The purpose of performance appraisal is for a supervisor and an employee to have a candid discussion about performance expectations and actual performance. The employee's actual level of performance is compared to the expected level of performance using standards that were developed by the supervisor with input from the employee. This expected level of performance is to be derived from the department work plans that in turn reflect the City's goals and desired performance measurements.
Performance measurements show what outcomes have been achieved as a result of the individual and work unit activity. The comparison of actual performance with expectations and standards serves as a basis for recognizing accomplishments and planning for improvement where deficiencies are found. Performance appraisals may also be utilized in a progressive disciplinary process to resolve continuing poor performance.
Employees of the City of Minneapolis who have been employed for at least six months and who are:
Council approval: December 17, 1999, Council Action 1999A-1572
Department review: June 1, 2026
Performance appraisal is part of the comprehensive performance management process. Every supervisor is expected to conduct a formal performance appraisal at least once annually.
The performance appraisal is a documented conversation between supervisor and employee about the employee’s actual performance compared to the work expectations established at the beginning of the performance cycle, and an assessment of job-related behavior.
A formal performance appraisal review provides an opportunity to improve communication, recognize performance and individual accomplishments, outline development actions, and establish expectations for the coming year.
Every supervisor is expected to establish a set of work expectations and standards with input from their employees. It is the supervisor’s responsibility to establish regular ongoing conversations with their employees about their performance throughout the entire performance cycle.
The Chief Human Resources Officer or designee is responsible for the development, establishment, and maintenance of procedures to implement and support this policy, and to ensure the policy is in compliance with applicable laws, City ordinances, policies, and rules.
Employees – Comply with all aspects of the City of Minneapolis Performance Appraisal Policy and Procedures. Participate in all required aspects of performance management.
Chief Human Resources Officer – Develop, establish, manage, and modify procedures to implement and support the City of Minneapolis Performance Appraisal Policy to ensure compliance with applicable laws, City ordinances, policies, and rules. Work with Human Resources staff to provide resources and training to support this policy.
Department Heads – Comply with the City of Minneapolis Performance Appraisal Policy and procedures. Ensure that all managers, supervisors, and employees in their departments participate in a formal performance appraisal discussion at least annually. Take necessary action when performance appraisals are not being conducted in accordance with this policy.
Department Leadership – Comply with all aspects of the City of Minneapolis Performance Appraisal Policy and procedures. Ensure all managers, supervisors, and employees in their department participate in a formal performance appraisal discussion at least annually. Take necessary action when performance appraisals are not conducted in accordance with this policy.
For purposes of this policy, Department Leadership refers to a single department and includes, but is not limited to, the Department Head, Assistant or Deputy Director, Division Directors, managers, supervisors, etc. In the Police Department, Department Leadership includes, but is not limited to, sworn employees at the rank of Police Sergeant or higher and in the Fire Department sworn employees at the rank of Fire Captain or higher.
Learn more about performance management in the Human Resources section of CityTalk.
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