Reso 2006-982 - Laserfiche WebLink

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~ If the overall score for any section is below 3.0 at the tirne of the interim review, a corrective action plan must be developed. The employee and supervisor sign and date the corrective action plan and submit the plan to the Department Head for approval and further submittal to the Human Resources Director. Performance improvement plans can also be developed for a specific area when performance within the area is not meeting expectations, but the score for the overall performance plan is 3.0 or above. EVALUATING PERFORMANCE ~ PRE-PLANNING: The supervisor provides at least one week's notice to ernployees to submit their input regarding their performance for the performance period. There are multiple ways to share this information (notes, rneeting, self-evaluation). The Supervisor also advises the employee to request any needed documents (e.g., division/department work plans/goals, job description, and/or PEP form) at least one week in advance of review/evaluation rneeting. ~ DRAFT: Supervisor prepares draft evaluation and submits it to the Department Head for Approval. ~ CONSENSUS; Supervisor, Department Head, and Human Resources Director review, approve and agree upon draft ratings to ensure consistency. ~ EV ALUA TION MEETING: The employee and the supervisor meet to review the performance evaluation. The Department Head and/or the Human Resources Director rnay participate in the evaluation meeting with the employee and supervisor if so requested by either the ernployee or supervisor. ~ The ernployee and supervisor initial the evaluation and send it to the Department Head for approval. The Department Head then submits the initialed evaluation to the Human Resources Director. ~ If the overall score for any section is below 3.0 at the time of the interim review, a corrective action plan must be developed. The employee and supervisor sign and date the corrective action plan and subrnit the plan to the Department Head for approval and further submittal to the Human Resources Director. Performance improvement plans can also be developed for a specific area when performance within the area is not meeting expectations, but the score for the overall performance plan is 3.0 or above. ~ In the event of an overall score of less than 3.0, a correct action plan will be developed for a six month period with one mandatory interim review at 90 days. If the overall rating of the evaluation of the corrective action plan is less than 3.0 at the end of the six month period, the ernployee would be considered for disrnissal. ~ Evaluations should not be finalized without full knowledge of the ernployee of the contents. The employee must be given the opportunity to note any concerns with the evaluation. ~ If the ernployee does not agree with the final evaluation, he/she rnay appeal to the Department Head. If resolution does not occur at this level, the employee can subrnit Compensation & Classification Study and I'crformancc 1<~"a1nation Systcm The Mercer (;ronp, Ine. August 24, 2006 PIlp 27 City of'Sunny Islcs Bcach, l<'lorlda SIB