Loading...
HomeMy WebLinkAboutHRPersonnel Rules and Regulations: Personnel Rules and Regulations San Luis Obispo Fire Association Memoranda of Understanding- Links to all Fire Association Memoranda of Understandings can be found on this page: Memoranda of Understanding | City of San Luis Obispo, CA Nickole Domini (Human Resources Director) and Chief Randy Harris (Fire Chief) participates in or approves decisions concerning retention, extension of probation, remediation, discipline, or termination of probationary Firefighters. Employee Name: Position Title: Assignment: Date Prepared: Evaluation Date: Evaluation Period: Evaluation Location: Evaluation Time: Reason for Evaluation: Please Select Person Number : POLICY AGAINST DISCRIMINATION AND HARASSMENT REVIEW The employee has been provided a copy of the Policy Against Discrimination and Harassment The employee has been given an opportunity to ask questions about the Policy and/or share any concerns TELEWORK AGREEMENT REVIEW Does the employee have a Telework Agreement? Yes: (See next steps below) No: (Proceed to Next Section) If yes, please review the Telework agreement and complete a. b. or c. below: a. If the agreement will be renewed without changes, please complete a Telework Renewal/Cancellation form. I certify that a Telework Renewal/Cancellation Form has been submitted b. If the agreement will be cancelled, please complete a Telework Renewal/Cancellation form. I certify that a Telework Renewal/Cancellation Form has been submitted CITY OF SAN LUIS OBISPO FIRE DEPARTMENT PERFORMANCE EVALUATION Page 2 of 6 Directions: When appropriate, explain the standards of performance established for the position. Describe employee's performance relative to the standards established, discussing strengths and weaknesses. All ratings must be substantiated by narrative comments. If required, continue comments on a separate sheet and attach to report. JOB KNOWLEDGE: Knowledge of job duties and responsibilities, department and city policies, and procedures; and knowledge of and ability to perform/operate the techniques, skills, equipment, and tools necessary to perform job duties. Commitment to professional development through continued technical and personal development training. RATING: Please Select COMMENTS: ACCOUNTABILITY: Goes the extra mile to ensure quality of his or her work. Follows through on commitments in a timely manner. Establishes clear expectations with others. Successfully completes assignments/projects in a timely fashion. Supports others appropriately in getting their work done. Holds all staff accountable for maintaining high standards of performance. Accepts personal responsibility for the performance of the unit. Demonstrates loyalty to the organization. Acts appropriately within the supervisory structure and duties of position/rank. RATING: Please Select COMMENTS: ADAPTABILITY: Accurately foresees opportunities and challenges. Looks for ways to work more efficiently. Demonstrates flexibility with the changing needs of the workplace. Is aware of how changes will affect others. Willingly navigates complex or unclear situations. RATING: Please Select COMMENTS: COMMUNICATION: Listens to the needs and input from others. Demonstrates effective presentation skills. Uses appropriate body gestures (eye contact, hand movements, etc.) when communicating. Communicates his or her message in a clear and concise manner. Foresees the impact of his or her message. Actively shares information. Maintains positive relationships while sharing ideas with others. Works to understand others' frames of reference. RATING: Please Select COMMENTS: c. If any modifications are needed, a new Telework Application and Agreement must be submitted. I certify that a new Telework Application and Agreement has been submitted. Page 3 of 6 CONFLICT RESOLUTION: Anticipates challenges before they turn into conflicts. Is able to effectively address tense situations. Is willing to have critical conversations even if they might be uncomfortable. Finds common ground to resolve conflict. Actively seeks out different views and perspectives. Actively demonstrates respect for people from various backgrounds. RATING: Please Select COMMENTS: ETHICS: Displays calm and consistent behavior under pressure. Is straightforward in dealing with issues. Is perceived as fair in his or her dealings with others. Sets an example of behaving with integrity. Exemplifies the quality of trustworthiness. RATING: Please Select COMMENTS: SERVICE ORIENTATION: Understands the services provided to the community/organization. Anticipates and meets needs. Provides opportunities to solicit feedback. Delivers high-quality service to community/organization. Monitors performance to improve effectiveness. Apologizes or conducts service recovery when needed. RATING: Please Select COMMENTS: TEAM ORIENTATION: Collaborates with other team and department members, departments