Q1 Department

Q2 Which Appraisal

Q3 Yrs Service

Felt About Survey

Comment on Performance Apprasial or Survey

Aviation

Professional and Technical

10-14 Years

n

The Supervisor does not actually have the last word on your merit, it is determined by someone that does not know the employee.

Aviation

Supervisory and Managerial

10-14 Years

n

It does not matter how well you do your job...what matters is averaging the departments percentage and who knows who. You can have people who do not do their job getting 8+ % increase and others who get the minimum. There is a great deal of inequity in our department and it is getting worse. We need new management.

Business Dev.& Pro.

Administrative

1-4 Years

n

The appraisal was too generic and the scale too compact to make the rating very objective.

Business Dev.& Pro.

Administrative

25-29 Years

n

It is important that performance is discussed other than once a year. There needs to be more time given to the planning aspect of the performance review process .

Business Dev.& Pro.

Supervisory and Managerial

25-29 Years

p

I am over all pleased with the process.

City Attorney

Professional and Technical

1-4 Years

i

i never received or seen a copy of my evaluation and have not signed it, i am not sure if it went through.

City Attorney

Professional and Technical

1-4 Years

i

While I am overall happy with the review, I am disappointed with the process. My supervisor never met with me one-on-one to discuss any of her comments, some of which are still unclear. Furthermore, I was given the review sheet about an hour before it was due and told to sign it. After reading over it, I had a question. When I asked if she had a minute to discuss the review, I was told that she had to be at City Hall to turn them in within the hour, and, therefore, she could not discuss it with me at the moment. I signed the review understanding how busy things can get around here, but I still have not had the opportunity to discuss the review with my supervisor.

City Attorney

Professional and Technical

1-4 Years

i

My supervisor has not met with me to go over my evaluation. I was provided the evaluation form and told to fill it out myself and return it by the following day. A few weeks later, I was given my evaluation back with additional comments from my supervisor. We were told to review them, make notes of any discrepancies, sign them, and return them immediately to her. I quickly reviewed my evaluation, signed it, and returned it to her so she could take it to City Hall by the deadline (which happened to be that day). She did not meet with me to go over my evaluation. I have not received a copy of my evaluation. She has not informed me about whether or not I will receive a merit increase. Although our evaluations were submitted a couple of weeks ago, I have yet to have a meeting with my supervisor to go over the comments on my evaluation. Some of the comments on my evaluation are unclear, and I would welcome an opportunity to meet with her to clarify them.

City Attorney

Professional and Technical

30-34 Years

i

Usually we get the evaluation and later we find out if we got a merit or that we did get one and the amount much later. I would like to know all of this during the evaluation.

City Attorney

Professional and Technical

5-9 Years

n

The performance appraisal form is not tailored well enough to accurately assess performance of the job actually done.

City Attorney

Professional and Technical

1-4 Years

n

My supervisor had the attorneys in prosecution fill out our own evaluations. She then took those and made changes and filled them out from there. I had concerns over my evaluation that were not addressed and I was not provided the opportunity to speak with my supervisor about them. Though I signed my evaluation, I felt that the time alloted for this was not adequate given that they were presented to us the same day they were submitted to City Hall. I was told that I would be able to meet with my supervisor later about my evaluation, but this has not taken place yet.

City Attorney

Administrative

10-14 Years

n

I had a good evaluation but was disappointed to learn that others within the department who, in my opinion give a marginal at best performance, was given the same rating I was and the same percentage of merit increase which is unfair as the persons who was given equal evaluation and merit has a poor poor work performance and isn't reliable, often MIA and can't be counted on at all- the rest of us have to do their job for them yet they receive the same rating and merit. It is unfair... but a standard that seems to be set throughout the city.

City Attorney

Administrative

10-14 Years

p

It's a good system and I am very satisfied with all aspects of the process.

City Auditor

Professional and Technical

15-19 Years

n

The City Auditor did not follow the evaluation procedures as described by Human Resources. The performance rating was not tied to the merit rate increase. I received fully successful but did not receive a merit increase.

City Manager

Administrative

20-24 Years

n

My supervisor was not in the position for the entire review period, in fact, was still fairly new to the City, yet the previous supervisor was never contacted for input and my previous evaluations were not reviewed. I was told that several people provided input on my evaluation which made no sense to me because I confirmed that the previous supervisor had none. Why is it that employees are not provided an opportunity to ha

City Secretary

Supervisory and Managerial

20-24 Years

n

Why do you all conduct these surveys? Do yo actually use the results for anything other than to justify your job? This evaluation process is still the same old mess. This is not a good way to conduct performance evalatuions and it doesn't help that each department does things differently. The City Secretary's Office for example (where I work) has an additional form that has to be filled out and it is cumbersome and time consuming to complete. It ends up frustrating employees even more. It's not fair because it is so different than other departments. I know some departments use scales and some still assign scores to each section of the evaluation form to come up with a total score and a merit rating. Then there is the other issue of how some folks can get rated down and they work like dogs and others who don't work very hard and always get high ratings. Please, stop being blind. This is not a fair system and it makes management look dumb. It kills morale and has nothing to do with performance.

