5-07-002 Procedures for Evaluations
(1) Who Completes Forms.
(a) The employee will complete the self-evaluation forms and submit the completed forms to their immediate supervisor. The employee is required to provide three specific, measurable, achievable, relevant, and timebound (S.M.A.R.T.) goals for their evaluation to be considered completed. The employee’s immediate supervisor(s) will complete the evaluation form by scoring and providing comments for the employee.
(b) The supervisor will meet with the employee to review the results of the evaluation and provide feedback to the employee about their job performance.
(2) Conduct of Evaluations.
(a) Prior to meeting with an employee to review his/her evaluation, the supervisor will consult with the Senior Human Resources Officer to review the evaluation and, if applicable, their immediate supervisor. The appropriate Chief Executive Team member must approve merit increases or bonuses for employees. Both the appropriate Chief Executive Team member and Senior Human Resources Officer must approve the evaluation prior to the supervisor’s meeting with the employee.
(b) The supervisor and the employee will then meet to review and discuss the final evaluation. After the review and discussion of the evaluation is complete, the employee shall sign the evaluation to acknowledge the review took place. He or she may indicate disagreement with the contents of the evaluation.
(c) Evaluations will be based upon an assessment of the employee’s job responsibilities and performance. Each evaluation will result in a determination by the supervisor that the employee’s work is “exceptional,” “above average,” “average,” “below average,” or “unsatisfactory.”
(3) Outcome of Evaluation.
(a) If an employee’s overall rating is exceptional and there is adequate budgeted funds for merit increases, the supervisor may recommend that the appropriate Chief Executive Team member approve a permanent merit increase not to exceed five percent of the employee’s salary; provided, that such an increase cannot exceed the pay range for the position.
(b) If any employee’s overall rating is above average or average, the supervisor will identify those areas of the employee’s performance that can be improved and a lower percentage of a merit increase may be recommended; provided, that the increase cannot exceed the pay range for the position and if there is adequate budgeted funds for merit increases.
(c) If an employee’s overall rating is below average or unsatisfactory, the supervisor will identify those areas of the employee’s performance which must be improved and develop a corrective action plan with the employee to cover the following 90-day period, at which time another evaluation will be conducted.
(4) Discharge for Unsatisfactory Performance. If the employee’s overall rating remains unsatisfactory in the second evaluation, the employee may be discharged from Tribal employment. If the employee is in a trial employment period, a below average or unsatisfactory rating may result in termination of employment or extension of trial period employment at the discretion of their immediate supervisor and the appropriate Chief Executive Team member. A specific reason for termination of a trial employee is not required. A trial employee may be terminated at any time during the trial employment period.
(5) Appeal of Evaluation. An employee who disagrees with his or her evaluation may appeal the evaluation under STP 5-14-003.
(6) Evaluation of High-Level Employees. The Tribal Council will evaluate employees that they directly supervise including Chief Executive Team.
(7) Review of Evaluation Process. The Senior Human Resources Officer may make recommendations to the Tribal Council to improve the evaluation process. [Res. 2022-10-016 § 1, 2022.]