Common use of Appraisal Review Process Clause in Contracts

Appraisal Review Process. The employee’s signature on the appraisal shall be viewed as receipt of performance appraisal. If an employee disagrees with his/her appraisal, he/she may request a review. Any performance appraisal proven to contain an error of fact or improper reference, through this process, shall be corrected. Any appraisal ordered corrected will have ALL records related to the process purged from the employee’s personnel file. Step 1 All performance appraisals shall be discussed with the chain-of-command above the reviewer. The request shall be filed within 15 calendar days of receipt of the appraisal. Within 15 calendar days of receipt, that level of supervision will investigate to determine if the appraisal contains error of fact or improper reference and then meet with the employee to explain the results of the investigation. If the issue is not resolved at this level, the employee will receive the written response including the summary of findings within 15 calendar days of that meeting. Step 2 Within 15 calendar days of receipt of the written response/summary of findings from step one (1), the employee may initiate this step with the next level of supervision. Within 15 calendar days of receipt, that level of supervision shall schedule a meeting with the employee in an attempt to resolve the issue. This is the final step of the procedure and cannot be grieved. Time limits may be extended only by written mutual agreement of both parties. If a request is not processed by the Department within the time limits set forth above, it will be deemed conclusive in the employee’s favor and ordered corrected. If a request is not processed by the Association within the time limits set forth above, performance appraisal will be sustained as written.

Appraisal Review Process. The employee’s signature on the appraisal shall be viewed as receipt of performance appraisal. If an employee disagrees with his/her appraisal, he/she may request a review. Any performance appraisal proven to contain an error of fact or improper reference, through this process, shall be corrected. Any appraisal ordered corrected will have ALL records related to the process purged from the employee’s personnel file. Step 1 All performance appraisals shall be discussed with the chain-of-command above the reviewer. The request shall be filed within 15 30 calendar days of receipt of the appraisal. Within 15 calendar days of receipt, that level of supervision will investigate to determine if the appraisal contains error of fact or improper reference and then meet with the employee to explain the results of the investigation. If the issue is not resolved at this level, the employee will receive the written response including the summary of findings within 15 calendar days of that meeting. Step 2 Within 15 calendar days of receipt of the written response/summary of findings from step one (1), the employee may initiate this step with the next level of supervision. Within 15 calendar days of receipt, that level of supervision shall schedule a meeting with the employee in an attempt to resolve the issue. This is the final step of the procedure and cannot be grieved. Time limits may be extended only by written mutual agreement of both parties. If a request is not processed by the Department within the time limits set forth above, it will be deemed conclusive in the employee’s favor and ordered corrected. If a request is not processed by the Association within the time limits set forth above, performance appraisal will be sustained as written.

Appraisal Review Process. The employee’s signature on the appraisal shall be viewed as receipt of performance appraisal. If an employee disagrees with his/her appraisal, he/she may request a review. Any performance appraisal proven to contain an error of fact or improper reference, through this process, shall be corrected. Any appraisal ordered corrected will have ALL records related to the process purged from the employee’s personnel file. Step 1 All performance appraisals shall be discussed with the chain-of-command above the reviewer. The request shall be filed within 15 calendar days of receipt of the appraisal. Within 15 calendar days of receipt, that level of supervision will investigate to determine if the appraisal contains error of fact or improper reference and then meet with the employee to explain the results of the investigation. If the issue is not resolved at this level, the employee will receive the written response including the summary of findings within 15 calendar days of that meeting. Step 2 Within 15 calendar days of receipt of the written response/summary of findings from step one (1), the employee may initiate this step with the next level of supervision. Within 15 calendar days of receipt, that level of supervision shall schedule a meeting with the employee in an attempt to resolve the issue. This is the final step of the procedure and cannot be grieved. Time limits may be extended only by written mutual agreement of both parties. If a request is not processed by the Department within the time limits set forth above, it will be deemed conclusive in the employee’s favor and ordered corrected. If a request is not processed by the Association within the time limits set forth above, performance appraisal will be sustained as written.

Appraisal Review Process. The employee’s employees signature on the appraisal shall be viewed as receipt of performance appraisal. If an employee disagrees with his/her appraisal, he/she he may request a review. Any performance appraisal proven to contain an error of fact or improper reference, through this process, shall be corrected. Any appraisal ordered corrected will have ALL records related to the process purged from the employee’s personnel file. Step 1 All performance appraisals shall be discussed with the chain-of-command above the reviewer. The request shall be filed within 15 calendar days of receipt of the appraisal. Within 15 calendar days of receipt, that level of supervision will investigate to determine if the appraisal contains error of fact or improper reference and then meet with the employee to explain the results of the investigation. If the issue is not resolved at this level, the employee will receive the written response including the summary of findings within 15 calendar days of that meeting. Step 2 Within The employee may initiate this with the next level of supervision within 15 calendar days of receipt of the written response/summary of findings from step one (1)one. At this level, the employee may initiate this step with the next level of supervision. Within 15 calendar days of receipt, that level of supervision supervisor shall schedule a meeting with the employee in an within 10 calendar days to attempt to resolve the issue. This is the final step of the procedure and cannot be grieved. Time limits may be extended only by written mutual agreement of both parties. If a request is not processed by the Department department within the time limits set forth above, it will be deemed conclusive in the employee’s favor and ordered corrected. If a request is not processed by the Association association within the time limits set forth above, performance appraisal will be sustained as written.