6.3 ERMUSR 12-13-2005 ?D Elk River
Municipal Utilities
13069 Orono Paikway phone: 763.441.2020
' Elk River,MN 55330 Fax:763.441.8099
To: Elk River Municipal Utilities Commission
From: John Dietz
' Date: December 1, 2005
Re: Performance evaluation of Bryan Adams
' Bryan has been with ERMU for several years now and we have never done a
performance evaluation on him. I think it's time we do one.
IPI have enclosed the forms that were recently used to review Pat Klaers. I have made
appropriate changes to reflect Utilities instead of City of Elk River. When the council
' evaluated Pat, we had all department heads fill out one of these forms. In the Utilities
case, I think all officer personnel and department heads should be allowed to evaluate
Bryan on a confidential basis.
I would also suggest that the three Commission members also fill out evaluation forms. I
will tally up the results and we can have a closed meeting following a regular meeting to
' go over the results with Bryan.
The Council made a mistake ins not evaluating Pat on a regular basis. I don't want the
' Commission to make the same mistake.
I would like the Commission to formally approve this process so that we can get started.
1
110 Elk River
Municipal Utilities
13069 Orono Parkway phone: 763.441.2020
Elk River,MN 55330 fax:763.441.8099
MEMORANDUM
TO: All Department Heads/Office Staff
FROM: Utilities Commission
' DATE: December 1, 2005
SUBJECT: General Manager Performance Review
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The Utilities Commission is conducting a performance evaluation of Bryan Adams, Utilities
General Manager, and we are asking for your assistance. We are using a process that allows us
' to gather feedback on the General Manager's performance from all department heads and office
staff. Your participation in this process is very important. These reviews are conducted
' anonymously so all employees can be protected and the reviews conducted fairly. I ask that you
respect the privacy of this process. The review forms will be shredded after the results are
compiled to maintain strict privacy.
' Enclosed is a Performance Evaluation Feedback Survey for Bryan Adams, General Manager.
Please complete this survey and return it to John Dietz no later than January 16, 2006. For your
' convenience and to maintain confidentiality, you may return the survey in the enclosed envelope.
There may be questions or areas on this survey that you may not feel qualified to answer. Don't
' hesitate to answer U/A if you don't feel that you can rate a person on a certain question or group
of questions.
' Thank you for taking your time to assist in our review process. We appreciate and value your
input. Your answers and comments are very important to us.
I
140CITY OF ELK RIVER
PERFORMANCE EVALUATION FEEDBACK SURVEY
IPlease take a few minutes to complete this survey. The Purpose of this survey is to help this
person become more effective when working with you. It is absolutely essential that you be
frank and honest with your responses.
IPlease complete and return
IYour responses to this survey will be kept strictly confidential. Your responses will be
merged with the responses of others. YOUR RESPONSES WILL NOT, UNDER ANY
CIRCUMSTANCES, BE INDIVIDUALLY EXAMINED OR IDENTIFIED BY THE PERSON
I
BEING RATED.
The following is the rating scale to be used when completing the survey. Please complete
I
each item based on your observations and interaction with this person.
We understand that there are some areas in this survey that you may not have observed for
I this person. Please do not hesitate to answer"U/A" if you do not feel you have enough
information to rate this person for a particular question.
110
5 FAR EXCEEDS EXPECTATIONS: Proactive, Outstanding, Excellent
I4 EXCEEDS EXPECTATIONS: Very Good, A Strength
3 MEETS EXPECTATIONS: Meets the position requirements
I2 IMPROVEMENT NECESSARY: Does NOT meet expectations
I1 UNACCEPTABLE
U/A UNABLE TO EVALUATE
' Please Circle One
COMMITMENT TO CUSTOMER SERVICE high low
(INTERNAL AND EXTERNAL)
1. Shows diplomacy, respect and sensitivity in 5 4 3 2 1 U/A
' dealing with citizens and customers.
2. Demonstrates care and concern about 5 4 3 2 1 U/A
' the quality of service to citizens and customers.
3. Responds to citizens and customers 5 4 3 2 1 U/A
' in a timely and appropriate manner.
4. Maintains good working relationship with 5 4 3 2 1 U/A
' citizens and customers.
5. Views complaints as an opportunity to 5 4 3 2 1 U/A
creatively solve issues and responds with
composure to criticism and/or complaints.
Comments:
COMMUNICATION
110 1. Communicates appropriately in spoken 5 4 3 2 1 U/A
and written form.
