HomeMy WebLinkAboutAO 61 Personnel Policies Procedures 11012003 Superseded CITY OF PASCO
ADMINISTRATIVE ORDERS
Administrative Order No. 61
Personnel Policies & Procedures
Subject: Employee Performance and Development Review Initial Effective Date:
12/17/87
Revised 8/18/1993 1 /03
Approved GC
The following Administrative Order is effective November 1 , 2003 and supersedes
Administrative orders No. 61 dated December 17, 1987 and No. 61-A dated August 18, 1993.
L PURPOSE : This Administrative Order is issued to establish and maintain a uniform
system for employee performance and development review within the organization.
II. POLICY: All performance appraisals are to be fair and accurate, using the Standard
Evaluation Guidelines to properly evaluate employees. All performance appraisals are to
be conducted in a timely manner. Employee performance and development review shall
be made on the official city form designated for this purpose (Appendix A.)
III. OBJECTIVES : The objectives of employee performance and development review are
• to:
A. Provide an objective measure ofjob performance.
B. Provide for employee development/improvement.
C. Provide a formal means of communicating to employees regarding their
performance.
D. Provide a vehicle for identifying employees who are qualified (knowledge and
behavior) for advancement.
E. Serve as an objective measure for wage and salary determinations, including merit
pay (where applicable.)
IV. PROCESS/PROCEDURE :
A. Employee performance and development review shall be made on the official city
form designated for this purpose. See Appendix A attached to this Administrative
Order.
1 . Performance evaluation are to be conducted by division or department
managers. In approved circumstances, first-line supervisors may be authorized
to conduct the evaluation. In such event, the department manager will review
the evaluation for concurrence and completeness.
2. The evaluator shall use the Standardized Evaluation Guidelines (Appendix B)
for scoring definitions.
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3 . All parts and sections are to be thoroughly completed and in compliance with
all written instructions. No parts are optional. Incomplete or erroneously
completed forms will be returned for completion or revision.
4. If the evaluation includes any rating below "satisfactory", the manager shall
• consult with the Human Resources Manager prior to meeting with the
employee.
5 . Following the evaluation meeting with the employee, the original evaluation is
forwarded to Human Resources and thence to the City Manager for signature.
6. A copy of the review is to be provided to the employee. The completed,
original evaluation is kept in Human Resources for inclusion in the employee' s
personnel file.
B. Evaluations shall be made in a timely manner.
1 . Probationary evaluations shall be conducted within the last month of the
probationary period, for both new hire and promotion employees. The
completed review shall be to the City Manager no later than ten (10) working
days prior to the end of the probationary period.
2. Annual evaluations must be completed on all regular full and part-time
employees. The evaluation shall be to the City Manager no later than ten ( 10)
working days prior to the employee's anniversary date of employment for
his/her current position.
3 . Special evaluations shall be completed and to the City Manager no later than
ten (10) days prior to the appropriate date due. Date due shall be determined by
the reason for the special evaluation.
V. COMPLIANCE/REVIEW:
• A. The Human Resources Manager is responsible for monitoring of compliance with
this Order. S/He is also responsible for the orientation of all new managers/directors
to this Order.
B. The Employee Performance and Development Review policy and process shall be
brought forward to the management team on a regular basis, but no less frequently
than annually. The purpose of this to assure continuous awareness and
improvements to the program.
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