EMPLOYEE ASSESSMENT Sample Clauses

EMPLOYEE ASSESSMENT. Any safety-sensitive employee who tests positive for the presence of controlled substances or whose breath alcohol concentration is above the minimum thresholds set forth in the Department of Transportation guidelines will be assessed by a Substance Abuse Professional (SAP). The SAP will evaluate each employee to determine what assistance, if any, the employee needs in resolving problems associated with prohibited substance abuse or misuse. If a safety-sensitive employee is returned to duty following rehabilitation, he/she must agree to and sign a Return-To-Duty Agreement, pass a return-to-duty controlled substance and/or alcohol test and be subject to unannounced follow-up tests for a period of one to five years, as determined by the SAP. Referral to the Substance Abuse Professional (SAP) and any other recover treatment costs will be borne by the safety- sensitive employee. Employee will be immediately terminated on the occurrence of a second verified positive test result within 36 months and may be terminated or offered additional rehabilitation at the City’s sole discretion after 36 months.
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EMPLOYEE ASSESSMENT. A. Any safety-sensitive employee who tests positive for the presence of illegal drugs or alcohol above the minimum thresholds set forth in 49 CFR Part 40, as amended, will be evaluated by a Substance Abuse Professional (SAP). A SAP is a licensed physician, or a licensed or certified psychologist, social worker, employee assistance professional, or addiction counselor with knowledge of and clinical experience in the diagnosis and treatment of controlled substance or alcohol-related disorders. The SAP will evaluate each employee to determine what assistance, if any, the employee needs in resolving problems associated with prohibited substance abuse or misuse. B. An employee who test positive for the presence of alcohol, and is referred to a SAP for assessment, shall have the option to take advantage of the following applicable review process: 1. If the County contracts with an outside provider for SAP services, the following process will apply: After a SAP has recommended treatment and the employee has met with a treatment provider to prepare a treatment plan, the employee may request that his/her case be reviewed by a County Employee Assistance Program SAP if the employee disagrees with the treatment recommendation. 2. If the County does not contract with an outside provider for SAP services, the following process will apply: After a County Employee Assistance Program SAP has recommended treatment and the employee has met with a treatment provider to prepare a treatment plan, the employee may request that his/her case be reviewed by a qualified third party SAP if the employee disagrees with the treatment recommendation. The County and the Union will mutually select the third party SAP. C. If a safety-sensitive employee is allowed to return-to-duty, he/she must properly follow the rehabilitation program prescribed by the SAP, the employee must pass return-to-duty drug and alcohol tests, and be subject to unannounced follow-up tests for a period of up to five years from date of return to duty. Should the employee be unavailable for follow-up testing due to approved leave of absence, seasonal layoff, out or reassigned for workers’ compensation , any temporary assignment to nonsafety-sensitive duties (including light duty) or combination thereof, for a period of thirty (30) consecutive days or longer, the employee shall be re-evaluated by the SAP to determine whether the requirement for and term of treatment and/or the Return to Work Agreement shall be extended...
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EMPLOYEE ASSESSMENT. The Superintendent shall establish procedures for assessing the performance of duties and responsibilities of all personnel employed in the district. The School Board shall provide training programs, which are based upon guidelines provided by the Florida Council on Educational Management to ensure that all individuals with evaluation responsibilities understand the proper use of the assessment criteria and procedures. All personnel shall be fully informed of the criteria and procedures associated with the assessment process before the assessment takes place. A written report of each assessment shall be made and a copy thereof shall be given to the employee no later than ten (10) days after the assessment takes place. The written report of The person responsible for preparing the report shall discuss assessment with the employee. The employee shall have the right to initiate a written response to the assessment and the response shall become a permanent attachment to his/her personnel file. In the event that an employee is not performing his/her duties in a satisfactory manner, the evaluator shall notify the employee in writing of such determination and describe such unsatisfactory performance. The evaluator shall thereafter confer with the employee, make recommendations with respect to specific areas of unsatisfactory performance and provide assistance in helping to correct such deficiencies within a reasonable prescribed period of time. The assessment criteria for the Xxxxxxxx County School District shall be in accordance with Florida Statutes and as determined by the local district. A committee of employees from various levels shall be formed to make suggestions for assessment forms and procedures to the Superintendent or his designee, but this committee shall be of an advisory nature only. The Superintendent shall establish the due dates for the district assessment program. Only an employee’s supervisor may make an evaluation.
