Exh 8M Part 38M
NOVEMBER 13, 2000
ARTICLE 23
UNIFORMS
23.1 The City will furnish to bargaining unit employees who are
required to wear such uniforms in the performance of their
duties an initial issue of the following upon employment:
1. Eleven (11) pants
2. Eleven (11) shirts
3. Hats
23.2 The City will replace or repair the above items as they
become torn, worn or unserviceable due to the performance of
the employee's official duty. Any claim for a repair or
replacement under this Section must be accompanied by a
written explanation addressed to the appropriate Department
Head, setting forth the circumstances necessitating the
replacement or repair, and the employee shall present the
item (s} to the appropriate Department Head or his designee
who shall have the sole determination as to whether the
items shall be replaced or repaired.
23.3 Any employee who damages, destroys, or loses any furnished
article of uniform due to carelessness, negligence or
personal use will replace the article at his own expense, or
such cost of replacement shall be deducted from the
employee's pay.
23.4 The employee shall wear the articles of the uniform listed
in Section 23.1 only for official City business.
23.5 Upon termination of employment for any reason, the employee
shall return to the City all articles of the uniform issued
by the City.
23.6 The City agrees to continue to provide for the cleaning of
the uniform articles as in the past.
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NOVEMBER 13, 2000
ARTICLE 24
MILEAGE ALLOWANCE
24.1 Employees directed by the appropriate Department Head or his
designee to use their private automobiles for City business,
shall be compensated at the rate established per mile by the
I.R.S..
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ARTICLE 25
CAREER DEVELOPMENT
25.1 Upon presentation of an official transcript and proof of
degree to the City Manager, each employee in the bargaining
unit who receives an associates degree from a accredited
college, which degree is determined by the City Manager as
applicable to the employee's job responsibilities with the
City, shall receive a $50.00 per month career development
incentive.
25.2 Upon presentation of an official transcript and proof of
degree to the City Manager, each employee of the bargaining
unit who receives from an accredited college or university
a bachelor's degree, which degree curriculum is determined
by the City Manager to include a major study concentration
area readily identifiable and applicable to the employee's
job responsibilities with the City, shall receive a $100.00
per month career development incentive.
25.3 Employees receiving Career Development monies shall receive
monies as accorded them under either Section 25.1 or Section
25.2. They shall not receive at the same time monies
afforded from both of these Sections.
25.4 Employees classified as Watex~`Wastewater Operator I,
Wastewater Og,ra or II, Wastewater/Water Operator III or
Wastewater/Water Opera or IV who. obtain the required
licenses required for a higher Operator
classification, shall be promoted to the higher
Operator classification with pay adjusted
per Article 26.3 (c). The .effective date of such promotion
shall be the date the employee passed the test based upon
the employee. urnishing such documentation to the City.
Additional Class A, B and C State licenses above those
licenses required by the position description recognized by
D.E.P., (Not Certifications), obtained by Water and/or
Wastewater Treatment Plant Operator's will be recognized by
the payment of an annual one-time lump sum payment of
$500.00. The initial p-Fayment of such bonus shall be the
date the employe~p~_the test based u~Qn the emp~ov~~
f ~rni~; sayh;~g such documeg a ~ o~ o t ,~ ~i~y. Bonus,~avments
shall be limited to an effective dates no more than ~x v
1601 calendar days retroactive with future bonus paid
annually on the date that the emFlovee regeiv.d h i
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NOVEMBER 13, 2000
~n~ ial bonus.
rsb-t-a-izr~ The employee must stay for one (1) year after
obtaining license. If the employee leaves the employment of
the City, the cost borne by the City for the course, travel
and lodging must be reimbursed by the employee.
25.5 Cost for other courses will be paid by the City after prior
approval of the appropriate Department Head.
25.6 All employees within the bargaining unit shall be covered by
a written description of his job duties in the form of
employee job specifications.
