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De La Riondar� r CITY OF DELRAY BEACH 11111, EMPLOYEE PERFORMANCE EVALUATION 1993 2001 PARAMEDIC NOTE: Pursuant to federal regulation, absences designated as FMLA leave are not to be relied upon in assessing abiiityorin o orcouna�l PERFORMANCE FACTORS CHECK ONE: Please provide comments for all six Performance Factors. QUALITY/JOB KNOWLEDGE: ®Meets Expectations ❑ Does Not Meet Expectations Understands job requirements, demonstrates required job skills and technical knowledge as Comments: Paramedic DeLaRionda displays the knowledge, skills, it relates to position. Work product is timely and abilities consistent with the requirements of his position. He and accurate. attempts to continually improve his knowledge and is presently studying to take the 2014 Driver / Engineer exam. JUDGMENT AND COMPLIANCE WITH ®Meets Expectations ❑ Does Not Meet Expectations POLICIES: Decision-making and problem- Comments: Paramedic DeLaRionda displays good decision making solving abilities. Complies with rules, policies skills He can be counted on with any task and requires little and procedures as described in the department guidance. He follows policies without incident. and City's policies. PRODUCTIVITY AND RELIABILITY: ®Meets Expectations ❑ Does Not Meet Expectations Produces acceptable volume of work and meets Comments: Paramedic DeLaRionda completes tasks as assigned commitments. Does not use excessive sick and gets daily job tasks accomplished without prompting. He should time (excludes FMLA covered time). attempt to reduce sick time usage. CUSTOMER SERVICE: Ability to get along ®Meets Expectations ❑ Does Not Meet Expectations with both internal and external customers. Comments: Paramedic DeLaRionda always has a positive attitude and is eager to learn new disciplines. All station officers on A shift have reported positive comments. He gets along well with all crew members and displays a respectful and appropriate relationship with patients and the general public. SAFETY: Committed to working safely; uses ®Meets Expectations ❑ Does Not Meet Expectations personal safety equipment appropriately; Comments: Paramedic DeLaRionda follows established safety follows safety rules and regulations. guidelines and did not have any reportable incidents during this rating period INITIATIVE AND FLEXIBILITY: Self- ®Meets Expectations ❑ Does Not Meet Expectations starting ability, resourcefulness, and creativity Comments: Jon has an excellent work ethic and sets a good as applied to the duties of the position. Open to example for others. He performs all assigned duties in a timely change, new ideas and responsibilities. manner and doesn't require (rompting to get daily tasks Handles pressure and adjust plans to meet accomplished. He should be commended on his initiative to take changing needs. several classes in 2013 to meet the requirements to become a member of the South Florida Task Force 2 USAR Team. DOES THE EMPLOYEES OVERALL N YES ❑ NO PERFORMANCE MEET EXPECTATIONS? (Overall rating is "NO" if employee received a -total of 2 or more " Does Not Meet Expectations" rating in any category). Note: An employee whose overall performance "Does Not Meet Expectations" is not eligible for a merit increase and employee will be placed on a performance Improvement plan follow-up evaluations conducted every (30) days. Formulate with the employee his/her performance goals for the next rating period. State how often you will review his/her progress and what training or assistance you will provide to help this employee reach his/her goals. The employee is responsible to schedule the review session with the evaluator. TO BE COMPLETED BY EMPLOYEE: Answer the following questions and return this form to your supervisor. MAJOR ACCOMPLISIIMENT(S): What performance goals have you achieved during this rating period? A major accomplishment is finishing up all of my special of becoming a deployable member of FLUSAR Task Force certifications and am currently in the EMPLOYEE DEVELOPMENT: What specific training or work assignments have you provided for other employees to develop their knowledge and skills? I have helped train new recruits on emergency vehicle operations. I also helped train new recruits on vehicle extrication. SUPPORT NEEDED: What type of guidance or other support do you need from your supervisor to improve your performance during the next rating period? The guidance I receive now is adequate. SELF -DEVELOPMENT: What methods/programs/courses, etc. are you using to keep abreast of new developments in your field? I continue to train when at work on different disciplines in order to keep skills up to par. I would like to attend new classes in order to further educate myself and be a valuable person to the department. I would also like to see the ALS Competition Team attend Fire Rescue East and Clincon as well as other area EMS competitions but due to the new budget it will be unlikely we will be attending or competing. CITY OF DELRAY BEACH - EMPLOYEE PERFORMANCE EVALUATION PARAMEDIC EMPLOYEE. I have reviewed the evaluation and it has been discussed with me. I have been encouraged to make comments. I' I understand that my signature does not imply agreement with the evaluation. Employee Name (please print): _Jonathan DeLaRionda ff M Employee's Signature Date: I� f V Z j'I EMPLOYEE COMMENTS*' s srt ere t m mg about tFie tune igot ca e om Mary Black saying DBFR would like to offer me a position, 1 can't help but think about how excited I was that day knowing my career was starting. I am very thankful that DBFR gave me the opportunity to start my career. I am also very thankful that DBFR paid for my remaining special ops classes so I can pursue a position with FLUSAR Task Force 2 and represent DBFR. But as I progress with my career and train alongside other firefighters from different departments, I can't help but wonder why our department does things the way they do. I look at our training budget for example and see that an x amount of dollars is not spent due to a good percentage of our personnel opting to not take any classes. And that is possibly due to personnel not wanting to do so many shift swaps in order to attend a class. For example Joey Cafone and I would like to attend the IRTB and Prevention and Response to Suicide Bombing Incidents. If the department does not approve our request to have away with pay that would require 5 24 hr. shift swaps and we would not be able to attend the class. I believe that if our