Claire Jubb, Assistant County Administrator, Charlotte County
For years, employee evaluations in local government have primarily measured task completion, efficiency, and output. While these factors are important, they do not fully capture what makes a workplace successful. Recognizing the need for a shift, Charlotte County is in the process of rolling out a new evaluation approach that prioritizes organizational culture alongside job performance.
At the heart of this transformation is a desire to build a workplace where employees are not just evaluated on what they do but on how they contribute to a positive, collaborative, and innovative environment. The new evaluation system will focus on six key competencies developed from the organization’s core values, Charlotte CARES – Committed, Accountable, Resourceful, Energetic, and Supportive. The final core competency is Job Skills, which includes well-being and safety. These attributes reflect the qualities that help government agencies thrive and better serve their communities.
Why the Change?
The decision to transition from a task-based evaluation system to a culture-focused one stems from several key realizations:
- Task-Based Evaluations Overlook Workplace Impact – Employees in local government do more than just complete tasks; they shape their teams’ morale, effectiveness, and cohesiveness. A system that only measures output fails to recognize employees’ significant contributions to workplace dynamics and long-term success.
- Culture Drives Performance – Experience shows that when employees feel valued, supported, and engaged, they are more productive, innovative, and committed to their roles. A strong organizational culture leads to improved job satisfaction, reduced turnover, and better service delivery to the community.
- Encouraging the Right Behaviors – Traditional evaluations often emphasize what employees do rather than how they do it. By shifting the focus to core values, the new system encourages behaviors that foster collaboration, initiative, and problem-solving.
- Aligning Individual Growth with Organizational Goals – In a government setting, success isn’t just about individual achievement – it’s about teamwork and a shared mission. The new evaluation model ensures that employees are growing in ways that contribute to the organization’s broader goals, creating a workplace where everyone is pulling in the same direction.
The New Competencies and Their Purpose
Each of the six competencies plays a critical role in shaping the culture of the organization:
- Job Skills – Employees must remain knowledgeable and proficient in their roles, ensuring high-quality service delivery.
- Committed – A dedication to the organization’s mission and values fosters long-term success and employee engagement.
- Accountable – Taking responsibility for one’s actions promotes trust and reliability among colleagues and within the community.
- Resourceful – Creativity and problem-solving are essential in government work, especially in navigating challenges and optimizing limited resources.
- Energetic – A proactive and positive approach helps build a motivated and engaged workforce.
- Supportive – Encouraging collaboration and assistance among team members strengthens the organization as a whole.
Preparing for the Transition
As this new evaluation system is introduced, the focus is on training. Every employee, whether a supervisor or an employee, will receive training on the new evaluation. Training will include education on what competencies mean and how behaviors and competencies are measured, and it will give assistance to managers and supervisors on how to handle difficult conversations. Explaining the “why” behind this transformation is essential to ensuring its success. Efforts to promote the message include an introductory video, training in small workgroups, and supplemental training on other aspects of performance management. Feedback is being gathered throughout the process to refine the system and ensure it aligns with the needs of both employees and the organization.
Looking Forward
While the transition is still in its early stages, the goal is to reinforce a values-based workplace where employees feel appreciated for more than just their tasks. By shifting to a culture-driven evaluation system, Charlotte County lays the foundation for a more engaged and innovative workforce.
This change reflects a broader understanding that an organization’s success is not just about what gets done – it’s about how it gets done and the people who make it happen.
