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The purpose of this policy is to provide a system for supervisors to assess and evaluate the adequacy of individual performance in relation to job requirements, enable employees to recognize their own developmental performance improvement needs, and to provide employees with the opportunity to correct inadequate performance.
The purpose of this policy is to provide a system for supervisors to assess and evaluate the adequacy of individual performance in relation to job requirements, enable employees to recognize their own developmental performance improvement needs, and to provide employees with the opportunity to correct inadequate performance.
True
The Fire Chief of the Administration is responsible for future updates to this policy.
The Fire Chief of the Administration is responsible for future updates to this policy.
False
This policy applies to all Palm Beach County Fire Rescue personnel and reservists.
This policy applies to all Palm Beach County Fire Rescue personnel and reservists.
True
Who is responsible for the accurate and fair evaluations of bargaining unit personnel under their supervision?
Who is responsible for the accurate and fair evaluations of bargaining unit personnel under their supervision?
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Supervisors are allowed to discuss employee performance reviews with the employee's co-workers.
Supervisors are allowed to discuss employee performance reviews with the employee's co-workers.
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Where should the Supervisor locate all Employee Performance Review forms for bargaining unit personnel?
Where should the Supervisor locate all Employee Performance Review forms for bargaining unit personnel?
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The District Chief or Section Manager (as appropriate) shall be responsible for ensuring all Employee Performance Reviews are completed and submitted on time.
The District Chief or Section Manager (as appropriate) shall be responsible for ensuring all Employee Performance Reviews are completed and submitted on time.
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Who should the Supervisor consult for all Employee Performance Reviews on employees they directly oversee?
Who should the Supervisor consult for all Employee Performance Reviews on employees they directly oversee?
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The District Chief or Section Manager is responsible for ensuring timely notification occurs to all Supervisors.
The District Chief or Section Manager is responsible for ensuring timely notification occurs to all Supervisors.
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During an employee performance review conference, the Supervisor and the employee shall discuss the employee's performance in detail.
During an employee performance review conference, the Supervisor and the employee shall discuss the employee's performance in detail.
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EMS Captains may be notified to provide specific comments and supporting documentation related to the employee's ability to perform ALS and BLS skills.
EMS Captains may be notified to provide specific comments and supporting documentation related to the employee's ability to perform ALS and BLS skills.
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EMS Captains may hold an additional employee performance review conference with the employee to discuss their performance in detail.
EMS Captains may hold an additional employee performance review conference with the employee to discuss their performance in detail.
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There should be at least three attainble goals identified for the employee for the next rating period in the Employee Performance Review.
There should be at least three attainble goals identified for the employee for the next rating period in the Employee Performance Review.
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Supervisors should provide feedback to employees throughout the performance review period using the department's Professional Development and Employee Development policies.
Supervisors should provide feedback to employees throughout the performance review period using the department's Professional Development and Employee Development policies.
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All Employee Performance Reviews must be signed by both the employee and the supervisor after the employee performance review conference.
All Employee Performance Reviews must be signed by both the employee and the supervisor after the employee performance review conference.
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The employee's signature on an Employee Performance Review signifies their concurrence with everything contained in the document.
The employee's signature on an Employee Performance Review signifies their concurrence with everything contained in the document.
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The Supervisor should then email the signed Employee Performance Review to the appropriate next-level supervisor using the email tools within Target Solutions.
The Supervisor should then email the signed Employee Performance Review to the appropriate next-level supervisor using the email tools within Target Solutions.
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The appropriate next-level supervisor is responsible for assessing the supervisor's ability to improve the employee's performance.
The appropriate next-level supervisor is responsible for assessing the supervisor's ability to improve the employee's performance.
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Supervisors are allowed to make changes to the Employee Performance Review after the employee has signed it.
Supervisors are allowed to make changes to the Employee Performance Review after the employee has signed it.
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If the employee feels the Supervisor has rated them incorrectly, they may discuss it with their Supervisor, who can then change the rating.
If the employee feels the Supervisor has rated them incorrectly, they may discuss it with their Supervisor, who can then change the rating.
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Bargaining unit employees may file a grievance over their performance rating, which is always taken to arbitration.
Bargaining unit employees may file a grievance over their performance rating, which is always taken to arbitration.
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An unfavorable rating of "Unacceptable" or "Needs Improvement" requires documentation of the reasoning for the rating given to the employee, a subsequent Special Employee Performance Review in four months, and notification to Battalion Command Staff or Supervisory Staff (as appropriate).
An unfavorable rating of "Unacceptable" or "Needs Improvement" requires documentation of the reasoning for the rating given to the employee, a subsequent Special Employee Performance Review in four months, and notification to Battalion Command Staff or Supervisory Staff (as appropriate).
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Once the Supervisor, employee, and the appropriate next-level supervisor have all signed the Employee Performance Review, it shall be considered complete and will remain in the employees' "My Evaluations" on Target Solutions.
