I was told there is an employees handbook in draft form waiting on a legal review. One of the action items I feel is fundamental to running the business of city government, is having a written employee handbook. Closely following adopting a city employee handbook, would be developing job descriptions and performance criteria with specific measurable objectives for city supervisors and appointees. And finally following the supervisory level, all employees should have a job description. with performance criteria.
A job description defines what and how a task is performed. Job descriptions and performance criteria should, in my opinion, also contain a measure of personal impact. Very simply "Do you play well with others?" including your peers, staff and the public.
Scott,
ReplyDeleteHere is another homework assignment for you and please pass it to John as well.
Define "at will" employees iaw with WV State Code and compare your findings to other cities who are compariable to size (=#of employees) and structure (=strong mayor+council).
Job descriptions or standard operating procedures are as equally important for the employee as the employer. Used properly it's a tool that they both can use to their advantage.
Which in the end is what is best for the city!
Performance evaluations have proven to be a farce.
There have been more EEO complaints about the negative aspects of having them as being detrimental to the employee and to the employer. Maybe cost effectiveness is a better term for the employeer. In lieu of performance appraisals for employees, the leadership, management and communication and monitoring of an employee's performance is the responsibility of the supervisor.
I'd bet my only silver dollar that the supervisors and department heads of the City of Buckhannon have mechanisms in place to do what they need to as a means of recognition of work well done and of work inappropriately performed.
In a large private cooperation maybe. In a small city government of what 75 or 80 employees in at will state, it's a waste. If we compare ourselves to a small business with one CEO, five supervisors who would be micro-managing down to the day they go bankrupt.
Creative minds can come up with an alternative method of evaluation and maybe create a system of upward mobility or incentive programs for outstanding service, personal achievements and for doing more than just their job.
You will learn in time, that your city employees are the most valuable asset the city has.
Treat them with respect and work with them not against and you will becomes a wealthy man in knowledge and friendship. There is a another point to consider. They (employees) are the ones who are the most knowledgeable about what they do and why they are required to do so.
Why not ask them?
When I was a supervisor, I had the teams who worked under my direct supervisoin create my performance evaluation.
I also sought recommendations for improvement or notable discrepancies from other supervisors.
For me it was a realistic evaluation of my personal performance.
Years of experience, performing in an excellent manner and along comes one aye s... and you're outa here because the new regime does not like you. Who cares if you don't like them. You do not have to like everyone, but there must be compassion, decency, and respect of others.
Look at the years of experience, knowledge and training time loss. The city's loss.
Don't keep adding to the deficit. Protect the needs of your customers - the community.
Have a blessed day!