12-08-2025 - Agenda Packet City Council - Regular Meeting

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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. Performance Appraisal Cycle Cycle Repeats Annually 3. Key Events and Timeline. Event Description When als Goals for the rating period are established at the close of the Previous rating TEstablished previous rating period. For new hires, goals should be period, first six established between the supervisor and employee within the weeks for a new first 6 weeks of employment. hire Ongoing Check -ins are regular discussions that happen throughout the Ideally quarterly Check in year to: Minimum of • Check in on progress toward goals, every 6 months • Stay aligned on current projects, after a new hire, • Discuss what is going well and what could be better, NLT July 315t for and Department • Agree on next steps. Directors Mid -year reviews are required for all new hires and department directors. Annual The employee input portion is completed by the employee January Review — and then provided to the supervisor for review and 1-15 Employee preparation of the supervisor's assessment. The employee Input 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. Page 74 of 151 170