Podcast
Questions and Answers
Which group of employees is explicitly listed as having exceptions during performance evaluations?
Which group of employees is explicitly listed as having exceptions during performance evaluations?
- Probationary Firefighters (correct)
- Civilian employees
- Employees receiving annual evaluations
- Employees on sick leave
What is the main responsibility of the Miami-Dade County Human Resources Department in the evaluation process?
What is the main responsibility of the Miami-Dade County Human Resources Department in the evaluation process?
- Generate employee evaluations with proper rating periods (correct)
- Review employee evaluations conducted by others
- Conduct performance evaluations for all employees
- Provide technical support for the evaluation system
Who is defined as the Rater in the evaluation process?
Who is defined as the Rater in the evaluation process?
- The employee being evaluated
- The Human Resources Department representative
- The immediate supervisor of the employee
- The supervisor of record at the evaluation time (correct)
Which division is responsible for the technical support of the Performance Evaluation System (PES)?
Which division is responsible for the technical support of the Performance Evaluation System (PES)?
In what situation are evaluations for Probationary Firefighters distributed to the Training and Safety Division?
In what situation are evaluations for Probationary Firefighters distributed to the Training and Safety Division?
What is the role of Division Chiefs/Managers in the evaluation process?
What is the role of Division Chiefs/Managers in the evaluation process?
Which of the following is NOT listed as an exception to the standard evaluation process?
Which of the following is NOT listed as an exception to the standard evaluation process?
What determines the proper rating period for employee evaluations?
What determines the proper rating period for employee evaluations?
What is the overall rating that allows permanent employees to submit a written rebuttal?
What is the overall rating that allows permanent employees to submit a written rebuttal?
Who has the authority to conduct internal performance evaluation appeal meetings?
Who has the authority to conduct internal performance evaluation appeal meetings?
What is the time frame within which an employee must submit an appeal after receiving a performance evaluation?
What is the time frame within which an employee must submit an appeal after receiving a performance evaluation?
What role does the Assistant Director of Budget and Finance play in the PAC?
What role does the Assistant Director of Budget and Finance play in the PAC?
Which committee member substitutes for the Chairperson in their absence?
Which committee member substitutes for the Chairperson in their absence?
Which evaluations do not grant probationary employees the right to appeal?
Which evaluations do not grant probationary employees the right to appeal?
What must an appeal decision provided by the PAC include?
What must an appeal decision provided by the PAC include?
What happens to the original action if it is later overturned by the Miami-Dade County appeal process?
What happens to the original action if it is later overturned by the Miami-Dade County appeal process?
What must an employee provide if they wish to waive their right to representation during the appeal process?
What must an employee provide if they wish to waive their right to representation during the appeal process?
During the appeal process, what type of documentation is stored with the Assistant Director of Budget and Finance?
During the appeal process, what type of documentation is stored with the Assistant Director of Budget and Finance?
What type of meetings does the PAC Chair conduct during an appeal?
What type of meetings does the PAC Chair conduct during an appeal?
What should be included in the written appeal submitted to the PAC?
What should be included in the written appeal submitted to the PAC?
What role do raters and other personnel play during the appeal process?
What role do raters and other personnel play during the appeal process?
What is the finality of the PAC's decision on an appeal?
What is the finality of the PAC's decision on an appeal?
What is the primary responsibility of the Reviewer in the performance evaluation process?
What is the primary responsibility of the Reviewer in the performance evaluation process?
When are compensatory relief Battalion Chiefs required to complete performance evaluations?
When are compensatory relief Battalion Chiefs required to complete performance evaluations?
How should a Rater substantiate their evaluation remarks?
How should a Rater substantiate their evaluation remarks?
What action must be taken if an employee receives an overall rating of 'Unsatisfactory'?
What action must be taken if an employee receives an overall rating of 'Unsatisfactory'?
What is mandatory for a Rater to obtain from supervisors during the evaluation period?
What is mandatory for a Rater to obtain from supervisors during the evaluation period?
