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Commissioner Halkiotis would like to see a procedure where there is something that <br />allows an employee to buy their time back. He thinks there are some County employees who <br />may be in high volume positions that may not be able to take time off. <br />The Board decided by consensus that the two days can be used in two-hour or more <br />increments, and that it be a separate policy. The reason for the personal days can just be for <br />personal reasons. <br />Elaine Holmes will draft a Personnel Ordinance Revision and bring it back to the Board. <br />Commissioner Halkiotis asked about the personal leave and if it is what was formerly the <br />funeral leave. <br />Elaine Holmes said that there is a funeral leave policy that is separate for immediate <br />family. <br />Commissioner Halkiotis would like a complete listing of what the County does for its <br />employees. <br />Elaine Holmes will bring back a Personnel Ordinance Provision for personal days and a <br />list of what the County does for its employees. <br />Commissioner Jacobs asked about the rating levels on page 4 of the report. He said in <br />October 1998 the Board talked about there being only three rating levels. <br />Elaine Holmes said that in October 1998 the County Commissioners did not talk about <br />how many performance levels there would be. There was some discussion by the Board if <br />there needed to be the "unsatisfactory" level, so it was retained. She said the "unsatisfactory" <br />rating could be used for the employee who is at the disciplinary stage. <br />John Link said that if an employee is not rated as efficient then they have some <br />significant deficiencies. The "needs improvement" rating means that the employee can <br />overcome the deficiencies. The supervisor and John Link would determine if they feel the <br />employee can retain their efficiency. He explained that this would not be where an employee <br />would be fired on the spot. This is an ongoing performance issue. <br />Commissioner Jacobs asked about the proposed levels and asked if the percentage is <br />known of "effective" and "highly effective." <br />Elaine Holmes said there would be about 15-20% "effective", and 50-55% "highly <br />effective." <br />Chair Gordon said the most common score is "highly effective." She said that very few <br />people get "needs improvement" or "unsatisfactory" ratings. <br />Commissioner Brown asked if someone would automatically be in the Meritorious <br />Service Award category if they received an "exceptional" rating. <br />Elaine Holmes explained that for the employee to receive the "exceptional" employment <br />evaluation, the department head would have to make that recommendation to the Manager, and <br />the Manager would have to approve it in advance. If that "exceptional" rating was received, <br />then it would be accompanied by the Meritorious Service Award for Exceptional Performance. <br />Commissioner Brown asked if the Meritorious Service Award excluded department <br />heads. <br />Elaine Holmes said the way the policy is written, the department heads would be <br />included in the Meritorious Service Awards plan. <br />Commissioner Carey asked what happens if an employee gets a "superior" rating. <br />Elaine Holmes explained that additional achievements beyond a "proficient" performance <br />rating would need to have prior approval from the County Manager. <br />Commissioner Halkiotis asked if there are any instances where department heads do not <br />get what someone under them get and Elaine Holmes said no. <br />Commissioner Halkiotis would like to look at the compensation packages for OPC <br />Mental Health, and the ABC system. He said even though they are not County Government <br />employees, they are still very closely associated. He would like to see what benefits these <br />groups receive.