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Employee Resources

County Policy requires that performance evaluations be given at the end of probation and annually based on the job anniversary date. 

Performance Management is NOT a one time a year event. It is something that should be on-going and regularly given throughout the year. Feedback is provided and received more easily when it is given regularly and frequently.  Please consult your HR Generalist if you have questions on performance management.

* Please note that the following processes and procedures are related to the County standard evaluation form. Workflow may differ depending on the Employee Evaluation form your department uses.

If you have any questions or concerns, please reach out to your department's HR Generalist.

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Guides:

Videos:

The timeline below is automatically set on the County standard evaluation. We recommend you review these dates and generate Google calendar reminders if necessary.
  • 45 days before evaluation is due, the evaluation is automatically generated and the supervisor will be notified via email.
    • Log in to NEOGOV
    • Add or edit current goals to begin the evaluation process
    • Start the evaluation
      • 360 evaluations should be launched, if applicable, with a due date the supervisor sets when initiating the 360’s.
  • 20 days before the evaluation due date, the employee's self review is due.
  • 15 days before the evaluation due date, the supervisor's ratings on the evaluation are due.
  • 4 days before the evaluation due date, the employee's second level supervisor's review, approval, and signature of the evaluation is due.
    • If evaluation has a “Below Expectations” rating, it will automatically be routed to the HR Generalist for review before it can be presented to the employee.
  • 2 days before the evaluation is due, the supervisor will meet with the employee to discuss the review. If the supervisor would like the employee to review the evaluation prior to this meeting, the evaluation must be approved and signed prior to this meeting.
  • 1 day before the evaluation is due, the supervisor will approve and sign the evaluation.  
  • 0 days before the evaluation is due, the employee will sign off on the evaluation.

Below Expectations:
Demonstrates expected performance inconsistently. Performance failed to meet expectations in one or more essential areas of responsibility. Achieves some, but not all priority goals. Knowledge, skills, and/or abilities have not been demonstrated at appropriate levels. A performance improvement plan (PIP) may be considered as a way to monitor performance improvement. Please contact and work with your HR Generalist on the PIP.

Meets Expectations:
Consistently demonstrates effective performance. Consistently meets and occasionally exceeds goals and expectations. Performance is reflective of a fully qualified and experienced individual in this position. Viewed as someone who gets the job done and effectively prioritizes work. Contributes to the overall objectives of the department and/or organization.

Exceeds Expectations:
Contributions have tremendous and consistent positive impact and value to the department and to the organization. May be unique, often one-time achievements that measurably  improve progress toward organizational goals. Easily recognized as a top performer compared to peers. Viewed as an excellent resource for providing training, guidance, and support to others. Demonstrates high level capabilities and proactively takes on higher levels of responsibility. Consistently demonstrates high levels of effort, effectiveness, and judgment with limited or no supervision. Achieves valuable accomplishments in several critical areas of the job.


Human Resources Department

HOURS: Monday - Friday, 8:00am-4:30pm

200 West Oak, Suite 3200, Fort Collins, CO 80521
PO Box 1190, Fort Collins, CO 80522
PHONE: (970) 498-5970 | FAX: (970) 498-5980
Email Human Resources
Email Benefits Team