County advances draft employee-evaluation policy for non-public-safety staff

County human resources staff presented a drafted employee evaluation policy and a one-page evaluation form at the Aug. 25 workshop and asked commissioners to review the materials with a view to implementing the policy on Jan. 1, 2026.

The draft applies to non–public-safety employees; the sheriff’s office and PRCC (public safety) staff were excluded because they use a separate performance system. HR staff said they gathered sample templates from other municipalities and counties, incorporated feedback from department heads and circulated department-head comments to the commission for review.

Commissioners and department heads praised the effort and stressed the evaluations should be non-punitive and focused on aligning staff with county goals and development. Several department heads suggested a second, supervisory evaluation form for department heads and deputies; HR staff agreed to prepare that separate form and target it for the commission’s next review. The administrator said department-head evaluations are best done by the administrator with the commission receiving a summary or report.

Staff proposed an implementation timeline: circulate supervisor draft for review, incorporate feedback, and bring a final form back for approval in late 2025 so the program can be active Jan. 1, 2026. HR noted that elected department heads may warrant a public-facing or 360-degree component and that the policy should not be used primarily as a disciplinary tool.

Ending: HR will finalize a supervisor/deputy evaluation draft, solicit additional department-head feedback, and present a revised policy for commission consideration in the coming weeks to meet the Jan. 1, 2026 implementation target.