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CityTaskers have a right to expect competent, respectful interactions with their supervisors. TaskLeads have a right to expect competent, respectful assistance from the CityTaskers. For this reason every CityTask ends with a mutual evaluation: the CityTasker evaluates their TaskLead and the TaskLead evaluates the CityTasker. This constant feedback mechanism promotes mutual accountability. Low scores automatically send an alert to Level 2 Advocates for intervention.

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In addition, both CityTasker and TaskLead training includes education about how and when to end a job. No CityTasker is required or expected to remain on a Task that isn't going well. No TaskLead is required or expected to continue to work with a CityTasker who isn't helpful. Both parties are encouraged to leave a job that isn't going well, learn from the experience, and try again another time.

At the end of every job, the CityTasker taps their card on the RFID reader. This triggers the evaluation sequence:

Step 1 The TaskLead is prompted to enter an evaluation of the CityTasker. The evaluations are as follows.

• 0: Fired immediately. No pay. TaskLead must note a reason for this decision. Appropriate reasons for firing include: drunk, filthy, abusive, or blatantly incapable of doing the job. If someone is to be fired, they must be fired within the first 30 minutes of work. A Level 2 Advocate follows up after any firing.

• 1: Very poor. CityTasker inappropriate and useless, seriously considered firing them.

• 2: Poor. The CityTasker appeared to be trying, but they didn’t help much.

• 3: Acceptable. The task was completed in an acceptable way.

• 4: Good. The task was completed to my highest reasonable expectations.

• 5: Extraordinary. This CityTasker exceeded my wildest expectations and gets a 20% bonus.

Step 2: The CityTasker is prompted to enter an evaluation of the TaskLead. 

• 1: Very poor. Job description inaccurate, no useful direction provided, or disrespectful to me as a human being.

• 2: Poor.  The TaskLead appeared to be trying, but I had to walk them through their job.

• 3: Acceptable. The TaskLead provided adequate instruction and direction.

• 4: Good. The TaskLead provided clear and fair instruction.

• 5: Extraordinary. Amazing leader, please add commendation to their personnel file.

Step 3: An appropriate number of volunteer credits are automatically added to the CityTasker's account.

Everyone starts a new account with an evaluation score of 3. It is expected that most people's average scores will hover somewhere between 3 and 4. A score of 5 is unusual. If anyone's average evaluation drops below a 2, that triggers a flag to the Advocates. A level two Advocate will reach out to the low-scoring individual to determine the problem. Hopefully, additional training or guidance will resolve the problem.If the low scores persist, a level 2 Advocate may gently counsel someone to voluntarily exit the system.

If the CityTasker or TaskLead persists in behavior that earns low evaluations, the problem will be referred to a level 3 Advocate, who has the ability to take enforcement actions. A level 3 Advocate will read the case history, investigate the situation, and impose a resolution. Level 3 Advocates may limit, suspend, or close someone's account.

If investigations reveal that a crime may have taken place (theft, assault), a level 3 Advocate will get involved immediately. If investigations indicate strong evidence of a crime, police will be contacted directly and immediately.

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The evaluation system will be discussed in detail in the training videos.