RESOLUTION NO. 2075-18 A RESOLUTION OF THE BOARD OF COUNTY COMMISSIONERS OF JEFFERSON COUNTY, FLORIDA, ADOPTING A COUNTY MANAGER PERFORMANCE EVALUATION POLICY; PROVIDING FIDNINGS; AND PROVIDING AN EFFECTIVE DATE. WHEREAS, Jefferson County desires to provide the most effective and efficient services to its employees and the public; and WHEREAS, Performance evaluations benefit both employees and the organization by promoting common understanding of individual needs, work objectives and standards of acceptable performance and by giving employees and managers a useful tool to aid in employee development; and WHEREAS, the Board of County Commissioners (the "Board") intends for performance evaluations of the County Manager to foster discussion about County Manager job performance between the Board and the County Manager; and WHEREAS, the Board will utilize a standardized and uniform program for rating the work performance of the County Manager to be used as a guide for determining merit pay increases, to provide essential information for employee career development; and to be used in determining whether the Manager's work is SO deficient as to warrant corrective action. WHEREAS, the Board now desires to establish the County Manager Performance Evaluation Policy. NOW, THEREFORE, BE IT RESOVLED by the Board of County Commissioners of Jefferson County, Florida, as follows: SECTION 1. FINDINGS. The above findings are true and correct and are hereby incorporated herein by reference. SECTION 2. POLICY. The Jefferson County Manager Performance Evaluation Policy is hereby adopted as follows. A. Each year after October 1, each member of the Board shall complete a written County Manager Performance Evaluation in substantially the form set forth in Exhibit "A" hereto (the "Evaluation"). Board members will complete their Evaluations individually without any private discussion among any other members ofthe Board to avoid any appearance ofi impropriety or violation of the Sunshine Law. Once completed, the Board member will forward his or her Evaluation directly to the County Manager or designee for inclusion in an agenda item at a publicly noticed meeting. B. Once the County Manager or designee has received an Evaluation from each member of the Board, the Evaluations will be included in an agenda item for the next publicly noticed meeting. If not all written evaluations have been received before the day of publ lication of the final agenda for the last publicly noticed meeting of the calendar year, the County Manager or designee will create an agenda item including all written evaluations that have been received and include it in the final agenda for the last publicly noticed meeting ofthe calendar year. The Board will use its Evaluations as a guide for determining merit pay increases, to provide essential information for County Manager career development; and to be used in determining whether the County Manager's work is SO deficient as to warrant corrective action SECTION 3. EFFECTIVE DATE. This Resolution shall take effect immediately upon its passage. DULY ADOPTED this 19th day of June, 2025. BOARD OF COUNTY COMMISSIONERS OF JEFFERSON COUNTY, FLORIDA QMP Austin Hosford,/ Chaiyman ATTEST: Mgalry Trey Hijghtowe Clerk of the Circuit Court APPROVED AS TO FORM: D - for Evan J. Rosenthal, Esq. County Attorney Exhibit "A" County Manager Performance Evaluation JEFFERSON COUNTY, FLORIDA County Manager Performance Evaluation County Manager's Name: Commissioner's Name: Evaluation Period: to Evaluation Date: Evaluation Instructions: This form shall be completed by each member of the Commission to evaluate the County Manager's performance in each ofthe areasnotedbelow. Each memberoft the Board shalls sign at the end oft the form and forward it to the Human Resources Director. Performance levels can be noted based on the following scale: 5- - EXCELLENT: The incumbent consistently demonstrates performance at a very high standard that significantly surpasses reasonable expectations. 4 - SUPERIOR: The incumbent consistently demonstrates performance that generally exceeds reasonable expectations. The individual demonstrates no appreciable performance deficiencies. 3- SATISFACTORY: The incumbent consistently meets reasonable performance expectations. The individual demonstrates an acceptable degree of competence and performance. 2 - FAIR: The incumbent achieves the minimum of performance expectations. The individual requires development in specific areas in order to meet reasonable expectations of performance. 1 - UNSATISFACTORY: The incumbent frequently fails to meet minimum performance expectations. Timeline: First regularly scheduled Manager presents the Annual Report to the Commission meeting in October: Chairman distributes the County Manager's performance evaluation form Second regularly scheduled Deadline for completion of the performance evaluation form meeting in October: Commissioners are encouragedto meetwith the managerto individually discuss their evaluation First regularly scheduled The compilation ofthe manager'se evaluation and any merit meeting in November: percentage increase recommended by the Chairman are presented forr ratification by the Commission Page 1 JEFFERSON COUNTY, FLORIDA County Manager Performance Evaluation Performance Dimensions: 1. Professional Skills and Expertise Rating: a. Is knowledgeable of current developments affecting the management field and of5 affecting local governments. b. Regularly provides accurate, comprehensive reports concerning matters of of5 importance to the organization. C. Anticipates problems and develops effective approaches for solving them. of5 d. Offers workable alternatives when changes ini the law render the administration of5 ofa an ordinance or policy impractical. e. Sets a professional example by handling the affairs of the organization in a fair of5 and impartial manner. Total Rating for this Performance Dimension: of25 Comments: 2. Commission Relations Rating: a. Carries out directives of the Board as a whole ratheri than those of any one Board rof5 member. b. In responding the requests for information, provides complete, accurate, and rof5 timely information equally to all Board members. C. Assiststhe Board by resolving problems at the administrative level to avoid rof5 unnecessary Board action. d. Assists