Performance Appraisal

1. Employee performance shall be appraised at the beginning, during and at the end of the probationary period and at least annually thereafter. These appraisals may be used to provide a basis for decisions on placements promotions, separations, salary advancements, grievances, reduction-in-force and other personnel actions. The Director of Human Resources shall establish a performance appraisal system designed to give a fair appraisal of the quality and quantity of work performed in all departments. Departments may use this recommended system, or present an alternative system for certification by the Director of Human Resources for use in an individual department.
   
   All County performance appraisal systems in use shall include ratings prepared and recorded for all employees at regular intervals not to exceed twelve months by the direction or action of the Administrative Officer for whom the employee works. Performance ratings and length of service, may, together with other criteria, be considered in determining salary advancements and in making promotions, reassignments, demotions, and separations. Each employee shall be furnished a copy of their performance plan and appraisal.
   
   
2. During the probationary period, performance review may be conducted at any time, and at the end of the sixth months the employee shall be dismissed or recommended for a permanent position. After that time, the performance of the employee should be reviewed at least once a year on an annual basis. Such review shall be signed by both the employee and the supervisor.
   
   
3.  Special Probationary Appraisal. It is a supervisor's prerogative, whenever circumstances require it, or when an employee's overall performance rating indicates that the employee "Needs Improvement" or is "Unsatisfactory," to impose a special probation upon an employee for a specific period of time not to exceed six months. During this time, the supervisor may prepare and submit monthly performance appraisals to the Human Resources Department. Special probation requires written notice to the employee. Once established, the special probation is officially ended by a statement to that effect in the last special performance appraisal. This statement should also summarize the employee's improvement. A special probation does not change the status of a regular employee or the eligibility date. The record created by special performance appraisals is important as evidence of satisfactory or unsatisfactory performance in the event of subsequent disciplinary action. An employee can serve a six month special probation only once during a 12-month period. An employee who served a special probation within the previous 12-month period, and who continues to function at an unsatisfactory level, may be dismissed immediately.
   
   
4. Performance Appraisal Process. The following pages entitled Performance Appraisal Process in Weber County includes the objectives, procedures, and manner in which a performance appraisal is to be conducted. The contents are considered to be part of this Personnel Policy and Procedures. Departmental Performance Appraisal Processes approved by the Director of Human Resources will also be considered to be part of this Personnel Policy and Procedures.
   
   
5. All supervisors who are responsible for conducting performance appraisals and all Department Directors shall have, as one of their performance objectives, the efficient and effective management of an approved performance appraisal process in the appropriate section, program, office, or department.

Performance Evaluations

1. The Director of Human Resources shall establish and make effective a system of performance evaluations designed to give a fair assessment of the quality and quantity of work performed in all departments. A Department Administrative Officer shall ensure that such evaluations shall be prepared and recorded for all probationary and regular employees at intervals not to exceed twelve (12) months. Performance evaluations and length of service may, together with other criteria, be considered in making promotions, reassignments, demotions, and separations. Each employee shall be furnished a copy of their performance evaluation.
   
   
2. An Administrative Officer may implement a performance appraisal system meeting the specific needs of the Department with prior approval from the Director of Human Resources.
   
   
3.  Eligibility Date. The eligibility date for merit employees shall be the beginning of the next pay period following the successful completion of a merit probationary period, which shall usually be six months from the date of hire, unless the probationary period has been extended in accordance with the Weber County Merit Ordinance. If probation is extended, the eligibility date shall be the start of the pay period following the determination that the employee has satisfied a merit probationary period. (The eligibility date for applicable Assessor's Office employees, law enforcement, and correctional employees shall be six months from the date they are certified to function in their respective position. The eligibility date for law enforcement and correctional employees shall not exceed more than twelve (12) months from the date of hire.)

   3.1

   A promotion from one job classification to another either within the department or between departments may require a six month probationary period. An increase in salary resulting from promotion within a department does not affect the eligibility date for consideration of an annual salary increase unless a probationary period is requested (performance pay). Promotions between departments will affect the eligibility date.

   3.2

   The following factors shall not affect an employee's eligibility date: Pay adjustments resulting from salary surveys. Reclassification. A period of paid leave. Leave-without-pay for fewer than thirty (30) days.