Download PDF Packet - Agenda

PERFORMANCE APPRAISAL:
2.55 Frequency: The job performance of each county employee will be evaluated once a year using
the county's EMPLOYEE EFFICIENCY REPORT FORM (NCF-3). For the convenience of county
departments a supply of NCF-3 forms will be maintained at the Director of Human Resources. The
evaluation shall be based on the performance of the employee's job duties and will be conducted in
accordance with the county's performance appraisal guidelines manual. A copy of each report will be
given to the employee by his/her immediate supervisor within ten calendar days of the date on the
report. Special evaluations may also be conducted as necessary to document inordinately poor or
extraordinarily high employee performance under any given circumstance. All pay increases and
promotions for each employee in the classified service will be contingent upon that employee having
a satisfactory EER file. All pay increases or promotions requested for employees with incomplete or
unsatisfactory files, must be submitted to the Director of Human Resources for approval by
Commissioners Court. An unsatisfactory EER file will be determined by averaging the total scores of
all EERs on the subject employee's file. If the average of the total of all EERs scores combined, falls
at or below the cutoff figure for an unsatisfactory EER as prescribed by the county's performance
appraisal guidelines manual, that employee will be considered unsatisfactory for purposes of pay and
promotion as herein defined.
2.56 Record keeping: The original of the evaluation must be submitted to the Human Resources
Department for inclusion in the employee's official personnel record.
2.57 The Director of Human Resources must maintain records showing the performance ratings of
employees for use in determining the order of layoff and reinstatement; and for recommendations
relating to promotion, transfer, demotion and dismissal.
2.58 Employees have the right to present an appeal concerning interpretation of the Performance
Appraisal Process and/or resulting appraisal. The following method is provided to ensure rapid and
fair hearing of an appeal:
Step 1: The employee should discuss the appeal with the immediate supervisor first and try to
resolve it. This must be done no later than seven (7) calendar days after the occurrence of the
action. The supervisor will answer the appeal within five (5) calendar days.
Step 2: If the appeal has not been settled, it may be presented in writing to the department
director outlining the specific concerns within five (5) calendar days after receiving an answer
from the immediate supervisor. The employee will receive a written reply within five (5)
calendar days from the Department Head or Elected Official. The employee may thereafter
submit a written response within seven (7) calendar days to be included in his/her personnel
file.
2.59 Nothing in this section shall be construed to entitle an employee to a satisfactory performance
rating.
REINSTATEMENT:
2.60 Definition: Reinstatement is the re-employment of a former regular employee without
requiring the employee to go through the competitive selection process for a stated period of time.
The reinstatement policy of the county provides for the following:
Nueces County Personnel Policy Manual Page -14-
Approved by Commissioners Court on January _____, 2013