1984-03-21 CIVIL SERVICE COMMISSION REGULAR MEETING MINUTESMINUTES OF THE REGULAR MEETING OF THE CIVIL SERVICE COMMISSION OF
THE CITY OF PEARLAND, TEXAS HELD ON MARCH 21, 1984, AT 7:08 P.M.
IN THE CITY SERVICE CENTER, 3501 E. ORANGE, PEARLAND, TEXAS.
The regular meeting was called to order with the
following members present:
James Gilbert - Vice Chairperson
Gail Birdsong - Commissioner
Mary Hickling - Director
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guest: Chief Glenn Stanford
APPROVAL OF MINUTES
Vice Chairperson Gilbert declared the minutes of the February 22, 1984
meeting to be approved as circulated. The Commission agreed.
T(~T TTTTTV
The Commission received as information, a letter dated 2-22-84 which
commended Sgt. Bob Cuna, and a letter of commendation for Officer
~j Charles Rosser. Also received as information was a statement of
hours worked for the month of February by Director, Hickling.
Discussion was held concerning the revisions to the local rules.
Chief Stanford was asked to report his opinion of how satisfactory
the medical examinations are and he expressed that "The Commission
should do what the law requires. Examinations should be most thorough
and emphasis should be on stress". The Commission was in general
agreement that the rules should include the following: Minimum
weight should be two (2) pounds per inch of height, and maximum
weight should be three (3) pounds per inch of height. Commissioner
Birdsong made a motion that Mr. Gilbert make a presentation before
City Council with recommendations for medical check-ups for commissioned
Police Officers. In the meantime, Commissioners are to be gathering
information from various clinics for reference in making their
decision.
'~ The next regular business meeting will be held on Wednesday, April
11, 1984 at 7:00 in City Hall.
ADJOURN
The meeting was adjourned at 8:30 P.M.
Minutes approved as submitted and/or corrected this the
day of April, A.D., 1984, by Mary Hickling, Director.
Chairpe so
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~~F x ~5/ P. O. Box 1157 • Peorlond, Texas 77581 • 485-4411
April 3, 1984
Pearland Civil Service Commission
P. O.. Box 818
Pearland, Tx. 77581
ATTENTION: Ms. Mary Hickling, Director
Dear Ms. Hickling:
Tom Reid, Mayor
Charles R. Mock. Mayor Pro Tem
RI Lentz. Counalman
Terry Grog, Councilman
Janes E. Bost. Counclmon
Dennis frouenberger. Counclmon
Ronald J. U1~dcer, City Manager
RECEIVED aPR ~+ ~~
We understand that employee performance evalua-
tion to include Classified Employees is not in con-
flict with 1269M.
However, there is a question as to the composition
of the employee performance evaluation sheet. Would
you please clarify this point for us. You may want
to place this item on your next agenda.
A set of instructions and the evaluation sheet are
attached for your review.
ur truly,
Ronald Wicker
City Manager
RW/sk
s
Ciil~y~ off (~ec~rlic~rnn~1
P. O. Box 1157 • Peorland• Texas 77581 • 485-4411
T0:
FROM:
DATE:
Dorothy Ammons
Dorothy Cook
Escue Harris
Gary Jackson
Barbara Lenamon
Ronnie McWhirter
Paulette Mire
Paul Pondish
Dick Qualtrough
Barry Smink
Glenn Stanford
Dorothy Thompson
City Manager
April 2, 1984
SUBJECT: Performance Evaluation
Tom Recd. N1a~or
Chores R Nock, Nioyor pro Tem
PI len¢ Couna(mon
Terry Cxay. Counulmon
lames E 8os[. Co•,xxilmon
Denrns kouvnberger. Counulmon
Ronald 1. Ul~cke-, Gry Manager
W. E. Wolff
RECElVEO APR ~ t98~t
I am attaching an Employee Performance Checklist for use in eval-
uating each employee under your supervision, excluding employees with less
than three (3) months regular full-time employment. Factors will be rated:
3 - Above Average, 2 -_.Average, and 1 -Below Average.
Performance Evaluation is one of the most important administrative
functions performed by the supervisor. Tell it like it is, leaving out
prejudices and favoritism. Observing the employee's performance is a daily
function and not only an annual occurrence as we are doing now.
The quality of your evaluation and the follow-up of the evaluation
of an employee determines the effectiveness of work received by the City.
When an employee produces above average work, we recognize him/her for it.
Also, an employee rated or known to be below average or unsatisfactory will
create a poor morale problem among your better employees which may affect
their attendance/productivity.
Please complete and return the evaluation to me by April 11, 1984.
~..
~.\
Mr. Parrish will be available to assist you in your answers to the perfor-
mance check-list leading to your evaluation.
