1.4 Performance Planning and Evaluation

The evaluation process shall be used as a means of providing performance feedback to all employees as well as to set standards for future performance.  The performance plan and evaluation may be considered in determining salary changes, reappointment, transfers, promotions or demotions; and may also be considered in decisions related to lay-off and discharge. 

1.41     Performance Planning

Performance planning for newly hired and continuing employees is encouraged.

1.42     Types of Performance Evaluations

A.                Annual performance evaluation:  The annual evaluation date for classified employees shall be the initial date of hire, transfer, promotion, demotion or reappointment.  The evaluation shall be conducted annually on the employee’s anniversary date and submitted as soon as possible, no later than June 30th of each year.  Should an employee separate and then return to County service for any reason other than the exceptions regarding recall/reinstatement from a reduction in force, the employee’s anniversary date shall be the date the employee returned to County service.  

B.                 End-of-probation performance evaluation:  Evaluations shall be conducted prior to completion of probation.  

C.                 Special performance evaluation:  Special evaluations may be administered at any time to address performance issues occurring throughout the year in a non-disciplinary manner.  Conducting a special evaluation does not pre-empt or limit in any way the ability of the County to take appropriate disciplinary action at any time for any given performance issue.  

1.43  Documentation Requirements 

A.                The annual performance evaluation shall be documented on an official performance evaluation form provided by Human Resources.

B.                 Original performance evaluations shall be sent to the Human Resources Department to be filed in the employee’s official personnel file.