§ 4-2. Performance Review

City of Alamogordo endeavors to review performance annually. A positive performance evaluation does not guarantee an increase in salary, a promotion or continued employment. Compensation increases and the terms and conditions of employment, including job assignments, transfers, promotions, and demotions, are determined by and at the discretion of management.

Performance Evaluations

Each regular employee shall be given a written performance evaluation in accordance with the following time factors:

A.

At completion of the probationary period and extension of probationary period if applicable;

B.

At mid point of probationary period if employee is serving a one (1) year probationary period;

C.

For an annual evaluation period of March 1 through February of the following year; evaluations are due within thirty (30) days of the expiration of the evaluation period.

Special Evaluations

Employees should be evaluated under the following special circumstances:

A.

Progress of an employees performance may be provided to probationary employees periodically throughout their probationary period. This communication may be either written or verbal, but must be documented.

B.

When there is a notable change, either positive or negative, in an employee's performance level and quality.

Performance Evaluations will be submitted to Human Resources for an initial review of language prior to issuing to the employee. The Human Resources Department may refer questionable evaluations to proper management levels for resolution.

The employee shall have the opportunity to input information, to agree or disagree, and should sign the document acknowledging the receipt of the evaluation. Should an employee refuse to sign, the supervisor should have another supervisor witness the employee's refusal to sign the evaluation.

In addition to these formal performance evaluations, the City encourages employees and supervisors to discuss job performance on a frequent and ongoing basis.

Completed evaluations shall be forwarded to the Human Resource Department for final review and/or action i.e., removal of introductory status, or other action related to the evaluation, and filing of the evaluation in the employees personnel file.

Unsatisfactory Evaluations

Marginal or unsatisfactory performance is unacceptable. If an overall rating of an employees performance is marginal or unsatisfactory the employee may be subject to a Personal Improvement Plan (PIP) from their supervisor through the Department Director and the Human Resources Office.

(Ord. No. 1547 , 1-19-18)