Podcast
Questions and Answers
How often are deputies evaluated after their first year?
How often are deputies evaluated after their first year?
When are non-sworn probationary employees evaluated?
When are non-sworn probationary employees evaluated?
What happens if a supervisor is going to be on leave for more than 10 days?
What happens if a supervisor is going to be on leave for more than 10 days?
What is the deadline for supervisors to complete and submit performance evaluations?
What is the deadline for supervisors to complete and submit performance evaluations?
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What happens to employees who receive an overall Rating Level One or Two?
What happens to employees who receive an overall Rating Level One or Two?
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Who is responsible for reviewing the performance evaluation and making further notifications?
Who is responsible for reviewing the performance evaluation and making further notifications?
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How many days prior to the review date must supervisors finalize the evaluation process?
How many days prior to the review date must supervisors finalize the evaluation process?
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When are supervisors notified about upcoming performance evaluations?
When are supervisors notified about upcoming performance evaluations?
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What can an employee do if they disagree with their performance evaluation?
What can an employee do if they disagree with their performance evaluation?
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What happens if an employee contests their evaluation?
What happens if an employee contests their evaluation?
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How much time can an employee request to review their evaluation?
How much time can an employee request to review their evaluation?
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What is the consequence of receiving a Level One (1) or Level Two (2) performance rating?
What is the consequence of receiving a Level One (1) or Level Two (2) performance rating?
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What can an employee do to further resolve contested issues?
What can an employee do to further resolve contested issues?
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Employees can formally contest their performance evaluations multiple times.
Employees can formally contest their performance evaluations multiple times.
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Employees have up to five working days to review their performance evaluation upon request.
Employees have up to five working days to review their performance evaluation upon request.
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A performance evaluation with an overall Rating of Level One or Two can result in salary increases.
A performance evaluation with an overall Rating of Level One or Two can result in salary increases.
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Employees can follow the agency’s established Grievance Process to resolve contested issues.
Employees can follow the agency’s established Grievance Process to resolve contested issues.
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Employees are not allowed to add comments on their performance evaluation.
Employees are not allowed to add comments on their performance evaluation.
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Probationary deputies are evaluated annually using the Field Training Evaluation Program and the EPMS during their first year.
Probationary deputies are evaluated annually using the Field Training Evaluation Program and the EPMS during their first year.
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Discretional extension of twelve (12) month probation is allowed.
Discretional extension of twelve (12) month probation is allowed.
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Supervisors are notified via email fifteen (15) days prior to the performance evaluation due date.
Supervisors are notified via email fifteen (15) days prior to the performance evaluation due date.
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The affected employee's supervisor is responsible for ensuring the entire evaluation process is finalized ten (10) days prior to the affected employee's review date.
The affected employee's supervisor is responsible for ensuring the entire evaluation process is finalized ten (10) days prior to the affected employee's review date.
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Rating Level Three (3) requires evaluation approval from the department commander.
Rating Level Three (3) requires evaluation approval from the department commander.
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The Performance Improvement Program (PIP) is only for employees with an overall Rating Level One (1).
The Performance Improvement Program (PIP) is only for employees with an overall Rating Level One (1).
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The district / division commander is responsible for reviewing the performance evaluation and making further notifications to the Sheriff.
The district / division commander is responsible for reviewing the performance evaluation and making further notifications to the Sheriff.
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The affected employee's performance evaluation must be completed by their designated supervisor and submitted to their district / division commander within fifteen (15) days of the performance evaluation due date.
The affected employee's performance evaluation must be completed by their designated supervisor and submitted to their district / division commander within fifteen (15) days of the performance evaluation due date.
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Study Notes
Evaluation Process for Deputies and Employees
- Probationary deputies/trainees are evaluated by both the Field Training Evaluation Program and EPMS during their first year, and then annually by EPMS thereafter.
- Non-sworn probationary employees are evaluated at 12 months, with no discretionary extensions allowed.
Evaluation Notification and Timeline
- Supervisors are notified via email 30 days prior to the evaluation due date.
- Evaluations must be completed by the designated supervisor and submitted to the district/division commander within 10 days of the due date.
- If a supervisor is on leave, the lower-level supervisor is responsible for routing the evaluation to the next available level.
Evaluation Approval and Review Process
- Supervisors are responsible for ensuring the evaluation process is finalized 5 days prior to the review date.
- Evaluations with a rating of Level One (1), Two (2), or Five (5) are routed to the department commander for approval.
- Department commanders review the evaluation and make notifications to the Chief Deputy and Sheriff.
Performance Improvement Program (PIP)
- Employees with an overall rating of Level One (1) or Level Two (2) are assessed for placement into the PIP.
- The respective department commander makes the assessment.
Contesting Evaluations
- Employees can formally contest performance evaluations one time by adding comments and rejecting the evaluation.
- The evaluation is then sent back to the evaluator for additional review and approval.
- Employees can further resolve contested issues through the agency's established Grievance Process.
Employee Review and Acknowledgement
- Employees are requested to review their evaluation, make comments, and acknowledge receipt immediately.
- Employees can request up to 3 working days for review.
Consequences of Unsatisfactory Performance
- Evaluations with an overall rating of Level One (1) or Level Two (2) result in no salary increases and personnel transfers being delayed or rescinded until performance reaches an acceptable level.
Evaluation Process for Deputies and Employees
- Probationary deputies/trainees are evaluated by both the Field Training Evaluation Program and EPMS during their first year, and then annually by EPMS thereafter.
- Non-sworn probationary employees are evaluated at 12 months, with no discretionary extensions allowed.
Evaluation Notification and Timeline
- Supervisors are notified via email 30 days prior to the evaluation due date.
- Evaluations must be completed by the designated supervisor and submitted to the district/division commander within 10 days of the due date.
- If a supervisor is on leave, the lower-level supervisor is responsible for routing the evaluation to the next available level.
Evaluation Approval and Review Process
- Supervisors are responsible for ensuring the evaluation process is finalized 5 days prior to the review date.
- Evaluations with a rating of Level One (1), Two (2), or Five (5) are routed to the department commander for approval.
- Department commanders review the evaluation and make notifications to the Chief Deputy and Sheriff.
Performance Improvement Program (PIP)
- Employees with an overall rating of Level One (1) or Level Two (2) are assessed for placement into the PIP.
- The respective department commander makes the assessment.
Contesting Evaluations
- Employees can formally contest performance evaluations one time by adding comments and rejecting the evaluation.
- The evaluation is then sent back to the evaluator for additional review and approval.
- Employees can further resolve contested issues through the agency's established Grievance Process.
Employee Review and Acknowledgement
- Employees are requested to review their evaluation, make comments, and acknowledge receipt immediately.
- Employees can request up to 3 working days for review.
Consequences of Unsatisfactory Performance
- Evaluations with an overall rating of Level One (1) or Level Two (2) result in no salary increases and personnel transfers being delayed or rescinded until performance reaches an acceptable level.
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Description
This quiz covers the evaluation process for probationary deputies and non-sworn employees, including the use of the Field Training Evaluation Program and the Employee Performance Management System (EPMS).
