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4 <br /> ORD-2012-041 Attachment A <br /> Orange County Personnel Ordinance Effective Date: October 3, 2012 <br /> purposes as set forth in these regulations. <br /> Scc. 28 84. Proccdurc. Repealed <br /> All permanent employees must be evaluated at the end of six months of service, and at the end of <br /> 12 months of service upon original appointment. Thereafter, each employee should be evaluated <br /> on the employee's anniversary date of their original appointment. <br /> (a) An employee is not eligible for an In Range Salary Increase until the performance <br /> evaluation form has been completely processed by the Personnel Department. <br /> (b) Each employee and supervisor will meet to develop the employee's work plan for the <br /> month, quarter, or year. The work plan will include work objectives and performance <br /> standards. A performance rating will be assigned to the employee based on work plan <br /> performance. Performance ratings will be in one of the following areas: <br /> (1) Performance Rating Definitions <br /> a. Exceptional * <br /> Performs at levels that consistently and significantly exceed job standards. <br /> Work goes far beyond job expectations in most functional areas. <br /> Accomplishments are made in unexpected areas as well. <br /> *Requires the County Manager's advance approval. <br /> b. Proficient <br /> Performance meets and frequently exceeds the defined job standards. <br /> Accomplishes all major objectives and demonstrates a high standard of <br /> knowledge and skill in completing tasks. <br /> Note: Proficient with Superior Accomplishments <br /> For an employee whose work performance includes Superior accomplishments as <br /> written recommendation for a Superior Meritorious Service Award outlining the <br /> specific accomplishments. This award requires the Manager's advance approval. <br /> c. Needs Improvement <br /> Performance meets some job standards but does not fully meet all job <br /> standards. The job is being accomplished at a minimal level. Improvement <br /> is needed to fully meet the job expectations. <br /> d. Unsatisfactory <br /> Performance does not meet the defined job standards in most functional <br /> areas. Important objectives are not met even with close supervision and <br /> Page 2 <br />