City of Charlottesville, VA Fire
|Chapter:||V - Personnel Policies and Procedures|
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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