Dublin went years without evaluating its current city manager and other personnel until the city council recently systemized the process of reviewing employee performance.

Although improving the evaluation process has long been a priority, more pressing issues such as budget cuts, layoffs and the crumbling infrastructure, dominated conversation during council meetings and work sessions.

"There hasn't been a clear evaluation style for employees or the city manager until recently," Mayor Becky Norris said. "The city council has been focused on correcting critical, ongoing problems in the city and we haven't had the chance to tackle some of the other things we would each like to accomplish during our terms."

Councilman Aaron Locke has advocated for performing evaluations since taking office in 2010 and was the driving force behind recent changes in human resources, Norris said.

In April, department heads began using a six-page evaluation form to measure employee performance and growth. The document allows supervisors to rate employees on a scale of 1 to 10 in areas including initiative, quality and quantity of work, knowledge, courtesy and dependability.

The city has also hired a human resource manager who will continue defining and establishing personnel policies, job descriptions and training programs.

"Those things will be used to improve lots of things in the city, including employee evaluations and employee performance," said Keri King, who took the HR position in May.

Supervisors began employee evaluations in April. On Monday, the city council began its first evaluation of its city manager in four years.

After a three-hour, closed doors evaluation, the council unanimously placed City Manager Jerry Guillory on paid administrative leave.

Guillory, who become city manager in 2008, said Tuesday he has received no formal feedback on job performance from the city council.

A committee is reviewing Guillory's performance and will present its findings to the council on Friday, May 25.

"The current evaluation is already proving to be a good tool to improve services and the operation of the city, but we can always do better," Norris said. "Next the city will begin tailoring evaluations for each department, and in some cases each position and eventually will consider awarding merit raises."