What should a Rater do if an employee refuses to sign the evaluation?
What should a Rater do if an employee refuses to sign the evaluation?
What happens to evaluations for employees on medical leave of absence?
What happens to evaluations for employees on medical leave of absence?
What must be done with completed evaluations before the end of the rating period?
What must be done with completed evaluations before the end of the rating period?
What occurs automatically if performance evaluations are submitted after the probationary period's end date?
What occurs automatically if performance evaluations are submitted after the probationary period's end date?
For sworn personnel, how may evaluations be communicated?
For sworn personnel, how may evaluations be communicated?
What is a critical component that must be included in the performance evaluation for clarity?
What is a critical component that must be included in the performance evaluation for clarity?
How long must input received during the rating period be retained by the Rater?
How long must input received during the rating period be retained by the Rater?
What type of training should be provided to supervisory staff regarding performance evaluations?
What type of training should be provided to supervisory staff regarding performance evaluations?
What should the Rater do in cases where feedback is below satisfactory?
What should the Rater do in cases where feedback is below satisfactory?
Study Notes
Employee Performance Evaluations
- Employee evaluations will follow Miami-Dade County Administrative Order (AO) 7-19.
- Exceptions include evaluations for Management Appraisal form users, probationary firefighters, and deployed military personnel.
- Rater: Supervisor of record at evaluation time; Reviewer: Rater's immediate supervisor.
Roles and Responsibilities
- Human Resources Department generates evaluations with due dates via the Time and Leave System.
- Management Information and Technology Division maintains the Performance Evaluation System (PES) and supports data transfer.
- Division Chiefs/Managers assign evaluators and ensure compliance with deadlines.
- Periodic training provided to supervisory staff to enhance evaluation skills and clarify procedures.
Evaluation Procedure
- Rater conducts objective evaluations, identifies significant incidents, and documents performance adequately.
- Mandatory written input must be gathered from all supervisors during the rating period.
- A development action plan required for employees rated "Unsatisfactory" or "Needs Improvement."
- Evaluation discussions with employees are mandatory prior to written evaluations being shared.
Handling Evaluation Discrepancies
- If an employee disputes the evaluation, a witness verifies receipt and a process for investigation is initiated by the HR Bureau Manager.
- Completed evaluations and supporting documents must be submitted before the rating period ends for timely processing.
Permanent Status and Leave Evaluations
- Employees automatically achieve Permanent Status if evaluations are submitted late; probationary failures must be noted two pay periods before end date.
- Evaluations for employees on Military Leave processed by HR LOA Unit, while those on Medical Leave are on hold until return.
Rebuttals and Appeals
- Permanent employees can submit written rebuttals for evaluations rated “Satisfactory” or above.
- Appeals allowed for ratings of “Unsatisfactory” or "Needs Improvement" only for Permanent employees; probationary employees have no appeal rights.
Personnel Advisory Committee (PAC)
- PAC meets as necessary to review appeals for evaluations rated below satisfactory.
- PAC consists of key officials including the Assistant Director of Budget and Finance and evaluates based on internal appeal requests.
Appeal Process
- Written appeals must be submitted within ten calendar days of receiving the performance evaluation.
- Informal appeal proceedings conducted by PAC, with decisions documented in a summarized report.
- The PAC's decision is final but may be reviewed by Miami-Dade County’s HR Department under specified conditions.
Records and Documentation
- Appeal process records are maintained publicly during proceedings.
- Once concluded, documents are secured, with actions that overturn evaluations marked as “no longer in effect” within the PES.
- Findings from PAC are also filed with Miami-Dade County Human Resources for record-keeping.
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Description
This quiz covers the procedures and policies for employee performance evaluations as outlined in Miami-Dade County Administrative Order (AO) 7-19. It also addresses exceptions, such as evaluations for Management Appraisal forms and Daily Evaluations for Probationary Firefighters. Test your knowledge on these important compliance guidelines.
