Common use of EMPLOYEE EVALUATION Clause in Contracts

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.

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.205

EMPLOYEE EVALUATION. A. Performance Evaluation Process for Non-Probationary Employees 1. The parties agree that performance concerns will not be addressed for the first time on the performance evaluation report. Evaluator(s) will accurately inform employees of their progress during the evaluation process. 2. All employees shall have one (1) evaluation per year. Employees on performance probation shall receive additional evaluations. 3. Evaluations will be evaluated completed on an a form developed by the District after consultation with the Association. This form shall be found on the District’s website. 4. Evaluations will be completed on or before June 10. Evaluations shall be based on data collected by the evaluator(s) from the current year only. 5. The primary evaluator shall be the administrator or appropriate program supervisor. 6. Supervisors shall observe operations and gather their own verified information for the evaluation(s). Any information collected that may negatively impact the employee’s annual basis or more frequently if deemed necessary, evaluation must be put in writing and informed given to the employee within ten (10) days of the quality of their work. All evaluations are the responsibility knowledge of the immediate administrative verified information. The employee or the supervisor and may request a meeting to discuss the negative information. 7. An employee shall be comprehensive. Employees will receive given a copy of any written evaluation by their evaluation primary evaluator at least five two (52) duty working days before the end of their work yearany conference to discuss it. The No employee has shall be required to sign a right to review and to comment in writing regarding all evidence on file to support any blank or incomplete evaluation of the employee’s performanceform. An employee who disagrees with the No evaluation may submit a written addendum or rebuttal to the evaluation. The evaluation and the addendum, if any, will shall be placed in the employee’s personnel filefile without their review. The An employee shall be requested has the right to sign the evaluation. Signing the evaluation does not mean that the attach comments to all evaluations. a. An employee agrees with satisfactory marks in all areas may decline to meet with their supervisor(s). b. Employees with a Requires Improvement or disagrees Unsatisfactory rating must attend a conference 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 proceduretheir primary evaluator. 8. An employee who disagrees with receives an overall unsatisfactory rating on their annual evaluation report may be placed on probation at the unsatisfactory evaluation may file an administrative appeal under Section 4-205 (c) discretion 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 yearDistrict.