Copies: Assistant City Manager
Personnel
RECEIVED APR 4 1984
Attendance is a judgement factor. Attitude, frequency
of absences, and past work history are to be considered. A
serious illness or accident may affect the guide-lines listed
below. You, as supervisor, can best judge this factor. Exam-
ple of this particular factor: An employee attending to chil-
drens' illnesses could be rated Satisfactory with absences ex-
ceeding the scale below.
NUMBER OF ABSENCES
Prior 12 Months
(Frequency)
9 - 12 1 - Unsatisfactory
6 - 8 2 - Marginal,
needs improving
3 - 5 3 - Satisfactory
1 - 2 4 - Commendable
None 5 - Excellent
Other guides to follow:
1. Evaluate fairly. Rememker to consider fellow supervisors;
being too liberal or too rigid in comparison to others de-
stroys morale.
2. Keep your counseling interview balanced between your praises
and the amount of criticism given.
3. Don't try to change an employee's outlook completely in a
day.
4. Listen to what the employee says. Learn what will motivate
them to improve.
5. Have your ermnlovee sign or initial the Evaluation
- sheet to signify that he/she is aware of the eval-
'~ uation. This does not mean that the employee agrees
with your evaluation. He/she may want to add their
views under "Comments" on the Evaluation sheet.
EMPLOYEE PERFORMANCE EVALUATION ~FC~C`
/~~
Name Department '9P,~
~ ~9
slue of Factors: 3 - Above Average, 2 - Average, 1 - Below Average ~~
FACTOR
DEPENDABILITY
QUALITY
ABOVE AVERAGE
Punctual, steady attendance
Consistent performance
Safe practices
Always available at job site
Few errors or mistakes,very
little waste
QUANTITY Usually exceeds the quota
Usually completes route;
p ro j ec t
ATTITUDE
JOB
KNOL,TLEDGE
JOB
SKILLS
Employee volunteers; accepts
assignments willingly
Pleasant, helpful to public,
supervisor, fellow employ-
ees
Works independently
Ability to do any job in Dept.
Always-uses good judgement
BELOW AVERAGE
Frequently late &/or absent
Inconsistent performance
Unsafe practices - accidents,
injuries
Frequently not at job site
Many errors or mistakes, a
lot of spoilage
Usually well below the quota
Seldom completes route; pro-
ject
Employee rarely volunteers;
argues; refuses assignments
Belligerent, uncooperative
most of time
Requires close supervision
Limited ability
Seldom uses good judgement
POINT
VALUE
Total Points .........................
RATING ...............................
(Total Points divided by 6)
Rated by
Date
Employee
Signature
(Indicates that you have seen this rating,
although you may not agree with it. You
may write comments, below, or attach an
additional sheet.
t
Comments:
MINUTES OF THE REGULAR MEETING OF THE CIVIL SERVICE COMMISSION OF
THE CITY OF PEARLAND, TEXAS HELD ON APRIL 11, 1984, AT 7:05 P.M. IN
THE CITY SERVICE CENTER, 3501 E. ORANGE, PEARLAND, TEXAS.
~~
The regular meeting was called to order with the
following members present:
Dan Keller - Chairperson
James Gilbert - Vice Chairperson
Gail Birdsong - Commissioner
Mary Hickling - Director
****
GUESTS: Buford Parish
APPROVAL.OF MINUTES
Chairperson Keller declared the minutes of the March 21, 1984
meeting to be approved as circulated. The Commission agreed.
ACTIVITY
The Commission received
rte"- Ron Wicker, dated April
performance evaluations
received as information
month of March by Hickl
as information, a letter from City Manager,
3, 1984, concerning the use of employee
for Civil Service employees. Also
was a statement of hours worked for the
ing.
Chairperson Keller shared with the Commission, a conversation that
he had had with City Manager, Ron Wicker, in which the City Manager
expressed that he felt that it would be appropriate for the
Commission to establish an evaluation procedure for the police
department. "If the city wants it done, then as appointees of
the City Manager, I think it behooves us to do it", Keller said.
A motion was made by Keller and seconded by Birdsong that the
Pearland Civil Service Commission act as a body corporate to
formulate the efficiency rating .program by the September meeting,
for the Pearland Police Department. Motion carried. Chairperson
Keller instructed director Hickling to be in touch with other
commissions and try to receive some ideas for implementing this
procedure.
Some discussion was held concerning the use of medical examinations,
and Commissioner Gilbert will make a report at the next meeting to
~~ try and finalize this new subject.
Chairperson Keller made a motion to approve the rules that have
already been approved by Tom Lay. Birdsong seconded the motion.
Motion carried.
ADJOUR,I~T
The meeting was adjourned at 8:35 p.m.
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Minutes approved as submitted and corrected this the
day of ~, A.D., 1984, by Mary Hickling, Director.
~~
Director