Town of Princeton

4.A.5 Call-back pay:

• All Fire Department employees shall receive a minimum of one (1) hours pay when called to respond to a fire or medical emergency.
• Highway and Police regular full time employees who are recalled to work from off duty hours shall receive three (3) hours call-back pay. If called back a second time during the first three (3) hour call back period, the employee will be entitled to only one call-back pay.

Section 5. Classification and compensation plan and performance review

A. Classification and compensation plan

5.A.1. The Personnel Board shall maintain a written job description for each position in the service of the Town covered by this policy consisting of a statement describing the essential functions of the position.

Whenever a new position is established, or the duties of an existing position are so changed that in effect a new position is created, the Department Head will notify the Town Administrator. Upon presentation of satisfactory, substantiating data, the Town Administrator will make a recommendation to the Personnel Board regarding the establishment of a new job description for such new or changed position.

The job description title of each position shall be the official title of such position and of each incumbent of such position, and shall be used to the exclusion of all others on payrolls, budget estimates and other official records and reports pertaining to the position.

There shall be a position classification plan for all employees subject to this policy, based on similarity of duties performed and the responsibilities assumed so that the same qualifications may be reasonably required for, and the same schedule of pay may be equitably applied to, all positions in the same grade.

B. Performance evaluation

5.B.1. The Town of Princeton, recognizing the need for a comprehensive employee evaluation system, has established the Performance Appraisal System for Managers and the Performance Appraisal System for Hourly Employees. The purpose of these systems is to provide:

• (1) a uniform means to fairly and accurately evaluate an employee’s performance in relation to agreed-upon objectives as well as an individual’s strengths, weaknesses and potential for growth;
• (2) encouragement and guidance of an employee’s development of his/her special skills and work interests;
• (3) a method for improving operational programs through employee input;