City Secretary

Professional and Technical

25-29 Years

n

The extra work that employees do have no weigh on the performance appraisal to supervisors. So you worked on projects not on the plan that great for the dept but you get nothing from it, just thanks. Thanks is not what you come to work for.

City Secretary

Supervisory and Managerial

5-9 Years

n

I think HR does not provide a sufficient time frame within which to complete the evaluation AND make the deadline due. We received needed information AFTER the evaluation timeframe had already begun, which hindered the process. Even though information was not distributed in a timely manner, we were still expected to make deadlines set by HR.

City Secretary

Administrative

25-29 Years

n

None. It is obvious, no matter how well you do your job, or how much you have done in the year, the supervisor will give you what they think you deserve, not on what you have accomplished.

City Secretary

Supervisory and Managerial

5-9 Years

n

Mid-year evaluation rating was "has potential"

Civil Service

Professional and Technical

5-9 Years

n

My merit increase was not mentioned or discussed until the end of the evaluation. Since our Director is our Supervisor who conducted the evaluation, we are not allowed to "appeal." So what's the point in commenting in our performance appraisals?

Civil Service

Professional and Technical

15-19 Years

n

When asked questions regarding PMP, supervisor has never been able to clarify anything or give examples of good peformance. It appears that regardless of the amount of work done or the quality of the work, the same people will get distinguished and nearly everyone else will get fully successful. It amazes me that a deparment head can be distinguished when nearly everyone in his or her department is merely fully successful. Please explain to supervisors what is meant by good performance so they can relay that info to employees.

Civil Service

Professional and Technical

5-9 Years

n

Performance appraisals in civil service are a joke. One just needs to look at the number of employees that are supposedly performing at a superior/distinguished level in the Civil Service Department. Compare our department with other departments; other departments might have just a handful of superior/distinguished employees per hundreds of employees. Civil Service rates such a high proportion of employees as distinguished/superior; at least 5 or 6 out of the 20 or so people that work in Civil Service are supposedly distinguished/superior. Anyone who has had dealings with this department knows this is not the case. Look at past performance appraisals in Civil Service - it is the same employees year after year that are distinguished/superior. Management is afraid to give anyone a different rating than the rating they had the year before - they give them the same rating year after year. Management needs to look at the definitions of the benchmarks for Fully Successful - Superior and Distinguished. How ca

Civil Service

Operational and Field

1-4 Years

n

My apprasial was filled out & given to my old supervisor & then he was transferred out of the dept. Since then, we have not heard anything about our reviews, what the outcome was or had ANY feedback from our current supervisor. We have been left out in the dark & rumor has it that we got a straight across the board 3% raise. Nothing was mentioned to us about this! Nor is it acceptable since we have spoken to our OLD supervisor & he stated to us that MANY were recommended a higher raise. It seems that the new managment does not agree with this evaluation & instead of addressing issue with each of us, we are being ignored & forced to take what they will give with no feedback or response from us.

Civil Service

Professional and Technical

15-19 Years

n

FACT: Performance appraisals will continue to be subjet to budget limitations and favortism toward select individuals and will never truly reflect the performance of an employee. COLAS should also be re-implemented.

Civil Service

Operational and Field

25-29 Years

n

I WAS VERY DISPLEASED WITH MY EVALUATION. IT IS JANUARRY AND I STILL HAVE NOT BEEN INFORMED BY MY SUPV REGARDING MY PERFORMANCE.

Code Compliance

Operational and Field

10-14 Years

I

Our department just received our evaluations this morning and was told to sign them collectively and turn them in today. That's about as general as it got.

Code Compliance

Operational and Field

1-4 Years

i

I have not recieved my performance appraisal as of 12/20/07. I understand it was due 11/16/07.

Code Compliance

Administrative

1-4 Years

i

I haven't recieved mind yet. I have been waiting patiently for to review it with someone.

Code Compliance

Operational and Field

1-4 Years

i

CAN NOT ANSWER ANY OF THE QUESTIONS ABOVE....MOST RECENT APPRAISAL WAS GIVEN TO A.D. FOR REVIEW BY MGR & A.D. HAS NOT GIVEN APPRAISALS BACK TO MGRS TO REVIEW WITH ANY OF THE INSPECTORS.

Code Compliance

Professional and Technical

10-14 Years

i

Have not received performance appraisal from supervisor.

Code Compliance

Operational and Field

1-4 Years

i

We keep getting the run around as to when our reviews will be fully processed and get back to us. We basically do not know whats going on with our reviews.

Code Compliance

Administrative

10-14 Years

i

I have no idea what I have received on my evaluation

Code Compliance

Operational and Field

1-4 Years

i

Who should be able to tell me about a merit raise and when it's effective?

Code Compliance

Operational and Field

1-4 Years

i

No appraisal completed.

