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Orange County Personnel Rules and Regulations Manual Issue Date: October 2,2012 <br /> employee is performing the work and any needed changes in work <br /> performance. <br /> (3)With the formal performance review at the end of the annual work planning <br /> period,the supervisor completes the performance evaluation of the employee's <br /> work during the past year.The performance evaluation may be used in <br /> determining salary increments; as a factor in determining order of layoffs; as a <br /> basis for training;promotion; transfer or dismissal; and for such other i <br /> purposes as set forth in these regulations. <br /> B. Procedure. All permanent employees must be evaluated at the end of six months of <br /> service, and at the end of 12 months of service upon original appointment. Thereafter, <br /> each employee should be evaluated on the employee's anniversary date of their <br /> original appointment. <br /> (1) An employee is not eligible for an In Range Salary Increase until the <br /> performance evaluation form has been completely processed by the Personnel <br /> Department. <br /> (2) Each employee and supervisor will meet to develop the employee's work plan for , <br /> the month, quarter, or year. The work plan will include work objectives and <br /> performance standards. A performance rating will be assigned to the employee <br /> based on work plan performance. Performance ratings will be in one of the <br /> following areas: <br /> a.Exceptional. Performs at levels that consistently and significantly exceed <br /> job standards. Work goes far beyond job expectations in most functional <br /> areas. Accomplishments are made in unexpected areas as well. Requires <br /> the County Manager's advance approval. <br /> b. Proficient. Performance meets and fiequently exceeds the defined job <br /> standards. Accomplishes all major objectives and demonstrates a high <br /> standard of knowledge and skill in completing tasks. <br /> L Proficient with Superior Accomplishments. For an employee <br /> whose work performance includes Superior accomplishments as <br /> defined in the Meritorious Service Award program, the department <br /> head may submit a written recommendation for a Superior <br /> Meritorious Service Award outlining the specific i <br /> accomplishments. <br /> ii. This award requires the Manager's advance approval. <br /> c. Needs Improvement. Performance meets some job standards but does not <br /> fully meet all job standards. The job is being accomplished at a minimal <br /> level.Improvement is needed to fully meet the job expectations. <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 /> Page 2 <br />