7. HANDOUTS 01-19-2010• ~ + ~ r ~
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current direct repots:
dill N~Caertz
Tina Allard
Tim ~ iman
Jeff~eahen
John ~unnin~haxn
Jeremy Barnhart
P.ebecca Hain
Cathy ~ehelich
~,auren wippcr
I~ob ~uprecht
ethers with wham ~ wark closely:
Jessica filler
Jennifer Johns®n
Feter deck
If you want yet another perspective, Dave ~er~ and Troy A.dam.s from ~R arc people
1 word with closely and they both attend various city meetings.
~f you want to include public works, Phil Hats, Cary I~eirmoe, and Cary I~o~e arc the
division n~ana~ers. ~f course, dark Thompson is really part of that group as well.
tau have the optzon to ask any e~.playce you want. Zf you want a roster of enaployecs, ~
will have Laurcr~ provide it to yau.
,~,.~,
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we wauld 1_il~e so~~~e feedback from you as we prepare for the pity Administrator's a~~.ua~a.
perforn~ance re~~iew, p~ea~e tame a few minutes to con~piete this short s~~r~ley. I a.n~ a~k~n~ for yaur
r~a~ne as l: would i~~e to l~~ow ~~~ha can~~leted each for~1~, bud your specit~c conll~~ents will be 1~ept
confici.ential, if yol~ dan't feel you can si~.a yaur naxne, pease do not co~~p~ete a fo~~a~. Tha~.~ you
for Maur assistance,
,sincerely.
Stephanie ~~li~~zin~
Ma~~ar
.lease p~~ovide you con~n~ents on the fallowing:
~ , Ability to provide di~•ection az~d leadership to staff:
2. Haz~dli.~.~~ differences of opinion a~nang employees:
~. P~4avid~.a~ timely and accurate fee~.~ac~ to sta~~
~. ~ea.ling with en~playees fairly and cansis~cn~~~f
5. .~ein~ appraacha~lc and easy to tally ~a;
6. ~.n~ralvin~ amplayee~ in decision-~nakin4r:
7. ~~eep~n~ en~plo~ees in~o~n~e~:
~. Is open to s~~~~es~~ons ~o~ c~~a~a~e and. impro~omen~:
9. ~-~elping employees de~e~ap nevi sk~~,ls a~ad ~~np~~ove ~heil, pezfo~n~ance:
I D. ~ravi~i~~~ a posi~i~e wo~•1~ envi~a~~~ae~~:
~~he~• ~o~~a~.aez~t~:
"our si~na~u~ e ~s ~~e~ui~•ed beiou~.
.please eo~~~pie~e aid. ~•eturz~ to ~~~e ~~ Feb~•~~a~~~ :.
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eiE~DEL~EGCEMEN7Group
2Q~09 Sal~ri~d Ex~rv~pt PerF~rman~e Evaluation Fora
Name; Jvb title;
Loca~ipn; Region:
~veraii Pe~forr~ance Evacuation for 2008:
Please selecf an overall rafing far the perfom~ance for 2U~9 using fhe scale detailed below.
~ 2 ~ ~ 5
Performance does net Perfarmance is below the Performance successfully Performance exceeds the Performance excessively
meet rho requirements of requirements of the job meets the requirements of requirements of the jab exceeds the requirements
fhe 'ob the 'ab of the 'ab
Performance Evaluation; Please use whole numbers only
axis far Performance E~alua~ion fvr2Da9;
The overall Performance Evaluafi~n considers s!1 !asks for which fl?e empl~ayee is responsible as necessary fo fulfr`! fhe requi~menfs of fhe job.
~onsiderafion should be given fa the top 3~5 lrey goals and objecgives which ware sal of fhe beginning of fhe year end fo circumsfances and
situafions which may have impacted one's ability to achieve fhese goals acrd objecfr'ves. ~e detailed and case examples a~s apprnpriafe. Use
additional pages rf necessary.
A
~Ei~E~~E~~CEMENTGroup
~ ~ C V ~ ~
~m to ee:
N~r~~i~e E~I~aaion;
Please describe any ether key areas of performance not detailed above, Please comment on behaviors which support or which inhibit the
incun?bent's per~irnrance, These may include communication skills, leadership, ability fo work effecfively in a team sefiing, etc, Use additional
pages if necessary.
