Town Code & Ordinances Code — Resolution-24-100

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.

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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 15