HomeMy WebLinkAboutRESOLUTIONS - 01201987 - 87-39 TO ' . BOARD OF SUPERVISORS 1_03G
FROM ; "' ! ra
Harry D. Cisterman, Director of Personnel
L
Costa
DATE '. January 6, 1987 County
SUBJECT; Amending Board Resolution No. 85/237, Engineering Technician Deep Class
SPECIFIC REQUEST(S) OR RECOMMENDATION(S) & BACKGROUND AND JUSTIFICATION
RESOLUTION NO . 87/39
Recommendation: Amend Board Resolution No. 85/237, Engineering Technician
Deep Class by approving new Employee Evaluation Criteria _as enumerated in
Attachment "B" effective January 1, 1987.
Background & Justification: Board Resolution No. 85/237 was adopted on May
14, 1985 and established terms and conditions. of employment for an
-Engineering Technician Deep Class. Part of the terms and conditions of
employment are Employee Evaluation Criteria against, which employees are
evaluated annually. These criteria have been updated to reflect current
performance expectations of the Public Works Department and have the appro-
val of the Personnel Department.
CONTIIl1l:EL� x'_•41 ATTACHMENT: VES SIGNATURE:
RECOMMENDATION OF COUNTY ADMINISTRATOR RECOMMENDATION OF ARD COMMITTEE
APPROVE OTHER
SIGNATURE(S): u V
ACTION OF BOARD ON January 20 , 1987 APPROVED AS RECOMMENDED X OTHER n
This Order was adopted as Resolution No . 87/39
VOTE OF SUPERVISORS
I HEREBY CERTIFY THAT THIS IS A TRUE
X UNANIMOUS (ABSENT ITI AND CORRECT COPY OF AN ACTION TAKEN
AYES: NOES: AND ENTERED ON THE MINUTES OF THE BOARD
ABSENT: ABSTAIN: OF SUPERVISORS ON THE DATE SHOWN.
- � —_— _-- ATTESTED January 20 ,- .1987 .----
PerPersonnel PHIL BATCHELOR. CLERK OF THE BOARD OF
AdPi,lnlStratOr . SUPERVISORS AND COUNTY ADMINISTRATOR
Person
Auditor-Controller
BY ,DEPUTY
i
ATTACHMENT B
ENGINEERING TECHNICIAN
ENPLOYEE EVALUATION
NAME: TYPE OF EVALUATION: SALARY
PROBATION
CLASSIFICATION: ANNUAL
SPECIAL
DIVISION: PERIOD COVERED: TO
EVALUATOR: EVALUATION DUE:
PRESENT STEP:
RATINGS: 1 EXCELLENT Superior, Superlative, Notable
(2) SATISFACTORY (Average, Sufficient, Adequate)
(3) UNSATISFACTORY (Deficient, Inadequate, Incompetent)
Rater should consider the degree of experience and training of employee in
evaluating his/her job performance.
1. Amount of work produced. (Consider the work produced in relation to level
required by the position.)
1. Work output is consistently above required level .
2. Work output meets required level .
3. Work output is below required level .
Not observed/Not applicable.
2. Acceptability of work.
1. Work is generally exceptional .
2. Work is generally acceptable.
3. Work is generally unacceptable.
Not observed/Not applicable.
3. Application to the job and the extent of supervision and direction required.
1. Completes work with minimal supervision.
2. Completes work with normal supervision.
3. Requires considerable supervision.
Not observed/Not applicable.
4. Compliance with approved rules and procedures.
1. Follows full intent of rules and procedures.
2. Complies with most rules and procedures.
3. Frequently fails to comply with rules and procedures, must be
reminded of responsibilities.
Not observed/Not applicable.
TOTAL POINTS THIS PAGE
5. Ability to establish and maintain effective work relationship.
1. Is highly effective in dealing with all types of people, even in
difficult situations.
2. Maintains satisfactory work relationships with most people.
3. Gets along fairly well with some people but often antagonizes and
irritates others.
Not observed/Not applicable.
6. Effectiveness of skills and degree of job knowledge.
1. Has excellent knowledge of job. Independently solves many of
his/her own job problems.
