Gilroy
– Although the majority of employees in Santa Clara County’s
Assessor’s Office have been exempt from annual performance reviews
for nearly 30 years, residents of Gilroy can rest assured their
entire city staff is kept in check.
Gilroy – Although the majority of employees in Santa Clara County’s Assessor’s Office have been exempt from annual performance reviews for nearly 30 years, residents of Gilroy can rest assured their entire city staff is kept in check.
A recent Santa Clara County Civil Grand Jury study revealed that union contractual disputes abolished annual reviews for the majority of the assessor’s employees since 1975.
The Service Employees International Union’s Local 715 leaders opposed the appraisals based on the belief that they are inconsistent and sometimes wrongfully used to “punish” employees.
County Assessor Larry Stone said one of his foremost initiatives when he took office in 1995 was to reinstate the reviews, which he said would be used fairly to both commend and challenge employees.
Stone and union officials agreed in July 2003 to a one-year contract that allowed evaluations for all assessor employees – the first time in 29 years. Although the contract prevented formal prohibition of the evaluations, Stone said union officials recommended their members scribble protests across their portions of the evaluations. But almost all employees willfully complied with the evaluations, Stone said, and the process was well received.
After a series of contentious twists and turns succeeding the evaluations, the Santa Clara County Board of Supervisors in June voted 4-1 to conduct regular performance evaluations for the majority – but not all – of the assessor’s employees.
Gilroy board member representative Don Gage, who voted in the majority, said he is supportive of the appraisals but believes the process should be implemented gradually for all remaining assessor employees.
Stone said he is outraged that the decision excludes any of his employees from receiving reviews, and he plans to continue to pursue the issue on a legislative level.
On the other hand, annual reviews for all full-time employees is something Gilroy city officials have long taken seriously, said the city’s Human Resources Director LeAnn McPhillips.
“This is one of our top priorities,” McPhillips said. “Appraisals help ensure that our employees perform up to the highest standards possible.”
The city employs 270 full-time staff and an average of 100 part-time staff. When full-time employees are initially hired, they are subject to a six-month review and 12-month probation period. All full-time employees receive subsequent annual reviews on their anniversary.
Some city employees, such as police officers, firefighters and 9-1-1 dispatchers, incur an additional six months of probation.
All new employees begin their jobs with an extensive orientation designed to educate them regarding job expectations and appraisals.
Evaluations, collected by City Administrator Jay Baksa, circulate from supervisors to the human resources department. Employees then receive copies of their appraisals, which detail feedback and objectives to be considered during the next review period.
A merit-based system, which is calculated from annual reviews, allows full-time staff a window of opportunity to advance in status and salary, McPhillips said. Firefighters and police officers, both of which have negotiated labor contracts with the city, receive base salary increases depending on contract details.
Evaluations of part-time, seasonal and temporary employees are handled a bit differently than that of full-time employees. Seasonal employees are not evaluated periodically, but instead receive a cumulative review at the end of the summer. If in good standing, they will be asked to apply again the following year.
If a seasonal employee receives a positive review for two consecutive seasons, McPhillips said, they can bypass the application and testing process for that job the following season and receive immediate placement in the position.
“We want those people to come back and work for the city,” she said. “That gives them an incentive to do well and to continue to improve their performance.”
Unlike the county, McPhillips said, the city’s long-standing commitment to performance evaluations means it has experienced very few problems relating to the reviews.
“This is something that has received a lot of support from the top of the organization,” she said.
