Inweekly made a public record request for the last job performance evaluations for 31 employees listed on the city’s website. Three of the employees listed on cityofpensacola.com no longer worked for the city. Only one employee had a job performance evaluation more recent than 2011–Tom Lucia who received his last evaluation on Feb. 24, 2012.
Several employees received promotions and raises since 2011 without any written performance evaluation tied to the changes.
The City’s HR manual states that performance evaluation shall be done by supervisors on an annually on the anniversary of entry into the person’s job classification. It recommends that “new employees should be introduced to the rating criteria within the first two weeks of employment. Supervisors should use this time to explain specific responsibilities and expectations so there are no surprises when the first evaluation occurs.”
Why are job performance evaluations important?
They create a fair working environment and are helpful to the productivity of an organization. It could be argued that some of the employees like Dick Barker have been around so long that the evaluations weren’t necessary, but it would have valuable for the mayor to have all his staff evaluated under the new charter, even the CFO.
Besides, employees are told in the HR manual that they will be evaluated annually. It’s the job of the Chief Human Resources to ensure the manual is followed and the performance evaluations are done. Here is a sample evaluation: PR_-Job Evals_sample.
When mayor announces his decision regarding the futures of his fire chiefs, the HR manual and the overall work environment at the City of Pensacola may come into question.
Inweekly has requested the job performance evaluations for the remaining employees listed on the city’s website. We will post that information when we receive it.
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