The Corporation of the City of Windsor

Performance Appraisal and Development Plan for Unionized Employees

PLEASE READ CAREFULLY & COMPLETE ALL APPLICABLE AREAS CONFIDENTIAL
1. EMPLOYEE INFORMATION
Last Name: First Name: Middle Name:
Flacks Dianne
Employee#: Position Title: Service ArealDivision: Last hire/rehire/transfer date to this position:
Risk Management Clerk Risk Management February 16, 2016
Evaluation period from: Evaluation period through: Type of performance appraisal
February 16, 2017 November 8, 2018 (if probationary, fill out section 3):
D Probationary D Interim [8J Annual
2. REVIEWER INFORMATION
Last Name: First Name: Middle Name:
Paladino Dana Michelle
Employee#: Position Title: Service Area/Division: Length of time employee under your supervision:
16301 Manager of Risk and Purchasing & Risk Management 2.5 years
Insurance
3. PROBATIONARY PERIOD (to be filled out only if probationary 1>erformance appraisal)
Continue probationary period as scheduled? 0Yes 0No
Extend probationary period?
(If yes, contact Human Resources, Employee Relations division and 0Yes 0No
complete the next question)
If the probationary period is to be extended, indicate a new date for the
next probationmy period performance appraisal
Employee is recommended for confirmation in this position? 0Yes 0No
4. JOB SUMMARY
As the reviewer, I have reviewed the attached job summary for this position with the
employee. We have discussed the duties therein, noted, initialed and dated significant changes l:ZI Yes 0No
and agree on those duties as the basis for this performance appraisal.
5. PERFORMANCE FACTORS
Factors Assessment of Performance
Job Expectations
JOB UNDERSTANDING:
D Requires improvement
Consider how well this employee understands the requirements of the
D Competent
[ZI Above average
job to which they are assigned.
D Exceptional
Comments:
Dianne likes to learn new things and catches on to new concepts quickly. She understands the requirements
of her job and asks for clarification when she isn't sure of something.
TECHNICAL KNOWLEDGE & SKILLS:
D Requires improvement
Consider how well this employee meets and maintains the technical
D Competent
[ZI Above average
knowledge and skills required.
D Exceptional
Comments:
Dianne has had to learn a new computer program very quickly and seems to enjoy troubleshooting in order to
teach herself new technical skills.
RESPONSIBILITY: D Requires improvement
Consider how well this employee accepts responsibility. D Competent
[ZI Above average
D Exceptional
Comments:
Dianne takes ownership of her actions and admits her mistakes. She is encouraged to take extra precaution
so that the same mistakes are not repeated.
INITIATIVE:
D Requires improvement
Consider how well this employee begins an assignment without
D Competent
[ZI Above average
direction and recognizes the best way of doing it.
D Exceptional
Comments:
Dianne needs little direction and troubleshoots solutions rather than going to her manager with problems.
She sets her own schedule of how to attack work throughout the day, and needs little direction. She likes to
troubleshoot ways of improving existing methods.
D Requires improvement
JUDGEMENT: [ZI Competent
Consider the ability to analyze information resulting in sound decisions. D Above average
D Exceptional
Comments:
Dianne considers the needs of her customers, whether they be internal or external, when trying to give them
what they are asking for. Dianne is curious and insightful and will question new processes or decisions. This
is a good characteristic. However, Dianne is encouraged to use judgment in how she delivers her questions
so that it is not interpreted as defensive or confrontational.
Page I ofS Form #R43
May2008
 The Corporation of the City of Windsor
Performance Appraisal and Development Plan for Unionized Employees
PLEASE READ CAREFULLY & COMPLETE ALL APPLICABLE AREAS CONFIDENTIAL

