QUALITY OF WORK: Is the work of this employee performed to the established Haywood County standards for the position held? A rating of 1 may be characterized by: A rating of 2 may be characterized by: A rating of 3 may be characterized by: A rating of 4 may be characterized by: A rating of 5 may be characterized by: A rating of 6 may be characterized by: *Review of work product shows that tasks are performed carelessly and/or are most often incomplete *Work product still must be regularly checked for completeness and accuracy as quality of work cannot be depended upon *Work product is generally acceptable and meets the minimum requirements for the position held *Generally the work product of this employee is performed with minimal mistakes *Completes a very good work product and sets standard for Unit/Department *Work product is superior and sets industry standard *Work product consistently requires numerous corrections and has to be redone *Improvement is needed before quality of work can be relied upon without significant supervisory oversight *Work product is generally thorough, accurate and completed timely *Employee demonstrates the ability to find and correct own mistakes in their work product *Employee demonstrates the ability to catch mistakes of peers/subordinates and able to correct these in a responsible and professional manner *Does not follow superior’s directions as to quality of work *Sometimes does not follow superior’s directions as to quality of work *Work product occasionally requires corrections and employee is showing progress *Employee catches own mistakes and is able to make the necessary corrections *Employee is sometimes called upon to train peers in attaining higher quality of work *Assists others in attaining higher quality of work *Employee is not familiar with the duties assigned to the position held and demonstrates no interest in learning assigned tasks *Employee has a limited knowledge of the duties assigned to the current position held *Employee demonstrates an adequate knowledge of the duties assigned to the position currently held *Employee can perform all tasks and demonstrates knowledge of the duties assigned to the position currently held *Employee has mastered all the duties of position currently held *Employee is seen as expert in position and is asked to train others on duties of the position currently held
QUANTITY OF WORK AND TIME MANAGEMENT: Does the employee and subordinates perform assigned work within the required and established timeframes? How well does the employee and subordinates budget his/her time for daily work and long term projects or assignments? How does this employee’s team/unit/department meet their established standards and goals? A rating of 1 may be characterized by: A rating of 2 may be characterized by: A rating of 3 may be characterized by: A rating of 4 may be characterized by: A rating of 5 may be characterized by: A rating of 6 may be characterized by: *Work is not being completed on time and employee is constantly missing deadlines *Frequently misses deadlines and is slower than most in getting the work completed. *Generally meets deadlines, but may require additional follow-up *Performs job assignments within the allotted time frames * Completes all assignments within established time frames *Almost always finishes assigned tasks/projects before deadlines and produces superior results *Wastes time or does not use time and resources wisely *Work quantity is somewhat less than normally expected *Does not volunteer for or seek out additional work when time is available *Demonstrates the ability to prioritize tasks *Can be counted on to take on additional work when not busy *Always takes on additional work when not busy *Quantity of work performed is far below normal expectations and requirements for position held *Occasionally avoids work assignments deliberately * Work quantity is generally at the expected and required level for the position held *Consistently sets realistic time frames for completion of assigned tasks and projects. * Assists others in meeting assignment deadlines without being asked *Sets unrealistic time frames for accomplishing tasks *Frequently absent from work without medical excuse Frequently late for work and does not set a good example for subordinates in this area *Consistently uses all leave time as soon as it is earned. *Does not use earned leave in a responsible manner *Does not monitor subordinates leave time usage to ensure adequate staffing for Unit/Department *Attendance and arrival time meets the minimum standards for position held *Adequately monitors leave time usage for subordinates to ensure adequate staffing for Unit/Department *Frequently exceeds the expectations for overall attendance for position held. *Unit/Department is staffed appropriately to meet the needs of customers *Consistently exceeds all expectations for attendance for position held. *Consistently monitors the leave time usage of subordinates and actively addresses problem areas for improvement *Role model for attendance and staffing is almost always adequate to serve the needs of customers.