Once the Supervisor, employee, and the appropriate next-level supervisor have all signed the Employee Performance Review, it shall be considered complete and will remain in the employees' "My Evaluations" on Target Solutions.
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Permanent status Bargaining Unit personnel receive an annual Employee Performance Review on, or before, the anniversary of their hire date or last promotion with Fire Rescue.
Permanent status Bargaining Unit personnel receive an annual Employee Performance Review on, or before, the anniversary of their hire date or last promotion with Fire Rescue.
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Employees receive a step increase on the effective anniversary date or effective date of their last promotion.
Employees receive a step increase on the effective anniversary date or effective date of their last promotion.
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Employees receiving a rating of unacceptable or needs improvement on their annual Employee Performance Review will receive the effective step increase rescinded and shall reimburse Fire Rescue the received step increase amount over the same timeframe it was paid by Fire Rescue.
Employees receiving a rating of unacceptable or needs improvement on their annual Employee Performance Review will receive the effective step increase rescinded and shall reimburse Fire Rescue the received step increase amount over the same timeframe it was paid by Fire Rescue.
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Employees (except probationary new hires) must work at least four months out of each one-year rating period in order to have their performance accurately rated.
Employees (except probationary new hires) must work at least four months out of each one-year rating period in order to have their performance accurately rated.
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Employees who work less than four months shall be eligible for an annual step raise.
Employees who work less than four months shall be eligible for an annual step raise.
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Employees who are denied a step raise as described above, who then return to work in that rating period for at least four months, and receive at least a rating of "acceptable", shall be given the annual step raise retroactive to the point at which the employee returned to work.
Employees who are denied a step raise as described above, who then return to work in that rating period for at least four months, and receive at least a rating of "acceptable", shall be given the annual step raise retroactive to the point at which the employee returned to work.
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If an employee does not correct an identified problem after counseling and/or disciplinary action, the Supervisor shall complete a "Special Employee Performance Review" even though the current rating period has not ended.
If an employee does not correct an identified problem after counseling and/or disciplinary action, the Supervisor shall complete a "Special Employee Performance Review" even though the current rating period has not ended.
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If not already on probation, firefighters and other appropriate bargaining unit personnel, may be placed in a "needs improvement" or "unacceptable" probationary status for four months.
If not already on probation, firefighters and other appropriate bargaining unit personnel, may be placed in a "needs improvement" or "unacceptable" probationary status for four months.
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During this Special Employee Performance Review, the Supervisor shall provide for the employee, a written description of the desired performance expectations and offer the employee whatever assistance is necessary to bring the employee's "needs improvement" or "unacceptable" performance rating up to an acceptable level.
During this Special Employee Performance Review, the Supervisor shall provide for the employee, a written description of the desired performance expectations and offer the employee whatever assistance is necessary to bring the employee's "needs improvement" or "unacceptable" performance rating up to an acceptable level.
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Employees who are unable to achieve sufficient progress to raise their Special Employee Performance Review level to an "acceptable" rating during the four months may face loss of assignment or recommendation for termination.
Employees who are unable to achieve sufficient progress to raise their Special Employee Performance Review level to an "acceptable" rating during the four months may face loss of assignment or recommendation for termination.
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Probationary firefighters receive Employee Performance Reviews at the completion of the recruit or applicable training program, at the completion of six months of continuous service with Fire Rescue, at the completion of eight months of continuous service with Fire Rescue, and at the completion of eleven months of continuous service with Fire Rescue.
Probationary firefighters receive Employee Performance Reviews at the completion of the recruit or applicable training program, at the completion of six months of continuous service with Fire Rescue, at the completion of eight months of continuous service with Fire Rescue, and at the completion of eleven months of continuous service with Fire Rescue.
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Probationary firefighters shall have their six month, eight month, and eleven month Employee Performance Reviews completed by their Supervisor within their assigned Battalion.
Probationary firefighters shall have their six month, eight month, and eleven month Employee Performance Reviews completed by their Supervisor within their assigned Battalion.
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Prior to the end of the twelve month period, the employee's Supervisor shall recommend either permanent status or termination for the probationary Firefighter on the Employee Performance Review.
Prior to the end of the twelve month period, the employee's Supervisor shall recommend either permanent status or termination for the probationary Firefighter on the Employee Performance Review.
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All other probationary employees are evaluated two times during their twelve-month probationary period. These evaluations shall take place after six months and prior to twelve months of continuous employment.
All other probationary employees are evaluated two times during their twelve-month probationary period. These evaluations shall take place after six months and prior to twelve months of continuous employment.
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Prior to the end of the twelve month period, the employee's supervisor shall recommend either permanent status or termination for the probationary employee on the Employee Performance Review.
Prior to the end of the twelve month period, the employee's supervisor shall recommend either permanent status or termination for the probationary employee on the Employee Performance Review.
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Whenever an employee's classification or assignment is changed due to a promotion or demotion, the employee's new Supervisor shall complete a "4 Month Employee Performance Review (EPR)" prior to the completion of the fourth month of the employee's new assignment or classification.
