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8 <br /> Attachment B <br /> Orange County Personnel Rules and Regulations Manual Issue Date: October 2012 <br /> d. Unsatisfactory. Performance does not meet the defined job standards in <br /> most functional areas. Important objectives are not met even with close <br /> supervision and guidance. Disciplinary action based on job performance <br /> may be initiated. <br /> e. Extended. No rating is given for this employee. An extension of 90 days <br /> is necessary in order to determine with accuracy the appropriate <br /> performance level. Supervisors must have the advance approval of the <br /> Human Resources Department prior to granting this rating. This rating <br /> 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 <br /> 90 days would benefit both the County and the employee. The rating <br /> should not be used by the supervisor to avoid the responsibility of <br /> informing an employee of unsatisfactory performance. <br /> (3) 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 <br /> a supervisory position who is leaving the position is required to submit <br /> performance evaluation information to the department head on each employee <br /> under his or her supervision who has not been evaluated within the previous six <br /> month period. <br /> (4) The supervisor is required to hold an annual performance evaluation conference <br /> with each employee. If an employee disagrees with any statement in an <br /> evaluation, the employee should submit statements or comments of disagreement. <br /> Both the employee and supervisor sign the performance evaluation form. <br /> (5) For an employee whose work performance rating is Needs Improvement or <br /> Unsatisfactory, the WPPR Review must include a development plan with <br /> structured follow up. When an employee receives more than one consecutive <br /> Needs Improvement rating or an Unsatisfactory rating, the Manager reviews the <br /> rating and, as appropriate, makes recommendations for follow up action. <br /> (6) Performance evaluation forms are confidential and are made available only to: <br /> The employee evaluated or the employee's authorized representative; supervisor; <br /> department head; Human Resources Director; County Manager, County Attorney <br /> or the Governing Boards. <br /> This Section of the Rules and Regulations will become effective upon signing of this document. <br /> Adopted this the day of October 2012. <br /> Frank W. Clifton, Jr., County Manager <br /> AMENDMENTS: <br /> Page 3 <br />