MONROE - Members of the City of Monroe's Salary and Personnel Committee are scheduled to perform personal evaluations of department heads during the week of Dec. 8.
Mayor Ron Marsh has asked not to be involved in evaluating the employees, but will be at the evaluations to give his input, committee chairman Mark Coplien said.
Marsh said his input will be in line with his exposure to daily operations.
The committee will be discussing the evaluation process and compensation during a meeting Dec. 2.
Coplien called the city's employee evaluation system inconsistent at a committee meeting June 30. In July, he recommended a new evaluation process based on "what is missing right now" in city policy.
Committee members discovered that some city department heads do not have "performing employee evaluations" listed in their job description.
Street Department Supervisor Tom Boll said he had been using his own forms for employee evaluations until last year, when he received a form from the city.
Two forms the city had been using were the employee evaluation form and the disciplinary notice report, both of which had to be reworked for the new system.
The committee voted unanimously July 1 to standardize the evaluation forms and to use a reciprocal method of evaluations for all employees and department heads.
"We want to standardize all this and hope future administrations go by this," Coplien said Tuesday.
The new process includes the reciprocal method of evaluation and another form, self-evaluation.
Employees fill out their self-evaluations, which is reviewed with their supervisor at the review.
Supervisors will fill out the same form on themselves to be reviewed with the employee. After the review, the employee signs both self-evaluation forms.
Marsh sees the reciprocal method as a way for the city to help employees do a better job for the city.
"This is not a one-way street; it needs to be a two-way street," Marsh said Tuesday.
Coplien said the committee members will determine "if or how much" of an increase in compensation (pay) department heads will receive. One determining factor will be fiscal responsibility, he said.
Increases could range from zero to 2 percent.
The nine evaluations will be done individually, on three different dates.
Mayor Ron Marsh has asked not to be involved in evaluating the employees, but will be at the evaluations to give his input, committee chairman Mark Coplien said.
Marsh said his input will be in line with his exposure to daily operations.
The committee will be discussing the evaluation process and compensation during a meeting Dec. 2.
Coplien called the city's employee evaluation system inconsistent at a committee meeting June 30. In July, he recommended a new evaluation process based on "what is missing right now" in city policy.
Committee members discovered that some city department heads do not have "performing employee evaluations" listed in their job description.
Street Department Supervisor Tom Boll said he had been using his own forms for employee evaluations until last year, when he received a form from the city.
Two forms the city had been using were the employee evaluation form and the disciplinary notice report, both of which had to be reworked for the new system.
The committee voted unanimously July 1 to standardize the evaluation forms and to use a reciprocal method of evaluations for all employees and department heads.
"We want to standardize all this and hope future administrations go by this," Coplien said Tuesday.
The new process includes the reciprocal method of evaluation and another form, self-evaluation.
Employees fill out their self-evaluations, which is reviewed with their supervisor at the review.
Supervisors will fill out the same form on themselves to be reviewed with the employee. After the review, the employee signs both self-evaluation forms.
Marsh sees the reciprocal method as a way for the city to help employees do a better job for the city.
"This is not a one-way street; it needs to be a two-way street," Marsh said Tuesday.
Coplien said the committee members will determine "if or how much" of an increase in compensation (pay) department heads will receive. One determining factor will be fiscal responsibility, he said.
Increases could range from zero to 2 percent.
The nine evaluations will be done individually, on three different dates.