(A) (1) Formal employee performance appraisals shall be conducted at established intervals of an individual’s employment.
(2) The purpose of the appraisal shall be to formally assess and appraise the employee’s performance over a designated period and to provide an opportunity for the supervisor and the employee to discuss all aspects of the individual’s performance with respect to fulfilling the requirements, duties and responsibilities of the position held by the employee.
(B) Formal performance appraisals shall be conducted for new employees at the end of six months and for promoted, transferred and demoted employees at the end of six months and if necessary following periods of probationary extensions. After an employee has earned regular status, the employee’s job performance shall be appraised at least once a year. Special appraisals shall be conducted periodically, as each supervisor considers necessary.
(C) All performance appraisals shall be conducted by the appropriate supervisor, reviewed by the appropriate department head, discussed with the employee, and reviewed by the Human Resources.
(1) New employees.
(a) If the probationary employee receives a satisfactory rating and is recommended for regular status by the employee supervisor or appropriate elected official and approved by department director, then the employee shall be granted regular status.
(b) If the probationary evaluation is marginal or unsatisfactory, a three-month extension of the probationary status may be granted. The extension shall be based on the supervisor’s and the department head’s judgements that the employee can improve in deficient areas or may be able to gain required trainings or certifications. If an extension is granted, a subsequent marginal rating at the completion of the extended time shall result in termination of the employee unless an additional extension is requested and approved by the County Manager. If an employee is not granted an extension, the employee shall be terminated.
(c) If the probationary employee receives an unsatisfactory performance rating, the employee may be terminated.
(d) During the new-hire probationary period a new employee may be terminated at any time without cause or without notice if his/her work performance is considered to be below expected levels.
(2) Promoted employees.
(a) If the promoted employee receives a satisfactory rating and is recommended for regular status by the department director, or appropriate elected official, and approved by the department director then the employee shall be granted regular status.
(b) If the promoted employee receives a marginal performance appraisal, the employee may be granted an extension of three months in the position. If an extension is granted, a subsequent marginal rating at the completion of the extended time shall result in either transfer or demotion of the employee to an existing vacancy of a lower classification, or the employee may be terminated unless an additional extension is requested and approved by the County Manager.
(c) If the promoted employee receives an unsatisfactory performance rating, the employee shall be either transferred or demoted to an existing vacancy of a lower classification or terminated. If transferred or demoted, the employee shall be required to serve a three-month probationary period in the new position.
(3) Transferred employees. The preceding performance appraisal procedures for promoted employees shall also be applied to transferred employees.
(4) Regular employees.
(a) When a regular employee receives a marginal appraisal, for non-disciplinary reasons, a special appraisal may be conducted after a period of three months. If the employee is still marginal, another special appraisal may be conducted again in three months, or the employee may be transferred, demoted to an existing vacancy of a lower classification if they meet minimum qualifications of the position, or terminated. After the second successive special appraisal of marginal, the employee shall be either reassigned or demoted to an existing vacancy of a lower classification or terminated.
(b) When a regular employee receives an unsatisfactory performance appraisal, the employee may be terminated. However, if the supervisor, the department director, and the County Manager concur that the employee may perform more proficiently in another position, the employee may be transferred or demoted to an existing vacancy of a lower classification, at which time he or she shall complete a satisfactory probationary period of three months.
(c) Pay for performance salary adjustments may be awarded if funded by County Council on the basis of performance appraisals accomplished on a schedule prescribed by County Council. It is expected that employees will perform at an adequate level to successfully perform all the duties and responsibilities to which they are assigned. Pay for performance adjustments are given to employees who meet or exceed an adequate level of performance. When pay for performance raises are issued, the employees impacted by maximum salary limits will still receive a “one-time” incentive payment for any portion of the raise amount that is over their maximum salary and which would have been issued had the range maximum not been reached.
(d) Pay for performance adjustments shall be awarded as follows:
1. Employees who receive performance appraisals which indicate that their performance is substantially below expectations, or below expectations, shall not receive a pay for performance salary adjustment;
2. Employees who receive performance appraisals which indicate that their performance meets expectations, exceeds expectations, or substantially exceeds expectations, shall receive their pay for performance salary increases in accordance with the amount annually appropriated by the Council.
(‘77 Code, § 13-34) (Ord. 1584, passed 9-17-84; Am. Ord. 5288, passed 10-17-88; Am. Ord. 6896, passed 12-16-96; Am. Ord. 2601, passed 7-16-01; Am. Ord. 1214, passed 5-5-14; Am. Ord. 3918, passed 8-20-18; Am. Ord. 2823, passed 5-1-23)