HomeMy Public PortalAbout020_020_HR Quarterly Report for 4 qtr 2014.pptHuman Resources
Quarterly Report
October, November, and December 2014
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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.
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:
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Human Resource Responsibilities
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Performance Reviews
Jan 1 – Dec 31, 2013
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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.
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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.
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Performance Evaluations
Performance Factors
Knowledge, Skills, and Abilities
Quality of Work
Quantity of Work
Work Habits
5. Communication
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Performance Evaluations
Behavioral Traits
Dependability
Corporation
Initiative
Adaptability
Judgment
Attendance
Punctuality
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Performance Evaluations
Supervisory Factors
Leadership
Delegation
Planning and Organizing
Administration
Personnel Management
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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.
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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.
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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.
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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
NEW HIRES FOR THE QUARTER:
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Employee of the Quarter
Nalene Conway – 4th Quarter
Utility & Solid Waste Billing Clerk - Finance
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Employee of the Year
Todd Smith
IT Manager
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Employee Appreciation Dinner
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