HomeMy WebLinkAboutPerformance Evaluation Policy for Council Appointed Officials CITY COUNCIL ACTION:
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Original on File with City Clerk''a Office
TO: Honorable Mayor and Members of the City Council
FROM: John Wohlmuth, ACM/Director of Administrative Services
DATE : March 14, 1996
SUBJECT: PERFORMANCE EVALUATION POLICY FOR COUNCIL APPOINTED
OFFICIALS
RECOMMENDATION
By Minute Motion, add Redevelopment Executive Director to the
subject policy and postpone the January 1996 performance
evaluations until January 1997 for the four City of Palm Desert
appointed positions .
BACKGROUND
On October 8, 1992 the City Council approved a performance
evaluation policy and system for the three City Council appointed
positions of City Attorney, City Clerk, and City Manager. The
policy states that the City Council will begin performance
evaluations for the appointed positions at the first regularly
scheduled meeting in January of each year.
Staff is recommending maintaining the current system but postponing
the 1996 performance evaluations until January 1997 . With the
recent appointments and minor reorganization, Human Resources
believes it may be difficult and unnecessary to evaluate the
appointed positions this soon.
In addition, staff is recommending a modification to the policy to
include the Redevelopment Executive Director as the fourth
appointed position.
Please find attached the modified performance evaluation policy for
City Council appointed positions .
Staff recommends that the City Council by Minute Motion modify the
policy and postpone the performance evaluations for the four
appointed positions until January 1997 .
hn Wohlmuth amon Diaz V7YA
cting Human Resources Manager City Manager
CITY OF PALM DESERT (Revised) March 1996
PERFORMANCE EVALUATION POLICY
FOR COUNCIL APPOINTED OFFICIALS
1. PURPOSE
To clearly establish a flexible performance evaluation system for the four City Council appointed
positions of City Attorney, City Clerk, City Manager, and Redevelopment Executive Director.
2. GENERAL GOALS OF THE PERFORMANCE EVALUATION SYSTEM
The City Council relies heavily on staff support and input from the City Attorney, City Clerk, City
Manager, and Redevelopment Executive Director. In an effort to promote a productive working
relationship with these positions, the City Council has adopted a performance evaluation system with
the following general goals:
A. Develop and maintain with these individuals, their respective leadership roles in the
City.
B. Develop harmonious working relationships between the City Council and these four
appointed positions.
C. Review performance and agree on vision for carrying out the City's policies relating
to service delivery, mission, organization, budget, legal and business affairs.
D. Provide a forum for open discussion and feedback.
3. GENERAL PROCEDURES
The following procedures would be used for the performance evaluation process:
A. At the first regularly scheduled City Council meeting in January of each year, the
Human Resources Manager will provide the City Council with a staff report notifying
them that the annual evaluation process has arrived. Appropriate forms with
instructions (copies attached) will be distributed to the City Council for their individual
completion. The City Council will set a date for an executive session in which the
performance evaluation will be discussed with the full City Council.
B. Each councilmember should complete their respective components of the evaluation
process. This is to be done confidentially and privately.
C. After each councilmember has completed their individual rating, each will meet
individually with the respective person being evaluated. These meetings will be
scheduled and completed within two weeks from receipt of the forms and prior to the
executive session.
D. The scheduled executive session would then be held with the full City Council and the
specific appointed official being evaluated. No other staff should be in attendance.
The Mayor would be responsible for having each member of the City council orally
report on their specific evaluation and meeting with the employee. Feedback and
candid discussion should be encouraged. Appropriate direction and vision should be
addressed. Based upon all of the comments and discussion given, the Mayor will be
responsible for creating the summary performance evaluation to be given to the
employee.
E. The original of the summary evaluation, signed by the Mayor and employee, will be
placed in the employee's personnel file.
F. In the case of the City Attorney, a "personnel file" has been established for the sole
purpose of having a confidential location for the evaluations.
This policy is approved to be effective immediately. The Human Resources Manager is responsible
for implementing this policy and working with the City Council as needed to insure its success. The
items contained in this policy have been reviewed and approved by the City Attorney's office.
Walter H. Snyder, Mayor Date
Ramon Diaz, City Manager Date
Sheila Gilligan, Director of Community Affairs/City Clerk Date
Dave Erwin, City Attorney Date
Carlos Ortega, Executive Director Date
John Wohlmuth, Acting Human Resources Manager Date
policies.hr\evalapp[ -orig 10/92
2
PERFORMANCE EVALUATION
OF THE CITY ATTORNEY
NOTE: This form is to be completed by the individual Councilmember and then discussed in a
private meeting with the City Attorney. After this meeting, the Councilmember may amend the form
based upon the discussion. A copy of the final version will be provided, by the Councilmember, to
both the City Attorney and the Mayor at least two days prior to the scheduled executive session.
1 . What strengths did you view of the City Attorney's performance this year?
2. What specific performances would you like to see the City Attorney continue?
3. What specific performance would you like to see the City Attorney discontinue?
4. What specific recommendations do you have for the City Attorney to improve the quality of
legal advice received and performed?
5. What direction would you like to see the City Attorney's position take in the next year?
Councilmember signature Date
PERFORMANCE EVALUATION
OF THE CITY CLERK
NOTE: This form is to be completed by the individual Councilmember and then discussed in a
private meeting with the City Clerk. After this meeting, the Councilmember may amend the form
based upon the discussion. A copy of the final version will be provided, by the Councilmember, to
both the City Clerk and the Mayor at least two days prior to the scheduled executive session.
1 . What strengths did you view of the City Clerk's performance this year?
2. What specific performances would you like to see the City Clerk continue?
3. What specific performance would you like to see the City Clerk discontinue?
4. What specific recommendations do you have for the City Clerk to improve performance?
5. What direction would you like to see the City Clerk's position take in the next year?
Councilmember signature Date
PERFORMANCE EVALUATION
OF THE CITY MANAGER
NOTE: This form is to be completed by the individual Councilmember and then discussed in a
private meeting with the City Manager. After this meeting, the Councilmember may amend the form
based upon the discussion. A copy of the final version will be provided, by the Councilmember, to
both the City Manager and the Mayor at least two days prior to the scheduled executive session.
1 . What strengths did you view of the City Manager's performance this year?
2. What specific performances would you like to see the City Manager continue?
3. What specific performance would you like to see the City Manager discontinue?
4. What specific recommendations do you have for the City Manager to improve performance?
5. What direction would you like to see the City take in the next year?
Councilmember signature Date
PERFORMANCE EVALUATION
OF THE REDEVELOPMENT AGENCY EXECUTIVE DIRECTOR
NOTE: This form is to be completed by the individual Councilmember and then discussed in a
private meeting with the Executive Director. After this meeting, the Councilmember may amend the
form based upon the discussion. A copy of the final version will be provided, by the Councilmember,
to both the Executive Director and the Mayor at least two days prior to the scheduled executive
session.
1 . What strengths did you view of the Executive Director's performance this year?
2. What specific performances would you like to see the Executive Director continue?
3. What specific performance would you like to see the Executive Director discontinue?
4. What specific recommendations do you have for the Executive Director to improve
performance?
5. What direction would you like to see the Redevelopment Agency take in the next year?
Councilmember signature Date