HomeMy WebLinkAboutAgenda Item - 2002-12-03 - Number 5.4 - CITY OF LAKE OSWEGO 5.4 AM
AGENDA REPORT SUMMARY 12/02/02
MEETING DATE: December 3, 2002
SUBJECT: Charter Officer Evaluation Process and forms
RECOMMENDED MOTION:
Approve process and forms.
EST. FISCAL ATTACHMENTS: NOTICED (Date):
IMPACT:
• Deardorff memo of 11/26/02
STAFF COST: $
Ordinance no.:
BUDGETED:
Y N Resolution no.:
FUNDING SOURCE:
Previous Council
consideration:
CITY AGER
2� 414 u
25
04 LAKE OSIs,c
HUMAN RESOURCES
MEMORANDUM
OREGO$
To: Mayor Hammerstad and City Council
FROM: Janice Deardorff, Assistant City Manager
SUBJECT: Charter Officer Evaluations
DATE: November 26, 2002
I will be attending your Tuesday morning meeting on December 3, 2002 to go over the
Charter Officer Evaluation Process. Attached are the documents we devised and used
last year for evaluating the City Manager. There has not been a standard performance
evaluation form for the City Attorney so I have revised a previously utilized document
for your use. This is also attached.
For the Judge, the Council has always done an informal verbal evaluation. I am
assuming you'd like to continue this practice. If not, we can create a document for this
purpose.
I would also like to discuss your expectations for the compensation review for each of
these officers. We will then discuss the results of our compensation study at your
meeting on December 16, 2002.
Please review the attached documents. I will be happy to make any edits as necessary for
this important process.
Attachments
it",
N
CHARTER OFFICER EVALUATION
City Attorney
Evaluator: Date:
1. Accomplishments for 2002
2. Areas of "wish we could have done better."
3. Support to Council.
4. Support to City Manager and Staff.
5. Management and Leadership of City Attorney's Office.
6. Identification of Future Opportunities or Problems.
7. Goals for 2003
8. Overall Evaluation
N U
Performance Evaluation
City Manager
Evaluator: Date:
Evaluation Period:
Rating Scale Definitions (1-5)
Unsatisfactory(1) The employee's work performance is inadequate and
definitely inferior to the standards of performance required for
the job. Performance at this level cannot be allowed to
continue.
Improvement Needed (2) The employee's work performance does not consistently
meet the standards of the position. Serious effort is needed
to improve performance.
Meets Job Standard (3) The employee's work performance consistently meets the
standards of the position.
Exceeds Job Standard (4) The employee's work performance is frequently or
consistently above the level of a satisfactory employee, but
has not achieved an overall level of outstanding performance.
Outstanding (5) The employee's work performance is consistently excellent
when compared to the standards of the job.
Goals:
Please list the goals set for this period.
Performance Evaluation Page 1 - 3 j
Accomplishments:
Please list accomplishments for this period
City Council Relationships: Rating:
• Implements policies and programs approved by City Council
• Provides meaningful reports to Council that are clear and concise
• Aids the City Council in establishing current and long-range goals
• Makes effective recommendations
• Keeps the Council informed of current plans and activities related to Council Goals
• Provides Council with timely notification of sensitive issues.
Comments:
Performance Evaluation Page 2 3
Public Relations: Rating:
• Develops effective relationships with the public and the media
• Projects a positive public image
• Is approachable and responsive to the public
• Is civil and courteous to the public
• Keeps citizens well informed about City/Council activities
• Seeks citizen input and involves appropriately in City activities
Comments:
Administration: Rating:
• Engages in strategic planning for sound management practices
• Implements appropriate policies and programs
• Monitors departmental operations
• Delegates/assigns responsibilities
• Evaluates effectiveness of City services
Comments:
•
Performance Evaluation Page 3 3 3
Fiscal Management: Rating:
• Accurately prepares annual budget
• Oversees and manages expenses throughout the year
• Monitors efficiency, service improvement, and effectiveness in all programs
• Controls expenditures in accordance with approved budget
• Keeps Council informed about projected revenue and expenditures
• Seeks alternative sources for revenue generation and funding of projects
Comments:
Management/Leadership: Rating:
• Hires and maintains competent staff
• Encourages and develops staff
• Delegates appropriate tasks and responsibilities
• Motivates others to achieve best work
• Sets standards for performance accountability
• Effectively evaluates performance of subordinates
• Leads by example
• Works to create effective teamwork within the City
Comments:
Performance Evaluation Page 4 3 4
Intergovernmental Relations: Rating:
• Maintains effective communication with local, county, regional, state and federal
government agencies
• Keeps abreast of current issues
• Represents the City effectively to other agencies
• Exerts appropriate influence on decisions affecting Lake Oswego
Comments:
Employee Relations: Rating:
• Creates opportunities for positive employee relations
• Assists in problem-solving issues and conflicts
• Maintains trust with employees
• Effectively communicates with employees
• Engages in sound practices to assist in attracting and retaining employees
• Seeks to develop the skills and abilities of employees
• Is visible and accessible to employees.
Comments:
Performance Evaluation Page 5
Personal Traits: Rating:
• Displays a positive attitude
• Is practical and uses common sense
• Engages in positive problem solving to resolve issues
• Demonstrates integrity and honesty in day-to-day relationships
• Is flexible in accepting and leading change
• Seeks to continuously improve own skills and knowledge
• Displays appropriate reactions in difficult situations
Comments:
Summary Rating:
Overall Performance Rating — Considering the results obtained against established
performance standards as well as overall job performance the following rating is
provided:
Unsatisfactory ❑
Improvement Needed ❑
Meets Job Standards ❑
Exceeds Job Standards ❑
Outstanding ❑
Comments:
Performance Evaluation Page 6 3 6
Future Goals and Objectives:
Specific goals and objectives to be achieved in the next evaluation period:
37
Performance Evaluation Page 7
This evaluation has been reviewed and discussed between the City Council and the
City Manager on this date:
Council Members: Concurrence
, Mayor Yes/No
, Councilor Yes/No
, Councilor Yes/No
, Councilor Yes/No
, Councilor Yes/No
, Councilor Yes/No
, Councilor Yes/No
, City Manager
(Signature)
Next Evaluation Date:
P:\Forms\Performance Evaluation Draft(JD).doc
Performance Evaluation Page 8 - 3 b