Annual Performance Evaluations.
Section 1. Employees shall be given a performance evaluation at least annually. This article is subject to the provisions of Article 12 regarding the employee’s eligibility for merit increases.
Annual Performance Evaluations. CAREER DEVELOPMENT
Annual Performance Evaluations. Effective July 1, 2011, performance evaluations may be conducted once a year by the Chief. These evaluations will be conducted orally and a record will be kept to document that the evaluation took place, but no written evaluation form will be completed. The evaluations will not affect advancement on the salary schedule but they may be used for purposes of future promotions. As part of the evaluation, the Chief will document that the officer is current with Department requirements, policies and procedures, including without limitation a satisfactory Board of Probation check, valid driver’s and firearms licenses and in possession of all required uniforms and equipment.
Annual Performance Evaluations. (a) It is understood that Annual Performance Reviews are intended for personal development and therefore will not be used for disciplinary purposes. Where the Employer has concerns about work performance and behaviour, which require documentation for progressive disciplinary purposes, a separate letter of employer concern and/or employee warnings will be issued to the employee and are subject to the grievance procedure.
(b) Where a formal evaluation of an employee's performance is carried out, the employee shall be given sufficient opportunity to meet with the Employer to discuss performance and the evaluation. Employees will be paid for time incurred attending such meetings. The employee will be given up to seven calendar days to read, review and sign the evaluation and return to the Employer. The employee will have opportunity to provide comments in the employee comments section on the form.
(c) The evaluation form shall provide for the employee's signature in one of two places, one indicating that the employee has read and accepts the evaluation, and the other indicating that the employee disagrees with the evaluation. No employee may initiate a grievance regarding the contents of an employee evaluation unless the employee has signed in the place indicating disagreement with the evaluation.
(d) An employee evaluation shall not be changed after an employee has signed it, without the knowledge of the employee, and any such changes shall be subject to the grievance procedure of this agreement.
(e) An employee shall receive a copy of their evaluation at time of signing.
Annual Performance Evaluations. 1. The Plant Manager or their designee, PSM Coordinator, and the Safety Coordinator shall review contractor’s safety performance annually for any PSM – Approved Contractors who have been used during the previous year. The audit shall include the following:
a. Contractor’s current Experience Modification Rate (EMR).
b. Completeness of contractor qualification information.
c. The contractor’s safety performance as reported by Xxxxxxxxxx, the Plant Manager or the Safety Team.
2. Contractors shall be considered for disqualification if:
a. Their EMR has risen to greater than 1.00.
b. The project representative who is requisitioning, Purchasing, the Plant Superintendent or Plant Safety Coordinator has given them an unfavorable evaluation.
c. Their employee training records are no longer current.
3. The Plant Management and/or the Safety Team shall document the annual review of contractor’s safety performance.
Annual Performance Evaluations. 41.01 All performance evaluation documents for members of the bargaining unit will be completed by Employees of the Town who are not members of the bargaining unit.
Annual Performance Evaluations a. Annual performance evaluations are due for each full-time permanent unit employee by or before ninety (90) days after their anniversary date. If the affected employee does not receive their required performance evaluation within this timeframe, and no extension of time within that time period has been extended, the affected unit employee shall receive their eligible merit step, if any. This increase, if any, will be retroactive to the employee’s anniversary date.
b. Should the required annual performance evaluation not be served to the affected full-time permanent unit employee by or before ninety (90) days after the employee’s anniversary date, the employee’s supervisor responsible for completing and providing the employee’s annual performance evaluation shall receive a written reprimand and copies will be placed in their personal file and copy given to the City Manager.
c. A two and one-half percent (2.5%) merit increase shall be awarded to the unit employee (or up to the maximum of the salary range, whichever is less, if eligible) where no annual evaluation is provided within twelve (12) months of the unit employee’s anniversary date. Any increase shall be retroactive to the anniversary date.
Annual Performance Evaluations. (a) It is understood that Annual Performance Reviews Evaluations are intended for personal development and therefore will not be used for disciplinary purposes. Where the Employer has concerns about work performance and behaviour, which require documentation for progressive disciplinary purposes, a separate letter of employer concern and/or employee warnings will be issued to the employee and are subject to the grievance procedure.
Annual Performance Evaluations. Effective July 1, 2005, the Town or their designee will have the right to conduct annual performance evaluations for all members of the union.
Annual Performance Evaluations. The Board shall evaluate Xxxx annually. The Superintendent’s evaluation shall be based on procedures adopted by the Board. The Board and Superintendent shall annually establish between two (2) and six (6) goals, targets and/or objectives for Superintendent. As part of the annual evaluation, the Board will complete a mid-year assessment and an end-of-year evaluation. The Board will conduct no less than one (1) executive session to review the mid-year assessment with Superintendent and one (1) executive session to review the end- of-year evaluation with Superintendent. During the final year of this Agreement, the Board will complete the mid-year assessment and meet with Superintendent to review it prior to December 31.
01. The establishment of an evaluation and goal-setting procedure shall not create an expectancy of continued employment of Superintendent beyond the duration of this Agreement, and, as stated in Ohio Revised Code Section 3319.01, nothing in this paragraph shall prevent the Board from making the final determination regarding the renewal or failure to renew the contract of the Superintendent. The Board reserves the right to non-renew Superintendent's employment for any or no reason, except those specifically prohibited by Ohio or federal law.