Code Compliance

Operational and Field

15-19 Years

i

Yes, I have yet to be evaluated or know what I am receiving...

Code Compliance

Operational and Field

15-19 Years

i

I have not review my performance appraisal as of yet and it is time for the merit to go in affect and I have not had a review and signed anything

Code Compliance

Operational and Field

5-9 Years

i

I was given a final assessment as to what my merit increase would be therefore, I have no idea what type of merit increase is going to be. I am guessing I won't know until a change is reflecting on my paycheck.

Code Compliance

Operational and Field

1-4 Years

i

when did we do appraisals? I've had three managers since the last time I talked about an appraisal and that was with the manager three managers ago.

Code Compliance

Professional and Technical

1-4 Years

i

I believe the set up and concept is great, but the turmoil in our department resulted in several "No" answers on your survey.

Code Compliance

Operational and Field

1-4 Years

i

No evaluation conducted

Code Compliance

Professional and Technical

10-14 Years

i

As of 01/07/08 most of Code Compliance has no been told about their 06/07 or 07/08 performance.

Code Compliance

Operational and Field

10-14 Years

i

As of 01/07/08, I along with other staff members in district have not received performance appraisals and have no knowledge of merit.

Code Compliance

Supervisory and Managerial

1-4 Years

i

have not recieved an performance appraisal as of 01/07/08

Code Compliance

Administrative

1-4 Years

i

I have not received an evaluation.

Code Compliance

Operational and Field

20-24 Years

i

I did not meet with my supervisor, nor did I see what merit increase I would be getting, filled out my own paper work and gave copy of accomplishments to my manager and have yet to talk or meet with anyone regarding my merit, other than our assistant director telling us that it is on our directors desk for review.

Code Compliance

Administrative

15-19 Years

i

I have not met with my supervisor concerning my performance, January 7, 2008.

Code Compliance

Operational and Field

1-4 Years

i

I HAVE NOT GOTTEN AN EVAULATION

Code Compliance

Operational and Field

15-19 Years

i

The evaluation was not handled in the normal fashion. I equate that with the fact that the person I reported directly to retired less than a month before the evaluation period and someone other than the person I was suppose to report directly to was responsible for my evaluation. It has been a very confusing time to know that other departments have completed their evaluations and you have yet to sit down with your superiors. It may have been a good idea to require the out going person to complete evaluations before leaving. I would like to think that this will be the only time that this department goes through an evaluation period such as this one.

Code Compliance

Professional and Technical

10-14 Years

i

1/7/08 Have not recieved appraisal at this time.

Code Compliance

Operational and Field

10-14 Years

i

MY PERFORMANCE APPRAISAL WAS NOT DONE ON TIME AND I WAS NOT GIVEN TIME TO REVIEW OR INPUT ON IT

Code Compliance

Operational and Field

15-19 Years

i

The merits are to be in place now and no one in our office knows what they were given. The superivsors do not grade or rate on the same guidelines. Our supervisors don't seem to know what is expected of the inspectors in the next period. And the morale is very low in this office because of the just not knowing.

Code Compliance

Operational and Field

5-9 Years

i

at the time i had an interam manager who did not go over anything with our district.. not what was expected of us, our evaluation nothing.. the current manger who went over how he graded us explained everthing to us

Code Compliance

Operational and Field

1-4 Years

i

No comment - I've seen better.

Code Compliance

Administrative

10-14 Years

n

The process seems to be based upon saving the City money vs being evaluated based upon perfomance. It seems to be a mystery on the amount received. Appraisals not signed until 01-07-08. In Code Compliance:Many inspectors were evaluated by a an interim Manager and they had three Managers within the year. Admin staff were evaluated by someone they never worked for. The grievance process not shared and many dont know what to do. I transfered to another Department right after Oct 1. I was left in the dark about my appraisal until 01-07-08. Then I was just told to sign. These are some of the many reasons why I left Code Compliance. I hope I have better success in my new Department.

Code Compliance

Administrative

10-14 Years

n

I was not told any infomration about my performance evaluation

Code Compliance

Operational and Field

1-4 Years

n

I haven't seen my appraisal yet, the last time I spoke with anyone was three managers ago.

Code Compliance

Operational and Field

10-14 Years

n

since i have not seen or informed of the outcome of my performance, this survey is useless

Code Compliance

Operational and Field

1-4 Years

n

I have not received my yearly evaluation. I cannot answer the questions contained in this survey as I have not received an evaluation at this time. Thank you.

Code Compliance

Operational and Field

1-4 Years

n

Was not given a review!!! They have yet to do anything with the multi-tenant's performance reviews. We have all just been told to wait. Merry Christmas!!!

Code Compliance

Operational and Field

15-19 Years

n

This is a better assessment format. I still would like all of the supervisors to conduct the reviews the same way. At this time you have to deal with your supervisors opinion of how to conduct a review and what the dept wants from them.

