COMMISSIONERS' COURT AGENDA REQUEST PLEASE FURNISH ONE ORIGINAL AND NINE COPIES OF THIS REQUEST AND DOCUMENTS TO $E REVIEWED BY THE COURT. MADE BY: Fred He OFFICE: County Jude MEETING DATE: Januar~l4, 2002 TIME PREFERRED: 2 • ~ ~ ~,-` SUBJECT: (PLEASE BE SPECIFIC) Consider and discuss evaluations of the following persons employed directly by the Commissioners' Court; unless the person being evaluated requests that the evaluation be conducted in open session, these discussions will be held in Executive Session pursuant to Section 551.074, Texas Government Code. 1. Leonard Odom 2. Franklin Johnston 3. Glenn Holekamp 4. Marc Allen 5. Russ Duncan 6. Ed North 7. Thea Sovil EXECUTIVE SESSION REQUESTED: (PLEASE STATE REASON} NAME OF PERSON ADDRESSING THE COURT: ESTIMATED LENGTH OF PRESENTATION: IF PERSONNEL MATTER -NAME OF EMPLOYEE: Time for submitting this request for Court to assure that the matter is posted in accordance with Title 5, Chapter 551 and 552, Government Code, is as follows: Meeting scheduled for Mondays: THIS REQUEST RECEIVED BY: THIS REQUEST RECEIVED ON: County Judge 5:00 P.M. previous Tuesday. All Agenda Requests will be screened by the County Judge's Office to determine if adequate information has been prepared for the Court's formal consideration and action at time of Court Meetings. Your cooperation will be appreciated and contribute towazds you request being addressed at the earliest opportunity. See Agenda Request Rules Adopted by Commissioners' Court. Thank you for allowing me this opportunity to speak. I believe in open and honest government. So we will start with the following observations regazding my combined job evaluations. I have worked for Kerr County for 16 years. Eleven of those years have been spent here in Commissioners Court. I have accrued over 2080 hours of sick time and even lost vacation hours because I didn't take them. That is not your fault. I should have watched more closely. I only bring this up to show my loyalty to Ken County and my respect to the Taxpayers paying my salary. 3 of you were elected to office 3 years ago and have been in this County for less than 10 yeazs and 2 of you are in your second term of office and have family roots here. I question the individual job expectations since this court has never given instructions as to their expectations. Apparently, three out of the five are somewhat satisfied with their expectations. My job description says I report to the Court, not you individually. My competence and reliability is appazently enough to leave me alone in the office for extended periods of time and to handle situations that arise. The county judge and Commissioner Baldwin are the only two that regulazly come to the office, razely do I see the remainder and then only for short periods of time except on meeting days. On Monday, August 20, 2001 at 4:50 p.m., the County Judge stopped in front of my desk and asked that now that I had filed for commissioner, didn't I think I should resign because of a conflict in the office? My response was no, everything the commissioners court does is open records-and no conflict should arise. He went on to add that I could not use any materials from our office for my campaign. My response was neither can any of you. Lets all play on the same field. He left. No further mention has ever been made by the County Judge regarding my running for office. Since the August date, three of you have not asked me to participate in one single special assignment. Prior to that date, I have put together a number of projects including this past springs' County Government Week. I see I was mistaken regarding the fair play. The only conflict is on the part of the county judge and commissioner pct. #2. The date on Commissioner Williams' evaluation is December 12~h, 2001 and my announcement came out in the paper on