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EMPLOYEE ASSESSMENT. Any safety-sensitive employee who tests positive for the presence of controlled substances or whose breath alcohol concentration is above the minimum thresholds set forth in the Department of Transportation guidelines will be assessed by a Substance Abuse Professional (SAP). A SAP is a licensed physician, psychologist, social worker, employee assistance professional, or addiction counselor with knowledge of and clinically experienced in the diagnosis and treatment of alcohol related disorders. The SAP will evaluate each employee to determine what assistance, if any, the employee needs in resolving problems associated with prohibited substance abuse or misuse. If a safety-sensitive employee is returned to duty following rehabilitation, he/she must agree to and sign a Return-To-Duty Agreement, pass a return-to-duty controlled substance and/or alcohol test and be subject to unannounced follow-up tests for a period of one to five years, as determined by the SAP. The cost of any rehabilitation and subsequent controlled substance and/or alcohol testing is borne by the safety- sensitive employee and is on a one time basis only. Employee will be immediately terminated on the occurrence of a second verified positive test result. Employees may use accumulated sick leave, vacation and floating holidays, if any, to participate in the prescribed rehabilitation program.
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EMPLOYEE ASSESSMENT. Section 1 The parties agree that the primary objective of the program to evaluate performance is to improve the quality of services. All observations of Employees for the purpose of assessment shall be conducted openly and with full knowledge of the Employee. The Principal, or other administrator designated by the Superintendent in charge of EMPLOYEE supervision, shall be responsible for the administration of the procedure for evaluating performance. The evaluators shall meet with all employees, no later than 2 weeks following the 1st nine weeks grading period, and inform each Employee (individually, in small groups, or in a faculty meeting) of the criteria and procedures associated with the assessment process before any assessment takes place. The evaluator shall explain his expectations when informing the Employees of the assessment criteria and procedures. Employees shall have five days to request additional explanations of criteria and procedures. Section 2 Any observation(s), which is/are made for the purpose of assessment, shall be reduced to writing and discussed with the Employee within 10 workdays of said observation. The Employee will receive a copy of the written assessment. Such signature of the Employee shall indicate that the Employee has read the assessment observation report; however, such signature does not necessarily mean that the Employee agrees with the assessment. The Employee shall have the right to make any desired comments on the assessment observation form if necessary, and both the form and the comments shall become part of the Employee's personnel file. Section 3 If the evaluator determines that the Employee has unsatisfactory performance in any area of performance, the evaluator shall describe the unsatisfactory performance and shall give specific suggestions for improving such unsatisfactory performance. In addition, the evaluator shall give the Employee written notice of the consequences which will occur if the unsatisfactory performance is not improved within a reasonable prescribed period of time, as determined by the evaluator. Section 4 The parties recognize the importance and value of developing a procedure for assisting and evaluating performance, progress, and success of probationary and regular ESPs. Therefore, to this end the following procedure has been agreed to: A. Each written evaluation of performance shall be preceded by at least one on-site observation. B. Each new ESP shall serve a probationary period of thre...
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EMPLOYEE ASSESSMENT. Any Chillicothe Police Department employee who tests positive for the presence of illegal drugs or alcohol above the minimum thresholds set forth in this policy, will be referred for evaluation by a Substance Abuse Professional (SAP). A SAP is a licensed or certified physician, psychologist, social worker, employee assistance professional, or addiction counselor with knowledge of and clinical experience in the diagnosis and treatment of alcohol and drug-related disorders. The SAP will evaluate each employee to determine what assistance, if any, the employee needs in resolving problems associated with prohibited drug use or alcohol misuse. Assessment by a SAP or participation in the City’s Employee Assistance Program (EAP) does not shield an employee from disciplinary action. If a Chillicothe Police Department employee is allowed to return-to-duty, he/she must properly follow the rehabilitation program prescribed by the SAP, the Chillicothe Police Department employees must have negative return-to-duty drug and alcohol tests, and be subject to unannounced follow-up testing for a period of one to five years.
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EMPLOYEE ASSESSMENT. Any Member performing safety-sensitive functions who tests positive for the presence of illegal drugs or alcohol above the minimum thresholds set forth in this Section will be referred for evaluation by a Substance Abuse Professional (SAP). The SAP will evaluate each such Member to determine what assistance, if any, the Member needs in resolving problems associated with prohibited drug use or alcohol misuse. If a Member who is a driver or performing safety-sensitive functions is allowed to return-to-duty, he or she must: 1. Properly follow the rehabilitation program prescribed by the SAP; 2. Test negative on a return-to-duty drug and/or alcohol test; and 3. Be subject to unannounced follow-up tests for a period of up to five years. 4. The cost of any treatment or rehabilitation services will be paid for by the Member or his or her insurance provider. A Member will be allowed to take accumulated sick leave, vacation leave, E.O.D. compensatory time, and Family Medical Leave Act leave to participate in the recommended rehabilitation program.
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EMPLOYEE ASSESSMENT. Workers Compensation and Rehabilitation To be completed by the employee (and Workers’ Compensation staff if applicable) Does the employee have a pre-existing injury that may be aggravated by performing University work tasks from a remote location? Yes No If “Yes”, discuss and answer questions below with University Health Safety and Wellbeing team prior to proceeding. If “No”, skip to Part C. below. Has the employee seen a health / medical professional about this issue? Yes No Does the employee have any recommendations / restrictions from a health / medical professional? Yes No
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Related to EMPLOYEE ASSESSMENT