Code Compliance

Operational and Field

1-4 Years

n

the scoring was on my supervisors opinion, there wasn't any kind of format for her to follow. I have perfect attendance, never late, always in early, I should have received a '5' since there isn't anyway of improving on attendance, but I got a '4' because my supervisor says no one is perfect.

Code Compliance

Operational and Field

5-9 Years

n

I cannot address the appraisal or the way it was conducted since I have not seen it. Today is 12/21/07. This sends a very clear message to the rank and file that we continue to be low priority and definitely shows a lack of courtesy and respect. "Code is broke. We're gonna fix Code" is a constant chorus from our choir of adm. staff(s) while we, rank-and-file, witness and endure worsening, rude, unprofessional, and subjective leadership.

Code Compliance

Operational and Field

15-19 Years

n

I have not received an appraisal and was not allowed to review what was sent. I learned what my manager sent was changed by assistant Director Mary Morris this is not a fair process.

Code Compliance

Operational and Field

10-14 Years

n

Sorry, none of the above applies since I never received an evaluation, thus my supervisor was unable to rate me, provide feedback or anything else. It is now just 4-days until the new year, so there is no basis for a raise, no basis for future goals, and something about this rings unethical since its in our policy to have completed these evaluations in a timely fashion.

Code Compliance

Administrative

20-24 Years

n

NOT TRYING TO MAKE A COMPLAINT ABOUT THE PERFORMANCE EVALUATION. I'M MAKING THIS COMMENT TO COMPLETE THIS SURVEY. NO PERFORMANCE APPRAISAL WAS CONDUCTED. OUR DEPARTMENT RATED EMPLOYEES WITHOUT DISCUSING HOW WE WAS RATED ARE WHAT THE MERIT INCREASE PERCENTAGE WILL BE. WE WERE TOLD WHAT EVER WAS TURNED IN, IS WHAT WE WILL BE RECEIVING, NO QUESTIONS ASK.

Code Compliance

Supervisory and Managerial

1-4 Years

n

The timely manor in which the performance appraisals were completed and given back to the employees was/is unacceptable. To this date and to my knowledge no one within our dept. has received their performance reveiws. Some are aware of the change actions that were sent out on Monday but their reviews were not discussed with them.

Code Compliance

Operational and Field

1-4 Years

n

Code Compliance

Operational and Field

10-14 Years

n

we did not see our performance appraisal or set down with our to review or sign our evaluation. how long is this type of violation of civil service is going to continue. if you are not going to do anything about this, then do not send us anymore of these meaningless surveys.

Code Compliance

Operational and Field

1-4 Years

n

I feel like the evaluation process and appraisal form does not properly reflect what I do in Code and for the City. My manager *********** is great and does what he can to help but the way we are graded is not realistic. Also why is it that a general 3% is given accross the board yet we have the process and appraisal form to complete.

Code Compliance

Administrative

1-4 Years

n

Our department managers have not been allowed to perform the performance evaluations as of yet. The performance evaluations are being held by our department director and there is no news yet on when he will release them so that we may have our evaluations done. I am fairly new to the city and to a government entity. I believe in the city and the good we can do and strongly believe that we can make Dallas a better city, but poor administration is what is holding us back. A city manager that cares only about lining her pockets and appointing poor leaders to already crumbling departments is not what we need. Our city manager should be more concerned with trying to find the cause of why these departments are in such turmoil and the only way she will know that is by asking the bottom line workers why is it that they are not giving the City their 100%? Our city manager should be concerned about the disappointed and discouraged employee who will more than likely leave the city with a bitter view of city employment

Code Compliance

Operational and Field

1-4 Years

n

we havent had our appraisals yet, and we only go over them once after admin tells us what is expected of us.

Code Compliance

Operational and Field

1-4 Years

n

On 01-07-2008 my supervisor cvalled me back into the office for the evaluation. Evaluation comprised of her handing me the paperwork and asking me to sign on page 2 and the last page. Page 2 signature was already dated for Nov. 2006. At the last evaluation I had asked multiple times and in various ways how I could improve to get a higher rating. The question was never answered. This evaluation encourages someone to do the minimum as come evaluation time everyone is rated the same regardless of what extra duties someone has done.

Code Compliance

Administrative

1-4 Years

n

I received my performance appraisal on January 7, 2008. I felt that this information should had been given to me months before now. I was unpleased with the amount due to the grade that was made on the report. If you are to give the same raise to everyone, what is the purpose of the survey? I feel that this was a waste of time and could have been done in a more professional and timely manner.

Code Compliance

Operational and Field

1-4 Years

n

For the most part my supervisor was fair on some issues,but I feel the evaluation is very biased.Some of the things we were being evaluated on were irrevelant. How can I be evaluated by a manager who has never been an Inspector before ?

Code Compliance

Supervisory and Managerial

5-9 Years

n

The process is broken and you are losing good employees.

Code Compliance

Operational and Field

15-19 Years

n

This was a poor way to give an evaluation.Rush to get the evaluation done,rush to get them signed no decussion just review and sign.

