You will see a number of changes designed to address concerns expressed by employees and managers:

1. Every duty listed will have a standard and measure identified for that duty. Development and maintenance of the PEP will be a collaborative and on-going process.
2. The new PEP will have five major parts. (Click HERE to open one of the sample STAR(S) documents on this web site to more clearly understand this discussion.)
   • Part One: Linking of City’s Goals to Department/Agency and Work Unit Goals
     Every employee should clearly understand how individual effort contributes to attaining the work unit, department,and ultimately the City’s goals.
   • Part Two: Factors common to all City employees (the STAR(S) listed above)
     Although all employees will be evaluated on these factors, the specific and relevant tasks, standards, and measures for STAR(S) will be determined at the unit/division level by employees and supervisors.
   • Part Three: Key job classification and position specific duties including standards and measures for each job duty.
     Developing standards and measures is best done collaboratively by the people who perform and supervise these duties. These will provide more objective guidelines for directing and assessing employee performance. Supervisors will have additional standards for their performance management skills and for performing timely evaluation.
   • Part Four: Learning and Development Plan that identifies areas of growth, employee interests, and/or future needs for the agency.
     Employee and supervisor identify training needs and requests. Strategies to achieve that growth are also defined.
   • Part Five: Timetable for on-going performance management discussions
     Performance management should be viewed as a continuous process rather than an annual review. A date for continuing the performance management discussion is agreed upon.
   
   
3. For this initiative the City has adopted three rating levels
   Needs Improvement: failed to meet critical performance standards
   Successful: successfully achieved the performance standards of the job
   Exceptional: consistently exceeded the performance standards of the job