Whenever an employee's classification or assignment is changed due to a promotion or demotion, the employee's new Supervisor shall complete a "4 Month Employee Performance Review (EPR)" prior to the completion of the fourth month of the employee's new assignment or classification.
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In the case of promotions, a recommendation for permanent status or a recommendation for an extension of two months, shall be included on the 4 Month Employee Performance Review. In the event an extension is warranted, this shall be documented on the "2 Month Employee Performance Review (EPR) Extension" located in "My Evaluations" on Target Solutions.
In the case of promotions, a recommendation for permanent status or a recommendation for an extension of two months, shall be included on the 4 Month Employee Performance Review. In the event an extension is warranted, this shall be documented on the "2 Month Employee Performance Review (EPR) Extension" located in "My Evaluations" on Target Solutions.
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Whenever an employee is placed in a rotation program or temporary duty position/assignment (i.e., training instructor, public education, light duty, etc.) for a period of six months or more, a Special Employee Performance Review shall be initiated by the Supervisor the employee is assigned to, prior to that employee returning to their permanent position.
Whenever an employee is placed in a rotation program or temporary duty position/assignment (i.e., training instructor, public education, light duty, etc.) for a period of six months or more, a Special Employee Performance Review shall be initiated by the Supervisor the employee is assigned to, prior to that employee returning to their permanent position.
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Study Notes
Employee Performance Review Policy
- Purpose: To provide a system for supervisors to assess and evaluate employee performance, identify improvement needs, and enable employees to correct performance issues.
- Updates: Future updates are the responsibility of the Deputy Chief of Administration, in conjunction with the PPM Committee, under the authority of the Fire Rescue Administrator.
- Authority: Fire Rescue Administrator, and Collective Bargaining Agreement (as amended).
- Scope: Applies to all Palm Beach County Fire Rescue personnel and reservists.
- Policy: Supervisors are responsible for accurate and fair evaluations of bargaining unit personnel; evaluations are documented on Employee Performance Review forms. Supervisor discussions with co-workers about employee evaluations are prohibited.
Procedure: Employee Performance Review
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General:
- A single Employee Performance Review is conducted for all bargaining unit personnel (as appropriate).
- Forms are located on Target Solutions "My Evaluations."
- The Compliance Officer provides a list of due Employee Performance Reviews to District Chiefs/Section Managers at the beginning of each month.
- District Chiefs/Section Managers ensure reviews are completed and submitted on time.
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Employee Performance Reviews:
- Conferences: Supervisor and employee discuss performance in detail. EMS Captains are to be notified and provide comments/supporting documentation for ALS/BLS skills if necessary. Additional employee performance review conferences may be required with EMS captains.
- Action Plans: Three goals are identified for each employee in the review, regarding improvement areas. Regular positive and negative feedback should be provided.
- Signatures: Employee and Supervisor sign the review after the conference. Supervisor sends the signed review to the appropriate next-level supervisor via Target Solutions. Next level supervisor signs and reviews. No alterations can be made to the document after the employee signs.
- Ratings: If an employee disagrees with the rating, they may discuss it with their next-level supervisor. A grievance over the performance rating cannot be taken to arbitration unless the rating is unacceptable for a permanent employee.
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Annual Employee Performance Review:
- Permanent employees receive a review annually, on or before the anniversary of their hire or last promotion.
- Step increases are effective on the anniversary of the hire date or when promoted.
- Unacceptable performance review results in a rescinded step increase, which must be returned to Fire Rescue.
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Absence from Work:
- Employees need to work at least four months of a review period to receive a performance review.
- Employees working less than four months are not eligible for step raises in that review period.
- If employees return to work after periods of less than four (4) months, the employee is eligible for step raises, retroactively from when they returned to work, providing they receive a satisfactory rating.
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Special Employee Performance Review:
- Necessary if the identified performance issue is not corrected after counseling/disciplinary action.
- Probationary status may be applied if needed for unsatisfactory employee behavior.
- Supervisor must give the employee written description of needs, and provide assistance.
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New Probationary Firefighters:
- Reviews are required at 6, 8, and 11 months.
- The Supervisor recommends permanent status or termination by the end of the probationary period.
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Other Bargaining Unit Employees:
- Reviews shall have two evaluations during the first year
- Supervisor recommends permanent status or termination by the end of the probationary period
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Promotion/Demotion:
- Supervisor completes a "4-Month Employee Performance Review" (EPR) following a promotion/demotion.
- A recommendation for extension is possible when warranted.
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Temporary Duty Positions/Assignments:
- Employees in temporary roles (6+ months) will require a special performance review prior to returning to their permanent position.
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Description
This quiz covers the essential aspects of the Employee Performance Review Policy for Palm Beach County Fire Rescue personnel. It focuses on the purpose, updates, authority, scope, and procedures relevant to employee evaluations. Test your understanding of the policy and its implications for supervisors and employees alike.