Code Compliance

Operational and Field

15-19 Years

n

our dept attempted to submit our forms with us seeing them or signing them. The evals were completed by persons not involved with our day by day work and there was no explanition for why the numbers from 1 thru 6 were picked. we were told if we did not agree to apeal. this is not the way to run a ship.

Code Compliance

Supervisory and Managerial

15-19 Years

n

The appraisal was done at the last minute and was not completed for the entire year. It was subjective and not objective. Very poor job by management. This needs to be revamped.

Code Compliance

Administrative

20-24 Years

n

Anyone receiving a merit increase in a Superior or Distinguist rating will not be given a raise by January 17th of 2008. We were told that there reevaluating all Superior and Distinguist performances because of some reason. I think this is unfair. It makes you wonder if employees should perform or just not care. Were being penalized because of high performance?

Code Compliance

Operational and Field

1-4 Years

n

I was shocked that the first words from my manager were "do you want to go over this or just turn to the back page and see your raise?" Being that the review was conducted at the last minute I felt that we were rushed. The system is all too subjective instead of objective.

Code Compliance

Operational and Field

5-9 Years

p

I believe we have had a meeting and discussed the new evaluation form that will be used for 2008 to 2009 and will help.

Communication & Info.

Professional and Technical

5-9 Years

i

I have already spoken with my supervisor regarding the discrepancies.

Communication & Info.

Administrative

1-4 Years

i

I was not given a copy of my appraisal and even after I requested a copy from my supervisor I'm still waiting for it......

Communication & Info.

Professional and Technical

5-9 Years

n

Any survey that does not distinguish between levels of management in the quesions is a poor questionaire. Above my excellent supervisor are levels of secretive managers that make avoidable mistakes. The Performance appraisal survey does not get at that problem. The city is losing a good person because the hard questions he asked are not answered until it is too late. The effort to make me feel I can improve has taken hold and make the performance procedures good procedures.

Communication & Info.

Professional and Technical

5-9 Years

n

Communication & Info.

Professional and Technical

5-9 Years

n

It was unfair for everybody to receieve the same score regardless of their performance, while some people who are "connected" got extremely high scores despite their poor performace.

Communication & Info.

Professional and Technical

1-4 Years

n

The appraisal form was very generic. My supervisor gave me very generic scores accross the board without even considering my performance. After discussing each point with him he changed the scores but acted like this was the first time that he had read through them. I believe that performance appraisals should be based on performance and that I should not have to contest every score in order to receive a score higher than the generic 3.

Communication & Info.

Operational and Field

20-24 Years

n

The performance appraisal means nothing in here. The evaluation was a just a procedure that they had to go through.

Communication & Info.

Operational and Field

20-24 Years

n

Yes It really don't matter how hard or good you work you still will get the same merit as all your other coworker in you group. Plus it would've been good if all employees of the City Of Dallas would have received a merit increase like Mrs. Suhm or at least a cost of living raise. But no more then a 3% rise is a slap in the face and it is also saying you guys only care about the City Manager and the Police and Fire employees. Why employee any other employees when the City Manager and the Police & fire employees can run city hall by their self. All performance is a joke it don't stand for anything!

Communication & Info.

Professional and Technical

25-29 Years

n

I was not told what percentage raise I will get, it is not on the performance review I was told to sign either.

Communication & Info.

Professional and Technical

25-29 Years

n

Reality...the performance appraisal is based on the overall department percentage budgeted and NOT how well an employee performed. I would hope the City consider doing a cost of living raise for FY08-09.

Communication & Info.

Professional and Technical

25-29 Years

n

The performance appraisal system seems flawed. I did fine. However, because there is only so much for raises and because there must be a bell curve, grading someone as above average means that you must grade someone below average. There are plenty of employees around her that deserve below average. However the end result seems to be that almost everyone is down the middle. That isn't life and doesn't make sense. Everyone does not do the job the same. I have never been in a group that didn't have high achievers.

Communication & Info.

Professional and Technical

25-29 Years

n

I still do not know what percentage I am getting, The only way I will know is when I see it on a pay stub and calculate what the percentage is. I know I can get a larger raise by retiring than what the city gives me now! I will be leaving in 2008.

Communication & Info.

Professional and Technical

1-4 Years

n

In the two years time i have been with the city i was promised three merit increases. To date i have yet recieved the said increases. leading me to believe the city is full of empty promises.

Communication & Info.

Operational and Field

20-24 Years

n

My supervisor ************ (CIS) is not going to do anything of these things.What he does do is sleep all night and will burned you and get you in trouble the first chance he gets.

Communication & Info.

Professional and Technical

25-29 Years

n

Go the extra mile and your only reward is blisters. Who around here can afford new shoes?

Communication & Info.

Professional and Technical

25-29 Years

n

I do not know what my merit increase will be, I guess it will be a suprise. What a way to run an operation!

Communication & Info.

