Part II.

City Managers' Evaluation Elements

A. Communication Rating= Z
Communicates appropriately and effectively to colleagues and coworkers; Communicates effectively
utilizing various methods and media. Appropriate display of oral and/or written communication skills;
Ability to listen and understan~formation; ability to present information clearly and concisely.
B. Customer Focus Rating= _:.S_
.
.
Strives to develop positive relationships with all customers; Establishes processes and
methods to respond to customer requirements; Establishes processes to measure customer
needs and levels of satisfac~n. Communicates appropriately and effectively to customers
C. Dependability Rating=
.
.

Attendance and punctuality; reliability; meets established schedules and deadlines-including

assigned work hours; demonstrates commitment to each department and City goals; attends to details;
Timely follow-up on the progress of work; follows instructions and appropriate procedures; fulfills
responsibilities;:maintains appropriate confidentiality.
Fiscal Management=~
Prepare and/or maintain and operate within the budget by controlling costs and keeping within
prescribed limits. Budgeting exhibits planning, flexibility and responsibility given budgetary constraints.
E. Human Relations Rating= L

Interacts effectively and maintains positive relationships with peers, subordinates and residents.
Builds teamwork; motivates and inspires others. Cooperates with persons outside of the department;
willingly accepts instructions and assignments and assists others to accomplish work group activities.
Develops confidence; uses positive reinforcement and treats people with respect
F. Information and Analysis Rating= 3__
.
Identifies and collects data for high-quality decision-making; Analyzes and interprets data
to improve plans, processes and systems; Disseminates timely and accurate data to stakeholders.
G. Initiative and Cre~tivity Rating=
Resourceful to deviate from the routme; self-starter; develops and implements new methods, procedures,
solutions, concepts, designs and/or applications of existing designs or procedures .. Accepts additional
challenges and willingly assists others. Self-reliant; demonstrates imagination, originality and self-motivation;
makes innovative and/or productive contributions. Responds to changing requirements and meeting changing
technical business needs; flexibility and adaptability.
H. Job/Organizational Knowledge Rating= ~ .
Application of appropriate technical and proc~l knowledge; Understanding of facts and
information related to work assignments including City policies; degree of technical competence
. and demonstration of ap;zriate level of knowledge in specific field or discipline.
I. Leadership Rating=
Develops, implements, and/or supports the City's vision and mission; Models collaborative
leadership and effectively involves stakeholders; Directs thoughtful, appropriate and
effective change efforts.

J. Planning and Organizing Rating=

Sets clear objectives; establishes strategic priorities; develops effective plans; arranges
flexible work schedules; meets deadlines; anticipates problems; adapts to changes;
lises resources effectively.
.7
K. Problem Analysis and Decision Making Rating= _L_
Understanding factors and developing sound, practical and workable solutions. Recognizing
when a decision is necessary; asking for input; making decisions and providing information and
feedback in a timely manner; accepting responsibility; facilitates problem resolution; willingness
to make necessary and immediate decisions given incomplete information.
L. Professional Development Rating=
~
Learns appropriate new work related skills and procedures. Works to develop professionally,
growing in professional skills and knowledge Demonstrates commitment to improvement and
collaboration; Models and maintains a level of respect by and for colleagues; Maintains currency in
related areas of professional knowledge an? skills.
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M. Supervision and Employee Development Rating= --dTrains, guides and assists employees. Appraises and reviews the performance of supervised employees
in a timely, fair and appropriate manner. Motivates employees to perform effectively; recognizes and
encourages employee development. Maintains appropriate standards of performance; resolves
personnel-related problems and issues in a timely and effective manner.

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3_.

_L

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