FY 2023 Pilot Employee Performance Management Program

FY 2023 Pilot Employee Performance Management Program
(for County general schedule employees in the Executive Branch)

In 2020, the Office of Human Resources Management (OHRM) asked employees about their experiences with the current Past Performance Appraisal Process. Acting on employee feedback and recommendations, OHRM is launching a pilot program for a more efficient, collaborative, and employee-focused process for: 

  • Setting clear goals for performance;
  • Providing continuous feedback to support growth; and
  • Equitably assessing and recognizing every employee’s impact. 

The FY 2023 pilot program outlined under Administrative Procedure (AP) 217-A applies only to County general schedule employees in the Executive Branch. All other employees will continue under the current Past Performance Appraisal Process outlined under AP 217 (listed on the County Intranet online here).  

OHRM plans to use this pilot program to inform its approach for enhancing the Countywide performance management process.

Click the below image to view an introduction to the FY 2023 pilot program

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Click on each tab below for details and resources to introduce, prepare, and support employees taking part in the pilot program.

  1. Policy
  2. Process
  3. FY 2023 Schedule
  4. Online System
  5. Competencies
  6. Training & Resources
  7. Contact

Introduction to the New Policy

The FY 2023 pilot program, outlined under Administrative Procedure (AP) 217-A, introduces several updates and improvements based on employee feedback. See below for links to the policy and policy attachment:

The below table outlines the differences between the current employee performance management process (AP 217) and the pilot program process (AP 217-A). 

CategoryPrior Process (AP 217)New Process for General Schedule Employees in Executive Branch (AP 217-A) 


Applies to all County employees

Applies to classified service, general schedule employees in Executive Branch, in preparation for new FY24 Countywide process; AP 217 remains in effect for all other employees.


Covers the year from an employee’s anniversary date

Follows the County Government fiscal year (July to June)


Requires the use of paper forms or PDFs

Takes place completely online in NEOGOV Perform system

Agency Performance Managers

Agency Human Resources Liaisons support and access Agency employee performance management information

Introduces Agency Performance Manager role for Agency senior leader or HR employee designated by Appointing Authority for administrative access to Agency employee data in online system

Evaluation Types

Requires different evaluation forms for probationary, transfer, promoted, and demoted employees

Implements semiannual performance evaluations at midpoint and end of fiscal year using one consistent evaluation form; expands guidance for transfer performance evaluations

Performance Goals

Uses position description to define performance goals

Requires that supervisors set employee performance goals based on Agency and County priorities


Does not use competencies to evaluate employee performance

Introduces consistent set of employee and supervisor competencies to guide performance

Rating Scale

Uses five-point scale aligned around satisfactoriness of performance

Revises to four-point scale to reflect more clear and objective language around performance expectations

Performance Rewards & Actions

Outlines performance rewards, including pay increases and annual leave awards, based on overall evaluation rating

Revises performance rewards and actions based on revised rating scale; pay increases are granted on an annual basis based on the County Government fiscal year

Development Plans

Includes follow-up appraisal for an employee whose rating is "needs improvement" 

Introduces development plans as a tool to support employees in improving performance if it is rated as below meets expectations

Supervisor Merit Increases

No current guidance on supervisor merit increases based on completion of employee evaluations

Adds guidance that supervisors who do not complete employee evaluations will not be eligible for a pay increase