Dept

Form Type

Apprasial Form Comments

Perormance Planning Comments

Appraisal Delivery

Performance Assessment Comments

Performance Review Comments

Human Resources

Professional & Technical

The need for frequent feedback lessens with experience. My supervisor was always available if needed, but there was little need to ask "how am I doing?"

The merit portion of the process became a numbers game. Most employees knew going in that they would receive a 2% regardless of what they did. This was the majority assessment in my assigned department and also reflected the sentiments of most other departmental Generalists.

Human Resources

Professional & Technical

Meetings were positive at all times.

I was always able to discuss my performance appraisal with my manager. She always has constructive discussions on ways for me to improve. She is doing an excellent job!

Human Resources

Administrative

z

z

z

z

z

Human Resources

Administrative

Didn't have goals or expectations.

Supervisor didn't sit down and discussed weaknesses and ways to improve. Supervisor said here is your evaluation, read, sign and make copy for your self.

No conversation of performance, no compliments on a job well done. Lack of communication.

It doesn't matter if you give them a list of your accomplishments and achievements. If they like you they'll give you a good rating.

(5 mins), I was athe one asking the questions, what's my merit going to be? why?? I asked her if my work wasn't good, what I did wrong? She said there was nothing wrong with my work, my work was always on time and done correctly, that she had no complaints on it, but I got a 1%, she said because I was not available for my departments. I had letters from the departments that I work that I was always available and ready to assist...Basically they base their merits on who they like better not on the quality of work. Getting that low of a merit makes an employee want to quit. Entering merits of employees who you showed and corrected their work getting a 4% gets you mad, all that effort that you put in doing your job and superv. not appreciating that....All the hispanics that receive language pay on this section got the same rating 1% and the others got 2%, which made us think that they gave us that % so that we could all be making the same amount of money. One last thing why is (comment stopped)

Human Resources

Supervisory & Managerial

Supervisors at everylevel should be directed to give written comments on the forms that can be shared with the employees vs. just indicating which category the employee fit with a check or circle...

While I have no complainsts, My situation is not the model for how to do this process. I did follow the process with my direct reports.

The door to my superbisor(s) is always open and there is not a thing I can't or have not been able to go to them regarding.

I'll do better on my part as well next time.

While the desired results you have listed above did not take place in the appraisal setting. We have reqular discussions, I get regular feedback and got good feedback on a particular long-term project. We have good chemistry. Also, my supervisor has addessed an issue with me that needed to be corrected.

Human Resources

Professional & Technical

My Customer's input/feedback was not included as a part of my appraisal. This should have been the most critical part.

I did not have a planning session with my manager. I was instructed to complete the form, sign and turn it in.

Bad!

My Customer's feedback was not included in the assessment phase.

The performance appraisal process lacks management commitment and quality. The mechanical part of completing forms and turning them in on time has been satisfied.

Human Resources

Professional & Technical

The grade should be based on the number ratings you recv. ex. if you recv. all 2's then you should have recv fully successful.

There was never a decussion we was just told to sign the form.

We was told to sign a blank appraisal form. Then they came back at the end of the review period and told us what I rating was. Which I appealed.

There is no one on one to tell you how well you are doing through out the appraisal period.

You should have some type of one on one at least 3 months into the review period. That has not been done as of this moment for the next review period coming in October.

Human Resources

Professional & Technical

I liked the format and definitions on the form.

I liked the description of the Generalist's duties and also the process we went through to arrive at the description.

My supervisor went the extra mile to analyze each employee's performance and evaluate appropriately.

Very fair.

Fair and equitable.

Human Resources

Professional & Technical

Wasn't completed or processed in a timely manner.

I did not have clear cut departmental goals in which to plan from regarding goals, objectives and projects for the upcoming appraisal period.

Human Resources

Professional & Technical

G's joined together to develop our appraisal form.

I had a change in supervisors.

I plan on taking a moreaggressive approach at my next performance review.

Human Resources

Professional & Technical

I thought the appraisal form was very good and believe little needs to be changed, certainly improved over previous.

The form is good, the procedures are good, there is not enough time to give a lot of attention to it. Dealing with day-to-day operations/problem solving takes up all the time, making additional time for performance review is difficult, too much to do. etc.

Fair Housing

Professional & Technical

This aspect of the performance planning strategy was helpful. My supervisor and I got together to discuss a clear cut strategy for maximizing time and making the sure the work I do is effective.

My supervisor has an open-door policy to discuss issues and concerns regarding our jobs with her at any time.

Fair Housing

Administrative

NONE

NONE

NONE

NONE

NONE

Code Compliance

Administrative

There needs to be more training for both the supervisors and the field employees, who don't understand the categories - or refuse to read them.

City Auditor

Supervisory & Managerial

to general and not objective

planned by mgt. and expected to agree and sign.

mgt expected you to agree and sign

Communicatio n & Information Services

Supervisory & Managerial

I created my own performance plan which I submitted to him. He made minor adjustments and just gave it back.

Street Services

Administrative

I didn't agree on my evaluation

Communicatio n & Information Services

Professional & Technical

need new form badly

Desktop Support

Professional & Technical

Job Descriptions did not reflect what we do and we were not allowed to make changes to plan. Plan assumed that all people do the same thing and that since we were in a certain department we only did one thing.

Supervisor discussed our plans with us in groups instead of individually-everyone got the same score even though performance and skill level are different

The list of accomplishments and achievements were not added to my performance plan and was not reflected

Supervisor complained more about his own merit increase or lack of.

Library

I don't know

Waste of time

Library

I don't know

Keying everything in to the City's goals is nice in an "all for one and one for all" kind of way, but renders meaningful evaluation of specific jobs difficult if not impossible. Some of the acrobatics required to make my job responsibilities fit under city goals were worthy of Cirque de Solez.

No, during the year, the PP is ignored. Only when deadlines roll around is it worried about, and then it's obsessive.

Communicatio n & Information Services

Professional & Technical

Only room for 4 project/goals, which isn't always enough and supervisor has can NOT add additional project/goals. That seems like a major flaw and is a drawback.

Environmental & Health Services

Administrative

Ridiculous!!!! Even my supervisor said it was an unfair appraisal.

Park and Recreation

Supervisory & Managerial

The money and time spent in developing and training people to use the new format was not justified. It seemed much like a rehash of the old form.

Public Works & Transportation

Professional & Technical

The process is polluted.

process is polluted.

process is polluted.

Process is polluted

Process is polluted. I was not eligible for a merit increase. This is not sour grapes. The system is a big sham.

Park and Recreation

Professional & Technical

After speaking with other employees I feel the form was not easy to understand for some people.

Again many employees signed this form without truly understanding what was going on.

My supervisor and I did not really have any discussions about performance and the need to improve. I have not had any problems exceeding performance standards

We did not have any examples of needed improvement

City Manager’s Office

Administrative

I never saw my appraisal, because I was on suspension. When I returned, I was told that because the incident was so close to the appraisal time, I would not get a raise. So you have double standards and you make up the rules as you go.

they were ok

I was doing really good and worked hard throughout the year.

It was really a messed up time. No followup at all. I don't believe it was due to anything that my immediate supervisor, but those above her that made the decision.

As I stated, I don't think my immediate supervisor was able to really make any decisions about this review process. You have double standards and they apply to the people that are not in the "click".

Internal Control

Professional & Technical

My appraisal was based on the department and not my individual work.

I was rated on two responsibilites and not all of my duties and a responsibilities. I was praised all year long by my manager and others but those comments were not included in my performance appraisal.

Communicatio n & Information Services

Administrative

I feel that the performance review is subject to feelings of a superivisor's personal feelings or that of upper management. The rating system is easily manipulated for the desired scores. The performance review is burdensome and time consuming and the results are not worth the time and effort that it takes an employee to fill out the information.

Street Services

Administrative

No one was judged truthfully in the appraisal form. People unjustfully received raises that did not deserve them.

People are being put in position that have nothing to do with there performance plan

My Supervisor changed 5 times in the course of 10 months

No meetings no talks

Employees truely deserving merit raises received none, but employees being here less than 6 months and having accidents on there records received 4 and 5 percents. Where is this fair.

Street Services

Administrative

I was evaluated by a Supervisor who knew me only 2 weeks...she was given information on me by a Manager that I worked in his office about 3 weeks while he was at another office. I asked the Supervisor to talk to the Supervisor or Manager that I had previously worked for the past 4 years about my work ethics and performance. I received a "2" for the 1st time in my 25+ years.

Street Services

Supervisory & Managerial

Duties changed, but the new duties were not listed for most of the year. I was evaluated with no way to gauge or suceed in the new undefined duties. Pulled my entire score straight down.

The current evaluation is pretty much left up to the supervisor. There is no concrete way for the employee to make sure they are succeding in their performance. Too suggestive.

I received nothing on the new performace plan until it was time to sign it this May.

I had no idea what the goals were for me on the new plan, therefore could not generate the successes being looked for to make sure I had a good review.

This old review gave one bench marks. You do this, you get this score, or this one or that one. You add them all up this is what you got, no muss no fuss no arguement. You knew what you were getting if you did what you were requested to do in the time frame provided. This new one my score depended on how the supervisor 'felt' about my performance and how much money the department had to parcel out. This score will follow me for a long time. It would have been nice if it had been performance based entirely, and not influanced by the budget that the department had.

Communicatio n & Information Services

I don't know

The results are predetermined by budgetary constraints and do not reflect actual perfomance.

I didn't need any performance improvement.

I wasn't given enough time or clear instructions to make my list of accomplishments and acheivements. I still don't know what they are really asking for.

It's not taken seriously nor seems important because everyone knows that the budget is the controlling factor not employee performance.

Library

Supervisory & Managerial

My supervisor gave me a great rating -- but because of the mandated 2% average merit, 2% was what I received. Intellectually, I know that my work is appreciated, but it felt somewhat like getting an empty box of delicious cookies.

Dallas Police

Administrative

This appraisal was the most inaccurate way I have ever seen to "measure performance". When your department is told that the average of your org can be no more than 2% increase (even though it says you are eligible for a 2-4% merit), and there are only four others in your org., how can you believe that one of the four will be given a "0" to allow one other to get the full 4% they may deserve. It would have been much better for morale to give an across the board 2%, which is what the majority had to get anyway. It should not be called "performance plan". This was an insult to all civilian employees!!!

This was a joke!!

My performance was very good, and I had no problems, other than with this performance plan!

This plan does not allow the true employee performance to be rewarded. See my above comments.

This was not a performance assessment, but merely a 2% across the board increase. Employees and the public were grossly mislead by saying that a good employee would receive 2­4%, when it was a given amount that one could receive regardless when the org average must be 2%!!!!!

Water Utilities

Professional & Technical

I was rated on two responsibilites and not all of my duties and a responsibilities. I was praised all year long by my manager and others but those comments were not included in my performance appraisal. Any comments that I had written in response to the performance appraisal was not included and/or accepted by my supervisor.

Communicatio n & Information Services

I don't know

When you spend all your time putting out fires, there is no time to think about goals set.

It is difficult to work to goals when short staffing and poor leadership at the top means you are always in reactive mode. There was also a great disparity of ranking. One supervisor would rank "achieved goals" as average while another ranked that as superior. Even supervisors commented that they did not know how to rank their staff.

An appraisal process that relies on goals set six months ago means squat when we have a management team with the attention span of a gnat. What I actually did had little or nothing to do with those pie in the sky goals set at the beginning because I was always reacting to some crisis or other caused by lack of planning on various projects.

Water Utilities

Professional & Technical

worst appraisal process in all my years of working here

same comments as above worst appraisal process in all my years of working here

still same comments worst appraisal process in all my years of working here

same worst appraisal process in all my years of working here

same comments as above....worst appraisal process in all my years of working here

Library

Operations & Field

I filled out my appraisal form myself, submitted to my supervisor, then I made the recommended changes on the form. Throughout the whole process, I was involved in preparing the form for admission to admin., with the exception of my supervisor summarizing the information I submitted to her and typing that final summary into the form.

Development Services

Professional & Technical

Feedback throughout the year is crucial to developing the leadership for both employee and supervisor.

Keeping a list of accomplishments motivated me to do more.

The review was concise and served as motivation to perform better.  The amount of increase I got could have been handled better. I should have known after my appraisal how much increase I was getting but, I had to wait because of the method of distribution.

Code Compliance

I don't know

I have a very fair supervisor. The other dept. I worked for had supervisors who did not explain performance at all, they did not even know what my job was and could not fairly evaluate any ones performance. I think it would be a good Idea for supervisors to have training so they can better explain this process to employees, based on the extreme difference of supervision styles I have seen between the 2 depts. that I have worked for.

Water Utilities

Professional & Technical

I have never received a completed copy for my records from my supervisor, although I have requested one on three occasions.

my merit increase until much later when the budget analyst in my department alluded to it; my paycheck, however, did not include any increase; the department's budget analyst said it was because my supervisor never processed it; the budget analyst took steps to process it, and I received a retroactive pay increase. I have never received a copy of my performance review from my supervisor although I have requested a copy on three occasions.

Development Services

Professional & Technical

District manager directed supervisors as to what to put on form. No input from employee was welcome.

