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City of Eugene <br /> Human Resource and Risk Services Policies <br /> 3-430 PERFORMANCE EVALUATIONS <br /> Two keys to effective performance management are: setting expectations and, <br /> assessin erformance b com letin an evaluation. The ur ose of <br /> 9 p Y p g p p <br /> performance evaluation is to assess an employee s work performance over <br /> a specified length of time. Expectations can be goals or simple statements of <br /> acceptable, desired performance, activity, and process. It is critical for the <br /> j supervisor, through discussion, to reach a shared understanding of the <br /> expectations with the employee. In this way, supervisors are more fully able to <br /> follow through with ongoing, informal coaching and performance feedback. <br /> During the evaluation process, supervisors are strongly encouraged to provide <br /> an opportunity for the employee to comment in writing on the review. <br /> <br /> i <br /> Performance evaluation of supervisors includes assessment of equal <br /> employment opportunity compliance and affirmative action progress within the <br /> department or unit they supervise. <br /> 3-431 Frequency of Performance Evaluations (Revised 09/16/02) <br /> Regular and limited duration employees must receive a performance evaluation <br /> at six months in a osition. Subse vent evaluation must be done at twelve <br /> p q <br /> months and every twelve months thereafter. <br /> SEE: Section 3-422 Exceptional Merit for information on exceptional merits <br /> Human Resource and Risk Services Revised: 09/16/02 <br /> <br />