Part I.

City Manager's Evaluation Ratings

I O= Outstanding

HP= High Performing

S= Satisfactory
Nl= Needs Improvement
U= Unsatisfactory
A= Abstain from Rating

4
3
2
1

0
na

Outstanding (0): The City Manager consistently exceeds all the expectations for resp~nsibilities,
objectives, skills, abilities and commitment required for the job. The City Manager possesses superior
knowledge of major aspects of the total job and has had experience in.each of these areas. Overall
performance is characterized by an exceptionally high quality and quantity of work in the accomplishment
of position duties; assumes responsibilities, which are beyond the position requirements; uses job related .
skills in an exceptional manner; requires substantially less supervision than typical for the position. This
rating is used as special recognition for extraordinary accomplishments that have significant impact on the
organization.
High Performing (HP): The City Manager achieves and frequently exceeds the expectations for
responsibilities, objectives, skills, abilities and commitment required for the job. The City Manager
possesses a 'working knowledge of tl)e major aspects of the total job and has had experience in each of these
areas. Overall performance is charncterized by high quality and quantity of work in the _accomplishment of
position duties; uses job-related skills in a more than acceptable manner; requires a degree of supervision
that is somewhat less than typical for the position. This rating is for u_nusua\ly effective employees who
perfomi above what is normally expected.
Satisfactory (S): The City Manager generally meets established expectations for responsibilities,
objectives, skills, abilities and commitment required for the job. The City Manager possesses some
knowledge of the major aspects of the job and has had experience in many of these areas. Overall
performance is characterized by acceptable quality and quantity of work in the accomplishment of position
duties; uses job related skills in an acceptable manner; requires a degree of supervision that is typical for
the position. This rating describes the employee whose overall performance is satisfactory and any minor
.. areas where performance should have been better were counterbalanced by performance beyond
expectations.
Needs Improvement (NI): The City Manager does not consistently meets all expectations for
responsibilities, objectives, skills, abilities and commitment required for the job. The City Manager
possesses knowledge, skills, abilities and commitment required for the job, but additional training or
commitment is required. Overall performance is characterized by an inconsistently acceptable quality and
quantity of work in the accomplishment of position duties; uses job related skills in an inconsistently
acceptable manner; requires a degree of supervision that is more than typical for the position. This rating
describes the employee who inconsistently meets only the very minimum position requirements and whose
performance could be improved.

Unsatisfactory (U): The City Manager does not meet expectations for responsibilities, objectives, skills,
abilities and commitment required for the job. Immediate and substantial improvement is needed in order
to have continued employment. Overall performance indicates the City Manager fails to accomplish
assigned position duties and/or uses job related skills in an inadequate marmer; requires an inordinate
amount of direct supervision in order to produce work of acceptable quality and quantity. The City
Manager may possess the talent to earn a higher rating if special training and coaching are given or if the
employee is transferred to another more suitable position. This rating describes the employee who has not
kept pace vvith changing requirements, whose successes have been only occasional, or whose perfonuance
has been deteriorating.

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~art 11. City Ma~agers' Eva!ua~is: Rlements
A. Com~unication Rating= .
~J uc:;z_,fr<_,
S
;V or.' /vVl

B.

C.

D.
E.

F.

G.

H.

I.

J.

K.

L.

M.

Communicates appropriately-and effectively to colleagues and coworkers; Communicates effectively

utilizing various methods and media. Appropriate display oforal and/or written communication skills;
Ability to listen and understand information; ability to present information clearly and concisely.
Customer Focus Rating= -5._
.
Strives to develop positive relationships with all customers; Establishes processes and
methods to respond to customer requirements; Establishes processes to measure customer
needs and levels of satisfaction. Communicates appropriately and effectively to customers
Dependability Rating= _5__
.

Attendance and punctuality; reliability; meets established schedules and d'eadlines-including

assigned work hours; demonstrates commitment to ea.ch depattment and City goals; attends to details;
Timely follow-up on the progress of work; follows instructions and appropriate procedures; fi.tlfills
responsibilities;: maintains appropriate confidentiality.
,
Fiscal Management
Prepare and/or maintain and operate within the budget by controlling costs and keeping within
prescribed limits. Budgeting exhibits planning, flexibility and responsibility given budgetary constraints.
Human Relatioas Rating= 2_
.

Interacts effectively and maintains positive relationships with peers, subordinates and residents.
Builds teamwork; motivates and inspires others. Cooperates with persons outside of the department;
willingly accepts instructions and assignments and assists others to accomplish work group activities.
Develops confidence; uses positive reinforcement and treats people with respect
Information and Analysis Rating= tJ[Z_
Identifies and collects data for high-quality decision-making; Analyzes and interprets data
to improve plans, processes and systeH ]jjsseminates timely and accurate data to stakeholders.
Initiative and Creativity Rating=
f'
Resourceful to deviate from the routine; self~starter; develops and implements new methods, procedures,
solutions, concepts, designs and/or applications of existing designs or procedures .. Accepts additional
challenges and willingly assists others. Self-reliant; demonstrates imagination, originality and self-motivation;
makes innovative and/or productive contributions. Responds to changing requirements and meeting changing
technical business needs; flexibility and adaptabjJity.
Job/Organizational Knowledge Rating= _.5
__
Application of appropriate technical and procedural knowledge; Understanding of facts anp
information related to work assigrunents including City policies; degree of technical competence
. and demonstration of appropriate level of knowledge in specific field or discipline.
Leadership Rating= /Vl.
Develops, implements, and/or supports the City's vision and mission; Models collaborative
leadership and effectively involves stakeholders; Directs thoughtful, appropriate and
effective change efforts.

Plaoning and Organizing Rating=

Sets clear objectives; establishes strategic priorities; develops effective plans; arranges
flexible work schedules; meets deadlines; anticipates problems; adapts to changes;
i.ises resources effectively.
Problem Aoalvsis and Decision Making Rating= _ _
Understanding factors and developing sound, practical and workable solutions. Recognizing
when a decision is necessary; asking for input; making decisi.ons and providing information and
feedback in a timely manner; accepting responsibility; facilitates problem resolution; willingness
to make necessary and immediate decisions given. incomplete inforrnaCion.
Professional Development Rating= _2_
Lea.ms appropriate new work related skills and procedures. Works to develop professionally,
growing in professional skills and knowledge Demonstrates commitment to improvement and
collaboration.; Models and maintains a level of respect by and for colleagues; Maintains currency in
related areas of professional knowledge and skills.
Supervision and Emp!ovee Development Rating= _2_
Trains, guides and assists employees. Appraises and reviews the performance of supervised employees
in a timely, fair and appropriate manner. Motivates employees to perform effectively; recognizes and
encourages employee development. Maintains appropriate standards of performance; resolves
personnel-related problems and issues in a timely and effective maoner.

=--/It

_:j__

H. Job/Organizational Knowledge

J.

Planning and Organizing.

$'r:qyi $" G? Ol.':I (0

K. Problem Analysis and Decision Ma!ti~/V'7

o t=
l
~

.--nv: I fd

M. Supervision and Employee Development