ARTICLE 30 PERFORMANCE EVALUATION POLICY: The City of Coral Springs has established a system to evaluate and recognize employee performance. Through employee performance evaluation, it is also the City’s objective to improve employee productivity, employee/supervisor communications, and encourage the use of the evaluation as a tool for employee development counseling. Non-probationary members who have not reached the top of their pay range (exclusive of longevity) will receive increases as specified in Article 12, Wages, on their anniversary date, with an overall performance evaluation rating of Satisfactory or above. PROVISIONS: 1. Performance evaluations shall be completed on employees to rate the efforts of work performance in each category of responsibility for a specific period of time. 2. The immediate supervisor who has direct knowledge of an employee’s performance and who completes a performance evaluation form shall be known as a “rater”. Raters shall provide supporting comments to explain the rating assigned to each category. 3. All members shall receive a performance evaluation annually or as frequently during the year as deemed to be necessary during the employment relationship. 4. The effective date of any change of status such as promotion, reclassification or demotion shall become the new job anniversary date for the employee. 5. Each new employee will be subject to a minimum one-year initial probationary period. Employees experiencing a promotion or demotion during the employment relationship will be subject to a minimum one-year position probationary period starting from the effective date of a promotion or demotion status change. If completed successfully, this date becomes the employee’s job anniversary date. Any new employee who is promoted or demoted prior to successfully completing the entire initial probationary period shall begin a new one-year minimum initial probationary period starting with the effective date of the change of status. Probationary periods may be extended up to six (6) months by the department director. 6. The performance evaluation is the most common method to determine whether an employee is successfully passing a probationary period. Once the director has determined that a probationary period has been successfully passed, an employee is a regular City employee.
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