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Here’s The Scoop … The Evaluatee Evaluates Her Staff …

NOT A SANDY KOUFAX IN EITHER ONE ….

Dear Readers … This writer made a public records request for any annual performance review done for the Assistant Town Manager and the Town Clerk… I made the request after watching 10 months of rancor and rhetoric concerning fulfilling the clause in the Town Manager’s 2007 contract that requires an annual review prior to the adoption of the final budget…(prev. Posts)… Right up until the end the commission could not agree on the content, the forum or the even form itself…. Vice Mayor McIntee was the worst offender (with a close second from the Manager herself) … with his grandstanding claims of  the “pillorying ” of Esther Colon by any commissioner or taxpayer daring to evaluate or comment on her performance in any manner ….One remark that should follow the Vice Mayor as he exits the dais in an overwhelming March 2010 defeat will be his Sandy Koufax analogy …(previous post) …. made at his Oct. 27, 2009 commissioner comments…The Vice Mayor said Esther Colon deserves all 5’s for being outstanding in every category of the Lauderhill based review reluctantly chosen by the commission … but not filled out by the Vice Mayor although he agreed to do it on Sept. 10th….Vice Mayor McIntee chastised his fellow commissioners for their rating the manager with 3’s, 2’s, and 1’s…

I knew annual employee performance appraisals were done for Town staff after receiving a few quarterly reviews for the newly terminated Fire Marshal…who was definitely terminated by the Town Manager and  verified in the termination letter this writer also received in the same  public records request contrary to false statements made by VM McInee and Comm. Clottey at the Round Table meeting last month…I wanted to see what Manager Colon did when she evaluated ….Did she do a McIntee style evaluation …or was she more in line with the minority on the dais?…

I received the 2 appraisals last week… and what first jumped out upon a quick once over…Town Manager Colon did NOT give either Asst. Town Manager John Olinzock or Town Clerk June White one single outstanding rating…The form while not numbers based…is based as close to 1-5 as it can be…O -Outstanding – Performance is exceptional in all areas and is recognizable as being far superior to others/ V- Very Good- Results clearly exceed most position requirements. Performance is of high quality and is achieved on a consistent basis/ G- Good- Competent and dependable level of performance. Meets performance standards of the job/I-Improvement Needed- Performance is deficient in certain areas. Improvement is necessary/ U- Unsatisfactory- Results are generally unacceptable and require immediate improvement. No merit increase should be granted to individuals with this rating/ NA_ Not Applicable- or too soon to rate

…………………………………………….

Town Of Lauderdale- By- The -Sea

Employee Annual Performance Appraisal

Prepared 8/06/09

Employee Name John Olinzock …Title Assistant Town Manager

Department Administrative

Reason for Review- Annual

Date Employee began present position 10/04/08 (he was prev. Asst. TO the Town Manager)

General Factors…………………………Rating……………………..Supportive Detail or Comment

1. Quality- The extent to which an employee’s work is accurate, thorough and neat………G(Good)……Recognizes the importance of accuracy and achieves timely results. Mainatains accurate documentation

2. Productivity- The extent to which employee produces a significant volume of work efficiently in specified period of time………G (Good)…. Is consistent, dependable and can be relied upon to meet schedules and deadlines.

3. Job Knowledge- The extent to which an employee possesses the practical/ technical knowledge required on the job…….G (Good)…. Possesses an invaluable source of knowledge and keeps well informed.

4. Reliability- The extent to which an employee can be relied upon regarding  task  completion and follow-up….V(Very Good)…. Can be relied upon to meet schedules and deadlines.

5. Availability- The extent to which an employee is punctual, observes prescribed work break/ meal periods and has an acceptable overall attendance record…..V-(Very Good)…. Observes work schedules and cooperates with flexing hours to meet demands of responsibilities.

6. Independence- The extent to which an employee performs work with little or no supervision……V (Very Good)…. Requires no supervision and maintains daily contact when necessary with Administration.

7. Creativity- The extent to which employee proposes ideas, finds new and better ways of doing thing…….G (Good)….. Provides valuable insights. Taps the creative potential of staff.

8. Initiative- The extent to which an employee seeks out new assignments and assumes additional duties when necessary…..G (Good) …….Anticipates and meets unexpected situations. Plans and organizes with little or no assistance.

9. Adherence to Policy- The extent to which an employee follows safety and conduct rules, other regulations and adheres to company policies…..V (Very Good)…. Adheres to policies.

10- Interpersonal Relationships- The extent to which an employee is willing and demonstrates the ability to cooperate, work and communicate with co-workers, supervisors, subordinates and/ or outside contacts G (Good)…. Understands  personal values of superiors, subordinates and peers.

