Agenda - Council Work Session - 02/26/2024

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board or commission compatible with city employment. The following is to be considered when determining if outside employment is acceptable: • Outside employment must not interfere with a full-time employee's availability during the city's regular hours of operation or with a part-time employee's regular work schedule. • Outside employment must not interfere with the employee's ability to fulfill the essential requirements of his/her position. • The employee must not use city equipment or resources in the course of the outside employment. • The employee must not violate any city personnel policies as a result of outside employment. • The employee must not receive compensation from another individual or employer for services performed during hours for which he/she is also being compensated by the city. . Work performed for others while on approved vacation or compensatory time is not a violation of policy unless that work creates the appearance of a conflict of interest. • No employee will work for another employer, or for his/her own business, while using paid sick leave from the city for those same hours. • Employees may be required to sign an agreement to prohibit outside employment activities within Ramsey. • Departments may establish more specific policies as appropriate, subject to the approval of the city administrator. City employees are not permitted to accept outside employment that creates either the appearance of or the potential for a conflict with the development, administration or implementation of policies, programs, services or any other operational aspect of the city. 3.12 Performance Evaluations Performance evaluations are used to assess employee performance in terms of specific job requirements and provide measures for setting up training and development programs for improvement and opening communication channels. On the anniversary date of an employee's current position, or in January if so determined by the Department Head and the Administrative Services Director. Human Resources Manager, as well as when an employee iscomp' et th probationary period, a formal performance evaluation may be completed. If a formal performance evaluation is completed, it will be reviewed with the employee. For Department Heads, the City Administrator will make note of any City Council feedback regarding Department Head performance and summarize the Council's comments when writing the Department Head's performance evaluation. The City Administrator will review the performance evaluation with the Department Head. The Department Head will have the opportunity to discuss the performance evaluation with the City Council at a closed City Council meeting if ,ney so choose. The City will consider each employee's performance evaluation when considering salary increases or potential promotional opportunities. As a general rule, an employee who receives an overall rating of "Needs Improvement" or "Poor" or the equivalent will not be eligible for promotional opportunities or; salary increases, except for any "cost of living" adjustment made by the City. Further, an employee who receives an overall rating of "Needs Improvement" or "Poor" ..: equivalent must follow a performance improvement plan to bring performance to an acceptable level. If performance is not brought to an acceptable level as described in the performance 211Page { Commented [CL12]: This section addresses the removal of the original text regarding the Police Department.