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City Administrator Performance Evaluation

Steps

  1. 1. Purpose and Process
  2. 2. Community Public Relations
  3. 3. Leadership
  4. 4. City Council Relationships
  5. 5. Communication
  6. 6. Behavioral Competencies
  7. 7. Fiscal Management
  8. 8. Intergovernmental Relationships
  9. 9. Decision Making
  10. 10. Economic Development
  11. 11. Additional Comments
  12. 12. Staff Only Assessment
  13. 13. Signature/Date
  • Purpose and Process

    1. Purpose

      The purpose of the employee performance evaluation is to establish and maintain an effective City Council/City Administrator relationship and offer an opportunity for the participating parties to review the performance of the City Administrator. The evaluation should focus on how effectively the City Administrator is accomplishing goals established by the City Council and how they are carrying out their responsibilities in key performance areas.

    2. Process

      1. The evaluation form will be distributed by the City Recorder to all Councilors and City Department Heads.
      2. Each individual will fill out the form and will send it to the City Attorney who will tabulate and summarize the results for discussion in Executive Session.
      3. The City Administrator will also be provided a copy of the evaluation form but will prepare a self-evaluation in narrative form which will also be provided to the City Attorney.
      4. During the Executive Session (if the City Administrator has not requested an open hearing), the City Attorney will distribute the composite evaluation results and the City Administrator’s self-evaluation for discussion.
      5. The City Council will meet with the City Administrator in Executive Session (if the City Administrator has not requested an open hearing) to review the evaluation.

    3. Rating | Definition

      1 | SIGNIFICANT GAP Work performance is far below acceptable levels and requires correction and/or training.
      2 | BELOW EXPECTATIONS Work performance indicates inconsistency in fulfilling responsibilities. Effort, training, and/or mentoring may be needed to elevate to meeting expectations
      3 | MEETS EXPECTATIONS Work performance consistently fulfills responsibilities.
      4 | EXCEEDS EXPECTATIONS Work performance consistently exceeds responsibilities. Approach is pro-active and elevates outcomes.
      5 | FAR EXCEEDS EXPECTATIONS Work performance far exceeds responsibilities, is proactive, elevates outcomes, and sets the standard for other agency leaders to aspire towards.