Form #R43
Page 2 ofS
May2008
 The Corporation of the City of Windsor
Performance Appraisal and Development Plan for Unionized Employees
PLEASE READ CAREFULLY & COMPLETE ALL APPLICABLE AREAS CONFIDENTIAL
5. PERFORMANCE FACTORS (continued)
Factors Assessment of Performance
Job Expectations
D Requires improvement
ORGANIZING ABILITY: 161 Competent
Consider employee's effectiveness in organizing their own work. D Above average
D Exceptional
Comments:
Dianne is generally effective in organizing her work, as she works with little direction. Things do fall through
the cracks, and Dianne is encouraged to explore alternative methods of staying organized to ensure
payments are made in a timely fashion.
SAFETY: D Requires improvement
Consider the extent to which this employee is aware and applies safety D Competent
practices in daily duties. 161 Above average
D Exceptional
Comments:
Dianne recognizes the importance of safety, and is quick to report sightings of risks and hazards in the
community.
D Requires improvement
TIME MANAGEMENT: D Competent
Consider ability to set priorities and make the most of a working day. 161 Above average
D Exceptional
Comments:
Dianne is able to shift from one assignment to the other, depending on priority. She is generally able to stay
on top of her workload.
QUALITY OF WORK: D Requires improvement
Consider volume of acceptable work consistently turned out by this
IX! Competent
employee. D Above average
D Exceptional
Comments:
Dianne takes pride in her work and she aims to please. She can get caught up in getting a task done, such
that minor errors are made. She is encouraged to stay calm and focus on accuracy over speed.
RELIABILITY:
D Requires improvement
Consider how dependable the employee is in canying out assignments
D Competent
conscientiously and with effectiveness. 161 Above average
D Exceptional
Comments:
Dianne is a go-to person for the department. She can be counted on to lend a helping hand and be a team
player.
UTILIZATION OF RESOURCES:
D Requires improvement
Consider ability to utilize resources (people, materials, literature,
D Competent
market conditions, etc.).
161 Above average
D Exceptional
Comments:
Dianne utilizes resources, such as asking coworkers, referencing manuals, contacting vendors, and exploring
other resources to find a solution when she is unsure of something.
6. COMPETENCIES
NOTE: Please review the Competency Dictionary For Unioni=ed Employees and comment on the employee's performance with regard to the following:
Communications:
Competent - Dianne speaks clearly and expresses messages concisely in groups and one-on-one situations.
She is very articulate. She is generally above average in this category, but can improve on her
approachability.
Teamwork:
Exceptional - Dianne can play multiple roles within the team and switch easily between them based on
circumstances. She encourages and supports discussion within the team to identify alternate approaches
and strategies.
Customer service:
Above Average - Dianne encourages those who are in a position to deliver services to understand the
importance of customers and the reason why municipal services like Risk Management exist. An example is
with the new vendor management system.
Flexibility and adaptability to change:
Above Average - Dianne is able to objectively look at other points of view and understand them. She can be
resistant to change at first blush, but takes the time to understand and keeps an open mind.
Influence:
Above Average - Dianne effectively explains the rationale behind her recommendations and/or decisions
Resilience:
Competent - Dianne accepts constructive feedback. She is encouraged to work on lowering her defences.
Results orientation:
Above Average - Dianne identifies potential roadblocks in meeting goals and implements strategies to
overcome roadblocks.

Page 3 of5 Form #R43

May2008
 The Corporation of the City of Windsor
Performance Appraisal and Development Plan for Unionized Employees
PLEASE READ CAREFULLY & COMPLETE ALL APPLICABLE AREAS CONFIDENTIAL- -

