Agenda - 06-21-1999 - 9a - Laserfiche WebLink

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.26 used in determining salary increments; as a factor in determining order of layoffs; as a basis for training; promotion; transfer or dismissal; and for such other purposes as set forth in these regulations. 3.0 Procedure All permanent employees must be evaluated at the end of six months of service, and at the end of 12 months of service upon original appointment or promotion. Thereafter, each employee should be evaluated on the employee's anniversary date of their original appointment or date of last promotion. 3.1 An employee v44 is not be eligible for an In Range Salary Increase pad feise until the performance evaluation form has been completely processed by the Personnel Department. 3.2 Each employee and supervisor will meet to develop the employee's work plan for the month, quarter, or year. The work plan will include work objectives and performance standards. A performance rating will be assigned to the employee based on work plan performance. Performance ratings will be in one of the following areas: 4.0 Performance Rating Definitions Exceptional- * Performs at levels that consistently and significantly exceed job standards. Work goes far beyond job expectations in most functional areas. Accomplishments are made in unexpected areas as well. i4pen 0-0-24 *Requires the County Manager's advance approval. Proficient- Performance meets and frequently exceeds the defined job standards. Accomplishes all major objectives and demonstrates a high standard of knowledge and skill in completing tasks. Note: Proficient with Superior Accomplishments For an employee whose work performance includes Superior accomplishments as defined in the Meritorious Service Award program,the department head may submit a written recommendation for a Superior Meritorious Service Award outlining the specific accomplishments. This award requires the Manager's advance approval. Highly gff4ativa-