CITY OF ROGUE RIVER EMPLOYEE PERFORMANCE REVIEW
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1 CITY OF ROGUE RIVER EMPLOYEE PERFORMANCE REVIEW Name: Evaluation Period To/From: Position: Evaluator: Department: Salary Range/Step: Reason for Appraisal: Completion of Probationary Period Special Review Scheduled Performance Review X Performance Factors A. Job Knowledge: Present knowledge of the techniques, skills, equipment, procedures, and/or materials to do all phases of the job. B. Project Accomplishment: Employee makes systematic progress toward completion of all assigned projects. The employee s superiors are able to get timely and accurate responses about a project s status. C: Planning, Organizing, and Execution: Employee plans, organizes and executes all approved departmental policies, programs, and day to day responsibilities in an effective and efficient manner. D. Judgement and Common Sense: Degree to which the employee shows good logical decisions considering his/her own and related work; thinks before acting and making decisions.
2 Performance Factors E. Willingness to Learn New Tasks, Procedures: Speed with which the employee masters new tasks and methods and grasps explanations; retains knowledge. F: Innovation/Ability to Originate or Develop Ideas: Degree to which employee is a self-starter; makes constructive suggestions, completes own assignments. G: Interpersonal Skills: Tactfulness, helpfulness and courtesy to the public and/or co-workers; ability to handle tough situations. H: Effectiveness on Teams: Participates on teams; effective planning for team activities; quality of team product. I: Dependability: Amount of direct supervision required to get the job done and meet deadlines; willingness to accept direction. J: Policy Compliance: Degree to which employee accepts and follows City and departmental policies. (eg. purchasing procedures) K: Work Habits/Safety: Degree to which employee s work exhibits neatness, safe working procedures; proper care and efficient use of equipment and supplies. L: Attendance: Punctuality; conformity with work schedule; abuse of leave.
3 Section 2: FOR SUPERVISORY/MANGEMENT PERSONNEL ONLY Performance Factors A. Employee Empowerment: Delegation of tasks/authority to subordinates. Ability to train employees to take responsibility at front line. B: Continuous : Efforts to modify tasks or projects to improve cycle time, customer service, etc. C: Cost Effectiveness/Fiscal Responsibility: Degree to which employee effectively and efficiently uses funds and resources. D: Planning: Ability to plan tasks for themselves and employees in relation to city-wide and department activity levels. Ability to plan projects. E: Employee Relations: Ability to hire, supervise, motivate, and train employees. F: Subordinate Supervision and Development: Effectively supervises all personnel who report to him/her. Demonstrates sufficient care and concern about employees needs. Evaluates training and communicates those needs to his/her superior. G: Labor Relations: Exercises firm but fair relations with employees. Insures that established department procedures and labor agreement provisions are followed.
4 Supervisory/Management Con t. Performance Factors H: Communication with Council: Attempts to keep all Councilors informed appropriately of City affairs. I: Leadership: Demonstrates the ability through example, confidence, competence, and enthusiasm, to inspire and motivate others to achieve their best and fulfill the objectives of the organization.
5 Section 3: Overall Evaluation Rating and : (check one) Satisfactory: Unsatisfactory: A. List previously determined performance objectives, progress in achieving them and other specific accomplishments for the past year: B. Areas: C. Goals and Objectives for next year: D. Educational and Training Goals for the next year: Section 5: Employee :
6 Reviewed and discussed with employee on (date): Councilor s Signature Administrators Signature (My signature indicates that my supervisors and I have had a discussion of the above comments.) Section 6: Reviewed by: Mayor Personnel Use Only:
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