If the City of Atlantic Beach, or their designees,
determine that the employees'. job specifications need to be
changed, added to, deleted, or amended, the Employer will
notify the Union of the intended changes no less than ten
(10) working days prior to the effective date of change.
Copies of the proposed changes. will be forwarded to the
Union along with the above notification. After
finalization, a copy of the revised specifications shall be
forwarded to the Union as soon as is possible.
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ARTICLE 26
WAGES
26.1 (a) Effective October 1, ~~ 2000, employees covered by this
Agreement ex~iud;ng Wastewater/Water Oggrator's shall have
their pay increased by four (4~S) percent. These increases
shall continue therefrom in accordance with the terms and
provisions of this Agreement.
(b) T*+ o d o a ra and ma;ntain competent licensed
Wastewater/Water Qperator's the Un~,on and the Employer
3,gree that effectj,v~ October ~ 2000, the entrance salary
amount for the classificat;on of Wastewater/Water Og~ra or'G
g~y
p~ an between newl~h; red e lgg~ oy and th ho r y wag,e~
_ l; w
b t
/
p
~
d to existi censed
ng incu m
ent
at er
Wa
wa
,
,
Qpgrator's, the base hou~y wags of ~;cen sed incumbent
Wastewater/Water Operator's sh all b e increase d by ten (10$)
pPrrant effectiv e October ~ 200 0 There after theme
;nrrp,~P hall cont;nue ther efrom in accord ance with the
terms ~nd,,.p~ovisi ons of this Ac~ge ment•
_L~2_ All employees shall receive a twenty-five ($25.00) dollar
per month raise for each five years served with the City up
to and through the 20th year. This amount shall be placed
into the employees base pay.
26.2 The Job Classification/Grade Chart is set forth in attached
Exhibit A.
26.3 Entrance Wage Determination/Demotion:
(a) Initial appointment to any position shall normally be
made at the entrance rate of pay established for the
position. Upon recommendation from the Department Head,
the City Manager may approve the hire of a new employee
at a rate of pay above the starting rate of pay.
However, a new employee may only be hired at a rate
above the entrance rate of pay established for the
position if:
1. The needs of the City make such hire action
necessary and all other employees within the same
classification have their base salaries increased
to be equal to that of the newly hired employee,
or;
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NOVEMBER 13, 2000
2. The new employee has job related training and/or
experience that clearly exceeds that of current
employees. Prior to City Manager approval of
initial pay under this provision, the City will
notify the union, in writing, of the proposed
action and allow the union three (3) workdays to
provide comments.
(b) Except as provided in the second sentence of this
subsection, when an employee is demoted to a different
position classification, he shall receive the pay rate
in the lower pay range of the new position which is
deemed appropriate by the Department Head. Provided
that, should the demotion be the result of non-
disciplinary action (e.g., a reduction in force), the
demoted employee shall receive the rate in the lower
position classification pay range ,which provides the
smallest possible decrease in pay. Employees demoted
for non-disciplinary reasons shall if possible be
reassigned to other duties commensurate with his/her
qualifications for the position. The Employer will
make a reasonable effort to reassign the employee in
accord with the provisions of this section.
(c) When an employee is promoted to a classification with
a higher base rate of pay, the pay rate of that
employee shall be the lowest step in the higher range
that will provide an increase of at least a five
percent (5~) over the rate received immediately prior
to promotion.
Employees classified as Wastewater Operator t pr rr and
employees classified as Watez-tWastewater/Water Operator
III or IV T;~H-f who obtain the license required
to advance to Wastewater Operator I II or
Wate'rtWastewater ater Operator 3-~ III or IV will be
promoted to the higher. job series and have their pay
advanced five (5~) percent or to the entrance level pay
of the higher job series, whichever is greater.
26.4 Evaluation for satisfactory service shall be standard in
writing throughout the bargaining unit with each activity
using the same evaluation form and procedure as set forth in
attached Exhibit B. Employees who receive a unsatisfactory
evaluation shall be reevaluated at least quarterly, or
earlier if improvement is noted. If the employee feels the
evaluation procedure was .not followed, he may invoke the
grievance procedure and submit the grievance at Step II.
