The Board of Health last approved revisions to the District’s employee handbook on February 13, 2018. The new performance evaluation procedures and tool are specific to Section 3.11-Personnel Evaluations, which reads:
“We believe that goal setting and frequent feedback improve performance. Your supervisor should communicate to you the specific performance standards for your job. Formal performance evaluations are generally conducted at or near the end of the probationary period, and on an annual basis thereafter. The timing of the annual evaluations varies by Division and manager. These evaluations are designed to enhance communication and performance. If for some reason you do not receive your performance evaluation at the appropriate time, please talk to your supervisor or Human Resources.”
The last performance evaluation tool that was developed was in 2008 and is not being consistently used throughout the District. Pam Aguilar, HR manager, worked with a performance tool workgroup made up of representatives from each of the bargaining units and non-represented employees to develop the updated procedures and performance evaluation tool. This procedure will start being consistently used in January 2020.
The evaluation period will be in one-year increments. Current employees’ evaluation period will start on the individual’s date of hire or start date in their current position. For example, for an employee with a date of hire of 8/1/13, their evaluation period will be 8/1/2020 through 7/31/2021. Or, for an employee with a start date in their current position of 4/1/17, their evaluation period will be 4/1/20 to 3/31/21.
New employees will receive a mid-trial service period performance evaluation and one at the end of their trial service period. Upon successful completion of their trial service period, the employee will receive a performance evaluation annually. For example, for an employee with a hire date of 8/1/20 and a six-month trial service period, they’ll receive a midpoint performance evaluation on 10/31/20, then final performance evaluation on 1/31/21. After that, annual performance evaluation period for this employee will be February 1 through January 31.
At their Nov. 27 meeting, the Executive Committee provided suggested edits to reduce potential vagueness in some of the wording on the forms. The forms have been sent to Summit Law Group for their review and input.