7. PERFORMANCE PLAN (To be completed by employee and reviewer together)

As the reviewer, I have reviewed the applicable sections of the community strategic plan/City
Council strategic priorities with the employee. I have also reviewed the departmental,
divisional and program objectives. I have communicated with the employee the importance of
IZ! Yes 0No
their personal performance plan in meeting corporate objectives.
Generally describe the objectives and tasks set for this position during the last review:
The last review stated as follows: Dianne is encouraged to continue to work with ClearRisk to clean up old
files. Dianne is also encouraged to work with the permanent Manager to develop better reports for year end
reporting and to assist with developing a process and procedure to review the status of files as well as
reserve balances at year end.
Generally summarize the results achieved:
Reserves are updated more frequently, but this task generally does not fall on Dianne's shoulders.
Describe any notable accomplishments and examples of outstanding service:
Dianne has learned ClearRisk and is able to pull reports very quickly. She is always eager to help and is
consistently a team player.
Describe any barriers to achieving the objectives set at the last performance appraisal:
Setting reserves is something that is done by the Claims Administrators and Manager. Dianne inputs the
reserves as instructed.
Describe the objectives and tasks set for the coming period:
The department is considering moving to a new platform in ClearRisk that will allow for greater capability. If
this proceeds, Dianne will be the main liaison during the implementation. When arranging presentations,
Dianne is encouraQed to run throuQh a mock setup the day before to ensure a smooth start.
8. DEVELOPMENT PLAN (To be completed by employee and reviewer together)
Describe the employee's strengths:
Dianne will give her coworkers the shirt off her back. When someone needs her assistance, she is eager and
committed to helpinQ, and becomes invested in the biaaer picture.
Identify specific areas where further development on the job is required:
Dianne can improve on her accuracy and execution of tasks. It appears that the mistakes stem from nerves
in getting the job done, rather than any sort of inability to accurately do the work. Dianne is very capable, but
puts undue pressure on herself when assiQned a task.
List courses taken since last performance appraisal:
- Dianne is working toward obtaining her business diploma. She has also taken CPR/defib, and is currently
beinQ trained on the new workforce manaQement system.
List desired or suggested courses, seminars, workshops, conventions or other developmental activities:
- Dianne has all her Microsoft office courses, but it is always good to renew from time to time. Any courses
offered pertaining to time management and organization would be beneficial.
Describe the employee's career goals. What role or specific job is the employee interested in?
- Dianne is content in her current role, but is also interested in working as a 911 dispatch.
Is the employee currently involved in the Employee Mentoring Program? Ifno, is the employee interested in becoming involved in the Employee
Mentoring Program?
0Yes [g!No 0Yes [g!No
Describe specific development plans for this employee over the next twelve months:
Dianne has recently implemented a process to help keep payments on track. Rolling this out and looking for
further methods to improve will be a focus over the next year. She will also be continuing to work on her
diploma throughout the next year and is focusing on courses that assist her in her day to day work. Dianne
will approach questions with curiosity and sincerity.

Page 4 of5 Fonn#R43

May 2008
 The Corporation of the City of Windsor
Performance Appraisal and Development Plan for Unionized Employees
PLEASE READ CAREFULLY & COMPLETE ALL APPLICABLE AREAS CONFIDENTIAL
- - - - - - --- -

9. ADDITIONAL REVIEWER COMMENTS

Dianne is an asset to the department. She is a team player, and will jump through hoops to assist her
manaqer and coworkers.
10. EMPLOYEE COMMENTS
Dianne enjoys the opportunity to be able to continue to grow professionally.
11. MERIT INCREASE <WHERE APPLICABLE)
Current classification: Current step:
c 11 3
Recommended step: Effective date of recommended step:
4 February 16, 2019
12. AUTHORIZATION
Date:
This evaluation has been discussed with the employee. \ lSI Yes D No November 27, 2018

The employee has been reminded of the Respectful Workplace Policy. [SJ Yes 0No

The employee has been reminded of the Conflict oflnterest Policy. [SJ Yes 0No
Management will rely upon past performance appraisals as one of the measures ofdetermining
promotions, transfers and appointments consistent with the Collective Agreement.
Employee Signatu:(d,., . "
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Reviewer's Signatur\!
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Supervisor of Re~iewer's Signature:
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Date:

Corporate Leadership ~er~1kn,o~edgement (if ap ·cable): Date:

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CAO's Acknowledgement ('!r(pplica~~

Comments:
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• Date:
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PLEASE FORWARD TO HUMAN RESOURCES FOR PROCESSING WHEN COMPLETED
The following section is for use by Human Resources only.
Distribution Initials of processor Date:
Organizational Development Coordinator
Recruitment Coordinator
Benefits Coordinator
Employee Docket

Page 5 of5 Form #R43

May2008