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NOVEMBER 13, 2000
26.5 Any employee covered by this Agreement who is temporarily
required by the appropriate Department Head or his designee
to perform the duties of a higher classification shall
receive pay at a rate of five (5~) percent above the
employee's regular rate of pay, provided that:
(a) The duties and responsibilities of the higher
classification are assumed in full for a minimum of one
(1) eight-hour working day, and;
(b) The working out of classification pay is approved by
the City Manager or his designee prior to appointment
of the employee to the higher position.
If the two (2) conditions set forth are not fully satisfied,
the employee will receive the rate of pay of his regularly
assigned classification for each hour worked in the higher
classification,
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NOVEMBER 13, 2000
ARTICLE 27
ALCOHOL AND DRUG TESTING
27.1 Both the City and Union recognize that drug and alcohol
abuse is a growing problem among our nation's work force.
The City and the Union also recognize the tremendous cost,
both in terms of efficiency and in human suffering caused by
needless workplace accidents. Acknowledging the necessity
for action, the following Alcohol and Druq Testing Program
is hereby initiated.
27.2 (a) All applicants may be subject to drug and alcohol
testing.
(b) All bargaining unit employees may be subject to drug
and alcohol testing as part of an annual physical
examination.
(c) In the event the City has a reasonable suspicion to
believe that an employee is under the influence of
drugs or alcohol on duty, the City may require that the
employee submit to breathalyser tests, blood tests,
urinalysis, and/or other appropriate testing. Should
the employee test positive to a drug test, the City
will utilize a confirmatory process before instituting
action. The City's Medical Review Officer (MRO) must
review all confirmation tests, positive and negative.
Within five (5) working days after receipt of a
positive confirmed test result from the testing
laboratory, the City shall inform the employee in
writing of such positive test results, the consequences
of such results, and the options available to the
employee, including the right to file an administrative
or legal challenge. For purposes of this Article,
reasonable suspicion must be based on objective facts
and rational inferences.
The City shall provide to the employee, upon request,
a copy of the test results.
(d) Within five (5) working days after receiving notice of
a positive confirmed test result, the employee will be
allowed to submit information to the City explaining or
contesting the test results. If the employee's
explanation or challenge of the positive test results
is unsatisfactory to the City, within fifteen (15) days
of receigt of the explanation or challenge, a written
explanation as to why the employee's explanation is
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unsatisfactory, along with the report of positive
results, shall be provided by the City to the employee.
(e) In the event the City requests that an employee submit
to breath, blood, urine and/or other tests and the
employee chooses not to submit to such test or tests,
the reasonable suspicion to believe the employee was
under the influence shall be justification for
discipline, including discharge.
{f) If the employee submits to the tests and the results
indicate alcohol or drug use (other than as indicated
in Section A), the employee shall be discharged or
suspended without pay at the discretion of the City.
After thirty (30) days have passed, a suspended
employee desiring reinstatement shall, upon written
request be given the opportunity to submit to further
blood or urine drug/alcohol screening tests, at the
employee's expense. If such tests indicate the absence
of alcohol or a controlled substance, the employee may
be reinstated at the discretion of the City. In the
event forty (40) days have passed and the City has not
received the written request signed by the employee, to
take the alcohol or substance abuse test, or the
employee has failed to take such tests at a time and
location designated by the City, the employee shall be
discharged. An employee who is reinstated under this
Section shall be subject to random testing during a two
(2) year period following the initial test. Should
such employee test positive during this two year period
he shall be discharged.
(g) An employee may be granted a one time leave of absence
without pay not to exceed sixty (60) days to undergo
treatment for alcohol or substance abuse pursuant to an
approved treatment program. No employee benefits shall
accrue during this period. The request must be
voluntarily made in writing prior to the institution of
disciplinary measures for alcohol or substance abuse.
