# Division 11. Performance

Codified through Bill No. CB-018-2026, adopted May 12, 2026, effective July 24, 2026. Source: Municode, Supplement 2026 Update 2. Editorial notes and legislative history omitted.

## Division 11. Performance

### Sec. 16-182. Performance evaluation policy

Prince George's County, Md., Code § 16-182 (2026)

(a) As a means to insure that each employee's performance is evaluated on a regular basis during the employee's course of employment, the Director of Human Resources Management shall establish a performance management system that shall:

  (1) Require that all appointing authorities develop and maintain performance criteria for each position under their respective jurisdictions and use such criteria to measure employee performance;

  (2) Require a system of routine review of employee performance by supervisors and appointing authorities so as to provide opportunity for recognition or corrective action;

  (3) Afford opportunities for employee comment on the performance criteria and the performance appraisal; and

  (4) Develop procedures for carrying out the policy of this Section.

### Sec. 16-183. Time of performance evaluations

Prince George's County, Md., Code § 16-183 (2026)

(a) An official performance evaluation shall be prepared by an appointing authority for each probationary status employee under the appointing authority's jurisdiction in advance of the expiration of each such employee's probationary period. In addition to the preparation of said official performance evaluation at the conclusion of the probationary period, each appointing authority shall also confer with each probationary status employee under the appointing authority's jurisdiction at the midpoint of each such employee's initial probationary period in order to assess such employee's performance during the preceding months and to insure that any areas of performance in need of improvement have been identified for the benefit of such employee.

(b) An employee and the employee's immediate supervisor shall meet periodically to evaluate the employee's progress in meeting performance standards.

### Sec. 16-184. Discussion with employee

Prince George's County, Md., Code § 16-184 (2026)

The supervisor must discuss the performance evaluation with the employee prior to finalizing and allow five (5) working days for his/her comments.

### Sec. 16-185. Actions based on performance evaluations

Prince George's County, Md., Code § 16-185 (2026)

(a) Probationary Status Employees. Immediately prior to the completion of the required probationary period for an employee, the employee's supervisor shall conduct a performance evaluation of the employee.

  (1) If the employee's overall performance is rated satisfactory and/or meets expectations or better, and the probationary period has not been extended, the employee will be converted to permanent status in accordance with the provisions of Section 16-172; or

  (2) If the employee's overall performance is rated less than satisfactory and/or needs development, the employee will be dismissed.

(b) Permanent Status Employees. The official performance evaluation of a permanent status employee shall constitute the basis for awarding performance-related incentives or pay increases in accordance with established procedures. In addition, permanent status employees will receive retention points in accordance with Section 16-188, as follows:

  (1) Employees receiving overall performance evaluations equivalent to outstanding and/or exceeds expectations will receive three (3) retention points;

  (2) Employees receiving overall performance evaluations equivalent to more than satisfactory and/or meets expectations will receive two (2) retention points;

  (3) Employees receiving overall performance evaluations equivalent to satisfactory and/or meets expectations will receive one (1) retention point;

  (4) Employees receiving overall performance evaluations equivalent to less than satisfactory and/or needs development will receive zero (0) retention points.

(c) For all permanent status employees, an overall performance rating equivalent to less than satisfactory and/or needs development may subject the employee to disciplinary action in accordance with Section 16-194, including dismissal.