Materials: Manual, Forms & Resources Implementation Notice: Supervisors should now be using the new Performance Management System to appraise their employees. Please refer "Performance Management Manual, Forms & Resources" link above for further information.

The New Performance Management System

You may have heard that the County will begin using a new performance appraisal form this fiscal year. This is correct. The shift to a new system has been driven, in part, from the recommendations of the Climate Survey Task Teams that were published in 2006.

In February, 2007, a Succession Management Committee representing the entire County and led by the Human Resources Department (HR) developed a set of “leadership competencies” that the County is now using to assess the readiness of employees to assume management positions as they become vacant. As previously reported, the County now has a training program in place to help develop these competencies in high potential candidates. Additionally, in this year’s HR identified the competencies that can be strengthened by each training class they offer.

Since the competencies were identified, HR also began working on developing a new performance management system, including new forms and a revised manual, which deploys these competencies throughout the entire workforce in the Unified Personnel System. This approach assures a more comprehensive approach to developing the entire workforce so that we all understand and acquire the technical, functional, and organizational expertise necessary to achieve the County’s mission.

The new performance appraisal forms are each comprised of two major parts – competencies and individualized performance expectations. The original set of competencies is now grouped into four major competencies and is adapted appropriately for three segments of the organization: Field & Office Staff , Professional Staff , and Managerial Staff . Employees in all three segments of the organization will have their performance rated as meeting expectations, exceeding expectations, or falling below expectations in each category and their overall rating.

• County Administrator - Disciplinary Impact on Performance Appraisals


• County Administrator - Instructions for Completion of Exempt Staff Evaluation Form

Other Resources:
Overview of other functions handled by Employee Relations

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