December 6, 2001. Is this just coincidence? My grandmother used to say, if it looks like a duck, sounds like a duck and acts like a duck, it must be a duck. Your ratings mean nothing since the only thing I have had to go on is my job description and you recently changed that. This court has never had a meeting to express their expectations nor has any member of this court called me into thcir office and cxpressed dissatisfaction or expressed their perceived expectation of my job performance. Therefore, I am in the dark. When Judge Henneke first took office, I went into his office and asked what he expected of me. He said and I quote "Keep doing what you have been doing and I want you to do everything I don't want to do." 'fhc only other request he ever gave was that he didn't like me using the speakerphone and I have since ceased using that. As you will note, the County Judge and Buster Baldwin are the only two that made comments. The county judge's comments aze racial and judgmental. The only recollection I have of the conversation is we were trying to find out who could authorize a burial in the old colored cemetery on Cypress Creek Road. This took some doing. I have no excuse if I used an inappropriate word and can only ask you pardon. After checking when this burial took place, I do question the Judge's written comment in December when the incident occurred in late October. If it was so totally unacceptabic u. a public position, why didn't you write me up at the'time and give me the opportunity to rectify the situation. I will finish my comments with this last statement. Communication with employees is an act of leadership and good judgment. We, as a group working together must communicate. When you report to 5 different people, the body must give directi~=~ to avoid conflict between the 5 individuals. Therefore, I believe this is politically motivated and political hazassment. Our personnel policy assures me of political freedom and freedom from hazassment. As the elected leaders of this county this political harassment iliust stop and you should allow me to do my job. THEA SOVIL JOB EVALUATIONS Fred Henneke Bill Williams Buster Baldwin Lar Griffin Jonathan Letz Date Of Evaluation 12/31/01 12/12/01 none none 1/5/02 Reviewed Job Desc. es no no es no Reliabilit 2 3 3 3 4 Enthusiasm 2 2 3 3 3 Accurac -absence of errors 2 2 3 4 4 Alertness &Abilit to retain 2 3 4 3 3 lnitiafive 3 2 3 4 3 Effectiveness under stress 3 3 3 3 4 Job Knowled e 8 Job Skill Level 3 3 5 4 5 Ada tabilit 2 2 4 3 3 Quali of Work Produced 3 Z 4 4 4 Volume of acre table work 3 2 5 3 3 At~ilit to make sound decisions and Jutl ments Resourcefulness 2 2 5 3 3 Atiili to follow instructions 2 2 4 3 3 Abilit to acre t res onsibilit 2 0 3 3 4 Abilit to acre t direction & or constructive criticism 2 1 3 2 3 Orderliness, Or anization of Individual work and work area 2 1 2 3 3 At~ilit too crate a ui ment 3 3 4 4 4 Abilit to relate to & work well w/others 2 2 2 3 3 Courtes with citizens, ublic relations 1 1 2 3 2 Courtes to fellow workers 3 2 2 3 3 Oral Ex ression 3 3 3 3 4 Wrinen ex ression Com osition 3 3 5 3 4 Efficient use of office time 3 2 3 3 3 Observation of safet rules 8 Procedures 3 3 0 3 3 Observation of Attendance: Workhouse 8 Tardiness 3 3 3 4 4 Observation of office olicies 8 Procedures 3 2 4 3 4 Attention to duties Burin work hours: di:;traIXions 2 2 3 3 3 Newt-well roomed-a ro riate dress 3 3 5 4 4 Self-confidence 3 3 5 4 4 O-NO Mark 1-Unsatisfactory 2-Needs Improvement 3-Meets Expectations 4-Exceeds Expectations 5-Exceptional Kerr County Teaas Job Description Job Title: Department: Reports To: FLSA Status: Prepared By: Prepared Date: Approved By: Approved Date: Court Coordinator - CCOC County Judge and Commissioner's Court County and Judge and Commissioners Court Nonexempt Nash & Co. June 2000 SUMMARY Provides