(h) The City has the right to search lockers, handbags,
lunch boxes, other containers, or other personal
effects of employees at any time provided the City has
reasonable suspicion, to believe that an employee
possesses or is under the influence of drugs or
alcohol. If deemed necessary by the City, the
employees themselves may be asked to submit to a
search, provided that at no time will any employee be
searched by or in the presence of a member of the
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NOVEMBER 13, 2000
opposite sex. Further such search shall be in the
nature of a "pat-down," and shall take place in a
location so as not to unnecessarily embarrass the
employee. An employee's refusal to cooperate with or
submit to a search may be treated as serious
insubordination that warrants immediate discipline,
including discharge.
(i) A11 employees who must use a prescription drug that
causes adverse side effects (drowsiness or impaired
reflexes or reaction time) shall inform the City that
they are taking such medication on the advice of a
physician. It is the employee's responsibility to
inform the City of the possible side effects of the
drug on performance and expected duration of use.
(j) Except as stated in subsection E of this Article, the
cost of drug and alcohol screening tests shall be paid
by the City.
(k) .The City retains the right to maintain discipline or
invoke disciplinary measures in the case of conduct
which may result from or be associated with alcohol or
substance abuse.
(1) Decisions of an arbitrator under this Article shall be
limited to a determination of whether or not the City
had reasonable suspicion, and whether or not the
employee was under the influence of alcohol or drugs,
and not the disciplinary measures imposed by the City.
27.3 When drug screening is required under the provisions of this
policy, the following standards shall be used to determine
what levels of detected substances shall be considered as
positive:
N
(a) Amphetamines
1000 ng/ml Amphetamine
500 ng/ml GC/MS
(b) Cocaine
Metabolites
ic) Opiate
Metabolites
(d) Phencyclidine
(e) Marijuana
300 ng/ml Metabolite
300 ng1m1 Morphine
25 ng/ml PCP
150 ng/ml GC/MS
300 ng/ml GC/MS
25 ng/ml GC/MS
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Metabolites 100 ng/ml Total ng
15 ng/ml Delta
9 - TAC
(f) Barbiturates 300 ng/ml 150 ng/ml
When alcohol screening. is required under the provisions of
this policy, the standard which shall be used to determine
what level of alcohol shall be considered as positive shall
be: .04 grams per deciliter.
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NOVEMBER 13, 2000
ARTICLE 2$
SENIORITY
28.1 Seniority shall be defined as the length of continuous full-
time employment with the City of Atlantic Beach. Seniority
shall be acquired by a full-tame employee after satisfactory
completion of a six (6) month probationary period, at which
time seniority shall be retroactive to the first day of
employment.
28.2 In the event of a lay-off or reduction in force, employees
shall be laid off in the inverse order of seniority within
job classes. Employees laid off shall have the right to
bump or replace an employee with less seniority in a lower
classification for which the employee is qualified, provided
said employee has previously held such a position within the
City and can perform the established functions of the
current job description.
28.3 Whenever an employee is demoted to a position for which he
is qualified, he shall receive the salary performance level
in that lower range which provides either no decrease or the
smallest decrease in pay, if the action is not for cause as
outlined in Article 9 of this Agreement.
28.4 In regard to overtime and vacation, seniority will be
defined as the length of continuous time in any specific
classification. If an employee is involuntarily transferred
from one department or division to another in the same
classification, he shall carry with him both the City and
job seniority that he has already acquired.
28.5 Seniority shall accumulate during periods of approved leave
of absence where the employee remains in a pay status.
Seniority is not broken when an employee is on an approved
leave of absence without pay, but seniority does not
accumulate during this period.
28.6 Seniority shall be broken when an employee:
(a) Resigns;
(b) Is discharged for just cause;
(c) Exceeds an authorized leave of absence.
