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The purpose of evaluations shall be as follows:
(A) Assessment of performance for retention, reassignment or promotion of salary advancement;
(B) Improvement of performance through constructive suggestions which will help the individual realize their full potential; and
(C) Maintaining in each employee’s personnel files a record of their performance for the county.
(Ord. passed 11-28-2011)
(A) The supervisor of each employee in his or her department should complete an annual performance evaluation report using applicable form for the job classification. A copy should be given to the employee and discussed with him or her. The original should be signed by the employee and the supervisor and placed in the employee’s personnel file. Employees have the right to make comments on their file as an addendum.
(B) A specific time should be designated for formal evaluation sessions with the Finance Committee using the performance report as one tool in attaching salary raises. The evaluation session should include discussion of strengths and weaknesses. Any judgment should be supported by as much rationale and objective evidence as possible.
(Ord. passed 11-28-2011)
The County Board may enter into contractual agreements with an organization, company or individual to provide the Board whatever assistance is needed to properly review, reevaluate or update evaluations. The charge for those services should be established before engaging the services.
(Ord. passed 11-28-2011)
EMPLOYEE TRAVEL POLICY
Because some officers and employees of the county are required to travel during the course of their employment, it is necessary that established guidelines be followed. This policy affects business trips, but is also applicable to travel that directly relates to seminars, conventions and training courses. Officers and employees are encouraged to attend the closest site.
(Ord. passed 11-28-2011; Res. 2016-10, passed 12-22-2016)
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