The purpose of the performance management system is to review an employee's overall performance, specifically the job tasks and objectives, measurable behaviors, performance strengths and opportunities, and approaches for meeting strategic as well as job specific goals in order to ensure personnel decisions including promotion, retention and compensation are consistent with the employee's performance.

In order to do this, supervisors will evaluate subordinates with the attached standardized form. This will allow for more accurate and consistent input for the employee to understand the expectations placed on them.

The performance evaluation consists of two parts; behaviors and performance objectives. The performance evaluation process includes the definition, assessment, and documentation of these behaviors and performance objectives. Employee performance will be appraised formally on an annual basis to determine overall results attained, and informally throughout the year to track progress towards the goals and objectives set at the beginning of the performance year. Meaningful communication between the employee and supervisor is essential to the process; both through informal feedback throughout the year and during the formal appraisal.
Hillsborough County has taken a different approach to how we value and reward employees, with the updated unclassified performance management system playing a key role in our overall compensation strategy.