and/or divisions successfully. Links team goals to the organization's purpose. Identifies the skills necessary and appropriate person to accomplish a task. Develops a sense of community among the team members. Engages team members to share ideas and participate in solving challenges. Encourages team members to help each other. RATING: Please Select COMMENTS: ADDITIONAL COMPETENCIES FOR FIRE CAPTAINS TO BE EVALUATED: OPERATIONAL DECISION MAKING: Ensures operational needs are considered and communicated effectively. Asks questions which ensure that available and relevant information will be considered before a decision will be made. Appropriately engages others in making key decisions. Is able to tolerate ambiguity without jumping too quickly to a decision. Evaluates a challenging situation and takes the appropriate actions to remedy. Makes decisions in a timely manner. Is aware of the consequences of his or her decisions on the organization and/or incident as a whole. RATING: Please Select COMMENTS: Page 4 of 6 DEVELOPMENT ORIENTATION: Accepts feedback without any defensiveness. Pushes outside of personal comfort zone to develop his or her strengths further. Is aware of weaknesses and attempts to improve. Delegates meaningful tasks to direct reports. Shows interest in employees’ career plans. Is aware of individuals' strengths and coaches those individuals to reach their potential. Provides development opportunities to team members. Recognizes the successes of others. Provides constructive feedback to others. RATING: Please Select COMMENTS: INTERPERSONAL AWARENESS: Is aware of how difficult interactions affect him or her. Manages oneself in difficult situations. Pays attention to how situations affect others. Engages others by understanding their work preferences. Navigates interactions with others successfully. RATING: Please Select COMMENTS: PUBLIC RELATIONS: Recognizes how policy influences employees' opinions of the organization. When appropriate adjusts policies that impact the employees' perceptions of the organization. Speaks positively about the organization. Encourages employees to communicate positively about the services the organization provides. Actively tells the positive stories of the services provided. Excellent representative of the City and Department. RATING: Please Select COMMENTS: RESILIENCE: Demonstrates a bias towards optimism. Is persistent in attempts to accomplish goals. Views failures as opportunities to build character. Quickly bounces back from setbacks. Sets an example of balancing work and personal lives. RATING: Please Select COMMENTS: ADDITIONAL COMPETENCIES FOR FIRE BATTALION CHIEFS TO BE EVALUATED: RISK-TAKING AND INNOVATION: Manages the surrounding issues while taking risks. Experiments with and champions new ideas and methods even though there is a possibility for failure. Is willing to undertake controversial issues to support public good. Has the courage to execute innovative ideas. Takes necessary risks to achieve results. Encourages others to take risks. Engages with others to optimize organizational effectiveness. RATING: Please Select COMMENTS: Page 5 of 6 STRATEGIC ABILITY: Seen as a leader in industry knowledge. Seeks opportunities to gather additional insights on the internal and external contexts. Takes the appropriate steps to prepare for economic, political, or strategic changes. Translates concepts and ideas into strategies and action steps. Executes on the actions necessary to deliver on the strategy. Effectively develops and expends budget related to assigned programs throughout the year with the community and department’s best interests in mind. RATING: Please Select COMMENTS: OVERALL RATING: Please Select ACTION RECOMMENDED: Please Select Supervisor Comments: Employee Comments: (After your evaluation interview, you may wish to write comments and submit them to your supervisor to be included in the evaluation. You may attach additional paper if necessary.) Management Comments: Page 6 of 6 Signatures: This evaluation has been discussed with me. My signature does not necessarily indicate agreement with the rating(s). ______________________________________ ______________________________________ ___________________ Employee’s Name (Print) Employee’s Signature Date ______________________________________ ______________________________________ ___________________ Supervisor’s Name (Print) Supervisor’s Signature Date ______________________________________ ______________________________________ ___________________ Fire Battalion Chief’s Name (Print) Fire Battalion Chief’s Signature Date ______________________________________ ______________________________________ ___________________ Deputy Fire Chief’s Name (Print) Deputy Fire Chief’s Signature Date ______________________________________ ______________________________________ ___________________ Fire Chief’s Name (Print) Fire Chief’s Signature Date