2. Has satisfactory knowledge of job.
3. Exhibits deficiencies in essential job knowledge. Depends largely
on others.
Not observed/Not applicable.
7. Acceptance of instructions and directions.
1. Accepts and analyzes supervisor's instruction and directions, and
provides constructive input.
2. Normally accepts and follows supervisory direction.
3. Often resists instructions or directions.
Not observed/Not applicable.
8. Ability to present ideas logically, clearly and concisely in writing.
1. Expresses thoughts and ideas exceptionally well .
2. Expresses thoughts and ideas satisfactorily.
3. Unable to express thoughts and ideas satisfactorily.
Not observed/Not applicable.
9. Ability to present ideas orally.
1. Has exceptional ability to put ideas across to individuals and
groups.
2. Normally has little difficulty in expressing himself/herself and
getting ideas across.
3. Has difficulty communicating with individuals and groups.
Not observed/Not applicable.
10. Ability to adjust to work changes and pressures.
1. Is extremely flexible in adjusting to changes in work environment.
2. Adjusts satisfactorily to changes in the work environment.
3. Actively resists changes in the work environment.
Not observed/Not applicable.
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• 2
11. Ability to make sound decisions.
1. Demonstrates exceptional ability to make sound decisions and
anticipates developments.
2. Generally is . able to identify all essential facts and make
decisions.
3. Has difficulty in grasping important aspects of problems and
frequently makes unsound decisions.
Not observed/Not applicable.
12. Ability to think along original lines and to find new Nays of doing things.
1. Is alert to improving ways of doing things, and develops better
methods and procedures.
2. Questions established methods and procedures when difficulties
arise and generally proposes acceptable solutions.
3. Shows little initiative and originality.
Not observed/Not applicable.
13. Observance of safe work habits.
1. Actively promotes safe practices.
2. Works with reasonable care.
3. Disregards safe working practices and occasionally must be warned
about common hazards.
Not observed/Not applicable.
14. Maintenance of materials, tools and equipment.
1. Exercises exceptional care and practices good preventive
ma intenance.
2. Exercises satisfactory care.
3. Frequently does not exercise proper care and occasionally must be
warned.
Not observed/Not applicable.
15. Attendance at work.
1. Always can be relied upon to be at work; occasionally absent with
documentable illness or emergency.
2. Usually can be relied upon to be at work.
3. Frequent unexplained/unsatisfactory lateness and/or excessive
absences.
Not observed/Not applicable.
TOTAL POINTS THIS PAGE
3
RECOMMENDATIONS:
Evaluator : Please review your ratings. Briefly outline what actions the
employee should take to maintain, to improve, or to correct the behavior and/or
performance of this employee.
Employee: You may wish to comment on this evaluation. Please understand that
your comments do not constitute a formal rebuttal . Should you desire to formally
respond to this evaluation, please refer to the Memorandum of Understanding
between AFSCME 512 and Contra Costa County.
RATINGS
SENIOR LEVEL
1.000 to 1.500 = Second Accelerated Step
1.501 to 1 .667 = First Accelerated Step
TOTAL POINTS PAGE 1 1.668 to 2.333 = Satisfactory Performance
- Five Percent (5%) Merit Increase
TOTAL POINTS PAGE 2 2.334 to 3.000 = Unsatisfactory
Performance - No Merit Increase
TOTAL POINTS PAGE 3
JOU RNEY/ENTRY LEVEL
1.000 to 1.667 = Accelerated
Increase - 2-1/2%
TOTAL POINTS 1.668 to 2.333 = Satisfactory
Performance - Five Percent (5%)
Merit Increase
TOTAL POINTS = RATING 2.334 to 3.000 = Unsatisfactory
TOTAL NO. OF FACTORS- Performance Merit Increase
Should an employee receive five (5) or
more unsatisfactory ratings, Tfien the
employee shall automatically be
ineligible for any salary increase
irrespective of their ratings.
Signatures:
Da to : Employee
Date : Evaluator
Date: Division Head
Da to: Deputy
Date : Admin. Services:
DPF:md
eteval 12/86