a full range of efficient secretarial services to County Judge and Commissioner's Court by performing the following duties. ESSENTIAL DUTIES AND RESPONSIBILITIESinelude the fdlowing. This list is intended to be illustrative and does not represent an exhaustive list of duties and responsibilities. Incumbents may not perform all duties and responsibilities listed. Other duties maybe assigned. Maintains telephone bank for elected officials including TTD for hearing impaired and provides general information for the County. Coordinates participation of commissioners in budget preparation, monitoring and justification. Prepares notices of Commissioners' Court and assembles documents for use during Court. Participates in scheduling and prioritizing County Judge Docket. Performs assistance work for Commissioners' Court activities. Coordinates work between Commissioners' Court and local, state and federal agencies, and private organizations. Responds to inquiries regarding programs, administrative regulations, policies and procedures. Attends Commissioners' Court meetings and implements Court Orders as applicable. Maintains contacts for Commissioners' Court with public and private executives and other officials. „. ^: ~~ ~~, Prepares correspondence, reports, studies, forms and documents as directed by the County Judge F ~, . ",tEi Develops, coordinates and maintains recordkeeping and filing systems. ~ ~,,.* % , Performs related duties as required. Page 1 Court Coordinator - CCOC (continued) SUPERVISORY RESPONSIBILITIES This job has no supervisory responsibilities. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Knowledge of: Commissioner's Court policies and procedures Teletype devise for hearing impaired Filing and recordkeeping procedures Legal terminology Modem office equipment including computers and specialized software, fax machines, copiers, dictation/transcription equipment, typewriter and telephone systems. Ability to: Operate modem office equipment including computers and specialized software, fax machines, copiers, dictation transcription equipment, typewriter and telephone system including TTD for the hearing impaired Apply coma business English, spelling and arithmetic Apply various codes, statutes, rules and regulations pertaining to Commissioners Court Type accurately 55 words per minute Establish and maintain effective working relationships with co-workers and employees in other departments and outside agencies Communicate effectively orally and in writing Understand and follow oral and written instructions and to request clarification when needed EDUCATION and/or EXPERIENCE High school diploma or general education degree (GED) required, some college prefered. Plus one year secretarial experience, experience as a legal secretary preferred; or Any equivalent combination of education and experience. LANGUAGE SKILLS Ability to read and interpret documents such as legal precedings and documents, regulatory manuals, and procedure manuals. Ability to write reports and legal correspondence. Ability to speak Y eys, agenci P Y organizer gen ~~,+ effedivel before attorn outside es other em to ees of the ton and the eral ~ ~~ `"` a~('; public. ,~ ,,;~' MATHEMATICAL SIQI.I.S "' ~'~;:x` Ability to add, subtract, muhiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. Ability to compute rate, ratio, and percent. Page 2 Court Coordinator - CCOC (continued) REASONING ABILITY Ability to apply common sense understanding to carry out instructions furnished in written, oral, or diagam form. Ability to deal with problems involving several concrete variables in standardized situations. CERTIFICATES, LICENSES, REGISTRATIONS None Required. Notary Public desirable. PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regulazly required to sit; use hands to finger, handle, or feel; and talk or hear. The employee frequently is required to reach with hands and arms. The employee is occasionally required to stand and walk. The employee must frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, and ability to adjust focus. WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The employee is in inside environmental conditions. The noise level in the work environment is usually quiet. r:,a ; d Page 3 ~.