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2 <br /> • <br /> • <br /> 1 ORDINANCE NO. ?3 >- hoz, <br /> 2 <br /> AN ORDINANCE authorizing performance appraisals of exempt personnel <br /> 3 in the City of Everett; determining the use of said performance <br /> appraisals; excluding performance appraisals from public inspec- <br /> 4 tion; and modifying Section 8 of Ordinance No. 805-81. <br /> 5 <br /> 6 <br /> WHEREAS, the City Council of the City of Everett finds that there are a number <br /> 7 <br /> of employees of the City of Everett, designated as "E" or exempt employees, who are <br /> 8 <br /> not members of a collective bargaining unit and/or are appointive officers exempt from <br /> 9 <br /> civil service procedures; and <br /> 10 <br /> WHEREAS, the City Council finds that the positions of these "E" employees as <br /> 11 <br /> appointive officers, department heads, supervisors, professional and skilled persons are <br /> 12 <br /> key employees in performance of programs and projects of the City of Everett; and <br /> 13 <br /> WHEREAS, the City Council finds that performance appraisals of said "E" <br /> 14 <br /> employees is necessary to initiate communication between the supervisor and the <br /> 15 <br /> employee as to how the employee is doing on the job and in defining what levels of <br /> 16 <br /> performance are expected of the employee and in determining training needs and <br /> 17 <br /> generally to improve the performance of key employees of the City of Everett; and <br /> 18 <br /> WHEREAS, it is necessary in accomplishing an effective performance appraisal, <br /> 19 <br /> that the employee and the supervisor be direct and honest with each other concerning <br /> 20 <br /> such performance elements as job knowledge and technical competence, initiative, <br /> 21 <br /> making decisions or recommendations in the employment, accomplishment of the job <br /> 22 <br /> requirements, quantity and quality of work, oral and written communication skills, work <br /> 23 <br /> relationships with co-workers and the public, dependability and reliability, punctuality, <br /> 24 <br /> safety, cost consciousness, ability to supervise, training skills, planning and other <br /> 25 <br /> management skills; and <br /> 26 <br /> WHEREAS, such a performance evaluation is in the public interest and vital to <br /> 27 <br /> the effective and efficient performance of City business; and <br /> 28 <br /> WHEREAS, the public disclosure of performance appraisals would significantly <br /> 29 <br /> degrade the performance appraisal program and cause the supervisor and employee to <br /> 30 <br /> be guarded and reserved in the goal of establishing the communication process, which is <br /> 31 <br /> 32 <br />