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B. Meals maybe purchased for the Director only. The Director may not use the stipend for the <br />purchase of anyone else's meals. <br />C. Alcohol, lavish or extravagant meals (meals that are considered unreasonably expensive for the <br />location), entertainment (tickets to shows, sports events, or other leisure activities), personal care <br />items (toiletries, clothes, souvenirs), and other non-food items may not be purchased with the meal <br />stipend. <br />The meal stipend may be reviewed and adjusted in the future upon recommendation of the COG and <br />approval by the -Commissioners. <br />2. The County shall provide the Director with a County -issued mobile device. <br />3. The Director shall have access to the County's Motorpool vehicles for work -related travel. In the event <br />that the Director must use their personal vehicle, the Director shall be reimbursed for authorized <br />mileage incurred in the performance of official duties at the County's adopted rate and in compliance <br />with the County Travel Policy. <br />Vill. PERFORMANCE EVALUATIONS <br />The Director's performance shall be formally evaluated at least annually on or before the last calendar day of <br />each year. Informal performance reviews may be conducted more frequently at the discretion of the COG. <br />A. COG Role— Functional Evaluation: The COG shall have primary responsibility for assessing the Director's <br />day-to-day performance. The COG shall draft the written evaluation based on the established <br />performance goals, expectations, and core duties of the position. The COG shall meet with the employee <br />to discuss the evaluation, outline goals for the upcoming year, and address any areas needing <br />improvement. The County Commissioner assigned to the COG shall participate in the functional <br />evaluation process. <br />B. Board of County Commissioners —Administrative Review and Approval: Following the completion of <br />the functional evaluation by the COG, the written evaluation shall be forwarded to the Commissioners <br />for administrative review, approval, and records retention. The Commissioners' review shall ensure that <br />any recommended personnel actions resulting from the evaluation conform to County personnel policies <br />and this employment agreement. <br />IX. TERM <br />This Agreement shall be deemed to become effective DATE and will continue in full force and effect through <br />DATE. The Commissioners will meet with the COG Board in MONTH of YEAR to review performance. This <br />Agreement will continue thereafter on an annual basis. This provision will not prevent the parties from amending <br />this Agreement by mutual written consent. <br />X. TERMINATION <br />At -Will Employment. The Director serves at the will and pleasure of the Commissioners and is an at -will <br />employee_ Either the Commissioners or the Director may terminate the employment relationship at any time <br />with or without cause, with or without notice, subject only to applicable law. <br />Role of COG: The COG may, by a majority vote, make recommendations to the Commissioners regarding the <br />Director's termination to the Commissioners. <br />Page 4 of 11 <br />