HomeMy WebLinkAbout2009-06-01 Correspondencey~~~~ ~u ~ - ~~o~ ~~~~
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Outline of the Staff Annual Review Process
June 1, 2009
Tools
^ Copies of the goals outlined by the staff member at the last annual evaluation
^ Compiled Evaluation part 2 (council input)
^ Evaluation part 1 (staff input)
^ Any additional materials from the staff member
Timeline for the Review Process
June 1
Confirm evaluation tools and timeline
June 4
Part 1 to council to complete
Part 2 to staff members to complete
June 12
Part 2-council input to mayor for compilation
June 15 or June 16
Exec Session-council only review draft compilation
June 25
Materials from staff anal .final compilation to council w/ info packets
June 29 or June 3Q __
Exec Session-with time for council only to briefly talk about materials and then meet with
staff members to do the evaluation.
City of Iowa City
Staff Evaluation
Performance Evaluation: Part 1-Employee Review of Job
Staff Member
Evaluation Period:
to
1. Please describe your workplan and accomplishments for this evaluation period.
2. What challenges did you face in reaching your goals during this evaluation period?
3. What do you consider your most significant accomplishment during this evaluation
period?
4. You and the Council will work together to set develop your goals/tasks for the next
evaluation period. From your perspective, what are your primary goals for the next
evaluation period?
5. What challenges do you anticipate in reaching these goals/accomplishing these tasks?
6. What challenges do you anticipate that are specifically related to the City's current
budget constraints?
7. How can the Council assist you in reaching these goals/accomplishing these tasks?
City of Iowa City
Staff Evaluation
Performance Evaluation: Part 2-Council Review of Staff Member
Staff Member
Evaluation Period:
to
This information should be completed by each member of the Council to evaluate performance in
the areas discussed below. We will discuss the results in Executive Session and present a
compiled form to the staff member.
Performance can be rated based upon the following scale:
1- Marginal/Needs Improvement: Employee does not adequately accomplish the objective. If noted, the
employee should be provided a designated time period in which to improve performance.
2- Expected Performance: Employee consistently meets the-performance objective.
3- Exceeds Objective: Employee exceeds performance objective on a regular basis..: -Errors are infrequent
and typically detected and corrected by the employee.
NA-Not Applicable/not observed: Category does not apply or reviewer has not had the opportunity to
observe performance in this area.
Possible questions
Co uncil Relations
1. Carries out directives of the Council as a whole rather than those of any one Council 1 2 3 NA
member.
2. Keeps the Council apprised of ongoing and current situations involving City business in her 1 2 3 NA
department.
3. Maintains effective and open lines of communication with the Council as a body and with 1 2 3 NA
individual Council members.
4. Assists the Council in establishing policy, while acknowledging the ultimate authority of 1 2 3 NA
the Council in policy matters.
5. Responds to requests for information or assistance by the Council. 1 2 3 NA
6. Informs the Council of administrative developments in her department. 1 2 3 NA
7. Receptive to constructive criticism and advice. 1 2 3 NA
Comments:
Planning and Implementation
1. Anticipates "needs and recognizes potential problems. 1 2 3 NA
2. Obtains and presents the facts and other information necessary for Council to make 1 2 3 NA
3. decisions.
Incorporates the goals and intent of Council in the implementation of Council actions.
1 2 3 NA
4. Reviews enforcement procedures periodically to improve effectiveness. 1 2 3 NA
5. Enforces or ensures the enforcement of City policies and ordinances. 1 2 3 NA
6. Offers workable alternatives to the Council for changes in a law when an ordinance or 1 2 3 NA
policy proves impractical in actual administration.
7. Supports the actions of the Council after a decision has been reached. 1 2 3 NA
Comments:
Management and Organization
1. Obtains the best possible results for the money spent.
2. Follows through on commitments and requests in a timely manner.
3. Is proactive in recognizing issues and initiating action.
4. Handles people well in difficult situations.
Comments:
Community Relations
1. Responsive to citizens' complaints and concerns, and communicates with them in an
open, clear, and honest manner.
2. Skillful with the news media.
3. Able to listen to others and recognize their interests-works well with others.
Comments:
Fiscal Management
1. Makes the best possible use of funds, ensuring that her department operates efficiently
and effectively.
2. Is creative and proactive when addressing fiscal challenges and changes in the financial
environment.
Comments:
1 2 3 NA
1 2 3 NA
1 2 3 NA
1 2 3 NA
1 2 3 NA
1 2 3 NA
1 2 3 NA
1 2 3 NA
1 2 3 NA
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