Town Code & Ordinances Code — Resolution-24-100

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RESOLUTION NO. 24.IOO
A RESOLUTTON OF THE COMMISSIONERS OF QUEENSTOWN TO
AMEND THE TOWN OF QUEENSTOWN pERSOttNEL MANUAL TO
PROVIDE A NEW SECTION X TTTLED, PERFORMA|ICE
EVALUATION, TO ESTABLISH AI\ EMPLOYEE PERFORMANCE
EVALUATION PROGRAM FOR ALL TOWI\ EMPLOYEES
WHEREAS, the Commissioners of Queenstown are authonzedto adopt such legislation as
it may deem necessary for the protection and preservation of the town's property and for the
protection and promotion of health and safety of town employees and citizens; and
WHEREAS, in 1995, the Commissioners of Queenstown adopted the Town of
Queenstown Personnel Manual which was not updated since 2003; and
WHEREAS, on January 26,2022, the Commissioners of Queenstown adopted an updated
Town of Queenstown Personnel Manual, which was revised on Septernber 13,2022; and
WHEREAS, since that time, the Commissioners of Queenstown recognized that employees
should receive performance evaluations on an annual basis and during any probationary period;
and
WHEREAS, the Commissioners of Queenstown believe it is in the best interest of the
employees to provide them with an annual perfofinance evaluation as part of a Performance
Evaluation Program; and
WHEREAS, the Commissioners of Queenstown have determined that it is desirable and in
the public interest to adopt an updated Personnel Manual to provide a new Section X titled,
Performance Evaluation, to establish conditions for employees to receive performance evaluations.
NOW, THEREFORE, BE IT RDSOLVED, by the Commissioners of Queenstown, as
FOLLOWS:
l.
That the Queenstown Personnel Manual dated September 13, 2022IS IIEREBY
AMENDED.
2.
That the attached revised Personnel Manual dated July 10,2024 shall supersede all
previously issued employee manuals or handbooks.
3.
This Resolution shall become effective immediately.
O
RESOLVED by the Town Commissioners of Queenstown on this auy of
--/
July, 2024.
WITNESS: TOWN COMMISSIONERS FOR THE

TOWN OF QUEENSTOWN:
1/'
Alton Hardee, President
Aaron Hoqey, Town Thomas B. Willi
Horney, Town Cl

SECTION X. PERFORMANCE EVALUATION
Performance evaluation is the process of observing and reviewing work performance,
recognizing outstanding and superior perfonnance, identiffing needs for improvement, and
working with employees to improve their effectiveness and efficiency to maximize the use of
their knowledge, skills and abilities. Formal performance evaluations are conducted to provide
both supervisors and employees the opportunity to discuss job tasks, identiff and correct
weaknesses, encourage and recogrnze strengths, and discuss positive, pu{poseful approaches for
meeting goals. Performance evaluation is a continuous process. There should be an ongoing
exchange of expectations between the employee and supervisor about work requirements and
what is needed to ensure that standards are met. Supervisors and employees are strongly
encouraged to discuss job performance and goals on an informal, day-to-day basis.
The Town has established and maintains a Perfoffnance Evaluation Program for all
classifications of employees. This program is intended to:
- Provide a record of employee development and work performance.
- Promote a common understanding of individual needs, work objectives and standards
of acceptab I e p erformance.
- Provide employees with feedback as to how well the supervisor feels the employee is
meeting expectations.
- Suggest the specific courses of action the employee can take in order to meet or exceed
expectations.
- Provide supervisors with feedback as to how they can help employees in their personal
growth and development.
- Set objectives for future performance.
An interim evaluation shall be conducted afterthree (3) months of service orthree (3)
months after a promotion, demotion or classification change.
A formal performance evaluation shall be conducted within two (2) weeks prior to the
end of an employee's six (6) month probationary period in any new position. If the evaluation is
satisfactory or better, regular full-time employment status in the position will commence. This
period allows the supervisor and employee time to discuss the job responsibilities, standards, and
performance requirements of the new position.
Queenstown Personnel Manual
Adopted: January 26, 2022
Last Revision: July 10,2024
A

The perfonnance of all employees is generally evaluated on an annual basis in the Spring
of each year. Interim evaluations may be conducted at the discretion of the supervisor to
document special performance problems or achievernents.
The supervisor (Town Manager), considering the recommendations of the immediate
supervisor, shall prepare performance evaluations. One or more Town Commissioners shall
prepare performance evaluations of the Town Manager. Written justification is required with any
performance evaluation that records an overall performance rating above or below satisfactory.
Performance evaluations shall be reviewed with the employee by the supervisor. Employees will
be asked to sign evaluations as an acknowledgement that the evaluation has been reviewed with
them and that they received a copy for their own record. Such acknowledgement does not
constitute acceptance of, or agreement with, the evaluation. Completed evaluation forms will be
forwarded to the Town Commissioners and will become a part of the employee's permanent
personnel file, maintained in Town files.
SECTION XI. PAY PLAI\
A.
General
|. *e Town Commissioners shall be responsible for the preparation and
maintenance of a pay plan and any revisions thereto. Position descriptions shall be
placed in a pay schedule by grade or an hourly rate.
2. Revisions in the pay plan requested by personnel shall be submitted to the
Town Commissioners. All revisions in the plan must have approval of the Town
Commissioners.
3. Employees will be eligible for pay increases on July I of each year. There
is no guarantee of an annual pay increase. Pay increases will be based solely upon
performance. However, no employee shall be paid a salary less than the minimum limit
prescribed by the pay schedule to which their position has been assigned.
]
4. Periods of absence, or leave without pay status, will not be included in
computing the time for pay increase requirements.
5. The Town Manager and Town Clerk/Treasurer positions are salary
positions, payable by the salary schedule adopted by the Queenstown Commissioners,
which became effective July l, 1990. The position description reflects the level and grade
ofpay.
Queenstown Personnel Manual
Adopted: January 26, 2022
Last Revision: JulY 10,2024
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