Town of Princeton
Personnel policy
the means to monitor the performance of probationary-period employees on a timely basis; and
the assurance that pertinent and relevant documentation is presented in support of annual, individual merit increase recommendations, if warranted, developed utilizing the current compensation plan salary grade guidelines. (Note: The cumulative total of all individual merit increase recommendations are subject to budgetary review by the Advisory Board and the Board of Selectmen and appropriation at the annual Town Meeting).
Employee performance evaluation is the continuing, day-to-day responsibility of the department head and the direct supervisor. Effective January 1, 2001, the performance year for the purpose of annual performance evaluation will be the calendar year, January 1st to December 31st .
At the end of the calendar year, a performance evaluation shall be prepared in accordance with the performance evaluation procedures. Certain seasonal employees and employees working less than eight (8) hours per week may be excluded from the annual performance review process at the discretion of management.
After department heads have completed and communicated all the evaluations for their department, they will prepare their salary recommendations for their department for the new fiscal year to be effective on July 1st. These recommendations will be submitted, based on a schedule to be determined by the town administrator, for inclusion in the next fiscal year’s budgeting process. New salaries, for the next fiscal year, will be finalized after review by the Advisory Board and the Board of Selectmen and appropriation at the annual Town Meeting.
Section 6. grievances
The intent of a grievance procedure is to reconcile employee grievances in an appropriate and effective manner. Participants in the process are expected to act appropriately and respect the grievance process which, under certain circumstances, will be carried out in compliance with the Open Meeting Law, Chapter 39, Section 23.
Employees having complaints concerning a disciplinary action or who feel they have been treated unfairly through the interpretation or application of a policy, rule or procedure, who have not been able to resolve the issue on an informal basis, may file a formal grievance.
Prior to initiating a formal grievance, an employee should try to resolve the issue by discussing it with his/her immediate supervisor. If an action by the immediate supervisor is the basis for the dispute, the employee may bypass the informal process and file the formal grievance. If the immediate supervisor and the department head are one in the same, follow Step 1A.