Presentation of Performance Evaluation Process for Appointed Officials
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Appointed Performance Review Process Human Resources Appointed Positions City Manager City Attorney City Clerk City Magistrate Individual meetings with City Council in executive session No standardized evaluation form Meetings may be different for each appointed staff member Inconsistent approach across positions Chandler’s Current Process Comparator Cities Avondale, Mesa, Phoenix, Scottsdale, Queen Creek • No formal evaluation form • Council meets with employee in executive session Gilbert • 360-Degree evaluation by direct reports • Council review in executive session Goodyear, Tempe, Peoria • Formal evaluation form Key Principles for Effective Evaluations • Six-month evaluations at onset, annually thereafter • Self-Assessment by appointee (accomplishments, challenges & needs) • Performance Goals & Objectives • Leadership & Management • Opportunity for Communication Option 1: Universal Evaluation • Single Evaluation Form Used for All Appointed Employees • Narrative Format • 3-6 Evaluation Categories • Standardized Process Across All Positions • Goal Setting for Future Option 1: Universal Evaluation Considerations Advantages • Consistency • Easy to Administer • Comparable Results Challenges • May Not Capture Role- specific Responsibilities • Generic criteria may miss unique contributions Option 2: Role-Specific Evaluation • Tailored Evaluation for Each Unique Role and Responsibilities • Position-Specific Performance Categories • Criteria Relevant to Each Role • Open ended narrative format Option 2: Role-Specific Evaluation Category Examples City Manager City Attorney Policy Execution Fiscal Management Strategic Planning Organizational Leadership Community Relations Legal Advice Accuracy Ordinance Drafting Litigation Management Risk Management City Clerk City Magistrate Meeting Minutes Election Management Records Management Courtroom Management Customer Focus Judicial Consistency Legal Compliance Option 2: Role-Specific Evaluation Considerations Advantages • Captures Role Responsibilities • Relevant Performance Criteria • Meaningful Feedback Challenges • Increased time to Develop • Less Comparability across Positions • Multiple Forms to Manager Process Support and Options Process Support from HR • Work with Council to establish evaluation criteria • Create online evaluation forms • Compile Councilmembers’ individual evaluations • Summary of common themes without attribution • Individual & Final combined evaluations will become public record Key Decisions and Next Steps Selection of Evaluation Format Establish Evaluation Criteria/Categories Determine Timeline Development of evaluation forms Establish evaluation timeline & process Present final recommendations for Council approval Questions? Thank you!