Common use of Employee Evaluation/Personnel Records Clause in Contracts

Employee Evaluation/Personnel Records. 9.1 The purpose of employee evaluation is: a) to help the employee to carry out his/her stated job responsibilities by fairly and accurately assessing the employee's performance, and b) to support decisions concerning employee discipline, promotion, improvement, and compensation. A. Evaluation shall be the responsibility of the facility manager or his/her designee, who may be the employee’s immediate supervisor, who shall not be a member of the bargaining unit. B. Each employee shall be informed of the procedures under this article, and given a copy of the evaluative document by October 1 of each year or upon employment, if after October 1. Said document shall include the title of the supervisor who will conduct the evaluation. The department or school site manager reserves the right to change the person conducting the evaluation. C. Each employee shall receive by the date designated by the HR Department a written evaluation from his/her immediate supervisor at least annually. An evaluation conference shall be conducted to present the evaluation to the employee. D. Such written evaluation shall note the employee's strengths, weaknesses and specific areas needing improvement. E. Before marking an employee “Needs Improvement” or “Unsatisfactory” in a total category on the annual evaluation, the employee shall be informed in writing of the following: 1. what assistance the administration will provide in making the required improvements 2. the specific time frame within which the improvements must be made 3. specific consequences the employee will face if the improvements are not made within the required time frame. F. Employees shall acknowledge receipt of their written evaluation by signing at the bottom. Such signature does not necessarily indicate agreement with the content of the evaluation, but merely indicates receipt. No employee shall be required to sign an incomplete or blank evaluation.

Employee Evaluation/Personnel Records. 9.1 The purpose of employee evaluation is: a) to help the employee to carry out his/her stated job responsibilities by fairly and accurately assessing the employee's performance, and b) to support decisions concerning employee discipline, promotion, improvement, and compensation. A. Evaluation shall be the responsibility of the facility manager or his/her designee, who may be the employee’s immediate supervisor, who shall not be a member of the bargaining unit. B. Each employee shall be informed of the procedures under this article, and given a copy of the evaluative document by October 1 of each year or upon employment, if after October 1. Said document shall include the title of the supervisor who will conduct the evaluation. The department or school site manager reserves the right to change the person conducting the evaluation. C. Each employee shall receive by the date designated by the HR Department a written evaluation from his/her immediate supervisor at least annually. An evaluation conference shall be conducted to present the evaluation to the employee. D. Such written evaluation shall note the employee's strengths, weaknesses and specific areas needing improvement. E. Before marking an employee “Needs Improvement” or “Unsatisfactory” in a total category on the annual evaluation, the employee shall be informed in writing of the following: 1. what assistance the administration will provide in making the required improvements 2. the specific time frame within which the improvements must be made 3. specific consequences the employee will face if the improvements are not made within the required time frame. F. Employees shall acknowledge receipt of their written evaluation by signing at the bottom. Such signature does not necessarily indicate agreement with the content of the evaluation, but merely indicates receipt. No employee shall be required to sign an incomplete or blank evaluation. G. If the employee does not agree with any portion of the evaluation report given to him/her, he/she shall have the right to a conference with the evaluator and to attach a written response to the evaluation report within fifteen (15) work days of receipt. H. The employee may file a grievance for procedural reasons.