District manager directed supervisors as to what to put on form. No input from employee was welcome.

District manager directed supervisors as to what to put on form. No input from employee was welcome.

District manager directed supervisors as to what to put on form. No input from employee was welcome.

District manager directed supervisors as to what to put on form. No input from employee was welcome.

Code Compliance

Operations & Field

needs to be studied and re­written to meet job functions

managers that have not been with the emeployee nor the department long enough to evaluate performance

the wording was easy and understandable but not agreeable

performance accessment does not meet the job expectability

The overall performance evaluation was not fair, due to the fact that managers that had only been with the department for a few months, could not access evaluations properly. merit increases were not awarded by accessing work performance. most of the rating and performance description did not properly access the job functions and executions. This evalutation for code field operations should be studied and re-designed to apply to the job function and expectations.

Communicatio n & Information Services

Professional & Technical

I was rated down for not going outside my area of duties after he had told me not to.

WWC

Supervisory & Managerial

Its Works

Water Utilities

Professional & Technical

Supervisor allowed another manager to be in the office during the evaluation despite protests and complaints from all the personnel he supervised. The other manager was not in the chain of supervision (was a manager in a parallel section) and did not have a valid reason to be present during the confidential review session.

City Auditor

Professional & Technical

Another example of more bad "fad management" techniques

Rushed

It is a pity that the employee has to present her/his accomplishments. Shouldn't the supervisor have been keeping track of these all along or is all they do is delegate their work and responsibilities? They will certainly keep track of any defeciencies.

Just justification for keeping merit raises at a minimum across the City.

City Attorney

I don't know

"there was only so much money to go around & not everyone would get a raise." I understand that, but it seems to me that when the merit raises were handed out, the procedure to determine who got one & who didn't, was totally unfair. It seemed to be more like a "popularity contest," instead of someone truly being rewarded for their hard work & skills. I received Good-Excellent marks on my evaluation in every category, and did not get a merit increase. While others in my office who did more poorly, did receive a merit increase. In the future, I think there should be more guidelines in place to determine who receives a merit increase, and who should not.There is a lot of employee turnover in the City at the present, with a lot of disgruntled employees. If someone is a hard working, loyal, and trusted employee, they should be rewarded accordingly, not overlooked. A little praise goes a long way. A happy worker is a productive worker.

Public Works & Transportation

Administrative

I did not receive a merit increase because I had not been there long enough.

Communicatio n & Information Services

Professional & Technical

Overly complicated and geared toward being a human resourse's response to a consultant's plan for management. This whole appraisal is a way to reward a select few. You can perform your job perfectly and still be given a middle of the scale score. There is too much weight for the upper end rather than just one level for exceptional effort as there should be.

Water Utilities

I don't know

I am willing to work as needed in other areas of the office.

I work well with others.

I will improve my office skills.

I am willing to work where work is needed.

Over all I enjoy my job and Supervisor.

Equipment and Building Services

Supervisory & Managerial

A merit should be awarded based on the employees performance and not on the difference in the wages that each employee makes. For example, you have three storekeepers D's. One storekeeper's salary is much lower than the other two. The lowest paid storekeeper has a high error rate and a attendance problem, but management wants his merit higher because of he is paid lower than the other storekeepers. Not fair at all.

Mayor & City Council

Administrative

I HATE IT!!!!!!!!!!!

NONE

I HATED THE WHOLE PROCESS

Communicatio n & Information Services

Supervisory & Managerial

It doesen't really matter what type of form you use. Setting boundaries or limitations on the merts amounts for each department may dictate the final outcome

It should be communicated that as goals and priorities change the Performance Planning form should also be changed.

Communicatio n & Information Services

Supervisory & Managerial

I think the form and the process are fine. HOWEVER, CIS and my manager did NOT follow the procedures. They were following the procedures until around October 2004 when they started reorganizing our department. Then everything went to Hell.

I did not know what my goals were and did not have a plan until late March.

I did not get to read my evaluation when I was reviewed. My manager had it in front of her, but did not show it to me. I only saw the signature page. It took about two months of constant bugging her after the fact to get a copy of it.

I took a week of sick time for the first time in years and received a poor rating because of it. I had to threaten to sew to get them to change it to a satisfactory rating. This was the first time since we started pay for performance that I did not receive a supperior or exceeds objectives rating (and remember, CIS was on pay for performance years before the rest of the City was). My current plan is full of goals that can't be met. My manager continually gives me "top priority" assignments that are not on my plan and I am never allowed time to work on the things on my plan. I suppose I should feel lucky, though. I'm one of the few sidelined managers that has a plan at all. Most of them don't have a plan, don't know what they're supposed to be doing, and in many cases don't know who they work for. This place is a real mess and we really wish HR would do something to help us.

Dallas Police

Administrative

This performance appraisal was totally rigged against most employees in order to reward one person a 4% merit increase. Negative remarks that were untrue were added to performance reviews to justify giving lower merit increases. After waiting 4 years for a merit increase, employees should have been given the same amount across the board. This management scheme is highly distructive and has deeply affected employee morale. I cannot say one good thing about the process and it is the worst thing I've seen in employee treatment since working for the City.

I was given a copy and competencies were rated incorrectly. My supervisor told me that even though he made mistakes I would have to appeal the process. Why even bother...for more humiliation?

My supervisor admitted that he did not understand or know what I actually do on my job. He rated me low on areas that I was doing very well and then said he did not know that I was doing those things. He has been in his position for a year. The former supervisor rated me exceeds objective on all categories, but new supervisor rated me without even understanding or knowledge of what all of my duties and responsiblities are.

Communicatio n & Information Services

Supervisory & Managerial

None. Still do not have my promised copy of the complete appraisal.

As of today 08/12, I do not have a performance plan for ending 09/30.

After 20 years of superior/exceed objectives reviews, this is the first that is only satisfactory(fully successful). I feel the rating was predetermined before the actual performance review was even done.

Financial Services

Supervisory & Managerial

The whole process has become so long and time consuming. We are required to prepare our own and then our supervisor agrees or diagrees. You may have been doing an exzcellent job throughout the year but if you did not take on any additional duties/functions you were not granted any more than a 2% increase. Someone who had been barely getting by but was given added responsibility simply because he was there gets a 3% increase. Something is not right here.

It is all done as a rush rush process.

Supervisors have changed 3 times in the past year and we prepare our own appraisals simply because they need to be done.

No feedback just gtiven the % to be received.

Library

Administrative

All of this is well and good in a perfect environment. Employees constantly do above (extra), which takes time a way from the matters at hand. We are expected to which would be fine, but in some cases it is a huge responsibility and burden. For this there is no appreciation, reward, nor insentive. This is an everyday event for some employees, but who cares!

Communicatio n & Information Services

Administrative

This is the first company that I worked for that we had to fill out our own appraisal. In fill it out our self we rated ourself to our performance to have the supervisor or manager to change them. Why have us to fill it out in the first place if you are going to change it.

the over all rating percentage could have been higher. To deal with the cost of living and benefits.

A lost of the Management Staff feels that an employee can't get an outstanding rating. When you can be outstanding in you job.

I think since Managerment get to rate us on our performance, we should have to rate them.

Library

I don't know

It need t be easier to read and understand and to have more room to make our comments

I think so manager don't really understand how to do it

Communicatio n & Information Services

Professional & Technical

The definitions of Performance Ratings are created such that it is easy for a supervisor to rate everyone as 2/Shows Potential. I have been working in the computer field for almost 30 years. I have a degree in Computer Science and have a half-dozen computer certifications. Yet, I was found to "have potential." I was particularly disturbed by the ratings in individual areas. The questions asked on this survey do not provide an accurate appraisal of the form itself. The form was completely understandable, it was just a substandard product.

There was virtually no discussion of my "my job skills, key job responsibilities and the goals expected for me to demonstrate or achieve during the assessment period." Further, despite repeated requests for a copy of my appraisal form, none was ever provided.

My appraisal was given to me a mere six months after I met with my supervisor for a very brief (5 to 10 minutes) meeting where I was presented with the review form to describe my job duties. It did not cover the entire year. Further, I had not received any review at all for the three years prior to being presented with this form and so my past work went unrecognized. I received absolutely zero feedback from my supervisor for the six month period prior to be reviewed and so had no reason to suspect that my grade would be "has potential." If this was the case, why was I not told at some point during the six month period that something was wrong? As I was not given any such feedback, I am forced to conclude that my performance was perfectly satisfactory. But, this was not reflected in my review.

As there was no meeting with my supervisor at the end of my appraisal period, I was unable to generate any list of accomplishments and achievements to submit to him. I have yet to meet with him to determine my responsibilities for the next appraisal period. I did file a grievance against my review, but it was denied. Wrongfully so, I believe.

Again, the meeting with my supervisor on my appraisal was very short and rushed. There was no real opportunity for commentary. I was given the form, asked to sign it and that was that. There was no feedback except for generic comments typed on the form itself. At no time did I, nor have I, receive any indication of a merit increase, let alone how much it might be. My only information on that has been rumor and gossip in the workplace.

City Auditor

Professional & Technical

Upper management kept changing their minds. Inconsistency is the key to confusion.

Manager did a good job of planning and informing.

He is very open, receptive, helpfull and willing to assist in any manner through training (inside and outside the city, as well as, using his time and expertise to assist me in performing to the highest standard/ability I am able to achieve.

Again, with his willingness to assist me to reach my highest level, made me want to excell in my position.

Again, as stated earlier, management above him confused the situation by not making everything clear and on three occassions redoing the evaluation to their liking and not letting the facts speak for themselves. Confusion thusly creates moral problems. However a positive evaluation still came down and I am extremely happy to be employed by the City of Dallas. My job is great (good people to work for and with) and I look forward to more good years with the city, hopefully. I ENJOY coming to work each day.

Water Utilities

Administrative

Part 4 was not filled out.

There one one area that was not mentioned on my Performance Planning responsibilities. This particular area was appraised very low and used as a tool to effectively evaluate my performance level.

I do not feel comfortable discussing my performance with my supervisors. I have been told that I do an exceptional job, and that I am an asset to the office. But every time I have been evaluated, I have, somehow, fallen below expectations.

It is very difficult to be encouraged by supervisors who base their decision-making on how well you are liked, rather than your overall competency. Regardless of the steps taken to be an exemplary employee and create a positive environment, perception takes precedence over competence.

The form is good. However, the evaluation process needs improvement. Employees, overall, were not judged on their competency, but more on how well they are liked.

Water Utilities

Administrative

Some of the work I do was omitted and was not evaluated and given the raise i deserved. I was not given a good review until raise time and then it changed to a bad one. I have my copies if contacted.

When I was given the "Big Rocks" I had a good evaluation, but when the raise came about, it changed.

When given the Appraisal, it was different from the original.

I was not told that the "Big Rocks" would change when raise time came about.

When I went to the Manager, and A D I was given no explaination, other than they knew about the eval's before hand and agreed with the 1% I was given. I left it, because Maria Alicia Garcia was not willing to forsee anything I was talking about and only agreed with the Manager and Supervisor.

Housing

Professional & Technical

Tying the appraisal to a fixed financial target means that we were evaluated to meet a financial target, not evaluated on our actual performance. The evaluation form is fine. Simply don't tie the end result of that appraisal to a specific percentage increase in salary.

Communicatio n & Information Services

Professional & Technical

though the years my duties have changed as new software and procedures have been adopted. The form used was at least 5 years out of date and had little to do with the functions I now perform

There has been no planning

My supervisor did not listen to any of my concerns.

Communicatio n & Information Services

Professional & Technical

the biggest problem of the appraisal process. The competence part could use some re-working. The biggest problem is using the Performance Ratings by Grote Consulting. If any supervisor follows the rating definitions to the letter, the five categories might as well be labeled as: 5 - Make sure you know you will never get this rating 4 - If your job is your life, you'll get this. 3 - Where almost everyone goes here. Not so high that raise an red flag, not so low that the employee complains 2 - For the 'real' non-productive employees. They don't get the '1' rating because: 1. Only if the employee is to be RIF'ed. This is too low a rating and the supervisor will have to produce a book to justify giving such bad rating if the employee is not being terminated. The general consensus is, the City management wants everyone to be in the '3' category

The whole plan is to more sure everyone gets the '3' rating. The foundation of the appraisal is flawed.

The whole plan is to more sure everyone gets the '3' rating. Whatever happens during the year matters little.

There was no assessment phase. Everything was rushed. The Assessment was combined with the Review phase.

Library

Professional & Technical

Water Utilities

Operations & Field

Very one sided review.Almost impossible to get a good review.I got the worst review that I've gotten in 20 years with this format.

I was reviewed by two supervisors.One of the supervisors was not my direct supervisor & therefore does not know what I'm actually capable of.The other supervisor was my direct supervisor,but had only been my supervisor for a short time & therefore couldn't evaluate my performance effectively.

Already gave my comments above. (Very one sided review.Almost impossible to get a good review.I got the worst review that I've gotten in 20 years with this format. I was reviewed by two supervisors.One of the supervisors was not my direct supervisor & therefore does not know what I'm actually capable of.The other supervisor was my direct supervisor,but had only been my supervisor for a short time & therefore couldn't evaluate my performance effectively.)

