Performance Ratings. In the event a sworn member of the Cincinnati Police Department receives a performance rating which is at least fifteen percent (15%) lower than his/her last annual rating, the rating shall be subject to grievance procedure, beginning at Step Three.
Performance Ratings. There will be a mid-year appraisal and an end-of-year appraisal, which will include a performance rating as follows:
Performance Ratings. Employees shall receive a written performance review at the end of their probationary period and annually (normally March) thereafter. The purposes of the performance evaluation are to establish a communication tool to ensure that employees are performing at acceptable levels and to provide a means by which to document performance and to establish a procedure for correcting performance problems should they occur. An employee shall be rated on the achievement of performance goals and objectives established by the supervisor in collaboration with the employee during the annual expectations meeting as well as employee performance related to an established set of performance factors, established by the Employer and discussed with the employee at the expectations meeting. An employee shall receive one of the following ratings:
Performance Ratings. Employees shall receive a written performance review upon successful completion of their probationary period and every March/April thereafter. The purposes of the performance evaluation are to establish a communication tool to ensure that employees are performing at acceptable levels, to provide a means by which to document performance, and to establish a procedure for correcting performance problems should they occur. An employee shall be rated on the achievement of performance factors/goals established by the employee and supervisor during the annual expectations meeting. An employee shall receive one of the following ratings at the performance review (see attached Performance Management Process “PMP” Form Appendix A): Exceptional Highly Effective Effective Improvement Required Unsatisfactory No quotas or other limitations shall be applied to employee ratings. The University shall not allow or condone the deflation or lowering of employees’ performance rating in an effort to avoid payment of performance evaluation salary increases.
Performance Ratings. Employees shall receive a written performance review upon successful completion of their probationary period and every April thereafter for the period ending March 31. The purposes of the performance evaluation are to establish a communication tool to ensure that employees are performing at acceptable levels, to provide a means by which to document performance, and to establish a procedure for correcting performance problems should they occur. An employee shall be rated on the achievement of performance factors/goals established by the employee and supervisor during the annual expectations meeting. An employee shall receive one of the following ratings at the performance review (see attached Performance Management Process “PMP” Form Appendix A): Outstanding Above Standards Meets Standards Below Standards Unsatisfactory No quotas or other limitations shall be applied to employee ratings. The University shall not allow or condone the deflation or lowering of an employee’s performance rating in an effort to avoid payment of a salary increase based on that rating.
Performance Ratings. Each employee shall receive the following written performance evaluation(s) at the end of their probationary period and annually, but no later than April 30th of each year thereafter. The purposes of the performance evaluations are to establish a communication tool to ensure that employees are performing at acceptable levels and to provide a means by which to document performance and to establish a procedure for correcting performance problems should they occur. An employee shall be rated on performance goals and objectives established by the supervisor and the employee at the beginning of the review period. Employees shall receive performance ratings, which will be as follows: (see attached Performance Management Process “PMP” form (Appendix A) 1. Outstanding
Performance Ratings. Employees shall receive a written performance review at the end of their probationary period and annually (normally March) thereafter. Due to the practice of extending the probationary period for all newly hired officers, that review will occur after two six months probationary periods or one year from the date of hire. The purposes of the performance evaluation are to establish a communication tool to ensure that employees are performing at acceptable levels and to provide a means by which to document performance and to establish a procedure for correcting performance problems should they occur. An employee shall be rated on the achievement of performance goals and objectives established by the supervisor in collaboration with the employee during the annual expectations meeting as well as employee performance related to an established set of performance factors, established by the Employer and discussed with the employee at the expectations meeting. An employee shall receive one of the following ratings:
Performance Ratings. The following conditions apply to in-service performance ratings for all employees:
Performance Ratings. The State agrees there shall be no quotas or limits, written or unwritten, placed on the performance ratings awarded.
Performance Ratings. 18:01 A copy of any formal performance appraisal shall be provided to the member.
