The Kane County Executive Committee advanced a resolution Dec. 3 to add an employee performance‑evaluation policy to the county personnel handbook, requiring annual evaluations for employees under the board’s jurisdiction (collective‑bargaining agreements excepted).

Presenter Mike Linder described the proposal as an original policy for groups of employees who previously lacked formal annual evaluations. A county human‑resources representative said the policy would cover all county employees under the board’s jurisdiction, while unionized employees would remain subject to collective‑bargaining provisions. “All employees under the jurisdiction of the county board would be required to have an annual evaluation,” a county HR representative said.

Board members debated a provision in Exhibit A that directs the committee performing the executive‑director evaluation to “designate 1 member of the committee to meet with and deliver the performance evaluation” to the appropriate department head. Several commissioners recommended designating two representatives for transparency; county legal counsel warned that designating two committee members could create an advisory‑body/open‑meetings risk. “By only having 1, you don't run any kind of risk of that,” counsel said, adding that the committee could still add a second person but that two people acting in an advisory role could trigger open‑meetings rules.

During discussion, a motion was made and seconded to substitute the handout Exhibit A for the published packet; the clerk called roll and the substitution was approved. The committee then proceeded toward final action on the policy.

Members also discussed administrative details such as whether anniversary dates or a single annual month should be used for evaluations, and whether committee chairs should provide directors’ job descriptions to evaluators; staff agreed to schedule a committee‑of‑the‑whole training on goal writing and evaluation techniques in January.

Next steps: the substituted Exhibit A will be considered the working document for implementation, HR and committees will coordinate anniversary dates and reminders, and staff will provide training on SMART goals and evaluation procedures.