Laserfiche WebLink
<br />9. Communication <br /> <br />10. Leadership/Followship <br /> <br />The performance objectives and performance factors will be rated using the following <br />criteria: <br /> <br />5 Outstanding <br /> <br />Employee performs consistently at an outstanding level far above the expected level. <br />Performance is definitely superior and well above the expected level of performance. <br /> <br />4 Exceeds Expectations <br /> <br />Employee performs consistently above the expected level of performance. This is the <br />performance of a fully trained, qualified, and motivated ernployee and goes beyond <br />expected performance standards. It requires additional effort. <br /> <br />3 Meets Expectations <br /> <br />Employee performs consistently at the expected level of efficiency and effectiveness, <br />and achieves set performance standards. This is successful performance fully <br />meeting expectations. <br /> <br />2 Below Expectations <br /> <br />Ernployee performance is inconsistent and fluctuates. A significant part of the <br />performance is below the performance standards set for this position. This review <br />indicates that serious effort is needed to improve performance. (Mandatory corrective <br />action plan/timetable required if the overall rating). <br /> <br />Unsatisfactorv <br /> <br />Employee does not perform or make any visible effort to achieve performance standards. <br />This is unacceptable performance and disciplinary action should be taken. (Mandatory <br />corrective action plan/timetable required if the overall rating). <br /> <br />MONITORING THE PERFORMANCE PLAN <br /> <br />Once the performance plan has been developed, it is important to monitor the plan throughout <br />the performance period. Ongoing communication, specific docurnentation, and additional <br />rneetings are necessary to effectively rnonitor the plan. <br /> <br />. Communication <br /> <br />. Documentation <br /> <br />. Additional Meetings During The Performance Period <br /> <br />One interim review is mandatory at least by the end of the seventh month of the <br />Performance Period. Additional meetings can be requested by either the employee or <br />supervisor throughout the year to discuss the plan and evaluate performance. <br /> <br />EVALUATION OF PERFORMANCE <br /> <br />At or near the end of the performance period, the supervisor will request employee input <br /> <br />Compensation & Clllssification Study llnd I'crformllncc I~vlllulltion System <br />Thc Mcrcer Group, Inc. AU~lIst 24, 200(J <br />Page 25 City of SlInny Islcs lIench, li'Joridll <br /> <br />SIB <br />