department implemented an x number of hours away with pay per budget year in order for personnel to attend class (and only class, cannot be used for anything else and must provide proof, must also be job related) you will see a greater number of personnel attend training classes and be a valuable asset to this department. Also this may help with our morale due to the fact that the department is investing in the employees which seem to be lacking at this time. By not investing in employees, the motivated ones will seek employment with a department that does invest in its employees. Another comment I would like to make is that there is very little tradition at our department compared to others and that's upsetting because this job is all about keeping up the tradition. For example our recruit classes don't have any plaques or mottos for their class, there are no ceremonies for putting new apparatus into service, coffee and cake for our retirees? why not do a bbq and invite all of the department to come, our stations don't have mottos or logos, or having engine company or rescue company over the garage doors, we don't have an honor guard, and we don't have American Flags on all apparatus or a 9/11 never forget sticker on all our apparatus. It would be nice to see tradition brought back to our department. The awards committee did an absolute fantastic job with the ceremony last year and I hope we do that again for the new recruits and recent promotions. We should also recognize firefighter of the year, call of the year and civilian of the year. There are also plenty of old photos laying around that we could put up in our stations or "houses" to see where we were back in the day till now. I will comment on this too, our vehicle maintenance. As a mechanically inclined individual, I despise stuff not working right. Unfortunately, a good portion of our fleet is like that. For example medic 0864 (med 5), the patient compartment vehicle mounted A/C hasn't worked correctly since I started back in November of 2011. That's been 3 years now and the garage is aware of that problem but fails to fix it. There are emergency lights on the exterior that don't work properly but are never replaced. Another example is some of our trucks the steering alignment I so far off that the moment you let go of the steering, the truck wants to go -hard left or right, and it just came back from PM! I could go on and on. Why isn't the garage actually going over the vehicle bumper to bumper and actually fixing problems instead of just changing oil and putting the truck back in service. There should be more oversight on our trucks. Finally, I hope our department alongside PD pursues the SWAT Medic program. It would be a great opportunity for PD and FD to work alongside together. I personally would try out for a spot. I am not trying to be a disgruntled employee, I feel though I am a motivated individual and a hard worker. But it gets tough sometimes. And I will end with this, why doesn't our upper management ever come out to the stations and have lunch or dinner or just stop by to see how we and our families are doing? Just a thought. DISCUSSION PRIORITY#I: Pass DE Exam this year OBJECTIVE: Practice at work by going over procedures and pressures and pumping. OBJECTIVE: Listen and learn from the DE and take their advice, study materials PRIORITY#2: Complete College Degree OBJECTIVE: Enroll in classes OBJECTIVE: Enroll in Fire Officer Classes EVALUATOR: I have discussed this performance evaluation with the employee Name (Printed) "f K Z)e,,k f iJ'I""O ' Title: P\ T '�, I V -C Signature: r i Date: / r721 BATTALION CHIEF: Name (Printed) P�> / (r 1 t n Date: Signature: r ASSISTANT C F: Ke✓I C" V't, Name (Printed) Signature: r Date: ) d.2C, /I _ FIRE CHIEF: Name (Printed)hq 0 Yl Yl Signature: ll t6 Date: 101 v C)��7 CITY OF DELRAY BEACH EMPLOYEE PERFORMANCE EVALUATION ARAMEDIC PeLl vmm..Clii N dml NOTE Pursu nt edera assessing an employee's attendance/reliability, or in otherwise disciplining or counseling the employee. PERFORMANCE FACTORS QUALITY/JOB KNOWLEDGE: Understands job requirements, demonstrates required job skills and technical knowledge as it relates to position. Work product is timely and accurate. JUDGMENT AND COMPLIANCE WITH POLICIES: Decision-making and problem - solving abilities. Complies with rules, policies and procedures as described in the department PRODUCTIVITY AND RELIABILITY: Produces acceptable volume of work and meets commitments. Does not use excessive sick time (excludes FMLA covered time). CHECK ONE: Please provide comments for all six Performance Factors. ®Meets Expectations ❑ Does Not Meet Expectations Comments: PM De La Rionda has a good grasp of his job and goes above and beyond his assigned tasks while at the station. He has taken multiple special operations classes to increase his knowledge. ®Meets Expectations ❑ Does Not Meet Expectations Comments: Jon uses good judgment on calls and can be counted on to do the right thing. ®Meets Expectations ❑ Does Not Meet Expectations Comments: PM De La Rionda used 48 hours sick time last year and had no tardies or other issues. He is consistently early to work and works hard in the station. . CUSTOMER SERVICE: Ability to get along ®Meets Expectations ❑ Does Not Meet Expectations with both internal and external customers. Comments: PM De La Rionda exhibits a caring and concerned approach to his interaction with citizens and his coworkers. to working safely; uses ®Meets Expectations ❑ Does Not Meet Expectations personal safety equipment appropriately; I Comments: Jon has not had any work related injuries this year and follows safety rules and regulations. uses sound judgment when using tools while on duty AND FLEXIBILITY: Self- XMeets Expectations ❑ Does Not Meet Expectations starting ability, resourcefulness, and creaCrvity Comments: My observations, as well as other captains has shown as applied to the duties of the position. Open to that Jon can handle the stressors of our job very well. He is very change, new ideas and responsibilities, resourceful and can approach problems in a systematic way to solve Handles pressure and adjust plans to meet them. changing needs. DOES THE EMPLOYEES OVERALL M YES ❑ NO PERFORMANCE MEET EXPECTATIONS? (Overall rating is "NO” if employee received a total of 2 or more " Does Not Meet Expectations" rating in any category). P EMPLOYEE NAME: Jonathan De La Rionda EMPLOYEE# 209160 POSITION: Paramedic GRADE: 223 DEPARTMENT: Fire SICK HOURS USED: 48 TARDIES: 0 PERIOD: 