~~ ti ~~ ~LOYEES NAME ~ ~~ J,O U [L ;EMPLOYEE BEEN IN THIS/-]OB LJ=SS THAN 6 MONTHS? YES () NO (~' j-~F; C~n•--.-C~~• CJo-o;.~- DATE OF EVALUATION Z~3~ ~ l EVALUATOR SUPERVISED EMPLOYEE LESS THAN SIX MONTHS? YES () Nom i EVALUATOR REVIEWED JOB DESCRIPTION FOR THIS POSITION? YFS~ No ( ) 3 EVALUATOR REVIEWED LAST PREVIOUS PERFORMANCE EVALUATION (if any) ON THIS EMPLOYEE? YES () NO ( ) i - y-ate. exoePtronal 2 = Needs Improvement I : ~~ Expectations 1 =Unsatisfactory Meets Exaeciations __ Reliability ------------------- Enthusiasm------------------- Aoaracy-absence of errors - - - - - - - - Alertrress & ability >b retain - - - - - - - - Initiatnre ------------------- Effectiveness under stress - - - - - - - Job knowledge & job skill level - - - - - - Adaptability------------------ Quality of work produced - - - - - - - - - . Vdume of acceptable work - - - - - - - - Ability tb make sound dedsions and judgments Resoixrefutness ----------------- . Ability bo fellow irrstrrxtions - - - - - - - - - - . Abirdy >b accept responsibility- - - - - - - - . Abgity m accept direction & or consbuciive attidsm------------------------ . Ord~lir~ess, Organization of individual work ardworkatea-------------------- . Ability>boperateequipment---------- . AbirRy bo relate >b and work well v~itlt others •. Courtesy with tidzens, public relations - - - t Courtesy to felknrr workers - - - - - - - - - - ~. Oral Expression------------------- .. Written expression (composition} - - - - - - '. Effident use of office tlme - - - - - - - - - - :. Observation of safety rules & procedures- - 12 I 12 I 12 I I~- I 13 I 13 I 13 I 12 I 131 131 I'~I I ~i,l I ~I I ~.,i 121 - 13 I I~ I I >~/I 13 I 13 1 i~ I 13 I I~ I 24. Observance of Attendance di - - - - - I ~ I ness - - - - - - Workhouse and tar 25. Observance of office polities 8c procedures 13 I 26. Attention to duties during work hours: distractions-------------------- 12.1 27. Neat -well groomed-appropriate dress - - I 3 I 28. Self-confidence------------------ I ~ I Evaluation reviewed with employee? Yes () No ( ) Supervisor's comments on ratings: Supervisor's Date: l~~ ~ / Employee Comments: {optionai): Employee signature (optional): Initial: I acknowledge receipt of evaluation 8c do not wish to respond. ~c~. a Pj~~.fSc~ ~~ .l~t~-- ~ r~ <- ~ oLP~ ~ e-?`'~ -6 ~~--~ CR ~^-L ,Q ~~~~~, ~ ~ ~~ cs ~ o <~l~ 6~ l.k 4 / / E Ti (~yb ~~lSd~' ~~~ ~~. ~ .~~ . r ctGc i vi i Kerr County Judge/Commissioners From: Fred Henneke To: they sovil Cc: buster Baldwin ; bill Williams ; Jonathan letz ; lany griffin Sent: Wednesday, January 09, 2002 11:53 AM Subject: Evaluation Thea -per your request, here is the transcription of my comments. Sorry about the scribbling. "Ms. Sovil has been in her curent position for over 10 yrs. She has a lot of information, knowledge and history. Unfortunately, she also conveys the attitude that she is a commissioner and the person charged with the decision making. She implements policies and decisions she does not approve of grudglingly. It is not a professional maner or atmosphere. Furthemwre, Ms. Sovil displays racist attitudes. She offer refers to Hipanics in a derogatory tone as "Mexicans", recently, in describing to me an older , losed cemetery, she repeatedly referred to ft as the "Nigger' Cementery. This is totally unacceptable in a public position" FRED HENNEKE 1/9/02 EMPLOYEES NAME ~~~ SD U ~ L HAS EMPLOYEE BEEN IN THIS JOB LESS TWIN 6 MONTHS? YES () NO (~ )OB TITt1=: DATE OF EVALUATION I z "' 1 "L -' y~ HAS EVALUATOR SUPERVISED EMPLOYEE LESS THAN SIX MONTHS? YES () No (}~ HAS EVALUATOR REVIEWED ]OB DESCRIPTION FOR THIS POSITION? YES () No ( ) HAS EVALUATOR REVIEWED LAST PREVIOUS PERFORMANCE EVALUATION (if any) ON THIS EMPLOYEE? YES () NO (})' 5 = exceptional 2 = Needs Improvement I i 4 = Exceeds Expeditions 1 =Unsatisfactory 3 = Meets Expectations 1. Reliability ------------------- I,~j 2. Enthusiasm------------------- 12 3 Aaaracy-absence oferrors - - - - - - - - I ~I . 