the Board in establishing policy while acknowledging the ultimate of5 authority of the Board. e. Is willing to try new ideas proposed by Board members. sf5 Total Rating for this Performance Dimension: of25 Comments: Page 2 JEFFERSON COUNTY, FLORIDA County Manager Performance Evaluation 3. Citizen and Public Relations Rating: a. Effectively conveys to the public that the organization delivers services in a cost- effective of5 manner without sacrificing quality and customer focus. b. Is willing to meet with members of the community and is responsive to their of5 concerns. C. Demonstrates a dedication to service to the community and its citizens. of5 5 d. Expresses information orally in a clear and concise manner when making public of5 presentations. e. Is skillful with the news media, proactively providing information that is of 5 important to the public. Total Rating for this Performance Dimension: of 25 Comments: 4. Policy Execution Rating: a. Understands, supports, and enforces the organization's ordinances, policies, and procedures. of5 b. Clearly identifies and communicates expectations to the organization regarding of 5 the implementation of policies enacted by the Board. C. Implements Board actions in accordance with the intent of the Board. of5 d. Supports the actions of the Board after a decision has beenreached, both inside of5 and outside the organization. e. Helps internal and external stakeholders to achieve common objectives within established of5 the parameters of Board policies. Total Rating for this Performance Dimension: of 25 Comments: Page 3 JEFFERSON COUNTY, FLORIDA County Manager Performance Evaluation 5. Intergovernmental Relations Rating: a. Promotes a positive working relationship with other governmental entities. of5 b. Engages with other local, regional, state, and federal agencies to accomplish rof5 local initiatives. C. Positively and effectively represents the organization and its interests when rof5 5 working with other govermentalagences: d. Maintains awareness of laws and otheri issues affecting other governmental rof5 agencies which may affect the organization. e. Is willing to share resources or information with other governmental agencies as rof5 appropriate. Total Rating for this Performance Dimension: of 25 Comments: 6. Staffing and Management Rating: a. Recruits and retains competent personnel for County positions. of5 b. Is aware of staff weaknesses and works to improve their performance. of 5 C. Promotes training and development C opporunteslorempboyees ata all levels of of 5 the organization. d. Stays accurately informed and concerned about employee relations. of 5 e. Is able to discern when it is necessary to assume charge of situations that would normally be handled by a subordinate and when it is necessary to only provide of5 guidance and. support. Total Rating for this Performance Dimension: of25 Comments: Page 4 JEFFERSON COUNTY, FLORIDA County Manager Performance Evaluation 7. Fiscal Management Rating: a. Prepares a balanced budget to provide services at a level directed by the Board. of5 b. Ensures that the budget meets the operational needs of the organization and of5 makes the best possible use of available funds. C. Prepares the budget in an intelligent but readable format. of5 d. Submits the proposed budget in a timely manner that allows for an appropriate of 5 review period. e. Appropriately monitors and manages the fiscal activities of the organization rof5 5 throughout the fiscal year. Total Rating for this Performance Dimension: of25 Comments: 8. Planning and Organizational Development Rating: a. Works with the Board, community leaders, and other stakeholders to develop a rof5 clear vision, mission, values, and objectives for the organization. b. Effectively prioritizes goals and objectives in order to ensure that the of 5 organization is doing "first things first" in support of its strategic plan. C. Maintains a healthy and productive organizational culture focused on customer service of5 and responsible stewardship of the organization's resources. d. Has a capacity for and encourages innovation. of5 e. Reviews ordinances, policies, and procedures periodically to suggest of5 improvements. Total Rating fori this Performance Dimension: of25 Comments: Page 5 JEFFERSON COUNTY, FLORIDA County Manager Performance Evaluation 9. Leadership and Decision-Making Rating: a. Leads the organization by example in adhering to its established policles, rules, of 5 and procedures, and ensures that subordinates do the same. b. Acknowledges the efforts of others and gives appropriate credit for their of 5 accomplishments. C. Is effective at building consensus among stakeholders on new or unpopular of5 policies or initiatives. d. Makes logical decisions based on a thorough review of available information and of5 soliciting input from appropriate sources. e. Is able to effectively make decisions rapidly in situations where information is rof5 limited and the outcome might be uncertain. Total Rating for this Performance Dimension: of25 Comments: 10. Individual Characteristics Rating: a. Consistently acts with professionalism and courtesy, including prompt attendance at meetings, returning phone calls/messages, and adhering to of5 scheduled appointments. b. Ensures that all business conducted by the organization is free of conflicts of interest or practices that might be construed as illegal, unethical, or of5 unprofessional. C. Is energetic, cooperative, and willing to spend whatever time is necessary to do a of5 good job. d. Has the capacity to listen to others and to recognize their interests. of5 e. Avoids political positions, partisanship, and unnecessary controversy. of5 Total Rating for this Performance Dimension: of25 Comments. Page 6 JEFFERSON COUNTY, FLORIDA County Manager Performance Evaluation Summary: Performance Dimension: Overall Rating: 1. Professional Skills and Expertise of25 2. Commission Relations of25 3. Citizen and Public Relations of25 4. Policy Execution of25 5. Intergovernmental Relations of25 6. Staffing and Management of25 7. Fiscal Management of25 8. Planning and Organizational Development of25 9. Leadership and Decision-Making of25 10. Individual Characteristics of25 Total Score: of 250 Divide by 50 (total number of metrics) Total Average Rating: of5 Evaluator's Signature: Date: Page 7