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r <br /> 1.8 New Appointment Review Period: Every new appointive employee will meet <br /> with his or her immediate supervisor to discuss the performance management and <br /> compensation plan and the performance appraisal process within the first week of being <br /> hired. During this meeting, the employee will be given a copy of the applicable position <br /> description and the current appointive employee performance evaluation form. New <br /> hires will have performance reviews with their immediate supervisor after 30 days, 90 <br /> days, and 180 days. Appointive employees who are reclassified or who receive new <br /> appointive assignments will also receive performance reviews after 30 days, 90 days, and <br /> 180 days. <br /> 1.9 Performance Review and Development Process: As part of the appointive <br /> employees' performance management and compensation plan, the Human Resources <br /> Department shall establish and maintain an appointive employee performance review and <br /> development process. This process shall include a performance review form that defines <br /> required job performance characteristics and qualitatively differentiates levels of job <br /> performance. The performance review form maybe used as one of the evaluation tools <br /> for salary increases, although its primary purpose is to initiate communication about the <br /> employee's performance and the supervisor's expectations. Step progression <br /> performance appraisals will be completed annually during the month of September for <br /> employees who have been employed for at least the previous six consecutive months. <br /> Supervisors will schedule initial goal setting meetings with their appointive employees in <br /> November or December to communicate expectations for the upcoming year. <br /> Supervisors should also meet with their employees at least one other time during the year <br /> to check the employees' progress. <br /> 1.10 Performance/Salary Review: Some appointive employees may be eligible to <br /> advance in the steps of their salary range at the beginning of the calendar year following <br /> their annual review in September. Salary step increases are based on the employees' <br /> performance, as measured through the performance review and development process. <br /> Based on the outcome of this process, department directors will submit their employees' <br /> annual performance documentation and recommended salary increases to the Labor <br /> Relations/Human Resources Director or designee for review. After addressing any <br /> discrepancies discerned in the directors' submittals, the salary recommendations will be <br /> forwarded to City Administration for final approval. Approved salary step increases will <br /> then be documented through the subsequent submittal of current payroll approval forms. <br /> 1.11 Cost-of-Living Adjustments: When authorized and approved by the City <br /> Council, cost-of-living adjustments will be applied to the current salary structure. <br /> Generally, cost-of-living adjustments will be made in January based upon a percentage of <br /> the CPI-U change for the Seattle-Tacoma area during the previous June-to-June time <br /> period. Individual performance ratings, as determined in the performance review and <br /> development process, will be utilized in determining employees' eligibility for cost-of- <br /> living adjustments to their base salaries. <br /> AppomtiveEmployeeOrdinance 3 <br />