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<br />an appeal in writing to the Human Resources Director. Any changes to the evaluation <br />resulting frorn resolution at the Department Head level will be subrnitted and <br />approved by the Human Resources Director. <br /> <br />CLOSEOUT EVALUATION <br /> <br /><:;. When an employee's supervisor changes for any reason a Closeout Final Evaluation will be <br />completed and weighted for the percentage of the year covered by the Closeout Final <br />Evaluation. <br /> <br />TIMELINE FOR PERFORMANCE APPRAISAL SYSTEM <br /> <br />· All performance plans/evaluations will be cornpleted on a twelve month basis which <br />begins with each employee's hire date. <br /> <br />· Must have a planning rneeting for Performance Objectives within 30 days of anniversary <br />of hire date. <br /> <br />· Signed performance appraisal plan completed no more than 30 days after anniversary of <br />hire date. <br /> <br />· Interim Review completed by seventh month of the performance period. <br /> <br />· Signed performance evaluation within 30 days of end of performance period. <br /> <br />· New hires and promoted or transferred ernployees must have a planning rneeting and <br />signed performance plan within six (6) weeks of start date. Performance plans for new <br />hires should reflect performance expectations for the probationary period. <br /> <br />TIME LINE FOR IMPLEMENTATION: <br /> <br />· Performance Plans are being developed June and July 2005. <br />· All employees will have Performance Plans in place August 2005. <br />· As of January 1,2006, all evaluations will be done using the ernployee's Performance <br />Plan. <br /> <br />Compensation & Cla.~slficatlon Study and IJerformanee I<Jvaluation System <br />The Mercer (~roup, Inc. AU~lIst 24, 2006 <br />Page 28 City ofSlInny Isles lleach, l<'lorlda SIB <br />