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5 <br /> ORD-2012-041 Attachment A <br /> Orange County Personnel Ordinance Effective Date: October 3, 2012 <br /> _uidance. Disciplinary action based on job performance may be initiated. <br /> e. Extended <br /> No rating is given for this employee. An extension of 90 days is necessary <br /> in order to determine with accuracy the appropriate performance level. <br /> Supervisors must have the advance approval of the Personnel Department <br /> prior to granting this rating. This rating should be used sparingly and only in <br /> cases when the supervisor is generally unsure of the rating that should be <br /> assigned and an extension of 90 days would benefit both the County and the <br /> employee. The rating should not be used by the supervisor to avoid the <br /> responsibility of informing an employee of unsatisfactory performance. <br /> (c) The immediate supervisor prepares the performance evaluation of each employee <br /> reporting to him or her and reviews it with the department head. An employee in a <br /> supervisory position who is leaving the position is required to submit performance <br /> evaluation information to the department head on each employee under his or her <br /> supervision who has not been evaluated within the previous six month period. <br /> (d) The supervisor is required to hold an annual performance evaluation conference with <br /> each employee. If an employee disagrees with any statement in an evaluation, the employee <br /> should submit statements or comments of disagreement. Both the employee and supervisor <br /> sign the performance evaluation form. <br /> (e) For an employee whose work performance rating is Needs Improvement or <br /> Unsatisfactory, the WPPR Review must include a development plan with structured follow <br /> up. When an employee receives more than one consecutive Needs Improvement rating or <br /> an Unsatisfactory rating, the Manager reviews the rating and, as appropriate, makes <br /> recommendations for follow up action. <br /> (f) Performance evaluation forms are confidential and are made available only to: The <br /> employee evaluated or the employee's authorized representative; supervisor; department <br /> head; Personnel Director; County Manager, County Attorney or the Governing Boards. <br /> (Ord. of 06-07-1976, eff. 08-01-1976; Amend. of 07-01-1999, Art. VII § 3.0, eff. 07-01-1999) <br /> Page 3 <br />