Operational and Field

25-29 Years

n

The appraisal process simply make good employes rated as average, raises are averaged across the department for an average raise of 2%- so raises are NOT individually determined, but averaged. Basicly not allowed to have a rating of more than a 3 (out of 5). I tried one year, with documentation. It was rejected, and I was told to resubmit it using all 3s as ratings. I guess it is just all a big paperwork game...

Communication & Info.

Operational and Field

20-24 Years

n

This appraisal doesnt mean a thing to me. It who kisses who butt.

Communication & Info.

Professional and Technical

10-14 Years

n

I think some of the managers may need to be trained in some area's and be honest when evaluating employee's. I didn't make an issue concerning my performance because I already know from my manager's own lips that I cause him stress. I know that I know my job & co-workers I work with know I know my job. So I come here and perform my job and try not to worry about the negative feed back. I think "honesty" & experience needs to be a BIG quality in selecting Managers. I don't understand how someone can manage when they have not been trained or is not experienced in a general area.

Communication & Info.

Professional and Technical

5-9 Years

n

My opinion on the performance is it is a waste of paper. Too confusing and time consuming.

Communication & Info.

Professional and Technical

15-19 Years

n

This is a total farce, it's meaningless. The rank and file are tied to an averge of 3% and the City Manager gets 10%?!? That's crap.

Conv. & Event Svcs.

Operational and Field

5-9 Years

i

I did not have same supervisor at the end of year. new supervisor did not know work and could not do an objective review. the old supervisor did not do a review before leaving.

Conv. & Event Svcs.

Professional and Technical

20-24 Years

n

Too last minute and rushed not given advance notice

Conv. & Event Svcs.

Operational and Field

15-19 Years

n

THE APPRAISAL IS UNFAIR AND MAKES IT HARD FOR EMPLOYEES TO RECEIVE BETTER APPRAISALS. SUCH AS, NOT ALLOWING ROOM FOR ADVANCEMENT. PRECENTAGES ARE PRESET BEFORE THE EVALUATION PROCESS IS PUT IN PLACE. EMPLOYEES SHOULD BE GIVEN A SET PRECENTAGE AND GIVEN A CHANCE TO INCREASE THAT BY HE/SHE PERFOMANCE THROUGHOUT THE YEAR. FOR AN EXAMPLE. 2 TO 3 PRECENT IS NORMALLY GIVEN EVERY YEAR GIVE EACH EMPLOYEE A CHANCE TO IMPROVE THE THAT BY 1 OR 2 PRECENT FOR THE YEAR.(MOTIVATION) IF YOU RECEIVED THE NORM YEARLY YOU WILL ONLY PERFORM ENOUGH TO RECEIVE ONLY THAT (REPORGRAM THE PRE-PROGRAM).

Conv. & Event Svcs.

Professional and Technical

1-4 Years

n

The process was not really followed through accurately. Don't know if it was delayed, but the performance plans are always rushed to get done by the City Manager's time line. No real thought/feed back is ever provide on how I can excel within the Dept/City.

Conv. & Event Svcs.

Operational and Field

5-9 Years

n

I had a new supervisor,and I was not happy with the way the evaluation was conducted.

Conv. & Event Svcs.

Operational and Field

15-19 Years

n

There needs to be some person/step in place to ensure the supervisors have followed the preformance measure process. The cutrent system does not provide a check and balance system to ensure that each employee has a part in the perfomance process and is given at least the two required performance measure reviews each year. year.

Conv. & Event Svcs.

Supervisory and Managerial

30-34 Years

n

It all appears to be a numbers games that has very little to do with actual job perfomance. Anything rating over Fully Successful was strongly discouraged.

Court & Det. Svcs.

Administrative

30-34 Years

I

This department is base on favortism. I think that it needs to be stop

Court & Det. Svcs.

Supervisory and Managerial

25-29 Years

n

everyone no matter what type of job they did was equal - strong workers did not get rewarded

Court & Det. Svcs.

Administrative

40+ Years

n

Court & Det. Svcs.

Administrative

5-9 Years

n

Not that I am being picky but my supervisor/manager did not do a good job at any of the above possibilities to make me a better employee and an assett to the department. I think they need more classes to make them more customer friendly to internal customers and only to external customers.

Court & Det. Svcs.

Professional and Technical

1-4 Years

n

I feel that it should not be called performance appraisal since your merit is not based on job performance but rateher on quota. Except for personal satisfaction, why should one do excellent work when it is not going to be recognized and rewarded monetarily?

Court & Det. Svcs.

Administrative

20-24 Years

n

THE EVALUATION WILL NEVER BE CONDUCTED ON A FAIR BASES IN THIS DEPARTMENT BECAUSE IT'S NOT BASED ON YOUR ACCOMPLISHMENTS BUT ON WHO THE DEPARTMENT CHOOSES TO GIVE SUPERIOR TO.REGARDLESS TO WHATEVER GOALS YOU ACHIEVE DURING THE EVALUATION PERIOD THE BOTTOM LINE IS NO ONE CAN EVER TELL YOU HOW TO ACHIEVE SUPERIOR THAT'S A MYSTERY TO ME.

