Law Enforcement Probationary Period Evaluations

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overall rating of Level One (1) or Level Two (2) result in no salary increases and personnel transfers being delayed or rescinded until performance reaches an acceptable level.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.