Common use of Performance Feedback Clause in Contracts

Performance Feedback. The use of oral or written performance feedback (including Blue Cards) shall not be considered disciplinary action, and shall be used as a tool by supervisors to address performance problems or minor instances of misconduct, as well as accomplishments. The supervisor or manager should review with the employee both the specific deficiencies in question and the City’s standards. The cause(s) of the deficiency should be identified along with specific improvement needed. Any written warnings will be kept in the supervisory file, not the official personnel file, and a copy given to the employee. The employee may respond in writing within 30 days. The supervisory file is intended to be a temporary file to record performance, both positive and negative, throughout the performance year. When the performance evaluation is prepared for the employee, the entire contents of the supervisory file should be considered in determining the overall performance. Once the evaluation is completed and filed in the employee’s personnel file, all written performance feedback prepared during the evaluation period must be discarded.