COMPUTATION OF MEDIAN PERFORMANCE EVALUATION RATING
FOR APPOINTED OFFICIALS
Reese Goad, Gity Manager

FYI9
Rating

Dailey
Bryant
Matlow
Richardson
Williams- Cox

5
5
1.4
5

4.3

MEDIAN:

KEY:

Outstanding
Exceeds expectations
Meets expectations
Needs improvement
Does not meet expectations

5

4.5 - 5.0
3.5 - 4.4
2.5 - 3.4
1.5 - 2.4

0-1.4

The FY20 compensation package for general employees and executives provides a 3.0% salary adjustment to employees with a
performance evaluation rating of at least "meets expectations."

 Appointed Offi cÍal Performance Evaluation

Appointed Official Name:

Title:

City Manager

F

orm

Reese Goad

Evaluation Period: October 2018

- Sentember 2019

Current Base Salary: $230000.010
Option A: Evaluate each of the six individual Performance Criterion by entering a Numeric Score
each Performancs Criterion.

for

"@-IfyouusetheNumericScoremethod,assignava1uebetween0and5foreach

criterion. (Refer to the rutlrLg scale shown below).
Scores maybe assigned in tenths (i.e.,2.6,3.8,4.5, etc.).
Calculate tho Overall Numeric Score by averagtngthe individual criterion scores, The
Overall Numeric Score equates to the ratngshown for that scôre in the chart below (i.e.,
4.6 : Outstan dng; 3 .2 : Meets Expectations; 1 .9 : Needs Improvement).

o
o

-oROption

B: If

evaluating by memorandum, do not evaluate each individual criterion. Instead, enter either
based on the chart shown below. The score equates
to tlre rating scale shown below Q.e.,4.6 = Outstanding;3.2 = Meets Expectations; 1.9 Needs
an overall

Nu4eriq Scoreor overall Ratlng ONLY,

:

Improvement).

Performance Criteria
(Refer to attached descrþtion

Numeric Score
Comments: attach additional sheets

of criteria)
1. Customer Service

2. City Commission Support

5
5

3. Leadership

4. General Management

5
5

5. Employee Management

5
6. Financial Management

5

as neoded

 Overall Numeric Score
Orf Refing

RATING SCALE:.
Score equates to Ratlng

4.5-5
- 4.4
- 3.4
1.5 -2.4
0 -1.4
3.5
2.5

O=Outstanding

EE:

Exseeds Expectations

ME = Meets Expectations
NI=Needslmprovement
DME=DoesnotMeetExpectation

Areas where I would like to see different performance:

Areas where I would like to see presentperformance continued:

t.

Signature of Elected
Name:
Signature of Appointed Official:

Cornments:

Date:

t(a>o4
Date:

 Appointed Official Performance Evaluation Form
Appointed Offïcial Name:

Title:

Reese Goad

Citv Manaser

Evaluation Period: October 2018

-

September 20L9

Current Base Salary: $230,000.010
Option A: Evaluate each of the six individual Performance Criterion by entering a Numeric Score for
each Performance Criterion.
Numeric Score - If you use the Numeric Score metJrod, assign a value between 0 and 5 for each
criterion. (Refer to the rating scale shown below).
Scores may be assigned in tenths (i.e.,2.6,3.8, 4.5, etc.).
Calculate the Overall Numeric Score by averagingthe individual criterion scores. The
Overall Numeric Score equates to the rating shown for that score in the chart below (i.e.,

¡

o
o

4.6

:

Outstanding; 3.2

:

Meets Expectations; 1.9

: Needs hnprovernent).

- oROption B: If evaluating by memorandum, do not evaluate each individual criterion. Instead, enter either
an overall Numeric Score or overall Rating ONLY, based on the chart shown below. The score equates
to the rating scale shown below (i.e., 4.6: Outstanding:"3.2: Meets Expectations; 1.9 Needs

:

Improvement).

Performance Criteria
(Refer to attached description

Numeric Score
Comments: attachadditional sheets as needed

of criteria)
1. Customer Service
5

2. Crty Commission Support
5

3. Leadership
5

4. General Management
5

5. Employee Management
5

6. Financial Management
5

 Overall Numeric Score
OR Rating

5

RATING SCALE:
Score equates to Rating
4.5-5
O:Outstanding

4.4
-3.4
1.5 -2.4
0 - 1.4
3.5
2.5

-

EE

:

Exceeds Expectations

ME = Meets Expectations
NI : Needs Improvement
DME: Does not Meet Expectation

Areas where I would like to see different performance:

.
o
o

Streamline intemal processes to support front line services.
Enhance professional employee development.
Improve workforce diversity.

