Page 21 - Employee Handbook 1-2015 rev9

D. Definitions of Employment Status

The City of Winston-Salem recognizes the following employment status of its
employees:

1. FULL-TIME. Employment in classified positions, authorized and budgeted,
which requires a minimum of forty (40) hours per work week.
2. TEMPORARY. Non-seasonal employment of limited duration for a specific
assignment or project requiring a minimum of forty (40) hours per work week.
3. PART-TIME. Part-time is defined in two parts. Part-time (A) which is the
highest level, requires a minimum of 30 hours of work per week and qualifies for
benefits and merit increases. Part-time (B) which is the next part requires less than
30 hours of work per week and does not qualify for benefits, though the status
does qualify the employee for merit consideration.
4. SEASONAL. Employment of limited duration for a period not to exceed ten
months of continuous employment. Such employment is designed to meet
seasonal needs. Seasonal employees are not eligible for benefits but may be
eligible for flat rate pay adjustments.

E. Performance Management

The City is committed to providing opportunities for employee development, a process
which begins with effective performance management. Planning performance goals, executing
the work plan, and conducting an annual performance review enable employees and supervisors
to create an environment for a successful partnership.

Planning for an employee’s responsibilities should begin on their first day of work and
includes coming to an agreement as to key job responsibilities and developing a common
understanding of goals and objectives that must be achieved. This can be done by identifying
core competencies that the individual should display in order to effectively and efficiently meet
and exceed performance standards. A work plan outlining performance standards and expected
work products should be completed for most positions. If work plans are completed, they should
be attached to the annual evaluation.

To ensure that employees are working effectively toward the departmental and individual
goals, supervisors should conduct probationary reviews as required and a formal or informal
mid-year review of each employee’s performance. This process includes confronting any
existing issues relating to performance and any needed follow-up reviews to ensure performance
is meeting and/or exceeding performance standards.

Probationary Period

Effective July 1, 2015, any employee hired, promoted, or transferred to a City position,
excluding Police Officer and Firefighter positions, will be in a probationary status for six (6)
months. During this time, it is expected that the department to which the employee is hired,
promoted or transferred will provide the employee instruction and training regarding the new job

City of Winston-Salem Employee Handbook November 2014 Revision 12