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City of Pequot Lakes Citv of Pequot Lakes Personnel Policies <br /> Title: Performance Reviews Effective Date: [date adopted] <br /> Effective Date(s)of Amendment(s): <br /> SECTION 7 PERFORMANCE MANAGEMENT <br /> City employees are essential to providing services to the public. To provide quality, efficient and <br /> cost-effective services,the performance of employees is crucial. Therefore,the City is <br /> committed to a performance management system for its employees that communicates <br /> perFormance expectations for job duties and responsibilities, workplace standards and goals and <br /> objectives; identifies an employee's strengths and areas for improvement in meeting these <br /> expectations; and fosters an employee's job development. <br /> To meet this commitment,the City promotes the following: (1) ongoing feedback to and candid <br /> discussions with employees and about perFormance throughout the year; and (2) an annual <br /> perFormance evaluation that addresses prior and future performance of the employee. <br /> Employees are required to review any written document provided to them and discuss with their <br /> evaluating supervisor ongoing feedback and the annual perFormance evaluation. <br /> An objective performance review system will be established by the City Administrator or <br /> designee for the purpose of periodically evaluating the perFormance of City employees. The <br /> quality of an employee's past perFormance will be considered in personnel decisions such as <br /> promotions,transfers, demotions,terminations and,where applicable,salary adjustments. <br /> PerFormance reviews will be discussed with the employee. While certain components of a <br /> perFormance evaluation, such as disputed facts reported to be incomplete or inaccurate are <br /> challengeable using the City's grievance process, other performance evaluation data, including <br /> subjective assessments, are not. For those parts of the performance evaluation system deemed <br /> not challengeable, an employee may submit a written response, which will be attached to the <br /> perFormance review. PerFormance reviews are to be scheduled on a regular basis, at least <br /> annually.The form, with all required signatures,will be retained as part of the employee's <br /> personnel file. <br /> During the training period, informal performance meetings should occur frequently between the <br /> supervisor and the employee. Conducting these informal perFormance meetings provides both <br /> the supervisor and the employee the opportunity to discuss what is expected,what is going well <br /> and not so well. <br /> Signing of the performance review document by the employee acknowledges the review has <br /> been discussed with the supervisor and does not necessarily constitute agreement. Failure to <br /> sign the document by the employee will not delay processing. <br /> 15 <br />