' 2. Demonstrates good listening skills. 5 4 3 2 1 U/A
3. Shares information accurately and in a timely 5 4 3 2 1 U/A
manner.
4. Respects confidentiality and privacy of others. 5 4 3 2 1 U/A
5. Is receptive to feedback and other opinions. 5 4 3 2 1 U/A
' 6. Communicates expectations to others 5 4 3 2 1 U/A
effectively.
Comments:
BEHAVIORAL EXPECTATIONS
110 1. Is flexible and exhibits a willingness 5 4 3 2 1 U/A
and ability to adjust to changing conditions
' or priorities.
2. Takes initiative to identify and act on 5 4 3 2 1 U/A
problems.
' 3. Leads by example and is involved in 5 4 3 2 1 U/A
continuous learning.
' 4. Is responsive to others needs or requests 5 4 3 2 1 U/A
(i.e. citizens, developers, employees, etc.).
' 5. Is able to deal constructively with conflict. 5 4 3 2 1 U/A
Focuses on the situation or issue not the person.
' 6 Is able to independently generate new 5 4 3 2 1 U/A
thoughts and ideas.
' 7. Demonstrates respect for employees, 5 4 3 2 1 U/A
citizens, developers, and others. Maintains
self-confidence and self-esteem of others.
' 8. Is able to solve problems and make 5 4 3 2 1 U/A
decisions.
gip
9. Works effectivelywith others. Maintains 5 4
3 2 1 U/A
constructive relationships with department
heads and employees.
Comments:
PERSONNEL ADMINISTRATION
' 1. Cooperates with and supports department 5 4 3 2 1 U/A
heads to accomplish team goals.
2. Performs the basics of supervision (i.e., 5 4 3 2 1 U/A
completes reviews on time, conducts staff meetings,
provides regular feedback to employees, etc.)
111;3. Analyzes situations and considers alternatives 5 4 3 2 1 U/A
before making decisions
Addresses employee issues in a appropriate 5 4 3 2 1 U/A
manner, place and time.
I5. Takes timely and appropriate disciplinary 5 4 3 2 1 U/A
action.
I6. Recognizes and encourages positive 5 4 3 2 1 U/A
employee actions and behaviors.
IComments:
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I MANAGEMENTQ UESTIONS
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1. Manages, monitors and makes 5 4 3 2 1 U/A
I effective use of money, material and human
resources.
MO. Assesses, evaluates and effectively 5 4 3 2 1 U/A
delegates authority and responsibility in accordance
with employees' capabilities to make the best use of their
Italents, skills and knowledge.
3. Keeps others informed on issues that 5 4 3 2 1 U/A
I
affect the Utilities.
4. Observes rules and regulations (i.e. Data Privacy 5 4 3 2 1 U/A
IAct, Personnel Policies, OSHA, etc.)
5. Understands issues from a Utilitywide and 5 4 3 2 1 U/A
Idepartmental point of view.
6. Complies with all statues, rules, policies 5 4 3 2 1 U/A
I procedures and reporting requirements in a
timely and accurate manner.
IComments:
LEADERSHIP
1. Provides leadership to organizational efforts 5 4 3 2 1 U/A
141k. within the Utilities and serves as a role model.
Willingly helps others to reach their potential. 5 4 3 2 1 U/A
Identifies and creates opportunities to help others in
acquiring and developing their skills and abilities.
I3. Promotes a positive, constructive and 5 4 3 2 1 U/A
supportive work environment.
I4. Fosters good will and represents the 5 4 3 2 1 U/A
Utilities in a professional manner.
I5. Effectively plans for both long term 5 4 3 2 1 U/A
and short term needs of the Utilities.
I6. Utilizes employees in a manner which 5 4 3 2 1 U/A
Recognizes and develops their skills and training.
I7. Empowers others to explore creative ways to 5 4 3 2 1 U/A
complete job responsibilities.
I8. Encourages the expression of differing points of 5 4 3 2 1 U/A
view.
ip. Aligns employee performance toward a shared 5 4 3 2 1 U/A
organizational and Utilities vision.
1 Comments:
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What should this employee START doing to be more effective?
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What should this employee STOP doing to be more effective?
IWhat should this employee CONTINUE doingto be more effective?
:It
hat do you see as this person's greatest strength?
What do you see as this person's greatest need for improvement?
' Other comments:
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