Mary Hao, Director, Human Resources

The Performance Evaluation is a retrospective look at performance. All significant communications with the employee should have taken place by the time the evaluation is completed.

In completing evaluations, managers should use the two official County forms:

  • PMR 43, Form 1 Performance Review Form for Non-Supervisory Staff (covering lead workers and all other non-supervisory staff)
  • PMR 43, Form 2, Performance Review Form for Managers and Supervisors (covering first-line supervisors to Assistant Department Heads)

The evaluation is both a written report and a conversation. It’s an opportunity to reflect on the significant achievements and events of the past year. Following the evaluation, the performance cycle begins again with planning and goal setting for the year ahead.

Instructions for Conducting Performance Evaluations

1. Gather and review notes and documents; e.g., previous performance and development goals and assignments, notes of conversations throughout the year, letters of commendation, etc.

2. (Optional) Obtain employee self-assessment (See Employee Self-Assessment Template)

3. Complete evaluation form, rating each performance category and assigning an overall rating. If the overall rating is 'needs improvement' or 'unsatisfactory' a Work Improvement Plan is required.

4. Discuss evaluation with designated reviewer and ensure agreement

5. Discuss evaluation with employee

6. Send final, signed performance evaluation to Human Resources for inclusion in Official Personnel Folder

For employees past probation, evaluations generally takes place annually. For employees on probation, the timing of evaluations follows PMR 35 policy or the appropriate Memorandum of Understanding. For additional information on the performance evaluation process refer to the Performance Planning and Evaluation Guidelines.

Access to Performance Categories, Definitions and Forms