Common use of EMPLOYEE EVALUATION AND RECORDS Clause in Contracts

EMPLOYEE EVALUATION AND RECORDS. 18:01 A Department may evaluate each employee’s work performance in writing using methods appropriate to that Department, at or near the end of each course if possible. Such evaluations shall not normally be conducted more frequently than once per course, per term. It is understood that the ability to conduct written performance evaluations does not preclude informal course feedback. For Sessional Lecturers only, where a classroom visit is an integral part of the performance evaluation, advance notice of such a visit shall be provided to the Sessional Lecturer. 18:02 Notwithstanding Article 18:01, an employee may request a formative performance evaluation not more than once per Department per term. Upon such request, the Department Chair shall arrange for such evaluation to be conducted without undue delay. Such formative performance evaluations shall not form part of the employee’s employment file unless the employee so requests. 18:03 In the event that a supervisor forms the opinion that an employee’s performance is unsatisfactory, the supervisor shall prepare a written evaluation as prescribed in Article 18:01 without undue delay, for discussion with and comment by the employee. Where the first evaluation indicates an overall rating of unsatisfactory, the employee may request another evaluation. 18:04 Where they are available, student evaluations, whether conducted by the Department or by a student organization or by any other means, shall not be admissible as the sole determining factor to demonstrate unsatisfactory performance in either the discipline procedure or in arbitration. Departments may make use of student evaluations as an element in the Department’s method for assessing work performance. 18:05 A performance evaluation conducted under this Article shall not be the subject of a grievance except in the event of an allegation or complaint of discrimination as defined in Article 4:01 and/or procedural violations. 18:06 The employee has the right to comment, in writing, on his/her performance evaluation and shall be informed of this right. The evaluation, including comments, if any, from the employee, shall be placed in the employee’s employment file.

EMPLOYEE EVALUATION AND RECORDS. 18:01 A Department may evaluate each employee’s work performance in writing using methods appropriate to that Department, at or near the end of each course if possible. Such evaluations shall not normally be conducted more frequently than once per course, per term. It is understood that the ability to conduct written performance evaluations does not preclude informal course feedback. For Sessional Lecturers only, where a classroom visit is an integral part of the performance evaluation, advance notice of such a visit shall be provided to the Sessional Lecturer. 18:02 Notwithstanding Article 18:01, an employee may request a formative performance evaluation not more than once per Department per term. Upon such request, the Department Chair shall arrange for such evaluation to be conducted without undue delay. Such formative performance evaluations shall not form part of the employee’s employment personnel file unless the employee so requests. 18:03 In the event that a supervisor forms the opinion that an employee’s performance is unsatisfactory, the supervisor shall prepare a written evaluation as prescribed in Article 18:01 without undue delay, for discussion with and comment by the employee. Where the first evaluation indicates an overall rating of unsatisfactory, a second evaluation is mandatory, provided that sufficient time remains before the end of the appointment. If insufficient time remains within the current appointment to complete a second (follow up) evaluation, the evaluation with an overall rating of unsatisfactory shall not be relied upon in any hiring or advancement decisions until the employee may request has been subsequently evaluated in another evaluationappointment. 18:04 Where they are available, student evaluations, whether conducted by the Department or by a student organization or by any other means, shall not be admissible as the sole determining factor to demonstrate unsatisfactory performance in either the discipline procedure or in arbitration. Departments may make use of student evaluations as an element in the Department’s method for assessing work performance. 18:05 A performance evaluation conducted under this Article shall not be the subject of a grievance except in the event of an allegation or complaint of discrimination as defined in Article 4:01 and/or procedural violations. 18:06 The Each employee has the right to comment, in writing, on his/her the employee’s performance evaluation and shall be informed of this right. The evaluation, including comments, if any, from the employee, shall be placed in the employee’s employment file, except in the case of formative evaluations conducted pursuant to Article 18:02 above. 18:07 A personnel file shall be maintained within each Department for each employee employed within it, which shall be separate from the employee’s health or medical records, if any. The Department shall notify the employee in writing when any document pertaining to expectations, instruction, or performance is placed in the employee’s personnel file. An employee or former employee shall have the right to respond in writing to such documents contained in the employee or former employee’s personnel file. Such reply shall be included in the personnel file. For clarity, the employee is not required to be notified when any transactional documents, including but not limited to employment application(s), payroll information, and the request and approval/denial of leaves in accordance with Article 19, are placed in the employee’s personnel file. 18:08 A personnel file shall be available within the Department for use in making decisions relating to employment by the Employer, including decisions relating to advancement, but no documents contained therein shall otherwise be released physically, electronically or orally outside the Department without the employee’s (or former employee’s) prior consent in writing. 18:09 A person who applies for a position in a Department other than that of previous employment shall be deemed to have given prior consent to the release of their personnel file to the Department to which application has been made, and to its transfer to that Department should employment be accepted in it. 18:10 An employee, or former employee within two (2) years from the termination of most recent employment, may inspect the employee’s, or former employee’s, personnel file on request. The Employer shall provide the employee, or former employee, copies of any document contained in the personnel file upon request. Examination of the personnel file may be made after the employee or former employee gives notice of the desire to do so, and under the conditions which, the Department deems appropriate to ensure the security of the file. An employee or former employee shall have the right to respond in writing to any document contained therein. Such reply shall be included in the personnel file.

EMPLOYEE EVALUATION AND RECORDS. 18:01 A Department may evaluate each employee’s work performance in writing using methods appropriate to that Department, at or near the end of each course if possible. Such evaluations shall not normally be conducted more frequently than once per course, per term. It is understood that the ability to conduct written performance evaluations does not preclude informal course feedback. For Sessional Lecturers only, where a classroom visit is an integral part of the performance evaluation, advance notice of such a visit shall be provided to the Sessional Lecturer. 18:02 Notwithstanding Article 18:01, an employee may request a formative performance evaluation not more than once per Department per term. Upon such request, the Department Chair shall arrange for such evaluation to be conducted without undue delay. Such formative performance evaluations shall not form part of the employee’s employment personnel file unless the employee so requests. 18:03 In the event that a supervisor forms the opinion that an employee’s performance is unsatisfactory, the supervisor shall prepare a written evaluation as prescribed in Article 18:01 without undue delay, for discussion with and comment by the employee. Where the first evaluation indicates an overall rating of unsatisfactory, a second evaluation is mandatory, provided that sufficient time remains before the end of the appointment. If insufficient time remains within the current appointment to complete a second (follow up) evaluation, the evaluation with an overall rating of unsatisfactory shall not be relied upon in any hiring or advancement decisions until the employee may request has been subsequently evaluated in another evaluationappointment. 18:04 Where they are available, student evaluations, whether conducted by the Department or by a student organization or by any other means, shall not be admissible as the sole determining factor to demonstrate unsatisfactory performance in either the discipline procedure or in arbitration. Departments may make use of student evaluations as an element in the Department’s method for assessing work performance. 18:05 A performance evaluation conducted under this Article shall not be the subject of a grievance except in the event of an allegation or complaint of discrimination as defined in Article 4:01 and/or procedural violations. 18:06 The Each employee has the right to comment, in writing, on his/her the employee’s performance evaluation and shall be informed of this right. The evaluation, including comments, if any, from the employee, shall be placed in the employee’s employment file, except in the case of formative evaluations conducted pursuant to Article 18:02 above.

