City of Klamath Falls

Performance Evaluation

City Manager

PURPOSE

The purpose of the employee performance evaluation and development report is to increase communication between the City Council and the City Manager concerning the performance of the City Manager in the accomplishment of his/her assigned duties and responsibilities, and the establishment of specific work-related goals and objectives.

PROCESS

  1. The City Manager prepares a memorandum to Council including his/her self evaluation in a narrative format, and shall return this to the Human Resources Director.
  2. The Human Resources Director will copy and distribute the City Manager Performance Evaluation form as well as the City Manager’s self evaluation to the Mayor and Council for review.
  3. The Mayor and Council members will complete a performance evaluation for the City Manager and then return the completed form to the Human Resources Director.
  4. The Human Resourced Director will tabulate the results of the evaluation forms and create a compiled evaluation.
  5. The Mayor and Council Members will meet in executive session with the City Manager to discuss his/her compiled evaluation. After being dismissed, the Mayor and Council will discuss the performance of the City Manager.
  6. The Mayor will procure the signature and concurrence/dissent of each Council member.
  7. The Mayor and Council President will meet with the City Manager in executive session to review the evaluation, unless the City Manager requests an open hearing.

INSTRUCTIONS

Review the employee’s work performance for the entire period; try to refrain from basing judgement on recent events or isolated incidents only. Disregard your general impression of the employee and concentrate on one factor at a time.

Evaluate the employee on the basis of standards you expect to be met for the job to which assigned considering the length of time in the job. Check () the number which most accurately reflects the level of performance for the factor appraised using the rating scale described below.

Performance Evaluation

City ManagerDate: ______

RATING SCALE DEFINITIONS (1-5)

Unsatisfactory (1) -The employee’s work performance is inadequate and definitely inferior to the standards of performance required for the job. Performance at this level can not be allowed to continue.

Improvement (2)The employee’s work performance does not consistently meet the

Neededstandards of the position. Serious effort is needed to improve performance.

Meets Job (3)The employee’s work performance consistently meets the standards of the

Standardposition.

Exceeds Job (4)The employee’s work performance is frequently or consistently above the

Standardlevel of a satisfactory employee, but has not achieved an overall level of outstanding performance.

Outstanding (5)The employee’s work performance is consistently excellent when compared to the standards of the job.

Not Observed (NO)The employee’s work performance was not observed during this evaluation period.

I. Performance Evaluation and Achievements

  1. City Council Relationships 1 2 3 4 5_ NO
  1. Effectively implements policies and programs

approved by the City Council.______

  1. Reporting to the City Council is timely, clear

concise and thorough.______

  1. Accepts direction/instructions in a positive manner.______
  1. Effectively aids the City Council in establishing

long range goals.______

  1. Keeps the City Council informed of current plans

and activities of administration and new developments

in technology, legislation, governmental practices

and regulations, etc.______

Comments:______

______

______

______

2. Public Relations 1 2 3 4 5_ NO_

A. Projects a positive public image.______

B. Is courteous to the public at all times.______

  1. Maintains effective relations with media

representatives.______

Comments:______

______

______

______

3. Employee Relations 1 2 3 4 5_ NO

  1. Works well with other employees.______

B. Seeks to develop skills and abilities of employees.______

C. Motivates employees toward the accomplishment of

goals and objectives.______

D. Delegates appropriate responsibilities.______

E. Effectively evaluates performance of employees.______

F. Uses effective supervisory skills.______

G. Recruits and hires qualified and effective staff.______

Comments:______

______

______

______

  1. Fiscal Management 1 2 3 4 5_NO

A. Prepares realistic annual budget.______

  1. Seeks efficiency, economy and effectiveness in all

programs.______

  1. Controls expenditures in accordance with approved

budget. ______

  1. Keeps City council informed about revenues and

expenditures, actual and projected. ______

  1. Ensures that the budget addresses the City Council’s

goals and objectives.______

Comments:______

______

______

______

  1. Communication 1 2 3 4 5_NO
  1. Oral communication is clear, concise and articulate.______
  1. Written communications are clear, concise and

Accurate.______

Comments:______

______

______

______

  1. Quantity/Quality 1 2 3 4 5_NO
  1. Amount of work performed.______

B. Completion of work on time (meets deadlines).______

C. Accuracy.______

D. Thoroughness.______

Comments:______

______

______

______

  1. Personal Traits 1 2 3 4 5_NO
  1. Initiative.______

B. Judgement.______

C. Fairness and Impartiality.______

D. Creativity.______

Comments:______

______

______

______

  1. Intergovernmental Affairs 1 2 3 4 5_NO
  1. Maintains effective communication with local,

regional, state and federal government agencies.______

  1. Financial resources (grants) from other agencies

are pursued.______

  1. Contributes to good government through regular

participation in local, regional and state committees

and organizations.______

  1. Lobbies effectively with legislators and state agencies

regarding City programs and projects.______

Comments:______

______

______

______

Achievements relative to objectives for this evaluation period: ______

______

______

______

______

______

______

II. Summary Rating

Overall Performance Rating – Considering the results obtained against established performance standards as well as overall job performance, the following rating is provided:

Unsatisfactory ___ Improvement ___ Meets Job ___ Exceeds Job ___ Outstanding ___

Needed Standards Standards

Comments: ______

______

______

______

______

______

III. Future Goals and Objectives

Specific goals and objectives to be achieved in the next evaluation period: ______

______

______

______

______

______

This evaluation has been reviewed and discussed between the City Council and the City Manager on: ______.

Council MembersConcurrence

______YES / NO

Ward I

______YES / NO

Ward II

______YES / NO

Ward III

______YES / NO

Ward IV

______YES / NO

Ward V

City Manager

______

SignatureNext Evaluation Date

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Performance Evaluation - City Manager