CP062 (City Manager Performance Compensation Evaluation)CITY OF JANESVILLE Policy No. 62
Page 1 of 3
CITY COUNCIL POLICY STATEMENT
Date Issued 7/25/88 General
Subject: City Manager Revised 12/11/2023
Effective Date 12/11/2023
Specific Subject: Performance and
Compensation Evaluation
Cancellation Date
Proponent: Human Resources Office Supersedes Nos. 54 & 45
1
PURPOSE
To establish separate, specific, and distinct times for the Common Council’s evaluation of
the City Manager’s performance, compensation, benefits, and other remuneration.
STATEMENT OF POLICY
1. There shall be a Common Council evaluation of the City Manager’s performance
and compensation, related remuneration and benefits, and such other terms and
conditions of employment as the Common Council may decide each year during the
month of March.
A. This meeting shall be conducted in executive closed session.
B. Attendance at this meeting shall be limited to the Councilmembers, the City
Manager, and the Human Resources Director.
C. Each Councilmember may be provided with an evaluation form to use before
the meeting.
D. Discussion shall be between the City Manager and all Councilmembers or
amongst the Councilmembers only.
PROCEDURE
The calendar for the Council’s coaching and review and formal evaluation of the City
Manager will occur on an annual basis as follows:
1. The City Manager’s evaluation period shall be from the Council’s Organizational
Meeting on the third Tuesday of April and run for 12 consecutive months, ending on
the day before the next Council’s Organizational Meeting. This aligns the City
Manager’s evaluation period to the maximum allowable time and with the annual,
fiscal term of the Council.
2. First Meeting in May: In closed session, (1.) The Council will affirm the City
Manager’s evaluation criteria, City Manager’s essential duties, and the system by
which the City Manager will be formally evaluated the following March, and (2.) The
Council will review, refine, and approve the City Manager’s goals for the following 12
months. The City Council may set three to five goals that are specific, measurable,
CITY OF JANESVILLE Policy No. 62
Page 2 of 3
CITY COUNCIL POLICY STATEMENT
Date Issued 7/25/88 General
Subject: City Manager Revised 12/11/2023
Effective Date 12/11/2023
Specific Subject: Performance and
Compensation Evaluation
Cancellation Date
Proponent: Human Resources Office Supersedes Nos. 54 & 45
2
attainable, relevant and time-bound. The City Manager’s goals will be consistent
with the essential functions set forth in his job description. The City Manager will be
present for this meeting. The Human Resources Director will attend to answer
questions.
3. Second Meeting in August: In closed session, the Council meets with the City
Manager to provide their feedback with and from the City Manager regarding the
City Manager’s job performance and progress toward goals. The Human Resources
Director will attend to answer questions.
4. First Meeting in March: In closed session, the Council as a whole formally reviews
the City Manager’s job performance and accomplishments during the last 12
months, based upon the goals and expectations set for the City Manager the
previous May. The City Manager will not be present at this meeting. The Human
Resources Director will attend to answer questions.
5. Second Meeting in March: In closed session, the Council conducts the annual
evaluation meeting and discusses the overall annual evaluation with the City
Manager. The Human Resources Director will attend to answer questions.
6. Informally, coaching and review of the City Manager may occur throughout the year
during individual Councilmember and City Manager meetings and/or contacts. When
coming forward with individual personal concerns, Councilmembers should be
specific and recognize the value of discussing issues as they occur in a timely
manner. Councilmembers should address their concerns with the City Manager first.
If unresolved, the councilmember should then address their concerns with the
Council President. If still unresolved, the Councilmember should address their
concerns with the Council in closed session.
7. Positive feedback and compliments are also always appropriate and encouraged.