Admin order 44-11-05 - Laserfiche WebLink

Home Browse Search

Career Deveionment Assistance Performance Evaluation During 1. Employees and supervisors should establish written Career Development Assignments goals and expectations prior to the beginning of the Career Development Assignment. 2. Career development supervisors should establish a routine time to share feedback about the assignment with the employee. Supervisors and employees should take this time to discuss any problems that may arise. 3. If the Career Development Assignment is not a good fit, the employee can return to his/her regular position prior to the assignment end date. Supervisors should contact HRRS to discuss options for filling the vacancy such as reposting the assignment or reviewing other candidates from the first posting. 4. The career development evaluation does not affect the tinting of the employee's regular annual appraisal process. The regular supervisor will receive a copy of .the evaluation to support, effective coaching of the employee in the future. 5. Informal discipline of an employee for actions in the Career Development Assignment is the responsibility of the career development supervisor. If discipline beyond documented counseling is administered, the career development supervisor should consult with HRRS and the employee's regular supervisor. Union represented employees have grievance rights. Information is available in your union contract or from union stewards, representatives, and the union office. 6. Employees are subject to. all City policies and procedures while working hi Career Development Assignments just as they are in their regular positions. The employee will receive a written performance evaluation at the conclusion of the assignment. This evaluation covers only the performance in the career development position and is submitted to HRRS. Career Development Assignment evaluations do not affect regular merit increases. (Mbooklet 11/99) 14