11/07/12 —11/07/13 TYPE: ANNUAL M PROBATIONARY ❑ REVIEW a ,... WAA1 e to.n„o gyro not to be reli d unon in NOTE Pursu nt edera assessing an employee's attendance/reliability, or in otherwise disciplining or counseling the employee. PERFORMANCE FACTORS QUALITY/JOB KNOWLEDGE: Understands job requirements, demonstrates required job skills and technical knowledge as it relates to position. Work product is timely and accurate. JUDGMENT AND COMPLIANCE WITH POLICIES: Decision-making and problem - solving abilities. Complies with rules, policies and procedures as described in the department PRODUCTIVITY AND RELIABILITY: Produces acceptable volume of work and meets commitments. Does not use excessive sick time (excludes FMLA covered time). CHECK ONE: Please provide comments for all six Performance Factors. ®Meets Expectations ❑ Does Not Meet Expectations Comments: PM De La Rionda has a good grasp of his job and goes above and beyond his assigned tasks while at the station. He has taken multiple special operations classes to increase his knowledge. ®Meets Expectations ❑ Does Not Meet Expectations Comments: Jon uses good judgment on calls and can be counted on to do the right thing. ®Meets Expectations ❑ Does Not Meet Expectations Comments: PM De La Rionda used 48 hours sick time last year and had no tardies or other issues. He is consistently early to work and works hard in the station. . CUSTOMER SERVICE: Ability to get along ®Meets Expectations ❑ Does Not Meet Expectations with both internal and external customers. Comments: PM De La Rionda exhibits a caring and concerned approach to his interaction with citizens and his coworkers. to working safely; uses ®Meets Expectations ❑ Does Not Meet Expectations personal safety equipment appropriately; I Comments: Jon has not had any work related injuries this year and follows safety rules and regulations. uses sound judgment when using tools while on duty AND FLEXIBILITY: Self- XMeets Expectations ❑ Does Not Meet Expectations starting ability, resourcefulness, and creaCrvity Comments: My observations, as well as other captains has shown as applied to the duties of the position. Open to that Jon can handle the stressors of our job very well. He is very change, new ideas and responsibilities, resourceful and can approach problems in a systematic way to solve Handles pressure and adjust plans to meet them. changing needs. DOES THE EMPLOYEES OVERALL M YES ❑ NO PERFORMANCE MEET EXPECTATIONS? (Overall rating is "NO” if employee received a total of 2 or more " Does Not Meet Expectations" rating in any category). Note: An employee whose overall Performance `Does Not Meet Expectations" is not eligible for a merit increase and employee will be placed on a Performance Improvement Plan follow-up evaluations conducted every (30) days. Formulate with the employee his/her performance goals for the next rating period. State how often you will review his/her progress and what training or assistance you will provide to help this employee reach his/her goals. The employee is responsible to schedule the review session with the evaluator. TO BE COMPLETED BY EMPLOYEE: Answer the following questions and return this form to your supervisor. MAJOR ACCOMPLISHMENTWhat performance oals have you achieved during this raring period? I have successfully passed my probationary year. EMPLOYEE DEVELOPMENT: What specific training or work assignments have you provided for other employees to develop their knowledge and skills? By attending various classes, I have been able to share the knowledge I learned at these classes and show other employees what I learned. For example, by attending the VMR Tech Level Training, I have been able to show other employees that have not had this training the different methods of cribbing and performing extrication on vehicles that have been involved in roll over and different scenarios. SUPPORT NEEDED: What type of guidance or other support do you need from your supervisor to improve your performance during the next rating period? The support I receive from my supervisor allows me to further my knowledge in our field of work. I receive sufficient support from my supervisors. SELF -DEVELOPMENT: What methods/programs/courses, etc. are you using to keep abreast of new developments in your field? I continue to enroll and attend classes to learn new things about fire rescue. CITY OFDELRAYBEACH - EMPLOYEE PERFORMANCE EVALUATION PARAMEDIC EMPLOYEE: I have reviewed the evaluation and it has been discussed with me. I have been encouraged to make comments. I understand that my signature does not imply agreement with the evaluation. Employee Name (please print): Jonathan De La Rionda Employee'sSignaturel. aca.LbeZa&ordaDate:10/26/2013 EMPLOYEE COMMENTS: Click here to enter text. W cjv� DISCUSSION ON FUTURE PERFORMANCE GOALS: PRIORITY#I: Complete all Special Operations at the Tech Level Classes OBJECTIVE: Enroll and attend classes at the academies OBJECTIVE: Obtain Dive Rescue Certification PRIORITY#2: Complete Fire Science and EMS AS Degree OBJECTIVE: Enroll and attend various academic classes to earn A.S Degree OBJECTIVE: By completing classes I will be gain more knowledge and be able to be eligible for promotions in The future. EVALUATOR: I have discussed this performance evaluation with the employee. Name (Printed) Signature: BATTALION CHIEF: Name (Printed) V I L .toN Title: G� r Date: "11L//3 Signature: Date: 4 1 / ASSISTANT CHIEF Name (Printed) 1&i, l _ .E'Lp, Signature: G 6, A2:= Date: FIRE CHIEF: Name (Printed) C9 h yl �O�/V/,� Signature: Date: FILE CITY OF DELRAY BEACH EMPLOYEE PERFORMANCE EVALUATION (P A R A MRT)TC ) pwr Rlwq 2W; EMPLOYEE NAME: Jonathon De La Rionda EMPLOYEE# 209160 POSITION: Paramedic GRADE: 223 DEPARTMENT: Fire SICKHOURSUSED: d TARRIES: BE nEw PER70D• 11 /07111 —11 /07/12— _ TYPE: ANNUAL ❑ PROBATIONARY ® 12Month NOTE: Pursuant to federal regulation, absences designatea as i mLA Leave are not io oe reueu upun kn assessing an employee's attendance/reliability, or in otherwise disciplining or counseling the employee. PERFORMANCE FACTORS CHECK ONE: Please provide supporting comments for any category rated "Does Not Meet Expectations." 1. QUALITY/JOB KNOWLEDGE: ®Meets Expectations[] Does Not Meet Expectations Understands job requirements, demonstrates Comments: Paramedic DeLaRionda has completed his probationary required job skills and technical knowledge as year and always displays knowledge, skills, and abilities relative to it relates to position. Work product is timely his time on the department. He is never hesitant to ask questions and accurate. and is always wanting to learn. 