Documentation of Performance Evaluation. Non-probationary employees who have not yet reached the top step of their salary range shall be evaluated approximately thirty (30) days prior to the date that their next merit increase is due. Non-probationary employees who are at the top step of their salary range shall be evaluated annually on or about the anniversary date of their appointment to their current position. Nothing in this Section is intended to preclude the County from evaluating employees on a more frequent basis. Performance evaluations are to be accomplished using the current electronic Employee Performance Evaluation forms and process for documenting performance. Good performance is to be acknowledged by use of letters of commendation and/or recognition which are submitted to Human Resources for inclusion in employee’s personnel files. Letters of commendation and/or recognition from outside the department are to be forwarded to Human Resources with a copy to the department for inclusion in the employee’s personnel file. Neither the contents of an employee’s evaluation nor failure to provide letters of commendation and/or recognition are grievable or appealable. Performance or issues which need improvement are to be documented by memorandum, e.g., letters of warning or counseling, reprimands, etc.
Documentation of Performance Evaluation. An employee shall be evaluated by employee's first-level supervisor approximately annually. Probationary employees shall receive evaluations at three (3) months, twelve (12) months and two (2) weeks prior to the expiration of their probationary period. The evaluation as prepared by the first level supervisor shall be reviewed by that supervisor's superiors up to and including the Department Head.
A. Evaluations will be based primarily on observations by the evaluator of the employee in the performance of his/her duties.
B. An employee will be informed at least twenty-four ( 24) hours in advance of a meeting with the employee’s supervisor to discuss the employee's evaluation and to put the evaluation in writing on the evaluation form.
C. The employee shall be informed of his/her right to prepare and have attached to the evaluation any written comments which the employee wishes to make.
D. When an employee is rated unsatisfactory on any factor, the evaluation will give the reasons for such rating and include specific recommendations for improvement in writing. However, the contents of an employee’s performance evaluation are not subject to the grievance procedure.
