CCR2008064-performance
COMMON COUNCIL - CITY OF MUSKEGO
RESOLUTION #064-2008
APPROVAL OF EMPLOYEE PERFORMANCE EVALUATION AND
MERIT PAY/INCENTIVE PROGRAM
WHEREAS, The Common Council determined that the City’s existing Pay for
Performance Program should be reviewed because of the recent removal of the
compounding merit pay creating an inequity between employee groups and the inability
of nonrepresented employees to move thru their salary range; and
WHEREAS, The nonrepresented staff has recommended the attached Annual Employee
Performance Evaluation tool and Merit Pay/Incentive program for non-represented
employees; and
WHEREAS, The Committee of the Whole has reviewed nonrepresented staff’s proposal
and has recommended approval as attached; and
WHEREAS, That the Merit Pay as established shall be a compounding number on base
pay giving the nonrepresented employee the ability to move thru their salary range; and
WHEREAS, Employees that are at the top of their pay scale shall receive an annual
reward, based on the Annual Employee Performance Evaluation tool that is not
compounding.
NOW, THEREFORE, BE IT RESOLVED That the Common Council of the City of
Muskego, upon the recommendation of the Committee Of The Whole, does hereby
approve the attached Annual Employee Performance Evaluation tool and Merit
Pay/Incentive Program effective for 2007.
BE IT FURTHER RESOLVED That the adoption of this new program replaces any
existing Pay for Performance Programs.
TH
DATED THIS 8 DAY OF APRIL , 2008.
SPONSORED BY
COMMITTEE OF THE WHOLE
This is to certify that this is a true and accurate copy of Resolution #064-2008 which was
adopted by the Common Council of the City of Muskego.
____________________________
Clerk-Treasurer
THE CITY OF MUSKEGO
ANNUAL EMPLOYEE PERFORMANCE
EVALUATION
For Non-rep Exempt and Nonexempt Staff
Employee Name (First, Last): _______________________________________________
Job Title: _______________________________________________________________
Department: ____________________________________________________________
Period of Evaluation: From: ________________ To: ____________________
Evaluation Type: __ Annual __ Probationary __ Other
Employee Status: __ Exempt __ Nonexempt
PART I – INSTRUCTIONS TO RATER
Listed below are factors that are important in the performance of the employee’s job.
Performance factors must be evaluated for all employees. The supervisory factors should
be utilized only for employees with supervisory responsibilities. Note: A rating of
Unacceptable/Provisional or Superior 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 position description, supervisory factors (if applicable), and goals/objectives/special
assignments (if established).
DISTRIBUTION INSTRUCTIONS: Return the signed, original form to the City
Administrator. Maintain one copy for your department records. Distribute one copy to
the employee.
MARKING INSTRUCTIONS: The supervisor should indicate the employee’s
performance by using the check box next to the appropriate level of performance.
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PART II – PERFORMANCE FACTORS
The following rating scale guide is being provided to assist the evaluator in assigning the
most appropriate measurement of the employees’ performance factors and supervisory
factors, if applicable.
Unacceptable/ Provisional (UP): Job performance fails to meet job requirements or
does not meet acceptable levels in all areas; performance clearly below minimum and
performance must improve to meet expectations of position requirements. Immediate
improvement required or exhibits potential to become Effective with continued training.
Effective (E): Job performance consistently meets standards for the position. This is the
expected level of performance in a position with normal guidance and supervision.
Outstanding (O): Job performance frequently exceeds standards set for the position and
accomplishments are made in unexpected areas as well.
Superior (S): Job performance consistently exceeds standards set for the position all of
the time. The excellence of the employee’s work is clearly recognized by all.
1. Job Knowledge – Demonstrates clear understanding and ability to perform the assigned job
duties and has in-depth knowledge and technical expertise. Learns and masters applicable new skills
and procedures.
Unacceptable………………………………………..Superior
_U/ P _ E _ O _ S
Comments: _______________________________________________________
_______________________________________________________________________
_______________________________________________________________________
2. Teamwork – Works well and effectively with others; responsive and accommodating, positive
attitude towards work; shows respect for others; ability and willingness to work with fellow
employees, administrators, and staff towards common goals.