2. JUDGMENT AND COMPLIANCE WITH ® Meets Expectations ElDoes Not Meet Expectations POLICIES: Decision-making and problem - Comments: Jon consistently follows policies and procedures and solving abilities. Complies with rules, policies and procedures as described in the department continues to review these policies. and City's policies. 3. PRODUCTIVITY AND RELL4,BHdTY: ®Meets Expectations Does Not Meet Expectations Produces acceptable volume of work and meets commitments. Does not use excessive sick Comments: Jon completes tasks as assigned and displays initiative in time (excludes FMLA covered time). getting daily job tasks accomplished without prompting. 4. CUSTOMER SERVICE: Ability to get along NMeets Expectations El Does Not Meet Expectations with both internal and external customers. Comments: Jon gets along well with all crew members and displays a respectful and appropriate relationship with patients and the general public. 5. SAFETY: Committed to working safely; uses NMeets Expectations El Does Not Meet Expectations personal safety equipment appropriately, follows safety rules and regulations. Comments: Jon follows all safety rules and guidelines and did not have any preventable accidents during the rating period. 6. INITIATIVE AND FLEXIBILITY: Self- NMeets Expectations El Does Not Meet Expectations starting ability, resourcefulness, and creativity as applied to the duties of the position. Open to Comments: Jon consistently volunteers for projects and events change, new ideas and responsibilities. beyond the minimum job requirements. He always displays a Handles pressure and adjust plans to meet positive attitude. changing needs. DOES THE EMPLOYEES OVERALL ® YES ❑ NO PERFORMANCE MEET EXPECTATIONS? (Overall rating is "NO" if employee received a total of 2 or more " Does Not Meet Expectations" rating in any category). I Note: An employee whose overall. neriarmance "Does Not Meet Expectations" is not eligible for a merit increase and employee"will be ' placed on a Performance Improvement Plan follow-up evaluations conducted every (30) days. Formulate with the employee his/her performance goals for the nest rating period. State how often you will review his/her progress and what training or assistance you will provide to help this employee reach his/her goals. The employee is responsible to schedule the review session with the evaluator. TO BE COMPLETED BY EMPLOYEE: Answer the following questions and return this form to your supervisor. MAJOR ACCOMPLISHMENT(S): What performance goals have you achieved during this rating period? Performance goals that I have achieved during this rating period are successfully completing all the Probation Training Modules. EMPLOYEE DEVELOPMENT: What specific training or work assignments have you provided for other employees to develop their knowledge and skills? Specific training that I provided for other employees were reviewing EMS Protocols as well as reviewing the SCBA. SUPPORT NEEDED: What type of guidance or other support do you need from your supervisor to improve your performance during the next rating period? The guidance that I receive from my supervisor is more than sufficient. SELF -DEVELOPMENT: What methods/programs/courses, etc. Are you using to keep abreast of new developments in your field? As I complete the probation period, I will be taking and completing courses at Palm Beach State to finish my EMS Degree as well as taking courses to complete my Fire Science Degree. CITY OFDELRAYBEACH - EMPLOYEE PERFORMANCE EVALUATION (PARAMEDIC) EMPLOYEE: I have reviewed the evaluation and it has been discussed with me. I have been encouraged to make comments. I understand that my signature does not imply agreement with the evaluation. Employee Name (please print):JonJon^� eLLa Employee's Signature_ EMPLOYEE Click here to enter text. I am very pleased to have successfully passed probation. PRIORITY#1: Continuing education OBJECTIVE: Enroll in classes at the college to finish Fire Science and EMS Degree OBJECTIVE: Attend conferences to see new developments in our field of work PRIORITY#2: Continually improve knowledge of department policies and procedures OBJECTIVE: Review SOGs on a daily basis OBJECTIVE: EVALUATOR: have discuss this performance evaluation with the employee. Name(Printed�5% f / �7 �.v .l Title: Signature: — Date: o SUPERVISOR: Name (Printed)`G t / Date: Signature: DEPAR HEAD: Name (Printed ` I t° (B n No1� Sigpature: Date: Monthly Employee Performance Journal Employee Jonathan DeLaRionda Position Paramedic Supervisor Crista Mockenhaupt Division Fire Operations Date Journal Entry 11/7/2012 See attached review attachments — C. Mockenhaupt 11/4/2012 Jon has completed his paramedic step program and his probationary period. He is well liked and respected by his peers. He has an excellent work ethic and I am confident he will be a positive asset to this organization. — C. Mockenhaupt Click here to enter text. Click here to enter text. Click here to enter text. Click here to enter text. Click here to enter text. Employee Signature Dateupervisor igna Date DELRAY BEACH FIRE-RESCUE DEPARTMENT EMPLOYEE PERFORMANCE FORM V Employee Name: ,J- Cu- /[ I�.,+r/. Date:l l/2/2012 Division/Battalion• Job Title: le?14 Date of Activity: w Z Description of Activity: _Assisted with the presentation of fire safety month to local students by demonstrating how to wear bunker gear, spraying the fire hose, and showing the fire department apparatus. Comments/Recommendations: This assistance is invaluable to the knowledge and safety of the youth that reside in Delray Beach. Employee Signature: Date: Supervisor Signature: tY� Date % z This form is not intended to be used for disciplinary purposes. It is intended to document employee performance both positive and negative as a part of employee development. Provide copies to Employee. i Rev. 8/10 dk DELRAY BEACH FIRE DEPARTMENT PERFORMANCE REVIEW Jonathan De La Rionda Employee 209160 Employee Number From: 11/07/2011 To: 08/07/2012 Tnh Title & Code: Paramedic 220 Department: Fire Division: Operations 2315-526 Hire Date: 11/07/2011 Position Date: 11/21/2011 TYPE OF RATING: Annual - Probationary I X 3 Month 6 Month 9 Month X 12 Month I Prmm�tinnal 3 Month 6 Month 9 Month 12 Month TO BE COMPLETED BY EMPLOYEE: Answer the following questions and return this form to your supervisor. MAJOR ACCOMPLISHMENT(S): What performance goals have you achieved during this rating