The LFUCG uses PeopleSoft for the administration of performance evaluations. Human Resources has established a criterion for the supervisor’s use in measuring, reporting, and recording the job performance of all classified and unclassified civil service employees in the unified pay plan, including civil service employees on probationary status. More information is available on LexLink.
The manager should create the Probationary Review document on the employee’s first day of work and the Calendar Year Review document on or before January 1 of each calendar year. The due dates for each step in the process will be calculated based on the performance period.
The performance period for a probationary employee is six months (Period Begin Date is the first day of work; Period End Date is the first day of work plus six months). The performance period for an employee who is not on probation is the full calendar year (Period Begin Date is January 1; Period End Date is December 31).
Completed performance evaluations are used for determinations made regarding salary increases, permanent appointments, transfers, disciplinary actions, and in the case of equal seniority, the order of layoff. Employees may appeal decisions made with respect to their job performance evaluation through the grievance procedure, which is outlined in this handbook.
On the first day of each fiscal year, all employees in the unified pay plan with a satisfactory score on their performance evaluation shall be eligible for a salary increase, provided funds are appropriated in the budget. A satisfactory score shall be a score of two (2.0) or above. When employees enter a class at the maximum amount of the grade salary range or when they reach the maximum for their classification, no salary advancements shall be made.
Reference:
Code of Ordinances, Sec. 21-48. – Employee performance evaluation
Code of Ordinances, Sec. 22-31. – Employee performance evaluation
Code of Ordinances, Sec. 21-29. – Within-grade salary increases
Code of Ordinances, Sec. 22-26. – Within-grade salary increases
Coaching and counseling
Coaching and counseling sessions should be considered part of the performance review process and not be viewed as disciplinary in nature. It may be appropriate to hold coaching and counseling sessions with employees to (a) clearly define work objectives, (b) review job expectations and standards, (c) when new programs are started or (d) when existing programs are reorganized. Supervisors can use the Manager Comments section within the performance evaluation to document coaching and counseling sessions as they occur throughout the year and/or they can use the paper form that is available on LexLink.