11- Judgment- The extent to which an employee demonstrates proper judgment and decision making skills when necessary….G (Good)… Is open minded when forming opinions. Can be entrusted to use good judgment.

EMPLOYER COMMENTS:….( no comments were made)

Complete if Applicable:

1. Accomplishments or new abilities demonstrated since last review: Took charge of A1A Scenic LAP Process. Preliminary funds were awarded.

2. Specific area of improvement needed : N/A

3. Recommendation for professional development (seminars, training, schooling, etc.) Continue to attend conferences to keep abreast of changes in area of responsibilities.

4 Absences: number of incidents:0 / number of days: 0

EMPLOYEE COMMENTS: (no comments were made)

Discussed with Individual on : (no discussion date was filled in)/ Employee’s Signature: (it was signed by John Olinzock)

Follow-up Requested / Desired (No was marked)/ Follow-up Date- (no date was filled in)

Evaluator’s signature: (Esther Colon signed/ Date: 8/20/09)

…………………………………………………….

Town Of Lauderdale- By- The -Sea

Employee Annual Performance Appraisal

Prepared 8/06/09

Employee Name June White …Title: Town Clerk

Department Administrative

Reason for Review -Annual

Date Employee began present position 07/31/07

General Factors…………………………Rating……………………..Supportive Detail or Comment

1. Quality- The extent to which an employee’s work is accurate, thorough and neat………G(Good)……Is Performance Conscious.

2. Productivity- The extent to which employee produces a significant volume of work efficiently in specified period of time………G (Good)…. Achieve results within timeframe, i.e. minutes.

3. Job Knowledge- The extent to which an employee possesses the practical/ technical knowledge required on the job…….G (Good)…. Demonstrates competent performance. (see attached)…(no attachment was included)

4. Reliability- The extent to which an employee can be relied upon regarding  task  completion and follow-up….V(Very Good)…. Can be relied on to meet schedules and deadlines.

5. Availability- The extent to which an employee is punctual, observes prescribed work break/ meal periods and has an acceptable overall attendance record…..V-(Very Good)…. Observes work schedules and cooperates with flexing hours when Commission meetings exceed one day.

6. Independence- The extent to which an employee performs work with little or no supervision……G (Good)…. Requires minimum supervision.

7. Creativity- The extent to which employee proposes ideas, finds new and better ways of doing thing…….G (Good)….. Seeks creative alternatives.

8. Initiative- The extent to which an employee seeks out new assignments and assumes additional duties when necessary…..G (Good) …….Consistently finds new ways of performing duties and takes initiative on her own.

9. Adherence to Policy- The extent to which an employee follows safety and conduct rules, other regulations and adheres to company policies…..V (Very Good)…. Adheres to policies.

10- Interpersonal Relationships- The extent to which an employee is willing and demonstrates the ability to cooperate, work and communicate with co-workers, supervisors, subordinates and/ or outside contacts ………….G (Good)…. Provides subordinates with the resources needed to attain results.

11- Judgment- The extent to which an employee demonstrates proper judgment and decision making skills when necessary….G (Good)… makes thoughtful determinations.

EMPLOYER COMMENTS: Completed more than 50% of the Certified Municipal Town Clerk Institute.

Complete if Applicable:

1. Accomplishments or new abilities demonstrated since last review: Ability to complete Trim Process with little instruction.

2. Specific area of improvement needed : Delegation.

3. Recommendation for professional development (seminars, training, schooling, etc.) : Completion of Certification process for Town Clerks.

4 Absences: number of incidents:0 / number of days: 0

EMPLOYEE COMMENTS: (no comments were made)

Discussed with Individual on : (no discussion date was filled in)/ Employee’s Signature: (it was signed by June White)

Follow-up Requested / Desired (No was marked)/ Follow-up Date- (no date was filled in)

Evaluator’s signature: (Esther Colon signed/ Date: 8/18/09)

…………………………………………………

While it seems a substandard form of  evaluation used…pretty rudimentary at best……It was completed annually and done with no histrionics as far as we are aware… No outstanding rating was given to either one even though some supportive detail/comment seemed to assert job well done…..For Town Clerk White …the question is …how long does it take to get certified for the job you have held that title to for more than 2 years?….

Town Manager Colon herself must have had the same performance appraisal while serving as Finance Director. So why did she fight so hard to stop what was required in her contract?… As one faithful reader told this writer today, all the Town Manager had to do was supply the commission with an evaluation such as this 10 months back…In all likelihood it would have been accepted, filled out and completed by the commissioners…..Now that would have truly been outstanding!….Like pitching a no-hitter!…

more to come….

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