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Item A: City Manager Evaluation Process
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Item A: City Manager Evaluation Process
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6/9/2010 1:00:38 PM
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5/10/2007 10:44:18 AM
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City Council
City_Council_Document_Type
Agenda Item Summary
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5/16/2007
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ATTACHMENT C <br /> CITY MANAGER <br /> PERFORMANCE APPRAISAL FORM <br /> <br /> <br /> <br />Employee Name Appraisal Date: May 31, 2006 <br />Dennis Taylor <br />Annual X Probationary Supplemental <br />?? <br />Position Title Employment Date: April 14, 2003 <br />City Manager <br />Reviewer Name Review Period <br /> <br />From: 7-11-05 To: 5-31-06 <br /> <br />INSTRUCTIONS <br /> <br />Using a five point scale, rate the City Manager’s performance for each of the indicators listed <br />below each performance category on the following pages. Place an X below the number that <br />best describes your assessment of performance on each indicator. A “1" indicates that you are <br />very dissatisfied with the Manager’s performance. A “5" indicates that you are very satisfied <br />with the Manager’s performance. Numbers 2, 3 and 4 should be used as a sliding scale to <br />indicate your degree of satisfaction or dissatisfaction along the rating continuum if it doesn’t fall <br />into either end of the scale. If you do not have enough information to evaluate one of the <br />indicators, either don’t rate it or write NA to the left of the number. Next, give an overall rating <br />for the performance category using the 5 point rating scale again, by placing the number that best <br />describes your overall level of satisfaction for the rating category on the line at the top right hand <br />corner of each page. Note that the overall rating for a category is subjective for each rater as one <br />rater may decide that different indicators carry more or less weight toward the overall rating of a <br />category than another rater. The context for each rater’s overall rating of a category will be <br />discussed during the evaluation work session. Use the blank space on each page to give <br />examples that support your ratings of the individual performance indicators and your rating of <br />the overall category. <br /> <br />1 - Very Dissatisfied <br /> <br />Work at this level suggests serious performance problems. The employee must make <br />substantial improvement or be subject to appropriate disciplinary action, which may <br />include termination. <br /> <br />5 - Very Satisfied <br /> <br />Performance at this level is characterized by overall successful performance in the <br />element with special contributions in a significant number of areas which add value <br />beyond what would be considered satisfactory performance. Examples include: <br />innovative approaches to work; efficiency gains, significant contributions to <br /> <br />improvement of department practices, processes, work team or community relationships. <br /> <br /> <br /> 1 <br />
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