STAFF SUPERVISION: How well does this employee perform the supervisory functions of his/her position i.e. training, monitoring, evaluating, directing, counseling and disciplining the employees under his/her direct supervision? A rating of 1 may be characterized by: A rating of 2 may be characterized by: A rating of 3 may be characterized by: A rating of 4 may be characterized by: A rating of 5 may be characterized by: A rating of 6 may be characterized by: *Department employees lack motivation and are performing in an inefficient manner and this is not addressed by Supervisor/Department Head * Supervisor/Department Director often fails to hold employees accountable for performing at the acceptable/desired standard of the position held in the County *Supervisor/ Department Director assigns work fairly and impartially based on Unit/Department and County needs *New employees are consistently monitored by ongoing review of training plans implemented at beginning of employment within the department *Supervisor/Department Director prioritizes projects and assigns employees tasks to insure maximum efficiency, timeliness and accuracy in accomplishing work *Sets high performance standards for self and motivates subordinates to do the same. *Department employees are performing poorly as a result of inadequate training, coaching and direction from Supervisor/Department Head *Performance evaluations for employees generally do not accurately reflect worker performance for position held * Supervisor/Department Director generally holds employees accountable for performing at the acceptable/desired standard for the County *Subordinate evaluations are objective and constructive in helping the employee succeed and progress in their current positions *Supervisor/Department Director develops, coaches and mentors employees so that they may gain greater knowledge, skills and responsibilities. *Is seen as a role model for their position within the Unit/Department, County and Industry *Does not take necessary disciplinary actions on negative evaluations and ignores poor performance of employees under his/her direct supervision *Performance evaluations generally reflect an accurate review of worker performance *Subordinates are offered equal opportunities to train for promotions and Succession Planning *Performance evaluations are consistently used to help employees succeed and progress in their current positions *Exemplary in preparation of performance evaluations and sound knowledge in how to properly evaluate employee job performance *Supervisor/Department Director shows favoritism and/or bias in work assignments
ETHICS AND INTEGRITY: Does this employee exhibit positive ethical standards with regard to his/her work? A rating of 1 may be characterized by: A rating of 2 may be characterized by: A rating of 3 may be characterized by: A rating of 4 may be characterized by: A rating of 5 may be characterized by: A rating of 6 may be characterized by: *Does not treat co-workers or public in an honest, respectful manner *Demonstrates behaviors in work product that would cause concern over ethical practices in performing duties of position held *Basically honest *Meets and occasionally exceeds the standards for treating others in an ethical and respectful manner *Always treats others with respect and in an ethical manner *Unwilling to compromise the integrity of self, position, department and County *Does not utilize County property in an ethical and professional manner and does not encourage subordinates to do the same *Demonstrates behaviors in utilization of County property that would cause concern in handling this in an ethical and professional manner *Behaves in a professional manner *Meets and occasionally exceeds the standards for treating County property in an ethical and respectful manner *Always demonstrates the handling of County property in an ethical and respectful manner *Inspires others to achieve the highest ethical standards *Demonstrates behavior in work practices that would cause concern over ethical practices in performing job duties *Does not engage in activities which could damage his/her reputation or that of County *Meets and occasionally exceeds the standards for treating customers with respect and in an ethical manner *Always treats customers in a respectful and ethical manner
JUDGEMENT: Does the employee make sound decisions and take necessary action/s to effectively implement their decisions? A rating of 1 may be characterized by: A rating of 2 may be characterized by: A rating of 3 may be characterized by: A rating of 4 may be characterized by: A rating of 5 may be characterized by: A rating of 6 may be characterized by: *Indecisive *Able to reach tentative conclusions *Generally demonstrates good judgment in decision making *Demonstrates sound judgment making skills *Decision process is logical and leads to valid conclusions *Totally reliable in judgment and decision making skills *Routinely defers the decision making process to others *Does not always check out options with others before making decisions *May still require confirmation from Supervisor before relying on self *Corrections are infrequent and employee demonstrate confidence in decision making processes *Takes relevant information into account, including possible consequences of alternatives, before making final recommendations and/or decision *Decisions and recommendations are accepted without question *Prefers to defer the decision making process to others *Requires confirmation of decision making processes before relying on self *Supervisor occasionally must check decision or recommendation before accepting *Considers all elements of a problem before making a decision *Produces firm, answers and recommendations to support decisions made *Respected by others for quality of decisions and/or recommendations *Does not always consider consequences when making decisions *Occasionally fails to consider all factors when making decisions *Decisions made are usually reliable *May be called upon to assist others in the decision making process *Called upon regularly to assist others in the decision making process
SCORING LEVEL FOR MERIT INCREASE The merit increase as approved in the 2015-2016 budget year is the same as in previous years. The range for the merit increase is still from 0% to 2%. Listed below is the current scoring range for this new tool. Score Percentage Increase 51-55 1%- This score must not include any rating of 2 on the employee’s performance evaluation 56-62 1.5% 63 and above 2% **If an employee receives a score of 2 on any criteria, a Work Improvement Plan must be completed and submitted with the evaluation to Human Resources. This plan can be implemented for a three month review or a six month review depending on the timeframes needed for improvement by the Supervisor/Department Head. If the employee is making progress in completing the WIP but still needs to improve in some areas, the WIP may be extended for an additional three month period. Any extensions on the WIP should be discussed with the Department Director and Human Resources before the extension can be granted. If the employee has improved sufficiently and can be released from the WIP, an updated evaluation form along with the WIP must be submitted to Human Resources so that a merit increase can be calculated. The merit increase will not be retro back to the employee’s anniversary date but will be in effect when the appropriate documentation is received in Human Resources that the WIP has been satisfied. If the WIP has to be extended the employee will forfeit any merit increase for the current review period in which they were placed on the WIP. The scores below will indicate the amount of merit that an employee may be eligible for upon completion of the WIP. Satisfactory completion of the WIP 0.50% eligible for merit increase Unsatisfactory completion of WIP or WIP extended 0.00% eligible for merit increase