Commissioners back 360‑degree reviews for direct reports, seek clarity on process and timing

County staff introduced a proposed 360‑degree performance‑review process for contractual executive employees and sought direction from the board on who should participate in reviews and which competencies to measure.

Tracy Ellison, presenting for the new Employee Management System division, described a process tied to contract start dates and proposed competencies for evaluators to assess. "We will take direction from the board and if they are okay with that process adjusted," Ellison said.

Commissioner Joel Flores said he had not previously studied the item and asked whether the review would use a random sample or direct reports. Staff recommended using direct reports; Commissioner Gregg Weiss supported that approach as the most meaningful feedback source, saying direct reports "have direct knowledge of their supervisor and can help provide most important and meaningful feedback." Staff confirmed reviews would not be blind: respondents would be known to the system, though the process will be automated in the new platform.

Commissioner Bobby Powell asked how participation would work for new commissioners who have not served for a full year; staff said commissioners would still see direct‑report responses but might abstain from substantive evaluation of performance until they have sufficient tenure. The board also discussed adding a 90‑day check‑in for new hires in addition to annual anniversary reviews.

No final vote was taken; staff said the item is a workshop briefing and asked the board to confirm whether direct reports should be the primary respondents and whether the proposed competencies are acceptable. Several commissioners agreed that direct reports are the appropriate reviewers and that the competencies presented were sufficiently broad for executive leaders. Staff will return with details and an implementation plan.