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ANNUAL PERFORMANCE EVALUATIONS
The employee performance evaluation program is to identify and evaluate employee strengths and weaknesses, and to provide feedback and support for employee success.
(A) In general. The employee's supervisor normally completes the performance review with input and review from other appropriate managers, and the Director. The County Commissioners evaluate Directors. All performance reviews shall be reviewed with the respective employee.
(B) Performance review criteria. The employee's job description serves as the basis for performance review.
(C) The supervisor shall conduct an annual performance review at least once per year but may conduct reviews more frequently.
(D) An employee's performance review is not subject to the grievance procedure.
(2004 Code, § 48-37) (Ord. 2017-01, passed 2-16-2017; Ord. 2022-08, passed 7-28-2022; Ord. 2024-12, passed 12-5-2024)
OUTSIDE EMPLOYMENT
An employee who engages in outside employment must complete the designated form to notify their supervisor, Director, HR, and Ethics Administrator. The supervisor, Director, HR, and Ethics Administrator shall review the outside employment request to determine if a potential conflict exists and if the mission of the agency could be adversely affected by the employment. If either the supervisor, Director, HR, or Ethics Administrator finds a potential conflict or adverse effect, the employee shall not engage in the outside employment. Employees will be notified of any denied outside employment requests.
(2004 Code, § 48-42) (Ord. 2017-01, passed 2-16-2017; Ord. 2022-08, passed 7-28-2022; Ord. 2024-12, passed 12-5-2024)
SEPARATION OF EMPLOYMENT
(A) Resignation.
(1) To resign in good standing, an employee must file written notice of the resignation and its effective date with the employee's supervisor at least 14 calendar days before the resignation. Unless notice is waived by HR, failure to give appropriate notice may be cause for denying future county employment.
(2) Upon written notice of resignation and its effective date, the Director may approve, but is not required to approve, the use of leave, in accordance with the provisions in §§ 36.085 through 36.092, Attendance and Leave. Any approved leave is not to exceed five workdays including holidays, in the 14 calendar days prior to the employee's effective date of resignation.
(B) Abandonment. Separation of employment for abandonment shall occur automatically after an absence without approved leave for three consecutive workdays. The employee may not grieve the determination of abandonment, except to prove that leave was authorized. The employee shall have the burden of so proving. An employee abandoning his or her position will not be paid out for any accrued, unused annual, sick and safe or personal leave and shall not be eligible for reemployment with the county.
(C) Dismissal.
(1) A supervisor recommending dismissal must meet with HR to discuss the recommendation and the reasons for dismissal.
(2) The supervisor, with HR as a witness, shall meet with the employee to notify them of their dismissal and grievance rights.
(3) An employee who has been dismissed may not be eligible for future employment with the county.
(D) Layoff. The County Commissioners reserve the right to lay employees off temporarily or permanently. Procedures for layoff will be determined at that time.
(2004 Code, § 48-43) (Ord. 2017-01, passed 2-16-2017; Ord. 2022-08, passed 7-28-2022; Ord. 2024-12, passed 12-5-2024)
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