Unacceptable………………………………………..Superior
_U/ P _ E _ O _ S
Comments: _______________________________________________________
_______________________________________________________________________
_______________________________________________________________________
3. Customer Satisfaction – Tact, diplomacy, cooperation, courtesy, willingness to satisfy
customers, resolves customer issues. \[If definition does not work, department should define their
own.\]
Unacceptable………………………………………..Superior
_U /P _ E _ O _ S
Comments: _______________________________________________________
_______________________________________________________________________
_______________________________________________________________________
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4. Quality of Work – Demonstrates accuracy and thoroughness; displays commitment to
excellence; looks for ways to improve and promote quality; applies feedback to improve
performance; monitors own work to ensure quality; attention to detail; learns from mistakes.
Unacceptable………………………………………..Superior
_U /P _ E _ O _ S
Comments: _______________________________________________________
_______________________________________________________________________
_______________________________________________________________________
5. Adaptability – Consider the ease with which the employee adjusts to any change in duties,
procedures, supervisors, or work environment. Consider how well the employee accepts new
ideas and approaches to work, responds appropriately to constructive criticism and to suggestions
for work improvement, and is able to handle pressure situations effectively.
Unacceptable………………………………………..Superior
_U /P _ E _ O _ S
Comments: _______________________________________________________
_______________________________________________________________________
_______________________________________________________________________
6. Personal Qualities – Judgment, initiative, communication skills, decision-making, attitude,
and commitment.
Unacceptable………………………………………..Superior
_U /P _ E _ O _ S
Comments: _______________________________________________________
_______________________________________________________________________
_______________________________________________________________________
7. Dependability – Consider the amount of time spent directing this employee. Consider how
well the employee monitors projects and exercises follow-through; adheres to time frames; is on
time for meetings and appointments; job attendance; and responds appropriately to instructions
and procedures.
Unacceptable………………………………………..Superior
_U /P _ E _ O _ S
Comments: _______________________________________________________
_______________________________________________________________________
_______________________________________________________________________
8. Safe Work Habits – Understanding and application of safe practices; observes safety rules;
observes and reports safety problems/conditions encountered.
Unacceptable………………………………………..Superior
_U /P _ E _ O _ S
Comments: _______________________________________________________
_______________________________________________________________________
_______________________________________________________________________
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PART III – SUPERVISORY FACTORS (only applicable to employees with supervisory
responsibilities)
1. Leadership – Consider how well the employee demonstrates effective supervisory abilities;
fosters respect and cooperation; inspires and motivates staff; directs work group toward common
goal.
Unacceptable………………………………………..Superior
_U /P _ E _ O _ S
Comments: _______________________________________________________
_______________________________________________________________________
_______________________________________________________________________
2. Delegation – Consider how well the employee demonstrates the ability to direct others in
accomplishing work; effectively selects staff; defines assignments; oversees the work of staff.
Unacceptable………………………………………..Superior
_U /P _ E _ O _ S
Comments: _______________________________________________________
_______________________________________________________________________
_______________________________________________________________________
3. Planning and Organizing – Consider how well the employee plans and organizes work;
coordinates with others, and establishes appropriate priorities; anticipates future needs; carries out
assignments effectively.
Unacceptable………………………………………..Superior
_U /P _ E _ O _ S
Comments: _______________________________________________________
_______________________________________________________________________
_______________________________________________________________________
4. Administration – Consider how well the employee performs day-to-day administrative tasks,
manages time; finds budget savings, administers policies and implements procedures; maintains
appropriate contact with supervisor, and utilizes funds, staff, and equipment effectively.
Unacceptable………………………………………..Superior
_U /P _ E _ O _ S
Comments: _______________________________________________________
_______________________________________________________________________
_______________________________________________________________________
5. Personnel Management – Consider how well the employee serves as a role model; provides
guidance and opportunities to their staff for their development and advancement; resolves work-
related employee problems; assists staff in accomplishing their work related objectives. Consider
how well the employee communicates with staff in a clear, concise, accurate, and timely manner
and makes useful suggestions.
