer to the Ratings section on pages 5-8 of handbook for a description of the ratings. All ratings should include comments; attach additional sheets if necessary.] General Job Performance Factors BE (0) (1) ME (2) + (3) EE (4) Comments (All ratings should include comments) 24. Cost effectiveness: conserves and economizes resources 25. Observes safety rules and procedures 26. Self-initiated activities Written / Oral Communication 27. Electronic Communication skills 28. Effective written communication skills / report writing 29. Computer skills Dependability 30. Observes regular attendance guidelines and work hours. 31. Proper notification to supervisors of schedule changes 32. Adheres to city sick leave policy Knowledge 33. City Policies and Procedures 34. Department Policies and Procedures 5

6 7. Supervisory Job Performance Evaluation [To be completed only if the employee whose performance is being reviewed has supervisory responsibility. When completing this section of the evaluation, refer to the Supervisory Job Performance Evaluation section (pages of handbook) for clarifications of the supervisory job performance factors. Refer to the Ratings section on pages 5-8 of handbook for a description of the ratings. All ratings should include comments; attach additional sheets if necessary.] Supervisory Job Performance Factors BE (0) (1) ME (2) + (3) EE (4) Comments (All ratings should include comments) 1. Communicates effectively with employees. 2. Consistently selects or recommends and develops good employees. 3. Delegates effectively. 4. Ensures appropriate training and instruction to develop the talents and skills of employees. 5. Fairly and accurately evaluates employee performance. 6. Fosters positive attitudes and work environment; leads by example. 7. Organizes, plans, and carries through all tasks to completion, successfully utilizing personnel and materials. 8. Supports equal employment opportunity policy. 6

7 9. Supervisory Job Performance Evaluation (Continued) [To be completed only if the employee whose performance is being reviewed has supervisory responsibility. When completing this section of the evaluation, refer to the Supervisory Job Performance Evaluation section (pages 9-10 of handbook) for clarifications of the supervisory job performance factors. Refer to the Ratings section on page 5 of handbook for a description of the ratings. All ratings should include comments; attach additional sheets if necessary.] Supervisory Job Performance Factors BE (0) (1) ME (2) + (3) EE (4) Comments (All ratings should include comments) 9. Leadership skills 10. Represents the city in a professional manner 11. Ability to meet deadlines 12. Ability to handle multiple tasks 13. Staff Management: set standards, encourage efficient/productive performance, takes corrective action 14. Human Resources Management: supports EO; diversity; completes evaluations effectively; develops employees; counsel/coaches/trains 15. Conflict Management: resolution of conflicts thru appropriate intervention 16. Financial Responsibilities: effectively manages resources, supplies, equipment and overtime SUPERVISOR RATING: BE - Below Expectations 0-50 ME - Met Expectations (-) (ME) (+) EE - Exceeded Expectations * See Ratings section on page 5 of handbook for a description of these ratings. 7

8 10. Rating Summary/Signatures (Attach additional sheets if necessary.) A. Employee's Greatest Job-Related Strengths: Leadership, communications and management skills. B. Area(s) Where Employee Could Improve Performance: Assert more of his ideas and experience Fiscal advice C. Rater s Comments: Rater s Signature Date 11. Rating Summary/Signatures (Continued) (Attach additional sheets if necessary.) Employee Statement: I was given the opportunity to review and discuss my job description and work standards with my supervisor. I certify that I have read and understand this evaluation, and that my supervisor has discussed it with me. Furthermore, I understand that I have the right to dispute anything in this evaluation or to discuss any problems pertaining to my Evaluation with my supervisor. If discussion does not resolve the issue, I understand that I have the right to appeal in writing Through the chain of command. Employee s Comments: Employee s Signature Date 8

9 Reviewer s Comments: Reviewer s Signature Date Overall Performance Rating: (rating / score) Goals Met? Personnel Action Recommended: Continue Employment Promotion Salary/Merit Increase Extend Probationary Period Terminate Employment 12. Developmental/Improvement Plans Refer to sections 6A. and 6B, above. Developmental/Improvement plans should address the areas identified in those sections. Supervisor and employee agree on action plans to further develop employee's capabilities or to improve the employee's performance during the next review period and list those plans as goals and objectives in section 2 on a blank evaluation form. 9

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