Areas where I would like to see present performance continued:

o
o
.

Strategic planning andtarget monitoring.
Communityengagement.
Community services (TEMPO).

Date: October 15.2019

Signature of Elected Offrcial:

Name: Elaine'W. Brvant Title:
Signature of Appointed Official

Date:

City Manager
Comments

Goad

1

 Appointed Official Performance Evaluation X'orm
Appointed Official Name:

Title:

City

Manaser

Reese Goad

Evaluation Period: October 2018

-

September 2019

Current Base Salary: $230000.010
Ontion A: Evaluate each of the six individual Performance Criterion by entering a Nurneric Score
each Performance Criterion.

o

for

Numeric Score - If you use the Numeric Score method, assign a value between 0 and 5 for each
criterion. (Refer to the rating scale shown below).
o Scores may be assigned in tenths (i.e.,2.6,3.8,4.5, etc.).
o Calculate the Overall Numeric Score by averaging the individual criterion scores. The
Overall Numeric Score equates to the rating shown for that score in the chart below (i.e.,
4.6 : Outstanding; 3.2 : Meets Expectations; 1.9 : Needs Improvement).

-oR-

Option

B: If evaluating

an overall

by memorandum, do not evaluate each individual criterion. Instead, enter either
Numeric Score or overall Rating ONLY, based on the chart shown below. The score equates

to the rating scale shown below (i.e.,

4.6:

Outstanding1'

3.2:

Meets Expectations; 1 .9

: Needs

Improverlent).

Performance Criteria
(Refer to attached description

Numeric Score
Comments: attach additional sheets

1. Customer Service
5

as needed

I have worked closely with Mr. Goad regarding
customer service issues from the community
and he has worked tirelessly to resolve all
issues presented. The most recent request dealt
with preparing for FAMU Homecoming
weekend and he and staff worked on the issue
before to prepare and afterwards to clean up and
restore the community around the campus.
There are countless other examples of great
customer interactions and service. During the
hot summer months relief was offered to
customers in being able to pay high utility bills
over a period without penalty or disconnects.
These actions showed a willingness and the
propensity to provide optimal customer service.
I look forward to continuing to work with Mr.
Goad to identi$r and execute even greater levels
of customer service in the upcoming year.

 2. City Commission Support
4

I have enjoyed working with Mr. Goad on the
many diverse issues thathave come before the
'We
City Commission.
have often talked about
how there are many issues and his philosophy
for how to support the need for information to
help me make sound decisions. I have
chalienged information and shared information
that I have received from other sources. We
have compared information, vetted and shared
as needed. There have been very few times that
I have asked for something of Mr. Goad and
staff and not received it. If I did not receive
what I asked for, I was given a very good
reason as to why and always offered an
alternative.

I receive prompt and excellent support from Mr.
Goad and his staff in support of the priorities
set by the Commission and in my Office's
priorities based on the.communication received
from our community. I provide Mr. Goad with
a list of issues and priorities and he has
completed maîy of those items and I look
forward to working with him in the upcoming
year to compiete those that are outstanding and
additional items as they are determined.

3. Leadership
4

In my observation, Mr. Goad exemplifies good
leadership. Based on what I have seen and
heard, his leadership style is situational.
Simply put, he leads according to the situation.
He has led us through preparation for storms
recovery from databreaches, community crime
issues and many other challengés that we have
faced in the past year. I have listened to staff
members who have had to work through some
of these issues. What I learned is that he can be
very firm ifneed be to get the job done. I have
watched him use his sfaff resources by
assigning lead roles for them and then relying
on them to get the job done.

There is room for

ln

on

 in this area. I strongly recommend that Mr.
Goad seek advanced certification in public
management. Certification from a university or
institute focused on city or public management
could satis$r this recommendation. W'e have
discussed this issue and I look forward to the
start andlor completion of this recommendation
within the next year.

4. General Management
4

Mr. Goad management styie, as mentioned
before, is situational. I recognize this style
because it is my management style. He has a
good command of moving the priorities of the
Commission by using members of his staff
based on their assignment and expertise. He
has his Deputy City Manager and Assistant City
Managers who are long-term empioyees with
great institutional knowledge and experience to
help with themanagement of the city. At my
recommendation, Mr. Goad is adding
departments as the need arises. Two
departments that are queued for implementation
is the Community Services (to include the
TEMPO and TFLA programs) and the Office of
Diversity and Inclusion. These two
departments are in direct support of what the
community needs to regain trust and to move
our city forward in eradicating poverty through
education and exposure to positive workforce
experiences. The diversity and inclusion
addition will allow for the city staff to reflect
the diverse community that we call home.