Basically what I gathered from my review was that they don't appreciate my job knowledge.What I need to do is not get behind on my work,which is true but somtimes difficult to achieve,because of the high volume of work I have.

Controllers Office

Administrative

satisfactory

satisfactory

satisfactory

satisfactory

satisfactory

Equipment and Building Services

Professional & Technical

Our section was without a direct supervisor during this time

Library

Supervisory & Managerial

The scale system is unrealistic, to get a 5 is impossible, 4 one must walk on water. Also, one through five is very much like a standard grading system with 3 being average, very conflicting. We were told that no one gets a four or five. So why bother with it at all, completely unfair and transparent. My opinion this is a lot of work for very little. Why not get the employees at living wages and THEN implement a performance plan?

The goals and priorities of the city changed after last performance plan, that aspect was NEVER discussed, nor integrated into our performance plan. Our director said that we needed to make the cities priorities part of our performance and she would hold us accountable during assessment

Code Compliance

Operations & Field

Management was somewhat clear during evaluation, however the entire process was rushed and I was unable to questions some of the ratings because I was constantly told that there was limited time for each employee and to direct all questions (appeals) to assistant director.

During performance planning, I did not entirely get the tools that I needed to meet management expectations. I also has to verbally and e-mail manager more than twice for a copy of my performance plan.

I had very little coaching and positive encouragement throughout the entire year.

I know that the process could have been better.

As stated before, I was limited on the time this was given.

Library

Administrative

I believe it is a waste of time to have an appraisal done. If you are not performing, out you do, but if you are performing your job but you still get called in to do an evaluation and after you finish your evaluation you feel you were not realling doing your job. waste of time. Lowers the morale.

Like this survey, took up my time to complete. A waste of time.

Public Works & Transportation

Administrative

This process is bias because supervisors are able to give those who they "like" higher ratings and the "dislikes" lower ratings. I feel if you are performing a job very well and always meeting deadlines, you deserve better. This process needs to be re-evaluated.

I have been achieving my goals as usually, but when I department has several high performers and have to meet an average, how can one recieve more than the other?

I am still completing my tasks on time and now have new duties. I am waiting on the next review.

My job performance was not a problem, BUT We (the Clerks) have little work in the area. If the performance is based on your duties and responsibities to the department, I feel that if you meet those expectations and deadlines, you should not be graded on "the department not being busy". At times, work may be slow, but it eventually picks up and my tasks are completed and on time and I assist others. I accepted my performance review to prevent any conflicts. I truly believe that a better system should be available for employees so that everyone receives a fair review and employers do not have to pick out employees and then meet an average number for the review. This is not fair and it may cause employee morale to decrease.

Library

Supervisory & Managerial

No planning!

There were no meetings. I just filled out my performance review and turned it in to the Manager.

Every one in the office was informed we would only get a 2% increase no matter great our performance review was. The Department Executives stated to all Library employees, "We would have to have walked on water in order to be elgible for any % above the overall 2% allotted"! This statement was made before the performance reviews were distributed.

Convention and Event Services

Professional & Technical

I have issues with the Appraisal having nothing to do with the raise you get. If your Appraisal is not measured in compensation, what s the incentive to do more and to do better?

Dallas Fire-Rescue

Professional & Technical

none

none

none

none

I'm not real sure about #29. However, I feel that my supervisor is fair and very understanding as well as easy to work for.

City Auditor

Professional & Technical

I would like HR to define the Superior and Distinquished Rating in the Overall Performance Appraisal section.

My performance review and merit increase was based on the departmental budget, not on my performance. Also, management created a departmental rating formula during the Performance Review Phase, and the employees were not aware of it. There should be a universal rating formula so employees can be treated fair. Also, I reviewed my performance appraisal with my manager on one day, and was told what my merit increase was three days later.

Civil Service

Professional & Technical

The form is fine, it's just how it is used.

There was no real planning. Things were done backward to make it appear so.

No, this was done "seat-of-the­pants". Management is not required to support their assessments or held accountable for ratings. Just another faulty system that is easily circumvented so "liked" employees will be most rewarded. This is just like the old system, the favorites will always benefit the most. There's just limits now on how much. It will be the same every year: "Sorry, I gave you what I thought was right. Gee, you did get a merit increase, what's the problem, you're fully successful?" Meanwhile, the favorites will be given higher ratings and higher raises and the evaluation will simply be written and embellished to justify their reward. Why appeal? The management and/or board will not overturn a supervisor's rating. The appeal process is just window dressing, a way of making the employee think there is fairness in the system.

Supervisor didn't have to justify ratings. "I gave you what I thought you deserved." Performance system is unfair -same people always get the highest raises. For others, it does not matter what you do, you will always get the lowest raise.

Water Utilities

I don't know

I was very disappointed with my evaluation. I think with my years of experience on my job, i should have received something better than POTENTIAL. I have been working for the City for 19 years, I've been in this position for 14 years, I am performing my job duties and duties of a position of a person with a job above mines and doing it well for atleast five years, I've been loaned out to other Division including the City Managrs Office and I am told that I have POTENTIAl of doing my JOB. I do not understand that.

I suggest that and investigation is made within my division because I don't think Management is right. I have never ever got an EVALUATION as insulting as this one. The morale in my Office is terrible because there are PICKS. I mind my BUSINESS and do my work, I guess that I am being punished because I do not laugh and smile in the Manager's face. I do not think that we have a good Manager and I was not satisfied with my 1% Performance evaluation. I am a good worker and I think that I deserve better.

I think my evaluation was an insult and I refused to sign it.

I think the Performance Assessment was an insult and needs to be investigatd.

I think that the process is unfair because if a Manager does not like you for whatever reason he or she choses, He can really destroy you and that is not fair. I had problems and I wen to my Department Human Resource Manager and I received retaliation from my Supervisor and Manager.

Communicatio n & Information Services

Professional & Technical

Changing the form every 2 years makes the process too time consuming and confusing.

Planning was not performed in a timely manner.

Rumor has it that CIS merits were decided in a meeting with the Director by going down a list of employees with no direct review of performance and without the immediate supervisor.

Development Services

Professional & Technical

seems okay, but see my comments later

okay....more comments later

relationship with my supervisor is good, but see my comments later

so far so good...the system up to here is good

regarding this appraisal system. The appraisal works fine, but we were told that our department management mandated a maximum 2% increase even though council authorized 4% for superior performance. Our supervisors were told not to give any superior grading and to limit all increases to 2%. Rumor has it that some grading were even changed by upper managers who had no direct contact with the employees. What good is an evaulation system which cannot deliver a "bell curve" grading??...where department management mandate and adjust figures by averaging gradings and raises??...what good is this appraisal system if superior performance is not rewarded with superior raises and poor performance is allowed to continue?? We have a antiquated civil service system that does not allow termination of poorly performing employees, and a management system that fosters poor performance.

Communicatio n & Information Services

Professional & Technical

My supervisor boss completed it with input from my supervisor.1!!!

I really felt there was no team work I felt like an outsider when working on my performance plan.

This was the most disapointing part of  the appraisal.

I was emailed my appraisal and then asked to fill it out then sign it. no conversation conducted.

Water Utilities

Administrative

No input

City Manager’s Office

Supervisory & Managerial

I was under three different ACMs during the review period. I do not feel that I had a satisfactory evaluation, but given the circumstances, they did their best.

Development Services

Supervisory & Managerial

Part 3 and 4 were confusing to a lot people in all ranks. Everybody had a different idea how the rank system should be used. The ranking of 1 thru 5 was not clear. No guidlines on how to use this Or it was not made clear. There was a sheet handed out that had a rating of 1 thru 5 that gave an expectation of each ranking. Some people used this guideline for the Parts 3 and 4, others said it was just overall and not to be used as a guide for Parts 3 and 4. In my opinion there should be guidlines on the rating of 1 thru 5 for parts 3 and 4 on the form. It allows the reviewer and employee have common ground on how or why the rating is given.

Environmental & Health Services

Professional & Technical

YOU NEED TO STOP WAITINGUNTIL THE LAST MINUTE TO GIVE STAFF THE TIMELINES AND WE SHOULD HAVE NO RESTRICTIONS ON THE % THAT AN EMPLOYEE IS ELIGIBLE FOR.

THEY WERE HELD UP IN OUR Department

I HAVE NO PROBLEM SPEAKING WITH MY SUPERVISOR.

YOU MIGHT WANT TO REVISIT WORDINGON THE RATINGS.THERE IS TO MUCH OF A GRAY AREA(1-5), JUST DOES NOT WORK.A PERSON DOES NOT DO THERE JOB, THEY DO THERE JOB, THEY GO ABOVE THEIR JOB DUTIES CONTINUOSLY OR THEY EXCEL ON A DAILY BASIS. WE NEED TO GET A GRIP SO THE EMPLOYEE NOT ONLY UNDERSTANDS BUT CAN HONESTLY, REALISTICALLY RATE THEMSELVES WITHOUT READING IN-BETWEEN THE LINES......

City Attorney

I don't know

We have a customized form for our department. I fill two positions and the evaluation was inappropriate for my duties

There was no discussion of what is expected of me.

Development Services

Administrative

The process was expedited and not thoroughly examined by management. HR needs to a better job in outlining this process for future evaluations.

I felt rushed through this entire process to get something on the table.

I felt my supervisor had a pre­determined evaluation for me. And was unwilling to discuss or re-evaluate the appraisal.

Mayor & City Council

Administrative

Space allowed was not enough. Very general description, not enough space to detail ones daily duties. Our office is so diverse that we can't just be categorized under one umbrella.

The obtions above sometimes don't apply. Some responses don't apply.

Convention and Event Services

I don't know

There was NO planning phase!

There was NO performance assessment phase!

My Supervisor had no part in my performance evaluation, a Manager III die it. The manager evaluated me over a full year, on items of which I was not aware were part of my job, on "I'm not saying you are doing this, but it's something you should watch out for, so I gave you a 2". The performance schedule was not scheduled. I NOT ONCE RECEIVED A COPY OF THE PERFORMANCE FORM UNTILL DAYS AFTER THE FINAL REVIEW. FORMS DON'T MAKE UP FOR LEADERS.

Dallas Police

Administrative

what was the use of the performance review, when our efforts as good dependable, faithful employees always goes unnoticed & unappreciated. & you wonder why moral is down. you have your picks as who will get 4% & the rest of us have to settle for 2% & if we try to fight it we will be targeted. you don't respect us and we don't respect you, just keep your percentage if you don't appreciate us as employees & want to give us something just because we are here. don't give us a little (tease) & take it away with our insurance, or pick and choose who will get the percentage

Water Utilities

Professional & Technical

mandate that no one can receive the highest rating on the review and that everything has to average out to a 2%. Meaning that if someone gets 3% then someone else (even if they performed extremely well has to take less) It is possible to have employees all perform exceptional. Why should someone have to be penalized? This causes animosity among employees and management. I think the employeees moral is already pretty low considering "no raises" and benefit cuts for years. This form of review will not make people work harder as it is intended to do. It is just creating more bad morale. If anything it will decrease work production. Why would you continue to work hard day after day only to be told all you can receive is 2%. Especially when the City is hiring retirees as "Contract Labor" and they are receiving raises every six months when their contracts are renewed. What message is this sending?? There are employees that could be doing the jobs that

Hard to keep up with your job duties when the management in your division/office keeps changing things.

My supervisor is unsure of their job let alone of the job duties of the people being supervised.

difference because we were told that it I did not realize that I had the opportunity to generate a list of accomplishments for my supervisor to review. I don't think it would have made a didn't matter how well you performed no one could receive the highest mark on their review and everyone had to get an average of 2% or someone else would have to take less money. This left it open for the supervisors to pinpoint their favorite people for the 2% or 3% raises. "Favorite People" does not necesarily mean these were the people who produced the most work with little errors. Sometimes it means "Lunch Buddies"!

The reason the City of Dallas had the old "Step Raise" form of reviews and raises was to prevent unethical supervisors/managers from singling out their so called "favorites". It was suppose to prevent someone from bringing in personal prejudices into the review process. Seems like the Supervisors/Managers have been given open and free reign to discriminate.

Development Services

Professional & Technical

I was not elegible for merit this evaluation period.

Communication & Infromation Services

Professional & Technical

I strongly disagree with the performance evaluation, but my supervisor said that things has been decided by her boss, and she has little to do with it. I wrote a full page of comments about the evaluation, but never get feedback.

Economic Development

Professional & Technical

I received high points but the limit on the amount (%) of increase imposed did not allow my supervisor to give me the earned increased

My supervisor is stretched too thin - and simply was unavailable.

This was absolutely the worst time to introduce a new performance review process. The staff I supervisor were very indifferrent to the process. The most I heard from staff was why should I break my neck you can't give me what I deserve anyway.

Capital Improvements

Professional & Technical

The format is set not to recognize achievments

The form made every task average no matter how hard you worked

Library

Professional & Technical

The form as used still doesn't allow enough room for variations in individual job descriptions and places too much emphasis on things that may not apply to everyone. However, the form has improved from the last one, and I think at least some of the problems remaining aren't with the form itself, but with communication and training on how it is to be used and how employees should be evaluated. There's still too much inconsistency between on manager's approach and another, primarily because there's too little clarification and training for them in how to do it.