period? Performance goals that I have achieved during this rating period is learning the SOGs of the department and continuing reviewing the Probation Modules. EMPLOYEE DEVELOPMENT: What specific training or work assignments have you provided for other employees to develop their knowledge and skills? Specific training that I have provided for other employees is reviewing the new protocols and reviewing the new STAT Pack. SUPPORT NEEDED: What type of guidance or other support do you need from your supervisor to improve your performance during the next rating period? I feel that the guidance and support I receive from my supervisor is exceptional. SELF -DEVELOPMENT: What methods/programs/courses, etc. are you using to keep abreast of new developments in your field? Programs that I am using to keep abreast of new developments in our field of work are by being a team member of our ALS Competition Team and by attending Clincon 2012. By attending Clincon and other conferences, we are able to see first-hand what new developments are being introduced to our field and how they will impact us. I will also begin taking courses at the College to finish my Fire Science and EMS Degree. TO BE COMPLETED BY SUPERVISOR: DEMONSTRATED PERFORMANCE FACTORS: Place a "0, 1 or 2" in the box ( [ ] ) to indicate performance. A "0" indicates "needs improvement," a "1" indicates an acceptable level, and a "2" indicates performance strengths. Multiply number in box by the priority number and place results in the space to the left of the _ priority number Then add up all of the points for a total number of overallpooi� and nlac tl is resulting score in the space at the left end of the priorities. Priority Perfona Points Rankin Factor ;OST CONTROL: Extent to which employee keeps costs to a minimum, onsistent with effective operation. G, )RGANIZING ABILITY: Effectiveness in planning the activities upervised. E ?FFECTIVENESS IN DEALING WITH PEOPLE: Extent to which ;mployee cooperates with and effectively influences people whom he/she ;ontacts. D, E, F ?ERSONAL EFFICIENCY: Speed and effectiveness in performing duties Ielegated to employee.B, C, F, G TOB KNOWLEDGE: Extent of job information and understanding possessed by employee (Refer to job description) A, C, E, F JUDGMENT: Extent to which decisions and actions are based on sound reasoning and weighing of outcomes. F INITIATIVE: Extent to which employee is a self-starter in attained objectives of job. E, F, G JOB ATTITUDE: Amount of interest and enthusiasm shown in work. A, B, C, D,E,F DEPENDABILITY: Extent to which employee can be counted on to carry out instructions, be on the job and fulfill responsibilities. D, E, F C 19119 22 I1 2 28 14 2 34 17 2 ;OST CONTROL: Extent to which employee keeps costs to a minimum, onsistent with effective operation. G, )RGANIZING ABILITY: Effectiveness in planning the activities upervised. E ?FFECTIVENESS IN DEALING WITH PEOPLE: Extent to which ;mployee cooperates with and effectively influences people whom he/she ;ontacts. D, E, F ?ERSONAL EFFICIENCY: Speed and effectiveness in performing duties Ielegated to employee.B, C, F, G TOB KNOWLEDGE: Extent of job information and understanding possessed by employee (Refer to job description) A, C, E, F JUDGMENT: Extent to which decisions and actions are based on sound reasoning and weighing of outcomes. F INITIATIVE: Extent to which employee is a self-starter in attained objectives of job. E, F, G JOB ATTITUDE: Amount of interest and enthusiasm shown in work. A, B, C, D,E,F DEPENDABILITY: Extent to which employee can be counted on to carry out instructions, be on the job and fulfill responsibilities. D, E, F Priority Perform Points Rankine Factor 8 8 i t 1 36 18 2 20 10 2 18 9 2 30 15 2 10 5 2 12 6 2 8 4 2 2 1 2 2 2 1 ,REATIVITY: Extent to which originality, alertness, initiative and pagination are exhibited in employee's work; refers to employee's efforts develop and suggest improvements and ideas. E, G ADAPTABILITY: Extent to which an employee is flexible to meet new ituations with confidence and adjust to new methods without difficulty. WORK QUALITY: Extent of which the employee's production has an Lcceptable error rate or otherwise has the acceptable degree of precision, accuracy or detail; errors and deficiencies are corrected within a specified >eriod. A, D, F JdORK QUANTITY: Employee's work assignments are completed within he required time period. Where work involves continuous processing, the amount of work completed meets expected levels. A, B, C WORK RULES AND INSTRUCTIONS: Employee follows established work rules and procedures. C, D, F SAFETY: Employee follows all verbal and posted safety rules, employee has not had preventable accidents. B, C, D, F PRODUCTIVE USE OF TIME: Employee gives full attention to completion of work; employee is not idle or distracted. A, B, C, G PUNCTUALITY: Employee shows conscientiousness in reporting for duty on time; employee has not been tardy for duty. D ATTENDANCE USE: Employee shows conscientiousness regarding excessive sick leave and absences without leave. Sick leave used: INCIDENTS:_0 HOURS: - 0 - ATTENDANCE REPORTING: Employee follows proper reporting procedures regarding sick leave, tardiness and/or absences without leave. PROMOTABILITY: Extent to which the employee adapts to an "Out -of - Classification" capacity. TOTAL OVERALL POINTS 368 SUPERVISOR'S COMMENTS: Paramedic DeLaRionda has completed 9 months of his probation as a DBFR firefighter paramedic. He has completed his paramedic step training program and is on schedule with his probationary training. STRONG POINTS: Paramedic DeLaRionda is a conscientious employee and gets along well with all crew members. Hecontinuesto display good patient care and his knowledge of DBFR policies, procedures, and urotocols continues to improve. He displays initiative in getting daily job tasks accomplished without PRINCIPLE AREA(S) TO BE IMPROVED: Paramedic DeLaRionda's knowledge continues to improve during this probationary period. He should continue to review EMS protocols, SOGs and review maps for zone familiarization. OVERALL PERFORMANCE LEVEL: check the category that best describes this employee's work performance. COMMENDABLE: Performance is consistently at a level which exceeds expectations. X COMPETENT: Performance is at an acceptable, typical level; employee fully meets the requirements of the job description. NEEDS IMPROVEMENT: Performance has fallen below what is acceptable; such improvement is crucial to having the job performed properly. Merit Increase —n/a— (See Table 2 in the Performance Review Manual) (IF "NEEDS IMPROVEMENT" IS CHECKED, ATTACH A STATEMENT GIVING DETAILS TO THE FOLLOWING:) I. Explain the specific area(s) of unacceptable performance. 