EMPLOYEE EVALUATION AND RECORDS. 18:01 A Department 20:01 The Employer and the Union agree that the purposes of performance evaluations are to improve the quality of the employee’s work by assisting the employee to develop his/her skills, to provide the employee with feedback on his/her performance and to provide a written record of that performance. Such feedback may include referring the employee to relevant existing University resources. 20:02 The Employer may evaluate each employee’s work performance in writing using methods appropriate to that Department, at or near the end of each course if possiblewriting. Such evaluations shall not normally take place more than twice during the period for which the employee’s job description is tenable, at or near the midpoint and the end of the period during which the job description is tenable. For positions of less than one hundred (100) hours, or in which all the duties required are to be conducted performed within a span of forty (40) working days, only the final evaluation shall be required, although a first evaluation may be given. Notwithstanding this exception, Article 20:03 shall apply. In any course in which employees are being evaluated, the supervisor shall conduct an evaluation of each employee in that course. The first evaluation may be informal in nature, but a written record of the discussion, signed by both parties to acknowledge the discussion has taken place, shall be retained. An employee, while working under direct supervision, may request an evaluation by the supervisor not more frequently than once twice per courseperiod of appointment, per termby submitting a written request to the supervisor. It is understood The final evaluation shall be provided to the employee within four (4) weeks of the end of the appointment. The evaluation shall be discussed with the employee by the employee’s supervisor. The employee shall sign the evaluation to acknowledge the fact that such discussion has taken place. The employee may add his/her written comment on the ability to conduct written performance evaluation. All such evaluations does not preclude informal course feedbackshall be included in the employee’s employment file. For Sessional Lecturers only, where a classroom visit is an integral part of the performance evaluation, advance reasonably advanced notice of such a visit shall be provided to the Sessional Lecturer. 18:02 Notwithstanding Article 18:01member. Where the first evaluation indicates an overall rating of unsatisfactory, an employee may request a formative performance second evaluation not more than once per Department per termis mandatory, provided that sufficient time remains before the end of the appointment. Upon such requestIf insufficient time remains within the current appointment to complete a second (follow up) evaluation, the Department Chair evaluation with an overall rating of unsatisfactory shall arrange for such not be relied upon in any hiring decisions until the employee has been subsequently evaluated in another appointment. Such an evaluation shall be deemed to be conducted without undue delay. Such formative performance evaluations a second evaluation for the purpose of this article and shall not form part trigger an obligation to evaluate any other employees in accordance with the first paragraph of 20:02. For clarity, the employee’s Chair may at his/her sole discretion remove the unsatisfactory evaluation from the employment file unless the employee so requests.file. Unsatisfactory Performance 18:03 20:03 In the event that a supervisor forms the opinion that an employee’s performance is unsatisfactory, the supervisor shall prepare a written evaluation as prescribed in Article 18:01 20:02 without undue delay, for discussion with and comment by the employee. Where the first Student Evaluations 20:04 The parties agree that performance evaluation indicates an overall rating of unsatisfactory, the employee may request another evaluation. 18:04 Where they are available, student is a management function. Student evaluations, whether conducted by the Department Employer or by a student organization or by any other means, shall not be admissible as the sole determining factor to demonstrate evidence of unsatisfactory performance in either the discipline procedure or in arbitration. Departments The Employer may make use of student evaluations as an element in the DepartmentEmployer’s method for assessing work performance. Student evaluations include but are not limited to “Student Opinion Surveys.” 18:05 20:05 A performance evaluation conducted under this Article shall not be the subject of a grievance except in the event of an allegation or complaint of discrimination as defined in Article 4:01 and/or procedural violations.4:01. Employee Comments 18:06 20:06 The employee has the right to comment, in writing, on his/her performance evaluation and shall be informed of this rightevaluation. The evaluation, including comments, if any, from the employee, shall be placed in the employee’s employment file. Employment File 20:07 An employment file shall be maintained by the Employer for each employee, and shall be separate from the employee’s academic record, if any. The employment file shall contain only those documents bearing the employee’s signature, acknowledging receipt only, and relating to the employee’s employment. 20:08 An employee’s file shall be available for use in making decisions relating to employment by the Employer but no documents contained therein shall be released physically or orally outside the Employer without the employee’s prior consent in writing. 20:09 An employee, or former employee, within two (2) years from the termination of last employment or from last enrolment in the University, whichever is later, may inspect the employee's, or former employee's, employment file on request. The Employer shall provide the employee, or former employee, copies of any document contained in the employment file upon request. Examination of the employment file may be made after the employee or former employee gives notice of the desire to do so, and under the conditions which the Employer deems appropriate to ensure the security of the file. An employee or former employee shall have the right to respond in writing to any document contained therein. Such reply shall be included in the employment file. 20:10 Upon written request, the Employer will provide a confirmation of employment letter within five (5) working days.

