Agenda - Council Work Session - 11/25/2025

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• Work performed for others while on approved vacation or compensatory time is not a violation of policy unless it creates the appearance of a conflict of interest. • No employee will work for another employer, or for their own business, while using paid Earned Sick and Safe Time (ESST) from the City for those same hour, unless permitted by law. • 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 the appearance or potential for a conflict with the development, administration or implementation of City policies, programs, services or any other operational aspects. 3.13 Performance Evaluations Performance evaluations are used to assess employee performance in terms of specific job requirements, provide measures for setting up training and development programs, and open channels of communication. A formal performance evaluation may be completed on the anniversary date of an employee's current position, or in January if determined by the Department Head and the Administrative Services Director. If a fonnal 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 preparing the performance evaluation. The City Administrator will review this evaluation with the Department Head. The Department Head will have the opportunity to discuss the evaluation with the City Council at a closed City Council meeting if they choose. The City will consider each employee's performance evaluation when considering swage increases or potential promotional opportunities. Generally, an employee who receives an overall rating of "Needs Improvement" or "Poor" (or equivalent) will not be eligible for promotions or salaffywage 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" (or equivalent) must follow a performance improvement plan to reach an acceptable performance level. If performance is not improved as outlined in the plan, disciplinary action may be taken, up to and including termination. Conducting performance evaluations or their outcomes does not alter the at -will nature of employment. 3.14 Resignations As at -will employees, all City employees may resign at any time and for any reason. To be considered "in good standing" at the time of resignation, an employee must submit a written resignation to their Department Head at least 14 days prior to the effective date of resignation. 16