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ARTICLE 29
JOB QUALIFICATIONS AND PROMOTIONS
29.1 Whenever a job opening occurs, other than a temporary
opening, any existing job classification, or as the result
of the development or establishment of a new job
classification, a notice of such opening shall be posted at
least five (51 calendar days in advance on all appropriate
bulletin boards. A copy of the notices of job openings will
be given to the appropriate union steward at the time of
posting for posting on all other authorized bulletin boards.
29.2 For the purpose of this Agreement, a vacancy shall be
defined as an opening within a classification included in
the bargaining unit (Exhibit A) for which funds have been
appropriated.
29.3 Whenever a vacancy is posted, employees desiring to be
considered for such vacancy shall make written application
for the position on a City Employment Application no later
than the date and time indicated_as the
closing date/time set forth on the posted vacancy
announcement. The appropriate Department Head shall
interview all bargaining unit applicants prior to filling
the vacancy. Applicants within the bargaining unit shall be
interviewed prior to advertising outside the City.
29.4 The appropriate Department Head shall make all
determinations of the qualifications of the applicants
applying for open or promotional positions, provided such
determination is limited to those factors required within
the job specifications for the position being filled. Among
current employees determined to be qualified to perform the
work required, the employee having the most seniority with
the Employer shall be appointed to the position. Employee's
covered under this agreement who apply for any open or
promotional positions within the bargaining unit shall be
promoted over other applicants, provided all applicants are
equally qualified for the position.
29.5 Nothing in this Article shall be construed as precluding
employees within the bargaining unit from applying for other
vacant positions within the City of Atlantic Beach.
ARTICLE 30
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NOVEMBER 13, 2000
UNION TIME POOL
30.1 All members of the bargaining unit who are not on probation
as new employees may contribute two (2) or more hours per
year of personal leave hours to the union time pool.
Provided that the maximum number of hours which may be
accumulated in the pool under this Article is 216 hours.
30.2 This leave will be computed and placed in a bank on the 1st
of October each year.
30.3 The City Manager or his designee shall have the discretion
to grant or deny use of pool time.
30.4 Union time pool hours not expended during the previous year
will be compounded onto the new bank of hours beginning
October 1 of each year, provided the maximum accumulation
set forth in Section 30.1 is not exceeded.
30.5 The City shall have the right to review this Article each
year and to eliminate union time pool if it becomes an
excessive administrative burden to the City.
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ARTICLE 31
SEVERABILITY
31.1 In the event any Article, .Section or portion of this
Agreement should be held invalid and unenforceable by any
court of competent jurisdiction such decision shall apply to
the specific Article, Section or portion thereof specified
in the court`s decision; and upon issuance of such decision,
the Employer and the Union agree to immediately negotiate a
substitute for the invalidated Article, Section or portion
thereof.
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NOVEMBER 13, 2000
ARTICLE 32
SAVINGS CLAUSE
32.1 The Employer retains all rights, powers, functions and
authority it had prior to the signing of this
Agreement except as such rights are specifically
relinquished or abridged in this Agreement.
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ARTICLE 33
ENTIRE AGREEMENT
33.1 The parties acknowledge that during negotiations which
resulted in this Agreement., each had the unlimited right and
opportunity to make demands and proposals with respect to
any subject or matter not removed by law from the area of
collective bargaining and that the understandings .and
agreements arrived at by the parties after the exercise of
that right and opportunity are set forth in this Agreement.
Therefore, the Employer and the Union for the duration of
this Agreement each voluntarily and unqualifiedly waives the
right, and each agrees that the other shall not be obligated
to bargaining collectively with respect to any subject or
matter not specifically referred to or covered in this
Agreement even though such subjects or matters may not have
been within the knowledge or contemplation of either or both
of the parties at the same time they negotiated or signed
this Agreement.
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ARTICLE 34
DURATION OF AGREEMENT
34.1 This Agreement shall commence and become effective on October 1,
X9§9 ~Q04, and shall continue in full force and effect until midnight
of the thirtieth day of September ~fr@6 2003. Either Bar y may reonPn
Wags and threg (31 o h r Articles of their chgj,ce in 2001 and 2002
If either party desires to negotiate a successor agreement, it may do
so by giving the other party written notice to that effect.