4. Alertness & ability to retain - - - - - - - - IJ 1 5. Infoabve ------------------- I yl 6. Effectiveness under stress - - - - - - - 13 I 7. Job knowledge & job skill level - - - - - - I ?j I 8. Adaplibil'rty------------------ I yl 9. Quality of work produced - - - - - - - - - I '!/I 10. Volume of acceptable work - - - - - - - - I Z I il. Ability >p make sound dedsions and judgments Resournefulness ----------------- ! ?il 12. Ability to follow instrudior~s - - - - - - - - - - I '1/1- 13. Ability bo accept responsibility- - - - - - - - I I 14. Ability ip accept direction & or owutructive o~ism------------------------ 1 1 i 15. Orcieriiness, Organization of irxfrvidrral work _ andworkarea-------------------- -- i 1 --- 16. AbiGtytooperat~equipment---------- 13 I 17. Ability do retabe 7p and work well ~ others I Z I 18. Courtesy witlr dozens, pubik relations - - - 1 l 19. Courtesy to felkriv workers - - - - - - - - - - I Z I 20, oraiExpression------------------- 13 21. Written expression (composition} - - - - - - i 3 1 22. Effrafent use of office tlme - - - - - - - - - - I ~ I 23. Observation of safety rules & procedures- - 13 I 24. Observance of Attendance Workhouse and tardiness - - - - - - - - - - - 13 I 25. Observance of office polities & procedures 17j( 26. AtLendon to duties during work hours: distradions-------------------- I Z I 27. Neat -well groomed-appropriate dress - - 13 I 28. Self-confidence------------------ 1'j I Evaluation reviewed with employee? Yes () No ( ) Supervisor's comments on ratings: Supervisors =---~~ Date: ~ Z - / z - v/ Employee Comments: (optional): Employee signature (optional): InitiaL• I advawiedge receipt of evaluation & do rat wish to respond. JYEES NAME ~ l v~~- SD U t~ Jv1PLOYEE BEEN IN THIS JOB LESS THAN 6 MONTHS? YES () NO ( ) 7llE: DATE OF EVALUATION VALUATOR SUPERVISED EMPLOYEE LESS THAN SIX MONTHS? YES () No { ) VALUATOR REVIEWED ]08 DESCRIPTION FOR THIS POSITION? YES () No ( ) EVALUATOR REVIEWED LAST" PREVIOUS PERFORMANCE EVALUATION (if any) ON THIS EMPLOYEE? 'ES () NO ( ) exceptional 2 = Needs Improvement Exceeds Expectations 1 =Unsatisfactory Meets Expectations teliability ------------------- ~rtltusiasm ------------------- 4ocvracy-absence of errors - - - - - - - - Alertness & ability to retain - - - - - - - - [nitlative ------------------- F~fectivertess under stress - - - - - - - Job knowledge & job skill level - - - - - - Adaptability------------------ Quarty of work produced - - - - - - - - - Volume of acceptable work - - - - - - - - AbilRy tp make sound decisions and judgments Resouro~ulness ----------------- Abtlity ib follow insWdions - - - - - - - - - - Ability to accept responsibility- - - - - - - - Ability m aoo~t direction & or oorutrtrcxive attidsm------------------------ Ordertu>ess, organization of irxiividual work andwotkarea--------- ------- abi>ouse and tardiness - - - - - - - - - - - 25. Ot~servance of office polices & procedures 26. Attentron to duties during work hours: distractions-------------------- 27. Neat -well groomed-appropriate dress - - 2ii. Self-confidence------------------ Evaluation reviewed with employee? Yes ( ) SupervisoPs Employee Comments: {optional): 3 I No ( ) Date: t l56a z~ Employee signature (optional): Initial: I acknowledge receipt of evaluation & do not wish to respond.