EMPLOYEE EVALUATION AND RECORDS. 18:01 The Employer and the Union agree that the purposes of performance evaluations are to improve the quality of the employee’s work by assisting the employee to develop his/her skills, to provide the employee with feedback on his/her performance and to provide a written record of that performance. 18:02 A Department may evaluate each employee’s work performance in writing at least once per period of appointment using methods appropriate to that Department. Alternatively, at the evaluation may be informal in nature, but a written record of the discussion’s occurrence, signed by both parties to acknowledge the discussion has taken place, shall be retained. An employee, while working under direct supervision, may request a written or near informal evaluation by the end supervisor not more than twice per period of each course if possibleappointment, by submitting a written request to the supervisor. Course Instructors may direct their requests for evaluation to the Course Coordinator or Chair/Designated Authority, as appropriate. Such evaluations shall not normally be conducted more frequently than once per course, per term. It is understood that the ability to conduct written performance evaluations does not preclude informal course feedback. For Sessional Lecturers only, where a classroom visit is an integral part of the performance evaluation, advance notice of such a visit evaluation shall be provided to the Sessional Lecturer. 18:02 Notwithstanding Article 18:01, an employee within four (4) weeks. Written evaluations shall be discussed with the employee by the employee’s supervisor. The employee shall sign the evaluation solely to acknowledge the fact that such discussion has taken place. The employee may request a formative performance evaluation not more than once per Department per termadd his/her written comment on the evaluation. Upon All such request, the Department Chair evaluations or records of informal discussions shall arrange for such evaluation to be conducted without undue delay. Such formative performance evaluations shall not form part of included in the employee’s employment file unless file. A second (follow-up) evaluation may be requested by the employee so requeststo take place before the end of the appointment. Where the first evaluation indicates an overall rating of unsatisfactory, a second evaluation is mandatory. 18:03 In the event that a supervisor forms the opinion that an employee’s performance is unsatisfactory, the supervisor shall prepare a written evaluation as prescribed in Article 18:01 18:02 without undue delay, for discussion with and comment by the employee. Where the first evaluation indicates an overall rating of unsatisfactory, the employee may request another evaluation. 18:04 Where they are available, student Student evaluations, whether conducted by the Department or by a student organization or by any other means, shall not be admissible as the sole determining factor to demonstrate evidence of unsatisfactory performance in either the discipline procedure or in arbitration. Departments may make use of student evaluations as an element in the Department’s method for assessing work performance. 18:05 A performance evaluation conducted under this Article shall not be the subject of a grievance except in the event of an allegation or complaint of discrimination as defined in Article 4:01 and/or procedural violations4:01. 18:06 The employee has the right to comment, in writing, on his/her performance evaluation and shall be informed of this right. The evaluation, including comments, if any, from the employee, shall be placed in the employee’s employment file.

EMPLOYEE EVALUATION AND RECORDS. 18:01 A Department ‌ 20:01 The Employer and the Union agree that the purposes of performance evaluations are to improve the quality of the employee’s work by assisting the employee to develop his/her skills, to provide the employee with feedback on his/her performance and to provide a written record of that performance. Such feedback may include referring the employee to relevant existing University resources. 20:02 The Employer may evaluate each employee’s work performance in writing using methods appropriate to that Department, at or near the end of each course if possiblewriting. Such evaluations shall not normally take place more than twice during the period for which the employee’s job description is tenable, at or near the midpoint and the end of the period during which the job description is tenable. For positions of less than one hundred (100) hours, or in which all the duties required are to be conducted performed within a span of forty (40) working days, only the final evaluation shall be required, although a first evaluation may be given. Notwithstanding this exception, Article 20:03 shall apply. In any course in which employees are being evaluated, the supervisor shall conduct an evaluation of each employee in that course. The first evaluation may be informal in nature, but a written record of the discussion, signed by both parties to acknowledge the discussion has taken place, shall be retained. An employee, while working under direct supervision, may request an evaluation by the supervisor not more frequently than once twice per courseperiod of appointment, per termby submitting a written request to the supervisor. It is understood The final evaluation shall be provided to the employee within four (4) weeks of the end of the appointment. The evaluation shall be discussed with the employee by the employee’s supervisor. The employee shall sign the evaluation to acknowledge the fact that such discussion has taken place. The employee may add his/her written comment on the ability to conduct written performance evaluation. All such evaluations does not preclude informal course feedbackshall be included in the employee’s employment file. For Sessional Lecturers only, where a classroom visit is an integral part of the performance evaluation, advance reasonably advanced notice of such a visit shall be provided to the Sessional Lecturer. 18:02 Notwithstanding Article 18:01member. Where the first evaluation indicates an overall rating of unsatisfactory, an employee may request a formative performance second evaluation not more than once per Department per termis mandatory, provided that sufficient time remains before the end of the appointment. Upon such requestIf insufficient time remains within the current appointment to complete a second (follow up) evaluation, the Department Chair evaluation with an overall rating of unsatisfactory shall arrange for such not be relied upon in any hiring decisions until the employee has been subsequently evaluated in another appointment. Such an evaluation shall be deemed to be conducted without undue delay. Such formative performance evaluations a second evaluation for the purpose of this article and shall not form part trigger an obligation to evaluate any other employees in accordance with the first paragraph of 20:02. For clarity, the employee’s Chair may at his/her sole discretion remove the unsatisfactory evaluation from the employment file unless the employee so requests.file. Unsatisfactory Performance‌ 18:03 20:03 In the event that a supervisor forms the opinion that an employee’s performance is unsatisfactory, the supervisor shall prepare a written evaluation as prescribed in Article 18:01 20:02 without undue delay, for discussion with and comment by the employee. Where the first Student Evaluations‌ 20:04 The parties agree that performance evaluation indicates an overall rating of unsatisfactory, the employee may request another evaluation. 18:04 Where they are available, student is a management function. Student evaluations, whether conducted by the Department Employer or by a student organization or by any other means, shall not be admissible as the sole determining factor to demonstrate evidence of unsatisfactory performance in either the discipline procedure or in arbitration. Departments The Employer may make use of student evaluations as an element in the DepartmentEmployer’s method for assessing work performance. Student evaluations include but are not limited to “Student Opinion Surveys.” 18:05 20:05 A performance evaluation conducted under this Article shall not be the subject of a grievance except in the event of an allegation or complaint of discrimination as defined in Article 4:01 and/or procedural violations.4:01. Employee Comments 18:06 20:06 The employee has the right to comment, in writing, on his/her performance evaluation and shall be informed of this rightevaluation. The evaluation, including comments, if any, from the employee, shall be placed in the employee’s employment file. Employment File‌ 20:07 An employment file shall be maintained by the Employer for each employee, and shall be separate from the employee’s academic record, if any. The employment file shall contain only those documents bearing the employee’s signature, acknowledging receipt only, and relating to the employee’s employment. 20:08 An employee’s file shall be available for use in making decisions relating to employment by the Employer but no documents contained therein shall be released physically or orally outside the Employer without the employee’s prior consent in writing. 20:09 An employee, or former employee, within two (2) years from the termination of last employment or from last enrolment in the University, whichever is later, may inspect the employee's, or former employee's, employment file on request. The Employer shall provide the employee, or former employee, copies of any document contained in the employment file upon request. Examination of the employment file may be made after the employee or former employee gives notice of the desire to do so, and under the conditions which the Employer deems appropriate to ensure the security of the file. An employee or former employee shall have the right to respond in writing to any document contained therein. Such reply shall be included in the employment file. 20:10 Upon written request, the Employer will provide a confirmation of employment letter within five (5) working days.

