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City of Charlottesville, VA Fire
Department
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| Chapter: | V - Personnel Policies and Procedures |
| Subject: | Personnel Evaluations |
| Code: | 1-V-12 |
| Revised: | 6-10-96 |
A. To provide policy and guidelines relative to the
personnel evaluation process.
B. To provide a means of measuring and documenting
employee performance and development as compared
to specific job requirements.
A. All members of the Charlottesville Fire Department
shall be evaluated a minimum of two (2) times
yearly - once in May and once in November. Merit
pay increases will be based upon May's evaluation;
however, if an individual's November evaluation
score should drop below the May evaluation score,
the former score will be considered for for up-
coming merit increases.
B. Probationary members will be evaluated midway
through their probation period and at any other
times deemed appropriate by the supervisor.
C. No evaluations of seasonal and temporary employees
are necessary.
D. Supervisors who are charged with preparing a formal
performance evaluation shall conduct a performance
evaluation interview with the member being evaluated
at the time that the formal evaluation is presented
to the involved member.
E. Supervisors shall communicate with their subordinates
regularly and shall establish a constructive dialogue
with their subordinates relative to job performance.
If necessary, regular informal performance evaluation
interviews should be established to maximize communication.
There should be no surprises for the member being
evaluated; problems and/or deficiencies in performance
should be addressed prior to formal evaluation.
F. Formal personnel evaluations shall be written on designated
Charlottesville Fire Department Employee Evaluation Forms.
(see attached).
G. Fire Battalion Captains, Fire Battalion Chiefs, Deputy Fire
Chief, and Fire Chief shall be evaluated based on a written
performance contract, with each contract tailored to include
both departmental and individual goals.
H. Supervisors are not limited to the items listed on
the standard formats. Other relevant performance
criteria may be included in the evaluation on an
individual basis, so long as such criteria are
pertinent to the development of the member being
evaluated.
A. The Fire Chief is responsible for overall management
of the personnel evaluation process within the
Fire Department
B. Fire Battalion Chiefs, Fire Battalion Captains, and Fire
Captains are responsible for the evaluations of their direct
subordinates.
C. The Division Heads are responsible for the evaluations
of those members under their command.
A. Fire Battalion Chiefs and Division Heads responsible for
evaluations should obtain and complete the
Charlottesville Fire Department Employee Evaluation Forms
for all members under their command.
B. Completed evaluation forms should be submitted to the
Deputy Fire Chief at least two (2) weeks prior to the
effective date of evaluation.
C. After approval, the evaluation forms will be returned to the
involved supervisor, and said supervisor and the involved
member must meet for an evaluation interview.
D. Only the person directly supervising the employee should be
conducting the performance appraisal interview.
E. Each rater is to give the employee a copy of the written
evaluation tool in advance of the interview, in order for
the employee to rate his/her own performance and provide
feedback to the rater for consideration before the final
scores are determined.
F. During the appraisal interview, both the rater and the
employee discuss the employee's concerns, goals and
plans for self-improvement or corrective action.
G. The member shall sign the evaluation at the time of
the interview and shall receive a copy of the evaluation.
H. Performance contracts will be reviewed annually prior
to the individual's anniversary date and a written
performance summary forwarded to the next higher level
of authority.
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