My supervisor seems usually too busy to be bothered with interruptions unless it's already near an emergency stage. BTW, please note a problem with this form itself: the "agree" to "disagree" scale should not change direction in the middle of a survey!

Meetings sometimes felt pretty rushed, making it hard to feel there was time to discuss issues of concern.

Performance procedures should include an opportunity for employees to review their supervisory (anonymously), as well. Administrators above supervisors do not ordinarily work with managers on a day-to­day basis, and usually are not aware of whatever problems they may be generating in their own work units, or how they may be affecting staff morale. We need a way to evaluate the supervisory process itself, not just the "underlings".

Public Works & Transportation

I don't know

IF every supervisor and employee discuss. . it works ok!

Regarding the "Performance Scale, numbered 1-5" . . these definitions were unrealistic. Because of cut backs and lack of staffing, each and every current employee has "grey areas" of job duties and performance that don't get recognized; or are not listed on their performance plan; and the supervisor is unaware of. There should be a scale with a "half" mark-i.e.: 1.5

Communicatio n & Information Services

Professional & Technical

The last one used was too generic to be meaningful

Communicatio n & Information Services

Professional & Technical

I wasn't rated on how well I did. My manager told me to keep a list of everything I did over the course of the year. I did that and printed it out and gave it to him. I wasn't rated on those things. It was already determined what kind of a raise I was going to get.

Communicatio n & Information Services

Supervisory & Managerial

I was not evaluated on how well I performed my job, but was downgraded on my performance so that someone in our group who is "under salaried" (which I agree with) could receive a higher performance rating and could be given a 3 % raise. My supervisor told me the AD told him to lower the scores for myself and to lower the score for one of my employees so that they could justify giving the other employee a higher merit. This is supposed to be a performance evaluation and is not supposed to be a salary equity adjustment form. This is just wrong and I was given a barely satisfactory rating and for the first time in 10 years did not receive an high rating. The AD also talked to me about downgrading our performance so I know this was being done for others also. Please correct this injustice for the next appraisal period and do not let this happen again.

I was moved from a technical supervisory job that I excelled at to an administrative position for which I have not been trained. Neither my previous AD or my new manager listened to my comments (when I was told I was no longer needed in my old position) that that I do not have the skill set for the new job. However my new manager did discuss the performance plan and the goals she set for me.

I have missed several of my goals because I need the departmental org chart to determine the organization structure. CIS has not released either a functional org chart or a chart with names on it as of Friday August 12. I have mentioned that this is a problem. She does not have control over this either and does understand that I have missed the deadlines she set for me.

My previous evaluation was not done until I was reviewing the evaluation of my employees with my supervisor and asked who was evaluating me. He said he didn't know. My supervisor (been at the City 6 weeks) and my previous supervisor (last in that position in November when he was reassigned out of my area) performed my evaluation. Then it was downgraded by my AD (on the job since Mar 4.)

I was never told my merit increase. I figured it out by doing the math (2 %) when I got my check. My supervisor told me my performance review did not reflect an accurate picture of my actual performance but was downgraded in order to give someone in our group a 3 % increase. Again I say that this is not supposed to be an equity review.

Water Utilities

Professional & Technical

I think that this was a very bad appraisal form. I have always had outstanding ratings until this year. I have always gone above and beyond my scope of work, but this year I was just satisfactory with this new appraisal.

Human Resources

Professional & Technical

No input or suggestions were given by supervisor.

Public Works & Transportation

Administrative

when deciding on the percentage of merit. Unclear comments like a "3" have to walk on water. Jesus only walked on water. Therefore, I still do not know what I need to do to improve to a 3 or 4 merit increase. Thanks for the survey

I would like feedback from my supervisor Mid-way between evaluations. Example 6 months before the yearly I should be able to sit down with my supervisor and see how I am doing. It is unfair to think that a supervisor can memory a whole year of accomplishments. Usually, in my case it is mostly base off of what I did in the last few weeks. Example - An employee has been coming to work every day on time but for about a month the employee has been 5 - minutes late. The supervisor evaluates the employee on the last incidents not the majority of the former. Conclusion: If the supervisor had a six month pre-evaluation he/she would know that the majority of the time the employee is on time and has improved if the performance in the last evaluation was only fair.

The quote "professionals" I have a problem with that I went to college also and just because I am not an engineer, architect, or manager, etc. I am a professional in my field.

Remember only the professional get attention from the supervisors with allotted claendar.

My supervisor is nice. I do not think it is intentional, but she give me the impression that I am insignificant. When I try to tell her of a possible problem or tell her about my performance or show her my examples, she pass me off like a child and you know how a person is listening BUT NOT LISTENING because you should be glad I gave you what I did. Aren't you happy working for me - that is what she asked me when I asked her to consider an upgrade - what do that mean? Overall I think the new performance apprasial is better than the last. BUT, EVERYONE THAT WORKS FOR THE CITY is an ADULT and should be treated the same. Everyday I see supervisor belittling and talking down to their employees. Thank God my supervisor does not do that. It all boils down to a matter of respect. I like my job, I enjoy and like working for the City. The City is not perfect but some conscientious changes good be made, if we all would "Walk the Talk."

Water Utilities

Administrative

To me the the forms looks almost the same.

Park and Recreation

Supervisory & Managerial

Process did not include accomplishments and assignments added throughout the period. Did not truly reflect my performance. The process does not encourage high performance nor did the merit system.

Actually I prepared the plan and it was discussed with my supervisor and I kept the plan. Supervisor could not find file copy.

To do this process correctly takes a considerable amount of time. My supervisor is very busy.

Additional accomplishments beyond what was listed on the performance plan were not considered. Because there were many assignments that arose suddenly, I did not complete all the assignments on the list and was penalized for those without being recognized for all the other assignments that had been completed. This was very demoralizing.

Walking into a performance review knowing that the city has to average no more than a 2% overall merit is very demotivating. The forms for setting up the plan are fine, the definitions are okay and the rating system is easy to understand but the whole thing loses credibility when the supervisor isn't amenable to considering assignments not included on the plan coupled with a stringent merit system that tells us that the majority of employees (no matter how hard they try) are average. If this process is intended to motivate employees to compete and strive harder to do a better job and get a higher merit, it is having just the opposite effect.

Communicatio n & Information Services

Professional & Technical

The thinking behind the form that limited the overall ratings within a section does not make the appraisal accurate

The fluid organiztion chart is a problem

Supervisors work in different way. An excellent supervisors has more than 50% of their group in a high performance category

The chain of command lost the benefit of Earl Johnson. He has very good judgment

Communicatio n & Information Services

I don't know

If you just arn't going to give the city employes a raise just say so don't give poor evaluations to justify it. Especially when the employee has had very good review prior to this piece of garbage.

Was told this is the way the city wants it done!

Supervisor who gave review had only been supervisor for two months?

I was told no raises were to be given because the dept had NO money for them except to chosen individuals and I was not in the small chosen group. I have worked indepenantly for years with no supervision with good reveiws but now I was rated has potential. something is wrong here! But that is the City Way. No raises for 5 years Only for the POLICE and FIRE Dept. This is wrong. No wonder the talanted are leaving the city of dallas

Dallas Fire-Rescue

Administrative

AFTER SIGNING MY APPRAISAL AND RECEIVING A 3% RATING, THE APPRAISAL WENT THROUGH JHONNIE ORTIZ AND MY MANAGER INFORMED ME THAT THE RATING WAS LOWERED TO JUSITY CHANGING IT TO 2%. I WAS NEVER PROVIDED A COPY OF THIS CHANGE NOR DID I RECEIVE ANY EXPLINATION. I WAS TOLD THAT NO REASON HAD TO BE GIVEN FOR ANY CHANGES AND I DID NOT NEED A COPY. LATER I WAS TOLD BY MY DIRECT SUPERVISOR IT WAS DUE TO BUDGET. NOW, THERE ARE EMPLOYEES THAT HAVE CLEARLY ABUSED SICK TIME AND STILL RECEIVED 3% AND.......

Library

I don't know

I think appraisal need to be conducted only once a year.

It was done electronically so there was not an actual signature

My supervisor is very hands off and I like working in that kind of environment.

I filled out a performance review just shortly after starting the job. This was not helpful because I was so new that there was nothing to really review. I think offical performance review should be done annually and along with unoffical performance review every quarter.

Library

Professional & Technical

What good are performance plans when you can't get the merit increase you deserve. Everyone has to have an equal amount regardless of their performance!

No comment

By getting such a low score to accommodate all the employees it appears to me that we are admitting that we're not doing the best job that we can or should be doing. I feel we should not have to do this.

Communicatio n & Information Services

Professional & Technical

Better than earlier versions

Water Utilities

Professional & Technical

The Performance Review was already signed by the Divison's Manager before it was presented to me.

Park and Recreation

Supervisory & Managerial

We have once again reinvented the wheel

Environmental & Health Services

Supervisory & Managerial

The appraisal form uses very vague and broad terms to describe what constitutes superior and distinguished job performance. The message was loud and clear that determining an employee's performance at any ranking above "fully successful" would be difficult to defend and a poor reflection on you as a manager. I think the process is confusing and the product is difficult to interpert in a positive way to employees, who are in fact doing a very good job. I have never had to "sell" an evaluation tool, in the manner I had to sell this one and still have employees with hurt and angry feelings. I am hopeful that successive appraisals will become more accepted and the language and expectations more clearly defined.

"Selling" the "take-it or leave it" approach to the "agreement" aspect of this tool took a lot of creativity, especially when dealing with long-time employess.

Public Safety Programming ("PUBSAF")

Professional & Technical

My former supervisor is a ineffective communicator

The process was unilateral and arbitrary

Staggeringly inaccurate and confusing. I disagree in the strongest possible terms with the conclusions stated in this appraisal!

Library

Administrative

My supervisor did an excellent job in working with me throughout the entire performance plan evaluation process.

Equipment and Building Services

Professional & Technical

was that the new process took away many of the job duties and compressed them into general terms. When it comes to my performance, general terms do not fully describe what my job duties and assignments actually are. Further, I beleive that the process was misused as a tool to provide edquity adjustments to individual employees (those which had not received a significant increase in many years.) While I had only worked for my director for a six-month period, and I did sign my review and stated that I believed it was fair (at the time.) I had up until that point in my career never received a 2% merit increase. My past reviews reflected the level of pride and my commitment to my job. However, in a system where the overall rating (based on a bell curve) is to be 2%. Please understand that I am not faulting my director for the rating I received; afterall he was following the rules related to the new process. However, as an executive assistant, I was

My director did discuss this section of the performance plan with me. The training process instructed supervisors to pick out the "Big Rocks," and focus on those activities; as I stated before, by compressing the job duties, you end up not including the "little pebbles" being picked up everyday. The "little pebbles" have a way of turning into "small rocks" which will ultimately result in the "Big Rocks." My point is this, in order to obtain the "Big Rocks" you must work on the smaller ones first. By removing those duties from the "Big Picture" (I believe) distorts the true amount of effort that an employee actually places in the importance of their job.

I never had a problem going to my director with anything. We actually discussed the overall functions of the office and ways to improve not only the flow and production of projects and daily functions, we discussed a system for future implementation that would provide a checks and balance provision for projects between the difference divisions of EBS.

My director I believe fair in the process. He thanked me for assisting him and making his first 6 months as the director run smoother. There were a few things I believe should have been rated somewhat higher, but it is my basic belief that given the system he had, he did the best he could with it. By that I mean that I was not going to get anything above a 2% in order for him to stay within the "bell curve."

successful in completing was a result of someone refusing to do their part of the project in advance, thereby not giving me amply time to complete my portion of the project. I would like to see a level of accountabilty on the side of an employee that through simply not caring causes another employee not to meet a goal. Basically, I do see myself as above "Fully Successful." I have always tried to do the right thing by the City of Dallas. However, I still have a hugh problem with the process being used as a means to provide certain individuals with as I said before, an equity adjustment. It is my feeling that equity adjustments should go through the proper channels in order to be approved or disapproved. By using the merit system to provide these types of incrases the original spirit of the process is lost in the what if's and what for's of the day. I'm not sure what bothered me the most, the group of employees that were rated above me, or the group of employees with which I was

Code Compliance

Operations & Field

Lumping all assumed job functions and questimations of success is unfair to the employees. Citizen contact jobs involve individuals. Individuals are different, specific actions and reactions are not conducive to quality customer service. Additionally, the criteria for measurement, requirements or standards should be consistent throughout the measured year, and not changed monthly

Employees submit achievements as to what they accomplished during the measured year.

Merit increase advised by supervisor but not received after moving further up within organization

Dallas Fire-Rescue

Supervisory & Managerial

The problem arose when our department was trying to give employees no more than a 2% increase. My supervisor turned in my performance plan rated as "Distinguished" in every category and the manager (Jhonnie Ortiz), with no documentation, changed it grading me down, justifying the 2% she wanted to give employees. The problem is she lied about my grade and I had no recourse because the amount given is non-appealable. When I asked for the documentation she used to grade me, she stated, "I dont need any documentation". Because I questioned her, she then graded me down on the Ethics portion of the evalutaiton.