3~_2 m~~art;as agrPP that th;s Aa~ement shall only apply o a 've
~~+nyocg q*hn ire members of the baraai,~i zlg unit on the date,~f
a~R,ro~~~l Art~C1P 96 1 (al and Article 261 (bl will be retroactive
to 9ctober 1. 2000•
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NOVEMBER 13, 2000
32GNATVRE BA6E
IN WITNESS THEREOF, the parties have caused this Agreement to be
signed in their respective names by their respective representatives
and have executed this Agreement this _ day of
2000.
FOR THE CITY;
Jim Hanson
City Manager
George Foster
Negotiator, City of Atlantic
Beach
FOR THE UNION:
William A. Worsham
Business Manager, Local 630
Jack D. Baldwin
Negotiator, Local 630
Desmond Green
Negotiator, Local 630
Mike Fields
Negotiator, Local 630
ATTEST:
ty Clerk
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EXHIBIT A
GITY bF ATLANTIC REACH
JOB CLASSIFICATION/PAYGRADE
10/01/2000
GRADE STARTING (Hourly) JOS TITLE
103 $ 8.07 Gardner
General Maintenance Worker
Pazk Attendant
104 $ 8.78 No Jobs within this grade
105 $ 9.13 Crew Chief
Dispatcher
106 $ 9.49 Heavy Equipmem Operator
107 $ 9.95 Utilities Collection/Distribution Operator
108 $ 11.06 Cross Connection Administrator/GIS Technician
Mechanic
109 $ 11,59 Utilities Collection/Distribution Supervisor
200 $ 11.70 Wastewater Operator I (Wastewater "C")
201 $ 12.27 Wastewater Operator II (Wastewater "B")
202 $ 12.88 Wastewater/Water Operator III (Double "C")
203 $ 13.53 Wastewater/Water Operator IV
("B" Wastewater, "C" Water)
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EXHIBIT B
CITY OF ATLANTIC BEACH
PERFORMANCE EVALUATION PROCEDURE
These procedures have been developed to implement a performance evaluation system
to be used in evaluating employee performance and in making employment decisions.
The system shall include mandatory annual performance evaluations of all
bargaining unit employees covered under this Agreement. A copy of the written
performance evaluation shall be provided to the employee who is being evaluated
and discussed with the employee. The employee may make any written comments
concerning the evaluation and the comments shall be made part of the employee's
employment record.
The purpose of these procedures is to provide a uniform system of performance
evaluation for covered employees.
I. OBJECTIVES
A. The primary objective of this employee performance
evaluation system is to provide for improved employee
performance.
B. The system will also provide;
1. better communications between employees and
supervisors;
2. better understanding of job duties and
responsibilities;
3, identification of training needs, and;
4. supportive documentation for merit and disciplinary
action.
II. PFR O MnN ~ €VAL•UATION FORS
A. The original completed performance evaluation form is to be
forwarded to the personnel office for placement in the employee's
official personnel file. The department head, or his/her designee, is
responsible for providing the employee with a copy of the completed
form and for retaining a copy for the department file.
III. p„$RFORMnNCE EVAr.(jATION DATES
A. Mid-way h o~gh the probationary period. In most cases this will
be three (3) months from the time the employee is placed in
probationary status. The completed form is due in the personnel office
no later than fifteen {15) working days after the mid'probation date.
B. At the,,,gnd of nrobat~on This evaluation must be completed no
earlier than the beginning of the final month of the probationary
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NOVEMBER 13, 2000
period and no later than ten working days prior to the last day of the
probationary period. In most cases, the probationary period is six (6)
months. If the probationary period is extended, the personnel office
must be notified immediately. The completed form is due in the
personnel office no later than five (5) working days after the end of
probation date.
C. Annual. This shall be twelve (12) months from the date of last
evaluation, to be defined as the performance evaluation date. The
completed form is due in the personnel office no later than five (5)
working days after the annual evaluation date.
