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
Appears in 3 contracts
Samples: Memorandum of Understanding, Memorandum of Understanding, Memorandum of Understanding
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.”
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
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.”
Appears in 1 contract
Samples: Collective Bargaining Agreement