Cuyahoga County Employee Performance Plan

- Make Cuyahoga County an Employer of Choice
Strategic Priorities
  • 15.2 Create a positive, open, supportive culture that values our staff, prioritizes our customers, reflects our values, promotes teamwork and inclusion, and encourages innovation
    - Make Cuyahoga County an Employer of Choice
About this measure

This measure provides updates on major milestones and anticipated next steps associated with efforts related to the development and implementation of the Cuyahoga County Employee Performance Plan. Update provided by the Cuyahoga County Department of Human Resources
Why is this important?

An effective performance management process enables managers to evaluate and measure individual performance to optimize productivity and to create a plan for employee development and succession planning. Successful use of our performance management program will enable the County to improve service delivery, increase employee engagement and productivity, and make us better stewards of the taxpayers’ money.
How are we making an impact?

An initial performance management process was rolled out to County leadership in 2017 and 2018. The purpose of this process was to begin to introduce the topic and process of performance management to leadership. 

In 2018, Human Resources and Health and Human Services staff worked with a consultant to develop a new performance management system for non-bargaining employees in Heath and Human Services agencies.

Implementing a performance management process to assess individual performance is a key initiative to becoming a performance driven organization. The performance management process will be used to help managers effectively develop their employees by providing a regular evaluation and review process, timeline and tools. The overall effect will be a more engaged workforce and the County being recognized as one of the best places to work.
Reporting Agency

Cuyahoga County Department of Human Resources
Milestone Measure

During 2018, the Department of Human Resources worked with a consultant to develop a performance management tool and process to support the County’s Strategic Plan. The tool and process were rolled out to non-bargaining Health & Human Services (HHS) and Human Resources (HR) employees. The roll out consisted of a kick-off session in August which was open to all non-bargaining and bargaining HHS and HR employees. Non-bargaining employees were included in the kick-off to ensure transparency within HHS.

Additional sessions included in the roll-out were: September: Goal Setting and Effective Written Communication; October: Evaluating Core Values, Job & Leadership Competencies; November: Rating Scales and Managing Conflict; December:  Creating Development Plans & Coaching.

In January 2019 a final session will be held to ensure all the information learned in the sessions can be applied appropriately.