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Performance Management Resources

Supervisors and employees are required to use the Performance Plan and Appraisal form for Appraisals. Please use the updated Performance Plan and Appraisal for goal development, quarterly conversations and end of year appraisals.

Resources

Performance Appraisal Guidelines

Guidelines for Submitting & Processing Performance Appraisals

Below is important information and guidelines for managers and supervisors regarding the submission and processing of Performance Appraisals.

  • Performance appraisals MUST be submitted for merit employees for a merit increase to be processed. It is also best practice and strongly encouraged that appraisals be completed for appointed and time-limited employees.
  • Performance appraisals must be submitted to Human Resources at room N4-700, or via email to hrdata@slco.org.
  • Performance appraisals must be accurately completed in order for HR to enter the score into PeopleSoft and process the pay increase. Common (but not all) examples of incomplete appraisals include:
    • Missing or wrong EID
    • Wrong name or nickname (use the name as recorded in PeopleSoft)
    • Missing/Insufficient signatures
    • Totals weight less than 100
    • Missing scores
  • Employees must receive an overall rating of at least a 3.0 in order to receive the merit increase. This is in accordance with the 2021 compensation recommendations approved by Council. There are no exceptions.
  • When supervision changes during an appraisal period, the former and new supervisors should each complete an interim appraisal for only the time period the employee was under that supervisor. The scores should be prorated and a Prorated Annual Appraisal Cover Sheet must be attached per HR Policy 6-100: Performance Development and Improvement Plans
  • Merit increases will be effective January 1st (except for employees who are subject to the proration schedule) unless otherwise noted. The specific paycheck that the increase will be reflected on will be based on when the performance appraisal is received by Human Resources.

Please contact Human Resources or if you have questions or need clarification. Thank you.

Human Resources

Mailing Address 2001 S State St , Ste N4-700
PO Box 144575
Salt Lake City, Utah 84114

Performance and Development FAQs

Employees must be either an appointed or merit employee eligible for benefits. They must work at least 20 hours a week. Merit employees must have success fully completed probation and appointed must complete six months of employment by the beginning of the term/semester/course (for specialized universities such as the University of Phoenix) for which tuition reimbursement is requested.

Must attend an educational institution accredited by one of the National or Regional Accreditation Councils for the U.S. Dept. of Education.

All course work must be taken for academic credit and have a grade associated with it. Employees may seek a certificate, associates, bachelors, masters, or doctorate degree related to a field in which the County normally recruits employees. Individual classes must be related to and support an employees current position. If you are unsure if your degree will be accepted please contact (385) 468-0576.

Doctoral degrees must have the endorsement of the employees’ Department Director or Elected Official.

Submit a completed Tuition Reimbursement Application to the Human Resources Division. Applications must be received by Human Resources no sooner than thirty (30) calendar days before the term/semester begins or no later than thirty (30) calendar days after the beginning of the term/semester for which reimbursement is requested.

If you attend a non-traditional school such as the University of Phoenix applications must be received by the Human Resources Division no sooner than thirty (30) calendar days prior to the beginning of the course or no later than thirty (30) calendar days after the course has begun for which tuition reimbursement is being requested.

Late applications will not be accepted.

Yes, a separate application must be submitted.

The amount of the tuition and mandatory fees eligible for reimbursement is:

  • Full time employees (40 hours): 100% reimbursement up to the tuition limit
  • Three-quarter time employees (30 hours): 75% reimbursement up to the tuition limit
  • Half-time employees (20 hours): 50% reimbursement up to the tuition limit

Currently this amount is:

  • Full time employees - $5,250.00
  • Three-quarter time employees - $3,937.50
  • Half-time employees - $2,625.00

The calendar year payment maximum is determined by the date the checks are received by the employee, not the date the courses were taken or completed.

No. Those expenses are the responsibility of the employee. Reimbursement is for tuition paid and mandatory fees. There is one exception, CLEP tests reimbursable.

Monies are paid to the employee on their regular paycheck after submission of:

  • verification of satisfactory completion of the course (at least a “C” grade)
  • verification tuition was paid

These grades and payment documents must be received by Human Resources no later than 30 calendar days after term/semester/course completion. If the time period ends on a weekend or County Holiday, grades and proof of payment must be received by Human Resources on the day before the weekend or Holiday.

Late documents will not be accepted.

If your application has been approved, if grades and proof of payment have been submitted on time and if funds are available, you will be reimbursed on the next available paycheck as determined by the payroll submission dates set by the County. Payments for the same application will not be split into more than one payment.

Employees who have received Tuition Reimbursement funds and who terminate from the County, either voluntarily or involuntarily (except in cases of reduction-in-force), must refund to the County monies received during the two year period preceding the date of termination. The amount owed to the County will be pro-rated on quarterly increments.