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them. Unfortunately, sometimes they have to terminate an employee. The County Administrator's Policy clearly states rules and regulations regarding employee conduct and behavior which are necessary for the efficient operation of the County and for the benefit and safety of all employees. As department head, he had determined that Lisa had committed the Group II offenses and asked the Board to uphold Administrator Chandler's finding that her termination was justified. By CONSENSUS, not wishing to prolong the hearing, the Board accepted the written determination of Administrator Chandler. BOARD OF COUNTY COMMISSIONERS 1840 25th Strut, Vero Beach, Florida 32960 Telephone: (407) 567-8000 March 20, 1995 Lisa Freeman 11465 Old Dixie Highway Sebastian, FL 32958 Dear Ms. Freeman: Suncom Telephone: 224-1011 The following is my determination, as a result of the March 16, 1995 administrative hearing of your appeal ( Exhibit 1) of your termination of employment from Emergency Management ( Exhibit 11) . This decision was arrived at based on my consideration of the substantial testimony and evidence presented at the hearing. The information presented regarding the various incidents and circumstances were considered individually by me in order to arrive at a total understanding of this matter. Prior to the Fall of 1994 your performance appeared to be generally satisfactory to the Department, although various areas requiring improvement were noted at different times. According to your immediate supervisor, John King, he attempted to resolve the areas requiring improvement through informal discussions and meetings with you at various times. However, in his opinion, there was not sufficient improvement to the extent a formal consultation meeting was necessary on September 20, 1994. According to the information presented at the hearing, you indicated at the September 20, 1994 meeting that your work performance was below your potential and you would improve. Predicated on the hearing information presented, when considering the events subsequent to the September 20 meeting in their totality, in my opinion rather than responding positively with an aggressive attitude to improve, you seemed to have reacted negatively or defensively. As a result, as time progressed, rather than an improvement in performance there was a deterioration and with that an erosion of the office working relationships. Throughout this time, it appears every opportunity was extended to you to correct the situation, but that did not occur. 17 BOOK 9 PA'; F 92 April 24, 1995