PERSONNEL REGULATIONS AND REFERENCES OF

SANTA CRUZ COUNTY

SECTION 171

PERFORMANCE EVALUATION PROGRAM

Reissued 5/14

1. SUPERVISORY GUIDE FOR EMPLOYEE PERFORMANCE EVALUATION

A Supervisory Guide for Employee Performance Evaluation is included in this section. This guide, together with the definitions and instructions on the "County of Santa Cruz Employee Performance Evaluation and Development Report" form, are intended to provide aids and procedures for supervisors to use in preparing consistent, job-related evaluations of an employee's performance. (Revised 10/17/06, Res 339-2006)

2. MONITORING PERFORMANCE EVALUATION TIMING

To help departments prepare evaluations on a timely basis in accordance with Civil Service Rules, a computer generated listing of evaluations due is distributed to departments bi-weekly.

3. DEPARTMENT HEAD PERFORMANCE EVALUATION:

Evaluations will be conducted on an annual basis for appointed department heads by the County Administrative Officer or other appropriate appointing authority. The standard County performance evaluation form will be used to document this review. In addition to standard evaluation of the full range of responsibilities of the department head's authority the following will be evaluated and documented;

1. Equal Employment Opportunity activities and success in meeting department and County objectives. The Equal Employment Opportunity Officer shall provide information on an annual basis to the appropriate department head's appointing authority concerning the success of each department in meeting annual Equal Employment Opportunity objectives. The basis for this evaluation will be County's Equal Employment Opportunity and Cultural Competence Plan, and the annual departmental EEO and cultural competence plans. The appointing authority shall include recommendations to address deficiencies, if applicable.

2. Evaluation of staff performance: The Personnel Department shall provide information to the appropriate department head's appointing authority regarding compliance with County guidelines concerning staff evaluations. This will include information on the timely completion of performance evaluations for all staff including probationary, step advance and annual evaluations at the top step. Evaluations shall include the department head's success in evaluating department staff in the achievement of the objectives of the County Equal Employment Opportunity/Non-Discrimination Program.

4. COUNTY ADMINISTRATIVE OFFICER AND COUNTY COUNSEL

PERFORMANCE EVALUATIONS

The Board of Supervisors shall be responsible for overseeing a performance evaluation of the County Administrative Officer and County Counsel on at least an annual basis. The Board shall decide on a method and procedure to be used in evaluating each position. The elements of the County’s standard performance evaluation may be used as a guide.