Unacceptable………………………………………..Superior
_U /P _ E _ O _ S
Comments: _______________________________________________________
_______________________________________________________________________
_______________________________________________________________________
PART IV – GOALS/OBJECTIVES/SPECIAL ASSIGNMENTS
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Where goals, objectives, projects, special assignments, etc. have been clearly established,
progress of these tasks should be evaluated. In cases where special goals or objectives
are not appropriate, the supervisor should identify the major duties and/or responsibilities
of the job and evaluate the employee accordingly. List and evaluate progress made on
major pre-determined goals, objectives, projects, job duties, and special assignments by
marking the appropriate box. The “Comments” space may be used for satisfactory
progress but must be used for unsatisfactory progress. Only complete the number of
goals necessary for evaluation. Attach additional sheets if necessary.
1. Goal/Objective/Project/Major Job Duty/Special Assignment
________________________________________________________________________
__ Accomplished or Satisfactory Progress __ Unsatisfactory Progress (See “Comments” Below)
Comments: ___________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
2. Goal/Objective/Project/Major Job Duty/Special Assignment
________________________________________________________________________
__ Accomplished or Satisfactory Progress __ Unsatisfactory Progress (See “Comments” Below)
Comments: ___________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
3. Goal/Objective/Project/Major Job Duty/Special Assignment
________________________________________________________________________
__ Accomplished or Satisfactory Progress __ Unsatisfactory Progress (See “Comments” Below)
Comments: ___________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
4. Goal/Objective/Project/Major Job Duty/Special Assignment
________________________________________________________________________
__ Accomplished or Satisfactory Progress __ Unsatisfactory Progress (See “Comments” Below)
Comments: ___________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
PART V – OVERALL PERFORMANCE
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Please use this space to describe the overall performance rating. The overall rating
should be a reflection of the performance factors, supervisory factors (if applicable), and
goals/objectives/special assignments (if established).
Unacceptable………………………………………..Superior
_U /P _ E _ O _ S
Comments: _______________________________________________________
_______________________________________________________________________
_______________________________________________________________________
SIGNATURES
Immediate Supervisor: __________________________________ Date: ____________
Comments: _____________________________________________________________
_______________________________________________________________________
_______________________________________________________________________
PART V – TO THE EMPLOYEE:
I have been advised of my performance ratings. I have discussed the contents of this
review with my supervisor. My signature does not necessarily imply agreement. My
comments are as follows (optional) (attach additional sheets if necessary):
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
Employee Signature: ______________________________ Date: _________________
MERIT PAY RECOMMENDATION
Overall Job Performance Rating & Merit Pay/Incentive Guidelines
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(please circle one)
Merit Days
Incentive*
Overall Rating Below Midpoint (B.M.) At/Above Midpoint (A.M.) B.M. / A.M.
Unacceptable/ 0% 0% 0 days 0 days
Provisional (UP)
Effective (E) +1% - +2% +1% - +2% 1 day 2 days
Outstanding (O) +2.1% - +3% +2.1% - +2.5% 2 days 3 days
Superior (S) +3.1% - +4% +2.6% - +3% 3 days 4 days
A. Merit Pay (please write percentage that is within the overall rating % range. Only use .10
intervals within designated range, i.e. 1.10, 1.20, 1.30, 1.40, etc.):
_________________%
or
(please circle one)
Increase to maximum of salary range
or
At top of range, eligible for annual reward only (No compounding)
B. Merit Days Incentive (please write# of days from correct column):
_________________ merit days *
* Note – merit days can only be used during the calendar year they are given, not paid
out, and can only be used with permission from the employee’s supervisor. Departments
should always be adequately staffed.
Department Head: __________________________________ Date: ________________
City Administrator: _________________________________ Date: ________________
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WORK GOALS FOR THE YEAR 200__
(Mandatory Section – To be determined by immediate supervisor)
List goals to be attained by the employee before the employee’s next job evaluation.
Goals must be realistic and reasonably attainable during the employee’s regular working
time.
Project Completion Date
(if applicable)
Goal 1 _______________________________________ ____________________
Goal 2 _______________________________________ ____________________
Goal 3 _______________________________________ ____________________
Goal 4 _______________________________________ ____________________
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