Overview

RESPECT Evaluations are the next step in our work to create an equitable, sustainable, organization-wide performance management system.
This is a system-wide pilot project and feedback will be welcome on how it goes. Once we go through this first cycle, we will make adjustments and improvements based on what we hear.

RESPECT Evaluations aim to do several things:

• Elevate our RESPECT Values as our organizational common language
• More clearly define what each RESPECT value looks like in practice
• Allow employees to assess how they put the values into action
• Allow supervisors to assess how their employees put the values into action
• Support healthy, productive conversations between supervisors and employees

How it works

• All evaluations will be completed in the Evaluations Module within Employee Access.
• During September, employees can complete an optional self-evaluation.
• During October and November, supervisors will complete their employees evaluations.
• A Supervisor Evaluation where supervisors can comment on how each of their employees is doing

During September, October and November, we will hold office hours to help employees and supervisors navigate the new system. See dates and times below.

Click here to go to the Employee Access Portal on Munis Note: Remember to use your whole email address as your username to sign in.

How to and Scoring Rubrics

Click here to see how to enter your self evaluations. There are five rubrics to help you complete your evaluation:

• All-purpose
• Fire department
• Service delivery, frontline, and direct customer
• Administrative, coordinator and analyst-type role
• Supervisors, manager, and team leader-type roles

When you sit down to complete an evaluation, you should:

• Choose a rubric that best fits your position or who you are evaluating.
• Review each RESPECT value section and decide which rating best describes you or your employee.
• Note specific examples for each rating in the Comments fields.

These universal rules apply across all rubrics and ratings:

• Rubrics contain examples of how employees in various positions may demonstrate each RESPECT value. They outline what constitutes Needs Improvement, Meets Expectations, or Exceeds Expectations.
• Behaviors are rated in situations the role requires, not personality traits. A behavior is assessed based on how it shows up in the context a position calls for.
• Most employees will "Meet Expectations" - it is the level of performance expected.

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Use this guidance to choose a rating for yourself or your employee:

Exceeds Expectations
In the past year, you or your employee:

• Demonstrated Exceeds Expectations behaviors at least 90% of the time.
• Consistently performed at a high level, worked independently, and rarely needed a reminder or correction.
• Received positive feedback from others regularly.

Note that: You should carefully consider why you or your employee deserves Exceeds Expectations ratings.
Not every employee has opportunities to take on more responsibilities, projects or work and no one should be penalized if they have few, if any, chances to perform additional work.

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Meets Expectations
In the past year, you or your employee:

• Demonstrated Meets Expectations behaviors reliably about 70% of the time.
• Needed only occasional reminders or corrections and, when received, adjusted performance accordingly.

Note that: Most of us will fall into this category; it is the level of performance expected.

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Needs Improvement
In the past year, you or your employee:

• Performed below what the role requires at least 70% of the time.
• Missed how their job connects to others which led to others needing to compensate for their work.
• Did not improve their performance despite coaching or feedback.

Note that: Needs Improvement requires a pattern plus prior notice. Below-expected performance must appear across two or more different occasions and must be raised at least once before their RESPECT Evaluation. A concern raised for the first time should be handled as coaching; only if the employee clearly does not improve should a Needs Improvement rating be given.