For every job responsibilities discused Ms. Ortiz changed. She had things placed on the performance plan that was not humanly possiable to complete to her sastifaction.

From my supervisor very good. From the Manager (Jhonnie ortiz) very poor delivery. It was her way or no way at all.

19,20,21 would have been nice but knew nothing about this process.

Like I stated, I had no problem with my Supervisor, but only with the manager (Jhonnie Ortiz). I was told that we could only receive a 2%, however, a list was passed around by the Manager (Jhonnie Ortiz) depicting several people receiving a 3% and a 4% increase. Some of the Employees clearly did not deserve a 3% increase as they had abused sick time and some had performance issues. The higher increases were given by personal relationships versus performance.

Library

Supervisory & Managerial

Since each section's score was not totaled or averaged in any way, I was frustrated I scored high enough that my average score would have give me a 3, but my supervisor gave me a 2 because "I asked too many questions." What is tne point of even having scores if they are not totaled and averaged or even weighed for a final score? She even gave me outstanding (5) in some areas, but this still did not keep her from giving me the lowest score I've ever received in my 18 years of librarianship. She did not tell me that asking too many questions would lower my score until we had our final meeting.

Again, if I had known that asking too many questions would lower my score, I could have corrected this behavior.

Nobody who saw this performance plan thought it was fair to me.

Communicatio n & Information Services

Supervisory & Managerial

The form does not account for an employee who cannot meet/exceed goals due to responsibility overextentions or assignments outside the appraisal's goals.

Convention and Event Services

Professional & Technical

Library

Supervisory & Managerial

I fill out the form and self-rate myself and my supervisor comments on my Job Rresponsibility ratings and compares her ratings for competencies.

I prepared the PP and my supervisor asked me to add a couple of things.

My supervisor is overworked and has little time to spend on staff who are doing ok. She doesn't even answer the emails I send asking for decisions that only she can answer.

Consistency in the PP is more important than continually changing the form. I need a history that can be compared from one year to another a person's work and accuracy. By changing what we are required to measure so often, it is hard to make comparisons and to note progress.

Cultural Affairs

Administrative

Performance Plan was started by one supervisor and completed by another supervisor. I believe that because of this change in supervisor in the process, I was not granted a merit increase.

Park and Recreation

Supervisory & Managerial

My supervisor was very deceptive regarding my evaluation

I found out about my merit increase two weeks after my performance review and appealed the appraisal. The appraisal was changed but the merit was not adusted/changed.

911/311/COM MUNICATION S

Supervisory & Managerial

Library

I don't know

Why bother when raises are tiny or nonexistant?

Water Utilities

Supervisory & Managerial

I my opinion, as well as all of the other employees I discussed it with, if I received a "Fully Successful" rating, I should be eligible for the highest merit raise. However, I was only eligible to be at the top of the bell curve - 2%.

Not all crews are equal. I am blessed to have one of the top crews working in the City of Dallas. It seems unfair that only one of my top hands was eligible for a 3% merit increase.  Additionally, a little consistency would be appreciated. In our instructions from the Director, there were two criteria that "MUST" be adhered to that were in direct contradiction with each other. #1. Merits will be performanced based and not budget based. #2. A bell curve distribution with an average score not exceeding 3 (Fully Successful) is expected. How can we base our reviews on performance while under very strict orders not to exceed an average of a 2% merit increase?

Dallas Fire-Rescue

Professional & Technical

My 1st and 2nd line supervisor and manager evaluated me based on my performance and initiative in doing my job duties. I Exceeded all Objectives in all categories. My Manager told my 1st and 2nd line supervisors to change my rating as I had no initiative. Thus, changing my overall rating. I was never informed at anytime during or before my job performance that I needed to improve in any area. I was counseled and told that I was doing a good job, but at the final review and signing I was told my rating was changed as I had no initiative.

I was given the goal's that were hard to reach and complete but my 1st & 2nd line supervisor was aware of all obstacles that were in front of me. Everything was well documented.

Upon review I was infromed that my manager was aware of goals that I could not achieve due to operational circumstances beyond my control.

I was kept informed of changes and meetings attended by my supervisor. I was informed by my supervisor that there were changes being made to accomodate what changes were being made to the operation of the center. These were beyond my control but still reflected on my evaluation.

Everything is a "Yes" up until the day I received by final Merit Increase and Performance Appraisal. That is when I found out I had little or no initiative.

Code Compliance

I don't know

The pertinent things I actually do wasn't really addressed and I wasn't compensated properly and other people in my office don't do nearly as much as I do and was given a higher percent than I was. I do work for two or more people. Also, the job in its self should have been upgraded years ago. I have asked, I have sent memos and I have discussed but no one thinks enough of me or what I do to compensate me. So I just gave it to God.

All phases of #11 was not discussed because I don't think my supervisor know all I do because he is new to his position in the section where we work. However, some phases were discussed and I answered yes because of that.

I can go to my supervisor and that is not a problem. He shared something to me as to why he felt I should be graded down in areas which I totally disagreed. I have no problems achieving my goals and objectives. Other people think I have problems in achieving my goals and objectives because they don't understand my job and what I am to do. They look at the surface and not what underneath to protect my job and the department. The job I do requiring a look of listening and typing, mailing and communicating with many other people.

I attached by duties as required by my specific job for the benefit of my supervisor because he is a new comer to the section that I was already in when he came. My duties looked upon me before I passed them on not only to my supervisor but for his supervisor as well and I still was graded below most people that do less than I do in my section and they all talked about it and it was sicken but I kept it to myself and didn't appeal it. To me, somethings should have to be appealed especially when you are doing your job and all phases are being met.

My supervisor did schedule meetings but they were often canceled. And the meetings he did schedule was to take place in his office and I told him that I didn't think that was a good I idea because other employees were at their desk listening at each performance meeting he was having and they would come back and tell each of us what he said to them and their comments back in return. My supervisor is in a very open location where others can even hear his voice messages when played. My overall concern is that I am not being compensate for what I actually do in my job.

Library

Professional & Technical

If we just used the Appraisal form it would be fast and easy to do. Instead the process took an inordinate amount of time and involved 5 steps before we were done. First we had to answer how we accomplished each of our 5 "Big Rocks," backing up each accomplishment with dates, names of classes, hours, etc. Then we had to synthesize that into a "Summary of 5 Big Rocks." From there we had to edit our work to create our "3 Most Important Achievements." The entire process took hours to do and the information that was included on the final draft was just a smidgen of what we had done and documented.

The Performance Plan is appropriate. The timing of the plan is not. Every year our "goals" are not set until December or sometimes January. By then 1/4 - 1/3 of the year is gone. No sooner do you get them written and approved then it's time to have the quarterly meeting to fill in what you've accomplished and discuss your progress. The goals need to be established no later than the end of October.

I don't think you should have to meet with your supervisor every quarter if your progress is on target.

As mentioned earlier, it takes much too long to complete this. Why have 4 or 5 steps. A checklist would suffice. Yes, completed, no, not completed.

Park and Recreation

Professional & Technical

I lacked 2 weeks to be employed for a full year, which meant I was not eligible for a merit - even though I was rated high enough for a merit raise.

I was just sorry that I missed the merit raise by 2 weeks. I was hired April 14, 2004 - 2 weeks short of one year required for merit raise.

Library

Professional & Technical

After four years of no raises, it was not fair that high performing staff were not eligible for a merit increase because of a promtion (not in the current job for the full period specified). An increase in salary due to promotion is for the additional job responsibilities and duties assumed with the position. That should not discount the merit of performance up to that time.

Development Services

I don't know

need to justify the appraisal form, to the position being evaluated.

none

none

none

received on merit increase because went from being field inspector to plans examiner and was unable to qualify due to not being in the position for 1 year period......

Water Utilities

Professional & Technical

The supervisor has little knowlege about the job being performed.

The goals were changed at least twice after I signed the form. There was little discussion of the goals. Most goals were extra projects to be performed in addition to the daily work. Most should be done by the supervisor. The extra projects were not uniformly distributed between people in the department.

My supervisor's attitude regarding the performance review was to just sign it so it could be turned in. Everyone got the same 2% MERIT INCREASE regardless of their performance and management said it came from downtown, so what is the point?

I felt like my efforts for the review were wasted.

THis department did not get any information on the merit increse until it showed up on the check. We only herd everyone got 2%.

Housing

Supervisory & Managerial

Needs to be adaptable - to increase # of boxes, write as much as one wants, etc.

This last year was very difficult! As a Manager it seemed all I did was work on performance plans! However, I know it was temporary.

I prefer that a % not be tied to performance but that Managers be told what % is available and that we have authority to determine how much a person receives. This past year, the system dictated that someone had to get "less" for someone to get "more" than the 2% alloted. This isn't good management. How can we be given responsibility to set goals, monitor progress, counsel, evaluate and then not be given authority to determine % merit? It undermines the system completely.

Park and Recreation

Professional & Technical

It was haed to have an EFFECTIVE and relevant appraisal when the department was limited to 2% rather than 4% or 5% merit increases that they could recommend. Since each department was capped at 2% overall, management was not given the tool they needed to be taken very seriously in the process by workers.

Water Utilities

Supervisory & Managerial

I feel the City gotten taken on this appraisel. I feel with the knowledge we have in the City a better planned could have been implemented

I don't feel enough training was provided to management to explain how this worked.

I feel better training could of been given rather than rushing the plan just to make sure it was done.

Water Utilities

Supervisory & Managerial

In my years with the City I have never had the problems with an apprasial like on this one. I don't believe that my actual duties were accurately reviewed. It is very difficult to "lump" all for the City into one form. In an apprasial the employee should know exactly what they did or did not do correctly. This form covers too much.

The Performance Planning went well.

The first part of the performance reveiw is not the problem it is part 2 & 3.

Library

Professional & Technical

The Appraisal Form does not apply to most workers of the Dallas Public Library. The Library should have its own Appraisal Form exclusive of the "one size fits all" form of the City of Dallas.

My supervisor did a good job of using the form and tailoring it to the Dallas Public Library.

I don't believe the merit percentage was known at the time of the Appraisal. At any rate, I didn't think the merit and Appraisal were necessarily done at the same time.

Library

Administrative

The timeline was too tight. Need more time for the whole process from planning to evaluation. Also not enough ratings. There is nothing for the person who is not new, but is not entirely up to expectations.

Dallas Fire-Rescue

Administrative

I DID NOT UNDERSTAND WHY I RECEIVED A HIGH RATING AND IT WAS CHANGED TO A LOW RATING WITHOUT MY APPROVAL OR ANYONE TALKING TO ME ABOUT IT.

THE PLANNING STAGES WERE CHANGED 3 TIMES BEFORE I EVEN UNDERSTOOD WHAT WAS EXPECTED ME

MY SUPERVISOR NEVER SPOKE TO ME ABOUT MY GOALS UNTIL THE FINAL PERFORMANCE PLAN QUARTER.

NOT AT ANY TIME DURING MY PERFORMANCE DID MY SUPERVISOR GIVE ME FEEDBACK

DURING MY PERFORMANCE I WAS TOLD I DID EXCELLENT AND GIVEN A 4% DURING THE NEXT TWO DAYS IT CHANGED TO 3% DUE TO THE FIRE DEPARTMENT HAVING TO MEET A 2% ACROSS THE BOARD MERIT FOR BUDGET PURPOSE. i WAS NEVER TOLD OF THE % CHANGE UNTIL 2 DAYS LATER.

Code Compliance

I don't know

this review was a complete sham do to the fact that when my suppervisor passed along my review to his supervisor, his supervisor decreased all of my scores. this happened to every person in my district. The review appeared to be altered to justify a smaller pay increase (do to lack of money). This was an insult. not becuase of the money but because my review was not an accurate depiction of my work.

Library

Supervisory & Managerial

WE need different terms to reflect quality of work.

Public Works & Transportation

Professional & Technical

If you really evaluated employees on all the things on this form, many employees who are poor performers, would be forced to leave or improve. The process is super subjective --- if your boss likes you, you glow according to this form. If your boss doesn't like you, you look bad, but nothing is really done about it.

 About the same as all the other ones.

My boss and I have a great working relationship, and can easily discuss all aspects of the City of Dallas

We actually discuss various projects and tasks throughout the year. Every day is a performance assessment in a really good work scene.

I received a very good rating, so there wasn't much discussion on how to improve. I'm lucky to have a boss who allows me to grow my job in different directions.... he doesn't usually give me guidance, since I usually find my own direction, which usually works well for both of us.

Water Utilities

Supervisory & Managerial

This Appraisal was finally a chance to give employees what they deserve,but the main concern was to average 2 percent

I got a good rating but nothing was said on how could get a higher rating

Dishonest Management decieves employees into working more than pay me what they should, remember the main concern was to average 2 percent

I have not dought i will get the same rating but the problem is I will get the same as someone that achieves less, just to average 2 percent

calculations were done to determine what rating I got to average 2 percent for southside wwtp before any discussion was had.

Library

Professional & Technical

I had to ask if I was getting a merit increase as we were leaving the meeting---I felt pretty awkward, but I really wanted to know...

Communicatio n & Information Services

I don't know

This was a was to mess over valuable employees in an attempt to justify not giving employees their due merit.

