(A)   The County Judge/Executive and department heads are responsible for evaluating the performance and merit of personnel under their respective jurisdictions. All department heads will be evaluated by the County Judge/Executive. Evaluations shall be conducted as follows: an interim review shall be completed no later than October 30 of each year and an employee evaluation will be completed beginning January 1, and completed no later than March 30 of each year; the evaluation shall include reference to the job description as a basis of performance. All department heads and supervisors and the County Judge/Executive and Deputy Judge/Executive shall be afforded county sponsored training to provide guidance in the conduct and administration of the evaluations. The County Judge/Executive shall provide the Fiscal Court with a report of the overall performance of each department. The report may be included with the annual budget proposal.
   (B)   The following elements shall be considered in each evaluation.
      (1)   Job knowledge/skills. Employees shall be evaluated on:
         (a)   Ability to perform job tasks at or above standard; and
         (b)   Demonstrated work product.
      (2)   Quality of work. Employees shall be evaluated on:
         (a)   Accuracy, neatness and thoroughness;
         (b)   Employee performance of assigned tasks;
         (c)   Supervisors will also consider the complexity of tasks that the employee has been assigned during the rating period;
         (d)   The employee’s willingness to accept and to carry out orders; and
         (e)   The employee’s ability to transition into leadership positions and any demonstrated leadership traits.
      (3)   Improvement in performance. Employees shall be evaluated on:
         (a)   Work progress;
         (b)   Employee’s ability to perform tasks without close supervision or assistance;
         (c)   Initiative to take charge of situations and accomplish assignments without guidance from the supervisor;
         (d)   If the employee is a supervisor, his or her ability to make decisions, delegate duties and assignments;
         (e)   How they give guidance to employees; and
         (f)   Their contribution to the development of employees under their control will be evaluated. Should the employee be a “working supervisor”, then both areas outlined above should be evaluated.
      (4)   Productivity. Employees shall be evaluated on:
         (a)   The amount, accuracy and completeness of all work assigned to an employee; and
         (b)   The employee’s ability to provide services to the community in a proficient and professional manner.
      (5)   Employee conduct.
         (a)   Employees shall be evaluated on:
            1.   Employee’s responsibility and interpersonal skills;
            2.   Knowledge and adherence to written or oral rules and regulations; and
            3.   Employee’s ability to work well with others.
         (b)   After the evaluation is completed, the employee shall be given a copy of the evaluation within five working days. Each employee shall have five working days to review the evaluation. If an employee is not satisfied with his or her evaluation, he or she may request a meeting with the County Judge/Executive or the Judge’s designee within five days of receipt of the evaluation to discuss the contents. Each employee may submit a written rebuttal to the evaluation for consideration and inclusion in the employee’s personnel file.
         (c)   Employee evaluation shall be placed in the personnel file of that employee after having been signed by both the employee and his or her evaluator. The Deputy County Judge/Executive shall review all evaluations for correctness and completeness prior to the evaluations placement in the personnel files.
(Ord. 4-2014, passed 7-31-2014, § 3.62)