Common use of Consequences Of Failure To Complete Annual Performance Appraisal Clause in Contracts

Consequences Of Failure To Complete Annual Performance Appraisal. For the purposes of City programs for which an overall “Fully Effective” performance appraisal is a pre-requisite (including but not limited to order- of-layoff tiebreakers and pilot programs such as telecommuting and compressed work schedules), in the event a represented employee has not received his/her most recently due performance appraisal within forty-five

Consequences Of Failure To Complete Annual Performance Appraisal. ‌ For the purposes of City programs for which an overall “Fully Effective” performance appraisal is a pre-requisite (including but not limited to order- of-layoff tiebreakers and pilot programs such as telecommuting and compressed work schedules), in the event a represented employee has not received his/her most recently due performance appraisal within forty-fivefive (45) calendar days of the date the appraisal was due, he/she shall be treated as if the overall performance appraisal rating was “Fully Effective.”

Consequences Of Failure To Complete Annual Performance Appraisal. For the purposes of City programs for which an overall “Fully Effective” performance appraisal is a pre-requisite (including but not limited to order- of-layoff tiebreakers and pilot programs such as telecommuting and compressed work schedules), in the event a represented employee has not received his/her most recently due performance appraisal within forty-fivefive (45) calendar days of the date the appraisal was due, he/she shall be treated as if the overall performance appraisal rating was “Fully Effective.”