08-26-2024 CC Agenda Packet - Laserfiche WebLink

Home Browse Search

Page 72 of 150 City of Orono Performance Evaluations 1. Purpose: The purpose of the performance review process is to provide a record of the employee’s job performance, to encourage professional growth, and to provide an opportunity for open dialogue between employees and their supervisors. Evaluations should consider, but are not limited to, representative job duties, quality of work, interpersonal skills, previously set goals and future expectations. 2. Performance Appraisal Process. The City of Orono performance appraisal process on an annual basis. The key portions of the process include the establishment of goals, periodic check-ins and a formal evaluation. The table below outlines the goal setting and evaluation process. 3. Key Events and Timeline. Event Description When Goals Established Goals for the rating period are established at the close of the previous rating period. For new hires, goals should be established between the supervisor and employee within the first 6 weeks of employment. Previous rating period, first six weeks for a new hire Ongoing Check in Check-ins are regular discussions that happen throughout the year to: • Check in on progress toward goals, • Stay aligned on current projects, • Discuss what is going well and what could be better, and • Agree on next steps. Mid-year reviews are required for all new hires and department directors. Ideally quarterly Minimum of every 6 months after a new hire, NLT July 31st for Department Directors Annual Review – Employee Input The employee input portion is completed by the employee and then provided to the supervisor for review and preparation of the supervisor’s assessment. The employee should review the last evaluation form that was prepared to determine if he or she has achieved the listed goals. Thereafter, the employee should prepare a list of key results and accomplishments for the period. January 1-15 131