Again lack of planning on the supervisors level consisted of a rush job.

I wasn't given a merit due to this process which had no coaching for improvements.

This process needs to be revamped.

Again I truly understand the City's current budget situation but don't screw over an employee that has been hear 23 year and expect him to believe that all of a sudden he's not meeting his goals.

Water Utilities

Administrative

My supervisor did not have the appropriate funds to properly administer merit increases

Database

Professional & Technical

Overall, the appraisal form itself is fair.

All areas were adequately covered.

My supervisor has confidence that I am fully capable of fulfilling my job requirements.

The results reflect poorly the overall contribution that I have made and continue to make to CIS Database.

The results reflect poorly the overall contribution that I have made and continue to make to CIS Database.

Library

Supervisory & Managerial

There was not enough time to talk to my staff about their performance plans. The process of determining goals and key responsibilities was rushed. Additionally, there needed to be some clarification about who does the appraisal and who reviews it.

My supervisor changed during this performance period. I did not meet with her until the final review.

I would have liked to have met with my supervisor at my work location.

Convention and EventServices

I don't know

Waste of time takes time away from work duties!

Waste of time

Still a waste of time & money!

Took me away from my job duties and work was piling up!

Hope we go back to our old process! All that work& effort fora little merit increase!

Housing

Administrative

No Comments

No comments

No comments

No comments

No Comments

Flood Control Group 3422

Professional & Technical

Goals should be RUMBA and not made up to just satisfy the requirements.

Performance criteria was not reviewed after the raise was implemented.

Based on feelings and not facts

Since this was the first performance in several years it takes time to learn how to implement correct reviews. This feedback is a step in the right direction.

Library

I don't know

It's much more user friendly than the old form, which I like, but doesn't provide for all the things I do.

A lot of the above has to do with what kind of manager you have, not the form.

Water Utilities

Administrative

For the 1st time in 19 years with the City I felt just average, when it came to my work performance. I have always received the top amount given. This review period I beleive I went beyond my actual duties. I performed my job plus the full duties of another position. But because of the limitations I received the same increase as the average worker. I have never seen myself as average and my reviews have never made my feel that way. That is making it very hard for me as a loyal City employee to perform in the same manner as I have for the past 19 years.

Development Services

Administrative

I feel everyone deserves a raise but bascially if the supervisor don't like you. You will have a problem getting a raise any amount or a small raise

Aviation

Professional & Technical

this performance was in only one in history to actually show what I do in my job.

Communicatio n & Information Services

Professional & Technical

My manager used the from to manage the money for other department needs. They are not evaluating people based on work, job skills, time management, knowledge, or any job related skills. The form has been misused and mismanaged. Since there is no appeal process beyond the department they use the opportunity very well. I hope it won't happen again.

My dept. I do not see any plan from management sidde. Thay ask me to sign evaluation form that I never seen before. There is no planning at all.

Nothing happing at desktop support group.I never seen any evaluation paper work form the department to evaluate me before dead line. Very poor appraisal delivery. Very poor apprasial delivery.

No comments. It's not happening at CIS There is no emplyee assesment. very poor assessment.

My previous performance evaluation were discarded by the management and they created a new one which I haven't seen before. They ask me to sign so that they could finish evaluation before deadline. It's very painful to see the way management is handling performace evaluation. There is no review

City Attorney

I don't know

THE DISAGREEMENT BEGINS WHEN I RECIEVED AN EXCEPTIONAL EVALUATION AND SOME ELSE RECIEVED A LOWER AND WE BOTH RECEIVED THE SAME 1%, SO HOW WAS THAT FAIR, CORRECT OR ENCOURAGING?

IT'S NOT A PERFORMANCE PLANNING PROBLEM IS A BUDGE PLANNING PROBLEM. YOU CAN'T GIVE EMPOLYEE'S WHAT THEY DESERVE WHEN YOUR THINKING ABOUT IF YOU CAN AFFORD TO GIVE THEM (LOWER POSITIONS) OR GIVE YOUR SELF OR UPPER POSISTION THE A WELL EARN INCREASE.

IN THIS OFFICE THEY EVEN WENT INTO SEEING HOW MUCH MONEY YOUR WERE GETTING PAID TO DETERMINE WEATHER YOU SHOULD RECEIVE THE 1% OR THE 3%. EVERYONE GETS THE SAME AMOUNT IS THE SOLUTION.

HERE'S THE OTHER PROBLEM, WE ARE NOT BEING GIVEN PERFORMANCE UNTIL THERE IS MONEY TO BE GIVEN OUT MERITS. WHEN IT'S TIME FOR GIVING OUT MONEY THERE ISN'T ENOUGH TO GO AROUND, BETTER YET THERE ISN'T ANY MONEY LEFT BY THE TIME YOU GO FROM THE TOP HIGH PAYING POSITION THE THE LOWER HARD WORKING POSITIONS. WHICH IS THE CASE HER IN CITY ATTORNEY'S.

MY SUPERVISOR DID ALL SHE COULD TO GET ME WHAT SHE FELT I DISERVE, THE PROBLEM IS THAT HER UPPER MANGT DON'T EVEN KNOW THE IMPORTANCE OF MY DUTIES, AND THERE FOR HE SEE'S ONLY THE NEED TO COMPENSATE HIS UPPER PERSONNEL EMPLOYEE'S (OTHER ATTORNEY'S).

Design & Construction

Professional & Technical

The form was great, and a great mechanism. However, supervisors were not trained in the use of the new form. As such, evaluations were performed the same as they had in previous years, and had little to no value for how to improve.

Supervisor was too busy to meet with us. Plans were put on file with no review or comments.

The actual plan was not discussed during the evaluation. We were told what the department average was (ie 2%)and that we had all done a good job.

These plans are being utilized to their full potential, as long as the supervisors continue reviewing the same way that they have done in the past.

Equipment and Building Services

I don't know

I was given a blank appraisal to sign and never saw the completed form.

I was given a blank appraisal to sign and never saw the completed form.

This is NOT a joke. I have only receive two performance reviews since 2000 and both where blank.

This is NOT a joke.

This is NOT a joke. I have only receive two performance reviews since 2000 and both where blank.

Water Utilities

Supervisory & Managerial

Need more lines for key job responsibles and more specific discriptions of responsiblities. Night and day shift should have their different responsiblities noted.

Street Services

Supervisory & Managerial

There should be a sectio allowed to interject duties that are added on to my job, such as, Environmental Team. I think the extra duties we take on should be a part of our job performance.

I don't think my supervisor understood this process.

There's not enough time to do the job itself. I do know my supervisor made it plain when I did not meet a goal or I didn't meet with his approval.

Timelines should be made clearer to the higher echelons.

Communicatio n & Information Services

Operations & Field

didn't include any of my major job duties and didn't give me credit for nothing at all toward my actual work performed,not being late, no error made my suggestion to change the work rotation assignment to prevent injury which was used by my supervisor, my suggestion to go 10 hours a day 4 day a week since there wasn't any work performed on first and second shift on Friday Saturday and Sunday that require having a total of five to six employee at work for 8 hours on first and second Friday Saturday and Sunday when the bulk of the work is done on third shift which only have Two to Three employee stress out trying to get out the bulk of production work along on Friday Saturday and Sunday. I also came up with the ideal to keep account of the number of pages of paper handled the number of tapes handled, and the number of checks actually handled by each employees on Third shift which was turn in to I manager vs. what First and Second shift handle.

I was told if I didn't sign the performance plan it would be count against my performance. My supervisor provided me with a copy of the performance plan not agreed upon by my supervisor and myself. Cause I manager Michael Puente refuse to explain anything to us that we had question about.

none of the above happen until it came down to the actual performance

Again my supervisor gave me some good rating and accomplishment but I manager Michael Puente told him to redo the whole performance until he can get us down to a one or two percent. regardless of what we had generated and submitted to him. Which is very unfair to give 95% of his employee the same %.

my supervisor perform phase IV 23-31 question but everything he did or gave to his employee his manager Michael Puente would reject it. Their wasn't to much more he could but what his manager told him to do.

Communicatio n & Information Services

Professional & Technical

My appraisal was based on my job assignments. There was no consideration that those assignments are three job grades above my pay scale or that I've been doing these assignments without the benefit of any training for them.

Library

Administrative

Expectations were vague, but then specifics were used at the final rating concerning expectations that had never been mentioned. Though I received a good review, I felt that I didn't receive recognition for accomplishments, and was admonished for things not accomplished that I had no idea were expected.

We were told to develop our own plan, sign it, and give the signature sheet to our supervisor, who did not discuss it.

Code Compliance

I don't know

The supervisor asked for our goals but deleted all of my personal development goals and only included those important to him and the department. Why did I bother to identify other ones?

Hasn't occurred yet.

This is my first appraisal period and it is not yet complete.

Not yet conducted.

Library

Professional & Technical

Form is an improvement over the old form.

This process is fairer to the employee.

Library

Administrative

was rated unfairly

unfair

Library

Professional & Technical

SIMPLIFY!  Let us develop our own benchmarks.

Development Services

Professional & Technical

It is a sword of two edges

My way or the highway

none

Equipment and Building Services

Operations & Field

Needed to be more specific in job performance for certain job title.

I discuss certain skills,goals, and etc for the department as a whole but supervisor did not show any interest or concerns.

Again supervisor did not seem to care.

Same as comments as stated above.

I may have the impression of negative outlook but my supervisor had retirement on his mind and I feel that he was just going thru the motion or did not fully understand the preformance plan. He will be retired somestime in September.

Library

Supervisory & Managerial

Employees should be contacted to see if their appraisals are done fairly/ and all their contributions are evaluated and that they can feel that the contributions are evaluated and not dismissed as part of their job. also doing your job in an excellent manner should be addressed on the evaluation. also excellent attendance should be recognized and be extra points on your evaluation.

Due to staff shortages, we are not able to have meetings , this hurts communications between the staff and supervisors

At the end of the performance period, I feel that the work and accompolishments are not appreciated. All aspects of the job should be taken into consideration, staff shortages / time constraints/ difficulty in achieving the goal . Even if it is a part of your job, it should be assessed according to how well it was done .

Library

Administrative

I DON'T SEE THE POINT IN APPRAISING OURSELVES--IT HAD NO BEARING ON THE OUTCOME ANYWAY-­BESIDES, WHO IS GOING TO GIVE THEMSELVES A POOR RATING???

Library

I don't know

I prefer the format of the performance plan 2003. The format we used in the interium & for this past year is unfamiliar & did not make a lot of sense. It lacked professional polish in that the format was very casual.

I do not remember the answer to #29.

Library

Supervisory & Managerial

The appraisal method is very good -- and keeps being refined. It's a shame that we are artifically constrained by the 2% limit for rewarding excellent work. Maybe in time the reward can be given commensurate with the work.

Public Works & Transportation

Operations & Field

it was a collective imput plan by all the field staff and although i may not agree with the order of importance it was a good plan

private and open, but not up for changes

Water Utilities

Supervisory & Managerial

I signed the appraisal because I was told to. I received a copy but was not involved in setting goals, etc.

Street Services

Supervisory & Managerial

Form was not specific enough. Left to much up to how supervisor felt about me.

Wasn't done

Goal changed due to change in dept. No clear goals to work for even if they had been detailed in plan.

Change in department and supervisor messed this way up

final score was not given until review by management.

Dallas Fire-Rescue

I don't know

There was no bell curve. All fire executives got 2%.

Court & Detention Services

I don't know

we never know how well we perform on a task because the procedures are always changing.

i don't think that we should have to sign it just because we got it.

most of the things that are needed to be asked are always givin in the "in process" the supervisor don't really have the information that is needed to complete a task at most times because the procedures are always changing so once you feel that you have perfected the task, it is changed again.

what is the point of submitting a list of accomplishments and achievements to the supervisor if all they are looking at are your faults?

i think that a person should be given at least 3 voids per month that are not included on the performance assessments everyone makes mistakes and no one is perfect.

Water Utilities

Supervisory & Managerial

I am a supervisor, and wish we would go back to giving people what they earned in the zone they were in and not a 2% adverage for the dept.

Park and Recreation

Operations & Field

The duties assigned to me had nothing to do with the duties that are assigned to me, with no potential for growth or advancement. I am expected to perform tasks of my subordinates and nothing more. I am not allowed to think for myself.

My plan was delivered by my supervisor's supervisor.

Beyond the first planing, there was no further talk about the plan.

I am assigned a task daily and I am expected to perform the task without question.

Communicatio n & Information Services

I don't know

I dont remember much about it accept i didnt want to sign it. CIS is ran like the mafia.

I didnt like this section either. CIS is under mafia rules.

My supervisor has no authority in this Department. Michael Puente is a Tyrant.

We are kept under trained,no space for advancement, and no treated badly.

My supervisor that he had no control over anything that happen concerning the assessments and that Michael Puente called the shot concerning whatever we got.

Environmental & Health Services

Supervisory & Managerial

I did not agree that my supervisor was told to average merit pay to 2%. The evaluation was not able to truthfully tell my performance since all performances had to average 2%.

Civil Service

Professional & Technical

My immediate manager was unavailable during the review process. My department director did review the appraisal with me and listen to my comments, but could not address specific issues because she did not complete the appraisal herself.

