EMPLOYEE PERFORMANCE EVALUATION. 1. All new employees to the district will be evaluated within the first 90 workdays; thereafter employees are to be evaluated annually by an appropriate administrator or appropriate non-union designee. The evaluation may include input from appropriate personnel. The evaluation shall not be disciplinary and shall address the following areas: Basic Skills, Relationships, Self-directed, Work Force, Job Related Skills, Personal/Professional Strength.
2. The evaluation process shall be completed and the original copy sent to the Human Resources Department no later than the last day of school. However, if the probationary period overlaps the deadline, an annual evaluation is required for that year. Annual evaluations are considered to cover the period of July 1 through June 30 of the school year.
3. Each employee is required to sign the evaluation at the time of the evaluation conference with the administrator or non-union designee. The signature does not necessarily imply that the employee agrees with the statement(s), but that the employee has seen and discussed it with the evaluator.
4. An evaluation conference must be conducted by the evaluator, in person with the employee, allowing reasonable time for discussion of the evaluation. The evaluation will not contain unsatisfactory marks for any area that the employee has not had prior written notification or counseling.
5. If the employee wishes to make comments and wants extra time to prepare such comments, the signed evaluation form must be returned to the evaluator within two (2) working days from receipt of the evaluation. Original comments by employees must be made on the copy to be filed in the Human Resources Office. Once signed and filed in the Human Resources Office, that particular evaluation will become a permanent part of the employee's permanent personnel file.
6. If an evaluation of a regular employee's performance indicates unsatisfactory work performance, the evaluator shall work with the employee to develop a performance improvement plan. The plan must state the area of unacceptable performance, what the employee must do to improve, what support the evaluator will provide, the timeframe for expected improvement and the potential consequences for not improving performance. The employer shall create a plan with the employee to determine how often they shall meet to evaluate the progress of the performance plan.
EMPLOYEE PERFORMANCE EVALUATION. 21.1 The University and the Union support a performance management system that is fair and equitable and that is applied consistently to all bargaining unit members. Supervisors of bargaining unit members shall conduct the performance evaluation process in a timely, fair and equitable manner, and in accordance with university values. All bargaining unit members shall have performance expectations established annually by their supervisor at or near the beginning of the evaluation period. Members shall attend at least two feedback sessions during the evaluation process. Members shall receive a final written performance evaluation at or near the end of the evaluation period
21.2 Bargaining unit members should participate fully and timely throughout the performance evaluation process. If an issue arises which cannot be resolved between the bargaining unit member and a supervisor, the bargaining unit member should contact a unit human resources representative or a xxxxxxx for assistance in resolving the matter.
21.3 Performance management is intended to be an ongoing process of communication between the supervisor and the employee, focused on helping the employee achieve his or her best workplace results, and shall include the following elements:
A. Performance planning – Clear and attainable performance expectations must be communicated to the employee in writing at or near the beginning of the evaluation period. These expectations should help the employee align individual goals with those of the unit and the University, and should be understood by both the member and the supervisor.
B. Coaching - Coaching employees for improved performance is an integral part of performance management at the University. Coaching may take various forms, from observation and informal direction to formal meetings and written documentation, and should occur on a regular basis. Feedback sessions are one form of coaching, and should be briefly documented, including, the meeting date and time, a conversation summary, and any action steps committed to by the employee and/or the supervisor. Upon request, employees will receive copies of feedback session documentation.
C. Multiple sources of feedback - To increase the potential for improvement, it is helpful for bargaining unit members to obtain and/or receive feedback from more than one source. Customers, peers, and self-evaluation can provide important feedback to supplement the observations of the supervisor.
D. Performance Evaluati...
EMPLOYEE PERFORMANCE EVALUATION. The performance of each employee shall be evaluated in writing by the employee's immediate supervisor or the employee’s department supervisor.
EMPLOYEE PERFORMANCE EVALUATION. The County reserves the right to determine the method, the means and the timing or necessity for employee performance evaluations, subject only to the following provisions: An employee shall be formally evaluated at least annually by the employee’s immediate supervisor. However, an employee who is at Step I of the salary range may, at the discretion of the supervisor, be formally evaluated at least bi-annually. Evaluation factors shall be job-related. Performance deficiencies, if any and necessary corrective actions will be documented in formal evaluations. Evaluations shall include space for employee comments and additional employee comments may be attached. Employees shall have thirty (30) calendar days after receipt to submit their response to their supervisor. Performance evaluations of only full-time and part-time employees which deny a merit salary increase or have an overall rating of unsatisfactory may be grieved through the Third Step of the Grievance Procedure established under this Memorandum for a final decision.
EMPLOYEE PERFORMANCE EVALUATION. 10.1 The University will take into account the impact of COVID-19 on the working environment and personal lives of all Employees when undertaking any performance evaluation, or managing performance of any Employee.
EMPLOYEE PERFORMANCE EVALUATION. A. The annual Employee Performance Evaluation of bargaining unit employees shall continue and be completed by management. Each employee will be given on line access to a completed copy of his/her annual Performance Evaluation form. The fact that the employee electronically acknowledges the report does not signify his/her approval.
B. An employee may submit an on-line a response to the evaluation and such signed response shall be included with to the evaluation.
EMPLOYEE PERFORMANCE EVALUATION. Employees shall be given an opportunity to read and sign their Professional Development Plan and/or their Employee Performance Evaluation (Short Form) prior to placement of the evaluation in the employee's official personnel files. It is acknowledged that the fact the employee has signed either evaluation plan does not necessarily mean the employee agrees with the evaluation, but that such signature shall be evidence of the employee's knowledge of the completed evaluation. The employee shall receive a copy of the evaluation within thirty (30) working days of the date of the evaluation. A Professional Development Plan or Short Form may not be utilized by the APCD to affect an employee's job status unless and until the employee has been given an opportunity to review such evaluation.
EMPLOYEE PERFORMANCE EVALUATION. MCERA shall review and evaluate EMPLOYEE annually, unless the Board of Retirement determines a more frequent performance review is necessary. Performance objectives will be established and reviewed at each evaluation to ensure progress toward organizational goals and employee development. The current Retirement Administrator job description is included as attachment B to this contract.
EMPLOYEE PERFORMANCE EVALUATION. Employee Performance Evaluations will be administered fairly, objectively and equitably. Supervisors shall discuss the performance criteria and goals to be established for an employee’s job at the beginning of the evaluation period. Goals will be determined in a manner that is consistent with their evaluation and job duties. When evaluating an employee’s performance, supervisors shall take into account matters outside the employee’s control. Pre-approved leave for annual leave, FMLA, or Union xxxxxxx duty will not be considered negatively when evaluating an employee’s performance. Employees will receive their evaluation and score electronically or in hard copy. Upon request, employees shall be shown documentation, if any, used to determine the final score on their evaluations.
EMPLOYEE PERFORMANCE EVALUATION.
1. Performance Evaluation Regular employee performance evaluations shall be made as to the efficiency, competence, conduct and merit of City employees. The preparation and use of employee performance evaluations are for the mutual benefit of the City and the effective development of the employee to achieve desired job or career goals. Performance evaluations should be used to identify specific strengths and weaknesses in the employee’s job related performance; to acknowledge the merit of above standard performance; and to prescribe the means and methods of upgrading deficiencies to a required or desired level of performance.
2. Authority to Prepare Performance Evaluations Performance evaluations shall be made on a form prescribed by the City. The Police Chief shall prepare or delegate the preparation of performance evaluations to subordinate supervisors who are most familiar with the work of the employee to be evaluated. The Police Chief shall review and approve all performance evaluations of departmental personnel prior to review with the affected employee.
