Performance Appraisals (Evaluations)

Question 0

Types of evals?

Answer 0

• Probationary Field Performance Record (Daily eval. Used for record-keeping for all ranks)
• Probationary Firefighter Evaluation (every 2 months)
• Annual evaluation (all ranks)
• Probationary modules have replaced 2 month evals (except for firefighters)
– Firefighter
– Paramedic
– Engineer
– Captain
• Probationary Field Performance Record (Daily eval.
Used for record-keeping for all ranks)
• Probationary Firefighter Evaluation (every 2 months)
• Annual evaluation (all ranks)
• Probationary modules have replaced 2 month evals
(except for firefighters)
– Firefighter
– Paramedic
– Engineer
– Captain

Question 1

What employee info is needed for evaluations?

Answer 1

Correct spelling of name and middle initial 
Payroll number
Current step
Drivers license # and exp date
EMT/CEP # and exp date
ACLS/CPR exp date
Reporting period dates

Question 2

At each appraisal, the supervisor shall recommend one of the following:

Answer 2

• a) the employee shall be allowed to continue his or her probationary period
• b) the employee successfully completes probation, or
• c) the employee should not be allowed to continue to complete the probationary period (termination recommended or return to prior
position). Civil Service Rule VII.

Question 3

The Appraisal Should be:

Answer 3

• Accurate/ Objective
• Defensible
• Timely
• Set Goals and Motivate
• Accurate/ Objective
• Defensible
• Timely
• Set Goals and Motivate

Question 4

Five Categories of Performance

Answer 4

• Excellent
• Exceeds Standards
• Meets Standards
• Improvement Needed
• Does Not Meet Standards

Question 5

Demonstrates the highest standards of performance excellence and achievement of individual goals. Performance consistently exceeds position requirements and management expectations. Resourcefulness and depth of knowledge are of the highest quality. Assignments are accomplished in an exceptional manner with minimal direction and are
characterized by outstanding achievements seldom accomplished within the agency/institution. Employee displays initiative and creativity and has substantially enhanced department efficiency and/or effectiveness. Note: Comments are required if this category is chosen.

Answer 5

Excellent

Question 6

On a regular basis, performance is characterized by high quality and quantity of work that exceeds most position requirements, key objectives, and management expectations. Employee demonstrates
superior skills and abilities, and assignments are accomplished in a highly effective manner with limited guidance and direction. Shows exceptional performance in some aspects of the position.

Answer 6

Exceeds Standards

Question 7

Performance meets all or most and may occasionally exceed work objectives and management expectations. Employee demonstrates
good knowledge of job duties, and assignments are accomplished effectively with normal supervisory guidance. Shows strong promise for future growth and higher attainment.

Answer 7

Meets Standards

Question 8

Overall performance within this category does not consistently meet the quality and quantity expected by the department. Requires more
than normal guidance and direction; Improvement and/or development are necessary.

Answer 8

Improvement Needed

Question 9

Performance does not meet management expectations. Work performance clearly and consistently fails to meet the work standard within this category throughout the rating period. Requires a great deal of guidance and direction; corrective action is necessary. Note: Comments are required if this category is chosen.

Answer 9

Does Not Meet Standards

Question 10

When writing the narrative?

Answer 10

• Be as detailed as necessary in the narrative
• Most will be a short paragraph, some will be longer
• Be as specific as you can for each category
• Anything marked above or below standard will require narratives.

Question 11

Can an employee file a written rebuttal to performance appraisal?

Answer 11

Yes, Employees may file a written rebuttal to any performance appraisal they receive with the Department Head

Question 12

What does the employee’s signature mean on appraisals?

Answer 12

That they read and received a copy. Not that they agree with it.

Question 13

T/F Evals are not grievable or appealable

Answer 13

True

Question 14

Who is the last person to sign an eval?

Answer 14

the employee, no changes should be made after signed

Question 15

Have the employee initial that they have read and understand the following policies:

Answer 15

1. Drug and alcohol policy
2. City of Tucson internet and e-mail policy
3. City and department driver’s license policies
4. City and department’s equal opportunity policy
   * This is also a great time to update their personnel data form at FHQ.

Question 16

Copies and distribution of evals?

Answer 16

• Probationary:  Print 3
– Employee, Station file, FHQ
• Annual evaluation:  Print 4
– Employee, Station file, 2 to FHQ (1 goes to HR)
• Save a copy on your I-drive for your 
records.

Question 17

Who is the personnel officer?

Answer 17

JoAnn Acosta 837-7008