Agenda - Council Work Session - 11/26/2024

Home

For the purpose of this policy, outside employment refers to any non -City employment or consulting work for which an employee receives compensation, except compensation received in conjunction with military service, holding a political officeor an appointment to a government board or commission compatible with eityCity employment. The following guidelines apply finis to be considered when determining if outside employment is acceptable: • Outside employment must not interfere with a full-time employee's availability during the eit3fCity'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 his4ieftheir position. • The employee must not use eityCity equipment or resources in the course of the outside employment. • The employee must not violate any eityCity 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/shethey are -is also being compensated by the eityCity. Work performed for others while on approved vacation or compensatory time is not a violation of policy unless that workit creates the appearance of a conflict of interest. • No employee will work for another employer, or for his4leftheir own business, while using paid ESSTe from the eityCity 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 eityCity Administrator. GityCity employees are not permitted to accept outside employment that creates either the appearance or of or the potential for a conflict with the development, administration or implementation of City policies, programs, services or any other operational aspects of the cityCity. 3.132Performance Evaluations Performance evaluations are used to assess employee performance in terms of specific job requirements2 and provide measures for setting up training and development programs, and open channels of communication. A formal performance evaluation may be oinp1ete for improvement and opening communication channels. oOn 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 ResourcesHuman Resources Manager, as well as when an employee is completing their probationary neriod, a formal berformance evaluation may be completed. If a formal performance evaluation is completed, it will be reviewed with the employee. For Department Heads, the GittiCity Administrator will make note of any GittCity Council feedback regarding Department Head performance and summarize the Council's comments when writing the Department Head's preparing the performance evaluation. The GityCity Administrator will review the nerformancethis evaluation with the Department Head.- _The Department Head will have the opportunity to discuss the performanceevaluation with the GittCity Council at a closed -GityCity Council meeting if They he/she so choose. 261Page Commented [CL4]: This covers the removal of text found under 3.12 Supplemental Employment.