RULE 20 – Appraisal and Merit Pay System

20.1     Purpose. Employee appraisals are to be performed once a year for regular status employees to establish goals and objectives, determine training needs and to appraise past performance based upon a standard performance review process and to provide merit increases as applicable.

20.2     Statement of Policy. The greatest assets of Gila County Government are its employees.

20.3     Performance Appraisal Program.

      A.     The Performance Appraisal Program applies to all regular status employees who have completed the required probationary period.

      B.     All regular status employees who have successfully completed the required probationary period shall be evaluated under the terms of the Performance Appraisal Program except for Elected Officials and appointed Chief Deputies.

20.4     Administration of System. The Personnel Department shall be charged with the administration of the system to include distribution and collection of appraisal forms, salary administration and the reporting process.

20.5      Appraisal Period. At least one official performance appraisal shall be completed for each regular status County employee each year by December 31. Blank performance appraisal forms will be distributed by the Personnel Department to the various Department Heads during November of each year.

      A.     Performance appraisals are to be conducted at the end of the probationary period and each year thereafter by December 31.

      B.     Special appraisals may be conducted at any time when an employee’s performance deteriorates and at other times deemed appropriate by the Department Head. Such special appraisals must be discussed and approved by the Personnel Director or Personnel staff member prior to the review.

20.6      Appraisal Forms. Two forms will be used in the performance appraisal system.

      A.     The “Gila County Employee Performance Appraisal” form will be used for all regular status County employees regardless of job function or classification except for Elected Officials and appointed Chief Deputies. This is a general form which appraises performance based upon a set of standard skills and traits applicable to all.

      B.     The “Supervisory Skill/Traits” form will be used in addition to “A” above for all supervisors, managers and directors. This form appraises leadership, supervisory and administrative performance against a set of standard supervisory skills and traits.

20.7      Appraisal Procedures.

      A.     The immediate supervisor will complete the appraisal form(s) and meet with the employee to conduct the performance review. In the course of the review, the employee’s job performance will be evaluated during the preceding review period. Goals and objectives will be established for the coming review period and additional training needs will be noted.

      B.     Every effort should be made to resolve differences of opinion before the appraisal session is completed.

      C.     The employee shall verify that the appraisal has been discussed with him/her by signing and dating the form. The immediate supervisor must inform the employee that his/her signature does not signify agreement with the appraisal, but only that it was discussed with and seen by him/her. The employee may request that the appraisal be reviewed at the next higher supervisory level by so indicating on the form. If the employee refuses to sign the form, the immediate supervisor shall so note it on the form.

      D.     The completed appraisal form will then be submitted to the Department Head (if not the immediate supervisor) for review. The signed appraisal form will be returned to the Personnel Department for processing.

20.8      Adverse Actions. Employee performance may also result in adverse personnel actions in accordance with Rule 21.

20.9      Appeals. Performance appraisals are appealable in accordance with Rule 22 – Grievance Policy of the Merit System Rules and Policies only under the following:

      A.     If an employee’s overall performance evaluation is evaluated at below satisfactory (i.e., Unsatisfactory, Some Deficiencies Evident), or;

      B.     If they feel discriminated against based upon race, color, religion, sex, age, national origin, disability, or Vietnam or disabled veteran status.