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

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.

## 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.