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<br />a. Annual Objectives. The system shall include <br />a list of outcome-based, measurable <br />obj ect i ves to be achieved which have been <br />mutually agreed upon between the Fire Chief <br />and each individual employee appointed to a <br />Fire Management Group A class. A relative <br />weight will be assigned to each objective <br />listed with a minimum weight of ten percent <br />(10%) and all must total one hundred percent <br />(100%) . <br /> <br />b. Managerial Behaviors. In addition to his <br />or her performance in achieving agreed-upon <br />objectives, each Fire Management Group A <br />employee shall also be evaluated for his or <br />her managerial behaviors/performance, <br />including such behavior as communication <br />(oral or written), analysis and problem <br />solving, decision-making and judgment, <br />planning and organization, management <br />control, leadership, interpersonal <br />relations, time-management, technical <br />knowledge, handling of stress, etc. <br /> <br />4. Performance Evaluation Guidelines. <br /> <br />a. The Fire Chief shall annually evaluate the <br />performance of each of his or her <br />subordinate Fire Management Group A <br />employees to determine their individual <br />eligibility for a performance increase and <br />how much such increase, if any, will be. <br />Such annual performance evaluation shall <br />occur immediately following each individual <br />Fire Management Group A employee's employment <br />anniversary date and cover the twelve (12) <br />month period preceding that date. <br />Additionally, at least one (1) informal mid- <br />year progress review shall be held between <br />the Fire Chief and each of his or her <br />subordinate Fire Management Group A <br />employees. <br /> <br />11 <br />