2. What standard(s) do you consider acceptable, and what must the employee do to meet your expectations? 3. What specific training, education or other assistance will you provide for this employee to improve? 4. What action will be taken if this employee does not improve? Supervisor (Print) Superviso 's Signaf&e Date �� (Z Re ewer (Print) Revi er's Si ature Date PERFORMANCE GOALS Formulate with the employee his/her performance goals for the next rating period. State how often you will review his/her progress and what training or assistance you will provide to help this employee reach his/her goals. The employee is responsible to schedule the review session with the evaluator. Review Date PRIORITY#1: Successfully pass the probation training modules OBJECTIVE: Continue practicing modules with mentor and/or station captain OBJECTIVE: Learn Dept. SOGs OBJECTIVE: During down time at the station, I will continue to review SOGs of the department. OBJECTIVE: By learning SOGs, there is a better understanding of how different calls are handled and what procedures to follow for certain situations. PRIORITY#3: Zone Familiarization OBJECTIVE: By becoming more familiar with zones, it helps with response times. Also, it allows a better understanding of how the city is laid out and how you can get to different areas of the city by different routes. OBJECTIVE: Utilizing map books and driving on off days to different areas of the city and by different routes. EMPLOYEE'S COMMENTS: It is an absolute honor to be a part of this department. I have learned so much during my probation and I am very eager to learn more as I continue my career at Delray Beach Fire Rescue. Are there difficulties in your job which you would like to see improved? If so, what would you Eke to see improved? There are no difficulties at this time. I have read this review. I have had the opportunity to discuss my work with my supervisor and understand that a copy is available upon request. I realize that my signature on this review form does not mean that I agree with the review. I may submit a written appeal regarding this performance review by following the procedures outlined in the applicable sections of the City of Delray Beach Personnel Policies or applicable articles of the Collective Bargaining Agreement. e's signature DA Fire Chief's signature Date Rev. 8/10 dk DELRAY BEACH FIRE DEPARTMENT PERFORMANCE REVIEW Jonathan De La Rionda Employee, 209160 Employee Number From: 11/07/2011 To: 05/07/2012 Job Title & Code: Paramedic 220 Department: Fire Division: Operations 2315-526 Hire Date: 11/07/2011 Position Date: 11/21/2011 TYPE OF RATING: Annual Probationary I X 13 Month 6 Month X 9 Month 12 Month Promotional I 13Month 6 Month 9 Month 12 Month TO BE COMPLETED BY EMPLOYEE: Answer the following questions and return this form to your supervisor. MAJOR ACCOMPLISHMENT(S): What performance goals have you achieved during this rating period? Goals that I have achieved during this rating period include enhancing my patient assessment skills during the STEP program. I have also enhanced my fire ground skills with training from my Captain and through other training events. EMPLOYEE DEVELOPMENT: What specific training or work assignments have you provided for other employees to develop their knowledge and skills? Training that I have provided to other employees include going over EMS protocols and reviewing equipment on the Medic Unit. I also did a presentation of our Medic Unit's front line equipment to the Leadership Delray group. I presented equipment that we carry and how they help us perform life-saving interventions. I also assisted with the BFA Live Burn Training for the department. SUPPORT NEEDED: What type of guidance or other support do you need from your supervisor to improve your performance during the next rating period? I feel the support and guidance I receive from my Captain and from my STEP trainer are sufficient. SELF -DEVELOPMENT: What methods/programs/courses, etc. are you using to keep abreast of new developments in your field? Methods and programs that I am utilizing to keep abreast in my field of work include reading articles from Fire House magazines, reading articles from EMS Jane, successfully passing the HazMat state Test and getting involved with Delray Beach Fire Rescue ClinCon EMS Competition Team. TO BE COMPLETED BY SUPERVISOR: DEMONSTRATED PERFORMANCE FACTORS: Place a "0, 1 or 2" in the box ( [ ] ) to indicate performance. A "0" indicates "needs improvement," a "1" indicates an acceptable level, and a "2" indicates performance strengths. Multiply number in box by the priority number and place results in the space to the left of the priority number. Then add up all of the points for a total number of overall points, and place this resulting score in me space at the leftend of the priorities. Priority Perform Points Rankine Factor 3 3 1 7 7 1 16 16 1 12 12 1 40 20 2 19 19 1 a I J4' � 14 4- 17 17 17 1 COST CONTROL: Extent to which employee keeps costs to a minimum, consistent with effective operation. ORGANIZING ABILITY: Effectiveness in planning the activities supervised. E EFFECTIVENESS IN DEALING WITH PEOPLE: Extent to which employee cooperates with and effectively influences people whom he/she contacts. D, E PERSONAL EFFICIENCY: Speed and effectiveness in performing duties delegated to employee. B, C JOB KNOWLEDGE: Extent of job information and understanding possessed by employee (Refer to job description) A, C, E JUDGMENT: Extent to which decisions and actions are based on sound reasoning and weighing of outcomes. INITIATIVE: Extent to which employee is a self-starter in attained .objectives of job. E JOB ATTITUDE: Amount of interest and enthusiasm shown in work. A, B, C, D, E DEPENDABILITY: Extent to which employee can be counted on to carry out instructions, be on the job and fulfill responsibilities. D, E Priority Perforin Points Ranldn EA= 8 8 i t 1 18 18 1 20 10 2 9 9 1 30 15 2 10 5 2 12 6 2 8 4 2 2 1 2 2 2 1 ,REATIVITY: Extent to which originality, alertness, initiative and magination are exhibited in employee's work; refers to employee's efforts D develop and suggest improvements and ideas. E, ADAPTABILITY: Extent to which an employee is flexible to meet new ituations with confidence and adjust to new methods without