EMPLOYEE EVALUATION AND RECORDS. 18:01 A Department may evaluate each employee’s work performance in writing using methods appropriate to that Department, at or near the end of each course if possible. Such evaluations shall not normally be conducted more frequently than once per course, per term. It is understood that the ability to conduct written performance evaluations does not preclude informal course feedback. For Sessional Lecturers only, where a classroom visit is an integral part of the performance evaluation, a minimum of one (1) week advance notice of such a visit shall be provided to the Sessional Lecturer. 18:02 Notwithstanding Article 18:01, an employee may request a formative performance evaluation not more than once per Department per term. Upon such request, the Department Chair shall arrange for such evaluation to be conducted without undue delay. Such formative performance evaluations shall not form part of the employee’s employment personnel file unless the employee so requests. 18:03 In the event that a supervisor forms the opinion that an employee’s performance is unsatisfactory, the supervisor shall prepare a written evaluation as prescribed in Article 18:01 without undue delay, for discussion with and comment by the employee. Where the first evaluation indicates an overall rating of unsatisfactory, a second evaluation is mandatory, provided that sufficient time remains before the end of the appointment. If insufficient time remains within the current appointment to complete a second (follow up) evaluation, the evaluation with an overall rating of unsatisfactory shall not be relied upon in any hiring or advancement decisions until the employee may request has been subsequently evaluated in another evaluationappointment. 18:04 Where they are available, student evaluations, whether conducted by the Department or by a student organization or by any other means, shall not be admissible as the sole determining factor to demonstrate unsatisfactory performance in either the discipline procedure procedure, or in arbitration, hiring, or advancement. Departments may make use of student evaluations as an element in the Department’s method for assessing work performance. 18:05 A performance evaluation conducted under this Article shall not be the subject of a grievance except in the event of an allegation or complaint of discrimination as defined in Article 4:01 and/or procedural violations. 18:06 The employee has the right to comment, in writing, on his/her performance evaluation and shall be informed of this right. The evaluation, including comments, if any, from the employee, shall be placed in the employee’s employment file.

EMPLOYEE EVALUATION AND RECORDS. 18:01 19:01 The Employer and the Union agree that the purposes of performance evaluations are to improve the quality of the employee’s work by assisting the employee to develop his/her skills, to provide the employee with feedback on his/her performance and to provide a written record of that performance. 19:02 A Department may evaluate each employee’s work performance in writing at least once per period of appointment using methods appropriate to that Department. Alternatively, at the evaluation may be informal in nature, but a written record of the discussion’s occurrence, signed by both parties to acknowledge the discussion has taken place, shall be retained. An employee, while working under direct supervision, may request a written or near informal evaluation by the end supervisor not more than twice per period of each course if possibleappointment, by submitting a written request to the supervisor. Course Instructors may direct their requests for evaluation to the Course Coordinator or Chair/Designated Authority, as appropriate. Such evaluations shall not normally be conducted more frequently than once per course, per term. It is understood that the ability to conduct written performance evaluations does not preclude informal course feedback. For Sessional Lecturers only, where a classroom visit is an integral part of the performance evaluation, advance notice of such a visit evaluation shall be provided to the Sessional Lecturer. 18:02 Notwithstanding Article 18:01, an employee within four (4) weeks. Written evaluations shall be discussed with the employee by the employee’s supervisor. The employee shall sign the evaluation solely to acknowledge the fact that such discussion has taken place. The employee may request a formative performance evaluation not more than once per Department per termadd his/her written comment on the evaluation. Upon All such request, the Department Chair evaluations or records of informal discussions shall arrange for such evaluation to be conducted without undue delay. Such formative performance evaluations shall not form part of included in the employee’s employment file unless file. A second (follow-up) evaluation may be requested by the employee so requeststo take place before the end of the appointment. Where the first evaluation indicates an overall rating of unsatisfactory, a second evaluation is mandatory. 18:03 19:03 In the event that a supervisor forms the opinion that an employee’s performance is unsatisfactory, the supervisor shall prepare a written evaluation as prescribed in Article 18:01 19:02 without undue delay, for discussion with and comment by the employee. Where the first evaluation indicates an overall rating of unsatisfactory, the employee may request another evaluation. 18:04 Where they are available, student 19:04 Student evaluations, whether conducted by the Department or by a student organization or by any other means, shall not be admissible as the sole determining factor to demonstrate evidence of unsatisfactory performance in either the discipline procedure or in arbitration. Departments may make use of student evaluations as an element in the Department’s method for assessing work performance. 18:05 19:05 A performance evaluation conducted under this Article shall not be the subject of a grievance except in the event of an allegation or complaint of discrimination as defined in Article 4:01 and/or procedural violations4:01(a). 18:06 The employee has the right to comment, in writing, on his/her performance evaluation and shall be informed of this right. The evaluation, including comments, if any, from the employee, shall be placed in the employee’s employment file.