Water Utilities

Operations & Field

Trinity River Corridor Project

Supervisory & Managerial

There was no meeting

There was no performance review meeting

Environmental & Health Services

Supervisory & Managerial

The dynamics should not have been combined. It is too vast to even measure an exceptional employee to their actual performance. One sentence could count against them. The measurements should have been one sentence. I hope no one paid for this performance process.

Boadecea White is not competent to be in an upper management position. There have been complaints upon complaints to a closed ear. I don't think anyone cares

I dont know why the people who are in a position to make decisions pretend that this could be fair. It is not at all fair. It is based on who likes whom and who is friends. This whole process should be illegal. Stick to across the board cost of living increases. Otherwise, the incompetent people continue to prosper. The working class get nothing. The Director of the Department didn't even hear my presentation in the appeals hearing. Let this be an answer for you. There have been have many appeals request?

Communications & Information Services

Job responsibilities were made up from a hypothetical description of what a programmer might do in some other institution; no relation to what I have done here.

Water Utilities

Supervisory & Managerial

I felt that merits were not determined based on performance

Code Compliance

I don't know

given to me by my manager, signed and returned. a week later, manager gives me another appraisal, different from the first and ask me ti sign. the original was changed by his supervisor and returned. a person who does not even know my name changed my appraisal. this happened to the entire district. how can an appraisal, written by my manager, who works with me day after day, be changed by a person whom i have never met?

as noted before

Library

Professional & Technical

I felt that the performance appraisal was really subjective. I got high marks in all the categories, and I still only got a 1 over the overall performance.

Water Utilities

I don't know

The appaisal was written to conform to the percentage goal. Not my actual contribution to the City. If a fixed amount is to be given. Announce it and give an appraisal that does not place me in the same catagory,with the employees who are giving the minimum or less. I may not get more money but the City can judge my worth for promotion.

I dispute the evaluation as to it's accuracy and goals. Disagreeing with someone concerning repairs and work when that person has neither the expereince,training,education or willingness to read the instruction manuals. If point out the falacies of what they propose upsets them to bad. The correct and effecient operation of this plant is more important than their fraigle ego's

None of the accomplisments in improving the plant. Cost saving by taking on tasks previously preformed by Contractors.Accomplishing Repairs and and upgrades that were either ignored or staff was not competenat to effect without calling in outside assistance were mentioned. Though some were I'am told used to justify higher raises for management staff that had nothing to do with that Accomplishment.

I contiue to provide the bulk of repairs and have designed and implemented changes, modifcations and  improvements to our plant. Task that were formaly preformed by contractor's are now implemented by me at considerable saving to the City.

When an appraisal is driven by ammount and not by actual preformace. What incentive have I to produce above that minimum required to get the same amount scrap the appraisal system. Give fixed minimum raises. Give true appraisals not tied to raises. This will allow you to promote the people who preform and limit or eliminate thenonpreformers. This will require a step grade system. But it will insure the Best are in charege and doing the work. In my shop two men do most of the troubleshoting and repair, the other's preform at the minimum or less. Also remove all Games from City Computer's including Laptops. and make it a firing offense to to play Solitare during working Hours.

Park and Recreation

Supervisory & Managerial

Had to write my own performance plan.

Supervisor simply repeated my written comments. No new comments added.

Big joke! Scoring for the appraisal process was totally unrealistic and made it almost impossible to obtain even a 3%. There was absolutely no possible way to attain a 4% rating.

Sanitation Services

Supervisory & Managerial

THIS A GOOD TOOL BUT IF YOUR SUPERVIORS NOT FAIR IT'S NO GOOD.

Code Compliance

I don't know

i was told there can be no shining star if all of code didn't do well, that means i was given an evaluation of my peers as well as my performance... several rumors went around as to why we all got the same evaluation, i am adult enough to understand there is no $$ to go around for everyone, but please dont give me a bad review because of what my peers did to justify no raise... i wasn't even eligible for a raise being i wasnt here long enough...

My supervisor said our evaluation would be regarding my performance, when the evaluation was given, it was for all of code. Again, I know things happen, but please don't punish me if there is no $$, I wasn't expecting any kind of pay increase.

I don't have that many issues, so we didn't discuss any negative issues I was having. However, when I am having problems I do feel I can go to my supervisor and discuss it.

again, i have no issues.

Because I wasnt eligible for a merit increase I didn't really worry about the review. Since I was being graded on all of code I knew there was no way I could have a good review. I feel that if there is no $$ or little $$ to go around thats fine... I have been in situations where only a cost of living raise has been given so the merit increase for me is like a special bonus, but no big deal. I just think it makes me feel bad about my work place when I am told I'm not doing that well, when I am, but there is no $$ to go around... I hope that makes sense.

Code Compliance

Supervisory & Managerial

No comments,

Park and Recreation

Supervisory & Managerial

Thsi form was not useful.

The process was not uniform as was expected. It's not fair to employees when each group operates differently.

Not in my case, but it was clear that this was all a formailty across my department and was similar in other departments. Many supervisors were having meetings to tell their employees about problems that happened months ago, without documentation, etc.

With was by the book in my case, but I saw several others where ratings were pre­determined and merit %'s already assigned. Ratings were assigned based on the merit % that was to be given.

This entire process was a joke. We spent so much money on the consultant and training and it all came down to how much each department had available to give in merits. Also, I know that the forms varied by department and there was even a scale for ratings and merits that was used in some departments, which wasn't supposed to happen. The entire process was another moral buster. Some good employees got the minimum, while others who worked less or were marginal got a better merit based on their proximity to authority or their potential for challenging their rating.

Communicatio n & Information Services

Professional & Technical

Job responsibilities did not match what I really do.

I do not remember if we did these things. I completed them merely because they were required to submit the form.

Due to circumstances, a face-to­face meeting was not held. I filled out some of the above items only because they were required.  I find it interesting that we had to go to an English firm to do this exercise. (URL includes UK).

Code Compliance

I don't know

I believe that the managerial staff is not alway easy to talk to when it comes to performance appraisals. Most seem to already have on line of judgement, theirs. I believe that though they ask if we have any thing to add they really do not want the inspectors input. I think that the perfomance review can be an intimidating time because the employee may be worried about what they say will affect them later.

Housing

Professional & Technical

Appraisal process is a sham! It allows a manager's feelings about an employee to override the solid,provable facts of their preformance.It is an outrage!

The goals for the entire one year evaluation period were not set until more than one half of the time had already passed.This is not a fair and reasonable way to set the goals.

I received no feed back and only one conversation concerning my perfomance. That conversation was when the goals were set and there was no discussion after that about my performance.

The problem with this evaluation process is that it permits the evaluator to evaluate with feelings instead of facts.

Sure,Civil Service needs to be tightened, but not with a system which ignors solid truths and facts and inserts favoritism in their place.

Communicatio n & Information Services

Professional & Technical

Out of about 300 employees, about 5 received the top score. Something is clearly wrong with this.

Dallas Police

I don't know

5) My job duties were very vague and had vast changes atleast two times during the year. 6) I was counted down in two areas because I was told they did not apply to me. 7) I was re-graded on a very braod scale by the Manager of the Unit after my immediate supervisor and I had completed the form and it was not liked by the Manager. 9) The Manager made several changes to form after it was signed by me and my immediate supervisor. We were then told to sign it.

#11) No discussion was held, just asked me to read and sign kit. 12) I do not recall and instruction sheet at all. 13)There was never the option of agree or disagree, but I was given a copy of it.

I had no problem with my supervisor, but in the end he was not the one to grade me, the Manager did.

Overall it was a good process, but I was not graded by my supervisor, his supervisor did the re-grading after he and I had completed the process. But during the whole year I was told how good of an employee I was and how fast a worker I was, but my performance evaluation was changed to reflect that I was an average worker that could use alot of improvement.

Water Utilities

Supervisory & Managerial

There are more than 3 things a person does well during his or her review period. Limiting to 3 does the employee a diservice.

Library

Administrative

I scored 5 on all competencies except for 1 4. I scored 5 on all job responsiblies. Why did I only get a rating of fully successful, instead of superior

wwc

Operations & Field

the new appraisal form allows unjust distribution of points and allows my supervisor to give me ten times the workload i had the year before. The new appraisal form allowed my manager to set a le limit to what the supervisors could eveluate there people. No one was to be above a 2. but deductions were made to take away points from one person to give to another person. to say a person just has potential after 6 years on the job is degrading. Every year i have got a high evaluation, this year i just have potential.... like I don,t know my job. So who got my other point. I got 1 Point, who got three? It has to be in my department.

I was told to write down my job duties and everything I do for the department. Everything i wrote down was put into my new evaluation performance form.

all was done was the amount of work Increased.

please explain why.

Library

I don't know

Would like for the process to be shorter.

Aviation

Administrative

The appraisal form did not allow you enough space to elaborate on your duties.

Court & Detention Services

Supervisory & Managerial

There is bias built in the form.

No useful solution to my problems was giving.

My supervisor did not take any of my accomplishment into considration. I was judged only on an impossible project giving to me.

The performance form is biased since it is the reviewers points that were taking into account during appeal process. I recommend that an outside pannel to sit in the appeal section.

Library

Professional & Technical

It's hard to have multiple conversations with a suprevisor that has two buildings to run and twice as many employees to evaluate.

Library

I don't know

A some of City Employees do a lot of different jobs and work in different departments beside their own. I noticed on my performance plan I had points taken off for using sick and vacation time.

I think when putting a performance plan together maybe, just maybe, you should try talking to the peoples that`s doing the work first!!!!

what`s going to change?

Fire Dept.

Administrative

The appraisal form was an excellent tool in the evaluation process. The only problem is no matter how good you are doing, you can only get a two (2) percent increase. Or that's what I was told.

There was some areas that was changed after we talked about it. I know he didn't know because of his new helper and some of the duties were shared.

Convention and Event Services

Supervisory & Managerial

Please consider adding a section at this level and above providing for continuity and fulfillment of overall department goals as part of individual performance appraisal.

Water Utilities

Administrative

I put "No" in #9 because my supervisor did not fill out my form - he asked me to do it. He did comment on it, met with me, and changed some of my "self evaluation" ratings. The biggest problem with the reviews is that the City keeps changing the forms and evaluation criteria. A format needs to be selected and not changed within a year or two. I have not had any major problem with any of the formats we've used, just the fact that it has changed too many times the last 5 or 6 years.

I received better feedback during the review meeting than the planning meeting.

Only had one formal meeting regarding performance. There were comments made during conversations, but not inclusive of my performance in multiple areas.

More input than I've received in several years.

A 2 to 3% merit increase was somewhat discussed, but no commitment made at the time of the review. Had to finalize everything as a whole first. This was consistent with what we understood.

Development Services

Professional & Technical

I was not please with the performance review process. It appears to be favoritism more than job competency that established raises. I was criticized for doing things that were logical and what I thought were expected given the complexities of my job duties. There is no "team spirit" at the City of Dallas. Employees are encourage to do everything themselves, even though they are not trained for it. The City needs to focus on training the managers who oversee staff. Staff should also give a performance review of their managers so bad managers can be either trained or replaced. By continuing to keep bad managers, you are creating bad employees and running off the good ones.

History /Social Sciences

Professional & Technical

Wish there was a more simple format and less time spent reviewing what I know I have to accomplish.Reviews can be a real time consuming process taking time away away from the actual work....

My Manager is always good at going through this with her staff.

Wish there were a quicker and easier way of evaluating employee performance.

Park and Recreation

Supervisory & Managerial

Not enough room in appraiser comments.

If looking to stay at the average 2% merit increase, the appraisal could be skewed downwards. Those whose performance was in the 3% range could have, and from what I've heard were, given less points just to stay in the 2% range. Level of Performance Appraisal and percent of increase didn't necessarily match.

Library

Professional & Technical

What on earth is a "BIG ROCK?" Using terms like this while cute just serve to confuse employees. And using words like "competency" are not appropriate for many City staff who probably read at an 8th grade level if we are lucky.

The problem is not with my boss who tries to provide appropriate feedback and help. The problem is with the format.

Efficiency Team (E-Team)

Supervisory & Managerial

No merit increase because I was promoted less than a year ago.

Code Compliance

Operations & Field

Administration did not follow the guidelines in the apprasial format. Administration used the form subjectively rather than objectively. There is no avenue for the employee to get an independent review of the appeal process. In my next review, if things go the same as this review, I will approach the City Council about making changes in the policy and the appeal process.

The performance plan I signed and the one I was judged by were two different plans.

About one month before my final review, I was transferred to a different district and was reviewed with a manager I had about 3 weeks experience working with him.

To my objections, there are to many gray areas for the City to abuse me again. The process is still subjective in nature.

My supervisor, Assistant Director, and Director were unable to determine how my evalution was tabulated toget the final score. During the appeal process, my evaluation was down-graded from "Superior" to "Fully Successful" in retaliation for appealing.

Water Utilities

I don't know

The appraisals were mandated by the Division Manager and did not reflect the actual accomplishments of some employees and credited some employees for work never accomplished.

The performance plan should be given to the employee at the end of the discussion with the supervisor, not at a later date.