Errtpioyee's ~~If rating of performance (to b~ completed by the empibyee)
Please comment on your pe~onnance for the past year which will serve as the basis far discussion, ~e as detailed as possible auflining key
objectives and accomplishments, Use additionalpages if necessary.
s
~I~EL~~GCEMENTGroup
~ ~ v ~ ` ~
r~plo ee.
~ `c~~
The Annual Performance ®bjectives shauld be tied to the day to day primary responsibilities a~ the incumbent's position, objectives should be
specific, measurable, action arlented, realistic and Time bound (SI~Af~T}, each e~rplayee should have ~ to 5 Annual Performance Objectives.
~ Objective ~easurem~nt of Suecess Targef Completion Date
tanager Signature
Name Printed
Next Level ~gmt. Approval
Name printed
Stang potted Line Approval
Name Printed
~~ployee Signature
Name Painted
Date
Date
Q ate
Qate
~,~~~
z,~
~~
Lori Johnson
Performance Evaluation.
~corin~
Far exceeds expectations: Proactive, outstanding, Excellent
4 Exceeds expectations: Very Good, A Strengtl~
3 Meets Expectations; Meets tl~e position requirements
Z improvement necessa~.~y: Does Not meet expectations
~ Unacceptable
UlA Unable to evaluate
COMMITMENT TO CUSTOMER SERVICE
(Internal and external)
1, Shows diplomacy, respect and sensitivity in
dealing with citizens and customers,
2, Demonstrates care and concel~~ about
the quality of service to citizens and customers
3. Responds to citizens a~ad custon~e~•s
in a timely and appropriate manner.
~.
4. Maintains good working relationship with
citizens and customers.
5, Views complaints as an opportunity to
creatively solve issues and responds with
composure to criticism andlor complaints,
Comments:
COMMUNICATION
BEHAVIORAL EXPECTATIONS
1. ~s flexible and exhibits a willingness
and ability to adjust to changing conditions
or priorities,
e
2, Takes initiative to identify and act on problems
3 , Leads by example and is involved in
continuous learning,
4, ~s responsive to others needs or requests
~i.e. citizens, developers, employees etc},
5. Is able to deal constructive with conflict.
focuses on the situation or issue not the person,
6. ~s able to independently generate new
thoughts and ideas.
7, Demonstrates respect for employees,
citizens, developers, and others, Maintains
self, confidence and self esteem of others,
8. ~s able to solve problems and make decisions,
9. works effectively with others, Maintains
constructive relationships with depa~•tment
laeads and employees
Comments:
PERSONNEL ADMINISTRATION
1. Cooperates with and supports department
heads to accomplish team goals,
2. Performs the basics of supervision ~i.e.,
completes reviews on time, conducts staff meetings,
provides regular feedback to employees, etc.
MANAGEMENT QUESTIONS
l , Manages, monitors and makes
effective use of money, materials and
Duman resources,
2, Assesses, evaluates and effectively
delegates authorize and responsibility in accordance
with employees' capabilities to mane tlae best use of their
talents, skills and knowledge,
3, Keeps others informed on Issues that
affect the City.
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4, Observes rules and regulations ~i,e. Data Privacy
Act, Personnel Policies, OSHA, etc,}
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5. Understands Issues from a Citywide and
departmental point of view,
G, Complies with all statues, rules, policies,
procedures and reporting requirements in a
timely and accurate manner.
Comments:
LEADERSHIP
1. Provides leadership to organizational efforts
within the City and serves as a role model.
2, willingly helps others to reach tl~ei~• potential,
Identifies and crates opportunities to help others in
acquiring and developing their skills and abilities,
3. Promotes a positive, constzl~ctive and
supportive work environment.
4, Fosters good will and represezats the
City in a professional manner,
5, Effectively plans for both long tern
and short term needs of tlae City.
6, Utilizes employees in a manner which
recognizes and develops their skills and training.
7. Empowers others to explore creative ways to
complete job responsibilities.
8, Encourages the expression of differing points of view.
9. Aligns employee performance toward a shared
organizational and City vision.
Comments:
What should this employee START doing to be more effective?
What should this employee S'I'OP doing to be rriore effective?
What should this employee CONTII~I7E doing to be more effective?
hat do you gee at this person's ~reate~t strength?
What do you see as this person's greatest need for improvement?
ether caents a