EMPLOYEE EVALUATION AND RECORDS. 18:01 A Department 18.01 The Employer and the Union agree that the purposes of performance evaluations are to improve the quality of the employee’s work by assisting the employee to develop his/her skills, to provide the employee with feedback on his/her performance, and to provide a written record of that performance. 18.02 The Employer may evaluate each employee’s work performance in writing using methods appropriate to that Departmentmethods, at or near the end of each course if possibleor term of work. Such evaluations The employee has the right to comment, in writing, on his/her performance evaluation and shall not normally be conducted more frequently than once per courseinformed of this right. The employee comments shall be attached to the evaluation. The evaluation, per term. including attached comments from the employee, may be placed in the employee’s employment file. 18.03 It is understood that the ability to conduct written performance evaluations does not preclude informal course feedback. For Sessional Lecturers only, where a classroom visit is an integral feedback which shall not form part of the performance evaluation, advance notice of such a visit shall be provided to the Sessional Lectureremployee’s employment file. 18:02 18.04 Notwithstanding Article 18:0118.02, an employee may request a formative performance evaluation not more than once per Department per termterm of work. Upon such request, the Department Chair Employer shall arrange for such evaluation to be conducted without undue delay. Such formative The employee has the right to comment, in writing, on his/her performance evaluations shall not form part of the employee’s employment file unless the employee so requests.evaluation. UNSATISFACTORY PERFORMANCE 18:03 18.05 In the event that a supervisor forms the opinion that an employee’s performance is unsatisfactory, the supervisor shall prepare a written evaluation as prescribed in Article 18:01 18.02 without undue delay, for discussion with and comment by the employee. Where the first evaluation indicates an overall rating of unsatisfactory, the employee may request another evaluation.STUDENT OPINION SURVEYS 18:04 18.06 Where they are available, student evaluationsopinion surveys, whether conducted by the Department Employer or by a student organization or by any other means, shall not be admissible as the sole determining factor to demonstrate primary evidence of unsatisfactory performance in either the discipline procedure or in arbitration. Departments may make use of student evaluations as an element in the Department’s method for assessing work performance. 18:05 A performance evaluation conducted under this Article 18.07 Student opinion surveys shall not be the subject primary evidence used for hiring or promotion decisions. 18.08 Copies of a grievance except student opinion surveys in the event custody and control of an allegation the Employer shall be provided to employees provided that individual students participating in the survey are not identified. EMPLOYMENT FILE 18.09 An employment file shall be maintained by the Employer for each employee, and shall be separate from the employee’s academic record, if any. When documents pertaining to the employee’s performance, positive, negative or complaint of discrimination neutral, are added to the file, the employee shall be informed by email or via their local mailbox or file folder as defined soon as practicable. The documents in Article 4:01 and/or procedural violationsthe file should relate only to the employee’s employment. 18:06 18.10 An employee’s file shall be available for use in making decisions relating to employment by the Employer, but no documents contained therein shall be released physically or orally outside the Employer without the employee’s prior consent in writing. 18.11 An employee, or former employee, within one (1) year from the termination of last employment or from last enrolment at USMC, whichever is later, may inspect his or her employment file on request. The Employer shall provide the employee, or former employee, copies of any documents contained in the employment file upon request. Examination of the employment file may be made after the employee has or former employee gives notice of the desire to do so, and under the conditions which the Employer deems appropriate to ensure the security of the file. An employee or former employee shall have the right to comment, respond in writing, on his/her performance evaluation and writing to any document contained therein. Such reply shall be informed of this right. The evaluation, including comments, if any, from the employee, shall be placed included in the employee’s employment file.

EMPLOYEE EVALUATION AND RECORDS. 18:01 A Department 18.01 The Employer and the Union agree that the purposes of performance evaluations are to improve the quality of the employee’s work by assisting the employee to develop their skills, to provide the employee with feedback on their performance, and to provide a written record of that performance. Where a classroom visit is an integral part of the performance evaluation, at least five (5) working days’ advance notice of such a visit shall be provided to the employee. 18.02 The Employer may evaluate each employee’s work performance in writing using methods appropriate to that Departmentmethods, at or near the end of each course if possibleor term of work. Such evaluations The employee has the right to comment, in writing, on his/her performance evaluation and shall not normally be conducted more frequently than once per courseinformed of this right. The employee comments shall be attached to the evaluation. The evaluation, per term. including attached comments from the employee, may be placed in the employee’s employment file. 18.03 It is understood that the ability to conduct written performance evaluations does not preclude informal course feedback. For Sessional Lecturers only, where a classroom visit is an integral feedback which shall not form part of the performance evaluation, advance notice of such a visit shall be provided to the Sessional Lectureremployee’s employment file. 18:02 18.04 Notwithstanding Article 18:0118.02, an employee may request a formative performance evaluation not more than once per Department per termterm of work. Upon such request, the Department Chair Employer shall arrange for such evaluation to be conducted without undue delay. Such formative The employee has the right to comment, in writing, on his/her performance evaluations shall not form part of the employee’s employment file unless the employee so requests.evaluation. UNSATISFACTORY PERFORMANCE 18:03 18.05 In the event that a supervisor forms the opinion that an employee’s performance is unsatisfactory, the supervisor shall prepare a written evaluation as prescribed in Article 18:01 18.02 without undue delay, for discussion with and comment by the employee. Where the first evaluation indicates an overall rating of unsatisfactory, the employee may request another evaluation.STUDENT OPINION SURVEYS 18:04 18.06 Where they are available, student evaluationsopinion surveys, whether conducted by the Department Employer or by a student organization or by any other means, shall not be admissible as the sole determining factor to demonstrate primary evidence of unsatisfactory performance in either the discipline procedure or in arbitration. Departments may make use of student evaluations as an element in the Department’s method for assessing work performance. 18:05 A performance evaluation conducted under this Article 18.07 Student opinion surveys shall not be the subject primary evidence used for hiring or promotion decisions. 18.08 Copies of a grievance except student opinion surveys in the event custody and control of an allegation the Employer shall be provided to employees provided that individual students participating in the survey are not identified. EMPLOYMENT FILE 18.09 An employment file shall be maintained by the Employer for each employee, and shall be separate from the employee’s academic record, if any. When documents pertaining to the employee’s performance, positive, negative or complaint of discrimination neutral, are added to the file, the employee shall be informed by email or via their local mailbox or file folder as defined soon as practicable. The documents in Article 4:01 and/or procedural violationsthe file should relate only to the employee’s employment. 18:06 18.10 An employee’s file shall be available for use in making decisions relating to employment by the Employer, but no documents contained therein shall be released physically or orally outside the Employer without the employee’s prior consent in writing. 18.11 An employee, or former employee, within one (1) year from the termination of last employment or from last enrolment at USMC, whichever is later, may inspect his or her employment file on request. The Employer shall provide the employee, or former employee, copies of any documents contained in the employment file upon request. Examination of the employment file may be made after the employee has or former employee gives notice of the desire to do so, and under the conditions which the Employer deems appropriate to ensure the security of the file. An employee or former employee shall have the right to comment, respond in writing, on his/her performance evaluation and writing to any document contained therein. Such reply shall be informed of this right. The evaluation, including comments, if any, from the employee, shall be placed included in the employee’s employment file.

EMPLOYEE EVALUATION AND RECORDS. 18:01 19:01 The Employer and the Union agree that the purposes of performance evaluations are to improve the quality of the employee’s work by assisting the employee to develop his/her skills, to provide the employee with constructive feedback on his/her performance and to provide a written record of that performance. Such constructive feedback may include referring the employee to relevant existing University resources. 19:02 A Department may evaluate each employee’s work performance in writing using methods appropriate to that Department. Normally, at or near a Department will not conduct formal written evaluations more than twice per period of appointment. In any course in which employees are being evaluated, the end supervisor shall conduct an evaluation of each course if possibleemployee in that course. Alternatively, the evaluation may be informal in nature, but a written record of the discussion’s occurrence, signed by both parties to acknowledge the discussion has taken place, shall be retained. An employee, while working under direct supervision, may request a written or informal evaluation by the supervisor not more than twice per period of appointment, by submitting a written request to the supervisor. Course Instructors may direct their requests for evaluation to the Course Coordinator or Chair/Designated Authority, as appropriate. Such evaluations evaluation shall not normally be conducted more frequently than once per course, per term. It is understood that provided to the ability to conduct written performance evaluations does not preclude informal course feedbackemployee within four (4) weeks. For Sessional Lecturers Course Instructors only, where a classroom visit is an integral part of the performance evaluation, advance notice of such a visit shall be provided to the Sessional Lecturer. 18:02 Notwithstanding Article 18:01, an Course Instructor. Written evaluations shall be discussed with the employee by the employee’s supervisor. The employee shall sign the evaluation solely to acknowledge the fact that such discussion has taken place. The employee may request a formative performance evaluation not more than once per Department per termadd his/her written comment on the evaluation. Upon All such request, the Department Chair evaluations or records of informal discussions shall arrange for such evaluation to be conducted without undue delay. Such formative performance evaluations shall not form part of included in the employee’s employment file unless file. A second (follow-up) evaluation may be requested by the employee so requests. 18:03 In to take place before the event that a supervisor forms end of the opinion that an employee’s performance is unsatisfactory, the supervisor shall prepare a written evaluation as prescribed in Article 18:01 without undue delay, for discussion with and comment by the employeeappointment. Where the first evaluation indicates an overall rating of unsatisfactory, a second evaluation is mandatory, provided that sufficient time remains before the employee may request another end of the appointment. If insufficient time remains within the current appointment to complete a second (follow up) evaluation. 18:04 Where they are available, student evaluations, whether conducted by the Department or by a student organization or by any other means, evaluation with an overall rating of unsatisfactory shall not be admissible as relied upon in any hiring decisions until the sole determining factor employee has been subsequently evaluated in another appointment. Such an evaluation shall be deemed to demonstrate unsatisfactory performance in either be a second evaluation for the discipline procedure or in arbitration. Departments may make use purpose of student evaluations as an element in the Department’s method for assessing work performance. 18:05 A performance evaluation conducted under this Article article and shall not be trigger an obligation to evaluate any other employees in accordance with the subject first paragraph of a grievance except in 19:02. For clarity, the event of an allegation or complaint of discrimination as defined in Article 4:01 and/or procedural violations. 18:06 The employee has the right to comment, in writing, on Chair may at his/her performance sole discretion remove the unsatisfactory evaluation and shall be informed of this right. The evaluation, including comments, if any, from the employee, shall be placed in the employee’s employment file.

EMPLOYEE EVALUATION AND RECORDS. 18:01 19:01 The Employer and the Union agree that the purposes of performance evaluations are to improve the quality of the employee’s work by assisting the employee to develop skills, to provide the employee with constructive feedback on the employee’s performance and to provide a written record of that performance. Such constructive feedback may include referring the employee to relevant existing University resources. 19:02 A Department may evaluate each employee’s work performance in writing using methods appropriate to that Department. Normally, at or near a Department will not conduct formal written evaluations more than twice per period of appointment. In any course in which employees are being evaluated, the end supervisor shall conduct an evaluation of each course if possibleemployee in that course. Alternatively, the evaluation may be informal in nature, but a written record of the discussion’s occurrence, signed by both parties to acknowledge the discussion has taken place, shall be retained. An employee, while working under direct supervision, may request a written or informal evaluation by the supervisor not more than twice per period of appointment, by submitting a written request to the supervisor. Course Instructors may direct their requests for evaluation to the Course Coordinator or Chair/Designated Authority, as appropriate. Such evaluations evaluation shall not normally be conducted more frequently than once per course, per termprovided to the employee within four (4) weeks. It is understood that the ability to conduct An employee shall be provided with at least five (5) working days’ advance notice of a formal written performance evaluations does not preclude informal course feedbackevaluation. For Sessional Lecturers Course Instructors only, where a classroom visit is an integral part of the performance evaluation, at least two (2) working days’ advance notice of such a visit shall be provided to the Sessional Lecturer. 18:02 Notwithstanding Article 18:01, an Course Instructor. Written evaluations shall be discussed with the employee by the employee’s supervisor. The employee shall sign the evaluation solely to acknowledge the fact that such discussion has taken place. The employee may request add a formative performance evaluation not more than once per Department per termwritten comment on the evaluation. Upon All such request, the Department Chair evaluations or records of informal discussions shall arrange for such evaluation to be conducted without undue delay. Such formative performance evaluations shall not form part of included in the employee’s employment file unless file. A second (follow-up) evaluation may be requested by the employee so requests. 18:03 In to take place before the event that a supervisor forms end of the opinion that an employee’s performance is unsatisfactory, the supervisor shall prepare a written evaluation as prescribed in Article 18:01 without undue delay, for discussion with and comment by the employeeappointment. Where the first evaluation indicates an overall rating of unsatisfactory, a second evaluation is mandatory, provided that sufficient time remains before the end of the appointment. If insufficient time remains within the current appointment to complete a second (follow up) evaluation, the evaluation with an overall rating of unsatisfactory shall not be relied upon in any hiring decisions until the employee has been subsequently evaluated in another appointment. Such an evaluation shall be deemed to be a second evaluation for the purpose of this article and shall not trigger an obligation to evaluate any other employees in accordance with the first paragraph of 19:02. For clarity, the Chair may request another evaluationremove the unsatisfactory evaluation from the employment file at the Chair’s sole discretion. 18:04 Where they are available19:03 Course evaluations, student where available and applicable, shall be provided to each employee and retained in the employee’s personnel file. An employee shall have the right to append comments to the course evaluations for inclusion in the employee’s personnel file. Course evaluations, whether conducted by the Department or by a student organization or by any other means, shall not be admissible as the sole determining factor to demonstrate evidence of unsatisfactory performance in either the discipline procedure or in arbitration. Departments may make use of student course evaluations as an element in the Department’s method for assessing work performance. 18:05 19:04 A performance evaluation conducted under this Article shall not be the subject of a grievance except in the event of an allegation or complaint of discrimination as defined in Article 4:01 and/or procedural violations4:01(a). 18:06 The employee has the right to comment, in writing, on his/her performance evaluation and shall be informed of this right. The evaluation, including comments, if any, from the employee, shall be placed in the employee’s employment file.

EMPLOYEE EVALUATION AND RECORDS. 18:01 A Department 17:01 The Employer and the Union agree that the purposes of performance evaluations are to improve the quality of the employee’s work by assisting the employee to develop his/her skills, to provide the employee with feedback on his/her performance and to provide a written record of that performance. 17:02 The Employer may evaluate each employee’s work performance in writing using methods appropriate to that Department, writing. Such evaluations shall take place at least twice during the period for which the employee’s job description is tenable: at or near the midpoint and the end of each course if possible. Such evaluations shall not normally be conducted more frequently than once per course, per term. It the period during which the job description is understood that the ability to conduct written performance evaluations does not preclude informal course feedbacktenable. For Sessional Lecturers onlypositions of less than one hundred (100) hours, where or in which all the duties required are to be performed within a classroom visit is an integral part span of forty (40) working days, only the final evaluation shall be required, although a first evaluation may be given. Notwithstanding this exception, Article 17:03 shall apply. The first evaluation may be informal in nature, but a written record of the performance evaluationdiscussion, advance notice signed by both parties to acknowledge the discussion has taken place, shall be retained. An employee, while working under direct supervision, may request an evaluation by the supervisor not more than twice per period of such appointment, by submitting a visit written request to the supervisor. The final evaluation shall be provided to the Sessional Lecturer. 18:02 Notwithstanding Article 18:01, an employee within four (4) weeks of the end of the appointment. The evaluation shall be discussed with the employee by the employee’s supervisor. The employee shall sign the evaluation to acknowledge the fact that such discussion has taken place. The employee may request a formative performance evaluation not more than once per Department per termadd his/her written comment on the evaluation. Upon All such request, the Department Chair shall arrange for such evaluation to be conducted without undue delay. Such formative performance evaluations shall not form part of be included in the employee’s employment file unless the employee so requests.file. Unsatisfactory Performance 18:03 17:03 In the event that a supervisor forms the opinion that an employee’s performance is unsatisfactory, the supervisor shall prepare a written evaluation as prescribed in Article 18:01 17:02 without undue delay, for discussion with and comment by the employee. Where the first evaluation indicates an overall rating of unsatisfactory, the employee may request another evaluation.Student Evaluations 18:04 Where they are available, student 17:04 Student evaluations, whether conducted by the Department Employer or by a student organization or by any other means, shall not be admissible as the sole determining factor to demonstrate evidence of unsatisfactory performance in either the discipline procedure or in arbitration. Departments The Employer may make use of student evaluations as an element in the DepartmentEmployer’s method for assessing work performance. 18:05 17:05 A performance evaluation conducted under this Article shall not be the subject of a grievance except in the event of an allegation or complaint of discrimination as defined in Article 4:01 and/or procedural violations4:01. Employment File 17:06 An employment file shall be maintained by the Employer for each employee, and shall be separate from the employee’s academic record, if any. The employment file shall contain only those documents bearing the employee’s signature, acknowledging receipt only, and relating to the employee’s employment. 18:06 17:07 An employee’s file shall be available for use in making decisions relating to employment by the Employer but no documents contained therein shall be released physically or orally outside the Employer without the employee’s prior consent in writing. 17:08 An employee, or former employee, within two (2) years from the termination of last employment or from last enrolment in the University, whichever is later, may inspect the employee's, or former employee's, employment file on request. The Employer shall provide the employee, or former employee, copies of any document contained in the employment file upon request. Examination of the employment file may be made after the employee has or former employee gives notice of the desire to do so, and under the conditions which the Employer deems appropriate to ensure the security of the file. An employee or former employee shall have the right to comment, respond in writing, on his/her performance evaluation and writing to any document contained therein. Such reply shall be informed of this right. The evaluation, including comments, if any, from the employee, shall be placed included in the employee’s employment file.

EMPLOYEE EVALUATION AND RECORDS. 18:01 A Department 17:01 The Employer and the Union agree that the purposes of performance evaluations are to improve the quality of the employee’s work by assist‑ ing the employee to develop his/her skills, to provide the employee with feedback on his/her performance and to provide a written record of that performance. 17:02 The Employer may evaluate each employee’s work performance in writing using methods appropriate to that Department, writ‑ ing. Such evaluations shall take place at least twice during the period for which the employee’s job description is tenable: at or near the midpoint and the end of each course if possible. Such evaluations shall not normally be conducted more frequently than once per course, per term. It the period during which the job description is understood that the ability to conduct written performance evaluations does not preclude informal course feedbacktenable. For Sessional Lecturers onlypositions of less than one hundred (100) hours, where or in which all the duties required are to be performed within a classroom visit is an integral part span of forty (40) working days, only the final evaluation shall be required, although a first evaluation may be given. Notwithstanding this exception, Article 17:03 shall apply. The first evaluation may be informal in nature, but a written record of the performance evaluationdiscussion, advance notice signed by both parties to acknowledge the discussion has taken place, shall be retained. An employee, while working under direct supervision, may request an evaluation by the supervisor not more than twice per period of such appoint‑ ment, by submitting a visit written request to the supervisor. The final evalu‑ ation shall be provided to the Sessional Lecturer. 18:02 Notwithstanding Article 18:01, an employee within four (4) weeks of the end of the appointment. The evaluation shall be discussed with the employee by the employee’s supervisor. The employee shall sign the evaluation to acknowledge the fact that such discussion has taken place. The employee may request a formative performance evaluation not more than once per Department per termadd his/her written comment on the evaluation. Upon All such request, the Department Chair shall arrange for such evaluation to be conducted without undue delay. Such formative performance evaluations shall not form part of be included in the employee’s employment file unless the employee so requests.file. Unsatisfactory Performance 18:03 17:03 In the event that a supervisor forms the opinion that an employee’s performance perfor‑ xxxxx is unsatisfactory, the supervisor shall prepare a written evaluation as prescribed in Article 18:01 17:02 without undue delay, for discussion with and comment by the employee. Where the first evaluation indicates an overall rating of unsatisfactory, the employee may request another evaluation.stUdent evalUations 18:04 Where they are available, student 17:04 Student evaluations, whether conducted by the Department Employer or by a student organization or by any other means, shall not be admissible as the sole determining factor to demonstrate evidence of unsatisfactory performance in either the discipline procedure or in arbitration. Departments The Employer may make use of student evaluations as an element in the DepartmentEmployer’s method for assessing work performance. 18:05 17:05 A performance evaluation conducted under this Article shall not be the subject of a grievance except in the event of an allegation or complaint of discrimination as defined in Article 4:01 and/or procedural violations4:01. emPloyment file 17:06 An employment file shall be maintained by the Employer for each employ‑ ee, and shall be separate from the employee’s academic record, if any. The employment file shall contain only those documents bearing the employ‑ ee’s signature, acknowledging receipt only, and relating to the employee’s employment. 18:06 17:07 An employee’s file shall be available for use in making decisions relating to employment by the Employer but no documents contained therein shall be released physically or orally outside the Employer without the employ‑ ee’s prior consent in writing. 17:08 An employee, or former employee, within two (2) years from the ter‑ mination of last employment or from last enrolment in the University, whichever is later, may inspect the employee’s, or former employee’s, employment file on request. The Employer shall provide the employee, or former employee, copies of any document contained in the employment file upon request. Examination of the employment file may be made after the employee has or former employee gives notice of the desire to do so, and under the conditions which the Employer deems appropriate to ensure the security of the file. An employee or former employee shall have the right to comment, respond in writing, on his/her performance evaluation and writing to any document contained therein. Such reply shall be informed of this right. The evaluation, including comments, if any, from the employee, shall be placed included in the employee’s employment file.

EMPLOYEE EVALUATION AND RECORDS. 18:01 19:01 The Employer and the Union agree that the purposes of performance evaluations are to improve the quality of the employee’s work by assisting the employee to develop skills, to provide the employee with constructive feedback on the employee’s performance and to provide a written record of that performance. Such constructive feedback may include referring the employee to relevant existing University resources. 19:02 A Department may evaluate each employee’s work performance in writing using methods appropriate to that Department. Normally, at or near a Department will not conduct formal written evaluations more than twice per period of appointment. In any course in which employees are being evaluated, the end supervisor shall conduct an evaluation of each course if possibleemployee in that course. Alternatively, the evaluation may be informal in nature, but a written record of the discussion’s occurrence, signed by both parties to acknowledge the discussion has taken place, shall be retained. An employee, while working under direct supervision, may request a written or informal evaluation by the supervisor not more than twice per period of appointment, by submitting a written request to the supervisor. Course Instructors may direct their requests for evaluation to the Course Coordinator or Chair/Designated Authority, as appropriate. Such evaluations evaluation shall not normally be conducted more frequently than once per course, per termprovided to the employee within four (4) weeks. It is understood that the ability to conduct An employee shall be provided with at least five (5) working days’ advance notice of a formal written performance evaluations does not preclude informal course feedbackevaluation. For Sessional Lecturers Course Instructors only, where a classroom visit is an integral part of the performance evaluation, at least two (2) working days’ advance notice of such a visit shall be provided to the Sessional Lecturer. 18:02 Notwithstanding Article 18:01, an Course Instructor. Written evaluations shall be discussed with the employee by the employee’s supervisor. The employee shall sign the evaluation solely to acknowledge the fact that such discussion has taken place. The employee may request add a formative performance evaluation not more than once per Department per termwritten comment on the evaluation. Upon All such request, the Department Chair evaluations or records of informal discussions shall arrange for such evaluation to be conducted without undue delay. Such formative performance evaluations shall not form part of included in the employee’s employment file unless file. A second (follow-up) evaluation may be requested by the employee so requests. 18:03 In to take place before the event that a supervisor forms end of the opinion that an employee’s performance is unsatisfactory, the supervisor shall prepare a written evaluation as prescribed in Article 18:01 without undue delay, for discussion with and comment by the employeeappointment. Where the first evaluation indicates an overall rating of unsatisfactory, a second evaluation is mandatory, provided that sufficient time remains before the end of the appointment. If insufficient time remains within the current appointment to complete a second (follow up) evaluation, the evaluation with an overall rating of unsatisfactory shall not be relied upon in any hiring decisions until the employee has been subsequently evaluated in another appointment. Such an evaluation shall be deemed to be a second evaluation for the purpose of this article and shall not trigger an obligation to evaluate any other employees in accordance with the first paragraph of 19:02. For clarity, the Chair may request another evaluationremove the unsatisfactory evaluation from the employment file at the Chair’s sole discretion. 18:04 Where they are available19:03 Course evaluations, student where available and applicable, shall be provided to each employee and retained in the employee’s personnel file. An employee shall have the right to append comments to the course evaluations for inclusion in the employee’s personnel file. Course evaluations, whether conducted by the Department or by a student organization or by any other means, shall not be admissible as the sole determining factor to demonstrate evidence of unsatisfactory performance in either the discipline procedure or in arbitration. Departments may make use of student course evaluations as an element in the Department’s method for assessing work performance. 18:05 19:04 A performance evaluation conducted under this Article shall not be the subject of a grievance except in the event of an allegation or complaint of discrimination as defined in Article 4:01 and/or procedural violations4:01(a). 18:06 19:05 An employment file shall be maintained within each Department for each employee employed within it, which shall be separate from the employee’s academic record. The employment file shall contain only those documents bearing the employee’s signature, acknowledging receipt only, and relating to the employee’s employment. 19:06 An employment file shall be available within the Department for use in making decisions relating to employment by the Employer but no documents contained therein shall be released physically or orally outside the Department without the employee’s (or former employee’s) prior consent in writing. 19:07 An employee who applies for a position in a Department other than that of previous employment shall be deemed to have given prior consent to the release of the employee's employment file to the Department to which application has been made, and to its transfer to that Department should employment be accepted in it. 19:08 An employee, or former employee within two (2) years from the termination of last employment or from last enrolment in the University, whichever is later, may inspect the employee's, or former employee's, employment file on request. The Employer shall provide the employee, or former employee, copies of any document contained in the employment file upon request. Examination of the employment file may be made after the employee or former employee gives notice of the desire to do so, and under the conditions which the Department deems appropriate to ensure the security of the file. An employee or former employee shall have the right to comment, respond in writing, on his/her performance evaluation and writing to any document contained therein. Such reply shall be informed of this right. The evaluation, including comments, if any, from the employee, shall be placed included in the employee’s employment file.