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Article 8. PERFORMANCE REVIEWS <br />(See Appendix A for full policy and forms) <br />An objective performance review system will be established by the city administrator or designee for <br />the purpose of periodically evaluating the performance of city employees. The quality of an employee's <br />past performance will be considered in personnel decisions such as promotions, transfers, demotions, <br />terminations and, where applicable, salary adjustments. <br />Performance reviews will be discussed with the employee. While certain components of a performance <br />evaluation, such as disputed facts reported to be incomplete or inaccurate are challengeable using the <br />city's grievance process, other performance evaluation data, including subjective assessments, are not. <br />For those parts of the performance evaluation system deemed not challengeable, an employee may <br />submit a written response, which will be attached to the performance review. Performance reviews are <br />to be scheduled on a regular basis, at least annually. The form, with all required signatures, will be <br />retained as part of the employee's personnel file. <br />During the training period, informal performance meetings should occur frequently between the <br />supervisor and the employee. Conducting these informal performance meetings provides both the <br />supervisor and the employee the opportunity to discuss what is expected, what is going well and not <br />so well. <br />Signing of the performance review document by the employee acknowledges the review has been <br />discussed with the supervisor and does not necessarily constitute agreement. Failure to sign the <br />document by the employee will not delay processing. <br />Page 29 of 151 <br />125 <br />