State Personnel Regulations require the periodic evaluation of each employee's job performance. These evaluations shall be used for, but not limited to, the following purposes:
A. To inform the employee of strong and weak points, as well as training needs and improvements expected;
B. To recognize the employee's potential for promotion;
C. To determine the employee's eligibility for salary advancements if merit increases are ever provided.
Performance evaluations are the responsibility of the Chief Judge who shall determine the supervisor best able to observe and evaluate each employee's performance. The Chief Judge may designate the supervisory chain of command for purposes of reviewing performance evaluations, and shall designate the individual responsible for determining the final overall rating of the employee.
In accordance with the Personnel Regulations of the State Courts System, the following provisions shall be practiced in the Tenth Circuit:
1. The performance of each employee shall be evaluated at the completion of six (6) months of continuous service and thereafter on an annual basis.
2. Special performance evaluations may be given at any time at the discretion of the supervisor.
3. An overall evaluation of unsatisfactory shall be construed as the supervisor's recommendation that the employee be separated from the position or from employment entirely.
4. After the evaluation has been finalized on all levels, the results of the performance evaluation shall be discussed with the employee who shall be furnished a copy of the completed evaluation and shall sign a copy which shall be placed in the employee's personnel file. The employee's signature on the performance evaluation will indicate that the employee has had an opportunity to discuss the evaluation with the evaluator. The employee's signature will not indicate acceptance or agreement. Should the employee refuse to sign the performance evaluation, a note to that effect shall be made on the evaluation.
5. Employees wishing to comment on the evaluation may do so in writing. A copy of the employee's comments shall be placed in the employee's personnel file.
6. Any person conducting the evaluation, may, at his or her discretion, seek and consider the input of other court employees in determining the rating in any or all the categories.
7. The following court personnel are hereby designated as the supervisor responsible for determining the final overall rating for the employees listed:

Judicial Assistants Their Judge
Court Administrator Chief Judge
Court Administrator's Staff Court Administrator
Trial Coordinator Court Administrator
Director, Pre-Trial Release Court Administrator
Pre-Trial Release Staff Director, Pre-Trial Services
Electronic Court Reporter Deputy Court Administrator
Chief Juvenile Assistant Administrative Juvenile Judge
Other Juvenile Division Employees Chief Juvenile Assistant
Witness Coordinator Court Administrator
Assistant Witness Coordinators Witness Coordinator
Guardian Ad Litem Coordinator Court Administrator
Other Guardian Ad Litem Staff Program Coordinator
Staff Attorneys Administrative Judge
JIS Coordinator Court Administrator
Drug Court Staff Deputy Court Admin., Drug Ct.
Deputy Court Admin., Drug Ct Court Administrator
Court Interpreter Deputy Court Administrator
Pro Se Coordinator Alternative Sanctions Coord.
Court Program Specialists Alternative Sanctions Coord.
Alternative Sanctions Coordinator Court Administrator

DONE and ORDERED in Chambers, at Bartow, Polk County, Florida, this 15th day of April, 1996.

Charles A. Davis, Jr.

Chief Judge