D. Ra ow sa ~ a orv val+a ion Within ninety (90) days after an
overall performance evaluation rating of below satisfactory is given.
IV. ~jiE PE$FORMANCE EVALUATION
A. Conducting and reviewing the performance evaluation.
1. The rater shall be the person to whom the employee
normally reports. The rater shall complete the employee
performance form and discuss it with the employee. In
those cases where an employee may be assigned work by
various supervisors, one supervisor shall be designated as
the rater and shall make rating decisions after consulting
with others for whom the employee has performed work during
the evaluation period.
2. The department head shall be the reviewer. All
ratings must be reviewed. Before the reviewer signs the
form, any differences of opinion should be discussed and
resolved. The reviewer shall not change the original
rating; however, unresolved differences may be noted by
comments on the evaluation form by the reviewer.
3. Upon completion of the review by the department head,
the city manager shall have final approval of all
evaluations.
The performance evaluation conference.
1. Review the employee's job specification prior to the
conference.
2. Attempt to choose a location where you will not be
interrupted for the conference.
3. First, discuss the employee's strong points.
Discussion of the employee's strong and weak points should
be a foundation for development. At this point, a program
of suggestions and improvements. should be outlined in
Section E, Performance Improvement Plan, of the Performance
Evaluation Form.
4. Evaluations for an employee should always be based on
observable, objective facts.
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NOVEMBER 13, 2000
5. Review the performance improvement plan with the
employees.
C. Completion of the employee performance evaluation. form.
Section A. General information. Fill out all spaces as
instructed.
Section B. Performance factors to be evaluated
1. Each job factor should describe a
tangible, observable action or series of
actions. Upon assignment to a position an
employee is to be given a list of the job
factors pertaining to that position.
2. The rating scale to be applied to each job
factor consists of satisfactory, above
satisfactory and below satisfactory. An
explanation of each value is found on the
evaluation form.
3. Unable To Appraise should be indicated
for duties not regularly assigned to the
position held by the employee being evaluated
or for duties which were not performed during
the current performance evaluation period.
Section C. Overall rating.
1. An overall rating of job performance is
to be indicated in the appropriate space,
based on the collective ratings for the job
factors listed in Section B.
2. In determining the overall rating, give
greater value to the job factors which are
more important in terms of total job
performance, as well as required job skills,
tasks of the employee and the impact on the
work of other employees.
Section D. Explanation of above satisfactory and below
satisfactory.
1. All ratings of Above Satisfactory or
Below Satisfactory must be fully explained,
with specific examples given.
2. The extent to which performance exceeds
or fails to meet job requirements should be
clearly described.
Section E. Performance improvement plan.
1. This section is to be used for
development of a plan for improvement of
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employee performance or for career
development and may be applicable for
employee whose overall performance falls in
any of the three rating .categories.
2. The plan should include the objectives or
goals toward which the employee will be
working, methods for achieving those
objectives, and the anticipated completion
date for each objective.
Section F. Signatures.
The rater, reviewer, and employee being evaluated must sign
the form in the appropriate space. The rater must advise
the employee that it is permissible for him/her to attach
comments to the form. If he/she wishes to do so, the space
below the employee signature which indicates this must be
checked and comments attached.
Overall rating of below satisfactory.
1. When an employee's overall rating is Below
Satisfactory, another evaluation of job performance is
required within ninety (90) days after the date of the
performance evaluation conference.
2. Performance evaluations will continue to be made at
ninety (90) day intervals until:
a) performance has improved and the overall
ratingis at least Satisfactory or;
b) you have reason to believe that the
employee's overall performance in the class
to which assigned will not improve to a level
of at least satisfactory. At this point,
appropriate disciplinary action may be
initiated up to and including termination.
3. If the probationary period of an employee rated as
below satisfactory has been extended and the maximum length
of time permitted for a probationary period is reached,
removal of the employee from the class may be necessary.
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