Housing

Supervisory & Managerial

areas and that makes it difficult to use the form with flexibility.

Library

Professional & Technical

The blanks boxes could not be filled in to the extent I needed. It limited how many sentence I could write.

Human Resources

Professional & Technical

None

None

Supervisor did not discuss my performance until appraisal time, then took the one thing that I did not perform well at and gave me a marginal score at appraisal time. Need more periodic reviews regarding employee's performance and allow to correct problem prior to annual review time.

Supervisor conveyed what I could do to get a better score next appraisal time, but did not give me any contructive remarks about how I could improve the current appraisal, until we were in discussing my performance. No help or warnings were given prior to the performance review process. Even for the next performance review period, nothing has been said regarding how I am progressing or not progressing in my performance of duties to be evaluated during my next review period. This type of information can motivate an employee to improve their current behaviors or job performance.

Library

Administrative

I am still not understanding a particular comment that was made on my performance plan in which my supervisor and I have not discussed it as of yet,the reason why is because of another situation that was more important at the time, but I still would like to discuss this matter with her, so that I can be more clearer with the situation as well as knowing where she is coming from also.

Street Services

I don't know

The appraisal forms were completed by new supervisors who did not manage us the full year, plus we were told in advance that no one would receive higher that a 3pt rating. This was not a fair evaluation for those who performed above the standard.

On question #12, I was given an evaluated plan that I had never seen before and told that all staff would be done in this way. I was told to sign my after the plan was graded. I never saw it prior to evaluation. Never met with the supervisor.

There was no performance reviews. We were each given a "newly" filled out and evaluated review and told to sign.

Public Works & Transportation

Administrative

I had only been with the city for six months so I was not eligible for a merit raise but I understand how my performance was progressing and how well I was doing.

Aviation

Operations & Field

The existing form does not have a place for accomplishments above and beyond job description or special projects. My job is currently categorized under Operations, but it is more of a professional position.

Water Utilities

Professional & Technical

The appraisal was entirely subjective. (no numbers)

What I do has no relation to what a safety officer does. It should include E H & S issues

The Manager took me into the EPA Risk Management Plan Audit- not the Assistant Plant Managers because I am a recognized OSHA expert in all 50 states.

The manager does not know OSHA regulations and does not wish to folow them and neither does Human Resources.

Each Hazardous chemical with it has environmental, health, and safety issues. It should not be divided into 3 departments.

Water Utilities

Supervisory & Managerial

The whole process sucks and does not achieve anything. Our merit raises were decided ahead of time by the Division Manager,and supervisors had to change employees evaluations to match what them manager wanted to give the employee. A couple employees received higher merit raises than they had earned. There was a lot of favoritism shown in this process.

Communicatio n & Information Services

Professional & Technical

Merit increase (%) is not match with the performance evaluation.

structural city hall

Administrative

The form was ok,the manager was not knowledgeable of my job.He had only worked with me two and a half months. HE WAS IN TOO BIG OF A HURRY TO HANDLE THE TASK.ACTUALLY THE MANAGEMENT ACTED AS IF THIS EVALUATION WAS AN AFTER THOUGHT.

THE PERFORMANCE PLANNING DOES NOT COVER THE CODE INFORCEMENTS COMPLETE JOB.THERE ARE MANY SIDE ISSUES THAT COME UP DAILY.THE ENTIRE FORM LENDS ITSELF TO HOW WELL THE SUPERVISOR LIKES OR DISLIKE AN INSPECTOR. JOB PROOF WANT BUY A COKE IF YOU'RE NOT IN THE LOOP.

THERE WAS NO PLAN IN EFFECT TO GUIDE THE INSPECTOR,ALL WAS EVER HEARD WAS DO YOUR JOB.WE HEARD ABOUT EVALUATIONS FOR THREE OR MORE YEARS.

I DON'T KNOW IF THE QUESTIONS ARE PAST TENSE OR PRESENT TENSE. I ANSWERED IN PAST TENSE.

MY PAST SUPERVISSOR WAS TOTALLY IN THE DARK ABOUT MY PERFORMACE AND MY JOB. HE COULD NOT ANSWER MY QUESTIONS. HE SCHEDULED ABOUT FOUR INSPECTORS AT THE SAME TIME . HIS COMMENT WAS THAT ADMINISTRATION TOLD HIM TO THE JOB OF EVALUATION AS AN AFTER THOUGHT, AND HAD NO ONE ELSE TO PERFORM THE TASK.

Water Utilities

Supervisory & Managerial

the form does not allow specific weight to task and duties. It should allow for estimated completion and accuracy score per task to be defined in the planning stage.

Dallas Police

Administrative

Requested in writing, ways to improve my perfomance. Have yet to receive response.

Dallas Fire-Rescue

Supervisory & Managerial

no comments

performance achieved was more than merit given. A 2% raise is not much to work for when health and gas and everything around us is going up.

Water Utilities

Administrative

I don't feel the form is set up to take in consideration things that are done but only you know that they are done. Maybe some one else who is not you Supervisor may also know that you did it. The form does not a means of tracking what a person does is the course of an eight hour day.

Each employee should receive a blank copy of the appraisal in advance of the actual date of the Performance Assessment.

Library

Professional & Technical

Lack of space for inputting some information, particularly for projects/goals, was limiting.

I rarely discussed my performance with my superviser as I am a professional and can work independently. My superviser was exceptional in recognizing that I will do my job and did not need reminders or coaching.

Library

Supervisory & Managerial

The appraisal period and review period are all too short to do with care and integrity.

Street Services

Professional & Technical

Some competencies are not applicable to my job (e.g., Care of Vehicles.) However, they carry the same numerical weight as those competencies that do apply (e.g., Initiative.)

My manager does not understand what I do or how I do it. I wrote my own review.

Because my manager does not understand my job, he can provide little to no direction or comment.

Because my manager does not understand my job, he can provide little to no direction or comment. I had to assess myself. My supervisor provided no evaluation.

The review process was done "backwards". It was determined beforehand what the raise would be (i.e. average) because of budget constraints. The review's results were then tailored to give an "average" review result. Overall, a worthless exercise.

Library

Professional & Technical

There needs to be more flexibility on the form. It nees to be expandable.

The five levels need to be considerably revised. There is a huge gap between potential and FULLY successful.

Library

Professional & Technical

My supervisor must split his time between two library branches. It can be difficult to meet with him face to face. It's really bad when a deadline is coming up and he needs to meet with several staff members. This is one of the problems with the one manager/two branches system. This is not the fault of the supervisor, it is just what we have to deal with now.

Public Works & Transportation

Supervisory & Managerial

Rating system was not well defined and changed between pages. Overall review acceptable but difficult to address extra efforts (out of scope).

I prepared the plan and discussed with boss. I received copy of my evaluation. Would like more idea of what is expected by boss.

Limited time for discussion about specific goals or responsibilities.

No time to do these things. Maybe this period.

Limited time allocated by either party. Good examples were generic and general. Feedback was constructive.

Water Utilities

Supervisory & Managerial

The performance appraisal process has truly turned into a dreaded process, even worse than completing IRS tax forms.

Thank you.

You either do your job or you don't. We need 1-2 page forms for performance and cut all the other junk out.

Simpler forms are needed (cut the lawyer talk), grade on performance, attendance, and any disciplinary actions, and cut out all the rest of the appraisal. A performance appraisal should be only 1 to 2 pages.

The performance appraisal process has truly turned into a dreaded process, even worse than completing IRS tax forms.

Library

I don't know

This process is time consuming and seen as a waste of time by many. Will we be given regular and timely raises based on are performance? Such has not been the case so far. We have gone through several years where we saw no raises at all. Therefore, what's the point? We get the same amount of raises as people who don't strive to do their best at work.

Communicatio n & Information Services

Supervisory & Managerial

Form did not allow for all items to be included, and did not allow for the items that were included to be clearer. There is a limit on the number of text allowed.

More reactionary than planned.

Development Services

Professional & Technical

i was aked to sign form with little input from my immediate supervisor

i was asked to sign the plan with no input from anyone in department,and asked to keep in desk until october or april

not much review went into talks with either superior

Water Utilities

Operations & Field

Having been with the City of Dallas for less than 6 mos. at the time of evaluation I do not feel that a proper comment can be stated at this time.

Same as #10.

Same as #10.

Same as #10.

Same as #10.

Environmental & Health Services

Supervisory & Managerial

Since each department had to keep the performance appraisal at 2%, it was unfair because many were evaluated at a lower level to stay within the 2%

Dallas Fire-Rescue

I don't know

I NOW HAVE A NEW SUPERVISOR BECAUSE I CHANGED SHIFTS. THESE PROBLEMS I WAS HAVING WERE FROM MY SUPERVISOR ON DAY SHIFT.

I DID NOT RECEIVE A MERIT INCREASE BECASUE I WAS NOT HERE LONG ENOUGH TO QUALIFY NOT BECAUSE MY PERFORMANCE WAS BAD.

Dallas Fire-Rescue

I don't know

The form was easy to understand yet didn't seem to fit very well with the actual functions of my job.

Water Utilities

I don't know

Attendence only counted 2% of review.

Street Services

Professional & Technical

It seemed that to get the best raise one would have had to be absolutely perfect.

That was the last time I looked at it.

It was somewhat threatening at first, but fair. Familiarity with the form beforehand would reduce the "threat."

Parking Adjudication

Administrative

The interaction between the manager and employees was positive. It gave the employees more of a voice.

CWWT

Supervisory & Managerial

Because of the average merit appraisals were not conducted fairly. Some items were stretched looking for ways to keep the overall average. Some people suffered needlessly so others could get better than average. This is to say we were told that not all could get a satisfactory rating even if you had a good crew.

Street Services

I don't know

My supervisor informed me that she was informed to fix the evaluation so that everyone gets only 2 percent raise. So what is the point in all this. The Director and Assistant Directors decided on who will get what percentage even before the appraisals were done. Her appraisal of me did not truely reflect my performance then.

My supervisor herself was in training as interim Manager and had no experience in this feild. All decisions were being made by the Assistant Directors and the Director. She was directly under their orders and could not provide her own input.

My supervisor had only 'managed'for only a couple of months. She and I never discussed my performance even though we both knew how well I performed other wise she would not be asking me to train the new appointed Service Representatives.

There were no previous appraisals to review.

I believe the performance appraisal could be a very good tool in assessing ones performce. The Streets Department do have major problems. Certain individuals at the top are so consumed with 'taking care of their own' -those employees that they personally like. Is that fair?

Dallas Police

I don't know

The forms were unnecessary due to the fact that supervisors were unable to recommend anything more than a 2% raise for any employee regardless of performance.

My supervisor was very pleased with my performance. She regretted being unable to recommend more than the 2%.

Housing

Operations & Field

I was instructed to complete the plan. managers here do not complete the plans employees do.

I was insructed to sign just the last page, with no plan attached, and did not get a copy back until the final evaluationand even then it was changed after the meeting with the manager.

these performance plans have been incorrectly or purposely administered and or assigned to employee position categories.

my supervisor stated she had no input as to what my merit increase would be if any that would be determined by the director of the department. eventhough he see's me only twice a year. these plans were just a way for the department to justifiy giving dept. pets more monies and not the folk's who go above and beyond!

Pretreatment & laboratory Services

Operations & Field

The form is very subjective and you are left helpless in the hands of your supervisor.

The plan is okay but does not cover the areas of working with not enough personel or emergency projects that take you away from regular job duties.

The whole evaluation process was not needed we already knew that regardless of how we met and exceeded that we would only get 2% max so it was a waste of time. Management had supervisor to lower the original evaluation to met the 2% average. It is very disapointing after 27yrs of service to feel that regardless of how well you excell in your job with dedication and hard work it will not be fairly rewarded.

Dallas Police

Administrative

On my last performance, I got rated lower than usual, due to the point system that we were supposed to use. I feel as though I should have kept my first evaluation(which was higher), based on the work that I do, rather than having to redo and lower it, so that way, everyone had a fair/even raise. I have been here for over 5 years and for my performance to have to be lowered and not given the raise that I deserve, is not fair. Civilians do just as much work, and many have children to raise. A fair raise is well deserved and long over-due.

Survey

Professional & Technical

Form was easy to understand.This was a FARSE for department heads to minipulate the merit system to reward cronies.

Nowhere in our form did it state attendance was the sum of the plan.

I never had any problems, was model worker (supervisors example), my supervisor was ordered to rate my appraisal two grades lower.

Supervisor was befuddled by his Supervisors request.

I was one of two not eligible for merit because of promotion, so this was about performance to me. I was way off base, in this department you show up, you get a merit increase, don't have to know your job, or be on time.

Water Utilities

Supervisory & Managerial

THE WORDING(HAS POTENTIAL)SHOULD BE CHANGED.EXAMPLE-YOU BEEN HERE 20 YEARS AND YOU JUST HAVE POTENIAL.

Dallas Fire-Rescue

Administrative

for their merit

Library

Administrative

It seems that there ought to be some degree of success between "Fully Successful" and "Superior", such as "Highly Successful".

Casa View

Operations & Field

There did not like the fact the manner in which the forms were to be filled out kept changing.

Setting future goals was a motivating event.

It's kind of annoying and a little

My supervisor is very helpful,