FY 2024 Pilot Employee Performance Management Program

Coverage

Applies to all County employees

Applies to classified service, general schedule employees in Executive Branch, in preparation for new FY24 Countywide process; AP 217 remains in effect for all other employees.

Timeline

Covers the year from an employee’s anniversary date

Follows the County Government fiscal year (July to June)

Process

Requires the use of paper forms or PDFs

Takes place completely online in NEOGOV Perform system

Agency Performance Managers

Agency Human Resources Liaisons support and access Agency employee performance management information

Introduces Agency Performance Manager role for Agency senior leader or HR employee designated by Appointing Authority for administrative access to Agency employee data in online system

Evaluation Types

Requires different evaluation forms for probationary, transfer, promoted, and demoted employees

Implements semiannual performance evaluations at midpoint and end of fiscal year using one consistent evaluation form; expands guidance for transfer performance evaluations

Performance Goals

Uses position description to define performance goals

Requires that supervisors set employee performance goals based on Agency and County priorities

Competencies

Does not use competencies to evaluate employee performance

Introduces consistent set of employee and supervisor competencies to guide performance

Rating Scale

Uses five-point scale aligned around satisfactoriness of performance

Revises to four-point scale to reflect more clear and objective language around performance expectations

Performance Rewards & Actions

Outlines performance rewards, including pay increases and annual leave awards, based on overall evaluation rating

Revises performance rewards and actions based on revised rating scale; pay increases are granted on an annual basis based on the County Government fiscal year

Development Plans

Includes follow-up appraisal for an employee whose rating is "needs improvement" 

Introduces development plans as a tool to support employees in improving performance if it is rated as below meets expectations

Supervisor Merit Increases

No current guidance on supervisor merit increases based on completion of employee evaluations

Adds guidance that supervisors who do not complete employee evaluations will not be eligible for a pay increase