  • Performance Assessment 6.1 The Performance Plan (Annexure A) to this Agreement sets out key performance indicators and competencies that needs to be evaluated in terms of – 6.1.1 The standards and procedures for evaluating the Employee’s performance; and 6.1.2 During the intervals for the evaluation of the Employee’s performance. 6.2 Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the contract of employment remains in force; 6.3 Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to and implementation must take place within set time frames; 6.4 The Employee’s performance will also be measured in terms of contributions to the goals and strategies set out in the Employer’s Integrated Development Plan (IDP) as described in 6.6 – 6.13 below; 6.5 The Employee will submit quarterly performance reports (SDBIP) and a comprehensive annual performance report at least one week prior to the performance assessment meetings to the Evaluation Panel Chairperson for distribution to the panel members for preparation purposes; 6.6 Assessment of the achievement of results as outlined in the performance plan: 6.6.1 Each KPI or group of KPIs shall be assessed according to the extent to which the specified standards or performance targets have been met (qualitative and quantitative) and with due regard to ad-hoc tasks that had to be performed under the KPI; 6.6.2 A rating on the five-point scale described in 6.9 below shall be provided for each KPI or group of KPIs which will then be multiplied by the weighting to calculate the final score; 6.6.3 The Employee will submit his self-evaluation to the Employer prior to the formal assessment; 6.6.4 In the instance where the employee could not perform due to reasons outside the control of the employer and employee, the KPI will not be considered during the evaluation. The employee should provide sufficient evidence in such instances; and 6.6.5 An overall score will be calculated based on the total of the individual scores calculated above.

  • Diagnostic Assessment 6.3.1 Boards shall provide a list of pre-approved assessment tools consistent with their Board improvement plan for student achievement and which is compliant with Ministry of Education PPM (PPM 155: Diagnostic Assessment in Support of Student Learning, date of issue January 7, 2013). 6.3.2 Teachers shall use their professional judgment to determine which assessment and/or evaluation tool(s) from the Board list of preapproved assessment tools is applicable, for which student(s), as well as the frequency and timing of the tool. In order to inform their instruction, teachers must utilize diagnostic assessment during the school year.

  • Needs Assessment The determination of whether the Annual Income of a family or individual occupying or seeking to occupy a Qualifying Unit complies with the requirements for Extremely Low-Income Households or Low- to Moderate-Income Households shall be made by the applicable housing authority in the CDBG-DR Program area prior to admission of such family or individual to occupancy of a Qualifying Unit.

  • Health Examination The University will provide to each member of the bargaining unit a physical examination at the time of employment. Thereafter, an examination will be provided if required by the appropriate accrediting authority, by the University, or by Statute. Employees returning from medical or disability leave must present a note from the treating physician which indicates the date the employee was able to return to duty and certifying the employee's fitness to return to work full duty. The University may, at its own cost and expense, have a physician of its choosing perform a physical examination of the employee to ensure fitness and capability to return to work.

  • Data Protection Impact Assessment If, pursuant to Data Protection Law, Customer (or its Controllers) are required to perform a data protection impact assessment or prior consultation with a regulator, at Customer’s request, SAP will provide such documents as are generally available for the Cloud Service (for example, this DPA, the Agreement, audit reports or certifications). Any additional assistance shall be mutually agreed between the Parties.

  • Risk Assessment An assessment of any risks inherent in the work requirements and actions to mitigate these risks.

  • Joint Assessment If the Premises are not separately assessed, Lessee's liability shall be an equitable proportion of the Real Property Taxes for all of the land and improvements included within the tax parcel assessed, such proportion to be conclusively determined by Lessor from the respective valuations assigned in the assessor's work sheets or such other information as may be reasonably available.

  • Ergonomic Assessments ‌ At the request of the employee, the Employer will ensure that an ergonomic assessment of the employee’s workstation is completed. Solutions to identified issues will be implemented within available resources.

  • Tax Examinations Abroad 1. A Contracting Party may allow representatives of the competent authority of the other Contracting Party to enter the territory of the first-mentioned Party to interview individuals and examine records with the written consent of the persons concerned. The competent authority of the second-mentioned Party shall notify the competent authority of the first-mentioned Party of the time and place of the meeting with the individuals concerned. 2. At the request of the competent authority of one Contracting Party, the competent authority of the other Contracting Party may allow representatives of the competent authority of the first-mentioned Party to be present at the appropriate part of a tax examination in the second-mentioned Party. 3. If the request referred to in paragraph 2 is acceded to, the competent authority of the Contracting Party conducting the examination shall, as soon as possible, notify the competent authority of the other Party about the time and place of the examination, the authority or official designated to carry out the examination and the procedures and conditions required by the first-mentioned Party for the conduct of the examination. All decisions with respect to the conduct of the tax examination shall be made by the Party conducting the examination.

  • Medical Examination Where the Employer requires an employee to submit to a medical examination or medical interview, it shall be at the Employer's expense and on the Employer's time.

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