Court & Det. Svcs.

Supervisory and Managerial

25-29 Years

n

appraisal does reflect my activity - how can you double your performance from the previous year and still only become fully successful

Court & Det. Svcs.

Supervisory and Managerial

20-24 Years

n

why is it so impossiable to acheive superior

Court & Det. Svcs.

Professional and Technical

1-4 Years

n

My supervise had no clue in how to conduct an performance evaluation...We didn't have any discussion prior to the review he just ask me write down in word document about my accomplishment without the performance plan format.

Court & Det. Svcs.

Supervisory and Managerial

20-24 Years

n

Court Services has a standard of rating employees "Fully Successful" even if they should have received a higher or a lower rating. The City says that we are on a Pay for Performance plan but does exemplify that it the overall apprasal ratings and/or merit increases. Lastly, I have been told that the ratings in each area on the appraisals, do not indicate or correspond to the overall ratings. This makes no logical sense and should be reviewed and/or changed. If, throughout the entire appraisal a scale of 1 - 5 is used, why wouldn't the final rating, also with five possible ratings, correspond to the same? There are five definitions at the beginning of the appraisal, a scale of 1 - 5 used throught the appraisal, and five possible ratings. Logically, the ratings throughout should be used to determine the overall rating, accordingly.

Court & Det. Svcs.

Supervisory and Managerial

25-29 Years

n

Why do these surveys when the majority of the city employees will only get the pre-determined merit increase amount regardless of how well they do their job?

Court & Det. Svcs.

Supervisory and Managerial

25-29 Years

n

how can you double your activity from the year before and only be rated fullly sucessful

Court & Det. Svcs.

Supervisory and Managerial

20-24 Years

n

I was not evaluated on any Job that I did for over a year. I was evaulated on my Job as a Clerk. No Job that I currently performed was I evaluated on.

Cultural Affairs

Supervisory and Managerial

25-29 Years

i

The process was ok with my direct supervisor/manager. The fact that the appeal process stopped with the "reviewer"elimnates the concept of an "appeal" process.

Cultural Affairs

Supervisory and Managerial

25-29 Years

I

Working with my direct supervisor was an OK process for the FY07 review. The Big Rocks required by the director were redundant.

Cultural Affairs

Supervisory and Managerial

10-14 Years

n

As a long-time supervisor, I can say without reservation that the performance appraisal process is broken. Managers are discouraged by the department director from giving any rating other than "Fully Successful." Raises should never be linked to ratings if it means that the rating an employee earns is influenced by the raise amount. The process has become demoralizing, demeaning, irrational and unethical.

Cultural Affairs

Supervisory and Managerial

15-19 Years

n

I also do not believe that departments should be made to fit the bell curve. If everyone in the department is successful, they should be rated as such. To insist on a bell

Cultural Affairs

Supervisory and Managerial

15-19 Years

n

Better train Managers as to the complete process of the system!

Cultural Affairs

Professional and Technical

5-9 Years

n

The problem is with the system and the Directors, not my supervisor. We are being graded by way of a budget, not our performance. Our supervisors' hands are tied by a bad system. They are forced to falsify our records. As a whole, City employees have been working under heroic conditions and have not been paid for it and now not recognized for it. The idea that for me to be recognized for my Superior or Distinguished service, it is REQUIRED that someone else must lose, is both unethical and immoral. To succeed, someone must be brought low. That's blood money. This system promotes divisiveness and sycophants. To put in lines under 'superior' like "There is no area in which your work needs to be improved" provides huge loopholes for management to downgrade an overworked staff. Who among us is so perfect that they don't have something they can improve upon? (Question List forwarded to H.R.)

Cultural Affairs

Professional and Technical

10-14 Years

n

This evaluation process is very cumbersome. To start the planning so far into the fiscal year seems to defeat the purpose of planning. Then to not have any real on-going discussion about your performance other than when problems arise is also not very useful.

Cultural Affairs

Supervisory and Managerial

1-4 Years

n

I did not have a feed back on the first six months evaluation. I was given a 3. there were no comments at all in the form I received back from supervisor. There was an oral comment that "Every one was etting a 3"Then My supervisor requested I report from then on tho the Assistant Director. I am a Manager III level

Cultural Affairs

Supervisory and Managerial

10-14 Years

n

My supervisor was not prepared for my evaluation. She admitted she was requested to hurridly assess my performance and turn it into her supervisor with urgency due to the fact that my supervisor had been out sick and was late in submitting her evaluation to her manager. I felt she did not afford an adequate amount of time to fairly review my accomplishments, etc. It was certainly not my fault that she was ill, but I do feel she could have found an adequate amount of time considering the importance of this matter. So I felt that I was not worth her time which promotes apathy. During the course of my review with her, she admitted she did not know how to score me on some goals as she could "not remember what I did". I informed her that everything was detailed on my "Big Rocks" summary and she noted that she did not read that. Based on that comment and the fact that my review had already been scored, submitted to management, and my final assessment was made, it was overwhelming unfortunate that "after the

Cultural Affairs

Professional and Technical

1-4 Years

n

The entire merit system was so rigged to keep anyone from getting a significant that the entire process was laughahle. I was required to put together a documentation package that was longer than my graduate school application, and for what? $15 a week. It was also clear that for me to get that raise, some of my colleagues had to take less, regardless of what they actually might have earned. When news that the city manager got a $25,000 raise for doing what??...keeping PAYROLL down, I was thrilled beyond belief that what was saved in my paltry raise could go to so deserving and underpaid an employee.

