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27 <br /> Attachment 6C <br /> r' r' D ..F l r 16440641r, .44pi. Maer 'eb a e..r <br /> SizweiVB' rvrrvraze ii:is:: cci°oa�ise-ro vx � °;�„ <br /> Needs Improvement- <br /> Performance meets some job standards but does not fully meet all job standards. <br /> The job is being accomplished at a minimal level. Improvement is needed to fully <br /> meet the job expectations. <br /> Unsatisfactory- <br /> Performance does not meet the defined job standards in most functional areas. <br /> Important objectives are not met even with close supervision and guidance. <br /> Disciplinary action based on job performance may be initiated. <br /> Extended- <br /> No rating is given for this employee. An extension of 90 days is necessary in order to <br /> determine with accuracy the appropriate performance level. Supervisors must have <br /> the advance approval of eeasm'suish the Personnel Department prior to granting this <br /> rating. This rating should be used sparingly and only in cases when the supervisor is <br /> generally unsure of the rating that should be assigned and an extension of 90 days <br /> would benefit both the County and the employee. The rating should not be used by the <br /> supervisor to avoid the responsibility of informing an employee of unsatisfactory <br /> performance. <br /> 3.3 The immediate supervisor prepares the performance evaluation of each <br /> employee reporting to him or her and reviewsed it with lath <br /> department head. An employee in a supervisory position who is leaving the <br /> position is svQ-he required to submit performance evaluation information to <br /> the department head €Ams on each a1-employees under his or her their <br /> supervision who has*e not been evaluated within the previous six month <br /> period. <br /> 3.4 The supervisor is required to sheokl-hold an annual performance evaluation <br /> conference with each employee. If an employee disagrees with any statement <br /> in an evaluation, the employee should submit statements or comments of <br /> disagreement. Both the employee and supervisor FawA sign the performance <br /> evaluation form. <br /> 3.5 For an employee whose work performance rating is Needs Improvement <br /> or Unsatisfactory, the WPPR Review must include a development plan <br /> with structured follow up. When an employee receives more than one <br /> consecutive Needs Improvement rating or an Unsatisfactory rating, the <br />