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WORK PERFORMANCE EVALUATION FACTOR DEFINITIONS
1. JOB SKILLS AND ABILITY
A. Job Understanding - The degree to which the employee perceives clearly and fully the nature and functioning of his/her job in the organizational setting and assignment.
B. Job Knowledge and Skills - The extent to which the employee possesses the knowledge or skill to perform the job.
C. Analytical Ability - The ability to analyze facts, arrive at alternative solutions and provide acceptable recommendations.
D. Judgment - The ability to interpret correctly a situation and make sound evaluations as demonstrated by practical decisions and their results.
E. Initiative in Work Improvement - The extent to which the employee applies himself or herself to their responsibilities and seeks to improve the level of work by initiating action on their own to accomplish the task without direction.
F. Supervision Required - The amount of supervision needed to assure that the employee will perform his or her assigned duties in an acceptable and timely manner.
G. Physical Condition - The extent to which the employee is physically capable of performing the more strenuous aspects of the job.
2. QUANTITY
A. Amount of Work Performed - The volume of work produced in relation to the amount of work requiring completion or attention.
B. Completion of Work on Schedule - The extent to which an employee completes work within given or reasonable time limits.
- QUALITY
A. Accuracy - The extent to which work is free from errors or omissions
B. Thoroughness - The extent to which work is completed, with all details covered, avoiding the necessity to perform further work to complete it.
C. Neatness of Work Product - The extent to which a finished work product exceeds the acceptable standard for legibility, cleanliness and orderliness.
- QUALITY (continued)
D. Oral Expression - The extent to which an employee is capable of verbally expressing himself or herself clearly, concisely and effectively to others.
E. Written Expression - The extent to which an employee is capable of expressing his or her thoughts in writing in a logical manner and sequence, using appropriate grammar, punctuation and sentence structure.
4. WORK HABITS
A. Observance of Working Hours - The extent to which an employee deviates, without permission, being prompt and/or present during designated work periods.
B. Attendance - The extent to which an employee absences himself or herself from the job.
C. Observance of Rules and Procedures - The extent to which an employee follows established County and departmental rules and procedures.
D. Follows Instructions - The ability to perform according to written or verbal instructions.
E. Plans and Organizes Work - The ability to develop an approach to work which will effectively utilize time, material and staff hours in an equitable manner to achieve the greatest results with a minimum of time and effort.
F. Coordinating With Others - The extent to which the employee organizes his or her work activities to operate harmoniously with the work of others to achieve the best possible results for all.
G. Attention to Duty - The extent to which an employee accomplishes work goals with a minimum amount of time and effort.
H. Care of Equipment - The extent to which County equipment is properly expended, used and cared for.
I. Exercises Proper Safety Practices - The extent to which the employee practices rules of safety to protect self and others.
- ADAPTABILITY
A. Performance in New Situation - The extent to which the employee adapts with a minimum of difficulty to new orders, policy changes new personnel different assignments, etc. and performs properly.
B. Performance with Minimum Instructions - The extent to which the the employee effectively performs with brief instructions without further explanations.
C. Performance Under Stress - The extent to which the employee is able to react quickly and properly under adverse conditions or in emergencies.
- PERSONAL RELATIONS
A. Acceptance of Supervision - The manner in which the employee carries out orders or suggestions relating to specific tasks or recurring responsibilities.
B. Getting Along with Fellow Employees - The extent to which the employee willingly cooperates with other employees when the job requires it. Other employees include those within the Unit, Division and Department as well as, those from other Departments.
C. Meeting and Handling the Public - The effectiveness of the employee in relating to the public for the mutual satisfaction of both in carrying out specific responsibilities.
- SUPERVISORY ABILITY (Continued) N. Fairness and Impartiality - The extent to which the employee judges subordinates honestly and on merit and interacts impartially towards each.
O. Leadership and Motivational Ability - The ability to inspire the confidence, loyalty and willing cooperation and compliance of subordinates in accomplishing the group's responsibilities.
P. Affirmative Action Accomplishments - Accomplishments in meeting the goals and objectives established by the Board of Supervisors for protected groups including women, minorities and persons with disabilities.
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