I look forward to continuing to work with Mr.
Goad on this overall management goal, in
addition to the continuing training that he has
provided for internal staffin the area of
diversity.

5. Employee Management
4

Mr. Goad and his management team deals with
the challenges of employee management well.
There are areas of improvement needed and I
have discussed them with Mr. Goad. There are
skilled
that we have

 discussed that should be placed in positions that
use the knowledge, skills and abilities that
they possess due to the trainings and
certifications that they have obtained. I have
identified some specific individuals based on
information provided by staff who have shared
this with me. Mr. Goad has been openly
acceptable to making these changes. At my
request he had ordered the update ofthe 201L
Diversity Report so that we can see the areas
that need improvement. I have spoken to h-t rrn-

will

specifically regarding making the staff reflect
the community in the areas of gender and race.
'We
are continuously working on those aspects
and I look forward to continued progress in this
area

6. Financial Management
5

Mr. Goad has a complete grasp on the programs
and budgeting process. He works with the
Assistant City Manager responsible for budgets
and the staff to make sure that the city operates
without deficit or mismanagement of fimds.
This year I challenged them to think out of the
box and to support funding for programs that
were "boots on the ground" and nonconventional to combat crime and poverty in
our city. This could only be done with
tremendous knowledge of how to be nimble and
flexible to devote funding to current needs.

Overall Numeric Score
OlR

Rating

4.3

RATING SCALE:
Score equates to Rating
4.5-5
O:Outstanding

4.4
-3.4
1.5 -2.4
0 - 1.4
3.5
2.5

-

EE = Exceeds Expectations
ME = Meets Expectations
NI: Needs Improvement
DME : Does not Meet Expectation

Areas where I would like to see different performance:

 I have noted the areas for improvement in the categories above.

Areas where I would like to see present performance continued:

I have noted the areas for continued performance in the categories above

Signature of Elected Official:

Name:

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Date:

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Date: \s,¿¿.\a

Signature of Appoirited Official:

Comments

I look forward to working with Mr.

Goad to move the city forward and to accomplish the

priorities set.

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Performance Criteria Description

.

 Appointed Official Performance Evaluaúion n'orm

Appointed Offïcial Name:

Evaluation Period: October 2018 * Septemþer 2019

Cifv

Title:

Reese Goarl

Current Base Salary: $230000.010
Option

A: Evalaate

eaoh of the six individual Performance Criterion by entering

aNumeric Score for

each Performance Criterion.

.

IIgmerig..W - If you use the Numeric

Score method, assign a value between 0 and 5 for each
criterion. (Refer to the rating scale shown below).
Scores maybe assigned in tenths (i.e.,2.6,3.8,4.5, etc.).
CaTcu[ate the Overall Numeric Score by averagtngthe individual criterion scores. The
Overall Numeric Soore equates to the rutngshown forthat scóre in the chartbelow (i.e.,
4.6 = Outstan dmç; 3.2 = Meets Expectations; I .9 = Needs Improvement).

o
o

-oR-

OpÉon

B: If evaluating by memorandum,

do not evaluate each individual criterion. Instead, enter either
or overall R¡ting ONLY, based on the chart shown below. The score equates
to the rutngscale shor,vn below (i.e.,4.6: Outstanding;3.2:Meets Expectations; 1.9 = Needs

an overall

!@¡þfu

Improvement)

Perforrnance Criteria
(Refer to attached description
of criteria)
1. Customer Service

Numeric Score
Comments: attachadditional sheets

5

n efice

2. City Commission Support

5

I

n9

as needed

qù\ 8ôo¿

¿^t6rttfrÛþ\a

3. Leadership

{rbnslní¡'

ð

5
4. General Management

t

,(

5. Employee Management

*{vtc4

Ç

tontt'lT uithivr 'lt ¿ of5ani lttion'

6. Financial Management

5

 Overall Numeric Score

OÀRating

s

RATING SCALEi
Score equates to Rating
4.5-S
O:Outstanding

-4.4
-3,4
1.5 -2.4
0 -1.4
3.5
2.5

EE = Exceeds Expectations
ME = Meets Expectations
NI = Needs Improvement

DME=DoesnotMeetExpectation

Areas where I would like to see different performance:

Areas where I would like to see

ent perfonnance continued

Date:

Signature ofElected Official:
Name:
Signature of Appointed Official:

Comments

:

Title
Date: