EMPLOYEE EVALUATION. 14.1 The purpose of employee evaluation is to support decisions concerning employee discipline, promotion and improvement. Evaluation shall be the responsibility of the immediate supervisor who shall not be a member of the bargaining unit.
EMPLOYEE EVALUATION. A. 1. All monitoring or observation of the work performance of employees shall be conducted openly and with full knowledge of the employee.
EMPLOYEE EVALUATION. 12.01 The parties recognize that the evaluation of the performance of all employees is the responsibility of the administration. The evaluation process is designed to assess and communicate performance effectiveness, to aid in improving performance of assigned duties and, if necessary, to develop a performance improvement plan to assist in addressing deficiencies for the employee whose performance is not satisfactory; the process is not to be used as a punitive measure.
EMPLOYEE EVALUATION. A. An employee shall at all times be entitled to have present a representative of the Union when he/she is being reprimanded, warned or disciplined for any infraction of discipline or delinquency in performance. When a request for such representation is made, no action shall be taken with respect to the employee until such representation of the Union in present.
EMPLOYEE EVALUATION. The School shall annually evaluate all instructional employees pursuant to state law.
EMPLOYEE EVALUATION. 11.1 Any evaluation critical of an employee’s job performance which is to be made part of his personnel file shall be examined by the employee and initialed by him prior to being placed in his file.
EMPLOYEE EVALUATION. 16.01 Evaluations Formal written performance evaluations of each employee shall be carried out during the probationary period and not less than annually thereafter.
EMPLOYEE EVALUATION. A. Notification of evaluation will be made to the employee by their supervisor no later than October 1st. In the event of a change in the employee’s immediate supervisor, notification to the employee will be made within a reasonable period of time.
EMPLOYEE EVALUATION. A. Formal evaluation of employees shall be in writing and shall be for the purpose of establishing a record of the employee’s work performance. The evaluation may include but is not limited to: establishing performance standards and outcome measures, recognition of an employee’s efforts, as well as planning for improvement. Issues of attendance and punctuality may be addressed if they have previously been discussed with the employee. The employee’s job description shall be a basis for the evaluation.
EMPLOYEE EVALUATION. Employees will be evaluated on an annual basis or more frequently if deemed necessary, and informed of the quality of their work. All evaluations are the responsibility of the immediate administrative supervisor and shall be comprehensive. Employees will receive a copy of their evaluation at least five (5) duty days before the end of their work year. The employee has a right to review and to comment in writing regarding all evidence on file to support any evaluation of the employee’s performance. An employee who disagrees with the evaluation may submit a written addendum or rebuttal to the evaluation. The evaluation and the addendum, if any, will be placed in the employee’s personnel file. The employee shall be requested to sign the evaluation. Signing the evaluation does not mean that the employee agrees or disagrees with the assessment. If an employee desires a performance assessment with his/her immediate supervisor, he/she may request the assessment in writing. In the case of an unsatisfactory performance, the immediate supervisor will note areas that are unsatisfactory and make recommendations for improvement. Employees who receive an unsatisfactory performance evaluation will not be eligible for a step increase. If the employee achieves a satisfactory rating on a subsequent out-of-sequence evaluation, he/she will receive the step increment effective of the date of achieving the satisfactory evaluation. Judgment of performance by an evaluator shall not be subject to the grievance procedure. An employee who disagrees with the unsatisfactory evaluation may file an administrative appeal under Section 4-205 (c) of the Annotated Code of Maryland, Education Article. If an employee’s unsatisfactory evaluation is overturned as a result of a Section 4-205 (c) appeal the employee shall be granted a step increase retroactive to the beginning of the contract year.
