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<br />- <br /> <br />- <br /> <br />City of La Porte <br />Personnel Policies <br /> <br />CHAPTER 4 <br />EVALUATIONS <br /> <br />SECTION 1 - PURPOSE <br /> <br />The work performance of each employee shall be evaluated in accordance with <br />procedures promulgated by the Human Resources Division with the approval of the City <br />Manager. Employee evaluations are designed to: <br /> <br />1. Counsel the employee regarding their job performance in relation to their job <br />description within the time parameters of the evaluation period. <br />2. Serve as input for any salary adjustment. <br />3. Provide a tool for management decisions regarding employee developmental <br />needs, training, assignments, promotions, demotions, and retention. <br /> <br />An employee work performance evaluation is a valuable opportunity for both the employee <br />and supervisor to formally communicate about all aspects of a job and the work <br />performance expected for that particular job. <br /> <br />SECTION 2 - PERFORMANCE EVALUATION REPORTS <br /> <br />The work performance of all employees shall be evaluated in accordance with established <br />procedures and guidelines as promulgated by the Human Resources Division and <br />approved by the City Manager. Each employee shall be evaluated at least once every six <br />months of employment and at least twice a calendar year. Introductory employees shall <br />be evaluated after three months of employment and again after six months of employment <br />before regular employment may begin. <br /> <br />Supervisory personnel shall discuss the performance evaluation report with the affected <br />employee and counsel the employee regarding, his or her work performance in relation <br />to expectations specified in the job description. The supervisor shall also offer <br />constructive suggestions on expected performance improvements which appear desirable <br />or necessary. <br /> <br />Employees dissatisfied with their performance evaluations may seek reconsideration by <br />using established complaint procedures. See Chapter 8, Section 5. <br /> <br />, <br /> <br />12 <br />