9.o) Staff Report-Administrator Performance Review >
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SCANDIA
Staff RenoM
Date of Meeting: March 19, 2013
To: City Council
From: Kristina Handt, City Administrator
Re: Administrator Performance Review
Agenda Item#: 9.0)
Background:
I began my duties as Scandia City Administrator on September 17, 2012. The six month
probationary period stipulated in the personnel manual and employment ageement will soon be
up.
Issue:
When should the Council meet to evaluate the Administrator's performance following the six
month probationary period?
Proposal Details:
Included in your packet is the evaluation form. Each Council member should complete the
evaluation and turn it into the Mayor prior to the performance review meeting so he can compile
the results.
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City of Scandia
City Administrator Evaluation
Date:
Period Covered:
Evaluator:
Purpose: The purpose of employee evaluation is to increase communication between the City Council and the
City Administrator concerning the performance of the Administrator in the accomplishment of his/her assigned
duties and responsibilities,to help in establishment of specific work-related goals and objectives, and as input
to compensation decisions.
Process: Each Council member will complete a form, sign and date it and return it to the Mayor. The Mayor
will tabulate the results of the evaluation form, which will be reviewed and discussed by the Council and
Administrator in an executive session(unless the Administrator requests an open session.) A summary of the
results of the evaluation will be reported verbally at the next City Council meeting.
Instructions: Review the performance of the Administrator for the entire evaluation period. Try to refrain
from basing judgment on recent events or isolated incidents only. Evaluate the Administrator on the basis of
standards you expect to be met for the job, considering the length of time in the job. Check the number which
most accurately reflects the level of performance for the factor appraised using the rating scale described below.
If you did not have an opportunity to observe a factor during this evaluation period,please indicate so in the N/O
("No Observation" column next to the factor.
Rating Scale Defmitions (1-5)
Unsatisfactory(1) The employee's work perFormance is inadequate and definitely inferior to the standards of
performance required for the job.Performance at this level cannot be allowed to continue.
Improvement Needed(2) The employee's work performance does not consistently meet the standards of the
position.Serious effort is needed to improve performance.
Meets Job Standard (3) The employee's work performance consistently meets the standards af the position.
Exceeds Job Standard(4) The employee's work performance is frequently or consistentiy above the level of a satisfactory
employee, but has not achieved an overall level of outstanding performance.
Outstanding(5) The employee's work performance is consistently excellent when
compared to the standards of the job.
I. Performance Evaluation
1. Public Relations and Communications 1 2 3 4 5 N/O
a) Projects a positive public image.
b) Is courteous to the public at all times.
c) Oral communication is clear, concise and articulate
d) Written communications are clear, concise and accurate.
e) Maintains effective relations with media
representatives.
f) Maintains effective communications with local, regional,
state and federal government agencies.
g) Comments:
2. Leadership 1 2 3 4 5 NIO
a) Keeps the Council informed of new innovations,
developments, practices, technology, regulations, etc.
b) Is an effective problem-solver and suggests new ideas.
c) Provides direction and support for advisory committees
in accordance with Council priorities.
d) Comments:
3. Personnel Management 1 2 3 4 5 N/O
a) Delegates appropriately.
b) Recommends and implements sound human
resources policies and procedures.
c) Provides effective feedback and motivates staff.
d) Makes good recommendations for recruiting
and hiring qualified personnel.
e) Comments:
4. Fiscal Management 1 2 3 4 5 N/O
a) Prepares a realistic annual budget that addresses
the City Council's goals and objectives.
b) Controls expenditures in accordance with approved
budget.
c) Manages finances to ensure conformance with
sound accounting procedures and internal controls.
d) Makes sound recommendations for long-range
financial planning and financing of projects.
e) Comments:
5. Personnel Traits 1 2 3 4 5 N/O
a) Takes Initiative.
b) Displays good judgment.
c) Is fair and impartial
d) Attitude reflects a commitment to the city
and its policies.
e) Can be depended on to follow through.
f) Comments:
II. General Comments
Anything that the administrator is doing that you particularly appreciate?
Anything that the administrator is doing that needs to improve or change?
III. Summary Rating
1 2 3 4 5 NIO
Overall Performance Rating:
Comments:
IV. Future Goals and Objectives:
Specific goals and objectives to be achieved in the next evaluation period:
V. Acknowledgement
'This evaluation has been reviewed and discussed between the City Council and City Administrator on this
date
CITY COUNCIL CONCURANCE
YES/NO
Randall Simonson, Mayor
YES/NO
Dan Lee
YES/NO
Chris Ness
YES/ NO
Sally Swanson
YES/NO
Jim Schneider
Administrators Comments:
Kristina Handt, Administrator
Next Evaluation Date: