2022-03-10 Merit Appeals Board Minutes

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Merit Appeals Board March 10, 2022 The training not only covered the policy and the form but it also provided basic information on why a performance evaluation system is in place. The HRS really doesn't go into detail as to what the requirements—specific requirements are in doing performance appraisals. It, basically, just says that we have to do an annual evaluation on all of our employees. So, we have the flexibility to put in place what we feel is—what works for our County. And they've been very pleased with the additional training on, not only how to use the form, but how to effectively complete a performance appraisal form. So, that's working out very well. Our department has committed to provide regular check -ins with the supervisors, just so that they don't feel like this is something that we're just throwing on them. We're going to provide them regular check -ins and opportunities for feedback. Because, as I mentioned to Jenny, if this is something that we need to pivot on at some point, we can do that. That—so, basically, that's where we're at with the performance appraisal form and policy and procedure. Any questions with that? CHR. CABANAS: I have one, Waylen. MR. LEOPOLDINO: Sure. CHR. CABANAS: So, you said 326 supervisors were trained, you're halfway through the training. So, are the 326 from a wide spectrum of the departments? MR. LEOPOLDINO: Yes. I wouldn't say it's heavily weighted on one department `cause that would kind of concern me. Well, I do want to say Public Works—certain of the—certain Big 7 departments take an active interest in the performance appraisal system. So, a lot of these departments really push for training of their employees and supervisors. So, we did get a huge group from Public Works part of that 326. But, otherwise, it's pretty—it's dispersed among all departments. Their—all departments have, kind of, a vested interest. So, we're seeing responses from all departments. CHR. CABANAS: Okay. So, if the policy and procedures implemented, the form is institutedso, likeso, let's say for police, which is a big department, fire—another big department—how do you ensure the process is being equitable if only certain supervisors—let's say, those two departmentsI'm getting the training and others are not. You know what I'm trying to say? Is it equitably moving forward among all the supervisors and is there an internal timeline for police? Is there an internal timeline for fire? Especially those two departments because they operate under like semi -military procedures, yeah, their setup is that way—especially for them. How is it moving equitably moving forward for those two departments especially? Page 9