Cultural Affairs

Professional and Technical

5-9 Years

n

The system is the problem, not my supervisor. His/her hands are tied from giving me and my fellow employees the proper grade of superior or distinguished. We are woefully understaffed and are doing more than just our original jobs (thanks to all of the RIF's). You want outstanding service, but you do not wish to pay for it. This 'push poll' is geared to legitimize this system and blame front line staff. Your ‘concern’ for our input is quite false since you refused to fix this system last year. If and when you fix the system, what benefit cut or rate hike are you going to hit us with so that you can steal our miniscule pay hike?

Cultural Affairs

Professional and Technical

1-4 Years

n

I am disappointed in the entire process, which appears to me to be less about actual performance appraisal and more about completing forms, utilizing out-of-date and/or fashionable business jargon, and forcing job performance evaluation to fit into arbitrarily applied pigeonholes. I will hardly mention the pitiful so-called "merit" increases that don't even begin to meeting cost-of-living increases. On the whole, a disappointing and depressing exercise.

Cultural Affairs

Supervisory and Managerial

20-24 Years

n

My performance appraisal was a one way conversation. From my supervisor to me. I was told what the rating would be prior to the evaluation. There was not one encouraging word during the appraisal about my work. My work was the highest achieved in the department; financiallly, customer service, and goal achievement. The supervisor used the appraisal period as a time to dismiss the staff and to threaten management.

Cultural Affairs

Supervisory and Managerial

20-24 Years

n

In being fair to all, there is a need for improvement to the current performance evaluation process. There should not be retaliatory acts toward an employee just because they voice their concerns, defend the city processes or disagree with how their superiors handle or discuss certain situations that the employee feel are wrong and unfair. They'll take offense and use the performance evaluation as a retalitory tactic. Majority of employees are loyal, work very hard and will defend any derogatory remarks against city staff and processes. In return, employees find this will cause retaliation from some managers. In an orderly and professional manner, employees should feel free to voice thier opinions without retalitory tactics, especially when they are voiced in a professional and orderly manner. Everyone working for the City are adults and should be treated as adults.

Cultural Affairs

Professional and Technical

5-9 Years

n

The problem is not with the Superviser.But being told that we can not get higher than a 3 out of 5 rating with out taking money out of my co workers pocket.and being told by my Super that he would have liked to a rate us higher. But was told to rate every one fully successful. I just finish a customer service class given by the city. I try my best to give the people of dallas and there visitors the best service I can. Is the city giving there best customer service to there employees? Lets practice what we preach.

Cultural Affairs

Professional and Technical

15-19 Years

n

This performance evaluation model looks great on paper until you incorporate the bell curve which shifts the focus back to the organizational budget rather than having anything to do with a fair assessment of an employee's job performance. I have witnessed how this system tears down positive attitudes and morale within great work teams which have taken years to build. Ultimately this system breeds mediocrity as employees have no real incentive for improvement, due to the fact that they know the City's upper management is only interested in the bottom line (and their own individual bottom lines) rather than valuing employees who provide dedicated service. If the budget is fixed, perhaps it would be more honest and less insulting if all employees across the board receive a 3% or 5% increase (or whatever is available in the budget) EXCEPT for those employees who truly do need to improve their caliber of service. For managers who have multi-talented high performance staffs, this business of forcing supervisors to

Customer Service

Administrative

20-24 Years

n

The process needs a complete overhaul. I think a lot of the problems are driven by the perceptions (right or wrong) about the influence of the "bell curve." There is also not enough time given to establishing real performance goals. Goals are extremely subjective when they do not have to be. Finally, the batch approach to rating employees is a real constraint on the process.

Customer Service

Supervisory and Managerial

1-4 Years

p

excellent!!!

Dallas Fire-Rescue

Operational and Field

1-4 Years

i

I received an overall rating of Superior, which is normally 6% and for some reason it was changed to 5%. I'm not sure of the reasoning and did not w ant to appeal or fight over 1%..but why?

Dallas Fire-Rescue

Operational and Field

10-14 Years

n

Someone changed some points on my appraisal. It have been addressed by the Chief .

Dallas Fire-Rescue

Administrative

10-14 Years

n

What's the purpose of supervisor(s)evaluating their employee's performance as superior or above if higher management is just going to knock it down to Fully Successful? What a great boost to employee morale. I find this process a waste of City time and a major discouragement for employee's to want to excel in their jobs.