Agenda - 03-05-1990 - Laserfiche WebLink

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9 ARTICLE VII EMPLOYEE PERFORMANCE EVALUATION PROGRAM 1.0 PURPOSE To review job performances of employees in an effort to make managerial decisions regarding all employees and their role with the County. 2.0 POLICY The County Manager will prepare a system for evaluating the work performance of all employees. The current system is known as the Work Planning and Performance Review System. (WPPR) . A performance review system provides a natural approach to discussion between an employee and supervisor in which an open discussion can be held concerning' the employee's strong and weak points, how well they are performing their work and how they can improve their work performance. The supervisor and employee together should plan work objectives for the coming year and the performance level at which they will be accomplished. The performance evaluation may be used in determining salary increments; as a factor in determining order of layoffs; as a basis for training; promotion; transfer or dismissal; and for such other purposes as set forth in these regulations. 3.0 PROCEDURE All permanent employees must be evaluated at the end of six months of service, and at the end of twelve months of service upon original appointment or promotion. Thereafter, each employee should be evaluated on the employee's anniversary date of their original appointment or date of last promotion. 3.1 An employee will not be eligible for a pay raise until the performance evaluation form has been completely processed by the Personnel Department. 3.2 Each employee and supervisor will meet to develop the employee's work plan for the month, quarter, or year. The work plan will include work objectives and performance standards. A performance rating will be assigned to the employee based on work plan performance. Performance ratings will be in one of the