Loading...
HomeMy WebLinkAbout41. 13-578 DECEMBER 10, 2013 13-578 RESOLUTION (CARRIED___7-0_____LOST________LAID OVER________WITHDRAWN________) PURPOSE: APPROVE CITY MANAGER PERFORMANCE EVALUATION FOR 2013 & 2014 COMPENSATION INITIATED BY: CITY COUNCIL WHEREAS, the Common Council previously approved an Employment Agreement for the City Manager which provided that the Council together with the City Manager would develop a Performance Evaluation Process for yearly evaluations of the City Manager; and WHEREAS, the Council approved a Handbook for Evaluating the City Manager; and WHEREAS, the Council has completed its evaluation of the City Manager in accordance with the Contract and Handbook and met with the City Manager to review his performance for 2013. NOW, THEREFORE, BE IT RESOLVED by the Common Council of the City of Oshkosh that the 2013 Oshkosh City Manager Performance Evaluation as shown on Attachment A to this Resolution is hereby adopted. BE IT FURTHER RESOLVED that based upon the Council’s review and consideration of compensation provided in the marketplace for this position, the annual salary of the City Manager shall be adjusted to $134,000 effective for the pay period encompassing January 1, 2014. 2013 Performance Evaluation Oshkosh City Manager Evaluation Form This evaluation model takes into account the various job dimensions of the role of a City Manager. Please provide a rating that best meets your assessment of the City Manager's performance In achieving the given job dimension. Comment space is provided for personal notations to prepare for the evaluation meeting. This document will not be collected, rather it is meant to focus Council discussion and consensus regarding the City Manager's performance evaluation and expectations. Please rate on the following scale of 1 -5: 5 = Consistently exceeds expectations 4 = Meets and often exceeds expectations 3 = Consistently meets expectations 2 = Does not consistently meet expectations, needs improvement 1 =: Consistently unable to meet expectations, work Is unacceptable I. Staff Effectiveness: Staff is professional and high quality performers. Staff provides reports and services that are timely, complete, and contain sound recommendations in accordance with the City's guiding principles and strategic plan. City Manager demonstrates a commitment to deal with non - performers and hold the organization accountable for results which do not conform to the City's strategic plan and guiding principles. Rating (1 -5): _3 Comments: Council feels there have been times when Information was needed sooner in order to be better prepared to vote on issue(s) Council feels the information needs to be provided sooner or the issue held over. 2. Strategic Leadership Anticipates and positions the organization to address and respond to anticipated events and circumstances in accordance with the City's planning assumptions and strategic plan. City Manager accepts responsibility for undesirable results /delays in accomplishing City's priority goals as identified in the strategic plan. Rating (1 -5): 4 Comments: Over the course of the year some opportunities for grants and other benefits were missed. As a whole we need to be more aggressive In this area. Page I of 3 2013 Performance Evaluation 3. Policy f=acilitation Presents policy - related information completely and accurately and ensures that City's planning documents are aligned in accordance with the strategic plan. Respects the role of elected officials in making policy decisions. Ensures that policy decisions and initiatives are implemented in accordance to the strategic directions and priorities established in the City's strategic plan. Rating (1 -5); — 3.5. Comments: Mr. Rohloff is very good at presenting the Information to Council. 4. Democratic Responsiveness Demonstrates an appreciation for the unique culture of the community. Respects and promotes active citizen participation in local governance In accordance with the City's guiding principles and future goals as identified in the strategic plan. Rating (1 -5): - 4 Comments: There are times when Council would like newer and fresher ideas. Council feels that Mr. Rohloff needs to continue to recruit citizens to get involved In the process. S. Service Delivery Management Ensures prompt, courteous and accurate responses to requests from citizens either directly or through the Governing Body in accordance with the City's guiding principles and strategic plan. Rating (1 -5): — 4_ Comments: The Council appreciates the timely responses to citizens but at times does delegate the response to a staff person when he should respond personally. 5. Organizational Planning and Management Prepares clear, effective and understandable budget mindful of planning documents and City goal congruency. Provides accurate assessment of the fiscal condition of the community. Rating (1 -5) :_3 Comments: Council feels at times issues are not presented to Council with a clear and concise explanation. 7. Communication: Demonstrates effective written and oral communication. Conveys information effectively and matches presentation styles to different audiences. Rating (1 -5): 4.5____ Comments: Mr. Rohloff is a great communicator and cheerleader for the City of Oshkosh. Page 2of3 2013 performance Evaluation 8. Inte ri : Fosters ethical behaviors in accordance with City guiding principles. Demonstrates accountability for his /her actions. Rating (1-5) Comments: Mr. Rohloff takes responsibility when things go wrong or not clearly defined. % Interpersonal Characteristics and Skids Demonstrates the ability to work in harmony with others, minimizing conflict, fostering good will within the organization, in external relationships, with the public and other governmental representatives and interest groups in accordance with the City's guiding principles and strategic directions. Rating (1-5): Comments: Mr. Rohloff is very good at bringing diverse groups together, but needs to be more consistent with special interest groups and organizations. Needs to reach out to a more diverse set of groups and organizations. 10. Organizational Values: Demonstrates and models the organization's mission, vision, and guiding principles, and goals identified in the strategic plan. Rating (1-5): Comments: Council feels Mr. Rohloff gets It and communicates a clear and concise message with the organization's mission, vision, and guiding principles and goals identified In the strategic plan. It Professional Development Demonstrates a commitment to ongoing personal professional development and continuous organization Improvement through continued education and training. Rating (1 -5): — ,4 Comments. Mr. Rohloff Is very involved In state wide professional programs, He applies what he learns from these events and brings back to the city. He Is very well respected by his peers. Page 3 of 3 2013 Council Feedback The City Manager, Mr. Rohloff continues to show high energy, to multi -task and to remain balanced with a focus on both details and the larger policy issues. Through these tough economic times, he has demonstrated the ability to continue to move forward with the goals set forth by the council and continues to move forward with the strategic priorities and the vision of the City. The Council believes that the staff and employees are professional in their conduct and continues to encourage high levels of service to the citizens of Oshkosh. The Council continues to encourage his visible and active involvement in a wide spectrum of community activities. To work closely with Neighborhood Associations as they progress and grow. Continue and expand on Economic Development projects in the Oshkosh area. The Council understands there will be difficult times ahead but we are confident in the City Manager's ability to continue to deal with these Issues in a professional manner for the betterment of the city and its citizens