difficulty. E rVORK QUALITY: Extent of which the employee's production has an acceptable error rate or otherwise has the acceptable degree of precision, accuracy or detail; errors and deficiencies are corrected within a specified )eriod. A, D WORK QUANTITY: Employee's work assignments are completed within he required time period. Where work involves continuous processing, the rmount of work completed meets expected levels. A, B, C WORK RULES AND INSTRUCTIONS: Employee follows established work rules and procedures. C, D SAFETY: Employee follows all verbal and posted safety rules, employee has not had preventable accidents. B, C, D PRODUCTIVE USE OF TIME: Employee gives full attention to completion of work; employee is not idle or distracted. A, B, C PUNCTUALITY: Employee shows conscientiousness in reporting for duty on time; employee has not been tardy for duty. D ATTENDANCE USE: Employee shows conscientiousness regarding excessive sick leave and absences without leave. Sick leave used: INCIDENTS:—O— HOURS: 0_ ATTENDANCE REPORTING: Employee follows proper reporting procedures regarding sick leave, tardiness and/or absences without leave. PROMOTABILITY: Extent to which the employee adapts to an "Out -of - Classification" capacity. ZVYIIT— TOTAL OVERALL POINTS SUPERVISOR'S COMMENTS: Paramedic DeLaRionda has completed 6 months of his probation as a DBFR firefighter paramedic. He has completed over half of his paramedic step training program and is on schedule with his training. STRONG POINTS: Paramedic DeLaRionda has displayed confidence leading all types of EMS calls. He gets along well with other crew members and interacts well with the public. He has a good knowledge of basic EMS and fire principles He continues to perform well with probationary training PRINCIPLE AREA(S) TO BE IMPROVED: Paramedic DeLaRionda's knowledge is continuing to improve during his probation. He should continue to study city maps to improve zone familiarization and review department SOGs. OVERALL PERFORMANCE LEVEL: check the category that best describes this employee's work performance. COMMENDABLE: Performance is consistently at a level which exceeds expectations. COMPETENT: Performance is at an acceptable, typical level; employee fully meets the requirements of the job description. NEEDS IMPROVEMENT: Performance has fallen below what is acceptable; such improvement is crucial to having the job performed properly. Merit Increase (See Table 2 in the Performance Review Manual) (IF "NEEDS IMPROVEMENT" IS CHECKED, ATTACH A STATEMENT GIVING DETAILS TO THE FOLLOWING:) 1. Explain the specific area(s) of unacceptable performance. 2. What standard(s) do you consider acceptable, and what must the employee do to meet your expectations? 3. What specific training, education or other assistance will you provide for this employee to improve? 4. What action will be taken if this employee does not im rove? 46C/61� latlp� Supervisor (Print) AerVignat&e Date �, c eviewer (Print) Date PERFORMANCE GOALS Formulate with the employee his/her performance goals for the next rating period. State how often you will review his/her progress and what training or assistance you will provide to help this employee reach his/her goals. The employee is responsible to schedule the review session with the evaluator. Review Date OBJECTIVE: r e vw4lj,, E/ s �4�-c,1S OBJECTIVE: CC, po,14at pk&". / Qy� , Are there difficulties in vour job which you would liketo see improved! Tf �n ha� ou like to see improved? I have read this review. I have had the opportunity to discuss my work with my supervisor and understand that a copy is available upon request. I realize that my signature on this review form does not mean that I agree with the review. I may submit a written appeal regarding this performance review by following the procedures outlined in the applicable sections of the City of Delray Beach Personnel Policies or applicable articles of the Collective Bargaining Agreement. Emp e's signature Date F& Chief s signature Date FrAwill r StiTi,i2%` °I C':1=:i2 17'1'�i%.tfF1';1?T l It.V+Gli'M/2_.("lR _1 don2ttian De I,:r TrIlPioye,v N9 - -- Employee\icn'oer From: l 110, ;2011 Job "line %ncdz_22----- Dei�artnu rt: ,_i� c, _ Hire Dale: 13 /07/2011 'I r : o?"./07/2017 raciosr;; "iii= 526 Position Date: I1/210011 TYPE OF RATING Annual 11 Io M „tl, 12 Month Probationary � 3 Month � o Mont 11 � rMonth �^ �-�; 12 Month Promotional 3 Month 6 Month 7 Mo t TO RT t!,MP11 cU 13) !.t;/1p1 O i'ER Answer the following questions and reill� dl�s form Lo yr,ir MAI)II, )II. !1 C( i NPLIMHN11 JT(S): Nhat pet � n name peals have you achieved during this _ � acing} iod" 1'erhmnance coal; that I ! ' w c :.urine tills l ,tin, period is sn(. c siully It: ng the l STEP lamer ir,mcdir t db,e pcu_, a better uMeraandi, < of zonew,. and the us(. of Idle neap hoc} quid a 1 _ter undcrslandu r -ad 1„io\aledge 6, de "arnnes I noHeics Iu�,rocrdine.s P',N P.I t �;y�ELOPMii :`P: NY!)at specif`le training or ll orh sig11:1”,ents 11 e Yo`provided for ou �r .n"aJln,' CS to develop tho _or hno�, ledge :,nd s]<.r-.ls? spe6tc training and wroi4 .ssiguraPnt, that t Piave rssisted it, and 1 iovidcd, for dle other employees to develop MCA knowledge ;and skills are icviewin.g'Ile uef\') MS protocol going over pacific Ine(jication dosages an ; ioutes of Kn int ,tering, revieWhlg ldluetoctll ission with t1'ie loll Monitor and wide the CPAP and dirt., ncbulizar „it. SU 'PORT 11 E1'M: ghat type of guidance or ole.r .,Tod do )an =1 byra your supervisor p toiiupro\�, rfomianceduringtheneatrafropenou. le suppr�i . r,url guidance that I receive m fron,, supervisor is e_-�_ optional and rill allow me to baiter inlyovc my performance, SELF -DEVELOPMENT: What methods/programs/courses, etc. are you using to keep abreast of new developments in your field? I am subscribed to differc�jt Flre/EMS magazines and journals to see what is developing in our field of work. I will resu ne taking Fire Science classes at the local college and I would also like to begin going to Fire/EMS conferences. 'l1P C O1',- ,PELTED liY SUPFJZ\-l`�OP: DE:�?ON, ITA I I -D PERFORMANCE PACTS tRS: P :cc a -0, J. or 2" in ibe br):� indi .tc p(-rforrnau, c. ,t "U' iiidicatcs ") eed< ilopl'ovelilL ul , T, i]14{ cates al lCCeptable h „el, a'r- �. a �`ln<`1e: 'i9E:1 orn trl.'L' 'engtl]:.. MO! ipl� number in box by iho priority numl-rr and pi csclts the . pace io 1-1. lets of the pri,,dty cumber. 