Human Resources Quarterly Report October, November, and December 2014

1. Human Resources Quarterly Report October, November, and December 2014

2. Vital to All Organizations Human resource management - function of attracting, developing, and retaining enough qualified employees to perform the activities necessary to accomplish organizational objectives. Three main objectives: • Providing qualified, well-trained employees for the organization. • Maximizing employee effectiveness in the organization. • Satisfying individual employee needs through monetary compensation, benefits, opportunities to advance, and job satisfaction.

3. Human Resource Responsibilities

4. Performance Reviews Jan 1 – Dec 31, 2013

5. Performance Evaluations The performance of each employee shall be reviewed annually during November through January, by the department head for the purpose of determining which employees shall receive merit increases or other changes. Personnel records, performance and length of service will be considered in making recommendations, with major emphasis on evaluation of services rendered be the employee. Based upon the employee’s evaluation, the department head will make appropriate recommendations to the city manager for merit increases, promotions, demotions, transfers to other positions, training and education programs, and/or other appropriate personnel changes.

6. Performance Evaluations There are 5 performance factors, 7 behavioral traits, and 5 supervisory factors that are important in the performance of the employee’s job.

7. Performance Evaluations • Performance Factors • Knowledge, Skills, and Abilities • Quality of Work • Quantity of Work • Work Habits • 5. Communication

8. Performance Evaluations • Behavioral Traits • Dependability • Corporation • Initiative • Adaptability • Judgment • Attendance • Punctuality

9. Performance Evaluations • Supervisory Factors • Leadership • Delegation • Planning and Organizing • Administration • Personnel Management

10. Performance Evaluations Performance factors and behavioral traits must be utilized for all employees. The supervisor factors should be utilized only for employees with supervisory responsibilities. A rating of Unacceptable (1), Needs Improvement (2) or Superior (5) requires comments. The “overall performance” evaluation should reflect the employee’s total performance, including the performance factors as related to the employee’s responsibilities and duties as set forth in the job description, behavioral traits and supervisory factors, if applicable.

11. Performance Evaluations Rating Scale 1 = Unacceptable Consistently fails to meet job requirements; performance clearly below minimum requirements. Immediate improvement required to maintain employment. 2 = Needs Improvement Occasionally fails to meet job requirements; performance must improve to meet expectations of position. 3 =Meets Expectations Able to perform 100% of job duties satisfactorily. Normal guidance and supervision are required. 4 =Exceeds Expectations Frequently exceeds job requirements; all planned objectives were achieved above the established standards and accomplishments were made in unexpected areas as well. 5 =Superior Consistently exceeds job requirements; this is the highest level of performance that can be attained.

12. Performance Evaluations • Supervisors should schedule a meeting with the employee to discuss • the results and employees should be given a copy of their • performance evaluation. • Goals to be continued and/or completed in the coming year are set. • Completed performance evaluations, including all required signatures, should be submitted to the Human Resources by January 31st of each year. • • Employees may submit a written response about the contents of the • performance evaluation to their supervisor within thirty (30) calendar • days of receiving their evaluation. Supervisors should also submit a • copy of the employee’s written response to the Human Resources to • be maintained with the performance evaluation. • All completed evaluations are reviewed by the City Manager.

13. NEW HIRES FOR THE QUARTER: Full Time Employees 1 Police Officer – Skylar Strickland 1 Police Reserve Officer – Walter Hattrich 2 DPW Laborers – Eross Riley Joron Gastin 1 Parks Laborer – Laonardo Merhan 1 Adm Assist Planning & Zoning – Lisa Schaaf

14. Employee of the Quarter Nalene Conway – 4th Quarter Utility & Solid Waste Billing Clerk - Finance

15. Employee of the Year Todd Smith IT Manager

16. Employee Appreciation Dinner