[Amended 4-4-2017 by Ord. No. 11-17]
A. 
All full-time employees shall receive performance evaluations. The primary purpose of the employee performance evaluation is to inform employees of their performance and offer constructive criticism for improving that performance. The three types of performance evaluations are probationary, annual, and follow-up.
(1) 
Probationary performance evaluations are based on service within the probationary period. Upon receipt of a satisfactory performance evaluation and a favorable recommendation from the department head, a probationary employee shall be retained. An employee serving a new probationary period upon status change shall be assigned a new evaluation date for pay and evaluation purposes.
(2) 
Annual performance evaluations are based on service within the past year and shall also be considered for purposes of establishing eligibility for step increases, determining the need for performance-related disciplinary actions, selection decisions, and order of layoff. Upon receipt of a satisfactory or better rating, the employee shall be granted a step increase in accordance with § 86-3-103.
(3) 
Follow-up performance evaluations are conducted, after six months, in the case of an unsatisfactory or needs improvement performance rating in an annual evaluation and shall not be considered for purposes of establishing eligibility for step increases.
B. 
If a nonprobationary employee is absent from work for more than 1/2 of the evaluation period, the department head shall extend the evaluation period equivalent to the length of time absent from work. Upon successful completion of the extended evaluation period, the employee shall be granted a step increase effective the beginning of the next pay period, if the employee missed a step increase due to the extension, if applicable.
The Directory of Personnel, shall be responsible for the overall administration of the employee performance evaluation system. The Director of Personnel may establish standards for the evaluation of attendance, work quality, work quantity, and any other pertinent factors of employee performance and may amend or revoke such standards as may be necessary.
A. 
Each department head shall complete a performance evaluation on all full-time employees working under his or her authority, to be made not less than once each year, using the County Employee Performance Evaluation Form.
B. 
These shall be reviewed and signed by the respective department head. Department heads are to be evaluated by the County Administrator. All evaluations shall be discussed with the respective employee, regardless of the rating.
C. 
All employees shall sign their evaluations and shall be subject to discipline for failure to sign. Such signature shall be construed as review only and not necessarily concurrence. Employees are entitled to record their comments on the evaluation form. All supervisors shall ensure that evaluations are submitted in a timely manner and may be subject to discipline for late evaluation submissions or failure to perform evaluations. An employee whose step increase is delayed due to a late evaluation shall receive a retroactive increase when the evaluation is forwarded to the Office of Personnel.
A. 
Probationary period. Employees shall be subject to a probationary evaluation on or before the expiration date of the probationary period. The probationary evaluation shall be made as the basis for the determination of retention, extended probation, involuntary demotion, or dismissal of the employee.
B. 
Annual performance evaluation. The annual evaluation shall be conducted on or before the anniversary date.
C. 
Follow-up evaluation. Unsatisfactory or needs improvement performance is grounds for disciplinary action at any time. If, however, an employee who receives an unsatisfactory or needs improvement performance rating in an annual evaluation is not dismissed, the supervisor shall conduct a follow-up evaluation of the employee after six months. If after that six-month period the employee's performance is rated as unsatisfactory or needs improvement, the employee may be subject to involuntary demotion or dismissed.
A. 
Probationary status employees.
(1) 
Upon receipt of a satisfactory performance evaluation and a favorable recommendation from the department head, a probationary employee shall be retained and shall be granted a step increase (subject to the availability of funds), in accordance with § 86-3-103.
(2) 
Upon receipt of an unfavorable recommendation from the department head, an employee may be extended on probation, involuntarily demoted, or terminated.
B. 
Non-probationary status employees.
(1) 
Upon receipt of a satisfactory or better performance rating in an annual evaluation, the employee shall be granted a step increase at the beginning of the fiscal year following the anniversary date (subject to the availability of funds), in accordance with § 86-3-103. This performance evaluation is final and not subject to the grievance procedure.
(2) 
Upon receipt of an unsatisfactory or needs improvement performance rating in an annual evaluation, the employee shall be denied a step increase and may be involuntarily demoted or terminated. This performance evaluation is subject to the grievance procedure.