'Then add up ;rll of the pointe for at, .I nun,br, C)'' pointy., 1 ncc this re:.al[ing score in the sp,Icc at the left end oftlic priori', Ptiutity Pert gnu Poiu15 �is9�i� FICI'r COST CONTROL: Exten, to which uployee keeps costs to a mininnun. consiste rt°ith effective operation. J J ORGANI:'.l_' G ABII,I I Y: f?ffectiveness in plannint il.le activities supervised. 7 _7 1. EFFEC7 i'i "FSS IN DEALING '04111 PLOP! i,_. Extent t,, t,hich employe cooperates with and effectively influence people whom he/sire contacts.11 l�16 1 — PERSONisl, l l lC11iNCY: Specd lu,d eifectivener r :n p; rformnrg dutic< delegated to employee. B, C 12 12 1 JOB KNOWLEDGE: Extent of job information �tnd undersmnding possessed by employee (Refrr to job descriptiot i) A, is 20 20 1 JDDGMENT: Extent to which decisions and :etions arc based on sormd reasoning and weighing of outcomes. 19 19 1 INITIATIVE: Extent to �duch employee is a sel%:aarter in attained objectives of job. 11 11 1 SOB ATTITUDE: Amount of interest and enthusiasm shown in work. A, B,C, D 28 14 2 DEPENDABILITY: Extent to which employee can be counted on to carry out instructions, be on the job and fulfill responsibilities. D 17 17 1 Priarily Pol6vm oink f2mi4 inK �cfar io \Ni,ch original ,,,, alertncqs, i ,ti live mrt,,�ntr-xhihilc,,rvmplof,I worl re£, Po do clop aii j,ugqcst , illove 1cni, and,dc WA(''12.1311,1 rY: Evir , Wb yIlich an to inrct :10W l ,: 1 1-1 e troas) i no,., c,ti:i.0 13 3 —� WOI,a<—OUALI.TY: ';>,t,,it of 1,vhich the empIoyccprui tci.l,,a an ,acceptable enrol ,ate o) lu;ens Sc has the acc,.ptabl� gree of j nccision, W"IM2GY or dl t ul; eno, end dctroienc)cs are corad.�;; with"n ;, rpeeiflcd puviud. A,D WOI' _OUAI'v IIT) : Ernployr_I s work tissthnmef is a_c s,) l 1u d )r iihin — h�ic(luired in.)c period. AVthen wo)l. ivoires writ,) ons 11!or.rsitrg..lie amount of work completeci meets exoc, .ed levels. A. H,C 20 10 2 \s,�i)iaRULES AND 1T�'S'TRUC TiO_ �?S: �uployee fo;lows —� worl. rules and procedlu es. C 'J -d 9 1 SAFETY: Employee follw, 311 verbal and lxlsted safeth rules. �n)ptc. °.e 30 15 has not had preventable ace is h, C, D PRODUCTIVE USE OF T[[Nl7_ Emplo)ce Lives lull alt❑tion to completion of work; employee is rot idle or di,tracted. A, 13. C. 10 5 1YM- FUALI7 1'_ Erlplo}SCC shows cor,'cientiousness r1 L 17UYtlr,!; for dilly _2 on time; employee has notbeen t�irdy for duty. D 12 6 Ai"H;NDANCIf USE: Empiovce ::bows conscientiousness regard':rg excessive sick leave and absenacs without leave. Sick leave used: INCIDENTS: 0 HOURS: —0- 8 4 2 ATTENDANCE Rh.PORTING: Employee follows proper reporting procedures regarding sick leave, tardiness and/or absences without leave. 2 1 2 PROMOTABILITY: Extent to which the employee adapts to an "Out -of - Classification" capacity. 2 2 1 TOTAL OVERALL POINTS 265 SUPER .)SO.R'':.COMM FNJ >,: 1'eran-� die DuL F.ionda has complete 3 ii, ,ths of'ass p ohation.<; a DRJ R flre.l)rhter edic. 11e. ju started his paramedic step °,mining I- ogra;and is ,gin schedule with his trai;,ing. encou:,lgeh�mtokeep improving his 1,i-owled� - of! :A i-roto_ohl in .larnilicrizati nl. Nr-:- r. ,c DcL-1:ionda is eager to lcam; ', sI ays ha.s a p sitive nrtloolc an' r�ers a! mg JI with ,ill cry . membr:s and the public. He ask, a puopriatc and has it good I:ilm edge of basic --MS and I dire principles and prniocol:-. FaranlL Ho EcLaRionda's knowledge of 13)`,9 ; protocols and ai ,ip1,wm will contii ue to improve tllrough the>tep training prograun. l He sJ,,ould continue to s 1d) city ;:;aps to improve zone flndli<:izati, 1, Heisui"targets,vithall Prot ,)'ionnryuam,ni_r.. OVCR ALL F'ERFCl%NLkN11' LEVEL : chec the category thatbest describes this -'n_plo.\ se's work perfonnaw.: c. Performance is co n 'rtei rt1y at a level wluoh exceed s e. ,leetLi ti ons. COM'PE'TENT: Perfonnancc is at an acceptable, typical level; employee fully meets She reCuirements ofthejob des, 1-iption. NEEI)SIMPROVEMENT: Pe, fornlance has fallenbelo, what is acceptable; su,-!1 imprnvart ent is crucial to havi:, g th '� j ob perforined properly. Merit Increase_ /a__(See 'Table 2inthePei lormanceR(ni-,1vlvianual) (IF "NEEDS B4PROVEMENT" ii; CIII.CKED, ATTACH A STATEMENT GIVING DETAILS TO THEFOLLOW)ND:) 1.r ;',XpJ ;;n till. Sl%eCiiiC ai"CaIS) of unacceptable per_Olin allCC. 2. What. standard(s) do you consider :::ceptable, and what must the employee do to meet your expectations? 3. 'What specific training, education or other assistance wi l ycu provide for this ei, ployec. to improve? %?�o 4. What action will be taken if this employee does not improve'% Supervisor (Print) 4�1/-v eviAver (flint) Supervisor's *natur& Date 2-_ Q7-, 11 R ewei's Signature U Date PLPFCTMANCEGO,", LS Fore tc ;villi the nh yce Isis )n pedormance goal: ,or 0 ma Ary period. Swo huv,, often ou will rerON In her In op us and what t - ass :nice you vfll � ovide to help this cy plovee ;cych his/her goals. Th,, employee is resp msiblo schedule the r ic. v session with WACO Date PRI, RITy'='i ,rtccessi lycornplci 317BPTrainingPrt ran OBJI ll I:;: Tu „61ize ira url; opportunities to enhancr trey imm, i �dgc ,vith ` x,45 Prmocols 0P.I 1 71 1: Loi,Ilyioclin:ell' p10�1 C55 W11:11 STEP ULO,I"Lein �'R�0 11'i:-. Coniitiue woi�ug ort ProbicModul_es 013IECTNE: L'L tz±g free tine dui-ing the dayto performmodnles 01111. ('FIVE: ContiL2uo p and/or station captain ------------ I'I.IORfTY#3: Gettil1g in"d0lved more y. Q the department -! w tv fIVD: Getting on the Ywi.due Cru, ommittee to help maintain aai�o,u fire trL1CICs. OBJECTIVE: Gcttiag involved ,viii the ALS Competition Team and practicing wAh The tea a. r I Mj lI, )Y �:E'S CUINJE" E'): IIis I al 2 rponths mi slik has i�ceu. exceptim,:_. !am ex.tremmy pleat= ' r:. ...JI the assistance imd training I rcc, we (y a daily basis by the pc i onmzl Pi tb. �ation�. '1-1jt STEP progto r is it vcql gov 4 prrgn_ as I :un v ondng my at. I'- i Paramedic. <it U)d,ray Beach Fire 10 :sue. tlrcrc difficulties in n jo'r— "Mich y, w would : 6 n see improved? If so_ v hot Y cold yet, c to see Vn provedY At this An. . I do not `rrnc any di.ticulti,-s wi��r mss ob. rave read this revi,,,w. I ! ,ve had the of too num to trscuss my work with my srmrrvisnr anal ohdysand that a copy is i ;tilabi2 ,Ton rqu 1, I rediAn that try signature on this review form r cs not mcau that I agree with the rcvic r,. I gray t ibnr a written appeal regarding this Jr d,, re review byfullon ng the prow dtn cs 010taed in ti . applicablo section . of to Cityof DSK < < etch Persormel Policies or ,pplicabiC 0r6eh s of to <'olltchve ]' i n .!cin}, A,g�cnment. �..ii gnaus� --- �. /i l;.tc� a a t (C` �rrars�, tie Chis signatlue D ate